Promoting Anti-Discriminatory Practice
M2 Assess the influence of a recent national policy initiative promoting anti-discriminatory practice.
M3 Discuss difficulties that may arise when implementing anti-discriminatory practice in health and social care settings.
D1 Evaluate the success of a recent initiative in promoting anti-discriminatory practice.
D2 Justify ways of overcoming difficulties that may arise when implementing anti-discriminatory practices in health and social care settings.
For M2 I will be assessing the influences to anti-discriminatory practice of the dignity challenge. To achieve D1 I will be evaluating the success of the dignity challenge in relation to anti-discriminatory practice. To achieve M3 I will be discussing difficulties that may arise when implementing anti-discriminatory practice. To achieve D2 I will be justifying ways of overcoming difficulties.
M2 - Dignity Challenge
The dignity challenge is a campaign that promotes zero tolerance to all different forms of abuse. This campaign promotes the importance of treating people with the same level of respect you want to be treated.’ (Dignityincare.org.uk, 2014) “The dignity challenge also promotes the …show more content…
ability to complain without fear, and maintains the maximum possible level of independence, choice and control.” (Dignityincare.org.uk, 2014)
The dignity challenge promotes anti-discriminatory practice because it states that all individuals should be treated with the same respect as you want to be treated regardless of race, religion, faith, culture etc…the dignity challenge has a zero tolerance for any forms of abuse despite religion, sex, age, and gender.
The Dignity Challenge influences anti-discriminatory practice because they promote a zero tolerance to all forms of abuse, despite religion, gender, race, or sexuality. This influences anti-discriminatory practice because with this put forward all employees who choose to ignore this policy will be dealt with accordingly, and the appropriate actions will be taken if there are allegations made against them.
The Dignity Challenge influences anti-discriminatory practice because they promote treat each person as an individual by offering a personalized approach. By offering a personalized approach, all service users will feel more welcomed and warmed within their setting. For example; within my placement, not all service users are told to go and sit in the lounge, they have the freedom to go where they want. Whether that is to the kitchen, their bedroom, and lounge or to wonder around. Giving the service user the right to go where they choose there right to freedom is being protected and promoted. There is a particular service user who loves to wonder around the setting, if the carer’s took this right away from him he could become very distressed so it is important his rights are still being cared for.
By offering a personalized approach, it influences anti-discriminatory practice because regards of the service user’s background, ethnic group, gender, sexuality, or religion they are all treated the same, and there rights are being maintained and met accordingly.
The Dignity Challenge also influences anti-discriminatory practice because one of their main policies is to listen and support people to express their needs and wants. This is crucial and has a massive impact on a service user’s life. If you were to take away a service users wants and needs they could develop a lot of health problems, especially if their needs are not being met. To listen and support service users’ needs influences anti-discriminatory practice because if a particular service user did not want to celebrate Christmas, this would be adhered too and the setting will find something else for the service user to attend too rather than having to celebrate Christmas with everyone else. Also, if a service user wanted to pray, by promoting that there wants and needs are listening too then the service user will have the ability to tell someone they want to pray and this will be able occur.
D1 – Dignity Challenge
The Dignity Challenge has widely improved the care of service users. The Dignity Challenge is introduced to all care settings and care settings can only achieve this reward once they have completed the Dignity Challenge. The Dignity Challenge includes supporting all staff to ensure they have a full understanding of what dignity means in practice, ensuring that the staff actively have a good understanding of this. All care settings should encourage all staff to sign up as Dignity Champions, and as part of induction day, they should show ‘what do you see’ DVD to make the carer’s to be more aware of things around them.
Strengths – the dignity challenge promotes many positives and only improves the care of service users.
All staff must have good knowledge of what dignity means in practice, this is good because staff are able to identify discriminatory practice and they know what to do to ensure they are promoting dignity. The Dignity Challenge status is not something that can be achieved within a short period of time, the setting will have to really promote a non-discriminatory practice and put up the Dignity campaign posters in all appropriate areas of the organization, and have dignity as a regular agenda item on all staff meetings, ensuring all staff members have a good knowledge about
it.
The Dignity Challenge also reflects of dignity principles all staff training which will ensure all staff members are more aware of this. Another outstanding principle of the Dignity Challenge is to ensure they address any dignity issues that may rise within the organization; this will decrease the likelihood of discriminatory practice occurring again.
Weaknesses – from my own opinion I do not see any weaknesses of the Dignity Challenge. I believe that the Dignity Challenge is very beneficial to organizations and should be widely promoted.
From my own opinion, I think the Dignity Challenge is good, because it enables the public to see what services have the Dignity Challenge status, and this shows them which organization is best to go to. The Dignity challenge is not something that you can gain quickly, a lot of work is required form all members’ of an organization and commitment is needed to ensure the organization is promoting and treating all service users in a non-discriminatory approach.
M3 – There are several difficulties that may arise when implementing anti-discriminatory practice.
‘Care providers might not understand the importance of promoting anti-discriminatory practice, an organization might have limited funding so they cannot promote anti-discriminatory practice as much as they would like to, for example; have a prayer room, carer’s might not respect service users rights, choices and wellbeing because they value their own values and beliefs too much, and carer’s could fail to put the service user at the heart of service provisions.’ (Aldworth and Billingham, 2010)
If care providers do not understand the importance of promoting anti-discriminatory practice, they are more likely to not work in an anti-discriminatory practice. Care providers and all staff members should be well aware of active promotion of anti-discriminatory practice in order for the service users of health and social care to get the best of the services. If care providers fail to work in an anti-discriminatory practice, service users will not be treated fairly and their choices would not be respected or taken into account, so therefore it is very important for Health and Social care professionals to work in a professional way to ensure all service users’ needs are being met.
If a care setting fails to promote anti-discriminatory practice, this could affect the service users because they could begin to feel marginalized and disempowered and this could lead to depression and also trigger challenging behavior.
If a staff member has strong beliefs, this can affect practice because they are not promoting anti-discriminatory practice. The staff member might have a strong cultural background, and therefore needs to pray five times a day, but this might not be able to be implemented into her working shifts, and this could cause discrimination and conflict within the organization.
D2 – Justify ways of overcoming difficulties
There are several different ways of overcome difficulties that rise within the organization. A difficulty that can arise when implementing anti-discriminatory practice is that the organization does not have enough funding to implement anti-discriminatory practice.
For example; a service user has complained about not having a prayer room so they can go in their when they wish to, and pray. The staff member said they will adhere to the issue and mention it in the next staff meeting; however the organization does not have enough funding for this prayer room.
To overcome this difficulty, the organization could refurbish a room which is not used as much as the other rooms and change it into a prayer room, this way all service users who wish to pray have somewhere to do it and their needs will be met.
Another difficulty that may arise when implementing anti-discriminatory practice is that a staff member way not worship and support the beliefs of others. This can cause many problems and discrimination will occur. To overcome this, this particular staff member should have had relevant staff training before starting her job to ensure she promotes anti-discriminatory practice and knowledge of the consequences if she fails to do so. The training programmed should include a clear definition if dignity, and example linking to practice. She should have been shown a video with frequent problems which rise within it, and it should have been her job to spot them. She should have been told the effects it can have on the service users if their needs are not being met, and she should have got to understand all service users’ preferences and opinions well as soon as she could, to enable her to fulfill the service users’ needs as much as she could.
If the staff member got the required training and everything else stated above but still failed to meet the needs of the service user, the organization should have dealt with this accordingly, leading to dismissal.
‘Another difficultly that may arise when implementing anti-discriminatory practice is the staff members will fail to put the service users at the heart of the service provision. To enable to service user to be at the heart of service provision, the service must provide active support consistent with the beliefs, culture and preferences of this individual, support individuals in expressing their needs and preferences, empower individuals, and promote individuals rights, choices and well-being.’ (Aldworth and Billingham, 2010)
To overcome this, the staff member must help the individual as much as possible and taking their beliefs and cultural preferences into account. The organization should provide the service user with advice and guidance, medical and care planning information, physical support and mental health support. ‘The staff member should promote the individual rights, choices and well-being by following up their needs and doing what they can to make the service users life easier, for example; providing help with language and communication for those who cannot communicate using English language. A staff member must also have outstanding organizational skills, negotiating skills and communication skills to ensure they balance individual rights with the rights of others. The staff member must use multi-agency working to ensure the service users’ needs are being thoroughly met.’ (Aldworth and Billingham, 2010)
An organization could also provide each service user with a questionnaire to find out what they rate the care standards as and also to find out information about the service users which can help he ay their cared for.
Bibliography
Aldworth, C (2010). Health & Social Care Level 3. Essex: edexcel. 133-143.
Bibliography: Dignityincare.org.uk, (2014). The 10 Point Dignity Challenge - Dignity in Care campaign - Dignity in Care network. [online] Available at: http://www.dignityincare.org.uk/Dignity_in_Care_campaign/The_10_Point_Dignity_Challenge/ [Accessed 16 May. 2014].
M3 Discuss difficulties that may arise when implementing anti-discriminatory practice in health and social care settings.
D1 Evaluate the success of a recent initiative in promoting anti-discriminatory practice.
D2 Justify ways of overcoming difficulties that may arise when implementing anti-discriminatory practices in health and social care settings.
For M2 I will be assessing the influences to anti-discriminatory practice of the dignity challenge. To achieve D1 I will be evaluating the success of the dignity challenge in relation to anti-discriminatory practice. To achieve M3 I will be discussing difficulties that may arise when implementing anti-discriminatory practice. To achieve D2 I will be justifying ways of overcoming difficulties.
M2 - Dignity Challenge
The dignity challenge is a campaign that promotes zero tolerance to all different forms of abuse. This campaign promotes the importance of treating people with the same level of respect you want to be treated.’ (Dignityincare.org.uk, 2014) “The dignity challenge also promotes the …show more content…
ability to complain without fear, and maintains the maximum possible level of independence, choice and control.” (Dignityincare.org.uk, 2014)
The dignity challenge promotes anti-discriminatory practice because it states that all individuals should be treated with the same respect as you want to be treated regardless of race, religion, faith, culture etc…the dignity challenge has a zero tolerance for any forms of abuse despite religion, sex, age, and gender.
The Dignity Challenge influences anti-discriminatory practice because they promote a zero tolerance to all forms of abuse, despite religion, gender, race, or sexuality. This influences anti-discriminatory practice because with this put forward all employees who choose to ignore this policy will be dealt with accordingly, and the appropriate actions will be taken if there are allegations made against them.
The Dignity Challenge influences anti-discriminatory practice because they promote treat each person as an individual by offering a personalized approach. By offering a personalized approach, all service users will feel more welcomed and warmed within their setting. For example; within my placement, not all service users are told to go and sit in the lounge, they have the freedom to go where they want. Whether that is to the kitchen, their bedroom, and lounge or to wonder around. Giving the service user the right to go where they choose there right to freedom is being protected and promoted. There is a particular service user who loves to wonder around the setting, if the carer’s took this right away from him he could become very distressed so it is important his rights are still being cared for.
By offering a personalized approach, it influences anti-discriminatory practice because regards of the service user’s background, ethnic group, gender, sexuality, or religion they are all treated the same, and there rights are being maintained and met accordingly.
The Dignity Challenge also influences anti-discriminatory practice because one of their main policies is to listen and support people to express their needs and wants. This is crucial and has a massive impact on a service user’s life. If you were to take away a service users wants and needs they could develop a lot of health problems, especially if their needs are not being met. To listen and support service users’ needs influences anti-discriminatory practice because if a particular service user did not want to celebrate Christmas, this would be adhered too and the setting will find something else for the service user to attend too rather than having to celebrate Christmas with everyone else. Also, if a service user wanted to pray, by promoting that there wants and needs are listening too then the service user will have the ability to tell someone they want to pray and this will be able occur.
D1 – Dignity Challenge
The Dignity Challenge has widely improved the care of service users. The Dignity Challenge is introduced to all care settings and care settings can only achieve this reward once they have completed the Dignity Challenge. The Dignity Challenge includes supporting all staff to ensure they have a full understanding of what dignity means in practice, ensuring that the staff actively have a good understanding of this. All care settings should encourage all staff to sign up as Dignity Champions, and as part of induction day, they should show ‘what do you see’ DVD to make the carer’s to be more aware of things around them.
Strengths – the dignity challenge promotes many positives and only improves the care of service users.
All staff must have good knowledge of what dignity means in practice, this is good because staff are able to identify discriminatory practice and they know what to do to ensure they are promoting dignity. The Dignity Challenge status is not something that can be achieved within a short period of time, the setting will have to really promote a non-discriminatory practice and put up the Dignity campaign posters in all appropriate areas of the organization, and have dignity as a regular agenda item on all staff meetings, ensuring all staff members have a good knowledge about
it.
The Dignity Challenge also reflects of dignity principles all staff training which will ensure all staff members are more aware of this. Another outstanding principle of the Dignity Challenge is to ensure they address any dignity issues that may rise within the organization; this will decrease the likelihood of discriminatory practice occurring again.
Weaknesses – from my own opinion I do not see any weaknesses of the Dignity Challenge. I believe that the Dignity Challenge is very beneficial to organizations and should be widely promoted.
From my own opinion, I think the Dignity Challenge is good, because it enables the public to see what services have the Dignity Challenge status, and this shows them which organization is best to go to. The Dignity challenge is not something that you can gain quickly, a lot of work is required form all members’ of an organization and commitment is needed to ensure the organization is promoting and treating all service users in a non-discriminatory approach.
M3 – There are several difficulties that may arise when implementing anti-discriminatory practice.
‘Care providers might not understand the importance of promoting anti-discriminatory practice, an organization might have limited funding so they cannot promote anti-discriminatory practice as much as they would like to, for example; have a prayer room, carer’s might not respect service users rights, choices and wellbeing because they value their own values and beliefs too much, and carer’s could fail to put the service user at the heart of service provisions.’ (Aldworth and Billingham, 2010)
If care providers do not understand the importance of promoting anti-discriminatory practice, they are more likely to not work in an anti-discriminatory practice. Care providers and all staff members should be well aware of active promotion of anti-discriminatory practice in order for the service users of health and social care to get the best of the services. If care providers fail to work in an anti-discriminatory practice, service users will not be treated fairly and their choices would not be respected or taken into account, so therefore it is very important for Health and Social care professionals to work in a professional way to ensure all service users’ needs are being met.
If a care setting fails to promote anti-discriminatory practice, this could affect the service users because they could begin to feel marginalized and disempowered and this could lead to depression and also trigger challenging behavior.
If a staff member has strong beliefs, this can affect practice because they are not promoting anti-discriminatory practice. The staff member might have a strong cultural background, and therefore needs to pray five times a day, but this might not be able to be implemented into her working shifts, and this could cause discrimination and conflict within the organization.
D2 – Justify ways of overcoming difficulties
There are several different ways of overcome difficulties that rise within the organization. A difficulty that can arise when implementing anti-discriminatory practice is that the organization does not have enough funding to implement anti-discriminatory practice.
For example; a service user has complained about not having a prayer room so they can go in their when they wish to, and pray. The staff member said they will adhere to the issue and mention it in the next staff meeting; however the organization does not have enough funding for this prayer room.
To overcome this difficulty, the organization could refurbish a room which is not used as much as the other rooms and change it into a prayer room, this way all service users who wish to pray have somewhere to do it and their needs will be met.
Another difficulty that may arise when implementing anti-discriminatory practice is that a staff member way not worship and support the beliefs of others. This can cause many problems and discrimination will occur. To overcome this, this particular staff member should have had relevant staff training before starting her job to ensure she promotes anti-discriminatory practice and knowledge of the consequences if she fails to do so. The training programmed should include a clear definition if dignity, and example linking to practice. She should have been shown a video with frequent problems which rise within it, and it should have been her job to spot them. She should have been told the effects it can have on the service users if their needs are not being met, and she should have got to understand all service users’ preferences and opinions well as soon as she could, to enable her to fulfill the service users’ needs as much as she could.
If the staff member got the required training and everything else stated above but still failed to meet the needs of the service user, the organization should have dealt with this accordingly, leading to dismissal.
‘Another difficultly that may arise when implementing anti-discriminatory practice is the staff members will fail to put the service users at the heart of the service provision. To enable to service user to be at the heart of service provision, the service must provide active support consistent with the beliefs, culture and preferences of this individual, support individuals in expressing their needs and preferences, empower individuals, and promote individuals rights, choices and well-being.’ (Aldworth and Billingham, 2010)
To overcome this, the staff member must help the individual as much as possible and taking their beliefs and cultural preferences into account. The organization should provide the service user with advice and guidance, medical and care planning information, physical support and mental health support. ‘The staff member should promote the individual rights, choices and well-being by following up their needs and doing what they can to make the service users life easier, for example; providing help with language and communication for those who cannot communicate using English language. A staff member must also have outstanding organizational skills, negotiating skills and communication skills to ensure they balance individual rights with the rights of others. The staff member must use multi-agency working to ensure the service users’ needs are being thoroughly met.’ (Aldworth and Billingham, 2010)
An organization could also provide each service user with a questionnaire to find out what they rate the care standards as and also to find out information about the service users which can help he ay their cared for.
Bibliography
Aldworth, C (2010). Health & Social Care Level 3. Essex: edexcel. 133-143.
Bibliography: Dignityincare.org.uk, (2014). The 10 Point Dignity Challenge - Dignity in Care campaign - Dignity in Care network. [online] Available at: http://www.dignityincare.org.uk/Dignity_in_Care_campaign/The_10_Point_Dignity_Challenge/ [Accessed 16 May. 2014].