Find out about individuals’ needs and preferences
Enable individuals to express their identity and views
aware of different forms of unfair discrimination that can occur in care settings
Protecting vulnerable people from abuse and harm
Many people who use care service are at a vulnerable point in their life, and put a lot of trust in care workers a good of practice is important because this provide them with the protection, help and support they need. Some group of service users, including children, older people, disabled people and people with mental health problem are vulnerable to exploitation and abuse by others. Some groups some people who use services may also find it difficult to follow basic health and safety precaution that protect them from the danger of everyday life , as well as abuse or exploitation by memory problems, or because they are easily influenced by unscrupulous people. As a result, many people who need or who are receiving care face greater risk of experiencing harm or a form of abuse (e.g. physical, emotional or sexual abuse).
To safeguard individuals from danger and harm, care workers should:
Be aware of any signs or indicators of abuse or exploitation
Ensure that their own health and hygiene does not pose a threat to the health and safety of others and they manage their personal safety at work
Follow the infection control, moving and handling, accident and waste disposal procedures set out in their employer’s health and safety policies
Make use of any risk assessments that have been carried out minimise health and safety hazards
Respond appropriately to security risk in the workplace
Report health and safety and security issues to relevant people.
In conclusion in health and social care it is essential that there is an equal chance for everybody to use the services. It is also vital for the people working within a health and social care service to treat everybody equally despite their age, gender, sexuality, background, disability and ethnicity. There is a wide range of terms which need to be understood and respected in, both, health and social care and in general.
P2. Describe discriminatory practice in health and social care
Care services that are based on equality of access and the fair and equal treatment of all service users are important feature of any positive care environment. Discriminatory practice may occur in health and social care settings with members of some groups being more vulnerable to this than others. Unfair discrimination occurs when individuals or groups are treated unfairly, or less favourably, in comparison to others. Discriminatory practice in health and social care are : Avoidance - not going close to someone because they are different,
Devaluing - failure to recognise achievement or unfair criticism, Verbal abuse - use of offensive or insulting language, Physical abuse - assaulting a person causing them physical harm,
Negative body language, neglect and poor care. Ignoring people , isolating people, failing to meet language needs and preferences, expressing prejudices showing preferences for particular people, bullying , infringing people’ rights , stereotyping people, using negative labels, abusing or neglecting people. Unfair discrimination can be expressed and experienced in a number of different ways. Direct discrimination involves deliberately treating one person less favourably than another and can be an overt abuse of power. For example, unlawful direct discrimination would occur if a residential home isolating of service use because of HIV positive or because of race and beliefs. Unlawful discrimination isn’t always overt and direct. Indirect discrimination, overt the covert use of power, may also occur when a residential home sets a condition that, when applied equally, disadvantages some social groups because they are less able to satisfy it. Direct Discrimination, this is when someone is treated less favourably than another because of certain attributes: Race, Colour, Gender, Sexuality, Age, Disability. For example, a company might not consider an applicant because the applicant is of a different race to all of the other workers in the company. Another an example of direct discrimination would be deciding not treats someone because of their ethnic background. for instance discrimination means when an individual is from different background or culture and follows his/her rules truly but are disliked by other people because of their different lifestyle and following and do not give his /her equal rights in their daily lives. Indirect Discrimination this occurs when someone is treated in the same way as someone else but they have special needs that need to be considered. For example a disabled person may need access to a building however treating them in the same as able bodied people could prevent them from accessing the same facilities. This would therefore be discriminatory.
P3 and M1 describe the potential effects of discriminatory practice on those who use health or social care service.
The Affects of discrimination we all expect to be treated with respect and in the same way as everyone else. When people are discriminated against, in whatever way, this can have a serious affect on their lives. When people are not treated in an equal way this can have a serious affect on their lives. The three potential effects of discriminatory practice of the two service users (practising Hindu) are: Infringement of rights, prejudice, stereotyping. n care setting such as a care home a person believe in. They could be of Muslim faith and they have a set of values that they believe in. They could get discriminated against because carer don’t believe or simply don’t understand the faith. They may discriminate against this person because they don’t provide time for them to pray or they don’t respect the way they dress or don’t provide the right food for that religion. (HIV positive) are: abusing or neglecting, ignoring or isolation, bullying. People who belong to social groups that are the target of prejudice and stereotyping experience form of social stigma, they are marked out by prejudiced people as different, separate and reduced social worth. The effect of this can be marginalisation and social exclusion. People who are marginalized are denied full access to society’s resources and opportunities they live on the edge of society and unable to participate fully. Marginalisation will come in to context should anyone discover service use diagnosis of HIV, this will mean that service user is placed outside of social acceptance and won at feel that he belongs or even has a participation within society. This kind of discrimination is likely to mean that service use is excluded from activities in which others take part in this will solely be because of service user sexuality and his diagnosis of HIV. Lack of effective access to education, employment and care services is experienced, for example, by many disabled and older people, by people with mental health problem, those who are homeless and by some members of black and minority ethnic groups especially those who are recent refuges and asylum seekers. These and other social groups often live poverty and lack both the economic resources and social influence to change their poor standard of living and circumstances. Health and social welfare service can be particularly important for such groups because poor living conditions eventually have negative effects on health and wellbeing. The potential effects of this discrimination can go on to include Marginalisation, Disempowerment, Low self-esteem and self-identity and even negative behaviours including aggression and criminality. A service user, who has been bullied for different form, treated differently to others or felt that you weren’t given a fair chance to do something all this cans which lead to distress or even mental health issue. Infringement of rights is not respecting an individual’s rights and not letting them practise their culture. This can lead to individual feeling devalued and very sad, which will affect their health. Service user is discriminated against because of stereotyping, labelling and prejudice. This is damaging because it strips away the person’s individuality and dignity and exposes them to insensitivity and unfair discrimination. For instance prejudice is sets of negative, critical or hostile ideas about a person or group of people. For example Prejudices can become fixed or very difficult to change. They are closely connected to stereotypes. When people act on their prejudices, they discriminate unfairly against people. An individual might show a lack of respect for others by using hostile language, not sitting by certain people, avoiding working with another individual , not touching another person etc. if is a service user this can affect a service user health and social care. Form of discriminatory practice include physical abuse, neglect, avoidance and exclusion of certain service user, verbal abuse and devaluing or unjustified criticism in long period, a service users’ self- confidence and self- esteem can be damaged permanently. People can feel disempowered when they are devalued by unfair discrimination. Ad well as reducing people’s work, education and lifestyle opportunities, unfair discrimination can lead to depression, stress, emotional injury, feeling of not belonging , poor self- concept, physical injury, poor mental health and negative behaviours such as criminality and aggression and long-term health problems or death.
In conclusion to prevent discrimination from occurring, Non-discriminatory practices must be followed by organisations (and workers of) health and social care services. Organisations must promote equality and diversity at all times. Organisations must have a code of practice and policies which make sure discrimination cannot occur and that they are not breaking the law. Service providers must recognise and respond to the needs and requirements of the people who access their services.
Task 2 P4 the role of:
The equality act:
A new Equality Act came into force on 1 October 2010. The Equality Act brings together over 116 separate pieces of legislation into one single Act. Combined, they make up a new Act that provides a legal framework to protect the rights of individuals and advance equality of opportunity for all. The Act simplifies, strengthens and harmonises the current legislation to provide Britain with a new discrimination law which protects individuals from unfair treatment and promotes a fair and more equal society. There are two specific pieces of legislation, The Race Relation Act (1976), The Sex Discrimination Acts (1975) and (1986)
What is Race Relation Act? The Race Relations Act 1976 forms the legal foundation of protection from racial discrimination in the fields of employment, education, training, housing and the provision of goods, facilities and services.
Under this law, 'racial discrimination' means treating a person less favourably than others on racial grounds, meaning race, colour, nationality or ethnic or national origins.
For, examples of racial harassment
Someone makes racial slurs or jokes.
Some ridicules or insults you on the basis of your race, colour, national or ethnic origin.
Someone displays cartoons or pictures degrading members of a particular racial group.
Someone calls you names because of your race, colour, and citizenship, place of origin, ancestry, ethnic background or creed.
Another example of racial discrimination
A real estate agent refuses to rent you a house because you are an Indigenous person.
A restaurant refuses to serve you because of the colour of your skin.
Your employer refuses to give you a promotion because you are from a certain country.
A group of fellow employees don’t include you in events and parties because of your culturally-oriented way of dress or speech. This law protects you against people's actions, not their opinions or beliefs. This means someone is breaking the law if they refuse to rent you a house because you're wearing a turban. But being privately prejudiced towards a particular racial group does not constitute breaking the law. The race relation (amendment) Act (2000) extended the 1986 Act by placing a duty on public bodies, including health and social care organisations, to promote race equality and show that procedures to prevent race discrimination are effective and everyone has duty to follow the race relation.
What is Sex discrimination Acts (1975)?The Sex discrimination Acts (1975) and (1986) promote sexual equality and make sexual discrimination illegal, the 1986 Act bringing Britain’s sex equality laws into line with the rest of Europe. They define sexual discrimination as less favourable treatment on grounds of gender or marital status. Although, the Acts apply to both men and women, women have benefited most as they face greater prejudice and experience more unfair discrimination on grounds of gender than men.
Examples of sex discrimination
Paying men more money than women for the same work
Refusing to promote a woman because she has taken a parental leave
Making sexist comments and jokes in a classroom or lab so that female students do not feel comfortable attending or participating
Subjecting the work of a gay or lesbian employee to greater, more stringent scrutiny than that of a "straight" employee
Refusing to offer "same-sex" couples the same benefits as are offered to opposite-sex couples.
Sex discrimination covers four areas:
direct discrimination: treating someone less favourably because of their actual or perceived sex, or because of the sex of someone with whom they associate
Indirect discrimination: can occur where there is a policy, practice or procedures that apply to all workers, but particularly disadvantages workers of a particular sex. For example, a requirement that job applicants must be six feet tall could be met by significantly fewer women than men. Indirect discrimination can only be justified if it is a proportionate means of achieving a legitimate aim
harassment: when unwanted conduct related to sex has the purpose or effect of violating an individual's dignity or creating an intimidating, hostile, degrading, humiliating or offensive environment for that individual
Victimisation: unfair treatment of an employee who has made or supported a complaint about sex discrimination.
It is unlawful to discriminate against workers because of their gender. Employers should ensure they have policies in place which are designed to prevent discrimination in:
recruitment and selection
determining pay
training and development
selection for promotion
discipline and grievances
Countering bullying and harassment.
Many employers have also found that making changes to their working practices makes good business sense and helps them attract the best people, including provisions for flexible working.
The Human Rights Act
The Human Rights Act 1998 is the most recent addition to equality law in the UK. It is important in relation to care environments because it entitles people resident in the UK to seek redress for infringement of their human rights by a public author. A public authority is an organisation that has a public function or which operates in a public sphere. As such the legislation covers all kinks of care homes, hospitals and social services departments. The Human Rights Act 1998 it is protects every individual’s right:
To life
Not to be enslaved
To freedom of thought, religion and expression
To marry and join organisations
To be educated
To have privacy
To have liberty and security
Not to be discriminated against.
The Dignity in Care Initiative makes sure all service users are treated with dignity and respect when receiving health and social care services.
The initiative was launched by the Department of Health in November 2006 and extended to mental health services in August 2007.
We want to create a zero tolerance of lack of dignity in the care of service users, in any care setting. We want to inspire and equip local people: service users, carers, relatives or care staff with the information, advice and support they need to take action to drive up standards of care with respect to dignity for the individual.
The dictionary definition for dignity is:
“A state or quality or manner worthy of esteem or respect; and (by extension) self-respect.”
Dignity in Care is interpreted as:
“The kind of care, in any setting, which supports and promotes, and does not undermine, a person’s self –respect regardless of any difference.”
A lack of respect for your dignity in care means feeling neglected or ignored whilst receiving care; being treated more as an object than a person; feeling privacy is not respected during intimate care; being addressed in a disrespectful way or with a disrespectful attitude.
We intend to make sure dignity in care is extended to all adults receiving health and social care services irrespective of the setting and service provider, thereby including all vulnerable and hard to reach groups.
The ten point dignity challenge is a clear statement of what people can expect from a service that respects dignity.
Have a zero tolerance of all forms of abuse
Support people with the same respect you would want for yourself or a member of your family
Treat each person as an individual by offering a personalised service
Enable people to maintain the maximum possible level of independence, choice and control
Listen and support people to express their needs and wants
Respect people's right to privacy
Ensure people feel able to complain without fear of retribution
Engage with family members and carers as care partners
Assist people to maintain confidence and a positive self esteem
Act to alleviate people's loneliness and isolation
The dignity in care charter underlines what a person can reasonably expect when they need and use care and support services in North Yorkshire. It is a public statement, which care providers and commissioners of services in the County are being encouraged to sign up to.
It has been created by North Yorkshire County Council, the Independent Care Group and other members of the Market Development Board. Together, we want to ensure that people enjoy the dignity and respect to which they are entitled. We want to deliver high quality care across the County and we are encouraging all care providers to sign up to the charter and become Department of Health dignity in care champions.
The dignity in care charter
The charter underlines what a person can reasonably expect when they need and use care and support services in North Yorkshire. An organisation signing up to the charter should:
Dignity
Respect each individual for their uniqueness and make each individual feel that they matter;
Have zero tolerance of all forms of abuse; and
Promote and encourage positive and respectful attitudes.
Respect
Support people with the same respect you would want for yourself or a member of your family;
Treat each person as an individual with their own needs, wants desires and expectations; and
Respect people's rights to have relationships.
Privacy
Respect people's rights to privacy and autonomy;
Enable people to maintain independence, choice and control whilst managing any risks;
Ensure that services are provided in a way that meets an individual's likes and dislikes; and
Act to alleviate people's loneliness and isolation.
Choice
Provide a personalised service and treat each person as an individual;
Listen and support people to express their needs and wants; and
Engage with family members, carers and care partners where this is appropriate.
Rights
Help to maintain all entitlements associated with citizenship; and
Ensure that people feel able to complain without fear of repercussions.
Fulfilment
Assist people to maintain confidence and a positive self esteem; and
Support them in the realisation of personal aspirations and abilities in all aspects of daily life.
Nutrition
Adhere to guidance on nutrition in care homes and in the community and encourage nutritional screening.
Staffing
Those who commission services and those who provide them have a responsibility to ensure services are properly staffed and funded and are properly trained, vetted, supervised and supported.
Policies and procedures
Policies and procedures will be in place to support dignity in care, to challenge discrimination and inequality, and to respect individual needs, covering:
whistle blowing;
equal opportunity;
complaints and compliments; and
safeguarding adults
Commissioning
Involve all stakeholders and partners, including users, carers and providers, to commission high quality personalised care.
Care organisations try to promote equality of opportunity. This prevents discriminatory practice. Care organisations need to have relevant policies and procedures I place to achieve this. Care workers also need to be aware of the ways in which discrimination occurs and what their responsibilities are in challenging it and preventing it from occurring. Other ways of promoting non – discriminatory practice:
Using varied materials to portray positive image of diversity, e.g., visual display should avoid stereotypes and celebrate diversity and difference. The equipment we use must be suitable for all. The gown you offer a person in outpatients should be equally suitable for men and women. At a day centre there should be equipment that can be used by everyone, not just a few. For, example mugs should have easy-grip handles so people with arthritis can enjoy a mug of tea with everyone else without needing a special cup. Organising diverse activities that celebrate different religion festivals and promote understanding of different religious beliefs and cultures. The activities provided should be suitable for everyone or a choice of activities should be offered. For instance, some men like knitting and some women like watching football or horse racing on television. In the care home, think of the people and their likes and dislikes. Don’t assume you know – ask them! In the play corner of a nursery provide a variety of activities for boys and girls. Some girls like to play with cars and some boys like to play at cooking. Visual displays these should represent a variety of people of different ethnic background and genders, so include male nurse and female doctors. Other hand staff and service users of the day centre may well be from a variety of backgrounds and all should be represented.
M2 Assess the influence of a recent national policy initiative in promoting anti- discriminatory practice.
The Equality Act 2010 provides a new legislative framework to protect the rights of individuals and promote equality for all: it is intended to update, simplify and strengthen previous equality legislation and to deliver a consolidated, modern and accessible framework of discrimination law. Equality Act 2010 Guidance on matters to be taken into account in determining questions relating to the definition of disability The Act states that a person who has HIV infection or multiple sclerosis is a disabled person. This means that the person is protected by the Act effectively from the point of diagnosis. Ensuring that all have an equal right to develop to their full potential. The Act applies to all organisations that provide a service to the public or a section of the public (service-providers). It also applies to anyone who sells goods or provides facilities. It applies to all care services, whether or not a charge is made for them. The scope of the 2010 Act ranges from employment measures to the provision of goods and services. The “protected characteristics” which are protected from unlawful discrimination are: age, pregnancy and maternity, disability, gender re-assignment, marriage and civil partnership, race, religion or belief, sex and sexual orientation. The key concepts of current discrimination legislation are retained and the definitions unified across all the strands i.e. direct discrimination, indirect discrimination, harassment and victimisation.
by
susuzanneb (student)
