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Unit 2-m1 describe how practitioners should apply values of care in a health or social care service
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Unit 2M1-Describe how practitioners should apply values of care in a health or social care service
The care values
The care values are a set of rules or regulations and guidelines that care providers have to follow to
provide a service to their clients or other patients. 7 core care values have all been put in place to
provide good and effective care. These principles are designed to help both the care receiver and the
caregiver. Without these values practitioners and service, users will not have the protection that
they have with these values that allow them to receive quality treatment. I will not talk about each
of the core care values and how important it is to uphold all of them.
Promoting anti-discriminatory practice
This is the first of the seven care values discrimination is treating someone less favorably than you
would treat someone else because of many things like their gender, sex, age, religion, culture, sexual
orientation or language. So to prevent this from happening in the health and social care sector
promoting anti-discriminatory practice was put in place. Discrimination on anyone has been made
illegal in the Equality Act 2010 supporting individual’s in situations where they feel like they are
being discriminated against. And anti-discriminatory practice aims to counteract the negative effect
on patients and to help stop and combat discrimination. To promote this practice, you must not be
involved in any actions that could be seen as discrimination like name-calling because someone’s
appearance is different from yours or not allowing them the same treatment as someone else
because they are from a different country. All health and social care organizations have policy’s put
in place to protect individuals from discrimination and policies that guide how to promote anti-
discriminatory practice. Training yearly should also be provided by your organization.
Practitioners can apply this value of care by if seeing any type of discrimination happening in the
workplace on them or a patient it should be challenged. You can challenge discrimination by
confronting the person discriminating about how their behavior is wrong and should not happen. Or
go and speak to someone of a higher power in the organization about the situation and further
actions can be taken place like a court case or the person discriminating losing their job. It is law that
the organization resolves the issue as discrimination should not happen as it has been made illegal. If
the organization, choose to not take them to court or fire them they should be put on a course
about discrimination and how to promote anti-discriminatory behavior so this does not happen
again making an individual feel neglected or verbally abused. An example of anti-discriminatory
practice could be care workers in a day center for people with mental health problems by the
workers making it clear that all the activities they do are for both genders or there are different
options. For example, encouraging men and women to take part in baking cakes. This is promoting
anti-discriminatory practice because it is allowing both individuals to take part instead of only one of
the genders. But for example, if only the women were allowed to bake this would be discrimination
as the men will not be allowed the same opportunity so instead of this happening they should both
be allowed. Within discrimination, there are two different types of discrimination indirect
discrimination and direct discrimination I will now talk about both types.
, Direct discrimination
Direct discrimination is when anyone like a manager or care worker treats you differently either
better or worse than someone else. Because of who you are and direct discrimination could be
because of many factors. Like age, race, gender, religion and sexual orientation, this type of
discrimination is now protected under the Equality act 2010. Direct discrimination can happen
because of who you are what someone thinks you are and someone you’re with. An example of
direct discrimination could be a patient is spoken to in a patronizing way because they are from a
different country this would be direct discrimination as they are being treated differently because of
who they are and this should be challenged and prevented with anti-discriminatory practice. In this
situation, as it is not a serious case of discrimination the staff member should go on a course about
anti-discrimination and apologize to the individual.
Indirect discrimination
Indirect discrimination is when there is a policy practice or rule, which applies to everyone in the
same way, but it can have a worse effect on others. For example not allowing a time to pray when
being a patient at a care home as the policy states no praying this would be indirect discrimination
against certain residents who want to pray. A policy is something like a criterion that applies to
everyone so evaluating the policy and adapting it to suit different individuals is needed to prevent
indirect discrimination. You can be indirectly discriminated against about your age, gender, religion,
sexual orientation or language these are called your protected characteristics an example of indirect
discrimination could be. A health club only accepts customers who are on the electoral register.
However, people who like travelers might not be on this register as making them not able to use this
service. This would be indirect discrimination to travelers because it has a worse effect on them than
other people do it also is not meeting their protected characteristics of race. This policy should be
changed so it meets everyone’s needs and upholds all the protected characteristics.
Maintaining confidentiality of information
Confidentiality is about keeping information private and when it should be kept private. This
includes computer records, written records, and verbal information. In health and social care, a care
plan holds all the information about a resident in them like their likes and dislikes, medical
conditions and their age and medication chart. All of this information is personal to them and should
not be shared with anyone who does not need to know and if shared on a “need to know” basis
depending on how much information about the patient is needed. Before this information can be
passed on, the patient must be consulted and given a choice if they want their information being
shared or not. Even if the patient passes away, the information cannot be shared and must remain
confidential. When maintaining confidentiality, it can only be breached if the service user or the
public are at serious risk. With this core, care value personal information can remain private.
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