SL92-Gender-Inclusive Care Policy

Registration Number: {{org_field_registration_no}}

Gender-Inclusive Care Policy

1. Purpose

This policy ensures that {{org_field_name}} provides inclusive, person-centred care that respects and upholds the rights of individuals of all gender identities. It establishes clear guidelines for promoting equality, dignity, and respect, in line with the Care Quality Commission (CQC) regulations, the Equality Act 2010, and best practices for gender-inclusive care.

We recognise that people we support may identify as male, female, non-binary, gender-fluid, or transgender, and our aim is to ensure that all individuals feel safe, respected, and supported in our services. This policy provides clear guidance on how our staff accommodate the diverse needs of gender identity and expression in Supported Living settings.

2. Scope

This policy applies to:

All staff members providing care and support.
All people we support, ensuring their gender identity and expression are fully recognised and respected.
Visitors, healthcare professionals, and external contractors interacting with individuals in our service.
All premises, facilities, and care services operated by {{org_field_name}}.

3. Legal and Regulatory Compliance

This policy aligns with:

Equality Act 2010 – Protecting individuals from discrimination based on gender identity and ensuring reasonable adjustments.
Health and Social Care Act 2008 (Regulated Activities) Regulations 2014:
- Regulation 10 – Dignity and Respect (Ensuring people receive care in a way that respects their identity)
- Regulation 9 – Person-Centred Care (Providing care tailored to an individual’s identity and preferences)
- Regulation 13 – Safeguarding from Abuse (Preventing discrimination and harassment)
- Regulation 17 – Good Governance (Ensuring robust policies to protect the rights of gender-diverse individuals)
Human Rights Act 1998 – Protecting the right to private and family life, including gender identity and expression.
Gender Recognition Act 2004 – Protecting trans individuals’ legal recognition and rights.

4. Principles of Gender-Inclusive Care

Respecting Identity – Every person we support has the right to be addressed by their preferred name and pronouns.
Equal Access to Services – Gender identity must never be a barrier to receiving high-quality care.
Dignity and Privacy – Individuals must have access to appropriate facilities and privacy that align with their gender identity.
Safeguarding and Protection – Discrimination, harassment, or refusal to accommodate gender identity will not be tolerated.
Inclusive Communication – Staff must use gender-inclusive language and ensure forms, care plans, and records reflect gender identity appropriately.

5. Supporting People We Care For

5.1 Person-Centred Gender-Inclusive Care Planning

Every care plan must reflect the individual’s gender identity, including preferences for:
- Preferred name and pronouns.
- Clothing and personal grooming choices.
- Private and safe spaces that align with their gender identity.
- Gender-affirming medical needs, if applicable.
Staff must regularly review care plans to ensure they remain accurate and respectful.

5.2 Dignity, Privacy, and Personal Spaces

Individuals have the right to access facilities that align with their gender identity.
Where needed, we will provide gender-neutral or single-occupancy facilities.
Personal grooming and hygiene support must be aligned with the individual’s gender preferences.

5.3 Health and Well-Being

Staff must be trained in LGBTQ+ inclusive health care, including gender dysphoria and hormone therapy considerations.
Gender-diverse individuals must have access to mental health support, including external advocacy groups if requested.
Any gender-affirming treatments (such as hormone therapy) must be recorded and managed sensitively in care plans.

6. Staff Training and Awareness

All staff must receive mandatory training on:
- Gender identity and expression.
- Addressing unconscious bias and gender stereotypes.
- Recognising and addressing discrimination, harassment, or inappropriate behaviour.
Regular workshops and refresher training must be provided to embed inclusive care practices.
Managers must ensure that staff feel confident and supported in implementing gender-inclusive care.

7. Safe and Inclusive Working Environment

Staff of all gender identities must be treated equally and fairly in the workplace.
Discrimination, bullying, or harassment based on gender identity will result in disciplinary action.
Staff will be provided with gender-neutral or appropriate changing and rest areas.

8. Addressing Concerns and Complaints

Any concerns regarding gender-inclusive care must be reported to the Registered Manager immediately.
Complaints of discrimination, misgendering, or harassment will be investigated and addressed in line with Regulation 16 (Complaints Policy).
People we support will be informed of their right to raise concerns without fear of retaliation.

9. Confidentiality and Data Protection

A person’s gender identity must be treated with the highest level of confidentiality.
Information about gender identity must only be shared with consent and on a need-to-know basis.
Records and documentation must be updated to reflect a person’s preferred name, gender marker, and pronouns.

10. External Support and Advocacy

We will ensure people we support have access to external gender identity support networks, including:

LGBTQ+ advocacy groups for advice and emotional support.
Local health services specialising in transgender healthcare.
Community networks for peer support.

11. Related Policies

SL08 – Dignity and Respect Policy
SL09 – Consent to Care Policy
SL13 – Safeguarding Adults from Abuse Policy
SL30 – Equality, Diversity, and Inclusion Policy
SL42 – Communication and Engagement with Service Users Policy

12. Policy Review

This policy will be reviewed annually, or earlier if:

Legislation or best practices evolve.
A serious incident occurs that requires a policy update.
Feedback from people we support or staff suggests improvements.

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.