Care Certificate Standard 2 Answers: Your Personal Development

Course – Care Certificate Workbook Answers NVQ/RQF/QCF

In the world of health and social care, creating a culture is essential for serving both legal and ethical purposes. Standard 4 of the Care Certificate highlights individual differences between users. This can be used to make all the individuals receive care that is uniform and also unique based on their preferences. 

This enables everyone to consider that they are unique and they pertain a value different from others. Inclusivity is a desired factor; therefore, it is necessary in health care to promote it. These principles help in giving a very efficient system that not only is unique but also is fair and equitable, along with its diverse approach in nature within the health care body.

Standard 4 objectives

Standard 4 ensures that all the fundamental principles, such as equality, diversity, and inclusion, are maintained and followed within the health society. To ensure that, it allows the workers to understand and follow these fundamental basic skillsets and information that are required for a fair, unique health care system:

Recognise and respect individual differences: 

Workers should accept that each person is unique and has their differences. These differences occur due to the differences in culture and experience of each person. These basic attributes of human beings must be respected, and services must be provided based on each individual’s preference. This improves the trust and also ensures that high quality work is provided.

Promote inclusive practices in care settings:

It is very crucial to understand that everyone must feel accepted and welcomed in the health care environment. Workers should ensure that no one is alienated by constantly making sure that the customers know that they are valued and that all customers get fair and equal support.

Identify and challenge discriminatory behaviours: 

The worker should keep a keen eye on whether any kind of discriminatory actions are occurring within the health care environment, and if such actions are occurring, there must be systems and people who are responsible for taking care of it immediately. This ensures confidence and trust with the customers.

Why Is This Standard Important?

Equality and diversity are crucial to understanding equality and diversity.

Providing person-centred care that respects individual preferences: 

Taking actions to ensure that each individual gets their unique services enhances the quality of experience for the individual. This provides a high level of satisfaction and improves the engagement between them.

Creating a safe and inclusive environment for both service users and staff: 

This also ensures that the workers also are valued and supported by the health care system as their way of handling customers are regarded as valued. This benefits by improving the morale of the workers.

Ensuring compliance with legal and ethical standards in care provision: 

As it is also necessary to follow the principles of diversity and equality on a legal basis, ensuring that it occurs ensures that there won’t be any legal complications with the customers.

4.1 Understand the Importance of Equality and Inclusion

A.C. 4.1a Explain what is meant by:

Activity 4.1a Complete the table below to explain the key terminology in your own words.

Diversity:

Diversity is a term that is used to express the fact that individuality is the basis of humanity, and each individual is unique in their way. This often comes from their traditional background, life experiences, and other factors. Every individual wants their uniqueness to be valued and accepted, and by doing this, individuals feel respected.

Equality:

Equality is a basic need for every human’s life in a society. Every human has a right to be

treated equally and have access to all the services and opportunities equally. This enables every individual to be treated fairly without any biases within the environment.

Inclusion:

Inclusion ensures that everyone is treated equally and is valued. Their uniqueness must foster respect over alienation. This brings trust since all the diverse needs and perspectives are respected by inclusion.

Discrimination:

Discrimination is the unfair treatment based on human traits that can’t be changed or are not in the control of those concerned, such as age, gender, appearance, or race. This can lead to certain groups not benefiting from the fairness of access to all the services, while preferred groups get unfair access to these services.

A.C. 4.1b Describe ways in which discrimination may deliberately or inadvertently occur in the work setting

Activity 4.1b Discrimination may happen deliberately or by mistake within social care or health settings. For each of the examples below, describe the discrimination that is happening, including whether it is deliberate or inadvertent (by mistake).

• Deliberate Discrimination: Deliberate discrimination includes the intentional or conscious act of individuals to look down on a certain group, as in cases where a worker denies catering or handling a customer due to their gender or race. Such actions are harmful to the environment.

Example 2: In a hospital, a volunteer gives smaller portions of food to women than men because they believe that men have bigger appetites.

Example 4: A home care worker stays longer at the home of an individual than they should because they are fond of the individual, which means that the next person has less time for their care and support.

• Inadvertent Discrimination:

Sometimes, certain actions that are taken can lead to unintentional discrimination, which harms the social environment. These can be failed policies that fail to consider certain groups or minorities who are often excluded from these experiences through certain policies.

Example 1: A community group organises activities in a village hall that does not have access that is suitable for individuals who are wheelchair users.

Example 3: A care home has a policy that limits kitchen hours from 8am to 5pm. A new resident observes Ramadan, meaning they can eat only before sunrise and after sunset. As a result of the kitchen policy they are not able to eat proper meals for the month of Ramadan.

A.C. 4.1c Explain how practices that support equality and inclusion reduce the likelihood of discrimination

Activity 4.1c: Several ways can help reduce the likelihood of discrimination happening in a workplace. Explain how practices that support equality and diversity, such as working in a person-centred way, can help to reduce discrimination in the workplace.

• Implementing Person-Centred Care Plans:

Person-centred care plans are crucial since each individual is unique and has their own

Therefore, a very unique and personalised approach is always beneficial and can be used to ensure that each individual’s needs are satisfied and equity remains.

• Providing Diversity Training for Staff:

To ensure that this training is needed for the staff working. This training allows every worker and staff member to receive awareness about the uniqueness of each customer, and they are well equipped to handle such customers. This training is also required to eliminate any form of discrimination from within the environment.

• Regularly Reviewing Policies to Ensure They Promote Inclusivity:

The policies within should be examined regularly to find and change parts of the policies that could potentially be discriminatory to a certain class or group of people, unintentionally. It is important to constantly keep an eye on such policies in a dynamic environment to ensure equality.

4.2 Work in an Inclusive Way

A.C. 4.2a Identify which legislation and codes of practice relating to equality, diversity, and discrimination apply to their role 

Activity 4.2a On the diagram below, identify which legislation and codes of practice or conduct relating to equality, diversity and discrimination apply to you as a care worker. Key legislation and codes of practice guide help in achieving inclusiveness in health and social care:

Equality Act 2010: This act prevents any form of discrimination based on age, disability, race, or gender reassignment. It promotes equality both for employers and customers.

Human Rights Act 1998: Fundamental rights of both the workers and the customers are protected through this act. These fundamental rights include the right to life and the right to respect for private and family life. It ensures that every individual is treated with respect.

Care Act 2014: This highlights the need for person-centred care for adults to enhance their well-being. It ensures that the customers receive support fairly.

Health and Social Care Act 2012: This act ensures that all individuals are treated fairly and receive high-quality services.

Code of Conduct for Healthcare Support Workers: This code gives information on the behaviours of the support workers that needs to be followed, these behaviours ensure that the customers are respected and their rights are preserved. This mitigates any form of discrimination from within the environment.

A.C 4.2b Demonstrate interaction with individuals that respects their beliefs, culture, values and preferences

Respectful interactions are necessary to ensure that the inclusiveness of the environment is maintained. Some of the main factors required to maintain inclusiveness are

• Actively listening to individuals’ preferences.
• Adapting communication styles to meet diverse needs
• Respecting cultural and religious practicesA.C.C 4.2c Describe how to challenge discrimination in a way that encourages positive change

Activity 4.2c Reflect on the two examples of discriminatory practice below. For each example, describe how you could address the discriminatory practice to encourage positive change. Discrimination must be eliminated by challenging any such acts within the environment. This can be done by

Q. You notice a colleague continuously refuses to support or treat an individual, and they have said it is because of the individual’s sexual orientation:

Addressing discriminatory remarks or actions promptly:

The workers should ensure that acts of discrimination are taken care of immediately, and the person responsible for it is punished, and that actions are taken promptly. Any kind of discriminatory behaviour, regardless of the scope, must not be ignored, and such acts must be challenged to prevent more harm to the victim and also the whole environment.

Reporting incidents to appropriate authorities or supervisors: 

Any act of discrimination must be reported to the relevant authorities, who are responsible for taking action regarding discrimination in the workplace. These authorities ensure that the actions will be taken promptly.

Q. An individual you are supporting is unable to reach the counter at the checkout to pay for their shopping:

Supporting affected individuals and providing resources:

Without making them feel they owe you or that they can’t do it, help them in every case and situation they need help, without undermining their value as a self-independent individual.

4.3 Access information, advice and support about diversity, equality and inclusion

A.C 4.3a Identify a range of sources of information, advice and support about diversity, equality and inclusion 

Activity 4.3a On the diagram below, identify a range of sources of information, advice and support about diversity, equality and inclusion.

It is necessary to identify different sources of information that are required to ensure an inclusive environment:

• Organisational Policies and Procedures: 

Guidelines and standards that are followed within an organisation are mentioned in these documents. These also often include information on the way in which the organization handles equality. 

• Supervisors or Managers: 

Often, supervisors and managers provide guidance on how to handle intricate situations without failing to follow the policies, and also by following inclusivity within an organisation.

• Professional Bodies and Regulatory Agencies: 

Organizations such as the Care Quality Commission (CQC) give information about practices that needs to be followed to ensure inclusivity within an environment.

A.C 4.3b Describe how and when to access information, advice and support about diversity, equality and inclusion 

Activity 4.3b and c Think about situations when you may need additional information, advice and support. Fill in the table below to demonstrate how you would try to find additional information, advice and support about diversity, equality and inclusion. One example situation has been done for you. For the second example, think of a situation that can happen in your work.

Support must be provided to an individual in the situations mentioned below.

• Seek Guidance When Faced with Unfamiliar Situations: 

If the worker believes that they might not be able to handle a certain situation, the worker should seek guidance immediately instead of trying to solve the issue at hand on their own. This prevents further complications in the environment.

• Utilise Training Sessions and Workshops: 

The workers can also attend sessions that can improve their skills and flexibility when it comes to handling complex situations related to ensuring inclusivity within the environment.

• Consult with Colleagues or Mentors for Advice: 

The worker can improve their ability to deal with complex situations by requesting insights from colleagues or a mentor for their perspectives, which can help solve the problem efficiently.

A.C. 4.3c Explain who to ask for advice and support about equality and inclusion

There are several individuals whom workers can reach when in need of support.

• Line Managers or Supervisors: 

These are the primary lines of advice and guidance that are often provided by the line managers and supervisors for issues regarding inclusivity and fairness.

• Human Resources Departments: 

Further support is also provided by HR in case of necessity. They provide support on changing policies and ensuring rights to eliminate any form of discrimination in the environment.

ExternalOrganisations Specialisingg in Equality and Diversity: 

Various other organisations provide support to the worker through training and bits of bits of advice on how to handle a work environment that is non-discriminatory and is inclusive to all individuals.

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