Wide Care Limited

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 newly registered 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 68 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The provider 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. The provider’s organisational values were in alignment with CQC’s ‘right support, right care, right culture’ principles.

The provider 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. During the onsite assessment the registered manager became unavailable due to unforeseen circumstances, and we saw the other leaders at the service stepped in to take responsibilities and this did not have an impact on the service delivery.

Overall, the provider fostered a positive culture where people felt they could speak up and their voice would be heard. A staff member told us, “I feel I can speak to management and my senior when I want, and I speak regularly with them.” However, one staff member told us they did not always feel comfortable speaking to different leaders. They said, “I know if I spoke to the other seniors, it would probably just become a tick box exercise.”

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them. One staff member said, “We have good discussions between staff. We can also speak to managers when we need to and speak about anything, they are very open.”

The provider 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 shared this securely with others when appropriate. However, some systems and processes required further development, for example, the MCA assessments in some of the care plans required further work. We had discussion with leaders, and they were already taking action to improve these areas.

The provider understood their duty to collaborate and work in partnership, so services work seamlessly for people. They shared information and learning with partners and collaborated for improvement. Professionals confirmed the provider worked with them to develop and improve the care for people.

The provider 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 continuous improvement plan was in place for the provider to help achieve this goal.