How is anti-discriminatory practice is promoted in health and social care settings?
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Understand how anti-discriminatory practice is promoted in health and social care settings. It is important for care workers at Peacehaven house to promote equality, value diversity and respect the rights of service users. There are various ways of how they can challenge discriminatory issues and practices in health and social care. One of the ways in which care worker can promote equality, value diversity and respect the rights of service users is to always put the patient/service user at the heart of the service provision. This means that the patients' individual needs will be met and achieved for example; a personal eating plan to a specific individual. Putting the service user at the centre of the provision generally makes a happier and healthier patient in all areas. Care workers at Peacehaven house can help achieve this by: * Understanding what it is like to use those services * Involving those who use the services in all aspects of their care and development at all levels * Providing people with the information they need to make informed choices about their own care and making decisions about the way services are run. * Asking service what they would like and prefer instead of making decisions for them * Always make the patients their first priority when at work. To recognise the service user's rights to freedom from discrimination, service providers should support individuals to express their needs and preferences. They should do this by encouraging the residents to speak out and say what they would prefer to do, whether it is related to medical treatment or simpler preferences too such as what to eat and wear that day. This can be done by caring for the patient by communicating with them and interacting with them on a regular basis to make sure that they are supporting their service users in the correct way. Empowerment is often an element of this as they are able to say what they would prefer regarding to their care.
(RO)- we then reflect on the experience and consider why we got burned * Abstract conceptualisation (AC)- as a result of reflecting we might develop the general idea that going out in the sun without sun block is a bad idea * Active experimentation (AE)- next time we go in the sun we use sun block to see whether this prevents sunburn.'' (BTEC national Health and Social Care by Beryl stretch and Mary Whitehouse. Page 139) An example of using Kolb's learning style to promote anti discrimination in health and social care could be: (CE) Two residents of opposite sexes are arguing that one gender is better than the other (RO) Carer gets involved and listens to both sides of the argument and reflects on why they are arguing (AC) Carer remains unbiased no matter which party she really wants to agree with and as a result of reflecting, tells the service users that neither of them are right and neither of them are wrong and that arguing won't make the situation any better. (AE) Carer discusses the pros and cons of each point from both sides and tells them that verbal abuse is not acceptable and that neither of them is going to win the argument as neither of them is wrong. Carers can use their own skills and general knowledge to recognise any discrimination and report promptly to the correct person. However in some cases as shown above, service providers' interference can often help challenge discriminatory issues. This could be by using either of the reflective theories I have discussed (Reflective learning and Kolb) and by actively promoting anti discrimination by following the eight principles that I have discussed. There are various beliefs and values that may influence a carer's contribution to anti discriminatory practice at Peacehaven house. These range from personal beliefs and values, culture, environment, and health and well-being to socialisation media, past events and tolerance differences.
This will ensure employees don't lose sight of the importance of stopping workplace discrimination. Managers should receive a higher level of training than regular care workers; they should be trained in fostering diversity and preventing discrimination in the workplace Manager should have this special diversity training available to them when they start working at Peacehaven House and/or when new polices are enforced. However, not all procedures are so straight forward and difficulties may occur upon implementing new policies and procedures to Peacehaven House. Staff may ignore these new guidelines; resulting in managers and senior care staff receiving resistance from staff. In cases like so the care value base should be referred to and for staff to look back on and think of their actions. When working in any health and social care setting, the care value base should always been considered and Peacehaven house is no exception. The care value bases sets a range of standards out for which health and social care workers should comply with. The overall aim is to improve patients' quality of life; they do this by ensuring that each patient receives the care that is appropriate to them as an individual and their individual needs. '' The care value base offers guidance; and sets standards, in three main areas of health and social care: Fostering (which means supporting and encouraging) equality and diversity Fostering peoples rights and responsibilities Maintaining confidentiality of information'' (http://www.slideshare.net/j.slack/what-is-the-care-value-base) . To harmonise discrimination situations that affect carers work performance; it is vital that all allegations of discrimination are quickly resolved; any claims of discrimination at Peacehaven house should be investigated quickly and in cases when the staff member is found to be guilty, punishment should be delivered immediately. This could be in the form of termination or probation from being a carer at Peacehaven House and all consequences should always be documented in writing to protect the company from any legal action. Kimberley Sharpe Unit 2 Task C
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