In this article, we will outline the impact of asbestos exposure and how you might spot the symptoms. We will also provide you with guidance on what to do if you believe that you have been exposed to asbestos and how the risks of exposure can be managed.

What is Asbestos Exposure?

If asbestos or asbestos-containing materials (ACMs) are disturbed, the tiny asbestos fibres can be released into the air. These can then be breathed in, getting trapped in the lungs and potentially causing scarring and inflammation. This affects breathing and leads to serious health problems.

Effects of Asbestos Exposure

Some asbestos-related diseases include:

Asbestos-related lung cancer. This malignant tumour of the lungs’ air passages can cause an obstruction that looks similar to lung cancer caused by smoking.

Asbestosis and fibrosis. Scarring of the lung tissue leads to breathing difficulties and can cause further complications, including heart failure.

Mesothelioma. A cancer of the cells that make up the lining around the outside of the lungs and inside the ribs (the pleura), or of the abdominal wall.

Pleural plaques. These affect the pleura adjacent to the ribs, with around 20% to 60% of people exposed to asbestos developing pleural plaques.

Asbestos warts and corns. These can form both on the skin and around major organs.

Symptoms of Asbestos Exposure

Not all asbestos-related diseases or conditions cause symptoms. A lack of symptoms is not an indication of good health. If you believe you could have been exposed to asbestos, either recently or in the past, you must speak with your GP.

However, as the lungs are the most likely organ to be affected by the inhalation of asbestos fibres, and this presents a risk of developing cancer, you should always seek medical advice if you experience any of the following:

• Chest pain.
• Breathlessness.
• Weakness.
• Weight loss.
• Fever.
• Fatigue.
• Abdominal pain.
• Malaise.

This is not an exhaustive list but these symptoms are commonly associated with an underlying health issue and should, therefore, always be addressed. 

How Long After Asbestos Exposure Before Symptoms Occur?

There is no safe level of exposure when it comes to asbestos, but there are certain factors that can increase the risk of developing an asbestos-related disease, such as:

• The friability (how easily the materials crumble) of the ACMs.
• The amount of fibres released into the air.
• The duration of exposure.
• The degree of exposure.

There is no hard and fast rule on how long after exposure you are likely to develop symptoms, either. As we have mentioned, not all asbestos-related conditions present with symptoms and each health concern can have a variable latency period. For example, it can be anywhere between 15 to 60 years from initial exposure before mesothelioma becomes apparent, at which stage it is a fatal diagnosis. Whereas, asbestos-related lung cancer or fibrosis are often detected within 20 to 30 years of exposure. 

The ill health effects of exposure to asbestos fibres can also be worsened by smoking, with a 2013 study showing that non-smokers who are exposed to asbestos over an extended period are five times more likely to die from lung cancer than the general population.

Looking for a Course?

Our Asbestos Awareness Training provides you with the knowledge you need to help keep yourself and others safe from the risks of asbestos exposure. This is essential for anyone who could potentially be exposed to asbestos during their work.

What Should You Do After Recent Exposure to Asbestos?

As part of any health and safety management processes, there should be emergency procedures in place to deal with the discovery or accidental disturbance of asbestos. Everyone who is at risk of potential exposure should understand the specific, immediate actions that need to be taken should this event occur. 

Initial key steps to take are:

• Stop work immediately and put up warning signs.
• Keep everyone out of the area.
• Report the problem to the person in charge.
• Follow the left-hand column of the EM1 flowchart if the material does contain asbestos and follow all stated actions.

The HSE EM1 flowchart is a key guidance document provided by the HSE. You can access this here.

How to Prevent Asbestos Exposure

The primary way to ensure the risks of asbestos exposure are managed effectively, is to ensure that The Control of Asbestos Regulations 2012 (CAR 2012) are adhered to at all times. The regulations cover the key duties of those in control of places where asbestos may be present, including identifying and managing it and ensuring that others are aware of its presence.

Your personal responsibility to manage the risks will depend on your position. For example, under the regulations, employers and premises owners have additional responsibilities to employees. Employers are responsible for ensuring a risk assessment that addresses the controls for asbestos is undertaken, drawing up a written plan of work for any work which may disturb asbestos and an emergency plan outlining the correct actions to take in the event of discovery or accidental disturbance of asbestos. 

Regardless of your role, it is vital that you comply with the regulations, follow any risk assessments, plans and protocols in place, and work in line with any safety measures required, such as avoiding certain areas and using certain personal protective equipment (PPE) or respiratory protective equipment (RPE) when advised. 

You must also complete the appropriate training for your role and responsibilities. The different types of training includes:

• Asbestos Awareness Training (Category A).
• Non-Licensed Asbestos Training (Category B).
• Licensed Asbestos Work (Category C).

To find out more on the most appropriate category of training for you, take a look at our article on the Three Types of Asbestos Training.

It is essential that everyone, particularly those most likely to work with or around asbestos, are aware of the dangers it can pose to health. By understanding how to manage the risk of exposure and how to act in the event of discovery or accidental disturbance of this dangerous material, you will be better able to protect yourself and those around you from harm.

Further Resources:

• Asbestos Awareness Course (Category A)
• What is Asbestos Awareness Training & Who Needs it?
• What is an Asbestos Management Plan?

The post What to Do if Exposed to Asbestos appeared first on The Hub | High Speed Training.

In this article, we will primarily focus on UTIs in the elderly. We will cover some of the common causes of the infection, describe the symptoms they may present with and look at some of the ways UTIs can be prevented. 

What is a Urinary Tract Infection?

Urinary tract infections (UTIs) affect your urinary tract, meaning they are not just specific to the bladder, but can involve multiple areas. The urinary tract includes your bladder, urethra or kidneys, meaning an infection may start in the bladder and travel to the kidneys and the tubes that connect them. 

UTIs can be a singular occurrence, or people may suffer from repeated infections even after treatment has been given. These are known as recurrent UTIs, and may require a different approach to treatment or further investigations to take place. In some cases, a person may be diagnosed with a chronic UTI – one that results in persistent symptoms and a potential need for long-term antibiotics. 

What Causes a UTI in the Elderly?

There are a variety of reasons why the elderly can be more susceptible to UTIs, with the most common including:

An inability to fully empty the bladder 

Weaker bladder muscles can lead to a weaker flow of urine, making it harder to completely empty the bladder. Those with enlarged prostates, or certain conditions that affect the nervous system, can also find this difficult. Being unable to fully empty the bladder can cause a build of bacteria, leading to infection. 

A weakened immune system

As we age, our immune system becomes weaker and our ability to fight off infections lessons. This, coupled with other age-related factors, increases the likelihood of suffering from a UTI in older age. 

Continence issues

Having a urinary catheter can increase the chances of contracting a UTI, whether this be due to poor maintenance or hygiene or because an issue causes a backflow of urine from the bag back into the bladder. Those who require the use of an incontinence pad, for example, will have times where the urine and/or faeces they pass, remains close to the genital area, increasing the risk of bacteria forming and travelling to the bladder and beyond. To learn more about continence care in health and social care, take a look at our article.

Want to Learn More?

All care and support provided to those at risk of UTIs, should always be person-centred, with the person’s dignity being respected at all times. Take a look at our Ensuring Human Dignity and Respect article, or check out our catalogue of Safeguarding Training Courses.

Inability to maintain hygiene 

Many elderly people struggle with mobility issues, health conditions, frailty and cognitive decline. All of these can lead to an inability to maintain good levels of personal hygiene. Personal care and incontinence is a sensitive topic for many that can often lead to a person hiding the full extent of their issues. Consequently, they don’t receive the care and support they need.

A lack of fluids

Not drinking enough fluid is a big issue amongst the elderly and one the health and social care sector are continuously trying to combat. A lack of fluid contributes to an increasing risk of dehydration, UTIs, constipation, confusion and a host of unpleasant symptoms. For more information on this key topic, take a look at our article: ‘How to Combat Dehydration in Health and Social Care’.

It is important to consider each individual’s circumstances and tackle any factors present that could increase their risk of developing a UTI.

UTI Symptoms in the Elderly

For those working in health and social care or caring for someone in advanced years, you should be mindful of the signs and symptoms of a potential UTI. Even mild symptoms should be addressed with urgency to avoid any worsening or spread of the infection.

According to the NHS, the most common symptoms of a UTI can include:

• A burning sensation or pain when passing urine.
• A more frequent need to urinate.
• A need to pass urine more frequently at night.
• A greater urgency to urinate than normal. 
• Passing cloudy urine or blood.
• Pain in the back, just under the ribs or in the lower abdomen.
• A high temperature – feeling hot and shivery.
• A temperature below 36C. 
• Passing dark urine and/or urine with a strong smell.

These symptoms can present themselves in a person of any age, but additional symptoms can be present when an elderly person is affected. Many older people experience issues with their cognitive abilities, such as their memory and concentration, as is the case with dementia. These individuals, and those who have a urinary catheter in place, have an increased likelihood of experiencing delirium.

Delirium can be a telling sign that a UTI may be present as it can cause a significant change in a person’s level of confusion, their behaviour and can lead to an increase in agitation. This is likely to stand apart from any usual signs of dementia or cognitive impairment. An elderly person may also have uncharacteristic incidents of incontinence, or for those who are already experiencing some incontinence, this may become worse. Finally, the NHS states that new shivering and shaking, known as rigors, can also be a symptom of a UTI being present in the elderly.

UTI Prevention in the Elderly

With the right care and support, many UTIs can be prevented amongst the elderly. By following some basic do’s and don’ts, risk can be reduced. 

Do

• Ensure good toileting practice by wiping from front to back.
• Keep the genital area clean and dry – for those providing care, ensure regular pad changes and/or appropriate continence care.
• Drink adequate fluids and take appropriate steps to prevent dehydration. 
• Maintain good hygiene before and after sex. 

Don’t

• Use soaps or scented products that could cause irritation. 
• Hold your urine in if you feel you need to go.
• Only partially empty your bladder if you have the ability to fully empty it. 
• Wear tight underwear or non-breathable fabrics. 
• Drink large amounts of alcohol.
• Eat or drink large amounts of sugar as it can encourage bacteria growth. 

Preventing UTIs in the elderly can involve a multi-prong approach and it is important to see the whole picture to understand how best to support an individual. For example, many older people purposefully drink less fluids to avoid having an accident if they cannot make it to the toilet in time. This in turn may lead to additional support being provided for their mobility, or by providing a commode or continence aid. 

Understanding how UTIs can present themselves in older people and how they can be prevented, is vital for anyone responsible for their care and wellbeing. By following some of the advice within this article and utilising the expertise of those within the health and social care sector, the risk of UTIs can be reduced for many. 

Further Resources: 

• Care Certificate Training Course
• Dehydration in Health and Social Care
• What is Person-Centred Care and Why is it Important?
• Continence Care

The post Urinary Tract Infections in the Elderly: A Guide for Healthcare Professionals appeared first on The Hub | High Speed Training.

• What is Greenwashing?
• Environmental Awareness For Kids Quiz
• Making Environmental Awareness a Priority in Your Workplace
• The Importance of Corporate Social Responsibility for Your Business
• What are Green Jobs & Why are They Important?
• How to Implement Corporate Social Responsibility in Your Small Business
• Environmental Awareness Training

The post Environmental Awareness Quiz appeared first on The Hub | High Speed Training.

In this article we will outline what the eight Caldicott Principles are, why they were introduced and how they apply within the workplace. We have also provided a free downloadable poster that can be printed and displayed within your setting, to act as a reminder and help to ensure everyone acts in accordance with these principles at all times.

What are the Caldicott Principles?

The Caldicott Principles are fundamentals that organisations should follow to protect any information that could identify a patient – such as their name and their health records. Organisations should always use the Principles as a way of determining whether sharing an individual’s information could identify them, and if it does, whether it is appropriate and relevant for it to be shared.

In 1997, Dame Fiona Caldicott – and the committee she chaired – produced a report regarding confidentiality and the transfer of identifiable patient information within the health service. From this, a set of standards known as the Caldicott Principles were formed. Originally beginning with six principles, subsequent reviews have since taken place, with a seventh and then an eighth principle being added in 2013 and 2020 respectively.

Why Were the Caldicott Principles Introduced?

Not so long ago, our personal information – including that relating to our health – was not protected from public access. This meant that not only could your personal information and health status become public knowledge, but that it could be used inappropriately. For example, those wishing to exert power or control over others and those who would use it as a means to socially discriminate and abuse others, were able to do so.

In the past, there were many stigmas associated with certain health conditions and treatments and the worry over this information becoming known within their community could be a huge source of concern and upset for many. As technology advanced, these concerns understandably became greater.

Therefore, the motivation behind the Caldicott report was the increasing concern about advancements in technology and its capability to distribute information about patients quickly and extensively. The basis of the review was to ensure that confidentiality was not being undermined.

The Caldicott Principles helped to set out what, when and how information could and should be shared – supporting an acceptable level of confidentiality without compromising the quality of care received. The formation of these standards helped to tackle the problems within the National Health Service (NHS) involving patient data and its accessibility, storage and use. 

As technological advances and the digitisation of data continues to evolve, keeping up-to-date with developments and the use of technology in health and social care is vital to help you to understand the various ways a patient or service user’s personal information can be used, stored and shared.

The 8 Caldicott Principles

Below is a summary of each of the eight Caldicott Principles as outlined by the National Data Guardian for Health and Social Care. You can find the information in full here. 

Principle 1: Justify the purpose(s) for using confidential information

Every proposed use or transfer of personally identifiable information, either within or from an organisation, should be clearly defined and scrutinised. Its continuing uses should be regularly reviewed by an appropriate guardian.

Principle 2: Use confidential information only when it is necessary

Identifiable information should not be used unless it’s essential for the specified purposes. The need for this information should be considered at each stage of the process.

Principle 3: Use the minimum necessary confidential information

Where the use of personally identifiable information is essential, each individual item should be considered and justified. This is so the minimum amount of data is shared and the likelihood of identifiability is minimal.

Principle 4: Access to confidential information should be on a strict need-to-know basis

Only those who need access to personal confidential data should have access to it. They should also only have access to the data items that they need.

Principle 5: Everyone with access to confidential information should be aware of their responsibilities

Action should be taken to ensure that those handling personally identifiable information are aware of their responsibilities and their obligation to respect patient and client confidentiality.

Principle 6: Comply with the law

Every use of personally identifiable data must be lawful. Organisations that handle confidential data must have someone responsible for ensuring that the organisation complies with legal requirements.

Principle 7: The duty to share information for individual care is as important as the duty to protect patient confidentiality

Health and social care professionals should have the confidence to share information in the best interests of their patients and within the framework set out by these principles. They should also be supported by the policies of their employers, regulators, and professional bodies.

Principle 8: Inform patients and service users about how their confidential information is used

Steps should be taken to ensure patients and service users understand how and why their confidential information is used. They should always be provided with accessible, relevant and appropriate information.

Looking for a Course?

Take a look at our catalogue of courses for those working in Health and Social Care. These include courses to help you further your knowledge of data handling, such as our Information Governance training course.

How to Apply the Caldicott Principles

The Caldicott Principles are something that all health organisations should follow and promote to staff to protect patient information. The seventh principle, however, can cause a lot of confusion in healthcare environments. Often, people are uncertain about when it’s acceptable to share information about someone and when it’s not. 

There are certain circumstances that override your duty of confidentiality. This is the aim of principle 7: to realise that sharing information can be as important as protecting confidentiality. It’s important that you can successfully balance the need for maintaining confidentiality with the need for keeping people safe.

You should share information about a patient when:

• They, or others, are, or might be, at risk of harm.
• They are at risk of posing harm to someone else.
• A crime could be prevented if the information is shared.
• A serious crime has been committed.
• A court order or other legal authority has requested the information.

Knowing both when and how to maintain confidentiality in health and social care is not only important to ensure you are upholding your legal responsibilities, but it also helps to build and support trust between yourself and those within your care. 

Always follow your organisation’s policies and procedures to make sure you are complying with confidentiality standards and the 8 Caldicott Principles within your day-to-day duties. This could mean that you do not provide the personal information of those within your care without certain identity checks, or it may mean that you do not repeat details of anyone’s personal life or events with those you don’t need to – including other colleagues.

Free 8 Caldicott Principles Poster

You can download our free poster at the link below. Why not display it within your setting to act as a reminder of the key principles of confidentiality.

Download Our Free Caldicott Principles Poster

The 8 Caldicott Principles provide a framework for all health settings to follow to protect identifiable patient information. If you work in a health setting, it’s important that you’re aware of these responsibilities and know what your duties are in relation to them.

Further Resources:

• Information Governance Training
• Duty of Care in Health and Social Care: Responsibilities & Examples
• How to Maintain Confidentiality in Health and Social Care
• What are the 6 Principles of the Care Act 2014?
• Safeguarding Adults Quiz

The post What are the 8 Caldicott Principles in Health and Social Care? appeared first on The Hub | High Speed Training.

Any disciplinary process needs to be fair and transparent at all times. Communication is key and at no point should you spring news of dismissal upon an employee – unless, of course, the employee is being dismissed for gross misconduct.

This article will help employers, managers, supervisors, and members of HR understand how to go about conducting a fair and appropriate disciplinary hearing. We will reference employers as the overarching term for those leading the disciplinary process.

What is the Purpose of Disciplinary Procedures in the Workplace?

The purpose of a disciplinary procedure in the workplace is to set out how employee misconduct will be dealt with. This procedure is usually outlined within a policy and should be available for all employees to access and detail what behaviours or performance issues could lead to disciplinary action. Having disciplinary procedures in place helps to ensure a consistent, transparent and fair process for all.

However, not all workplace issues require such formal action to be taken. It may be appropriate, in the first instance, to have an informal chat about an issue. The aim of this would be to discuss how the problem can be resolved going forwards and highlight any support the employee may require. Communication skills are a vital element of our working relationships.

This could include further training that’s needed, more effective one-to-ones, or any other support both you and the employee feel may help support a change in their performance or behaviour.

It depends on your workplace’s policies and procedures, but an informal discussion like this wouldn’t always require the employer to put it on record – unless they deemed it necessary. If, or course, the issue continues, it would then be appropriate to consider a more formal disciplinary action.

A standard disciplinary process follows several steps, with different potential outcomes possible at the end. 

Disciplinary Procedure Steps

A formal disciplinary procedure should include the following steps:

An investigation – if it is decided that an investigation is required, this should involve the employer gathering as much information as possible regarding the employee’s alleged misconduct.

Any disciplinary action that is taken must be justified; therefore, finding out the facts and establishing evidence to inform any decision that’s to be made is a key part of the procedure. All information regarding the investigation should be accurately recorded.

A hearing – should the investigation find evidence to show an employee’s misconduct, they should then be invited to attend a hearing. This disciplinary meeting involves all the evidence being heard so that a final decision can be made regarding the appropriate course of disciplinary action to take, if any.

An outcome decision – having considered the findings of the investigation and hearing, a fair and justifiable decision should be made on the most appropriate course of action. That possible outcomes in place within your organisation should be outlined within the disciplinary policy.

For a decision to be reached, it may require further discussion between appropriate parties before a decision is reached, such as HR, legal representatives or other senior leaders. This will vary between organisations and the nature of the misconduct.

An opportunity to appeal the decision – the employee should be offered the right to appeal if they disagree with the outcome.

The next section will look in greater detail at what is involved in a disciplinary hearing, how to prepare for one and what to expect during and after the meeting.

Need a Course?

Our Disciplinary & Grievance Procedures Training is designed to help managers and employers ensure that they have a fair and consistent disciplinary procedure in their workplace. This and further useful training resources can be found within our Business Essentials course catalogue.

How to Conduct a Disciplinary Hearing

Remember, a disciplinary hearing is a formal action and one that should be completed in-line with company policies and procedures. It should be carried out fairly, with all steps taken to ensure all parties rights are met and that all proceedings are accurately recorded and documented throughout.

Preparing for a Disciplinary Hearing

As part of the preparation for the hearing, the employer should put certain information in writing to the employee, so they are fully aware of the following:

• Details of their alleged misconduct.
• The evidence that supports the employer’s claim.
• Their right to bring their own supporting evidence.
• The possible outcomes of the hearing.
• Their right to representation. 
• When and where the hearing will take place.

It is important to understand the rights of the employee, as failing to comply with these could lead to an unfair process. For example, if the disciplinary procedure is outlined within an employee’s contract and as the employer you have failed to adhere to, you could be held liable for a breach of contract and unfair dismissal.

It is also good practice to deal with all stages of a disciplinary process in good time and without any unnecessary delays.

What Happens at a Disciplinary Meeting?

During the meeting, both the employer and the employee will have the opportunity to speak and share evidence. In disciplinary cases, emotions and tensions may be running high, so it is important to have a clearly set out structure to the meeting and to allow everyone their turn to speak, uninterrupted.

Being skilled in conflict resolution can be hugely beneficial when it comes to bringing constructive outcomes from difficult situations.

The employer will begin by explaining the alleged misconduct, talking through and showing any supporting evidence they may have, including witnesses. All of this should have been provided to the employee in advance of the hearing, so they understand what to expect and also have the time to prepare their own case.

For the hearing to be fair, it is important that the employee gets to explain their case, respond to the allegations and provide their own evidence, including witnesses. They should also be given the chance to ask any questions they may have.

Notes should be taken throughout the disciplinary hearing and every effort should be made to ensure the employee attends the meeting. An employee may request to bring someone with them and they have the right to bring, a colleague, a union representative, or an official employed by a trade union.

If the employee requests to bring anyone else, this would be at the employer’s discretion and they do not have to accommodate the request.

What Happens After a Disciplinary Hearing?

Once the meeting is drawing to a close, it is important to clarify the next steps so that the employee knows when to expect a decision and what steps they can take if they disagree with the outcome. The type of disciplinary action taken will depend on the severity of the misconduct.

The potential disciplinary actions that may be taken are:

No action – it may be found that a misconduct has not taken place, in which case it should be made clear to the employee that the case has been dropped and they should be supported to positively continue their employment.

Verbal warning – also known as an informal warning. As mentioned previously, this is where an issue was found to be small and one that can be resolved with an informal discussion and perhaps additional support to rectify the problem. Having gone through the disciplinary procedures, the employer may choose to make a note of this warning for future reference, despite it being ‘informal’.

First written warning – this is a formal warning and is one that is usually the first action taken if it is shown misconduct has taken place. At this stage, the employer may give the employee a timescale, to either show improvement (in the case of poor performance), or within which they must not repeat the misconduct.

Final written warning – this can take place if the employee did not meet the requirements set out within the first written warning, or the misconduct were more severe in nature and met the companies requirements to skip the first written warning and action the final warning instead.

Dismissal – if, following a final written warning, the employee either does not improve or repeats unwanted behaviour, then the employer may have no choice but to move to a dismissal. If an employee acts in a way that falls under ‘gross misconduct’, the employer may move to dismissal without any verbal or written warning being required.

Regardless of the outcome decided, it is important that the employee understands their right to appeal. It must be clearly explained how to do so, and any information they need to be able to make their appeal should be provided.

They should set out in writing what grounds they have for making the appeal – with the employer responding with when and where the appeal hearing will take place.

Disciplinary Meeting Tips for Employers

The most effective way of approaching disciplinary processes and meetings is to ensure they are fair, reasonable and respectful. It can be a highly emotive time for all involved and it is important that a calm, professional manner is adopted at all times.

Always act in-line with your company’s policies and procedures, making sure the process is one that aims to support positive change to staff’s behaviour and performance where appropriate.

There will be times when staff do not attend meetings. This may be because they fail to turn up or are absent due to sick leave. As an employer you should make every effort to ensure staff have the information and support they require to attend.

Rescheduled appointments should be made for those that fail to attend.

If a failure to attend scheduled meetings continues to occur, there are several options that could be taken. It may be beneficial to involve occupational health or HR, as they may be best placed to decide if any reasonable adjustments could be made to help the employee attend, or they may determine that they are too unwell and attendance at that time is not appropriate.

After further investigation, the decision could be taken to postpone the meeting until their return from sick leave, that submitting their case in writing would be the best course of action, or that they should engage a representative instead.

It could also be determined that the employee is failing to attend on purpose, in such a case it may be necessary to decide the outcome of disciplinary action in their absence.

Always communicate how and why a particular decision was reached clearly and in writing.

Further Resources:

• Disciplinary & Grievance Procedures Training
• How to Conduct a Grievance Hearing: Tips for Employers
• Understanding the Different Types of Group Conflict: A Guide for Managers
• How to Use Key Phrases in Performance Reviews & Appraisals
• Signs of Conflict in the Workplace
• Managing Conflict in the Workplace: A Guide for Line Managers
• Importance of Respect in the Workplace

The post Disciplinary Procedures in the Workplace: Guide for Employers appeared first on The Hub | High Speed Training.

In this article, we will outline what environmental awareness means and the important role it plays within the workplace. We will also provide you with a number of ways you can increase awareness and promote greener, more sustainable practices. 

What is Environmental Awareness?

Environmental awareness means understanding that for the earth to thrive and survive, it needs to be protected. For that to happen, we must all have an awareness of the natural world and the impact of our choices and behaviours. Our actions can either be positive and support environmental well-being, or be detrimental and cause it further harm. The act of making lifestyle changes to reduce any negative impact on the natural world is to be ‘environmentally friendly’.

Human activity affects the environment in many ways, such as pollution to land, air and water, the overuse of natural resources to an unsustainable level and our energy consumption and waste production. The consequences not only impact the earth’s ecosystems, wildlife and climate, but also the health and well-being of all human life. 

Environmental issues are numerous, and you may choose to focus on particular areas of concern over others. However, having general environmental awareness and an understanding of good practice can lead to a wide range of benefits. How you approach the task of raising awareness may depend on the circumstances of your business.

Environmental Awareness Examples

Environmental awareness can present itself in numerous ways, there is no right or wrong approach. Examples include:

• Taking a hands-on approach, such as volunteering projects that support the environment.
• Making physical adaptations within the office and/or workplace, such as recycling bins or energy saving practices.
• Consciously working to educate and support staff to adopt a more environmentally friendly mindset.

Raising awareness in the workplace and taking practical action to protect and support the environment can take time, as can seeing the benefits of your choices. Ensure you set both short and long-term goals and that the practices you put in place are both sustainable and measurable.  

It is often the case that a recycling bin, for example, will crop up in the work’s kitchen, with little mention of it from then on. Environmental awareness in the workplace isn’t simply about ticking boxes to look like a conscious employer, it is about understanding the why and the how.

Create measurable goals and keep questioning the effectiveness of your practices. How often does that recycling bin get full? Could it be more frequent? Are the correct items being recycled? If not, why not? 

Why is Environmental Awareness Important in the Workplace?

Environmental awareness is important in the workplace because the health of the planet is important to us all. We all benefit from the resources we get from the earth – the air we breathe, the water we drink, the soil that grows our food, and the plants and animals we live amongst. 

As an employer, the well-being and quality of life of all employees should be paramount. Many people are unsure how they can help the environment, making the workplace a vital source of education and support. The more people know, the better they will be able to make ‘green’ choices and understand the negative consequences of poor ones. 

Most of us spend the majority of our time at work, and so it stands to reason that our individual actions and that of the organisation we work for, should aim to protect the environment as much as possible. Environmental awareness in the workplace is important for encouraging a strength of leadership that not only represents the business’s social conscience and values, but also one that promotes engagement and an increased sense of purpose. 

There are ethical, legal and financial factors that encourage businesses to become more aware of their environmental impact and take steps to reduce it, such reasons may include: 

Improved Image

It’s becoming an increasingly important factor for consumers, investors and employees, to support a business who takes their environmental impact seriously. Those who invest in sustainable practices often gain an improved reputation, foster greater loyalty and trust and are more likely to avoid any negative publicity associated with harmful processes. 

Reduced Costs

Taking an environmentally friendly approach to business can save money in numerous ways, such as reduced energy and waste costs. Turning the heating down by just 1 °C, for example, can reduce your energy usage enough for you to save up to 10% on your energy bills. You may also be eligible for certain grants, loans or rewards for going green. 

Increased Staff Morale and Well-being

The physical changes to a workspace, such as added greenery, LED lighting and improved ventilation systems and initiatives, like a cycle to work scheme, can all help to improve the physical health and wellbeing of staff. Investing in staff is one way to boost morale, but working for a business with sustainable values can also encourage employee loyalty. 

Legal Compliance

The laws and regulations that dictate which green practices should be in place and which harmful ones should be avoided will continue to evolve as The Government continues to tackle the climate crisis. Being an environmentally aware business with sustainable processes as of now, will make remaining compliant a less costly and time consuming process further down the line. 

Corporate Social Responsibility (CSR) 

As a business, making a profit is obviously important, however, CSR is essential for those wanting to operate in line with good practice. This means working in an ethical and sustainable way, and one that carefully considers its environmental and social impact. Read our article on the importance of Corporate Social Responsibility for your business for more information.

Want to Learn More?

Take a look at our Environmental Awareness Training Course, to help you to understand how to work in a sustainable, environmentally friendly way. Or, our Corporate Social Responsibility Training Course is ideal for those wanting to learn why taking care of people, the environment and the economy are vital for the long-term growth of their business.

Ways to Promote Environmental Awareness at Work

Raising awareness not only comes from education and training, but through actions, visibility and results. As a business, you should strive to encourage engagement with all green practices, ensure accountability and set measurable targets and goals. People will be more likely to get involved and adopt an environmentally focussed mindset, if they understand the benefits of their actions.

Whether at home or work, a universal aim should be to reduce energy consumption and waste, save water and avoid pollution, consequently reducing our carbon footprint. Let’s take a look at 10 useful ways you could help to promote environmental awareness at work.

Provide Training 

Ensure all staff receive training, as they need to be made fully aware of why certain changes are being made and their impact. All staff should be trained in the company’s environmental policies and procedures and what they mean in practice. Providing an external trainer who specialises in environmental awareness training in the workplace can help to maximise engagement. 

Get Involved

Getting the staff and company involved in community projects and/or environmental charities (such as tree planting projects), can help to raise your public profile, give back to the community and help encourage staff to get behind the company’s environmental aims. Certain projects can also help to offset some of your business’s carbon emissions.

Gain Accreditation or Certification

Going through this process can be a useful tool to help you evaluate all areas of your business, highlighting what steps need to be taken to ensure the appropriate standards are met. Once accredited or certified, it provides additional reassurance to customers and all those who touch the business, that you take your social and environmental impact seriously. 

For companies that have in place an environmental management system (EMS) – a system that assesses your business and helps to identify and manage environmental impact, these systems can also be certified to provide evidence of your environmental commitment.

Create an Environmental Policy and Guidance

An environmental policy should state your organisation’s commitment to reducing its impact on the environment, outlining key objectives that the company is following, any targets in place, how these will be achieved and who is accountable for them.

Guidance is incredibly important for all staff to understand the role they can play in reducing environmental impact and what is expected of them. With hybrid working increasing throughout the UK, providing guidance on green practices that can be adopted whilst home working, as well as within the workplace, can be very beneficial. 

Consider Environmental Champions

Having workplace ‘champions’ is a great way to ensure there is a knowledgeable point of contact within the business. They can be an existing member of staff who takes on additional responsibility or it could be a person employed specifically for the role. A dedicated champion can help raise awareness, encourage compliance and coordinate training. 

Carefully Consider Your Suppliers

It is worth doing research on your suppliers to ensure they too are committed to sustainable processes. Look at their corporate policies, do they have any environmental accreditation or certification in place? Are the materials used environmentally friendly? Are they ethically sourced? What is the impact of the supply chain and transportation? It is important to look at the impact of your business as a whole, including external suppliers. 

Reduce Waste

Many people will have heard of the ‘reduce, reuse, recycle’ saying, which applies to many areas of sustainability, particularly when it comes to managing our waste and energy.  Reducing waste could involve going paperless, ordering in bulk to reduce wasted packaging, effective stock management to avoid over ordering produce or perishables. 

Reducing the amount of waste that goes to landfill can also come from adopting good recycling practices and using reusable items in place of single-use is another effective way to reduce waste, common examples are reusable cups, bottles, cutlery and straws. As an organisation, you could help to raise awareness of the importance of waste reduction by providing staff with some of these items, you could even include your branding. 

Save Energy

There are many ways to save energy, such as using energy-efficient lighting like LED bulbs, and conserving water by fixing leaks or adding a water saving device to toilet cisterns. Often, in a communal office it can be hard to know who is responsible for the heating setting or turning off the lights and appliances. Displaying checklists can be a useful way to make sure nothing is left on to waste energy needlessly. 

Communicate your Values

Not everyone may be aware of your company’s values and commitment to the environment. Therefore, it is important to communicate this to staff, customers and the community at large, as this will increase awareness of the important role businesses play in reducing environmental impact. You can achieve this via your website, your marketing campaigns and internal communications.

Incentives

Incentives can be a fun way to increase engagement and show, as a business, that you care. Many companies offer a cycle to work scheme, or other travel incentives that reduce the need for individual staff to travel by car to work, such as a reduced rate for using public transport or car shares. As a business, you can tailor incentives to work for you and get creative, ask staff what they would like and involve them in the process. 

Raising environmental awareness in the workplace is the responsibility of all employers. It brings benefits to the organisation, the workforce and the community as a whole. It is important to not only raise awareness, but to actively promote good practice to ensure the continued well-being of our planet and all those living on it. 

Further Resources: 

• Environmental Awareness Training Course
• The Importance of Corporate Social Responsibility for Your Business
• Environmental Awareness Quiz
• Recycling in the Hospitality Industry: How & Why Should We Do it?
• How to Implement Corporate Social Responsibility in Your Small Business

The post How to Promote Environmental Awareness in the Workplace appeared first on The Hub | High Speed Training.

In this article, we will outline the roles and responsibilities required, which qualifications and skills you may need in order to pursue this career and how you can meet these requirements to become a support worker.

What Does a Support Worker Do?

The role of a support worker varies depending on the setting you work in and who you work with. However, the work focuses on helping those with care and support needs to live as independently as possible.

Support workers are often required to:

• Help individuals with their personal care tasks, such as bathing.
• Provide emotional and social support – this may extend to their loved ones also.
• Ensure the health needs of those they support are being met – such as administering medications.
• Support people to reach their goals so that they can live as independently as possible and maintain a sense of fulfilment and wellbeing.
• Be aware of any changes in health or behaviour and report them accordingly.
• Give person-centred support, always working in-line with their individual care plan.

• Understand risk assessments and how they relate to the support that you provide. 
• Provide moving and handling support and understand the safe and appropriate use of mobility aids and other equipment. 
• Help manage continence care needs.
• Complete the necessary records for care that has been provided. For example, medication administration records (MAR charts), fluid and food charts, repositioning records and detailed reports of care visits. 
• Support individuals with everyday tasks, such as cooking, cleaning, shopping, paying bills and getting to and from appointments or social engagements.
• Work with other healthcare professionals in the management of the individual’s care and support.
• Be able to listen and communicate effectively to ensure you can provide support in a way that the person prefers and to enable you to meet their needs.
• Encourage and support involvement in hobbies, interests, education or forming and maintaining meaningful connections and relationships.

It is important to not assume what a role will entail based solely on the job title. The role of a support worker and its many titles can vary enormously and you should always look for a detailed description of the role and the person specification to ensure it is the right one for you.

Different Types of Support Workers 

There are many titles a support worker that are used interchangeably and represent similar roles and duties. The choice of the job title used often comes down to the organisation itself. As these are modernised and amended over time, you may see various names used for the same role. However, there are several roles that work in specialised areas and these are usually referred to by a specific title. 

Examples of titles you may see when looking at support worker roles include:

• Nursing assistant.
• Care support worker.
• Home care/domiciliary worker.
• Nursing auxiliary.
• Health care assistant.
• Physiotherapy assistant.
• Occupational therapy support worker.
• Mental health support worker.
• Personal assistant.
• Language and speech therapy assistant.
• Podiatry assistant.

A support worker role could involve looking after numerous individuals, such as those in hospital and GP settings, care homes or within the community. In these cases, those you support could have a variety of needs that you may need to be familiar with, such as declining health, dementia, mental health issues, physical disabilities or learning disabilities. 

Finding the right support role for you may mean looking at the typical hours and shift patterns you’d be required to work, the type of environment you would be in, the specific needs of those you would be working with and whether you would like to work with numerous people or you would prefer to dedicate your support to just one individual. 

If you think you’d like to work in the health and social care sector but you are unsure in what capacity, you may find it useful to look at our article about the variety of careers in health and social care.

What are the Skills and Qualities of a Good Support Worker?

If you are new to care and don’t feel that you have the qualifications or experience needed to secure a role, don’t be put off. Much of the training required for support worker roles can be done on the job and there are a variety of roots available into the sector. The primary requirement of a good support worker is in their nature, values and ability to show kindness and empathy. 

The key qualities and skills required of a support worker include:

• Friendliness and a kind and caring nature.
• Compassion and understanding.
• Excellent communication skills.
• Being a good listener.
• Problem solving skills and adaptability.
• Being patient.
• Organisational skills, including time management.
• An ability to build trust and relationships with others. 
• Resilience.
• Remaining calm in challenging situations.
• Having a desire to help people and to promote independence and wellbeing.
• Understanding the importance of privacy, dignity and respect.
• A sensitive approach to support work.
• A non-judgmental attitude to others. 
• A willingness to continually learn and develop.

Support workers will require training to ensure they can fulfil their role safely, appropriately and in line with best practice. Training also ensures that their work complies with the relevant legislation and guidance at all times. However, the above qualities and skills make up the foundations of a good support worker, and without those, high-quality, person centred care is not possible.

Want to Learn More?

We have a range of Health and Social Care Courses, such as Communication Skills in Health & Social Care and Mental Health Awareness to help ensure you have the knowledge you need to support every individual’s needs. 

What Qualifications Does a Support Worker Require?

Support worker roles are often entry-level positions and there are no set entry requirements, however, being able to demonstrate good literacy and numeracy skills is usually expected. When it comes to qualifications, it can all get a little confusing. Different organisations have different requirements to enable you to secure a role as a support worker, as well as using different terms for the qualifications required.

Let’s first look at how you can get into a support worker role. You could apply directly (many places offer training whilst in the job), take on an apprenticeship, or take a college course. The qualification route you take will depend on several factors and your grades at GCSE (or equivalent) can determine which route of qualification you take.

Level 1 Certificate in Health and Social Care

Those with two or fewer GCSEs at grades 3 to 1 (D to G) would likely take the Level 1 Certificate in Health and Social Care – an introduction to the sector. This is an excellent pathway for those who want a career in health and social care but do not have the required grades to begin with level 2 study. 

Level 2 Diploma in Care

Those with two or more GCSEs at grades 9 to 3 (A* to D) may take the Level 2 Diploma in Care. This level helps you gain a solid knowledge base and involves practical, work-related experience, often through a work placement one day a week.

T Levels

A relatively new initiative is that of T Levels. These are an alternative to standard A levels and are offered to 16-19 year olds in a range of subject areas. If you have four or five GCSEs at grades 9 to 4 (A* to C), including English and Maths, you may be able to take a T Level in Health.

Apprenticeships

Apprenticeships offer another route into health and social care and involve on the job training and time out of work for study (at least 20% of the apprentices working hours). The work is paid at either an apprentice rate or national minimum wage, depending on age. To search for an apprenticeship in England, you may find it useful to look on the Government’s website here.

National Vocational Qualifications (NVQ)

When looking to apply directly to a company that either requires you to have experience and qualifications in place already or that offers you on the job training, you may come across the mention of NVQ, QCF (Qualification and Credit Framework) or RQF (Regulated Qualifications Framework). 

It can be hard to understand how that translates to the above qualifications as there is quite a history with these. Generally, the introduction of the different types came about to introduce changes to the learning structure, flexibility and transferability between careers and sectors. 

Whilst the introduction to each new qualification aimed to phase out the existing one, reference to this study as an NVQ still holds quite strong. Regardless of what name this qualification is gained under, the validity of an awarded certificate will continue to stand. The same applies for a diploma course and an NVQ, for example, the NVQ Level 2 is an earlier version of the Level 2 Diploma in Care. 

Additional Training

For anyone who wants to gain more knowledge of health and social care and the role of a support worker, but is not currently in employment or a training programme, taking the initiative to undertake some online learning can be hugely beneficial. 

A great place to start is with our Care Certificate course. This provides you with in-depth knowledge and theory of the 15 Care Standards. To learn more about this training and why it is important, take a look at our article – What is the Care Certificate & Why is it Important?

How to Secure a Job as a Support Worker

We have discussed how there are many different routes that you could take to get into a support worker role and the qualifications required to do so. There are, however, a few ways to help you secure a job when competition is high. To aid you in your recruitment journey, it is important to highlight what you would bring to the role. Showcase any qualities you possess and any transferable skills (soft skills) you could utilise.

It is one thing to list the qualities and skills you possess, but being able to evidence them can be incredibly beneficial. Volunteer work always looks great, even if it involves caring for a loved one, but don’t worry if you haven’t had that or any experience in a health and social care environment as such. You can discuss examples from life events or from other job roles, or your education. These can demonstrate a time you showed certain qualities or gained and used certain skills in practice. 

It is useful to look around for job advertisements so you can get an idea of what the different roles involve, what is available, what various organisations are looking for in their staff, and also what career opportunities and training they offer. Looking on different job sites can provide good insights and exploring the options on the NHS Jobs website or your Local Council website is a great place to find jobs in social care. 

You can enquire with local organisations, who may be able to provide you with volunteer opportunities even if they don’t have any current or appropriate job vacancies. Working within your community can also help to support your future career goals. 

Becoming a support worker can be an incredibly fulfilling and rewarding role. There are varied routes of study and employment and you are not limited by previous work experience or school exam results – there is a path for everyone. Remember that your values, personal qualities and skills are the foundation for becoming a good support worker, who is able to provide high-quality care and support. 

Further Resources: 

• Health and Social Care Courses
• Promoting Effective Communication in Health and Social Care
• How to Promote Empowerment in Health and Social Care
• What is Skills for Care?

The post How to Become a Support Worker appeared first on The Hub | High Speed Training.

In this article, we will provide you with all the information you need to know about getting started with a sweet business, from creating a business plan to the rules and regulations you must follow. We will also provide some ideas on how you can market your new venture. 

Why Start a Sweet Business? 

Starting your own business can be challenging, but many do so for creative and financial freedom, to change their lifestyle or to follow a passion, all of which can be immensely rewarding. Sweet businesses in particular can come in many forms – here we refer to those selling sweets to the public directly or through collaboration and not those selling their own handmade sweets as a supplier. 

Whilst it can be a competitive market, it is also one that can offer many benefits and opportunities, particularly given the array of confectionary options available. Starting any business from scratch requires a lot of work, but as this type of business often requires a relatively simple business model, it can be one that proves easier and faster to get going. 

As well as a quicker business launch, sweet businesses generally have the added benefit of a high markup price (how much a product is sold for vs how much it costs to buy) and an easy profit, owing to the fact the sweets being sold are not generally produced by yourself and are instead bought from a reputable supplier, such as a sweet wholesaler.   

There is a great deal of scope when it comes to who your business targets, the type of sweets you sell and whether you do so in person, online, from home, or from other dedicated premises. These details will be clarified as you create your business plan and look further into your market research. 

If you are in the early stages of considering which food business you may want to start, why not take a look at our ideas for starting a food business from home for further inspiration. 

Is selling sweets profitable?

A sweet business can be very profitable and financially rewarding. How, where and to whom you sell your products will all have an impact on your costs, but as confectionery generally has a high markup value, there can be great opportunities to bring in an impressive profit.  

Selling sweets also allows for maximising sales opportunities throughout the year, at times of celebration, such as Valentine’s Day, Halloween, Easter, and Christmas, or during exam results times or the end of school terms. These are all times when gift buying increases and tailoring your product to these times and even offering specific deals can help to boost profits further.

Owing to the popularity of sweets and confectionery, there is a good chance demand will always remain high, with the potential to meet newer, increased demands in confectionery, such as gluten-free, vegan and vegetarian products. 

Want to Learn More?

Our Starting a Home Food Business course gives you the knowledge you need to start your own food business from your home. It covers the fundamental steps you need to take to comply with the legalities and food hygiene and safety regulations associated with starting a food business, along with offering ideas for promoting and marketing your business

How Do I Create a Sweet Shop Business Plan?

A business plan is an essential part of starting a business. It helps you to set out your objectives and aims in writing, and for those seeking financial investment, it acts as a proposal that can be pitched to investors. Having a comprehensive business plan allows you to have all the important information regarding your business in one place, helping you to keep a clear picture of the business and focus on its direction and what you want to get out of it.

Whilst a business plan can be set out in various orders, the executive summary should always be first and the appendices should be last. It should be easy to read, set out in a clear and professional manner and include the following:

• Executive summary/mission statement.
• Business description.
• Marketing strategy and research.
• Financial plan.
• Appendices.

Having a clear and detailed explanation of your business idea, target customers, financial projections and marketing strategy will showcase your understanding of your business as a whole and therefore make you more appealing to investors. 

A few questions you should ask yourself when planning your business include:

• What products will you sell?
• Who will you aim to sell them to?
• Where will your sweet shop be located – at home, a stall, or other premises?
• Do you require financial investment?
• Will you hire additional staff?
• Who are your competitors?

We have created a one-page business plan that is free to download and use. This is a useful tool to note down all your ideas, research and strategies as you prepare to complete your full and final business plan. You can find the link here. A more in-depth business plan template and further information on how to complete it can be found in our starting a home food business course.

What Are the Regulations for Selling Sweets?

When selling to the public, it is vital for you to understand the requirements of handling or selling food. Food safety law applies whether you are preparing and selling food from home, in a restaurant or from other premises, it is your responsibility to ensure the food is safe to eat and will not place your customers in harm. As well as this, you must also comply with the legal responsibilities that come with being a business owner and employer. 

It is important to consider the following:

Registering your business

You must register your sweet business before trading. You should ensure you are set up as a sole trader, a limited company, or a partnership. For more information on how to register your business, go to gov.uk. Always ensure you register with HMRC (HM Revenue & Customs) and keep records of your income, profits and expenses.

It is worth being aware that when you register your business, an Environmental Health Officer (EHO) will come to inspect your premises, usually within 28 days.

During the inspection, EHO inspectors will assess three areas of your home business:

• The physical condition of your premises – Measuring your cleanliness, and whether you have suitable ventilation and pest control measures. If you need to undertake a risk assessment for your premises, you can find a free template here.
• Food hygiene – Whether you have safe preparation, cooking and storage of food, and how you cool or reheat your products.
• Food safety – What kind of precautions you have in place for this, such as having a HACCP (Hazard Analysis and Critical Control Points) system implemented.

Once they have completed their inspection, the EHO will issue you with a food hygiene rating. If you’d like to learn more about what to expect from an EHO visit, you can do so here.

Food hygiene training

It is a legal requirement that all food handlers understand the basic principles of food hygiene and how to work with food safely.  As such, you may consider taking an online food safety course such as our Level 2 Food Hygiene and Safety for Catering. This provides the necessary information regarding your legal responsibilities and best practice to ensure food safety. 

Food labelling and packaging

Food labelling is another crucial part of food safety. You must always correctly label your sweets and ensure that the labelling is clear, easy to read and not misleading in any way. You can find out more information in our guide to labelling, here. There are regulations regarding certain information that must be displayed on labels, and also specific allergen regulations for distance sellers. You must be able to provide accurate allergen information for your customers, especially to comply with the legislation Natasha’s Law. You can find a free allergen risk assessment and checklist that you can use to ensure you are complying with regulations in our article, here. 

Need a Course?

Our Food Labelling Regulations Training is designed as an introduction to food labelling regulations so that businesses understand how to label their food products legally and correctly. We also offer Food Allergen Awareness Training, which will help food handlers identify and label allergens correctly in order to keep customers safe.

Selling food without face-to-face contact with the consumer

Online, via phone or mail order, are examples of this type of selling, and you will need to comply with regulations when selling in this way, this is a legal requirement.

Employment legislation

If you employ staff in your business, you must follow employment legislation. Ensuring you comply with legislation on recruitment, working hours, pay, sickness, discrimination, dismissals and maternity or paternity pay.

Insurance

Always make sure you have appropriate insurance that covers all areas of your business. If working from home, do not assume your home insurance will suffice. 

Notification to process personal data

You can apply for this licence with the Information Commissioner’s Office (ICO). If your business processes personal information, such as payroll information, employee or client details, or if your business has CCTV, you will need to apply for a licence.

Marketing Ideas for Your Sweet Business

There are many ways to increase awareness of your business. Increasing awareness increases sales opportunities, therefore, marketing yourself effectively is vital. Let’s take a look at some of the ways to help you raise your profile and help you to build a customer base.

Word of mouth is an excellent way to spread the word about your business. If people have a good experience with your business, they are likely to tell their family and friends, thus, increasing your number of potential customers.

Business cards are fairly inexpensive to make, are a great way to raise awareness of your product and brand and also to share your contact details with a potential customer. 

Social media can help to grow your business. You can encourage people to share your posts and participate in giveaways. You could also offer discounts or freebies for ‘likes and shares’. For example, offering a discount code to the first 100 people to purchase a certain item after they have shared a post. Make sure you get your family and friends to help you reach a wider audience on social media by ‘liking’ and ‘sharing’ your posts which will help you reach people they know, too.

Supplying other businesses is another great way of marketing your business. Research other local businesses, whose products or services may complement your own. For example, if you were in the business of ‘pick n mix’, or customised sweet packages, an event planner might be a good place to look for a collaboration. 

Setting up a stall is another good option. Food festivals or markets are great for reaching a larger audience, with the potential to build business contracts and connections. Attending venues outside of your usual area will also showcase your business to a new group of people. 

Positive marketing methods should be underpinned by excellent customer service and a positive customer experience. It can also help raise your profile if you encourage customers to leave positive reviews. 

Starting a new business can be a fun and rewarding challenge, particularly a sweet business. With many options available for what you sell and how you sell it, always ensure you have carefully researched your potential new venture and that you comply with all the legal requirements and regulations applicable to your business. 

Further Resources:

• Starting A Home Food Business
• Food Packaging Materials: Regulations & Different Types
• Guidance on Food Additives Legislation for the UK and EU
• How to Start a Street Food or Food Truck Business
• How to Start a Cupcake Business
• How to Start a Food Business From Your Home
• Pest Control Quiz

The post How to Start a Sweet Business appeared first on The Hub | High Speed Training.

In this article we will look at what continence care is and why it is important in health and social care. We will also provide guidance on how to provide the appropriate support and management to those experiencing continence issues. 

What is Continence Care?

Continence refers to a person’s ability to control their bowel and bladder movements. Those experiencing incontinence lose this control, leading to involuntary urination or defecation. This can happen for many reasons, such as physical injuries, medical conditions, advanced age or dementia. The type of incontinence experienced and the cause behind it can vary, as can the way it is treated and/or managed.

Continence care refers to all areas of support required to meet the needs of the person experiencing incontinence. It covers assessment, physical support, advice and access to appropriate equipment and supplies, such as incontinence pads, catheters, stoma bags, convenes and commodes. The very nature of being incontinent can affect other areas of a person’s wellbeing, both mental and physical, and care plans should always consider all of these factors.

Continence care and management will look different for everyone, for example, one person’s care may involve the management of a urinary catheter, others may require urgent access to a toilet or the use of incontinence pads. Effective management in all cases can help reduce the risk of infections and other negative health consequences. Each case must be assessed by an appropriate professional and management of the condition must be approached in a person-centred way, maintaining respect and dignity at all times.

Why is Continence Care Important in Residential and Nursing Homes?

Busy, communal environments, such as hospitals and care homes, are incredibly important places for ensuring high-quality continence care is provided, as many people there will be at-risk individuals. 

In care homes, many service users are advanced in age, have reduced mobility, are less independent and often suffer from ailing health and cognitive impairment. All of these factors increase the likelihood of requiring some degree of continence care and an increase in dependency on care staff. 

Incontinence can impact a person’s level of self-esteem, confidence, independence and general wellbeing, regardless of their age or circumstance. Therefore, providing the highest level of continence care is essential to ensuring each individual has a personalised and dignified experience.

As many of those working in the health and social care sector will attest, there are numerous pressures on the service, including a lack of resources, such as time, staff and training. These contribute to an increasing number of care homes and hospitals falling into the trap of a ‘pad culture’, particularly amongst those with dementia. This involves the overuse and inappropriate use of incontinence pads on those who do not require them. 

Some of the reasons behind pad culture include:

• Wrongly assuming anyone with dementia is incontinent.
• A lack of staff awareness on continence assessments and the importance of following care plans.
• Insufficient staff or time available to ensure individuals can be regularly assisted to use the toilet.
• Viewing the use of pads as a ‘back-up’.
• Having a lack of equipment in place, such as commodes, bed pans or urine bottles.
• Using them as an alternative or as an addition to the recommended management plan. For example, using a pad instead of, or as well as, a convene as staff find it easier.

There are a great many reasons why pad culture has become so prevalent, but it is important to remember the negative implications of using them inappropriately. These can include:

• Losing any toileting independence that the individual had.
• A loss of dignity, wellbeing and self-esteem.
• An increased dependence on staff.
• Additional risk of skin breakdown and other related health issues that can come from urine and faecal exposure. 

The quality of continence care provided to those in care homes has a direct impact on so many areas of their life and its quality. It is vital that all staff understand the consequences of poor practice, and the resources and management methods available to ensure a dignified approach is maintained at all times. 

One prevalent consequence of poor management is an increase in dehydration. Combating dehydration in health and social care is an ongoing challenge. Often, service users with continence issues will purposefully drink less in an attempt to avoid ‘accidents’ as not only is this distressing for them, but many feel they are being a burden on staff by needing frequent toileting assistance. Staff should always ensure that those in their care feel supported and valued.

Want to Learn More?

We have a range of Health and Social Care Courses available for those wanting to further their knowledge. Many of the topics available, such as Person-Centred Care and Dignity in Care, highlight the core values that underpin high-quality care. 

Continence Care Guidelines

Each care organisation should have robust policies and procedures in place regarding continence care and all staff providing that care should be fully trained and competent. It is important that each individual care plan details not only their care needs and requirements for any continence care required, but also their preferences. Care should be person-centred and individuals should be empowered to make their own choices regarding their own care wherever possible.

All staff should be aware of the care standards they must work in line with and how it should be achieved. We have mentioned the importance of dignity and respect throughout this article as sadly there are still cases where undignified practice still occurs. A common example is a lack of privacy, leaving doors or curtains open whilst someone is toileting or receiving care, having loud discussions during care or allowing someone’s body to be exposed during care tasks. 

The Health and Social Care Act 2008 (Regulated Activities) 2014 sets out best practice within its guidance, that should be followed by all organisations and staff. Some of the key regulations include:

• Regulation 9 – Person-centred Care: Care and treatment provided must be appropriate, meet the needs of the service user and reflect their preferences.

• Regulation 10 – Dignity and Respect: Service users must be treated with dignity and respect.

• Regulation 12 – Safe Care and Treatment: Care and treatment must be provided in a safe way.

• Regulation 18 – Staffing: Staff employed in the provision of a regulated activity must receive appropriate support and training as necessary to ensure safe practice.

All care staff have a duty of care to those they support, and that can mean reaching out to other professionals to ensure they are getting the most effective and appropriate care they need. If you have any concerns over a person’s continence, it is good practice to involve a continence specialist, depending on the setting, this may require the GP to be the first point of contact initially, with ongoing support provided by a community continence nurse.

How to Manage Incontinence in the Elderly

Regardless of whether someone comes into your care with an incontinence diagnosis or whether it develops at a later point, they should always be treated with dignity and discretion. It can be an embarrassing and uncomfortable experience no matter how long a person has been dealing with it and their comfort and wellbeing should remain a priority at all times.

Incontinence can be a difficult topic to discuss for some people and many feel ashamed and try to hide it. Effective communication between care staff and service users can help to build trust and support empowerment, making those experiencing the condition much more likely to discuss their wants and needs. Only by gaining this level of understanding can a person-centred care plan be put in place and their incontinence managed appropriately. 

With this in mind, it can often be beneficial to have a ‘continence champion’ in place within a care home. This helps service users to not only have a point of contact, but helps give them confidence that their needs will be understood. The champion can provide advice and support to other members of staff and be a direct link to the community nursing specialist. This can make accessing advice, support and appropriate aids a more efficient process. 

There can be lots of elements that make up a successful continence management plan and understanding the person at its centre is key. To gather further understanding of their bladder and bowel habits, it may be necessary to keep input and output records. This means recording how much a person ate and drank and how much urine or stool they passed. It can provide useful information when it comes to how incontinence is managed.

Other observations that can help tailor a care plan, is to note patterns. For example, does the individual always open their bowels within 30 minutes of eating? Do you find a person has passed large amounts of urine at each pad change? Understanding this can help to ensure they receive the care and support they require, at the right time. This helps to avoid over exposure to bodily fluids and reduces the indignity of ‘accidents’ or having to remain soiled longer than necessary.

Finally, it should be noted that managing continence care in those with dementia can be complex and challenging at times. However, regardless of their diagnosis or their capacity to express themselves, their dignity should be upheld and the continence care they receive should be as person-centred, discreet and respectful as those without the condition. Their level of continence should never be determined without an assessment, nor should it be based solely on their diagnosis. 

Continence care in health and social care is incredibly common and one that makes a huge difference to the quality of life people experience. Everyone who works in the sector has a responsibility to ensure high-quality, person-centred care is delivered at all times and making sure appropriate assessments and care plans are put in place and followed is one such way to achieve this. Continence care, as with all care, should be appropriate, dignified and respectful at all times. 

Further Resources: 

• Person-Centred Care Training
• Ensuring Human Dignity and Respect in Nursing: A Checklist
• 9 Ways to Help Promote Dignity in Your Care Home
• What is Skills for Care?
• Urinary Tract Infections in the Elderly: A Guide for Healthcare Professionals
• How to Promote Oral Health Care in Care Homes

The post Continence Care in Health and Social Care appeared first on The Hub | High Speed Training.

In this article we will look at the benefits of adopting an ergonomic approach to moving and handling and outline the risks of poor practice. We will also detail some of the manual handling techniques often used to assist individuals and look at the purpose of some key pieces of equipment you may be required to use.

What is an Ergonomic Approach to Manual Handling?

An ergonomic approach to manual handling focuses on how people work within their environment, looking at the effectiveness of the movements used to perform certain tasks. An ergonomic approach is one that adapts how a task is performed to reduce the risk of harm or injury by ensuring there is no unnecessary stress placed on the body. For example, altering the height of a bed or hoist to avoid over bending and stretching, or using two care workers to assist someone to walk using a handling belt to prevent awkward twisting or uneven weight distribution.

Those working as caregivers are at an increased risk of strains and injury to themselves and those they care for. An ergonomic approach is not only necessary for everyone’s well being but ensuring safe practice at all times is also a legal requirement. The various pieces of legislation in place, such as The Care Act 2014 and The Manual Handling Operations Regulations 1992, are there to protect both employees and those receiving care.

Benefits of an Ergonomic Approach

The main reason for approaching moving and handling ergonomically is to avoid physical injury. Being able to move and handle people and objects safely, means using the correct pushing, pulling, lifting, lowering and manoeuvring practices. As a caregiver, the importance of following risk assessments and care plans should also be fully understood and complied with. This helps to safeguard all parties involved.

Adopting this approach also ensures that the person you are assisting feels safe, comfortable, at ease and that their welfare and dignity are maintained throughout. Ensuring human dignity and respect at all times is vital in a caregiving role.

The main benefits of an ergonomic approach are that it:

• Prevents injury to all parties.
• Promotes the dignity of those being assisted.
• Complies with the requirement for everyone to receive care free from the risk of harm.
• Reduces staff sickness through injury and protects long term musculoskeletal health.
• Ensures better quality of care.
• Builds trust and confidence between the caregiver and the receiver.

Risks of Poor Moving and Handling

Musculoskeletal disorders (MSDs) are the most common injury caused by non-ergonomic manual handling practices. For example, back pain and upper and lower limb disorders, including aches, tenderness and stiffness in the legs, hips, shoulders, neck and joints.

If not carried out ergonomically, manual handling activities can lead to serious physical injury to you and the person you are moving. Those being moved may suffer from damage to fragile skin, cuts, grazes, bruises, and injuries to the neck, shoulders and arms if appropriate techniques are not used. 

The main risks associated with poor moving and handling practice include:

• Cumulative stress injuries to caregivers.
• Greater staff absences due to injury. 
• A lack of trust between the caregiver and the receiver. 
• Poor quality care.
• A poor reputation of both staff and organisation.
• A failure to comply with health and safety standards and legislation.
• Poor upholding of the individual’s dignity and wellbeing.

Want to Learn More?

Take a look at our dedicated Health and Social Care Courses for a varied range of topics, such as Moving and Handling People and our Communication Skills Course. Developing your knowledge beyond core mandatory training is an excellent way to broaden your understanding, enabling you to provide a higher quality of care.

Manual Handling Techniques for Carers

Moving and handling techniques can involve working with or without equipment and are based on ergonomics and natural human movement patterns. Their aim is to prevent the risk of injury to all parties. The correct technique to use and when, will depend on the individual’s needs and abilities and the nature of the task. Always consider the risk assessments and work in line with their care plan.

It is important to remember that there can be some variation to moving and handling techniques. The techniques you use in practice should be those that you have been practically trained to perform. When working with a colleague, always work in a way that you are both familiar with to avoid any misunderstanding and communicate throughout. 

Before we take a look at some specific techniques that adopt a safe and ergonomic approach, it is important to always keep in mind that safe and efficient movements must be based on a sound posture. No matter the task, always ensure that you:

• Get close – getting close to the load, whether that be a person or an object, means being closer to your base area, improving balance, stability and comfort.
• Adopt an angle – approaching a load/person at an angle instead of at their side can reduce over-twisting.
• Relax your knees – this doesn’t mean bent, just relaxed to allow for a more even distribution of weight. 
• Offset your feet – having your feet apart with one slightly in front increases your base area, giving you better balance and making it easier to adjust your position. 
• Keep your head up – raising your head helps your spine stay in good alignment. 
• Lead with your head – for all parties, the head should lead the way when sitting, standing and walking.

Helping Someone Walk

If a service user requires assistance from one care worker whilst walking, this technique is often the most appropriate:

• Stand beside the person with your near arm around their waist and hold their furthest hip.
• With your other hand, make a fist or make your hand flat with your palm up and bring it across your front toward them. They can then place their palm on yours for support. 
• This technique allows the receiver to use a stick in their free hand if required.
• Do not offer a linked arm or interlinked hand hold, as if they fall they will likely take you with them.

This technique can be adapted to having a caregiver offering support on both sides, or assisted walking with a handling belt can also provide additional stability. 

Sit to Stand Technique

Being able to assist someone from a sitting position can be invaluable. If standing from a raisable chair or bed, always utilise that equipment to aid both you, as this will reduce any physical impact on all involved. Whilst we mention standing from a chair in the example below, it can be applied to various sit to stand scenarios. 

• Make sure the person’s feet are slightly apart, close to the chair and with the foot of their strongest leg slightly further back. Moving their bottom closer to the front of the seat, if possible, can make standing easier.
• Begin by standing at their side – this can be performed as a single carer or with a colleague. Stand at a slight angle to avoid over twisting as they stand and avoid tensing up.
• Keeping your feet apart, ensure your back foot is facing the chair and the other in the direction of travel.
• Lower yourself down, bending slightly at the knee with a straight back and place the palm of your hand on the front of their shoulder.
• The other hand can go around their lower back for support, or if using a handling belt, hold the handle.
• Ask them to bend forward slightly and always look ahead, not down.
• They may use the chair arms to push up.
• Communicate clearly, such as “one, two, stand”. Always make sure they know what is expected of them and when to avoid confusion and jarring – it helps achieve a smoother and safer process. 

Patient Transfer Techniques

There are many situations that require an individual to be transferred and this can be a regular part of a person’s routine. It could be that they require transfer from an armchair to a wheelchair, bed to chair, chair to toilet or bath, or any combination of these. 

The care plan will outline the appropriate technique to use and any specialist equipment that is required. It should never be assumed that because you have equipment to hand and know how to use it, that it is safe and appropriate to use for anyone.

Some common pieces of equipment used during transfers may include:

• Handling belts.
• Hoists and slings.
• Wheelchairs.
• Turning aids.
• Transfer boards.

Should You Lift a Person Heavier Than You?

The key word to note within this question is ‘lift’, as it can imply physically supporting a person’s entire weight to raise them. Many areas of the health and social care sector have a ‘no lift’ policy in place, not only to protect their staff but also those they care for. Always follow care plans, undertake risk assessments and utilise the appropriate ergonomic techniques and equipment required. 

When considering the weight of an individual in comparison to your own strength and abilities, it is worth considering what adjustments need to be made to assist a bariatric patient. Many pieces of equipment used to support the moving and handling of an individual have a maximum weight capacity and may not be appropriate. If a person requires assistance whilst in bed, additional caregivers may be required to safely roll them and perform care tasks. 

The impact of lifting and supporting the leg of a bariatric patient, for example, is one that can often be underestimated. This could be whilst providing personal care, wound care or to assist with dressing. Whilst it may seem like a standard task, it is one that often sees the caregiver feeling unacceptable strain from prolonged weight bearing and awkward positioning and twisting. If any discomfort is felt, the approach to the task should be reassessed and adjusted accordingly.

Tips and Advice for Moving and Handling Patients

Using appropriate techniques and equipment is the foundation of applying an ergonomic approach to moving and handling activities in health and social care. The technique or equipment required will be based on the individual and the results of the risk assessment. For example, their mobility, weight and height, fragility and the task to be performed all help to determine what is used and when. 

When it comes to moving and handling there are many things to consider, but when it involves a person, the care provided should always be person-centred. Those delivering the care should be fully trained and competent. Even if certified in moving and handling, if a piece of equipment is unfamiliar to you or has not been assessed and deemed appropriate for a particular individual, you should not proceed without seeking further guidance and support. 

It is also vital to remember that not only is dignity a key factor when performing moving and handling tasks, but so is the need to maintain and promote independence. To do this you should never make assumptions about a person’s abilities, just because they struggle with certain activities does not mean that they need assistance for everything. 

Communicate, ask questions, follow care plans and allow enough time for people to perform any tasks and movements they can independently. A person should never be overly handled or have reduced opportunity for independence to save time, due to insufficiently trained staff or because of unclear communication. 

An ergonomic approach is a central aspect of safe moving and handling, but that alone does not make for good practice, it is a multifaceted approach with the individual’s needs, choices, wellbeing, dignity and independence being supported throughout. 

As a health and social care worker, it is important to protect the safety of yourself and those in your care. Manual handling tasks can be big or small and involve moving and handling people, equipment or a variety of objects on a daily basis. The movements involved can lead to strains and injuries if done incorrectly and can have a direct impact on the quality of care and wellbeing of those involved, making it essential to adopt an ergonomic approach to all tasks to ensure best practice at all times.

Further Resources:

• What are Moving and Handling Policies in Health and Social Care: Guidance on Equipment
• 9 Ways to Help Promote Dignity in Your Care Home
• Ensuring Human Dignity and Respect in Nursing: A Checklist
• Using Technology in Health and Social Care
• Moving and Handling of People in Residential Care Course
• What is Skills for Care?
• Introduction to Safeguarding Adults Training

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