How to Model Fair Behaviour in Health and Social Care

Fair behaviour in health and social care means treating every person with equal respect, impartiality, and compassion, regardless of their background, personal circumstances, or needs. It involves making decisions and taking actions that are free from bias and discrimination. Fair behaviour helps to build trust between staff, service users, and their families, and creates a supportive environment where people feel valued.

In the United Kingdom, professional codes of conduct, laws such as the Equality Act 2010, and organisational policies set clear expectations for fair behaviour. This includes providing equal access to services, listening carefully to each individual, and showing consideration for their rights and preferences.

Fair behaviour is not only about following formal rules. It is about demonstrating fairness in everyday practice: in conversations, in meeting needs, in making decisions, and in resolving disagreements.

Respecting Equality and Diversity

To model fair behaviour, staff should actively respect equality and diversity. This means acknowledging that people have different cultural backgrounds, abilities, health conditions, religions, sexual orientation, and life experiences.

Practical ways to demonstrate this include:

• Using inclusive language that avoids stereotypes.
• Providing accessible information, for example in large print or easy-read formats.
• Making reasonable adjustments for those with disabilities.
• Avoiding assumptions about what a person can or cannot do.
• Respecting religious and cultural practices.

In fairness, no one should be treated less favourably because of who they are or how they live. Staff must respond to individual needs without bias, and everyone should have the same opportunities to receive care.

Treating People Impartially

Impartiality means not letting personal opinions, relationships, or emotions interfere with professional judgement. This is especially relevant in situations where resources are limited or when making care plans.

To model impartiality:

• Base decisions on facts and assessed needs, not personal preferences.
• Avoid favouring certain individuals over others.
• Apply policies in the same way to all relevant cases.
• Seek guidance from colleagues or supervisors if unsure about fairness.

For example, when allocating home care visits, decisions should be made according to needs assessed by professionals. Personal liking for a service user should not influence who receives extra support.

Listening and Giving People a Voice

Fair behaviour includes genuinely listening to service users. People should have the chance to share their views and be involved in decisions about their care.

Active listening involves:

• Giving time for the person to speak without interruption.
• Showing that you value their opinion through body language and facial expressions.
• Checking understanding by repeating back what they have said.
• Asking open questions to gather more information.

When people feel that their voice matters, they are more likely to trust care providers and engage positively with services.

Being Consistent

Consistency in actions and communication is a clear sign of fairness. If staff give different responses to similar situations without a justified reason, this can lead to confusion and mistrust.

Ways to show consistency:

• Apply the same procedures in similar cases.
• Keep to agreed timescales for appointments or visits.
• Follow through on commitments or promises.
• Use the same tone of respect with everyone.

Consistency reassures people that they will be treated the same way irrespective of circumstances.

Managing Conflicts Fairly

Conflicts can happen in health and social care between staff, between service users, or between staff and service users. Fair behaviour means dealing with these conflicts without bias and in a way that respects everyone involved.

How to approach this:

• Listen to all sides of the matter before deciding on an action.
• Avoid making assumptions based on limited information.
• Remain calm and professional throughout the process.
• Use mediation or supported discussion if needed.

Fair conflict resolution requires both empathy and firm adherence to policies.

Transparency in Decision-Making

Transparency means being open about why decisions are made. This is an important part of modelling fairness, as people can see the reasoning that led to an outcome.

For example:

• Explain to a person why a particular treatment was chosen.
• Share how eligibility for a service is determined.
• Provide written guidance so that staff and service users know the rules.

Openness reduces the risk of misunderstanding and builds credibility.

Following Laws and Policies

Fair behaviour is closely linked to following UK laws and organisational policies. Legislation such as the Equality Act 2010, the Human Rights Act 1998, the Care Act 2014, and the Data Protection Act 2018 set out clear rights and responsibilities.

Staff should:

• Keep up to date with training on equality, safeguarding, and confidentiality.
• Know the organisational policies and apply them in daily work.
• Report discriminatory behaviour to managers or safeguarding teams.

By complying with these rules, staff show that fairness is an active priority, not just a personal choice.

Showing Empathy Without Bias

Empathy is the ability to understand and share the feelings of another person. In health and social care, empathy should be shown without letting emotions lead to unequal treatment.

For example, feeling empathy for a particular person should not result in bending rules for them while applying rules strictly to others. Instead, empathy should motivate staff to find ways of supporting each person equally, in line with policy and guidelines.

Clear Communication

Clear communication is central to fair behaviour. Misunderstandings can lead to feelings of unfairness or exclusion. Staff should give information in ways that are straightforward and easy to grasp.

Effective communication includes:

• Avoiding jargon when speaking to service users and families.
• Checking that the person has understood what was said.
• Using translation or interpreter services when needed.
• Confirming details of agreed actions with all involved.

Modelling Fairness as a Team

Fair behaviour is strengthened when teams model it collectively. This encourages a culture where fairness is part of everyday practice.

Ways to promote this within teams include:

• Agreeing shared standards of behaviour at team meetings.
• Talking openly about fairness and its challenges.
• Supporting colleagues when they handle difficult situations fairly.
• Reflecting together on cases to see how fairness was maintained.

When fairness becomes a team value, it is easier for individuals to follow it consistently.

Balancing Organisational Needs with Individual Care

Sometimes, organisational policies and resources may limit how individual needs are met. Fair behaviour means balancing these constraints while still doing what is best for all service users.

This can involve:

• Explaining limits honestly to service users.
• Seeking alternative solutions where possible.
• Making decisions with regard to fairness across the service, not just for one person.

This approach prevents services from favouring one individual unfairly over another.

Training and Professional Development

Ongoing training helps staff understand how to apply fairness in practice. This can include equality and diversity training, communication skills, and conflict resolution courses.

Training supports staff to:

• Identify bias in their own thinking.
• Stay informed about changes in laws and policies.
• Practise fair approaches through role-play or case studies.

When staff focus on skill development, they are better prepared to act fairly in all situations.

Reflecting on Practice

Reflection means thinking carefully about past actions and outcomes. Staff can reflect individually or as part of a team discussion. This helps identify areas where fairness was maintained and where improvements could be made.

A simple reflection process might be:

• Describe the event.
• Identify what went well.
• Recognise where fairness could have been stronger.
• Plan how to act differently next time.

Reflection builds awareness and improves fairness over time.

Supporting Colleagues

Fair behaviour includes how staff treat one another. Supporting colleagues fairly means sharing workload equally, offering help without prejudice, and showing respect regardless of their job role.

When staff feel respected and supported, they are more likely to treat service users fairly too.

Final Thoughts

Modelling fair behaviour in health and social care is about treating everyone equally, listening carefully, acting impartially, and being consistent. It involves following laws, policies, and professional codes while maintaining empathy for those receiving care.

Fair behaviour must be visible in everyday actions, from the way services are delivered to the way conflicts are resolved. When staff consistently demonstrate fairness, they not only meet professional and legal standards but also create an environment of trust and respect. In such an environment, service users feel valued and cared for, and colleagues can work together with shared confidence in the integrity of the service.