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{{org_field_name}}

Registration Number: {{org_field_registration_no}}

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Gender-Inclusive Care Policy

1. Purpose

The purpose of this policy is to ensure that {{org_field_name}} provides inclusive, respectful, and person-centred care for all service users, regardless of their gender identity, gender expression, or sex characteristics. Our commitment to gender-inclusive care ensures that every individual receives dignified, equitable, and high-quality support, free from discrimination.

This policy aligns with:

• The Equality Act 2010 – Protects individuals from discrimination based on gender identity and reassignment.
• The Social Services and Well-being (Wales) Act 2014 – Requires person-centred and inclusive care services.
• The Regulation and Inspection of Social Care (Wales) Act 2016 – Ensures care providers meet the diverse needs of service users.
• The Gender Recognition Act 2004 – Protects the rights of transgender individuals who hold a Gender Recognition Certificate (GRC).
• Care Inspectorate Wales (CIW) Regulations – Mandates that care services uphold dignity, equality, and inclusion.

2. Scope

This policy applies to:

• All employees, including care staff, managers, and administrative personnel.
• Service users receiving care, regardless of their gender identity.
• Family members, advocates, and external healthcare professionals interacting with service users.

It covers:

• Inclusive language and respectful communication.
• Confidentiality and data protection.
• Personalised care planning and gender-sensitive services.
• Staff training and competency.
• Reporting and addressing discrimination or bias.

3. Commitment to Gender-Inclusive Care

{{org_field_name}} is committed to:

• Recognising and respecting all gender identities and expressions.
• Providing a safe and affirming environment for transgender, non-binary, and gender-diverse service users.
• Ensuring equitable access to healthcare, personal care, and support services.
• Training staff to deliver gender-inclusive care with dignity and respect.

4. Inclusive Language and Respectful Communication

4.1 Addressing Service Users Correctly

• Care staff must use a service user’s preferred name and pronouns (e.g., he/him, she/her, they/them).
• If a service user’s gender identity is unclear, staff should politely ask: “How would you like to be addressed?”
• Staff must update records to reflect correct pronouns and preferred names, even if different from legal documentation.

4.2 Avoiding Gender-Based Assumptions

• Care workers should not assume gender based on appearance or voice.
• Avoid gendered language such as “sir” or “madam” unless the service user confirms preference.
• Use gender-neutral terms (e.g., “partner” instead of “husband/wife”).

5. Confidentiality and Data Protection

5.1 Protecting Gender Identity in Records

• A service user’s gender identity must remain confidential unless they consent to sharing it.
• Care records should be updated only with the service user’s approval.
• Deadnaming (using a previous name) is strictly prohibited once a preferred name is recorded.

5.2 Disclosure of Information

• Staff must not disclose a service user’s gender history to anyone, including family, unless legally required or with explicit consent.
• If a service user has a Gender Recognition Certificate (GRC), it is unlawful to disclose their previous gender without permission.

6. Personalised Care Planning and Gender-Sensitive Services

6.1 Person-Centred Assessments

• Care plans should respect gender identity and lived experience.
• Clothing, grooming, and personal hygiene support should align with the service user’s gender expression.
• Toileting and bathing preferences should be accommodated, including preferences for same-gender care staff where possible.

6.2 Gender-Affirming Medical Support

• If a service user is undergoing hormone therapy or gender-affirming treatments, staff must:
  • Ensure medications are administered correctly as per prescription.
  • Be aware of side effects or additional health concerns.
  • Support access to LGBTQ+ inclusive healthcare professionals.

6.3 Inclusive Personal Care Practices

• Respect chest binding, prosthetics, wigs, or other gender-affirming items.
• Ensure privacy and dignity when assisting with dressing and personal hygiene.
• Support grooming and self-care routines that align with gender identity.

7. Staff Training and Competency

7.1 Mandatory Gender-Inclusive Training

• All staff must complete gender-awareness training during induction.
• Training includes:
  • Understanding gender identity and expression.
  • How to address and support gender-diverse service users.
  • Legal rights and anti-discrimination laws.
  • Managing unconscious bias and inclusive communication.

7.2 Ongoing Education

• Staff will receive annual refresher training on gender inclusion.
• Guest speakers or training from LGBTQ+ organisations will be incorporated.

8. Reporting and Addressing Discrimination or Bias

8.1 Zero-Tolerance for Discrimination

• {{org_field_name}} does not tolerate discrimination, harassment, or exclusion based on gender identity.
• Any staff, service users, or visitors found engaging in discriminatory behaviour will face disciplinary action.

8.2 Reporting Gender-Based Discrimination

• Any concerns must be reported to the Registered Manager immediately.
• Affected service users will be supported and protected from further discrimination.
• Whistleblowing procedures apply to staff who witness or experience discrimination.

8.3 CIW Compliance and Monitoring

• CIW will assess gender inclusivity as part of regulatory inspections.
• Annual equality audits will ensure best practices are maintained.

9. Monitoring and Continuous Improvement

• The Registered Manager is responsible for ensuring compliance with CIW regulations and gender equality laws.
• Service user feedback will be regularly reviewed to improve gender-inclusive practices.
• Quarterly reviews of care plans will ensure that gender identity and personal preferences are respected.

10. Related Policies

This policy should be read in conjunction with:

• Equality, Diversity, and Inclusion Policy (DCW30).
• Confidentiality and Data Protection (GDPR) Policy (DCW34).
• Safeguarding Adults from Abuse and Improper Treatment Policy (DCW13).
• Dignity and Respect in Care Policy (DCW31).
• Staff Conduct and Code of Ethics Policy (DCW28).

11. Policy Review

This policy will be reviewed annually or sooner if required by legislative updates, CIW guidance, or operational needs.

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Responsible Person: {{org_field_registered_manager_first_name}} {{org_field_registered_manager_last_name}}
Reviewed on: {{last_update_date}}
Next Review Date: {{next_review_date}}
Copyright © {{current_year}} – {{org_field_name}}. All rights reserved.