Unity Health Care Solutions

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 inspection 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. Our conversations with the registered manager demonstrated they were committed and passionate about the service they delivered. Staff and leaders demonstrated a listening culture and were open to learning and improvements. Equality and diversity within the service was promoted. New staff received support and training which helped them to show those values in their daily work with people.

The service had inclusive leaders who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. The registered manager demonstrated they had the skills and knowledge to manage the service effectively. They did so with integrity, openness and honesty. Staff members all said the registered manager was “very approachable.” A professional commented, “The manager is very approachable, professional and caring.” A relative told us, “The manager is excellent, very easy to get on with and efficient,”

The registered manager fostered a positive culture where people felt they could speak up and their voice would be heard. Staff felt able to raise concerns and were confident action would be taken. Processes were in place for staff and people to speak up. The provider had a clear whistle blowing policy. Staff could raise concerns and the information about how to do this was available in the staff handbook. Staff meetings took place, and staff had the opportunity to share comments and give feedback. People were informed of the complaints procedure when they started to use the service. A staff member commented, “I definitely feel listened to. We can give feedback at supervision and at staff meetings.”

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. Staff told us they were treated equally and did not experience any discrimination. They told us they felt valued and respected in their roles. They said they felt supported by the management, some said they were well-supported personally when needed.

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 acted on the best information about risk, performance and outcomes, and share this securely with others when appropriate.

The registered manager understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement. Staff worked alongside other professionals to ensure appropriate support was provided. Professionals’ comments included, “I have always found this care provider good to deal with” and “Unity has been providing support to a few of my clients for a while and I have nothing but praise for them. My clients have had previous agencies in, and this has not worked and when Unity arrived this all changed.”

The registered manager 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. They actively contributed to safe, effective practice and research. A staff member commented, “When we have done some training we share with other staff, what we have learnt at staff meetings.”