An Organization Of Sense Scotland At A Respite Care Facility Supporting Adults With A Variety Of Complex Needs

I am currently working for inc corp as a Supported Living Assistant providing support to a young gentleman with both physical and developmental disabilities in his own home. For the purpose of this report and in line with inc confidentiality procedures and the Data Protection Act 1998, I have changed names in order to protect the individual and maintain confidentiality.

Throughout this reflective account i will refer to the individual I was working with as Gloria. I have not used her real name throughout this piece to protect her identity and to ensure that I am maintaining confidentiality. “You must respect people’s rights to confidentiality” (NMC 2013) Gloria is a 74 year old lady who lives at the residential care home at which I am currently on placement Gloria is under the Adults with Incapacity Scotland Act 2000 due to a diagnosis of Dementia. She is mobile with the aid of a Zimmer frame and is still as independent as her health allows. She requires the assistance of 1 carer for most activities of daily living. After breakfast I offered to take Gloria to the toilet

Key legislations and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings are:

As a manager I need to put forward and informing vision and objectives for our home and what it represents. My words, actions and the way I behave towards equality and diversity should be encouraging, empathetic and a strong commitment to equality and opportunity. Making sure and implementing the homes policy towards equality, diversity and inclusion and having it accessible for all staff to read and to know where the information can be obtainable. As a manager I need to make sure that all the residents needs are meet by providing the correct external agency to meet their individual needs and abilities. Where I am in doubt I need to seek and make use of specialist and experts in equality, diversity and inclusion issues. I as a manager need to report any issues to the relevant approved authorities.

In looking at this model I have found that many people have views that based on discrimination and prejudice they are embedded in today’s society, the attitudes and the surrounding environment often focuses on what a person lacks in terms of disability and focuses on condition or illness or a person’s lack of ability. To combat this prejudice within making space we use person centred care planning it is my responsibility to promote the use of this and to ensure that the support workers who deliver it are fully trained to do so. It is also

We all want to be treated with dignity and it is a very important part of an individual’s life. Working in the health and social care profession it is important to help people maintain their dignity so they can keep their sense of self-respect and self-worth. All health and social care professionals should be sensitive and aware of the needs of people and service users. Just because a person has dementia, they still need to be given a choice and not assume that they cannot make a choice. Not everybody is the same, there are different levels of dementia, so getting to know the service user is vital to challenge discrimination. We also need to make sure that the service user or their families are aware of the complaints procedure. Having policies and procedures are put in place and that staff are up to date on their training.

Prevent discrimination: support equality – This sector of the act explains where discrimination is most likely to occur in the workplace and how to stop it happening

Of course there will be important conflicts of interest between service users and their carers which will need to be faced up to at an individual level. But services should not be provided by exploiting the personal commitment and dedication of carers. Families who care for individuals whose behaviour presents challenges are subject to considerable and continual stress, both physical and psychological. Although staffs is not permanently on duty as family carers can be, they are still subject to the same stresses when supporting people whose behaviour challenges. This is true even in settings which aim to do no more than contain people. Similar concerns apply to staff as to carers. The higher aspirations often found in progressive services impose extra strain on staff and here too it is important to balance the demands of working constructively with people who can be very difficult, day in and day out, with the needs of individual staff for emotional and practical respite and ongoing support. Demographic changes and rising expectations will

Unit 4222-303 Promote equality and inclusion in health, social care or children’s and young people’s settings

| Describe ways in which care workers can empower Individuals (P3)Explain why it is important to take individual circumstances into account when planning care that will empower an individual, using relevant example from health and social care (P4)Discuss the extent to which individual circumstances can be taken into account when planning care that will empower them, using relevant examples from health and social care (M2)Assess the potential difficulties in taking individual circumstances into account when planning care that will empower an individual, making suggestions for improvement (D2)

Legislation and codes of practice relating to equality, diversity and discrimination are foundations of my work role. It is like a stick of rock. Without ensuring that each individual has a safe, secure and nurturing environment in which to explore, develop and learn then I might as well give up. Every individual has the right not to be discriminated against and it is my job to ensure I am a positive role model.

They a variety practical changes which can be made in a work setting to improve individuals ‘ independence ,informed choice and quality of life. Informed choice is a choice you make when you are fully aware of what you are choosing. In a care setting individuals have rights to make choices and leading a quality fulfilling life. For a setting to achieve this, the care plans are to be made with the contribution of the individual under care. Where the individual is not able to make a choice the best interest is applied, their advocate or LPA can help make a decision. A care setting is to create and use ways that encourage and support individuals to take on activities that are designed to meet the interests and physical, intellectual, social well-being

SC, Jennifer Stoker met face to face with Christopher for his Annual PDP meeting at his Day Hab in Dallas, TX.S SC was welcomed into the home by caregiver staff, Joel. SC observed Christopher siting in his wheelchair. He was awake and very alert. He was in a good mood and relaxed. He looked clean and comfortable. His provider, Rose Msewe, and SC Christian Gray Hering was present. Rose renewed his IPC during the meeting. SC discussed his HCS Rights and Consents with him. The following forms were explain to Christopher but he was unable to sign them: Authorization to Disclose Information, Verification of Receipt of Rights, Verification of IPC Services Request, Consent For Services, Your Rights in Local Authority Services Handbook, Your Rights

As a manager within the ACT Public Service I am committed to creating a positive, respectful, supportive and fair work environment where employee differences are respected, valued and utilised to create a productive and collaborative workplace. My behaviour within my professional and volunteer roles is consistent with ACT Health’s values of care, excellence, collaboration and integrity.

Being employed at Life’s WORC, a non-profit healthcare organization, “…That delivers high quality support services to individuals with developmental disabilities” (Life’s WORC, 2014). Both organizations are related to the healthcare field as they are providing services to the disabled and those on the autism spectrum but this has been