Describe practices that ensure security when storing and accessing information

To ensure security of storing and accessing information, authorised personnel must have to follow organisational policies and procedures, where guidelines have been prescribed on how to store and access information securely. However, few standards are being described here in below –

Storing Information: There are two types of storing system exist in health and social care settings. They are manual information storing and electronic information storing. The both methods need to ensure security before storing information. Manual storing uses a heavy metal cabinet to store information. To provide security, metal cabinet always have to be locked. Location of this cabinet should be in an isolated place or out of public areas. File cabinet should not be left open.

Storing information electronically means keeping information in electronic device such as computer, cloud server, portable hard disk (memory disk) and memory card or drive. Any electronic device is used to store information must be protected by strong password. If cloud server is being used to store information, then personnel must have to ensure communication between cloud server and work pc is encrypted. Work computer should not be left unlocked in public areas. To avoid accidental data loss we should keep all data backed up in another device or location, in case of system failure.

Accessing Information: It is a best practice to keep all data archived and labelled in order to avoid accidental opening of other person’s file. It is also a best practice, only to bring one file out of the cabinet at a time while working, rather than stacking all of the files together on desk. Leave the file cabinet locked after each time of use. Shred any unwanted paper where any personal or sensitive information is written. Only use work computer to access file electronically. Make sure there is someone waiting there for the document, you sending over an email or fax.

However, mistake occurs unfortunately. In such an unfortunate event, we must contact organisational information security officer and report it.

By Md Foisal Miah Talukdar

Identify legislation and codes of practice that relate to handling information in social care settings

The Data Protection Act 1998

The Health and Social Care Act 2008

The Human Rights Act 1998

Freedom of Information Act 2000

Codes of Practice:

• Data protection act states that data may only be used for the specific purposes for which it was collected
• Health and social care service provider must not disclose any information about any individual without their consent
• Data shall be accurate and kept up to date where necessary
• Health and social care service  providers only to disclose information about people in the interests of improving patient  care or in the wider public interest, to monitor  communicable diseases and for medical research
• Sensitive information must be processed and stored safely and securely. Personal data must not get lost and damaged or destructed and it must not processed and disclosed without authorisation
• Health and social care service providers must respect right to private and family life of any individual by protecting their personal and sensitive information                           

By Md Foisal Miah Talukdar

Compare inclusive practice with practice which excludes an individual

Inclusive Practices	Practices that Exclude Individuals
Providing customised food menu service, by respecting every individual’s religious or cultural requirements.	Providing food menu service according to the majorities requirements.
Providing entrance, equipment and water closet (W/C) facilities to the people with disability or special needs.	Not to consider, having those facilities in the premises, as very few people will have necessity to access it.
Providing interpreter, translation and advocate services for the people with language differences.	Authorities neither recognise these needs and nor provide any services to accommodate these needs for the people with language differences.
Job advertisement and application form has been designed to encourage applicant from any age group, gender, culture and disability.	Job advertisement and application has been designed to encourage only specific group of people, without being followed ‘positive action’ rules which is ‘genuine occupational qualification’.
Equal pay and training facilities has been provided for all employees	Those practices haven’t been implied for few just because they are migrant workers and don’t speak much in English.

By Md Foisal Miah Talukdar

Explain the possible consequences of not actively complying with legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings

The most possible consequences of not actively complying equality, diversity, inclusions and discrimination legislations are to be investigated by Care Quality Commission (CQC) and shut down the business operations.

Let’s explore more. Before we consider involvement of CQC, there are more possible consequences for a company will experience from other partners. Equality, diversity, inclusion and discrimination are not just only a piece of legislation, but also codes of ethics for a business. Codes of ethics are the moral value or belief of a business. It means that what is a business’ viewpoint or stand on those beliefs about equal pay, rights, respecting ethnic values, disability and anti-discrimination practices. And these codes of ethics are vital to partner with other businesses such as local authority, suppliers, National Health Service (NHS), General Practitioner (GP) and agencies. These partners may not start or continue to partnership with a business, for not having same codes of ethics. So a business cannot be operational until complying with legislation and codes of ethics relating to diversity, equality, inclusion and discrimination. 

By Md Foisal Miah Talukdar

Explain what is meant by Equality, Diversity, Inclusion and Discrimination

Identify Three Ways of Challenging Discrimination And How Each Will Promote Changes

 Explain how to raise awareness of diversity, equality and inclusion 

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By Md Foisal Miah Talukdar

Describe key legislation and codes of practice relating to diversity, equality, inclusion and discrimination in adult social care settings

There are various pieces of legislation in place related to equality, diversity and discrimination. These include Equal pay act 1970, sex discrimination act 1975, race relations act 1976, disability discrimination acts 1995 and 2005 and disability act 2001. Many of these legislations are now covered by The Equality Act 2010, in order to make the law easier to understand and strengthening protection in some situations.

These legislations and national minimum standards are set out by Government Bodies, to promote equality, diversity and eliminate discriminations which must be followed by all service providers. Few of the codes of practices, relating to these legislations are described below-

• It’s unlawful to treat anyone less favourably on the basis of a whole range of factors: Race/colour, Religion or belief, Nationality, Sexual orientation, Ethnicity, Disability, Gender/sex, Gender reassignment, Marital status or pregnancy and Age
• Everyone has the right to receive equal pay for work of the same value, regardless of whether they are a man or woman
• An authority cannot discriminate against anyone because of their sex, marital status and gender reassignment
• The Equality Act 2010 makes it unlawful to treat any individual less favourably than others because of individual’s disability.
• Any authority must made necessary adjustment to accommodate for an individual with disability or special needs while accessing services 

By Md Foisal Miah Talukdar

Explain what is meant by Equality, Diversity, Inclusion and Discrimination

Identify Three Ways of Challenging Discrimination And How Each Will Promote Changes

 Explain how to raise awareness of diversity, equality and inclusion 

Describe the potential tension between maintaining an individual’s confidentiality and disclosing concerns to agreed others

The potential tension between maintaining an individual’s confidentiality and disclosing concerns to agreed others can only overcome, knowing what is necessary to share. I don’t need to share an individual’s every confidential matters with others unless there is a significant risk of harm or abuse involved to an individual or surrounding others. We have to maintain trust and ensuring individual’s and others safety. An individual discloses secret things sometimes to carer as part of bonding trust. In these situations, carer put in place of a great dilemmas between maintaining individuals’ trusts and professional obligations. There are few examples are given below when you have to disclose concerns to agreed others -

• ·         An individual discloses an intention where a significant risk involved causing harm to themselves or others.

• ·         An individual discloses to a carer, that he kissed another individual service user, who has not got any mental capacity, which can be classed as sexual abuse.

• ·         A depressed individual discloses to a carer, that she lent a big amount of money to her friend and hasn’t got it returned.

By Md Foisal Miah Talukdar