Policies and Procedures

1. a policy statement explaining who is covered by the policy and what is meant by goods, facilities and services; stating the aims and outcomes of the policy; the link to the organisation’s vision or mission statement and business plan; have reference to the legal requirements; indicate who is responsible for implementation 

2. an implementation plan which includes commitment from senior management and staff; consultation with people who use services, staff and the wider community; the training of staff to promote ownership and good practice; target setting and timescales; establishing methods for monitoring and measuring progress; communicating the policy to people who use services and staff 

3. the ways in which the policy will be monitored to include the collection of data, eg by gender for applications for services, those refused services, complaints, questionnaires / observations. 

4. an evaluation of the policy to see whether the policy has ensured fair representation of people from all groups in the community; high levels of customer satisfaction; a good reputation of the organisation in the local community, reviewing strengths and weaknesses 

5. after evaluation, targets can be set to improve future performance 

• Helps to prevent discrimination / bullying / raises awareness 
• Ensures that they are treated fairly / with equality (not equally or the same) 
• Promotes opportunity / gives choices 
• Develops self-esteem / self-worth / self-confidence / feels respected / valued 
• Helps them feel safe and secure 
• System of redress/know how to complain pwus know what to expect eg confidentiality 
• Procedures 
• Promotes trust / good relationships 
• Give them rights 

• Helps them do their job effectively / raises awareness of… 
• Ensures that they are treated fairly / with equality (not equally or the same) 
• Guides them about good practice / legal requirements 
• Helps to protect them from accusations/or discrimination/ feel safe 
• Ensures that they are all working to the same high standards / goals 
• System of redress/know how to complain 
• Promotes opportunities for staff eg job promotion 
• Improve reputation of the setting 
• Promotes trust / good relationships 
• Give them rights 
• Know what is expected of them in legal terms therefore can ensure they are doing job properly 
• Gives them a form of redress if they are accused of breaching procedures 
• Something to refer to that outlines boundaries and expectations 
• Gives staff rights so ensures staff are treated fairly and not discriminated against 

• Training – to improve practice 
• Using policies and codes of practice – better standards/practice 
• Update staff regularly – keep them updated on current issues 
• Meetings to discuss and share ideas/concerns 
• Abide by recent legislation to abide by laws, 
• Improve care 
• Feedback from service users and staff to help make improvements 
• Care values to be implemented to enhance care for pwus 
• Staff recruitment - well-qualified staff able to do their jobs effectively 
• Good management structure – strategic changes and monitoring 
• Staff appraisal system – feedback and make improvements 
• Mentoring – learning from others and sharing good practice 
• Provide appropriate resources and equipment so they can do the job safely and effectively 
• Good handover procedures to ensure smooth transitions 
• Monitor/observe staff performance 
• Induction procedures – to ensure they are well-prepared, trained and working in line the organisation’s policies and procedures 

• Cost and time 
• Being able to recruit well qualified staff – may be staff shortages 
• Meetings need to be productive and well planned, this is not always the case 
• Not having a good mentor/management system 
• Feedback may not be accurate/too small a sample 
• Resources and equipment may be out of date 
• Staff shortages do not allow all these processes to occur as well as they should 
• Government cuts may reduce ability to provide many of these things 

• Helps to prevent harassment / bullying 
• Ensures that they are treated fairly / with equality (not equally or the same) 
• Promotes opportunity / quality care 
• Trusting relationships 
• Develops self-esteem / self-worth / self-confidence feels respected / empowerment 
• Helps them feel safe and secure 
• System of redress / know how to complain. gives them rights 
• Pwus know what to expect

• Helps to prevent harassment / bullying 
• Helps them do their job effectively 
• Guides them about good practice / legal requirements 
• Helps to protect them from accusations / feel safe 
• Helps them promote quality care 
• Ensures that they are all working to the same high standards / goals 
• System of redress / know how to complain / gives them rights 
• Trusting relationship 
• Improves reputation of the organisation

• Ensures their information is kept confidential 
• Ensures that they are treated fairly 
• Protects them/keeps them safe 
• It helps to form a good relationship between them and the practitioners. 
• They are aware of their rights 
• They can trust their practitioners 
• Develops high self-esteem 
• Helps them feel safe and secure 
• System of redress 

• Helps them do their job effectively 
• Improves the relationship they have with pwus 
• It helps to protect them from allegations 
• It informs them of their legal responsibilities 
• Guides them about good practice 
• Helps to protect them and their personal details 
• Helps them promote quality care 
• Gives the organisation a better reputation 
• System of redress 

• Collection of statistical data - to monitor changes 
• Feedback - from pwus and practitioners on how effective he policy is – using methods such as a questionnaire/comments box 
• Staff training - to get feedback and share concerns/ideas 
• Inspection - to see how it is working/look for problems/strengths, staff observation 
• Inspection / review to see how it is working / look for problems / strengths, staff observation / Ofsted 
• Staff observation schemes - to see how staff are using the policy/see if it is working 
• Review progress made – put in place new targets and timescales 
• Peer observation schemes - see how staff are using the policy/see if it is working 
• Meetings - to discuss concerns/raise issues 
• Appraisal to review and target performance 
• Appoint staff / have a forum to review progress and responsibilities 
• Target setting and time scales – to ensure actions/targets are met 
• Feedback / survey - to see if policy is effective and being followed 
• Inspection - to check and report back on the use of the policy

• Commitment from senior management and staff - to take responsibility and be in charge of implementation 
• A named person - to oversee and be responsible for the policy 
• Training staff - on the policy so they are aware of its implications 
• Meetings - to ensure policy is communicated 
• Appraisal - to review and target performance

• Helps them do their job effectively / raises awareness of… 
• Ensures that they are treated fairly / with equality (not equally or the same) 
• Guides them about good practice / legal requirements 
• Helps to protect them from accusations / or discrimination / feel safe 
• Ensures that they are all working to the same high standards / goals 
• System of redress / know how to complain 
• Promotes opportunities for staff eg job promotion 
• Improve reputation of the setting 
• Promotes trust / good relationships 
• Give them rights

• Advertising:
• Advertise in a wide range of areas to ensure different groups can access the job 
• Use an EOP logo to indicate they are EOP employers and encourage certain groups. 
• Analyse monitoring forms to make sure the system is working correctly 
• Use of positive statements to indicate they are EOP employers and encourage certain groups. 
• Non-discriminatory language in the advertisement so no one is put off from applying  

• Interviewing:
• Non-discriminatory questions so no illegal questions are asked 
• Same questions to all to ensure all candidates get a fair interview 
• No personal questions that would disadvantage certain groups 
• Mixed panel to ensure fairer representation and balanced views 
• Cccessible time and place so that certain groups are not disadvantaged 
•  
• Generic: 
• Shortlist/appoint on merit – use fair criteria, no prejudice 
• Use legislation – to guide process and remain within regulatory frameworks 
• Follow recommendations from policies / Code of practice

• Provide training / induction for staff on policy / legislation / care values so they follow correct procedures and adopt appropriate attitudes 
• Mentoring system to help staff and give them advice / support 
• Monitor / observation of their staff’s performance so they can reflect and improve 
• Staff meetings to share concerns / communicate pwus needs / share good practice 
• Good handover procedures to ensure consistency in care and good standards 
• Provide policies / Procedures / guidelines – to ensure staff understand how attitudes can influence practice 
• Good management structure - a clear hierarchy and procedures. 
• Approachable and effective managers / named person responsible (in charge) 
• Appraisals – to reflect current practice and look for improvements 
• Correct / specialist equipment – promotes good ethos in practitioners

• Allows staff to develop their own knowledge and understanding / know their rights / what to do / guidance 
• Allows staff to promote quality care 
• Helps protect staff from complaints / accusations 
• Ensures staff are updated on current good practice 
• Allows dissemination of information 
• Helps ensure staff have effective communication / care skills 
• Helps motivate staff 
• Helps ensure equality in terms of promotions 
• Raises confidence and ability to do job effectively

• Provide training / induction for staff on policy / legislation / care values so they follow correct procedures and adopt appropriate attitudes, ensure staff are suitably qualified 
• Mentoring system to help staff and give them advice / support 
• Monitor / observation of their staff’s performance so they can reflect and improve 
• Staff meetings to share concerns / communicate pwus needs / share good practice 
• Good handover procedures to ensure consistency in care and good standards 
• Provide policies / Procedures / guidelines – to ensure staff understand how attitudes can influence practice and to ensure staff work within the law and responsibly 
• Good management structure - a clear hierarchy and procedures 
• Approachable and effective managers / named person responsible (in charge) 
• Appraisals – to reflect current practice and look for improvements 
• Provide appropriate resources / equipment so they can do the job correctly 
• Quality assurance e.g. questionnaires – request feedback from pwus / staff 
• Supporting staff evaluation training 

• Workplace culture – doesn’t allow for critical staff feedback 
• Training needs – hard to find the time/space to do it 
• Getting people to take on board the views/procedures – may face some hostility 
• Having appropriately qualified people to deliver the training 
• Having enough staff who have the correct qualifications 
• Procedures not adhered to 
• Legislation not actually implemented 
• Some training maybe cost effective 
• People keen to learn and respond well to advice given 
• Counselling/emotional support

• Images in books / videos focussing on different groups in society (accept examples) 
• Multicultural displays / posters 
• Dressing up to learn about on different groups in society (accept examples) 
• Provide food from different groups in society (accept examples) 
• (Specialist) dolls / toys / games from different groups in society (accept examples) 
• Music / instruments from around the world 
• Staff from different groups in society (accept examples) 
• Staff trained in specialised communication methods 
• Information available in chosen language / format 
• Multi faith calendars 
• Differentiated work sheets / resources for a range of ability levels 
• Adapted equipment eg left handed scissors 

• Disabled access 
• Facilities eg prayer room 
• Specialist equipment – loop systems 
• Accessible toilet 
• Specialised evacuation equipment 
• Multicultural displays / posters

• Training for staff because they will know how to treat and enhance opportunities for boys and girls 
• Knowledge of policies and laws because this gives them greater understanding and an ability to do their job correctly 
• Ensure all activities/games/sports are promoted for boys and girls 
• Staff as role models – try to employ male carers as well 
• Ensure they use positive/non-discriminatory language and set good examples because children are vulnerable and learn from teachers as their role models 
• Ensure resources reflect both genders and do not stereotype in books, posters, displays etc 
• Encourage children to play with all toys/activities 
• Encourage boys and girls to play together / or mix them up 
• Address via the curriculum ie teach them about it 
• Challenge negative ideas or remarks made by children 
• Allocation of tasks should not be gender-specific, eg asking only boys to move a table