Anita Cousins
Understand the lines of reporting and responsibility about the safeguarding, protection, and welfare of individuals
5.1 Describe the lines of reporting and responsibility in relation to safeguarding protection and welfare
It is critical to have sufficient skills in dealing with safeguarding issues while maintaining the safety of all individuals in question. Having the right communication policies and procedures in place is essential when protecting venerable individuals. The policies outline the methodology of dealing with any healthcare concern, and therefore it is important to have a profound understanding of your organisational safety policies. The knowledge of these policies and following them to the latter has been shown to help to prevent the progression of healthcare safety concerns and as well as prevent children from any potential abuse. In the incidence of abuse reporting or occurrence, one is required to remain collected and calm despite the anxiousness feeling of either doing something wrong. It is just as important to keep an open mind while listening to the victim and investigating the cause of the abuse and any other important information. The collected data need to be passed to the safeguarding leader who has the power to decide the way forward with the information provided.
Reassurance should be given to the victim explaining to them that they are not in any trouble while asserting that they are not in any form of danger. Allow the victim to talk in their own words, do not prompt or put words into the victim’s mouth. Failure or refusal for the client communicates it is highly detrimental not to force them as extrusion of pressure can increase anxiety and stress. Though it is important to keep the client information confidential, it is critical not to promise confidentiality despite client requests for the discretion of the information provided. This is propelled by the need to keep the victim secure, and thus there is a need to report it to relevant authorities for further course of action. Filing a report to external authorities call for the provision of extensive and accurate information with all authentications like the date the information was provided, the source of the information, and the person who provided the information. Often the information recorded on external authority needs to be passed to the safety leaders who have the power to inform any relevant authority while taking the necessary measures to protect the victim.
Often a formal statement will be required in which case full cooperation will be paramount to ensure that the victim has the correct measures in places to protect them from further abuse. To summarise, if abuse is suspected, it must never be ignored, if I were suspicious of abuse towards an individual, I would in the first instance discuss it with my manager as they would know the correct policies and procedures to follow or they would be able to guide me towards it. Accurate Recording is key; using a body map if appropriate. I would Reassure the individual but would not promise confidentiality, instead tell the individual that they can tell me anything, but if I feel that they are at risk or a law has been broken, I would need to report it. It is also important that I do not ask too many questions but explain to the individual what I am doing and why.
When reporting the information and concerns, this should only be shared with people who really need to know. This information must be kept as private as possible and only shared with colleagues and other members of staff and medical professionals in order to continue to keep the victim safe or to deliver care. In any case this should be done only with the manager’s permission and in the upmost privacy and respect. When sharing information such as change in medication, patient’s feelings or a change in mood, it is important to remain impartial and professional, share it without judgement and criticism. As said by DSD Web (N.P) alludes “If an individual discloses to you that they have been abused, you should show sensitivity, reassurance and take them seriously, however do not make any promises that you cannot keep. Even if the individual asks you to keep it as a secret, you must still pass on the information following organisational policies and procedures. You should explain to them that it is your duty to report it. It can be useful to ask open-ended questions to obtain more information and ask them what you can do to keep them safe going forward. Tell them that they did the right thing and it was not their fault. However, you shouldn’t try to investigate their allegations yourself or confront the person whom they alleged abused them – this is the job of the professionals such as the police or social services. As soon as is practicably possible, you should make a factual written statement of what you have been told. Ensure it is accurate and legible and does not contain your own personal views or hearsay. It should also be signed and dated.” In my opinion any allegations of abuse should never be dismissed, It will take an individual a lot of time and courage to find the confidence to confide in someone. Although in the beginning I would verbally talk to my manager about the alleged abuse I would also be required to document the conversation accurately.
Using the underpinning knowledge as guidance I am able to see that ,Whatever the circumstance it is vital that all unsafe practices are reported to your manager in the first instance. It is my responsibility to report any unsafe practice in all cases. Always adhere to your practices policy and procedures if I have trouble finding these report to a manager. Do not be afraid to stand up and say NO if you feel that a situation would not be safe for an individual or healthcare worker, Challenge a situation if you are not provided with the correct equipment or do not feel you have the skills for the situation. Always take any training which is offered to you and report to the management team if you are struggling to access any training this will keep you up to date with all current knowledge and practices. Any changes to care plans should be handed over to staff so that all staff are kept up to date with any important changes. Communicating with your work team and attending team meetings is important to be kept up to date with all safe practices. Keeping up with regular supervision so that supervisor is able to address any concerns they may have and equally healthcare worker is able to express any concerns which may impact on job role. This keeps healthcare worker safe and importantly the individual in which they are caring for, As supervisor should support with anything which they feel the healthcare worker may need to work on to keep everyone safe. Managers should support the safety of staff and service users by ensuring that there is adequate staffs, patient ratio.
According to Talukdar (n.p) People may bring many unsafe and poor practices into work, from their previous job and experience. And some people may make their own practices, sometimes to save time, or make things easy and simple for them even if it is strictly not allowed in current role. Therefore, those unsafe practices must be stopped immediately. If you observe any unsafe practices are carried out by your colleagues or significant others then you must have to challenge the practices immediately. You have to approach rather constructive way than confrontational or bossy way. Then show the appropriate practices we should follow and how it is advantageous to us. But you must have to report this practice to one of the following person:
- Team Leader
- Manager
- Area Manager
- Local Safeguarding Team
- CQC inspector
- Police
- Health and Safety Commissioner”
If I were to report a unsafe practice concern and I felt that no action had been taken or that it hadn’t been investigated correctly I could contact social services and the CQC Care quality commission who would then investigate this. This information should be assessable in the organisations whistleblowing policy.
5.2 Explain the boundaries of confidentiality in relation to the safeguarding, protection and welfare of individuals
Confidentiality does not mean to keep a secret, confidentiality means that people who need to access vital information can have access to it, information is shared with various people within healthcare setting, however this information should never be shared outside of your working hours such as with friends, family or spouse when you get home. It is never okay to divulge information unless the third party has the right to know.
- If you are unsure if any information is confidential then it should be treated as though it is until you have sought guidance. Information which is always private and confidential include
- The mental and physical wellbeing of an individual along with their statistics such as height and weight.
- The sexual orientation of a person
- A persons religious beliefs) Although these should be discussed with caregivers since an individual could have strong religious believers and the caregiver could inadvertently cause offence to the indusial if unaware)
- Test results of any kind
- Personal history and relationships (Although should be passed on a need to know basis if this could affect any aspect of the individuals care)
Working within health and social care it is vital for a healthcare professional to know when they can share information and with who. If an individual is at risk it is acceptable to share their information even if it is deemed confidential information. In some settings it is actually in the policies and procedures to share certain information and is a legal requirement to do so, This Information could then be shared with outside agencies such as social services, the police and work colleagues to support in keeping the individual safe. It is acceptable to breach confidentiality when,
- The information relates to a crime the individual has committed,
- Abuse of any kind is suspected or has taken place
- Information is requested through a court order
- Health and safety of others are put at risk
- An individual is self-injurious and showing suicidal behaviours.
When safeguarding children it is essential to only share information with those on a need to know basis to instil confidence and trust and to protect the child from further abuse. An example of this is while working in a school for children with additional needs a young child confided in a teaching assistant that her brother had sexually her, The teaching assistant took it upon themselves to call the parents before speaking with safeguarding lead. This resulted in the parents bringing the brother down to the school to pick the victim up and he sat with them in a meeting where the child then said that it didn’t happen. This was a terrible situation for the child because her parents were made aware over the telephone and her abuser was then informed and given the opportunity to retell the events. Subsequently that child was sent home to a family to be abused further for telling an adult what had happened. Thankfully, this child was later taken into the care of the local authority. This highlights that information should only be shared with others on a when and need to know basis. If the health and safety of an individual is at risk it is important to share this information with the relevant people quickly and professionally. If sharing the information will not benefit the individual in question it should not be shared. Gossiping with work colleagues, friends or family about the individuals care should not happen.
By asking an individuals to consent and by explaining as to why you wish to share data and information about them you are upholding the individual and the families rights, along with abiding to data protection laws which are in place. For example if a patient reacts a certain way to a certain type of medication it is important to ask permission to pass this information onto collages so that they are aware of any potential side effects. This information would be disclosed only when necessary and if the permission received. Chid protection matters should never be discussed outside of working hours and even then only disclosed on a need to know basis. As discussed in my earlier example by failing to comply with the relevant safeguarding policies a child’s safety can be put at risk.
Understand the role and responsibilities of the health and social care practitioner in relation to safeguarding individuals
6.1 Evaluate the role and responsibilities of the health and social care practitioner in relation to safeguarding individuals
Person centred approaches must be adhered to at all times when supporting an individual in relation to safeguarding, All decisions which are made must be to support the safety and wellbeing of the individual . It is everyone’s responsibility to safeguard the individuals in which we are responsible in providing care for, It is against the law to witness and not report any abuse of an individual. By monitoring the actions of others who come into contact with the individual receiving care you will be able to recognise any safeguarding concerns. As a healthcare worker I have a duty of care to protect and safeguard individuals from abuse. It is important that I am able to recognise and act upon any concerns I may have by following our policies and procedures. If I were to have any concerns or suspicions of abuse I would refer to my manager for guidance. If they were not around I would speak to my line manager and if I did not feel that this suspicion was being taken seriously or investigated correctly I could contact social services or even the police. It is important that I access training regularly to keep up to date with all safeguarding policies which will support me to know how to recognise the signs and symptoms of abuse, Know what actions to take if a patient tells me that they have been or are currently being abused. It is particularly important that I record and monitor all signs of abuse in the correct way. Working in partnership with different services is important to actively participate with the safeguarding of individuals, This means that information can be shared accurately. This should all be centred around the individual in which you are providing care for and be person centred working around their care needs and taking their feelings and experiences into account. Any procedures should be done so while upholding the legal requirements set out in the policies.
The benefits of working in partnership within the context of safeguarding will ensure that
- Regardless of the individual they will be protected at all times
- Information can be shared between different organisations allowing that individuals are protected and choices can be made to continue to safeguard.
- A supportive service is offered to families.
- Individuals will receive support and protection even when they move to different services.
