What are Values in Health and Social Care?

Values guide every aspect of practise in health and social care. They shape decision-making, influence relationships with service users, and define organisational culture. Values set standards for how care is given, helping everyone treat each other with respect and fairness. When professionals know and demonstrate their values, service users receive safe, person-centred support—no matter their background or needs.

People from a range of backgrounds use health and social care services in the UK. Supporting them effectively means recognising what is important to them. Shared values create consistency and trust between professionals, service users, carers, and families. They matter in every role, from frontline carers to administrators.

What is the Meaning of Values?

People talk about ‘values’ in different ways. In health and social care, values refer to the beliefs and ideas seen as most worthwhile in providing support. These beliefs influence attitudes, behaviour, and priorities at work.

Values can be personal or professional. Personal values shape how individuals behave based on their own experiences and upbringing. Professional values are those expected in a workplace, guided by laws and official codes of conduct. Sometimes, the two overlap or even come into conflict. When this happens, staff must always put professional values first.

Values in this sector focus on every person’s rights, wellbeing, and independence. Organisations such as the NHS, the Care Quality Commission (CQC), and the Health and Care Professions Council (HCPC) outline what service users can expect. These frameworks guide practice across the UK.

Core Values in Health and Social Care

Certain values appear in almost every policy, code of conduct, and training programme for the sector. These core values guide safe and respectful practice:

• Dignity and Respect
• Equality and Diversity
• Privacy and Confidentiality
• Empowerment and Choice
• Person-Centred Care
• Working in Partnership
• Compassion
• Accountability and Responsibility
• Safety

Each of these values serves a unique role but together, create a supportive and ethical environment.

Dignity and Respect

Everyone deserves to be treated with worth. Dignity involves recognising someone’s values, identity, and preferences. When a care worker knocks before entering a room, listens without judgement, or involves someone in their own care, they show respect and maintain dignity. Without this, people can feel invisible, ignored, or even abused.

Language matters. Calling service users by their chosen name, explaining procedures, and offering choices all help protect dignity.

Equality and Diversity

Diversity means recognising that people come from many backgrounds, hold different beliefs, and have unique needs. Equality is about treating everyone fairly and giving everyone the same level of service.

Discrimination based on gender, race, disability, age, religion, or sexuality is against the law. Services must challenge discrimination and promote inclusion actively.

Examples include:

• Providing interpreting services for people who speak other languages
• Allowing flexibility around religious observances
• Adjusting buildings for people with physical disabilities

Privacy and Confidentiality

Privacy is about protecting personal space and information. It stops others from seeing or hearing things without permission. Confidentiality relates to how information is handled—only sharing it with those who need to know.

Maintaining privacy and confidentiality fosters trust. People feel safe to talk about sensitive topics, knowing information will not be shared without their consent.

Practices supporting privacy:

• Closing curtains when providing personal care
• Speaking quietly when discussing sensitive matters
• Keeping records locked away or password protected

Breaching someone’s privacy or confidentiality can cause distress and lead to legal consequences.

Empowerment and Choice

Empowerment happens when people feel in control of their own lives. Staff support this by offering choices and encouraging involvement in decision-making. Even small choices—what to wear or when to have a meal—help build self-esteem and independence.

Empowering service users respects their right to make choices, make mistakes, and live according to their own preferences.

Practical ways to encourage empowerment:

• Asking about wishes before making plans
• Involving people in meetings about their care
• Supporting people to speak up for themselves

Person-Centred Care

This means putting service users at the heart of every action, policy, and decision. Rather than following routines rigidly, staff focus on each person’s story, strengths, and choices. Person-centred care recognises the whole person: physical, emotional, cultural, and spiritual needs.

Features of person-centred care:

• Setting care goals together with the service user
• Respecting individual routines and favourite activities
• Adapting support to match changing needs

Working in Partnership

Good health and social care rely on teamwork. Professionals, carers, families, and service users all play roles. Making sure everyone works together improves outcomes and prevents misunderstandings.

Effective partnership working means:

• Listening to other people’s opinions
• Sharing information appropriately
• Coordinating services for a joined-up experience

Barriers, like communication breakdown, need managing so that everyone’s perspective gets valued.

Compassion

Compassion involves recognising distress or discomfort and responding with care and understanding. Compassionate professionals notice when someone is worried, in pain, or upset. They offer comfort, reassurance, and practical help when needed.

Kind words, gentle touch, and genuine listening all demonstrate compassion. People receiving care are often vulnerable, so little acts of kindness can make a big difference.

Accountability and Responsibility

Every worker in this sector must take responsibility for their actions. This value means being honest when things go wrong, learning from mistakes, and reporting concerns. Being accountable helps maintain public trust in services.

Professionals:

• Record information accurately
• Report errors or incidents promptly
• Follow policies and procedures
• Seek help if unsure

Accepting responsibility protects both service users and staff.

Safety

One value threads through all health and social care activities: safety. Professionals safeguard people from harm by following the law, spotting risks, and promoting safe environments. This means everything from proper infection control to handling medication correctly.

Practices that support safety:

• Checking equipment
• Wearing gloves and aprons
• Supervising vulnerable people
• Carrying out risk assessments

Workers have a duty to raise concerns if they spot dangers.

Values in Everyday Practice

Values guide every decision made, from big choices about treatment to daily conversations.

Example:

A care assistant is supporting a woman who wishes to wear traditional clothing for cultural reasons. Respecting this value might mean adjusting care routines or sourcing special laundry products. The assistant should communicate openly to support her needs and make her feel valued.

Another example: two service users have different meal preferences. Offering both choices rather than imposing a standard menu promotes both empowerment and dignity.

Why Values Matter

Living by values is not simply an optional extra. They are required by law and expected in codes of practice. When staff genuinely believe in these principles and show them in everyday actions, services work better and people stay safer.

Benefits of consistent values include:

• Trust between professionals and service users
• Improved wellbeing for staff and the people they support
• Fewer complaints and incidents
• Higher job satisfaction
• Compliance with legal expectations

Values help everyone pull in the same direction, especially in situations where pressures are high or resources limited.

Barriers and Issues in Upholding Values

Staff sometimes face barriers that make it hard to uphold values. These include:

• Staff shortages, making it difficult to offer choices or take time for conversation
• Personal values or beliefs conflicting with professional expectations
• Organisational priorities conflicting with the needs of individuals
• Language or cultural differences causing misunderstandings
• Pressure to meet targets or follow time-saving routines

Overcoming these barriers takes self-awareness, communication, and ongoing training.

Embedding Values in Training and Recruitment

Recruiters look for values as much as qualifications. Interviews often include scenario questions about dignity, respect, or confidentiality. Good employers use value-based recruitment, seeking people who already share core beliefs.

Training courses reinforce these values. Staff learn to reflect on their own attitudes, challenge discrimination, and support people’s rights. Supervision and ongoing development help values remain fresh and influential, even as demands shift.

Supporting Colleagues and Challenging Poor Practice

Living by values sometimes means supporting others to follow them, or raising concerns when standards slip. Staff have personal and legal responsibilities to challenge bad practice. This protects service users and promotes trust in the sector.

For example, if a worker observes someone speaking rudely to a service user or failing to follow infection control procedures, it is their duty to act. Managers must create environments where people can speak up without fear.

Strategies for promoting values among staff:

• Regular team discussions about real-life scenarios
• Open-door policies for raising concerns
• Celebrating examples of excellent practice
• Providing feedback and mentoring

Reflecting on Your Own Values

Awareness of personal values helps professionals understand their motivations, strengths, and possible biases. Reflection—a process of thinking about experiences—encourages people to adjust their behaviours to better fit expected standards.

Questions to support reflection might include:

• What is most important to me when I support others?
• Do any of my beliefs affect how I offer care?
• How can I improve how I show respect and compassion?

Regular reflection helps people grow and gives better service.

Laws and Guidelines Related to Values

Values in health and social care are not just nice ideas—they are protected by law. Some of the most relevant laws include:

• The Equality Act 2010: Outlaws discrimination in all services and workplaces.
• The Data Protection Act 2018: Regulates privacy and confidentiality in handling information.
• The Mental Capacity Act 2005: Supports empowerment and decision-making, even for people who need help expressing themselves.
• The Health and Social Care Act 2008 (Regulated Activities) Regulations 2014: Sets fundamental standards, such as dignity, safety, and respect.

Regulatory bodies such as the CQC, HCPC, and Nursing and Midwifery Council (NMC) create codes of conduct that link directly to these laws. Employers must check regularly that their policies stay up to date.

Final Thoughts

Values in health and social care are more than rules—they shape every interaction, decision, and relationship. By championing values like respect, empowerment, dignity, equality, compassion, confidentiality, and safety, professionals build trust and help people live fuller, more independent lives. These values protect both service users and staff, forming the backbone of the sector. Every professional should take time to reflect, learn, and bring these values to life every day.