CH92-Gender-Inclusive Care Policy
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{{org_field_name}}
Registration Number: {{org_field_registration_no}}
Gender-Inclusive Care Policy
1. Purpose
This policy establishes {{org_field_name}}’s commitment to delivering equitable, respectful, and person-centred care to all individuals, regardless of their gender identity or expression. The aim is to create an environment that is inclusive, safe, and free from discrimination while ensuring that gender identity is recognised and respected in all aspects of care.
By implementing this policy, we ensure that every individual in our care receives treatment that is aligned with Regulation 10 (Dignity and Respect), which mandates respect for personal identity and Regulation 9 (Person-Centred Care), which requires care to be tailored to individual preferences. This policy also ensures compliance with the Equality Act 2010, which protects individuals from discrimination based on gender identity, and the Human Rights Act 1998, which upholds the right to privacy, dignity, and autonomy.
Our commitment includes ensuring that gender diversity is understood and respected across all services. Staff will be trained and supported to apply gender-inclusive practices in care planning, personal care, accommodation, and communication. Misgendering and exclusionary behaviours will be actively prevented, and individuals will be encouraged to express their identity freely and with confidence.
2. Scope
This policy applies to all individuals associated with {{org_field_name}}, including:
All employees, including care workers, administrative staff, and management. Staff at all levels must be aware of their responsibilities in upholding gender-inclusive care, promoting dignity, and preventing discrimination.
People we support, ensuring that they are treated with respect, that their gender identity is recognised, and that their care is personalised to meet their specific needs and preferences.
Visitors, including family members, advocates, and friends of the people we support. This policy applies to their interactions within the care home to maintain a culture of respect and inclusion.
External contractors, service providers, and volunteers who work within the care home environment. They are expected to follow the same standards of gender-inclusive practice as internal staff.
3. Legal and Regulatory Compliance
{{org_field_name}} is committed to complying with relevant legal and regulatory frameworks to ensure that gender-inclusive care is delivered effectively.
The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014 provides clear guidance on fundamental standards of care, including:
Regulation 10 (Dignity and Respect), which mandates that individuals must be treated with dignity, including respect for their gender identity and expression.
Regulation 9 (Person-Centred Care), which requires that care be tailored to an individual’s specific needs, preferences, and identity.
Regulation 13 (Safeguarding Service Users from Abuse and Improper Treatment), which ensures protection against discriminatory treatment, harassment, or harm based on gender identity.
The Equality Act 2010 prohibits discrimination based on gender reassignment, ensuring that individuals are legally protected from unfair treatment due to their gender identity or transition status.
The Mental Capacity Act 2005 reinforces the right of individuals to make decisions about their gender identity and related aspects of care, provided they have capacity.
The Human Rights Act 1998 affirms the right to privacy, dignity, and autonomy, ensuring that individuals have control over how their gender identity is expressed and respected.
4. Managing Gender-Inclusive Care
4.1. Respect for Gender Identity and Expression
All staff members must use a person’s chosen name and pronouns at all times, as documented in their care plan. This applies to verbal and written communication, signage, personal records, and documentation. Deliberate misgendering or failure to use an individual’s correct pronouns will be treated as a serious breach of policy.
Gender-inclusive approaches must be embedded in all aspects of care, including personal interactions, assessments, and service delivery. Staff must ensure that individuals feel validated and respected in their gender identity and that they are empowered to express themselves freely.
Individuals will be provided with the opportunity to update their gender identity records at any time. Staff will be trained to handle such updates with professionalism and discretion, ensuring that confidentiality is maintained.
4.2. Person-Centred Gender-Inclusive Care Planning
Each individual must be given the opportunity to discuss their gender identity, preferences, and specific needs confidentially during their care assessment. Care plans must reflect these preferences and outline necessary adjustments to ensure a comfortable and affirming care experience.
Staff must work collaboratively with individuals to ensure that care plans include provisions for gender-specific needs, such as personal hygiene, clothing choices, and medical requirements. If an individual is undergoing gender transition, their care plan should include access to appropriate medical referrals, hormone treatments, or psychological support where needed.
The involvement of family members or advocates in gender-related discussions must be based on the individual’s consent. Where necessary, external advocacy services should be made available to support individuals in expressing their gender identity.
4.3. Privacy, Dignity, and Accommodation
Bathroom and changing facilities must be allocated based on the individual’s gender identity rather than their assigned sex at birth. Where possible, gender-neutral facilities should be provided to accommodate individuals who prefer them.
For individuals in shared rooms, preferences for same-gender or gender-neutral accommodation must be discussed and documented in their care plan. Every effort should be made to ensure that the individual feels comfortable and respected in their living arrangements.
Staff must always knock and wait before entering a private space to uphold privacy and dignity. Personal grooming items, clothing, and accessories that align with the individual’s gender identity must be accommodated and respected.
4.4. Personal Care and Support
All personal care must be provided in a manner that respects the individual’s gender identity. Care plans must specify the individual’s preferences for caregivers, particularly in intimate care situations.
Where possible, individuals must be given a choice regarding the gender of the staff member providing personal care. Transgender and non-binary individuals must never be forced into care arrangements that do not align with their identity.
If an individual requires specific medical support related to gender transition, such as hormone therapy or gender-affirming treatments, care staff must facilitate access to appropriate healthcare professionals.
4.5. Staff Training and Awareness
All staff members must receive mandatory training on gender inclusivity, which will cover topics such as understanding gender identity and expression, the importance of using correct pronouns, how to challenge discrimination or bias, and legal obligations under the Equality Act 2010.
Regular refresher training and awareness workshops will be provided to ensure that staff maintain up-to-date knowledge on gender-inclusive care.
A zero-tolerance policy will be enforced against discrimination or inappropriate behaviour. Any breaches will be addressed through formal disciplinary procedures.
4.6. Managing Discrimination and Safeguarding Gender-Diverse Individuals
Discrimination, harassment, or bullying based on gender identity is strictly prohibited. Any reports of transphobia, misgendering, or exclusion will be taken seriously and investigated promptly.
Safeguarding measures must be in place to ensure that individuals who feel unsafe due to gender-based discrimination receive immediate support and intervention.
Families and visitors will be informed of gender-inclusive expectations within the care home, and discriminatory behaviour from visitors will not be tolerated.
4.7. Communication and Engagement
Gender-inclusive language must be used in all written materials, signage, and communications within the care home. Staff must be trained to actively listen and support individuals in expressing their gender identity without judgment.
Advocacy services and peer support should be available for those requiring additional gender-related support.
5. Related Policies
This policy aligns with and should be read alongside:
CH07 – Person-Centred Care Policy
CH08 – Dignity and Respect Policy
CH13 – Safeguarding Adults from Abuse and Improper Treatment Policy
CH30 – Equality, Diversity, and Inclusion Policy
CH34 – Confidentiality and Data Protection Policy
6. Policy Review
This policy will be reviewed annually or sooner if legislative updates or feedback indicate a need for improvement.
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}}
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