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38 Cards in this Set
- Front
- Back
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4.1 Applying best practice in health, social or child care environments: |
-Being non-judgemental.
-Respecting the views, choices and decisions of individuals who require care and support Anti-discriminatory practice.
-Valuing diversity.
-Using effective communication.
-Following agreed ways of working.
-Provision of training and professional development opportunities for staff.
-Mentoring, monitoring and performance management of staff.
-Staff meetings to discuss issues/practice.
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4.2 Explaining discriminatory practice in health, social or child care environments: |
-Sterotyping, labelling, prejudice -Inadequate care -Abuse and neglect -Breach of health and safety -Being patronising |
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* 4.3 Choosing appropriate action/response to promote equality, diversity and Rights in Health, Social and Child Care environments: |
-Acceptable methods of challenging discrimination (e.g, challenge at the time, challenge afterwards through procedures or through long-term campaigns) - Whistleblowing - Applying values of care -Providing information about complaints procedures -Advocacy services -Implementing policies, codes of practice, legislation -Dealing with conflict -Training/ Mentoring/ Monitoring |
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It is both the care setting and the individual care worker's responsibility to ensure understanding and awareness of how to promote best practice. This can be achieved with methods such as; |
~ Staff meetings are held regularly. ~ Regular discussions around best practice. ~Reflective practice sessions. ~ Discussion about what can be learned from any incidents, accidents or near misses. ~ Needs of residents are discussed. ~ Use of input from other/outside practitioners. ~ Following agreed ways of working. ~ Medical or care plans are completed (e.g, show what medication is required and when to be given, highlight any extra support required- 2 people required to move individual from a chair to a bed). |
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Being non-judgemental |
One method of best practice can involve the care worker being non-judgemental, but what does this mean?
•Active listening •Don't make assumptions •Empathy •Accepting •Open-minded •Create a safe and non-threatning environment |
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•Active listening |
Fully listen to what individuals have have to say, let them finish, no interruptions, give them time. |
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•Don't make assumptions |
Don't have preconceived ideas about an individual and/or their family members. |
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•Empathy |
Try to see things from the individual's point of view, ask about their needs. |
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•Accepting |
Staff should neither agree not disagree. |
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•Open-minded |
Staff should no pre-conceived opinions or prejudice, nor should they have discriminatory attitudes. |
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•Create a safe and non-threatening environment |
Encourages individuals to talk openly. |
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Valuing Diversity |
This means to recognise differences between people and to value these differences, treat them with respect and importance. |
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Respecting the views, choices and decisions of individuals who require care and support Anti-discriminatory practice |
- Individuals are supported to make choices/ given choices (e.g, this might mean giving them longer to decide what to wear). -Care plans guide staff on how to support each person to make simple choices (e.g, like what food they want or what they want to wear. |
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Using effective communication |
- Care plans guide staff on how each person to communicate. -Care plans state any special methods of communication needed. -British Sign Language, body language, hand signals or gestures are used. |
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Following agreed ways of working |
-Medicine administration records are completed to show when medication has been given. - Care plans are used to guide staff on how to support each person. - A plan will state something along the lines of 'Show two outfits and give them time to decide'. - Compulsory training so all staff know the correct ways of working. |
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Provision of training and professional development opportunities for staff |
-Induction provided -Care Certificate training -Shadowing an experienced member of staff -Safegaurding procedures -Medicines management -Infection control -Fire safety -Manual handling |
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Mentoring |
{This is NOT the same as coaching} Usually defined as a relationship between an experienced and a less experienced member of staff, in which the mentor provides guidance, advice, support and feedback to the mentee. |
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Monitoring |
Checking the progress or quality of care practice over time. |
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Performance management |
An ongoing process between a care worker and their manager or supervisor. Involves one-on-one or group meetings to provide feedback on performance and identity targets for improvement. |
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How mentoring for staff promote good practice; |
> Provides experienced professional guidance for new or less experienced practitioners. > Personalised teaching relevant to the individual's specific skills needs. > Feedback is relevant to the care setting and the role of the mentee. > Enables feedback to be fairly immediate. > Constructive feedback to improve performance & recognise good practice. > Provides support, encouragement & advice. > Provides guidance on procedures, policies, standard ways of working, legislation & regulations. > Someone to answer questions & give advice. |
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Why might mentoring not always work? |
~ Mentor and Mentee do not get on. ~Lack of time. ~ Mentor might not be experienced enough in the profession themselves. ~Haven't been trained to mentor. |
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The various ways an organisation can monitor the care it provides: |
°Complaints procedure [Both]
°Comment boxes [Service users]
°Service user forms [Service users]
°Surveys & Questionnaires [Both]
°Staff meetings [Staff]
°Quality Assurance Procedures [Staff]
{Remember, in an extended answer you need to talk about both the staff and individuals} |
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°Complaints procedure |
Allows analysis of the number and type of complaints. |
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°Comment boxes |
Allows anonymous feedback about care provided from individuals who have received care. |
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°Service user Forums |
Gain feedback/ views |
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°Surveys & Questionnaires |
Analysis of the standards of care provided. |
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°Staff meetings |
To share concerns/ share good practice/ to communicate the needs of individuals requiring care. |
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°Quality Assurance Procedures |
Appraisals, reviews & mentoring to ensure staff know good practice. |
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Advantages + of having a staff meeting; |
-Chance to share concerns, raise issues & bring up poor practice.
-Provide an opportunity for staff to discuss what could be improved in the future.
-Provide an opportunity to share best practice.
-Training and professional development can be a part of the staff meetings.
-Meetings can identify areas where members of staff need more support.
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Disadvantages - of having a staff meeting |
-While staff are at a meeting they are not working (cost/ Staffing implications). -Some staff have a negative attitude and do not like meetings. -Some staff might be absent from meetings and so they are unaware of some of the issues raised in the meeting(s). -Mentoring or observation of staff may be more effective. -Meetings take time- people are busy. |
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Breach of Health and Safety |
Health and safety legislation, policies and rules means an organisation must identify what can cause service users & staff harm and takes steps to reduce this. Fire safety, manual handling, testing and checking of equipment, safe storage of equipment and safe storage & dispensing of medications is included. A breach of health and safety is therefore when rules are not followed, or the risk of an accident or someone being hurt is not reduced. |
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Examples of when Health & Safety is Breached; |
> Not using a sharps box to dispose of needles. > Not locking the medicine cabinet/cupboard. > Lack of supervision in a nursery or primary school. > Moving a patient from their bed to a chair without assistance. > Not carrying out risk assessments for activities. |
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Being patronising |
To be patronising means: 'Speaking or behaving towards someone as if they are stupid or not important.' Examples include; ° Sharon, a practice nurse, speaking slowly and very loudly to all the older adults who attend the GP practice just incase they are deaf or a little confused. °Tony, a care assistant, calling his patients 'love' 'sweetheart' or 'dear' to be friendly. - can be misinterpreted as inappropriate language even if there was no bad intent. |
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Acceptable methods of challenging discrimination; |
> Challenge at the time (e.g, tell the carer/Staff member how they are discriminating- Tell them it is wrong to treat individuals the way they have been).
>Ask the staff member to reflect on their actions.
>Report what has happened to senior staff/ management.
>Report to Quality Assurance Initiatives (CQC or Ofsted).
>Use the organisations complaints procedure to make a complaint.
>Some individuals may wish to ask a family member or friend to complain on the individual's behalf.
>Get advice from the Citizens Advice Bureau, a support group or an advocacy service. |
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What is 'Whistleblowing'? |
When a worker provides information to their employer or a freedom to speak up regarding wrongdoings. The wrongdoing will usually (though not always) relate to something they have witnessed at work. For example; ~ A criminal offence ~Breach of a legal obligation ~Miscarriage of justice ~Endagering health & safety ~Damage to the environmemt ~Covering up any of these wrongdoings |
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How can a member of staff raise a concern? |
>Contact senior management
>Report to Assurance Quality Initiatives (CQC or Ofsted )
>Use complaints procedure
>Go to the press
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Why might a care worker choose not to raise a concern? |
>Their jobs could be at risk for two main reasons: °They could be let off as many companies do not want to look bad. °The company could potentially shut down as a result. >Feel that they have no power. >Feel that no one will take them seriously. >Might not know how to complain or how the procedures work. >Don't want to get other people involved, or 'snitch' on them, especially if they are friends. >Feel like they do not have enough evidence. >Might result in them getting into trouble as well. >Too stressful and a lot of extra work to handle. |
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What advice should a staff member give an service user if they asked about complaining? |
>Give a clear and accurate explaination of the complaints procedure. >Tell them who to complain to. >Tell them to record and bring evidence. >Make sure they bring someone with them so they are more likely to be heard. >Advise them when to complain. |
