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East SussexPersonalisation Conference1th May 2012
Dignity and DiversityClaire Debenham ESCCLarry Maurice ESCCKen Ashworth and Derek Andrews, Eastbourne Rainbow
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Today’s workshop
• Context for diversity and dignity in social care today
• Professional framework
• What people tell us matters
• Discussion about the challenges and opportunities for you- resources, ways forward.
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Equality Act 2010
• Public Sector duties
• Responsibilities of employers and service providers
• Individual employee responsibilities in law
• Who is protected? Everyone!
http://www.equalityhumanrights.com/advice-and-guidance/
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Protected characteristics (rather than people!)• Age • Disability (includes
dementia)• Ethnicity• Gender• Gender identity
• Which of these are invisible differences?
• Marriage and civil partnership
• Pregnancy and maternity
• Religion and belief• Sexual orientation
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Facts about East Sussex-overall population about 509,900• People with
dementia• GPs report 7 per
1000 people of all ages (3834)
• Expected prevalence is 39 per 1000 (8654)
http://www.eastsussexjsna.org.uk
• Lesbian, gay, bi-sexual (LGB) people
• Estimated as 5-7% of the population
• 25,495- 35,693 people of all ages
• 6,628-9,280 men and women of ‘pensionable age’
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How are dignity and diversity linked? Allport’s Scale• Antilocution- negative
thoughts, jokes, language, often thought harmless
• Avoidance: People are actively avoided or left out. No direct harm may be intended, but harm is done through isolation.
• Discrimination: acting on prejudices and stereotyping by denying people opportunities and services - putting prejudice into action
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ESCC Nursing and residential care outcomes framework 2011• To treat people as individuals and
promote each person’s dignity, privacy and independence.
• To acknowledge and respect people’s gender, sexual orientation, age, ability, race, religion, culture and lifestyle.
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Individuality and Diversity• Outcome 3: Service Users experience that they are
valued as individuals.• Person-centred care means supporting self-esteem
and a sense of identity.• Staff show awareness of gender, race, religion,
culture, language, sexuality, impairment, age, communication needs and choice as to personal identity.
• and work with the residents and each other from a clear diversity perspective.
• They identify and remove or lower any barriers to participation in the community, ensuring that they do not create such barriers themselves (social model of disability).
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Dignity- Social Care Related Quality
Of Life (SCRQOL) domains • Control over daily life• Dignity• Occupation• Social participation and involvement• Safety• Personal cleanliness and comfort• Accommodation cleanliness and comfort• Food and nutrition
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Personal stories
• What do they tell us about what really matters?
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Staff need clear policies, support and advice • ‘It is the organisation
that needs to ‘come out’ as gay or lesbian friendly rather than depending upon clients to ‘come out’ in order to get their needs met’
(Age Concern- Opening Doors, 2001)
• Older LGB people find it difficult to access appropriate care and support, whether from community based or residential facilities.
• Younger disabled people need support, understanding and recognition-they are more likely to ‘come out’ to staff than their families.
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Good practice in action: a team approach• “We found that after we took a stronger approach as a staff
team, when Mrs H made comments about ‘those awful queers’, some of the other residents used to tick her off too.
• One of the residents told me in confidence that her brother had been ‘that way’ and it upset her to hear these unkind comments.
• Mrs H did stop after a while, because she knew she was not going to get away with it.
• One of our colleagues, who was a lesbian herself, really appreciated that we took this on as a whole team. It made her feel more comfortable at work too.” (Age Concern The Whole of Me 2006)
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Thank you
• Claire Debenham, Service Development Manager- Equality
01273 481386
• Larry Maurice Senior Monitoring Officer, Quality Monitoring Team
01323 464207