2.5 Methods of creating an atmosphere that inspires a culture that is open, positive, and inclusive

Course: NVQ Level 5 Diploma In Leadership & Management for Adult Care (RQF)

Unit 1: Leadership & Management in Adult Care

LO2: Understanding the importance of leadership and management in adult care settings

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2.5 Methods of creating an atmosphere that inspires a culture that is open, positive, and inclusive.

Using inclusive, positive language and fostering an environment where people feel comfortable sharing their ideas with you will help build trust between co-workers. Providing a safe and inclusive environment will create a culture that inspires people to share their feedback without fear of repercussion.

Health and social care professionals work hard to maintain a culture that promotes integrity, transparency as well their own well-being. They do this by following regulations which are underpinned by the values of honesty and accountability in order for them to be successful at what they do.

Duty of candor

The duty of candor is an important part of working in healthcare. It requires managers to be transparent with the people that receive care services, and when something goes wrong it’s crucial they’re upfront about what happened without hiding behind excuses or avoiding eye contact while sweating profusely like every movie depiction of a politician. Particularly in social care, the duty of candor is important so residents know they can trust their nurses and other staff members when they have concerns or complaints. These included:

  • Notifying the person receiving care, so that they can take necessary precautions.
  • Providing a full and honest explanation of what went wrong for the purpose of improvement.
  • Maintaining an ongoing dialogue that continues to improve care standards after an investigation is completed.
  • Keeping people informed on any changes that impact them.
  • Acting with integrity means there is no conflict between moral principles and your professional responsibilities.

The duty of candor also applies outside of working hours, if managers get drunk at a work party and make racial slurs they are obliged to apologize for this in the morning. Failure to do so will lead to disciplinary action for bringing their organization into disrepute, and people who get caught doing this aren’t let back into work until they can convince their supervisor that they won’t act inappropriately again.


Whistleblowing is the act of exposing cases of wrongdoing, negligence, or fraud by a person or organization that are either performing duties for an organization or are somehow affiliated with the organization.

Employees who expose this information are called whistleblowers. They’re often fired because other employees tend to rally around people who have been fired for being assholes. However, their termination isn’t retaliation against whistleblowing, despite the two words sounding exactly alike and their actions providing mutual support to each other.

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Concerns and complaints procedure

Dealing with concerns and complaints is an important part of maintaining a healthy culture. When someone has concerns or complaints about how they’ve been treated, the organization needs to take these seriously and investigate them promptly.

There needs to be a central procedure for receiving and dealing with concerns so that everyone knows how this process works. Managers need to have regular training sessions on handling complaints, which should include providing feedback on the way they’re currently doing this.

Healthcare professionals get this process started by speaking to their manager or supervisor so they can work out a solution together. If this doesn’t resolve the issue immediately, any further concerns or complaints should be directed to the designated person in charge such as the ward manager (head nurse) or nurse manager (charge nurse).

Constructive criticism

Constructive criticism is a form of feedback where employees can discuss problems or issues within an organization without being offensive about it. This works by encouraging people to deal with issues rather than complain about them.

Constructive criticism should be:

  • Free from blame, allegations, and insults – this includes focusing on the problem and avoiding personalizing issues that have occurred.
  • Action-oriented – looking at how to resolve issues and avoid them in the future.
  • Focused on the future – managers should be open-minded when accepting criticism so improvements can be made.

Involving everyone who is affected by a problem, not just those giving it constructive criticism since they’re only a small percentage of people within an organization.

Commitment to equal opportunities

To ensure equal opportunities are available to everyone, organizations provide equal employment terms for all employees. This means there’s no discrimination between genders, races, age groups, religions, or sexual preferences when it comes to hiring and firing people.

Any unfair treatment of employees is considered a violation of these equal rights since it limits their opportunities within an organization or exposes them to a hostile environment.

Generally, employees are protected from unfair treatment by their employers through the Human Rights Act 1998 and the Equality Act 2010 which prohibit direct and indirect discrimination. Indirect discrimination occurs when employers put people at a disadvantage because of who they are or what they believe in even if there’s no intention for this to happen.

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