1.1.1 Continuum Group Policies, Values and Principles |
SCOPE OF THIS CHAPTER
All procedures in this manual must be read in the context of this Chapter, which summarises The Continuum Group’s Policies, Values and Principles.
AMENDMENTS
This chapter has been significantly updated in November 2010 with the inclusion of Equality and Diversity section. The chapter should be revised by all staff.
Contents
- Philosophy and Key Policies
- General Council Codes of Practice
- Recording
- Confidentiality
- Equality and Diversity
- Consultation
1. Philosophy and Key Policies
We offer quality residential placements in solo, dual, group and foster families to Children who may exhibit behavioural difficulties as the result of past emotional/physical problems. Children are admitted to our resources between the ages of 0 and 17 years. We believe all Children have the right to access and participate in education, to achieve success and recognition in accordance with their potential. To this end we provide Individual Education Programme's in our own Department for Children, Schools and Families (DCSF) registered schools situated in Scarborough, Hull, Wisbech, Northampton and Kent. Our solo homes are registered as schools and provide 1:1 tuition. Where possible, we aim to return Children to mainstream school/college provision.
In addition to our Residential Children’s services the Continuum Group is also able to offer the following:
- Residential Family Assessment
- Secure Children’s Escort Service
- Domiciliary Care Services
- Supervised Contact
- Foster Care
Our objective is to provide a safe, secure environment in typical family houses accommodating one, two or small groups of Children (6 maximum). In these placements - with regard to appropriate group dynamics - we will empower them to recognize and deal with their feelings and behaviours, increase their self-esteem and social skills. We achieve this by adopting a ‘good parenting’ approach, thereby enabling Children to move on to independence, return home or move to a substitute family.
This summarises our key policies:
Protecting Children from Harm: We understand our first priority is to promote Children’s rights, protect them from harm or injury and safeguard their welfare. All reasonable steps will be taken to ensure staff/carers and Children and parents are informed about how to deal with suspicions or allegations of Significant Harm, and we will ensure that any issue is dealt with promptly, in keeping with Local Safeguarding Children Board (LSCB) procedures.
Admissions, Placement Planning and Reviews: Wherever possible we ensure that Children and families are placed in a planned and sensitive manner, and that services are provided on the basis of initial and continual assessment, planning, monitoring and review. To this end, each Child or family will have an Assessment/Care Programme or Written Agreement that underpins their Care Plan and accurately reflects the way in which identified needs will be met whilst placed with us. This will include meeting identified outcomes and placement objectives in accordance with the five areas outlined in ‘Every Child Matters’. The ECM agenda is integral to the group’s values and beliefs and underpins all our policy and procedure. Behaviour and Activity Risk Assessments will be undertaken as part of the process of Placement Planning and review to ensure the Child or family lives within a structured and safe environment, within which it is hoped they can take steps towards meeting their full potential in all areas of their life and development.
Avoiding Delay: All decisions in relation to the provision of services to Children and families will be made promptly and within agreed time-scales, having regard to the needs of the Child; the achievement of these timescales will be monitored and reviewed by The Continuum Group.
Valuing Diversity: We are committed to the principles of anti-discriminatory practice; Children and families will be treated fairly with respect and dignity. Children and families will receive services which respect their race, culture, language, disability, sexuality and religion; and we will ensure that procedures and practices in our services are designed to combat racism, sexism and other forms of discrimination.
Partnership: We embrace the principles of The Children Act 1989 with regard to partnership and participation. We do not work in isolation and expect to work in partnership with the placing authority. We value the contributions made by professionals caring for or working with Children in other agencies and we will do all that is reasonably possible to engage and work in partnership with such professionals with a view to promoting and protecting the rights of Children placed with us.
Family Contact: Where appropriate services will be provided in partnership with parents and with other agencies to assist and support parents in meeting their Children’s needs. To this end we will do all we can to promote and facilitate positive contact between Children and their parent(s), wider families and significant others when it is in their best interests to do so.
Quality Services for Children: Our services will be provided by competent, well trained members of staff/carers, committed to meeting Children’s needs; in a manner which promotes their physical, emotional, social and psychological needs welfare and in an a safe and nurturing environment.
Keeping Children Informed: Children have access to appropriate information and support which they may find beneficial to their ability to make choices. For example, we provide information and advice on matters relating to Children’s health care and to services or facilities available to them.
Physical Contact and Relationships: We encourage staff/carers to develop professional relationships with Children, based on clear boundaries, which demonstrate affection, acceptance and reassurance. We encourage staff/carers to use appropriate physical contact, positively and safely in keeping with Children’s past experiences, needs and wishes. We understand that staff/carers often have to spend time alone with Children, but we ensure that such practice is underpinned by effective procedures, evidence-based risk assessments and training which safeguard the interests of both Children and staff/carers. No play fighting under any circumstances between the Children or between the staff/carers and Children is allowed.
Promoting Independence: We encourage Children to be as independent as possible and to take a full and active part in everyday life as is appropriate to their age and level of understanding. To this end we provide Children with information, advice and further education to help prepare them for adult life. We work in partnership with appropriate agencies in the development and implementation of Pathway Plans and we will develop appropriate social and life skill packages which promote Children’s independence and prepare them for the time when they move on from us or leave care.
Health Care: We ensure that there is a continuity of treatment and that the physical, emotional and psychological health needs of each Child placed with us are identified, recorded and appropriate action taken to meet these needs in full (e.g. dental , optical and general medical needs). We can access internal and external is psychotherapeutic a better word? provision where necessary. Children are provided with guidance, advice and support on health and personal care issues (including HIV/AIDs, sexual health and relationships, smoking and other drug and solvent misuse) appropriate to the needs and wishes of each Child and, where appropriate, their parents.
Smoking: We operate a ‘No Smoking’ policy within all of our premises. Staff/carers are not permitted to smoke in the presence of Children. We actively discourage Children from smoking. For those Children who are habitual smokers on admission, a smoking contract is implemented which encourages the gradual reduction and eventual termination of the habit. Smoking is only permitted in designated out of doors areas, with the written permission of social workers and parent(s), if appropriate.
Alcohol: We operate a ‘No Alcohol’ Policy in all of our premises. National Minimum Standard 12.6 requires that Children are actively discouraged from alcohol “abuse”.
Education: We promote and support the educational attainment of Children throughout the time they live with us. A positive learning environment is promoted both at school and within the home, for example, by supporting Children with homework, coursework and possibly home study. In the case of fostered Children, lap top computers are provided. The Continuum Group also work closely with social workers and other professionals e.g. teachers to ensure that each Child has a clear Personal Education Plan (PEP) which accurately reflects their needs and is reviewed at regular intervals. Each individual PEP will be regularly reviewed and any changes made will be communicated to all relevant parties.
Leisure and Recreation: Children are provided with opportunities to participate in a range of risk-assessed leisure and recreational activities appropriate to their needs, abilities and interests. We have a budget to fund suitable leisure activities and consideration is given to how Children will be encouraged and financially supported. Children’s birthdays, name days, cultural and religious festivals will be celebrated where appropriate, and Children will participate with staff/carers in the planning of these events. Children should be encouraged and supported to pursue particular hobbies/interests and develop social skills within the home and wider community.
Giving and Receiving of Gifts: We discourage the exchanging of all gifts between our staff/carers and Children. However, we appreciate that a card or small gift may be acceptable in the appropriate circumstances. Staff/carers are required to make a written record of any gift that has been given and inform their line manager at the earliest opportunity. We also discourage Children from lending items to each other or to staff/carers. Note that we encourage Children to ‘share’ and view this as a positive experience.
Behaviour Management: Staff/carers will respond positively to acceptable behaviour, by giving praise, recognising achievement and possibly through incentive schemes where appropriate. Where the behaviour of a Child is regarded as unacceptable, they will be responded to in a way which is consistent and fair, and takes account of their age, level of understanding and previous behaviour. Sanctions or Reparation will only be imposed following an evaluation of the incident or circumstances, with the intention of encouraging acceptable behaviour in the future. All sanctions are to used to enable the Children to recognise and take responsibility for their behaviour and must be approved in line with company policy.
Restraint/Physical Intervention: On occasions, it is necessary to physically intervene when managing the behaviour of Children. The circumstance in which Physical Intervention is used is in accordance with government guidance and with approved methods. All staff/carers are trained in behaviour de-escalation and appropriate restraint techniques and work in accordance with our policy on the use of Physical Intervention. The use of Physical Intervention is a last resort and only implemented when all other resources have failed and there is a serious risk of harm to persons or property.
Incidents: We take all reasonable steps to prevent incidents, such as Self harming, Bullying and Violence, from occurring. All Children, on admission (for fostering, at point of referral), have a Behaviour Risk Assessment (and, if deemed appropriate, a behaviour management plan), which is regularly reviewed by the staff/carers working with the Child. This Risk Assessment addresses all areas of the Child’s care and is used in collaboration with the Child’s Care Programme/Written Agreement on a daily basis. Should incidents occur, staff/carers will ensure they are recorded accurately, and at the earliest opportunity following the incident. We will also ensure that risk assessments are reviewed and updated. Management Reviews are undertaken if necessary, to help us reduce and prevent re-occurrence. Advice and intervention will be sought from appropriate resources as required.
Safe Practices, Health and Safety: We have a written Health and Safety policy which clarifies responsibilities under The Health and Safety at Work Act and related legislative guidance. In accordance with this we implement controls of the health and safety risks arising from our work activities. The organisation has in post a Director responsible for Health and Safety and designated Health and Safety representatives. All members of staff/carers are consulted on matters affecting health and safety, in order to provide and maintain safe working and living environments. Each resource and department completes comprehensive Health and Safety Risk Assessments, which are regularly reviewed and monitored. Utmost vigilance is ensured in the safe handling and use of substances and information, instruction and training are given to all employees.
Participation and Consultation: We aim to create a culture of participation, involving parents, children and young people in policy, planning, delivery and evaluation of our services and their individual plans. We promote an 'open door' policy for all Children, parents which encourages them to express their views, wishes and feelings on all areas that affect the Child's life, their future or living environment. We strive to ensure the Child’s views are known and taken into account when decisions are made. The Child’s views are sought during formal forums such as residents meetings, Key and Link Worker sessions (also, Advocacy, Children’s Guardians and allocated social workers, as appropriate), reviews and confidential questionnaires. In addition also during informal times such as meals. We will ensure that Children have access to a Children’s Rights Officer and or an independent Advocate when appropriate.
Comments, Compliments and Grievances; We welcome comments, both positive and critical about the service we provide, and actively seek information and feedback under our review and quality of care procedures. Routinely, we seek information through consultative questionnaires from all professional bodies, Children and their parents/carers who have knowledge about the service. The purpose of seeking this information is to give us the opportunity to learn, adapt and provide a better service.
Complaints: We understand that sometimes complaints can arise from a simple misunderstanding or a general dissatisfaction. this often gives the opportunity to do something better and it is our policy to engender a culture of continuous improvement. This policy is intended to ensure that representations are dealt with properly and that all complaints or comments by Children and their relatives, social workers and staff/carers are taken seriously.
Grievances: We value comments made by our staff/carers, whether positive or negative. Where staff/carers have grievances, we will do all we can to ensure rapid and effective resolution, preferably informally. Where it is not possible for a grievance to be resolved informally we will initiate formal procedures aimed at resolving matters to the satisfaction of all.
Respecting Privacy: We recognise that being Looked After can make it difficult to enjoy privacy. All staff/carers are alerted to this and should be sensitive to its significance. We believe it is fundamental to treat Children with respect and provide them with opportunities for privacy and personal space. In our care young people will have the opportunity to express individuality through choice of personal possessions and bedroom décor. Staff/carers will promote the development of the young person’s sense of identity.
Family Assessment: The family assessment Centre encourages the use of audio monitoring, which is used with the families’ knowledge and permission or the placing authorities’ direction. Its use is intended to offer a higher level of support and supervision.
Room Searches: Young people’s possessions and personal space will not normally be subject to search. This will only be the case where failure to carry out such a search would put at risk the welfare of the young person or others. Any such searches will be carried out as sensitively as possible, and will be fully documented.
Any room search must be authorised by a senior member of staff, conducted in line with company policy and with sensitivity and respect for the Child. Whenever possible the Child should be informed of the search and the reasons for it, prior to the search being carried out.
Personal/Body searches are not authorised except for certified Custody Officers with the Youth Justice Board on authorised YJB business. Please see Escort Services Procedure.
Promoting Contact, Friends and Visitors: We promote meaningful contact between Children, their families, friends and other significant persons unless particular circumstances indicate that such contact would not be in their best interests. We will assist Children in having regular contact with official visitors such as Field Social Workers and those that have some responsibility for the Child’s welfare. We will encourage those with Parental Responsibility to participate in some way in the Child's daily life in so far as this is compatible with the facilities of the home, the Child’s Care Programme and associated agreements. We encourage Children to establish and maintain relationships with friends within and outside the home and with people from the wider community. We take steps to ensure that such relationships protect Children’s rights and interests.
2. General Council Codes of Practice
This is a copy of the Code of Practice for Social Care Workers, published by the General Social Care Council, which has been adopted by The Continuum Group.
| 1. | As a social care worker, you must protect the rights and promote the interests of service users and carers.This includes:
|
| 2. | As a social care worker, you must strive to establish and maintain the trust and confidence of service users and carers.This includes:
|
| 3. | As a social care worker, you must promote the independence of service users while protecting them as far as possible from danger or harm.This includes:
|
| 4. | As a social care worker, you must respect the rights of service users while seeking to ensure that their behaviour does not harm themselves or other people.This includes:
|
| 5. | As a social care worker, you must uphold public trust and confidence in social care services.In particular you must not:
|
| 6. | As a social care worker, you must be accountable for the quality of your work and take responsibility for maintaining and improving your knowledge and skills.This includes:
|
3. Recording
Each of the following statements is summarised in this Section.
- Records must be kept of all Children
- The design of records and forms must be approved
- Children and their families must be informed about their records
- Recording of Events
- Children and their families should be involved in the recording process
- Information about Children/their families should be shared with them
- Managers must monitor information kept in Children’s files
- Records must be legible, signed and dated
- Records must be kept up to date
- Records must be written in plain English and prejudice must be avoided
- Records must be accurate and adequate
- Managers must oversee, monitor and review records
- Records should be kept securely
- Removal of records must be an exceptional occurrence
- Records moved to a new location must be monitored
- Records must usually be retained after closure
1. Records must be kept on all Children
An individual Case Record is kept for each Child containing information relating to the care of the Child. The Continuum Group also keep files and records within their Homes/Resources relating specifically or broadly to the care and management of Children, such as Sanctions Records and financial records. These records may be held electronically or in paper files. Where information is held electronically, The Continuum will ensure they accurately reflect the corresponding information recorded within paper files.
2. The design of records and forms must be approved
Records and forms must be designed to fit their purpose and used consistently across the organisation. To this end, all records and forms will be designed in accordance with relevant procedures and approved by the Management Team before coming into use.
3. Children and their families must be Informed about their records
Children and their families have a right to be informed about the records kept on them, the reasons why, and their rights to confidentiality and of access to their records (See separate policies and values relating to Data Protection in Section 4, Principles of Confidentiality).
4. Recording of events
General Statement: Within The Continuum Group the member of staff who directly observes, participates or witnesses an event is responsible for completing the relevant records.
Good case recording helps to make staff more accountable to those using the services The Continuum Group provide. It helps focus our work by giving it structure and consistency. It enables outcomes to be effectively monitored and identifies if policies and procedures are being adhered to.
Recording of Events involving Children and Their Families: The Continuum Group requires that staff record all visits, meetings or appointments made in relation to Children must be recorded, stating who was present or seen, the relevant discussions that occurred, actions or decisions taken and by whom. The reasons for taking any decisions should also be recorded.
All other relevant contacts with Children, their families, colleagues, professionals or other significant people must be recorded. When recording such contacts, it will be necessary to state who was present or seen, the relevant discussions, which occurred, actions or decisions taken and by whom; the reasons for taking any decisions should also be recorded.
5. Children and their families should be involved in the recording process
We actively encourage young people to be involved in the process of gathering and recording information about them. They should feel they are part of the recording process.
They should be asked to provide information, express their own views and wishes, and contribute to assessments, reports and to the formulation of plans.
Generally, they must be asked to give their agreement to the sharing of information about them with others - but there are exceptions.
6. Information about children and their families should normally be shared with them
Information obtained about Children and their families should be shared with them unless to do so would place them or others at risk.
For example, where the sharing of the information may place the Child or another person at risk, or where the Police/Social Services Department request that information should be withheld in order to enable them to investigate or prosecute a serious offence.
Where information is recorded which should not be shared with the Child concerned it must be clearly stated/marked as confidential.
Where records contain information about third parties (for example, other family members or other Children), this information cannot usually be shared, unless permission is gained from the person concerned. In such cases efforts must be made to separate the information relating to third parties from that concerning the Child/parents.
If unsure about whether information can be disclosed, staff/carers should seek advice from their line manager.
7. Managers must monitor information kept in the Children’s files
Managers must monitor information held in the Children’s files, ensuring that the reason for holding it there is valid; if not, it should be shared with the Child as required.
However, before sharing any information previously deemed to be confidential, the manager must take all reasonable steps to consult the originator and take account of their views and wishes.
8. Records must be legible, signed and dated
If possible, manual records should be typed or handwritten in black ink and all records must be signed and dated. Those completing computerised records must show their name and the date when the recording was completed.
Any handwritten records must be produced so that readers not familiar with the handwriting of the writer can read the records quickly and easily. It must be possible to distinguish the name and post title or status of the person completing the record. If there is any doubt of the identity of the writer from a signature, the name should be printed.
9. Records must be up to date
Records should be updated as information becomes available or as decisions or actions are taken as soon as practicable or, at the latest, by the end of the current shift.
Where records are made or updated late or after the event, the fact must be stated as a ‘Late Entry’ in the record, and the date and time of the entry must be included.
10. Records must be written in plain English and prejudice must be avoided
Records must be written concisely, in plain English, and prejudicial comments must be avoided
Records must be written concisely, in plain English, and must not contain any expressions that might give offence to any individual or group of people on the basis of race, culture, religion, age, disability, or sexual orientation.
Use of technical or professional terms and abbreviations must be kept to a minimum; and if there is likely to be any doubt of their meaning, they must be defined or explained.
11. Records must be accurate and adequate
Care must be taken to ensure that information contained in records is relevant and accurate and is sufficient to meet legislative responsibilities and the requirements of these procedures.
Every effort must be made to ensure records are factually correct.
Records must distinguish clearly between facts, opinions, assessments, judgements and decisions. Records must also distinguish between first hand information and information obtained from third parties.
See Section 4, Confidentiality.
12. Managers must oversee, monitor and review records
The overall responsibility for ensuring all records are maintained appropriately rests with managers with day-to-day responsibility, delegated to other staff as appropriate.
The manager should routinely check samples of records to ensure they are up to date and maintained as required and, if not, that deficiencies are rectified as soon as practicable.
13. Records should be kept securely
All records held on Children’s files or within the Home/Resource must be kept securely.
Children’s files should normally be stored in a locked cabinet, or a similar manner, usually in an office which only staff/carers have access to.
Other day-to-day records, such as Contact or Daily Records, should also be kept securely in a manner authorised by the manager.
These records should not be left unattended when not in their normal location.
14. Removal of records must be an exceptional occurrence
Records should not normally be taken from the location where they are normally kept.
If it is necessary to remove a record from the home, a manager, who should stipulate or agree how long it is necessary to remove the record, should approve this. The manager must also be satisfied that adequate measures are in place to ensure the security of the record(s) whilst they are removed.
For example, records must never be left in unattended vehicles.
The authorisation for a record to be removed must be recorded and those who may have need to see the records should be informed of their removal.
The manager must then ensure the record is returned as required/agreed.
15. Records moved to a new location must be monitored
Where records are moved to a new location (except when they move with a Child e.g. to a new home within The Group), an Archive Data Form must be completed by a Manager. The same person should check that the records have arrived at their intended destination.
16. Records must usually be retained after closure
When a Child is discharged from Continuum, the manager should consult the Placing Authority to establish whether copies of any records are required for the social work file. The manager should then arrange for the file to be tidied, in a chronological order, and placed in a sealed envelope with the following information on it: the Child’s name, date of birth, Placing Authority name and name of the home. This envelope must be placed in a locked cabinet within the home.
4. Confidentiality
Each of the following is summarised in this Section:
- Legal duty of confidence
- Disclosure of confidential information is permitted in exceptional circumstances
- Informing Children about disclosure
- Disclosures and sharing information with colleagues and agencies
- Freedom of Information Act 2000
Personal information held about Children is subject to the same legal duty of confidence as adults and should not normally be disclosed without the consent of the Child.
This legal framework for confidentiality is contained in common law, the Human Rights Act 1998 and the Data Protection Act 1998.
We also have a duty of confidentiality around sensitive or personal information learned about other staff/carers.
2. Disclosure of confidential information is permitted in exceptional circumstances
Whilst the general principle is that information obtained about Children must be shared with them and not with others, there are exceptions. The public interest in Child protection overrides the public interest in maintaining confidentiality and the law permits the disclosure of confidential information necessary to safeguard a Child or Children.
Disclosure should be justifiable in each case, for example, to provide information to professionals from other agencies working with the Child, and the agreement of the Child concerned should be obtained if they are deemed to be capable of giving an informed consent. If in doubt, the Child’s social worker and home’s manager must be consulted.
Staff must make it clear that confidentiality may not be maintained if the disclosure of information is necessary in the interests of the Child.
Even in these circumstances, disclosure will be appropriate for the purpose and only to the extent necessary to achieve that purpose.
There may also be situations where third parties have a statutory right of access to the information or where a Court Order requires that access be given.
The circumstances in which information held in records on Children and families can and should be disclosed and shared with others with or without consent are set out in the following sections.
In all other cases, where third parties such as Advocacy, solicitors or external researchers request access to information, this should only be given if written Consent is given by the person concerned.
3. Informing Children about disclosure
Children should be informed of the circumstances in which information about them will be shared with other professionals via a Guide which will be explained by the Child’s Keyworker and followed up during keywork sessions. It will be made clear that in each case the information passed on will only be what is relevant and on a ‘need to know’ basis.
4. Disclosures and sharing information with colleagues and agencies
Sharing information promptly with others working with the same Child, or who may need to know, is invariably the key to safeguarding the Child’s interests.
Only staff/carers working directly with Children or who need to know may have access to Children’s files, other staff/carers may only have access to Children’s Care Programme's and Risk Assessments.
Therefore, relevant information about Children must be shared with colleagues, other professionals or agencies who may have a role to play in their care.
However, the general principle is that information may only be shared on a ‘need to know’ basis.
For example:
- Where professionals are undertaking a Child Protection Enquiry or Complaints investigation in relation to a Child.
- Where the Police are investigating a criminal offence or require information to help them find an absent, missing or absconded Child.
- Where information is requested in the furtherance of an inquiry or tribunal, or for the purposes of a Part 8 Review.
- Internal Referrals within The Group.
In such circumstances the person to whom the information relates should be informed that records have been requested unless to do so would prejudice the purpose of the request.
Any objections they have should be considered before responding to the person making the request.
Where information or records are passed to others it should be noted and confirmed in writing.
Information may also be disclosed to persons who have a statutory right of access to the information; for example
- Where the Court directs that records be produced or a Children’s Guardian is appointed.
- Where information is requested by Inspectors with regulatory powers.
Where information is requested by telephone or electronically, great care must be taken to ensure that the recipient is entitled to receive the information requested. Where there is any doubt the information may not be provided without the approval of the Management Team.
5. Freedom of Information Act 2000
Under the Freedom of Information Act 2000 anybody may request information from a public authority (which includes all local authorities). The Act confers two statutory rights on applicants:
- To be informed in writing whether or not the public authority holds the information requested; and if so
- To have that information communicated to him/her.
The Act applies to all information whether recent or old.
The Act sets out 23 exemptions from rights of access to information. If the information is exempt, there is no right of access under the Act.
One exemption relates to personal information. This means that an application for personal information under the Act is exempt and will not therefore be dealt with under the Act. A person’s right of access to such information must still be dealt with in accordance with the Data Protection Act 1998.
Another category relates to information provided in confidence where disclosure would involve an actionable breach of confidence. This would include information provided by a member of the public about a Child protection issue where the provider has provided the information on the basis that anonymity will be maintained.
The Act therefore does not change the legal position into the principles of confidentiality set out in paragraphs 1 to 4 above.
5. Equality and Diversity
Please note that whilst specific links are made with the chapters listed below recognising and responding to Equality and Diversity should underpin all of our daily roles and responsibilities.
Relevant Chapters:
Caring for Children from Minority Ethnic Groups Procedure
Each of the following values is summarised in this Section:
- Equality and Diversity for Children and Young People
- Inclusion for Children and Young People
- Equality in Employment
1. Equality and Diversity for Children and Young People
- We encourage children to develop respect for themselves and for others.
- We deliver services that recognise and build on the strengths of children and young people from all cultures, religions, gender, age, sexual orientation, ability and backgrounds; in ways that meet their needs and help them to achieve their full potential.
- Every effort is made to ensure that Homes are welcoming to all children and young people and others significant in their care and wellbeing; this effort is reflected in the communication around the Home, including: posters, information boards, displays and leaflets. In addition to this, resources used to develop work with children and young people are chosen for their suitability and anti-oppressive nature.
- Children are offered opportunities to try out new experiences, which are not restricted by traditional gender options.
- Staff are expected to challenge attitudes, behaviour and language that are non-inclusive and discriminatory, in a positive way.
- Managers are expected to monitor the range of children and young people placed within the Home in terms of ethnicity, gender and disability. This is to ensure the service provision is reaching all and not creating barriers to certain groups.
2. Inclusion for Children and Young People
- All children are given the opportunity to be cared for and educated. Where possible this is alongside their peers in order to develop their full potential.
- Children are encouraged and supported to understand their rights and be well-informed about ways of challenging discrimination.
- Home's managers are expected to identify local community resources that contribute to meeting the needs of individuals- these are highlighted and promoted and where they do not meet required needs alternatives are sought and suitably identified regardless of geographical location, for example hairdressers who specialise in braiding or cutting African Caribbean hair.
- Children are cared for by staff who have been suitably trained in all aspects of equality and diversity including legislation and their responsibilities.
- Home's managers ensure that assessments of the child and the families specific needs is carried out with an aim to support and develop their full potential.
- Home's managers are expected to examine ways in which diversity can be valued and activities adapted to meet the Individual child's needs including food preparation and menu choices.
- Staff are expected to acknowledge the importance of maintaining a link between the child's home and the Children's Home in meeting the individual's need.
- Staff are expected to offer appropriate support to aid inclusion and ensure that the children and young people can fully participate in the Home's activities. If necessary seek additional support in order to do this.
- Additional support is offered to staff and/or Children who are finding difficulty in understanding diverse or complex situations.
3. Equality in Employment
See link to Staff Recruitment Procedure.
- We recognise that discrimination is unacceptable and although equality of opportunity has been a long-standing feature of our employment practices and procedure, we have made the decision to adopt a formal equal opportunities policy. Breaches of the policy will lead to disciplinary proceedings and if appropriate, disciplinary action.
- The aim of the policy is to ensure no job applicant or employee is discriminated against either directly or indirectly on the grounds of race, colour, creed, nationality, ethnic or national origin, religious belief, political opinion or affiliation, sex, marital status, sexual orientation or disability.
- We will ensure that the policy is circulated to any agencies responsible for our recruitment and a copy of the policy will be made available for all employees and made known to all applicants for employment.
- The policy will be communicated to all private contractors reminding them of their responsibilities towards the equality of opportunity.
- The policy will be implemented in accordance with the appropriate statutory requirements and full account will be taken of all available guidance and in particular any relevant Codes of Practice.
- We will maintain a neutral working environment in which no worker feels under threat or intimidated.
Recruitment and Selection
- The recruitment and selection process is crucially important to any equal opportunities policy. We will endeavour through appropriate training to ensure that employees making selection and recruitment decisions will not discriminate, whether consciously or subconsciously, in making these decisions.
- Promotion and advancement will be made on merit and all decisions relating to this will be made within the overall framework and principles of this policy.
- Job descriptions, where used, will be revised to ensure that they are in line with our equal opportunities policy. Job requirements will be reflected accurately in any person specifications.
- We will adopt a consistent, non-discriminatory approach to the advertising of the vacancies.
- We will not confine our recruitment to areas or media sources, which provide only, or mainly, applicants of a particular group.
- All applicants who apply for jobs with us will receive fair treatment and will be considered solely on their ability to do the job.
- All employees involved in the recruitment process will periodically review their selection criteria to ensure that they are related to the job requirements and do not unlawfully discriminate.
- More than one person will carry out short listing and interviewing where possible.
- Interview questions will be related to the requirements of the job and will not be of any discriminatory nature.
- We will not disqualify any applicant because he/she is unable to complete an application unassisted unless personal completion of the form is a valid test of the standard of English required for the safe and effective performance of the job.
- Selection decisions will not be influenced by any perceived prejudices of other Staff.
Disability Discrimination
We believe in providing a welcoming, comfortable and accessible environment that is safe and easy to use for children, parents, relatives, staff, visitors and other users of the premises. We will endeavour to achieve equality of opportunity for all to ensure equal access to its facilities. Where possible, we will avoid physical features that make it difficult for people with a disability and make reasonable adjustments to improve the environment.
6. Consultation
Each of the following values is summarised in this Section:
Everyone involved in the receipt and delivery of services should be consulted about decisions which may affect them. This includes Children, their parents, other significant family members and those charged with providing the service; including managers, staff, carers and professionals or colleagues from other agencies.
This means that people’s views should be sought and taken into account in relation to all decisions which are likely to affect their daily life and their future.
Consultation should take place on a regular and frequent basis and assumptions should not be made about the inability or lack of interest of those who should be consulted.
Where people have communication difficulties, of any sort, suitable means must be provided to enable them to be consulted, including access to advocates or representatives who may speak on their behalf.
Consultation should be undertaken in a creative and attractive manner.
If consultation is not possible or is restricted, for whatever reason, steps should be taken to ensure they are informed of the decisions as soon as practicable thereafter; an explanation should be given and the person involved given the opportunity to make a comment and express their views.
If it is then felt that a different decision may have been appropriate, steps should be taken to reconsider it.
If decisions are made against people’s wishes, they should be informed of the decision and the reasons for the decision should be explained. In these circumstances, the person should be informed of any rights they have to formally challenge the decision, for example by way of a Complaints or Grievance Procedure.
2. Management consultation
All staff are expected to keep their managers informed of their decisions and actions and will consult and seek their approval where they do not have decision making responsibility delegated to them.
In order to facilitate this, managers must ensure that effective lines of communication are established and maintained.
If procedures in this manual require that managers are informed within specified timescales or their approval is sought before actions are taken, this must be complied with unless there are exceptional circumstances which prevent it; for example, where it is necessary to act immediately to protect a Child from Injury.
In which case, the most senior person should take what action seems appropriate in the circumstances and the manager must then be informed as soon as practicable thereafter, but within the duration of the shift.
End