Posted on

Making policy: exploring care work and poverty

**Register via Eventbrite here**

The UWS-Oxfam Partnership is inviting a wide range of stakeholders for a discussion about what needs to change in Scotland to ensure we have fair recognition of care work, achieve an equal redistribution of caring responsibility, and ensure the representation of parents and carers in decision-making when it comes to making care policy.

From those working in the paid childcare and health and social care sectors, to parents and unpaid carers of people with additional needs – everyone has a different experience of how important paid and unpaid care work is to our households and communities, but also how it can be undervalued by society and how it can trap people in poverty. The Forum seeks to capture these experiences, in particular from those whose voices are often not heard – members of local grassroots organisations, community groups, health and social care providers, child care providers, and anti-poverty campaigners.

The Policy Forum will focus on the following questions with the intention of informing the UWS-Oxfam Partnership’s research and advocacy agenda. Also, the Partnership hopes that the discussions bring up ideas for collaborative research and advocacy projects between the Partnership and the invited participants and their organisations and communities:

  1. What are the key issues relating to care and work (or care-work) that can mean those with a caring role are at higher risk of poverty?
  2. In relation to these issues, what kinds of evidence drives change?
  3. What research could the UWS-Oxfam Partnership contribute to this topic, in collaboration with participants?
  4. Beyond the evidence: in what other ways can we shift the terms of the debate around care, work and poverty?

The Policy Forum will be highly interactive and participant-led and will be introduced by the following speakers:

Dr Vanesa Fuertes (Researcher at UWS): Vanesa has, in her research on barriers to and disadvantages in the labour market, focused on the impact of care responsibilities on individuals and households, and on the suitability, affordability and availability of care services. She found that both impact on individuals’ current and future finances, careers, and opportunities.

Dr Greig Inglis (Researcher at UWS): Greig has conducted research into the health, wellbeing and post-secondary school expectations of young carers. He used data from the NHSGGC Schools Survey and will discuss the value of secondary analysis of large-scale datasets to generate evidence and argue for policy change.

Rhiannon Sims (Research and Policy Officer, Oxfam Scotland): Rhiannon is leading on Oxfam’s domestic poverty programme in Scotland with its strategic focus on the value of care work. She will share insights from the ‘Four Rs’ approach taken by Oxfam in its international ‘We-Care’ programme and the relevance of this to policy in Scotland.

Dr Hartwig Pautz (Researcher at UWS): Hartwig has conducted research on ‘decent work’ and will address how research evidence was used to lobby the Scottish Government to make changes in policy – also so that people working in the care sector experience higher job quality and so that unpaid carers have the chance to balance their responsibilities with their need for ‘decent work’.

The event is organised by the UWS-Oxfam Partnership. The Partnership brings together academics, the third sector, policy practitioners and other stakeholders to discuss and promote our shared vision of a more equitable, sustainable and socially just Scotland.

**Register via Eventbrite here**

Practical information about the event

This event is free. The Partnership will be able to reimburse travel costs. There will be light lunch provided.

The event takes place in Room P116 in the P Block on the University’s Paisley Campus. The crèche facilities will be in Room G114. Room P116 is best found from the University’s entrance on Storie Street. Room G114 is in the Gardner Building off George Street. Please note – there was no demand for creche places so that they will now not be offered.

Please find a campus map here: Campus map Paisley. P Block can be found on the second page, at the centre of the Campus and near its Storie Street entrance.

The campus is a 10 minute walk from Paisley Gilmour Street station, and a 10 minute walk from Paisley St James station. Paisley Gilmour Street is 10 minute train journey from Glasgow Central; Paisley St James is a 20 minute train journey. There is limited parking around the campus and there is a multi-storey car park on Storie Street. We have reserved some parking spaces on campus for those with mobility needs.

Should you need a parking for duration of the event and/or parking, please indicate this in the registration. Should the event show as fully booked, please contact the local organiser to be added to a waiting list. Due to the format of the event, we can only accommodate a certain number of participants. Local organiser: Dr Hartwig Pautz ([email protected] – 0141 848 3770 – 07913929748)

 

Posted on

Workforce well-being blog by Jacqui Neil – Workforce Lead for Nursing

2020 is the ‘International Year of the Nurse and Midwife’ so it seems the right time for my first ever nursing blog. These will continue each month to celebrate the contribution and dedication of our nursing and care staff across Scotland.

This year offers the prime opportunity to hear about the spectacular work that is happening across our care homes in Scotland ,and to showcase this through our Nursing Blogs and to get our talented staff involved by being guest speakers, and take on the Nightingale Challenge.

Our aim at Scottish Care is to provide a topical platform for updates to keep staff informed and to support employers, and through our staff guest speakers to inform the wider care sector that this sector offers fantastic career opportunities for staff at all levels, and delivers quality care to our residents across Scotland.

January’s blog is looking at Workforce Wellbeing, as it’s the start of the year, and it’s important that all our staff take time to think about their own health and wellbeing, to ensure safe and quality care to their clients/residents.

The social care workforce in Scotland is predominantly female and organisations like Scottish Care have long argued that the way in which the workforce is treated in terms of fair work practices, equal pay and other related matters is often one rooted in a discriminatory approach and is evidence of gender segregation. Research indicates that gendered ageism seems to be the cause of many problems women experience whilst working. This will require a change in prevailing values, beliefs and norms within organisations. Viewing the treatment of female staff through a human rights lens would have a significant impact on the retention of staff.

In light of this I have decided to look at Menopause in the Workplace due to the fact that 86% of the workforce are women and to promote awareness of how managing this can improve retention of staff and reduce the days lost to sickness absence.

The average age of the workforce employed and applying for posts in the care sector is 46 years and above. Many are likely to be mothers, grandmothers or informal carers, alongside choosing to work in an extremely physically and emotionally demanding workplace.

Being aware of this and also that staff may also be experiencing issues as a result of bereavement (personally and or/at work), financial pressures, or other health conditions, is important and knowing that all of this could escalate their menopausal symptoms. Beyond the menopause, the lack of certain hormones in women can lead to increased risk of brittle bones and heart disease.

According to the National Statistics Department (NSD) the average age of women experiencing the menopause is 51 years, although this can happen much earlier for some women, with 1 in every 100 being under 40 years. Nationally there are 3.5 million women over 50 in the workplace and this is set to increase due to the increased retirement age.

The Care Inspectorate’s recent report found women workers over 50 years account for 45% of care workers. This therefore means that a significant amount of women working in care are experiencing symptoms in relation to the menopause, and for some these are very significant and impact on their work and personal lives. It is therefore paramount that this issue is recognised and understood so we can ensure that the working environment is supportive, and that staff feel secure and valued.

The true impact of this is under-reported as many women do not seek help, despite experiencing severe physical and psychological symptoms such as anxiety, depression, loss of confidence as well as severe fatigue and difficulty sleeping. At a time when the care sector is in crisis in relation to recruitment and retention of staff, it is key that the staff who are employed take responsibility, and feel empowered to raise this if they are experiencing menopause symptoms that are impacting on their job.

Findings from a new national report revealed that over 370,000 working women in the UK aged between 50 and 64 admitted they have left, or considered leaving their career, because dealing with the symptoms of the menopause in the workplace was too difficult. As in the NHS, staff absence in the independent care sector for short and long-term absences is increasing in this age group, with data suggesting 1 in 4 experiencing menopausal symptoms consider leaving their jobs. Moreover, in a recent study involving a 1000 women, nearly a third of women surveyed (30%) said they had taken sick leave because of their symptoms, but only a quarter of them felt able to tell their manager the real reason for their absence.

Presenteeism is highlighted as a bigger issue than absenteeism in some areas, as staff are fearful of being reprimanded for being off sick. Especially when many are being managed through inappropriate HR policies, with a lack of occupational health support, which not only prevent staff caring for their own health, but also can negatively impact on the quality of care provided to residents/clients.

This can be achieved by developing more support and by introducing mandatory equality and diversity training around age and gender. This may include the implementation of policies around menopause related absence and flexible working arrangements, as well as encouraging informal women’s support networks across the workforce.

The Equality Act (2010) protects women against workplace discrimination on the basis of sex or age, whilst other pieces of legislation place a general duty on employers around Health and Safety and the welfare of workers.

Recent figures have shown that women aged 50 to 64 are the fastest growing economically active group, and therefore have the potential to support the social care recruitment crisis if they are encouraged to join the workforce and managed and supported to be at work.

The employee should adopt a self -management approach and consider ways to ensure that they are looking after their own health and well-being:

  • Keeping hydrated in line with the RCN’s ‘Rest Rehydrate Refuel’, which campaigned to ensure staff get nutritional breaks. Ensure breaks are taken, it’s in no one’s benefit to work on.
  • Uptake of the flu vaccine remains considerably low, even in the NHS where staff can access free. This needs to be available to all care staff working with vulnerable adults as this prevents unnecessary short-term absences. It’s not too late ……
  • You don’t need to join the gym, go for a walk.
  • Eat healthier / Drink responsibly
  • Seek help with smoking cessation.
  • Mental health and wellbeing information guidance.

The following is a list of organisations/websites that offer valuable help and support to women suffering the symptoms of the menopause:

  • British Menopause Society: http://thebms.org.uk
  • Menopause Matters: www.menopausematters.co.uk
  • NHS: www.nhs.uk/conditions/menopause
  • Menopause.org.uk: www.menopause.org.uk

Employers should consider positive changes within the working culture and environment to alleviate the difficulties for women to enable attendance at work, and when absent are able to be supported back to work at the earliest opportunity:

  • Encourage all managers to undertake a course to deal with this, and to take account of the menopause transition. This would be a positive step to improving retention and days lost through sickness absence. The 2013 TUC report, Supporting working women through the menopause, found that 45% of managers did not recognise the problems associated with the menopause.
  • More recently according to the Wellbeing of Women Survey (2016) despite employers requiring an inclusive workforce, around two thirds offered no specific support to women experiencing difficulties related to the menopause.
  • Ensure supervision meetings. The Strathclyde’s Scottish Centre for Employment (SCER) research findings and interviews found that care workers valued supervision as a source of support and an opportunity to reflect on practice.
  • Managers and colleagues should be more understanding, including education for ALL members of the workforce.
  • Option of flexible working hours and time off for appointments.
  • Provision of a quiet, cool room with fan to allow staff time out.

Finally in 2019 the Laura Hyde Foundation  launched a well-being badge for nurses to wear  that states ‘Ask me how I am’,  in a bid to allow the public  to consider the staff wellness.

 

Jacqui Neil

National Workforce Lead for Nursing, Scottish Care

Posted on

An introductory blog from our National Workforce Lead for Nursing – Jacqui Neil

It’s now 3 months since I took up my new post with Scottish Care as National Workforce Lead for Nursing , I feel revitalised and reconnected to Nursing,  and so proud to be a nurse in the ‘International Year of the Nurse’. As you will be aware 2020 marks 100 years of nurse registration, and 200 years since Florence Nightingale and a team of nurses improved the unsanitary conditions at a British base hospital, reducing the death count by two-thirds, which led to worldwide health care reform.

Subsequently Care Home nursing has evolved to meet the increasing demands and changing demographics of older people and will require to continue to evolve in light of the numbers of older people predicted to continue to rise up until 2035. Demographic change is complex, with links between the different drivers of demographic change, and a range of social and economic factors which can impact on trends, leaving projections open to uncertainty . Transformational change and leadership is therefore paramount for sustainability of the workforce.

Networking with front line staff who are delivering first class care and compassion within extremely challenging times, alongside working with strategic stakeholders has confirmed the importance of having a shared goal of improving the profile of care home nursing.

Prior to taking up this post I had a 32 year NHS career managing staff groups across acute and predominately community nursing, taking up my first staff nurse post in 1990 , then working as District Sister, Clinical Team Leader and finally as Service (Locality) Manager within  a HSPC.

Despite not having worked within the independent sector I have had strong partnership alliance with the third and independent sector throughout my career.

Working on improving the recruitment and retention of staff within the care sector at a strategic level allows the opportunity to make a difference at service level. Be reassured that I am fully committed to raising and transforming the profile of nursing, and the quality of care provided within the sector through strong leadership.

In September the pre reg nurse training will ensure all students will have a placement within a care home and it’s up to the staff to make it a memorable rewarding experience, that hopefully will see a trend in more newly qualified nurses seeking to work in care home nursing, and see it a positive long-term career opportunity.

Do not hesitate to contact me if there are any workforce or nursing issues concerning you. It’s important that I am focused on areas of concern that are an issue to service delivery, quality and client safety.

My nursing blogs will start this month starting with Workforce Wellbeing and will continue throughout the ‘Year of the Nurse’  to encourage staff to get involved and undertake the Nightingale Challenge. If you have any topics that you would like highlighted please get in touch by email [email protected] or Twitter @TransformNurse.

 

Jacqui Neil

National Workforce Lead for Nursing, Scottish Care

On a separate but related note, Tom McEwan from UWS will be hosting a webinar on Friday 17 January at 11:30 am to discuss the new pre reg nursing programme, as well as their proposed pilot of care home placements around their 4 campus areas – Ayr, Lanarkshire, Paisley and Dumfries. They are currently looking for care home providers to nominate themselves to take part in this pilot. Please click here to find out more.

Posted on

Healthcare Associated Infection (HCAI) and Antimicrobial Resistance (AMR) Policy Requirements

Scottish Care has received the letter below from the Scottish Government confirming the  Healthcare Associated Infection (HCAI) and Antimicrobial Resistance (AMR) policy requirements.

Some of the elements will only apply to the NHS boards however parts are best practice for the social care sectors such as the application of the NIPCM is best practice and apply the HIIAT scoring of incidents and outbreaks. 

There are also some important links within the document such discussing antimicrobial resistance and the UK five year action plan 2019-2024.  Also the toolkit for managing CPE in Scottish non acute settings. 

There is detail within this DL for the social care sector.

HCAI - DL (2019) 23 - Mandatory HCAI and AMR Policy Requirements - final - December 2019 (002) (002)

 

Posted on

NES Bereavement Charter Consultation Events

NHS Education for Scotland are organising a number of Bereavement Charter Consultation Events in February and March with dates as follows:

  • Friday 21st February 2020 10am-12pm (Venue to be confirmed)
  • Friday 13th March 2020 10am-12pm (Venue: NES Edinburgh)
  • Monday 23rd March 2020 10am-12pm (Venue: NES Edinburgh)

Further details will be available soon.

If you wish to attend these consultation events please contact [email protected]. 

Posted on

Webinar: UWS Pre-Reg Nursing Programme and Pilot – 17 Jan

Tom McEwan – Practice Learning & Partnership Lead (School of Health & Life Sciences), University of West Scotland – will be hosting a webinar discussing about the university’s pre-reg nursing programme and their proposed pilot. This webinar will take place on Friday 17th January at 11:30 am. This webinar is aimed at care home providers around the four university campus areas – Ayr, Dumfries, Lanarkshire and Paisley. 

During this session, Tom will give an overview of the new nursing curriculum from September 2020 and the changes to the NMC standards. He will then discuss the benefits and importance of having student placement experiences in care homes and speak about the proposed piloting of said placements in the four UWS campus areas. UWS are currently looking for care homes to nominate themselves for this pilot. 

Link to join webinar: https://zoom.us/j/943379791

Webinar ID: 943-379-791

Posted on

Imagine a Decade of Care: a new year blog from our CEO

As doors of all sizes, shapes, and colours open up across Scotland to welcome in the first foots of the year; as peat, log and paper kindle an open hearth, as hand and hug, food and drink foster hospitality and welcome, so we find ourselves standing at the brink of a new decade. What to say at such a point in a blog for the New Year?

It would be the folly of futility to try to prophesise what this decade will bring. Indeed, at its edge we are witnessing almost unapparelled times of political uncertainty and societal challenge and no little fear and discomfort. But in the spirit of the optimism and hope with which we traditionally greet the new year as Scots, I for one would want to be positive and optimistic for to be any other is to bring into life the darkness that risks our tomorrows. So, what of social care? I would like to imagine and hope that this will be a Decade of Care.

I imagine a decade where women and men who do the astonishing job of caring for others, whether as a family member or as a paid professional, will be recognised as the vibrant heart of our country not as is so often the case as a drain and drudge. Where they will be properly remunerated and resourced either by appropriate respite and support or by being paid a wage, which is not just about ‘living’ but about being valued and affirmed, being able to dream their own dreams and live out their own future.

I imagine a country which turns the tables on what is considered to be of fiscal value and sees that those who care for others, those in our people sectors as the true entrepreneurs and navigators of our nation’s future; where the economic value of social care is not just talked about but that we consciously choose as a society to invest in, to finance and support the innovation and growth of our care sector.

I imagine a decade where we will be able to shape the way in which technology can enable us to be better at caring, to be more present when we need to be, which frees people up to care and which reduces the drudge of the practical. The 2010s have seen enormous progress. It was that decade which brought us technology as diverse as the iPad, driverless cars, smart devices by the score and 3D printing. Who knows what the 2020s will offer. But I want to hope that all innovation will be rooted in an ethical and human rights framed understanding that commits to the human and the personal, to citizen autonomy and control over data; and for each of us, but especially those who require care and support, to be the directors and leaders of their lives and not actors to someone else’s script.

I imagine a society which finally takes seriously the environmental and natural challenges we are all going to have to address. A Scotland where we do not just leave it to our children to be the campaigners for our planet. Admittedly the care sector has much to do in this regard, but this decade will have to be one which reduces waste, replaces unnecessary use of plastics, transforms our use of energy  and which makes being green a core part of what it means to care.

I imagine a society which does not just talk about human rights in pious platitudes and political catchphrases, but which acts to enshrine the rights of others at the heart of all we do and who we are. Where dignity, fairness, respect and choice are ethical values which are also underpinned by the robustness of legal recourse. Where we do not just talk the talk by passing great legislation in our Scottish Parliament but robustly enable change to happen through progressive work on issues like self-directed support, mental health legislative reform, palliative and end of life care and bereavement support, and every other piece of work that enables citizens to lead, removes power from vested social and political interest and truly democratises the way we do things.

So, I have no shortage of imagination as I stand on the edge of the decade – but that is not enough. Imagination has to be rooted in a determination to do different and be better. Imagining tomorrow starts with struggling with the issues of today.

For me in the work I do those struggles are against the discrimination of the old who are too often treated as if they are ‘has beens’ with nothing to say, contribute or change. It means challenging the cult of youth by recognising the mutuality of community, the inter-generational nature of belonging and the inter-dependency of all. It means challenging the easy complacency which inadequately resources and funds the costly task of care. It means the end to a naivety which thinks that quality care and compassion can be bought on the cheap and delivered on a shoestring. It means giving real power to citizens and real choice, not the creating of one-size fits all solutions or the drawing back of choice on the questionable presumption that Mother State knows what is best for you. It means shouting down the casual excuses of ‘It’s Aye been done like that’ ‘It’ll no work here’ or ‘We’ve tried it afore.’ – these three sisters of Scottish passivity – which are holding back so much across Scotland that is innovative, progressive, challenging and new.

To imagine a decade of care is to imagine a time where all those with something to say are heard and listened to; where those who struggle to be heard because of disability or self are able to find voice and recognition; where the scars of mental health are recognised and reshaped regardless of age; where the emptiness of a lonely life is populated with the presence of others; where personal purpose and meaning unleash the shackles of addiction and dependency; where the stranger is seen not as an outsider but as the one whose presence shapes our communities; where the contribution of those who are migrant and new citizens is celebrated and valued; where we no longer debate difference as the means of creating identity but where inclusion and openness foster belonging and citizenship.

I hope with others to reach a 2030 having contributed my own small share to creating a Decade of Care.

Bliadhna mhath ùr agus deichead ùr sona

Happy New Year and Happy New Decade.

Dr Donald Macaskill

CEO, Scottish Care

 

 

Posted on

Scottish Care Webinar: Disclosure Scotland – 13 Feb

Jillian Cole – Customer Engagement Manager, Disclosure Scotland – will be guest speaking Scottish Care’s next webinar, which will take place on Thursday 13 February, 11:00 am. In this session, Jillian will provide an update of the work of Disclosure Scotland, and changes to make application process easier. She will also answer questions that members may have about the process – such as the length of time taken to process applications – particularly at these challenging times in recruitment and retention of staff.

Joining link: https://zoom.us/j/361963011

Webinar ID:361-963-011