Executive Manager People and Culture, Nicki Dyson and Quality and Safeguarding Lead, Rosemarie Dravnieks were invited to share Interchange’s values driven approach to dignity of risk at the NDS Virtual Conference 2021. Let’s have a look at a few key points from their presentation.
Interchange Values
Interchange is a value driven organisation and our values reflect in everything we do.
Individuality – valuing people, staff, partners and services.
Individuality is at the heart of our organisation. We listen, and actively strive to provide flexible, tailored services to assist people to achieve their personal goals.
Respect – valuing choice, culture, and diversity.
Everyone is equal and has the right to lead a good life. Through open communication, embracing diversity and valuing choice we respect every person all the time.
Empowerment – valuing abilities, goals, and learning.
People are entitled to make their own choices. We bring our experience and understanding when called upon. We know when to step up and when to stand back, so everyone has a chance to shine.
Belonging – valuing relationships and shared places
Like peas in a pod, we are all the same at heart, and we belong together. Our community is one of acceptance and strength where everyone has a valuable contribution to make. Together we are stronger. Together we form a community of acceptance and opportunity.
Our Value-based Recruitment
Without our employees we would not be able to do the things we do. We value our people, we listen, and we share their stories. We look for growth, development opportunities and career progression.
Our employee journey starts with values-based recruitment. We have a tailored induction program as part of a 6-month probationary period and we have support strategies to ensure our employees have opportunities for reflection, learning and support.
Throughout their Interchange journey, we offer our teams access to timely and up to date information via technology to make their support roles more efficient and provide ongoing training opportunities. We keep an open ear about concerns that arise and offer help with any challenges they may face through a familiar Neighbourhood support team around them.
How does Interchange manage Risk?
When joining Interchange as a new customer we identify the person’s strengths, what they would like to achieve, their needs, and potential risks. We closely look at the person’s individual plans, such as medication, positive behaviour support and risk management, and consider their individual requirements, employee training requirements and funding available to provide safe and effective supports. This identification of risks and hazards is not only limited to the person we support but also their close contacts.
The information we gather is saved in our Customer Record System and accessible to the person’s support staff. All Interchange employees are matched and inducted before supporting a customer, to ensure they have the skills, competencies to understand any specific needs the person might have. Support plans, case notes and incident reports are continuously updated and accessible to employees in real time to ensure quality services are provided.
The Importance of Understanding Restrictive Practice
A Restrictive Practice is any practice or intervention that has the effect of restricting the rights or freedom of movement of a person with disability. These include seclusion, chemical restraint, mechanical restraint, physical restraint, and environmental restraint.
Read more about Restrictive Practices HERE.
To assure quality and compliance of any Restrictive Practice, every plan proposal for the people we support is reviewed by an external Quality Assurance Panel. Until this step is finalised a Restrictive Practice remains unauthorised. There is also ongoing training and supervision of staff to ensure they are familiar with the plan and know how to implement strategies.
The overall aim remains to reduce the use of Restrictive Practices.
Duty of Care & Dignity of Risk – a Balancing Act.
Educating Interchange employees in a variety of skills is key to helping them understand how to balance risk and choice. At Interchange, we always encourage our Support Workers to ask for help whenever they have questions or feel uncertain.
It’s not just our employees who need information. We often find that the people we support and their families feel confused and seek reassurance. We provide clear explanations to help them understand the legal differences between Restrictive Practices, Duty of Care, and Dignity of Risk.
The goal always is to find a balance between your Duty of Care and Dignity of Risk. Our top priority is, and remains, the customer’s choice and control as well as their safety! Rosemarie Dravnieks
If you have any questions about this topic, please contact us at hello@interchangewa.org.au.
Duty of Care and Dignity of Risk – Sharon’s Story
Sharon is a young Aboriginal woman in her late 20s. She experienced a troubled youth, struggled with violence, and was incarcerated in 2017. After two years in prison, Interchange began supporting Sharon in her transition back into the community. Upon her release, she had restrictions in place and required support staff with her 24 hours a day, 7 days a week.
During our initial assessment, we identified that Sharon needed significant support to manage her relationships, cope with fear and anxiety, defuse anger and stress, and take care of her personal needs. We also recognised behaviours of concern, including drug use and the risk of harm to herself or others. With help from Sharon’s immediate family, behaviour practitioners, and the justice department, we built an individualised team around her.
As Sharon grew to trust her team, she advocated for herself and demonstrated that she didn’t need as much support. We gradually reduced her staffing ratio, which made Sharon feel proud and empowered. With more control, privacy, and independence, she began to work towards a more normal and fulfilling life.
Previously housebound, Sharon accepted encouragement from her team to explore the community. She began visiting Kings Park, a place where she feels a deep connection to her Aboriginal heritage. Today, Sharon paints, creates artwork, and independently uses public transport to visit local parks, the city, and the beach.
Her team also supported her to reconnect with family. Her family life has greatly improved—she now speaks with her grandmother every day and visits her fortnightly. Sharon is actively building her place in the community, working on developing social relationships and friendships, and aiming to join her local basketball team.
