In I continuously support and influence each

In my job role, I work alongside a vast number of individuals, whom I always support people from a diverse range of backgrounds and different cultures. Diversity is when a person recognises other individuals’ differences and respecting the contribution these differences that these make to an inclusive society for all. Each person should be included yet unique to how they wish to be included. Every individual has the right to be included without restraints or limits and all individuals have the right to a sense of belonging in life and to feeling valued in life. In care settings, care plans and care packages are undertaken with the advice and inclusion of the individual in receipt of the care requirements. I will always encourage all workers to include patients in a person-centred way. This helps the patient have choice in their care package, make decisions about their lives and to always have the right to be included, to participate actively and certainly contribute.
There are policies, procedures and practices, which are in place within the company, that reinforce a widespread range of legislation and current codes of practice. These legislations provide me and others with a framework from working and making sure the values and morals of equality, diversity and inclusion are maintained. Regarding the staff, I continuously support and influence each person to treat patients, colleagues, family, friends and other professionals equally and fairly without any kind of discrimination.
Equality is when I treat all staff, colleagues, professionals, patients and others equally and fairly, regardless of their age, gender, social status, race, ability, sexual orientation, religion or beliefs.

At work, there could be barriers that prevent individual’s equality and inclusion. For example, a person with a disability who uses a wheel chair or has difficulty with walking, could find it difficult to access some of the patients houses or even getting to the area of the dialysis machine, which are in use each visit. This could be due to steps, stairs or small tight areas. A person may have a physical disability meaning they might find it difficult to lift the boxes of fluid used per visit, a box that is used weighs at least 10kg. Some patients require several boxes dependant on their prescription. This could also have an affect with individuals who are older and more frail, due to the heavy work load. A worker with sensory loss may find that setting up a patient’s machine may be difficult due to not being able to read the small writing displayed on a small screen or that hearing the noises from the machine. During set up of the machines, there are several ‘beeps’ that indicate to the renal technician when the machine is ready to be programmed for the next step of the set up. Renal technicians, who are on set ‘runs’ may find it difficult coming back to work after being off from work for a length of time due to maternity or paternity leave. This may find that other renal technicians had to be hired to make sure that all patients were covered on a daily basis. The level of commitment and or area the renal technician, whom has come back from maternity or paternity leave may not be able to work as they used to previously.

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As a company, there are many of policies and procedure in place, which are written in accordance to the legislations and guidelines that are set out by the government. These policies are put in place to prevent any discrimination, including equality, diversity and inclusion in the work place.
According to ‘’ ‘Equality and Diversity Working with diversity is recognising and valuing the uniqueness of oneself and others on the basis of gender (including sex, marital status, gender re-assignment), race (including ethnic origin, colour, nationality and national origin), disability, sexual orientation, religion or belief, age, pregnancy and maternity. Interserve Healthcare is committed to equality and diversity and will promote equal opportunities regardless of race, gender, disability, age or sexual orientation, in the delivery of its services and employment of staff. The aim of the Equality and Diversity agenda is to ensure that no job applicant or employee receives less favourable treatment on the grounds of sex, sexual orientation, marital status, colour, race, nationality, ethnic or national origins, creed, religion, disability, age or trade union membership, or is disadvantaged by conditions or requirements which are not justified by the job to be done. The company has a duty to identify and eliminate discriminatory practice and promote equality of opportunity in employment and service provision. Interserve Healthcare currently has in place action plans and is working to embed the ethos of equality and diversity into the culture of the organisation. It has recently established an Equality and Diversity Steering group, made up of employees and Managers who have been tasked with taking the Equality and Diversity initiative forward for the company.’

Interserve send out questionnaires to the staff and to patients every 6 months – 1 year. These questionnaires are designed to gain any information of how the company is performing including the level of care, respect and dignity from all workers, including the renal technicians. These questionnaires are then analysed and processed, with the results, changes can be made for the better. This also encourages changes in policies and procedures if required.
Another process is that the policies and procedures for the company are regularly monitored and updated. All staff are then prompted by email and online in our personal log in pages for the company, we are expected to read and acknowledge the changes of what have been made. There is then a link to click on to electronically sign that each person has read each of the updated policies and procedures.
If there are any complaints, these are dealt with as soon as possible. If I’m confronted with a complaint, I will pass all the information on to my manager through an email, using quotes communicated in a factual and accurate way. I will also then contact my manager by telephone to confirm they have received the complaint and liaise with the complainant regarding what the next steps will be.

I believe that by evaluating the effectiveness of systems and processes in prompting equality, diversity and inclusion in own area of responsibility helps in making sure that there are no discrimination difficulties between any of the staff, the patients, management of even myself. I find that a good opportunity to discuss discrimination issues is at the staff appraisals. I always encourage the renal technicians to be as honest as they can be with and problems or issues that may arise. The effectiveness of these systems is there to promote equality, diversity and inclusion in the work place and for the patients. I believe that these systems are very effective and help to contribute to everyone’s personal health, self-esteem, self-confidence, well-being, welfare, happiness and to maintain good practices through out the team.

If I notice that there are any areas in the systems and processes that could benefit from improvements, I will plan on how they can be improved and give a reason of why they need to be enhanced. These could be for example, an issue with one of the policies or procedures in place. I will gain feed back from my team, including all involved in the care of the renal team, i.e. the patient and their families. This knowledge can be gained through group meetings, one-to-one meetings with workers and patients. I will always be clear on my thoughts and reasoning, be sure and confident on my reasoning for any improvements and always be open to all feedback whether its negative or positive.
To help with these changes to systems and processes, I will draw up a plan of action. I will always make sure that my manager is communicated on all the ideas, meetings, assessments, results and amendments of the process for improvements for systems and processes. If needed, I will ask for help from others, I will make sure that they are aware of what is required of their help, their delegated responsibilities. I will liaise with the individuals on every step of the way, on a daily basis.

I will explain a time frame that I have in mind for the changes and that I will monitor and asses the changes to weigh up if the modifications have had a negative or positive impression relating to the systems and processes. Once the new systems and processes have had time to be up and running, I will then meet with my manager to keep the changes permanently.

As a team supervisor, I have the responsibility and duty of care is at a very good standard and quality for all staff and patients. I make sure that I work along side the care standards, which are set by legislation from the government. I make sure that staff, patients, families and others involved are fully supported in a positive manner that is inline with the care standards set out in the company’s policies and procedures. This helps to maintain the health and safety of the patients in their own homes whilst providing support and guidance from the care staff team. Sometimes there needs to be give and take on what can be provided and what the patients want, a balance needs to be understood and agreed. This is why I find it important to make sure that each patient has a person-centred care plan and service.


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