A of staff development training makes employees

February 24, 2019 Teaching

A fully trained health and social care professional must always be kept up to date with changes in procedures and policies as well as technology and legislation. This promotes anti discriminatory practice as these changes are constantly being made as the need arises, so workers must be aware of them and practice them within the service. Equality, diversity and rights legislation are also constantly updated and staff must be kept informed. This promotes anti discriminatory practices as the promotion of staff development training makes employees aware of changes in policies and procedures which introduces new ways of promoting anti discrimination as new up to date methods of promoting rights and conquering discrimination are outlined. This is the same with equality, diversity and rights legislation which is also constantly updated which promotes anti discriminatory practice as it makes sure that there are no ways people can get away with discrimination.

P5 – describe how anti-discriminatory practice is promoted in health and social care settings

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Person centered approach

Originally described as non-directive, this therapy moved away from the idea that the therapist was the expert and towards a theory that trusted the innate tendency (known as the actualising tendency) of human beings to find fulfilment of their personal potentials. An important part of this theory is that in a particular psychological environment, the fulfilment of personal potentials includes sociability, the need to be with other human beings and a desire to know and be known by other people. It also includes being open to experience, being trusting and trustworthy, being curious about the world, being creative and compassionate.

The psychological environment described by Rogers was one where a person felt free from threat, both physically and psychologically. This environment could be achieved when being in a relationship with a person who was deeply understanding, accepting and genuine.

Although initially developed as an approach to psychotherapy, Rogers and his colleagues came to believe that their ideas could be transferred to other areas where people were in relationships. For example teaching, management, childcare, patient care, conflict resolution.

Culture and preferences of the individual

Culture is an aspect of identity, which we all have. Culture is based on a number of things shared with others such as language, shared history, beliefs, attitudes, celebrations, musical taste, dress, diet and many others. Culture is basically about a shared understanding with others of the same culture. In health and social care, there has been a shift in recent years towards ‘cultural competence’ as a key aspect of all professional practice. The idea of workers being ‘competent’ in working with others from different cultures is a step on from being ‘sensitive’ to the needs of other people. The notion that professionals need to be competent in working with difference and culture as opposed to being merely ‘sensitive’ about it has gained strength in recent years. The term cultural competence has therefore largely replaced the term cultural sensitivity in social work and health care.

Empowering individuals

This is ensuring that the individual knows enough to make an informed choice, help to have control over their lives. Rely on care workers to ensure their independence. It is important that care workers don’t use benevolent oppression to make decisions for the individual’s care.

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