Effectiveness of policies, procedures and training within your

organisation that promotes equality, diversity and inclusion. Propose

improvements to address any gaps or shortfalls in systems and
processes.
Inglesides mission statement sets out our commitment to equality, diversity and
inclusion . We also have written policies and procedures which reflect the the
rights and responsibilities of all those living, working and visiting our home which
include inclusive practice.
We develop effective policies by responding in a timely manner to legislation,
codes of practice and statutory frameworks. These policies ensure that any acts
of discrimination are dealt with swiftly and appropriately. We try to treat
everyone in an equal manner and I think our success in achieving a mutually
respectful atmosphere is reflective of our up to date policies, official procedures
and our methods of clear communication.
Addressing gaps and shortfalls regularly is a way for our team at Ingleside to
make certain of best practice and we try to keep it at the forefront of our
professional management. It is very important to evaluate and reflect on the
effectiveness of our systems and processes and it also provides us with an
opportunity to get the views of residents, their families and our staff on a regular
basis. Evaluation can also highlight any exceptional work that should be praised.
As part of the management team I am responsible for monitoring quality and
making changes when necessary. I do this by carrying out monthly evaluations of
our processes and discussing the areas of equality, diversity and inclusion with
staff members at their appraisals and staff meetings. I then take the suggestions
and see that they are addressed within a specified timescale according to
resources etc. and getting everyone on board to help support the delivery of the
change.
The process we use is as follows:

We question how good our current systems and processes are at being
effective to address issues.
We question if our policies and procedures are covering current legislation.
We evaluate if our current communication system is effective for reporting
and dealing with complaints
We get feedback to check that our residents are happy with the service we
are providing,
We get staff feedback and have regular supervisions to check that staff
morale is high and that any non-inclusive behaviour is dealt with
immediately.

The evaluation contains detailed recommendations and proposed changes or

policy reforms and will also detail how the changes fit into our staffs job roles

and outlines their responsibilities going forward. This is why it is especially

important to actively involve all employees.
We are constantly working on the following areas to ensure continuous
improvement: our own and staff training, safeguarding, the protection of
vulnerable adults, effective information sharing, the contents of our policies and
procedures and how action plans are used. These areas always need perfecting
and I believe we can do this by encouraging more feedback primarily from staff
as they sometimes quite reticent in stating their honest views. I am organising
an anonymous feedback system which will be available to all and I will be
monitoring any suggestions or complaints that we receive from this.
I also think that we should communicate to staff, residents and families more
regularly (and especially if any updates have been made) regarding the
following:

Whistle blowing policy

Complains procedure
Appeals Procedure.

This could be in the form of newsletters or e-newsletters and will detail the steps
we take to monitor and deal with any potentially discrimanatory situations. This
will help build further towards a culture of inclusion and respect.
In the near future we will be looking at appointing an Equality and Human Rights
Champion from our staff who will be responsible ( with the support of everyone
else) for promoting culture-changing initiatives.