A rights based approach involves service delivery that places principles and values as central to all aspects of service planning, policy and practice. For example, social care workers are expected to treat each individual as an individual, respect and promote their individual views and wishes, and support their right to control their lives and make informed choices. It is a way of providing care that is centred around the individual, and not just their health or care needs. Individual-centred values support a rights based approach and cover the total care of the individual. The individual is the centre of their care, so they must be actively involved in all decisions regarding their care.
Mae dull gweithredu seiliedig ar hawliau yn golygu darparu gwasanaethau mewn ffordd sy'n sicrhau bod egwyddorion a gwerthoedd wrth wraidd pob agwedd ar y gwaith o gynllunio gwasanaethau, polisïau ac ymarfer. Er enghraifft, disgwylir i weithwyr gofal cymdeithasol drin pob unigolyn fel unigolyn, parchu a hyrwyddo barn a dymuniadau unigolion a chefnogi eu hawl i reoli eu bywydau eu hunain a gwneud dewisiadau gwybodus. Mae'n ffordd o ddarparu gofal sy'n canolbwyntio ar yr unigolyn, ac nid dim ond ei anghenion iechyd neu ofal. Mae gwerthoedd sy'n canolbwyntio ar yr unigolyn yn cefnogi dull gweithredu seiliedig ar hawliau ac yn cwmpasu holl ofal yr unigolyn. Yr unigolyn sydd wrth wraidd ei ofal, felly mae’n rhaid iddynt gael eu cynnwys ym mhob penderfyniad yn ymwneud a’u gofal.
Often carers will be supporting individuals when they are in a vulnerable position. The quality of care that is received depends on how carers can effectively support and meet the needs of the individual, having a sound knowledge of the individual and what their requirements are.
Knowledge, for example, can help the carer understand why individuals behave in the way they do. A care plan, based on an individual-centred approach, will help in understanding some of this.
Individual-centred planning involves seeing the individual being supported as the central concern. Carers need to find ways to support individual, not providing the same for everyone.
Rights based approaches, involving individual-centred planning, are a way of helping individuals to think about what they want now and in the future. They are about supporting individuals to plan their lives, work towards their goals and get the right support. They are a collection of tools and approaches based upon a set of shared values that can be used to plan with an individual, not for them. Planning should build the individual’s circle of support and involve all the individuals who are important in that individual’s life.
Yn aml, bydd gofalwyr yn cefnogi unigolion pan fyddant mewn sefyllfa fregus. Mae ansawdd y gofal a roddir yn dibynnu ar y ffordd y gall gofalwyr gefnogi a diwallu anghenion yr unigolyn yn effeithiol, gan feddu ar wybodaeth gadarn am yr unigolyn a'i ofynion.
Er enghraifft, gall gwybodaeth helpu'r gofalwr i ddeall pam mae unigolion yn ymddwyn fel y maent. Bydd cynllun gofal, sy'n seiliedig ar ddull gweithredu sy'n canolbwyntio ar yr unigolyn, yn helpu i ddeall rhywfaint o hyn.
Mae gwaith cynllunio sy'n canolbwyntio ar yr unigolyn yn golygu ystyried mai'r unigolyn a gefnogir sydd bwysicaf. Mae angen i ofalwyr ddod o hyd i ffyrdd o gefnogi'r unigolyn, nid darparu'r un gofal i bawb.
Mae dulliau gweithredu seiliedig ar hawliau, sy'n cynnwys gwaith cynllunio sy'n canolbwyntio ar yr unigolyn, yn ffordd o helpu unigolion i feddwl am yr hyn y maent am ei gael nawr ac yn y dyfodol. Y nod yw helpu unigolion i gynllunio eu bywydau, gweithio tuag at gyflawni eu nodau a chael y cymorth cywir. Yr hyn sydd dan sylw yw casgliad o adnoddau a dulliau gweithredu sy'n seiliedig ar gyfres o werthoedd a rennir y gellir eu defnyddio i gynllunio gydag unigolyn, nid ar ei ran. Dylai'r gwaith cynllunio ddatblygu cylch cymorth yr unigolyn a chynnwys yr holl unigolion sy'n bwysig yn ei fywyd.
The UK has numerous pieces of legislation, rules, regulations, policies, guidance documents and statutory codes of practice in place. All of which promote diversity, ensure equality and end discrimination. These are in place to promote everyone’s right to fair and equal treatment, regardless of their differences.
For example, the Human Rights Act 1998 covers many different types of discrimination, including some that are not covered by other discrimination laws. Rights under the Act can be used only against a public authority; for example, the police or a local council, and not a private company. However, court decisions on discrimination usually have to take what the Human Rights Act says into consideration.
To make Britain fairer and strengthen anti-discrimination laws, the Equality Act 2010 provides understandable, practical guidance for employers, service providers and public bodies to ensure that rights to fair treatment are promoted for everyone.
Yn y DU, mae nifer o ddeddfau, rheolau, rheoliadau, polisïau, dogfennau canllaw a chodau ymarfer statudol ar waith, ac mae pob un ohonynt yn hyrwyddo amrywiaeth, yn sicrhau cydraddoldeb ac yn rhoi terfyn ar wahaniaethu. Mae'r rhain ar waith er mwyn hyrwyddo hawl pawb i gael eu trin yn deg ac yn gyfartal, ni waeth beth yw'r gwahaniaethau rhyngddynt.
Er enghraifft, mae Deddf Hawliau Dynol 1998 yn cwmpasu llawer o wahanol fathau o wahaniaethu, gan gynnwys rhai na chânt eu cwmpasu gan ddeddfau eraill mewn perthynas â gwahaniaethu. Dim ond yn erbyn awdurdod cyhoeddus y gellir defnyddio hawliau o dan y Ddeddf; er enghraifft, yr heddlu neu gyngor lleol, ac nid cwmni preifat. Fodd bynnag, rhaid i benderfyniadau llysoedd ynghylch gwahaniaethu fel arfer ystyried yr hyn y mae'r Ddeddf Hawliau Dynol yn ei ddweud.
Er mwyn gwneud Prydain yn decach ac atgyfnerthu deddfau gwrthwahaniaethu, mae Deddf Cydraddoldeb 2010 yn rhoi canllawiau ymarferol dealladwy i gyflogwyr, darparwyr gwasanaethau a chyrff cyhoeddus er mwyn sicrhau bod hawliau i driniaeth deg yn cael eu hyrwyddo i bawb.
All the individuals working in health and social care must demonstrate their ability in putting diversity and equality into practice, ensuring the individual is at the centre of service delivery. By following a rights based approach, they are challenging discrimination against the individuals using care services, their families and fellow-workers.
The essence of a rights based approach is that it is unique to, and owned by, the individual being supported. But how do legislation and national policies support this? One example of this is the Mental Capacity Act (MCA) 2005.
It may be that the individual cannot always make decisions for themselves because of dementia, or a learning disability etc. The Mental Capacity Act 2005 is intended to support such times. It came into effect from 1 April 2007 and covers England and Wales. The Act provides a statutory framework for individuals who may not be able to make their own decisions because of mental disability. It promotes fair treatment for individuals who may be affected and protects the rights of some of the most vulnerable individuals in society. The Mental Capacity Act 2005 will help individuals to make their own decisions. It will also protect individuals who cannot make their own decisions about some things. This is called lacking capacity.
The Act tells individuals:
Rhaid i bob unigolyn sy'n gweithio ym maes iechyd a gofal cymdeithasol ddangos ei allu i roi amrywiaeth a chydraddoldeb ar waith, gan sicrhau mai'r unigolyn sydd wrth wraidd y gwasanaeth a ddarperir. Drwy ddilyn dull gweithredu seiliedig ar hawliau, bydd yn herio gwahaniaethu yn erbyn yr unigolion sy'n defnyddio gwasanaethau gofal, eu teuluoedd, a chydweithwyr.
Hanfod dull gweithredu seiliedig ar hawliau yw ei fod yn unigryw i'r unigolyn sy'n cael ei gefnogi ac yn eiddo iddo. Ond sut mae deddfwriaeth a pholisïau cenedlaethol yn cefnogi hyn? Un enghraifft o hyn yw Deddf Galluedd Meddyliol 2005.
Efallai na all yr unigolyn wneud penderfyniadau drosto ei hun oherwydd dementia, neu anabledd dysgu ayyb. Bwriad Deddf Galluedd Meddyliol 2005 yw helpu ar adegau fel hyn. Daeth i rym ar 1 Ebrill 2007 ac mae'n gymwys i Gymru a Lloegr. Mae'r Ddeddf yn rhoi fframwaith statudol i unigolion na allant wneud eu penderfyniadau eu hunain oherwydd anabledd meddyliol o bosibl. Mae'n hyrwyddo triniaeth deg i unigolion yr effeithir arnynt ac yn amddiffyn hawliau rhai o'r unigolion mwyaf agored i niwed mewn cymdeithas. Bydd Deddf Galluedd Meddyliol 2005 yn helpu unigolion i wneud eu penderfyniadau eu hunain. Bydd hefyd yn diogelu unigolion na allant wneud eu penderfyniadau eu hunain ynglŷn â rhai pethau. Gelwir hyn yn ddiffyg galluedd.
Mae'r Ddeddf yn dweud wrth unigolion:
Carers must aim to ensure that they provide an inclusive and rights based approach — in other words that their practice promotes equality and diversity, does not discriminate and shows respect for beliefs, choices, cultures, values and preferences.
It is important that carers are aware of their own attitudes and how it may affect their work. If, for example, their interactions with individuals are affected because they label or stereotype them, or hold a negative prejudice against them, they are likely to be accused of discrimination. If they make all the choices for the individual, they are not delivering a right based service.
Carers must keep prejudices to themselves and maintain a positive attitude towards everyone regardless of their differences. Carers should be respectful in their approach and show individuals that they value them for who they are.
Rhaid i ofalwyr anelu at sicrhau eu bod yn dilyn dull gweithredu cynhwysol sy'n seiliedig ar hawliau. Mewn geiriau eraill, rhaid i'w hymarfer hyrwyddo cydraddoldeb ac amrywiaeth, peidio â gwahaniaethu, a dangos parch at gredoau, dewisiadau, diwylliannau, gwerthoedd a hoffterau.
Mae'n bwysig bod gofalwyr yn ymwybodol o'u hagweddau eu hunain a sut y gallant effeithio ar eu gwaith. Er enghraifft, os bydd y ffaith eu bod yn labelu neu'n stereoteipio unigolion, neu'n eu rhagfarnu'n negyddol, yn effeithio ar y ffordd y byddant yn rhyngweithio â nhw, mae'n debygol y cânt eu cyhuddo o wahaniaethu. Os ydynt yn gwneud yr holl ddewisiadau ar ran yr unigolyn, nid ydynt yn darparu gwasanaeth seiliedig ar hawliau.
Rhaid i ofalwyr gadw eu rhagfarnau iddynt eu hunain a chynnal agwedd gadarnhaol at bawb, ni waeth beth yw'r gwahaniaethau rhyngddynt. Dylai gofalwyr ddangos parch bob amser a dangos i unigolion eu bod yn eu gwerthfawrogi oherwydd pwy ydyn nhw.
Carers need to build a rapport with individuals through a positive working relationship. This will ensure that all carers who are working with that individual are fully aware of their beliefs, preferences, needs and values. This co-productive approach will ensure that the individual is receiving a consistent approach to their care.
Increasing their understanding of why individuals think and behave as they do will enable carers to support them appropriately in exercising their rights and meeting their needs.
Carers should be able to implement the policies and procedures in practice in order to meet the needs of individuals, upholding their rights to fair and individualised care and support. By following relevant legislation and codes of practice, a team can work together, alongside other organisations, to ensure that each individual is having their specific needs met.
Mae angen i ofalwyr feithrin cydberthynas waith gadarnhaol ag unigolion. Bydd hyn yn sicrhau bod pob gofalwr sy'n gweithio gyda'r unigolyn hwnnw yn gwbl ymwybodol o'i gredoau, ei ddewisiadau, ei anghenion a'i werthoedd. Bydd y dull gweithredu cydweithredol hwn yn sicrhau bod yr unigolyn yn derbyn gofal mewn ffordd gyson.
Drwy ddeall yn well pam mae unigolion yn meddwl ac yn ymddwyn fel y maent, bydd modd i ofalwyr eu cefnogi'n briodol wrth arfer eu hawliau a diwallu eu hanghenion.
Dylai gofalwyr allu rhoi'r polisïau a'r gweithdrefnau ar waith yn ymarferol er mwyn diwallu anghenion unigolion, gan gynnal eu hawl i ofal a chymorth teg sydd wedi'u teilwra. Drwy ddilyn deddfwriaeth a chodau ymarfer perthnasol, gall tîm gydweithio, ochr yn ochr â sefydliadau eraill, i sicrhau bod anghenion unigol pob unigolyn yn cael eu diwallu.
Advocacy is the process of speaking up about an issue that is important to the individual. This can be either self-advocacy, where the individual speaks on their own behalf; or citizen advocacy, where a volunteer from a local advocacy group speaks on behalf of the individual.
Due to the complexity and sensitivity of some issues, advocates would be used within a professional capacity; for example, a solicitor or welfare rights consultant. This form of advocacy does not replace the likes of citizen advocacy or self-advocacy but works alongside it.
Eiriolaeth yw'r broses o leisio barn ynghylch mater sy'n bwysig i'r unigolyn. Gall hyn naill ai fod ar ffurf hunaneiriolaeth, lle y bydd yr unigolyn yn siarad drosto ei hun, neu eiriolaeth dinesydd, lle y bydd gwirfoddolwr o grŵp eiriolaeth lleol yn siarad ar ran yr unigolyn.
Oherwydd natur gymhleth a sensitif rhai materion, byddai eiriolwyr yn cael eu defnyddio mewn cymhwyster proffesiynol; er enghraifft, cyfreithiwr neu ymgynghorydd hawliau lles. Nid yw'r math hwn o eiriolaeth yn cymryd lle eiriolaeth dinesydd neu hunaneiriolaeth, ond yn hytrach yn gweithio ochr yn ochr â nhw.
Professionals, organisations and even family carers need to recognise the role and work of advocates in independently supporting individuals. An individual may be living in a care or supported setting, or with their family, and can still avail themselves of an advocate.
In all cases, the relationship is confidential to the individual and their advocate partner. Such partnerships can grow into long-term friendships which give much to supporting and safeguarding individuals and their interests, particularly if they live in a long-term care setting. All of these activities contribute to supporting a rights based approach by ensuring an individual’s voice is heard, irrespective of their communication needs or abilities.
Mae angen i weithwyr proffesiynol, sefydliadau a hyd yn oed gofalwyr teulu gydnabod rôl a gwaith eiriolwr o ran rhoi cymorth annibynnol i unigolion. Gall unigolyn fod yn byw mewn lleoliad gofal neu leoliad â chymorth, neu gyda'i deulu, a gall gael eiriolwr o hyd.
Ym mhob achos, mae'r gydberthynas rhwng yr unigolyn a'i bartner eirioli yn gyfrinachol. Gall partneriaethau o'r fath dyfu'n gyfeillgarwch hirdymor sy'n helpu i gefnogi a diogelu unigolion a'u diddordebau, yn enwedig os ydynt yn byw mewn lleoliad gofal hirdymor. Mae'r gweithgareddau hyn i gyd yn cyfrannu at gefnogi dull gweithredu seiliedig ar hawliau drwy sicrhau bod llais unigolyn yn cael ei glywed, ni waeth beth yw ei anghenion neu alluoedd cyfathrebu.
A complaint is an expression of dissatisfaction about an employees’ actions, lack of actions or the standard of service provided which may have breached the rights of the individual. A complaint could be one of the following:
Within the health and social care sector, a complaint is an expression of dissatisfaction that requires an investigation and a response. Concerns are softer, not so accusatory and might suggest how an issue could be improved or resolved.
Ystyr cwyn yw mynegiad o anfodlonrwydd â gweithredoedd neu ddiffyg gweithredu cyflogeion, neu safon y gwasanaeth a ddarparwyd a all fod wedi amharu ar hawliau’r unigolyn. Gall cwyn ymwneud ag un o'r canlynol:
Yn y sector iechyd a gofal cymdeithasol, ystyr cwyn yw mynegiad o anfodlonrwydd y mae angen ymchwilio ac ymateb iddo. Mae pryderon yn llai difrifol ac yn llai cyhuddgar, a gallent awgrymu sut y gellid gwella neu ddatrys mater.
Prevention is most definitely better than cure in relation to complaints and concerns. A well-organised setting with sound and effective procedures in place covering a wide range of service delivery and safety expectations to ensure the rights of individuals are met will receive fewer complaints and concerns.
Good communication with individuals ensures the information they need is available, and individuals should be aware that they do have the right to complain as they enter the setting and during their time there.
Policies regarding health and safety and care provision will all help the smooth running of a setting. They will also reduce the likelihood of misunderstandings or dissatisfaction leading to complaints or concerns.
Yn sicr, mae'n well atal cwynion a phryderon cyn iddynt godi yn hytrach na cheisio eu datrys wedyn. Bydd lleoliad trefnus sydd wedi rhoi gweithdrefnau cadarn ac effeithiol ar waith mewn perthynas ag amrywiaeth eang o ddisgwyliadau o ran darparu gwasanaethau a diogelwch er mwyn sicrhau bod hawliau unigolion yn cael ei cwrdd o ran yn cael llai o gwynion a phryderon.
Mae cyfathrebu'n dda ag unigolion yn sicrhau bod y wybodaeth sydd ei hangen arnynt ar gael, a dylai unigolion wybod bod ganddynt hawl i gwyno pan fyddant yn mynd i mewn i'r lleoliad ac yn ystod eu cyfnod yno.
Bydd polisïau mewn perthynas ag iechyd a diogelwch a darparu gofal i gyd yn helpu lleoliad i redeg yn esmwyth. Byddant hefyd yn golygu bod achosion o gamddeall neu anfodlonrwydd sy'n arwain at gwynion neu bryderon yn llai tebygol.
Complaints or concerns are to raise dissatisfaction in a service. This will benefit the individual as it may highlight an area that a carer was not aware of and can now make changes to accommodate them. Raising concerns and complaints also protects vulnerable people whose rights may be breached.
Mae cwynion neu bryderon yn codi anfodlonrwydd â gwasanaeth. Bydd hyn o fudd i'r unigolion oherwydd gellir tynnu sylw at rywbeth nad oedd gofalwr yn ymwybodol ohono, er mwyn iddo wneud newidiadau yn unol â hynny. Mae codi pryderon a chwynion hefyd yn diogelu pobl sy’n agored i newid yn ogystal â’u hawliau.
Support is given to try and resolve complaints and concerns at the earliest stage — this could be by offering advocacy or support to the individual if necessary. They will need to provide, if possible, a clear report of the outcome and information on what to do if the individual is not satisfied with the outcome.
Every individual and their family has the right to complain and to be supported to do so. They should not feel uncomfortable in doing so and this should not impact on the care they receive as a result of raising an issue. Allow time in a confidential area for an individual and/or their family to explain their concern. Write down word for word what the issues are in regards to. Make sure that once this information is forwarded to the relevant person within the organisation, that the complaint or concern is followed up and that all parties are informed of the outcomes.
Rhoddir cymorth er mwyn ceisio datrys cwynion a phryderon cyn gynted â phosibl, a gallai hyn fod drwy gynnig eiriolaeth neu gymorth i'r unigolyn os oes angen. Os oes modd, bydd angen i'r gweithiwr gofal lunio adroddiad clir yn nodi'r canlyniad a gwybodaeth am yr hyn y dylid ei wneud os nad yw'r unigolyn yn fodlon ar y canlyniad.
Mae gan bob unigolyn a'i deulu hawl i gwyno a chael cymorth i wneud hynny. Ni ddylai deimlo'n anghyfforddus wrth wneud hynny ac ni ddylai hyn effeithio ar y gofal a ddarperir iddo yn sgil codi'r mater. Caniatewch amser mewn man cyfrinachol i unigolyn a/neu ei deulu esbonio'r pryder dan sylw. Ysgrifennwch, air am air, yr hyn y mae'r mater yn ymwneud ag ef. Ar ôl i'r wybodaeth hon gael ei hanfon at y person perthnasol yn y sefydliad, sicrhewch fod camau dilynol yn cael eu cymryd mewn perthynas â'r gŵyn neu'r pryder a bod pawb yn cael gwybod beth yw'r canlyniadau.