Common Inductions Standards for Care Level 2 (VTQ)
Course Content
- Introduction to the common Induction Standards Course
- Standard 1 - Role of the health and social care worker
- Standard 2 - Personal development
- Standard 3 - Communicate effectively
- Standard 4 - Equality and Inclusion
- About equality and diversity
- The purpose of the Equality Act 2010
- Types of discrimination
- Protected characteristics
- Diversity
- Inclusion
- Prejudice
- Equality And Diversity In The Workplace
- Providing Inclusive Support
- Diversity and discrimination
- Access Information, Advice and Support about Equality and Inclusion
- Standard 5 - Principles for implementing duty of care
- Standard 6 - Principles of safeguarding in health and social care
- The safeguarding vulnerable groups act 2006
- Who Is A Vulnerable Adult?
- Abuse and its Indicators
- Physical Abuse
- Psychological Abuse
- Sexual Abuse
- Financial Abuse
- Neglect Self Neglect and The Act Of Omission
- Organisational abuse and Discriminatory Abuse
- Facts And Information About Abuse
- Disclosure
- Reporting abuse
- What is Child Abuse?
- Every Child Matters
- Legislation relating to Safeguarding Children
- Reporting child abuse
- Protecting yourself against allegations
- Standard 7 - Person-centred support
- The Care Plan
- Person centred values in everyday work
- Person centred values in practice
- Supporting individuals to plan for their future wellbeing and fulfilment, including end-of-life care
- What is Dementia?
- Early diagnosis of Dementia and reporting
- Helping people with Dementia
- Practical Tips for Supporting a Person with Dementia
- Alzheimers disease
- Vascular dementia
- Dementia with lewy bodies
- Fronto-Temporal Dementia FLD
- Active Participation in Care
- Standard 8 - Health and safety in an adult social care setting - part 1
- Importance of Health and Safety
- Health and Safety Law
- Manual handling Employee and Employer responsibility
- The Accident Triangle
- Work place policies and procedures
- Good Housekeeping
- Slips, Trips and Falls
- Introduction to Moving and Positioning for CIS
- Patient dignity
- Assessing the Individual Move
- Lifting an inanimate object
- Back and spinal injuries
- Manual Handling Operations Regulations 1992
- How and Why We Lift Correctly
- Communication
- Assisted standing from a bed or seat
- Assisted Sit to Stand
- Fall Prevention
- Assisting Fallen Person
- Standard 8 - Health and safety in an adult social care setting - part 2
- Fears of First Aid
- Using gloves
- Initial Assessment and Recovery Position
- Calling the Emergency Services
- Adult CPR
- Compressions Only CPR
- Adult Choking
- What are Medications?
- Specific Legislation
- Legislation
- Medication Policies
- Maintaining Medication Records
- Types of Medications and Routes of Entry
- Recording Information
- Storing Medication Safely
- What is a hazardous substance under COSHH
- COSHH Regulations
- COSHH Safety Data Sheets
- Routes of entry to the body
- Storage and hazards of chemicals near food
- Storage of Chemicals
- Personal protective equipment (PPE)
- What are Blood Borne Pathogens?
- Who is at risk?
- How to Reduce Your Risk
- Hand Washing
- Types of Infections
- Cross Infection
- Contaminated Linen
- Contaminated objects
- The Fire Triangle
- Sources of Ignition
- Fire Prevention
- Dangers of Smoke
- Evacuating in an Emergency
- Care Home Evacuation
- Checking Peoples Identity
- Personal safety tips for lone workers
- Home visit safety
- Managing stress
- Poisons and Food Poisoning
- Food Poisoning and allergic reactions
- Food Safety for High-Risk Groups
- Cross-contamination direct and indirect
- Date Marks, Damaged Food and Record Keeping
- Understanding and Addressing Malnutrition in Care
- Hydration In the Elderly
- Hydration In the Elderly
- Diets for people with dementia
- Summary to the common Induction Standards Course
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The Equality Act 2010 is an integral UK law that prohibits discrimination against individuals based on certain 'Protected Characteristics'. Prior to this legislation, these were known as discrimination grounds. In total, there are nine protected characteristics that we'll explore individually. However, remember that not all types of discrimination apply equally to each of these characteristics. The NINE protected characteristics are: 1. Age: Previously, laws already restricted employers from unjustifiably deeming a candidate too old or young for a role. The Equality Act 2010 re-emphasises that age-based discrimination is unlawful. However, differential treatment due to age can be justified and lawful if reasonable. For instance, it's acceptable for an employer to decline a job applicant if they're too young and the position demands considerable experience that can't be substituted with training. Historically, contracts of employment could include a default retirement age of 65, with employment fairly terminating upon reaching this age. However, the government has moved to phase out this legal default retirement age, with its full implications on age discrimination still being determined. 2. Disability: The Act defines disability as a physical or mental condition that significantly and persistently impairs day-to-day activities. Protections for disabled individuals have long been in place in the UK, even before the 2010 Act. This legislation, however, enshrines the employer's obligation to make reasonable adjustments to accommodate disabled employees. Under the Act, indirect, associative, and perceptive discrimination against disabled people is illegal. It also limits the use of pre-employment health inquiries, restricting them to scenarios where determining necessary adjustments for a new hire is essential. 3. Pregnancy and Maternity: Women who are pregnant or on maternity leave enjoy protection against direct discrimination. Employers must not factor in pregnancy-related absences when making decisions regarding a woman's employment. In non-work contexts, protection against maternity discrimination lasts for 26 weeks post-birth, including protection against unfavourable treatment due to breastfeeding. 4. Marriage and Civil Partnership: Both same-sex and heterosexual marriages and civil partnerships must be recognised and treated equally. It's unlawful to discriminate directly or indirectly against individuals based on their marital status or partnership. 5. Gender Reassignment: This term refers to the process of transitioning from one gender to another. It's crucial for employers to accommodate individuals intending to, currently undergoing, or having completed a gender transition. Importantly, the Act does not cover transsexual individuals who don't plan to permanently live in their transitioned gender. Before the Act, legal protection was contingent on medical supervision for gender transition. This provision was abolished in the 2010 Act. Any form of discrimination against transsexual individuals, including indirect, associative, or perceptive discrimination, is illegal. 6. Race: The Act prohibits all forms of racial discrimination, including prejudice based on colour, nationality, and ethnic or national origins. 7. Religion or Belief: People are protected against all forms of discrimination based on their religion, beliefs, or lack thereof. For protection under the Act, a religion should have a structured belief system. A belief must significantly influence one's life choices or lifestyle. Notably, the Act doesn't provide protection for political beliefs. 8. Sex: Everyone has the right to be free from discrimination due to their sex. The Act safeguards against all forms of sex-based discrimination, adding to the plethora of sexual equality laws in place over the years. And finally 9, sexual Orientation: Individuals are protected against all forms of discrimination based on their sexual orientation, whether they identify as bisexual, gay, heterosexual, or lesbian. While we've been discussing the Act mainly within the context of employment, remember it extends beyond the workplace. Consider your personal interactions and whether you've ever treated someone differently due to their religion, belief, or physical appearance.
Overview of the Equality Act 2010
A comprehensive breakdown of the nine protected characteristics and their implications in and out of the workplace.
The Nine Protected Characteristics
1. Age
Outlines the prohibition of age-based discrimination, with exceptions for justified differential treatment.
2. Disability
Defines disability and mandates reasonable adjustments for disabled employees. Includes protections against indirect, associative, and perceptive discrimination.
3. Pregnancy and Maternity
Protects against discrimination during pregnancy and maternity leave, including provisions for breastfeeding.
4. Marriage and Civil Partnership
Ensures equal treatment for all marital statuses and partnerships.
5. Gender Reassignment
Covers individuals transitioning genders, removing previous medical supervision requirements.
6. Race
Prohibits discrimination based on race, colour, nationality, and ethnic or national origins.
7. Religion or Belief
Protects against discrimination based on religion or personal beliefs, excluding political beliefs.
8. Sex
Guarantees freedom from sex-based discrimination.
9. Sexual Orientation
Protects individuals from discrimination based on sexual orientation, including bisexual, gay, heterosexual, or lesbian identities.
Scope Beyond Employment
Emphasizes the Act's applicability to personal interactions, urging consideration of treatment towards others based on these characteristics.