Care Certificate
Course Content
- Introduction to the Care Certificate Course
- Standard 1 - Understand Your Role
- Standard 2 - Your Personal Development
- Standard 3 - Duty of Care
- Introduction to the Duty of Care Standard
- Addressing dilemmas within your duty of care
- Duty of care
- Recognising and handling comments, complaints and incidents
- Managing conflict and difficult situations
- How to deal with comments and complaints
- Supporting independence
- Incidents, Errors and Near Misses
- Standard 4 - Equality and Diversity
- Introduction to the standard on Equality and Diversity
- About equality and diversity
- The purpose of the Equality Act 2010
- Types of discrimination
- Protected characteristics
- Explaining equal opportunities
- Diversity
- Inclusion
- Prejudice
- Diversity and discrimination
- What to do if you suffer from discrimination
- The Code of Conduct
- Reducing the Likelihood of Discrimination in Care
- Information, advice and support
- Standard 5 - Working in a Person Centred Way
- Introduction to working in a person-centred way
- Working in partnership with others
- Record keeping in care
- The Care Plan
- The importance of finding out the history, preferences, wishes and needs of the individual
- Minimising environmental factors that may cause discomfort or distress
- Person centred values in practice
- Supporting individuals to minimise pain or discomfort
- Communication and Person Centred Care
- Working to promote person centred values
- Supporting individuals to plan for their future wellbeing and fulfilment, including end-of-life care
- Encouraging Person Centred Care
- Standard 6 - Communication
- Introduction to the Communication Standard
- Effective communication in the work setting
- Language and other needs in communication
- Verbal and non-verbal communication skills
- Communication
- Identifying A Complaint
- Dealing with aggression
- Defusing potentially dangerous situations
- Recognising danger signs
- Confidentiality in Care
- Standard 7 - Privacy and Dignity
- Standard 8 - Fluids and Nutrition
- Introduction to the Fluids and Nutrition Standard
- High risk groups of people for food safety
- Cross-contamination direct and indirect
- Preventing cross-contamination
- The importance of nutrition
- Guidelines for a healthy diet
- Hydration In the Elderly
- Hydration In the Elderly
- Fluids and Hydration
- Nutrition and the elderly
- Malnutrition
- Diets for people with dementia
- Standard 9 - Awareness of mental health, dementia and learning disabilities
- Introduction to standard on mental health, dementia and learning disabilities
- What is Dementia?
- Classifications of Dementia
- Early diagnosis of Dementia and reporting
- Risk factors affecting the chance of developing dementia
- Helping people with Dementia
- Things that can help people with Dementia
- Things that help the carer
- Diet, meals and Dementia
- A Healthy Body
- The Social Model of Disability
- Communication and Dementia
- The safeguarding vulnerable groups act 2006
- The Human Rights Act 1998
- Discriminatory Abuse and the Equality Act
- Mental health conditions
- MCA Assessment Criteria
- MCA Assessment
- What is mental capacity
- Where to get help
- Learning Disabilities
- Standard 10 - Safeguarding Adults
- Adult Safeguarding Standard Introduction
- What is SOVA?
- CQC or Care Quality Commission
- Protection from Harassment Act 1997
- The Sexual Offences Act 2003
- The Mental Capacity Act 2005
- The Mental Capacity Act and Deprivation of Liberty Safeguards principles
- Facts And Information About Abuse
- Who Is A Vulnerable Adult?
- Vulnerable adults and the risk of harm
- 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
- Consent
- Disclosure
- The importance of individualised person-centred care to ensure an individuals safety
- Responding to suspected or disclosed abuse
- Managing risk and Multi-agency safeguarding of adults
- Reporting abuse
- Whistleblowing
- How to Whistleblow
- Serious case reviews and sources of advice and information
- Standard 11 - Safeguarding Children
- Child Protection standard introduction
- Legislation relating to Safeguarding Children
- The Acts and Safeguarding Children
- Serious Organised Crime and police Act 2005
- What is Child Abuse?
- Emotional abuse
- Physical abuse
- Sexual abuse
- Other types of child abuse
- Every Child Matters
- The rights of a child
- Neglect and the act of omission
- Radicalisation
- Working with others
- Key supporting information
- What children want from Professionals
- Protecting yourself against allegations
- Reporting child abuse
- Scottish Legislation in Care
- The Key Role of KCSIE in Child Protection in the UK
- Standard 12 - Basic Life Support
- Introduction to Basic Life Support standard
- Fears of First Aid
- Asking permission and consent to help
- Calling the Emergency Services
- Chain of Survival
- DR ABC and the ABCD'S
- Initial Assessment and Recovery Position
- Using gloves
- Adult CPR Introduction
- Adult CPR
- CPR Hand Over
- Compressions Only CPR
- Child CPR
- Child CPR Breakdown
- Infant CPR
- Drowning
- AED Introduction
- Types of AED Units
- Adult Choking
- Choking in children
- Infant Choking
- Standard 13 - Health and Safety
- Introduction to the Health and Safety standard
- Health and safety tasks that should only be carried out after special training
- Importance of Health and Safety
- What causes accidents?
- When an Accident Happens
- Accidents and sudden illness
- Health and Safety Law
- Manual handling Employee and Employer responsibility
- Workplace and personal Safety
- The Accident Triangle
- Why prevention is important and what can be done
- The 5 stages of the Risk Assessment
- What is a hazard
- Personal protective equipment (PPE)
- Working safely and securely
- Hazardous substances in your workplace
- COSHH Regulations
- Employee Duties Under COSHH
- The Fire Triangle
- Calling the Fire Service
- Evacuating in an Emergency
- Care Home Evacuation
- Good Housekeeping
- Electrical Hazards
- Managing stress
- Medication and healthcare activities and tasks
- Why Manual Handling is Important
- Manual Handling Operations Regulations 1992
- How and Why We Lift Correctly
- Before we start moving and assisting people
- LOLER and PUWER Regulations
- Other Relevant Acts
- Ability Test
- Assisted standing from a bed or seat
- Assisted Sit to Stand
- Fall Prevention
- Assisting Fallen Person
- Walking Frames
- Wheelchairs
- Standard 14 - Handling Information
- Handling information standard Introduction
- Handling information in health and social care
- GDPR Compliance
- Data Subject and Personal Data under GDPR
- The Information Commissioner's Office
- The Freedom of Information Act 2000
- Who holds personal information
- Public authorities and Freedom Of Information
- Record Keeping, Management and Responsibilities
- Reporting concerns
- Privacy Principles under GDPR
- Does GDPR apply to me
- The right to be informed
- Lawful, Fairness and Transparency
- Purpose limitation
- Data minimisation
- Data accuracy
- Storage limitation
- Data Security
- Accountability
- Standard 15 - Infection Prevention and Control
- Introduction to Infection Control
- What are Blood Borne Pathogens?
- Infection Control Legislation
- Who is at risk?
- Types of Infections
- Skin Diseases
- The Chain of infection
- First Aid and Infection Control
- Contaminated objects
- Contaminated Linen
- Cross Infection
- Example of indirect cross contamination
- How to Reduce Your Risk
- Surface Cleaning
- Hazardous products and sharps disposal
- Hand hygiene policy
- Using gloves
- Hand Washing
- Disposable Aprons
- Waterless hand gels
- Protecting Vulnerable People
- Summary and what's next
Protected characteristics
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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.