LO4

Cards (29)

  • Non judgemental- respecting a person’s feeling, experiences and values even if they are different from yours. Not judging or criticising someone because of your own beliefs
  • Professional development -the process of improving and increasing the skills and capabilities of staff.
  • Monitoring- to measure and check the progress or quality of something over time
  • Performance Management- ongoing process between a care worker and their supervisor involving meetings and observations over time to provide feedback on performance and identify targets for improvement where appropriate
  • Being non- judgemental
    • Using effective communication skills and methods, e.g. active listening
    • Assumptions are not made about people
    • Being open minded and accepting
    • Being respectful of their feelings, experiences and values
  • Respecting the views, choices and decisions of individuals who require care and support
    • Care meets the person's needs
    • Providing person- centred care
    • Individuals feel supported and valued
    • Raising self- esteem
  • Anti-discriminatory practice
    • Treating service users, staff and relatives fairly
    • Ensuring no one is excluded from activities (making them accessible)
    • Being positive role models
    • Applying values of care appropriately
    • Providing information regarding complaints procedure
  • Valuing Diversity
    • Offering choices- menus
    • Celebrating a range of festivals
    • Children have access to a range of different toys
  • Using Effective Communication
    • Making sure individuals have the information they need to make informed choices
    • Assisting individuals to understand procedures including treatments and care plans
    • Age appropriate vocabulary
    • Using special methods of communication if needed
    • Active listening
  • Following agreed ways of working
    • Following an organisationals policies and procedures - so care provided is appropriate, correct and safe
  • Providing training and professional development opportunities for staff
    • Ensures staff are up to date with legislation, knowledge, methods and skills that they need for their role
    • Make sure staff are aware of the correct procedures to follow- health and safety, safeguarding, confidentiality
    • The care certificate- ensures new care workers know how to provide quality care and have an understanding of equality, rights and diversity
  • Mentoring
    • A supervisor or manager sharing their knowledge and skills with another person to help them develop their skills and improve their practice
    • They provide advice, feedback, support and encouragement
  • Monitoring
    • Involves checking the progress or quality of care practice over time
    • Can involve; observations, asking opinions - service users, staff, families. Analysis of survey's, questionnaires or feedback forms , analysing the type and number of complaints
  • Performance Management
    • Process between a care worker and their manager or supervisor. Can involve one to one meetings, observations over time to provide feedback on performance and identify targets
  • Staff meetings
    • Opportunity to share best practice and discuss what went well
    • Concerns can be shared and addressed
    • Reminders of policies and procedures can be given as well as updates
  • Ensuring understanding and awareness of best practice
    • An individual care worker may carry out a skills audit, reflect on their own practice & produce a personal development plan. 
    • Staff could share good practice
    • Inexperienced staff could have a mentor to develop their practice. 
    • Provide training and adequate resources to do the job to a high standard. 
  • Discriminatory Practice
    Stereotyping- A G.P. being impatient with overweight patients as she thinks they are all fat and lazy
    Labelling- jumping to conclusions about someone
    Prejudice - Care assistant refusing to care for a gay man or woman
  • Discriminatory Practice- Inadequate care
    • Not administering medication on time
    • Rough handling
    • Not taking into account individuals preferences
  • Discriminatory Practice- Abuse and Neglect
    • Name calling, laughing at them
    • Hitting or punching them
    • Failing to provide food or drinks regularly
  • Discriminatory Practice- Breach of health and safety
    • Forgetting to lock drugs cabinet
    • Not using sharps box to dispose of syringes
    • Moving a patient without assistance
    • Failing to carry out risk assessments
    • Lack of hygiene when preparing food
  • Discriminatory practice - Being patronising
    • A practice nurse speaking loudly and slowly to older adults in the surgery
  • Method of challenging discrimination- challenge at the time
    • Speak to the person and explain how they are discriminating to raise awareness
    • Ask them to reflect on their actions
    • Encourage the person who has used the language to apologise
  • Challenging discrimination- challenge afterwards through procedure
    • Show the individual the relevant policy
    • Discussions at senior management level- can address the matter with training or disciplinary action to raise awareness of the incident
  • Challenging discrimination- challenge through long term proactive campaning
  • Challenging discrimination- challenge through long term proactive campaigning
    • Providing regular training for staff over time to raise awareness
    • Ensure the person who has been discriminating is sent on an equality and diversity course
    • Values of care training
  • Challenging discrimination- providing information on complaints procedure and whistleblowing
    • Service users know what to do and who to speak to if needs are not being met
    • Reassures them that their concerns will be taken seriously
    • Whistleblowing - raising concerns about poor practice from a outside authority- they will then launch an investigation and ensure appropriate actions are taken
  • Challenging discrimination - Advocacy services information provided
    • An advocate is independent and represents and individuals wishes and views to make sure they are recognised. They act in the best interests and speak on their behalf if unable to do so
  • Challenging discrimination- Implementing legislation, codes of practice and policies
    • Promoting good practice by providing guidance regarding the aspects of care in the codes of practice, policies and legislation ensuring staff are able to respond and act appropriately in any situation
    • Professional conduct and expectations are clear
    • Ensures service users, families, practitioners and staff are reassured, feel safe and secure and make sure there is a system of redress
  • Challenging discrimination- Dealing with conflict
    • Handled in a manner that involves active listening, remaining clam, objective and show empathy
    • Situations should be approached positively and actively seek to find solutions