Ethicare

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

Well-led – this means we looked for evidence that service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture. This is the first assessment for this service. This key question has been rated good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

This service scored 75 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The service had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities. Staff told us that they felt the service was very well-led, “Ethicare’s commitment to supporting both the individuals we care for and the staff members is highly commendable.”

The service had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. The service manager, quality manager and the nominated individual were all passionate about ensuring the delivery of good quality care and support. Staff told us that they felt the service was well-led with members of staff telling us, “[The management team] is approachable and responsive to concerns or issues.”

The service fostered a positive culture where people felt they could speak up and their voice would be heard. Policies were in place that enabled staff to speak up and be heard. Members of staff told us they were happy working for Ethicare and felt able to discuss any issues with the management team.

The service valued diversity in their workforce. They work towards an inclusive and fair culture by improving equality and equity for people who work for them. There were systems and processes in place to listen to staff and provide support to them. Staff were all treated equally and fairly.

The service had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They act on the best information about risk, performance and outcomes, and share this securely with others when appropriate. Regular checks and audits were carried out by the provider to ensure people received the good quality care they needed.

The service understood their duty to collaborate and work in partnership, so services work seamlessly for people. They shared information and learning with partners and collaborate for improvement. The service worked closely with health and social care professionals in the local community. The management team were actively involved in a wider forum of local providers where best practice and innovation was shared and discussed.

The service focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. There was a culture of learning and improvement in the service that was supported by regular staff supervisions and team meetings. Members of staff confirmed they knew how to report accidents and incidents to managers and the management team were accessible, responsive and supportive.