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Equality, Diversity and Inclusion — 2: Adjustments, communication and culture

1. Reasonable adjustments and accessible information

2. Dignity in the chair and at the desk

3. Culture, harassment, and closing the loop

Equality, Diversity and Inclusion 2 – Assessment

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Equality, Diversity and Inclusion 2 – Assessment

Equality, Diversity and Inclusion — 2: Adjustments, communication and culture
Equality, Diversity and Inclusion 2 – Assessment

Answer all questions. Pass mark: 80%.

Time limit: 0

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Question 1 of 8

1. Question

A reasonable adjustment for a disabled patient is:

Always a full building rebuild before any appointment
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A practical change (time, access, communication, or equipment) so they are not substantially disadvantaged, within what is reasonable
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Optional if you are a small practice
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Only required after a court order
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Question 2 of 8

2. Question

Using a child as the interpreter for consent is:

Best practice
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Not appropriate except a true emergency with no alternative — book a professional interpreter
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Required by the GDC
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Fine if the child is over eight
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Question 3 of 8

3. Question

If you use the wrong name or pronoun you should:

Debate it at length in the waiting room
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Correct it briefly and continue care professionally
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Announce their history to reception
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Refuse further treatment
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Question 4 of 8

4. Question

EDI means you must provide clinically inappropriate treatment if the patient asks. This is:

True
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False — you still practise within competence and indication, and explain without hostility
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True for private patients only
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True for NHS Band 1 only
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Question 5 of 8

5. Question

Racist or sexually abusive behaviour from a patient toward a nurse:

Must always be laughed off as banter
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Can be challenged, documented, and may justify stopping non-emergency care under policy — support the colleague
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Is only a problem if the principal hears it twice
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Is the nurse’s private matter
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Question 6 of 8

6. Question

The Accessible Information Standard (NHS England) is about:

IR(ME)R entitlements
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Identifying, recording, flagging and meeting communication needs
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Setting private fee scales
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Replacing HTM 01-05
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Question 7 of 8

7. Question

If a colleague raises harassment and then has their hours cut, that pattern may be:

Good performance management in every case
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Victimisation — punishing someone for speaking up
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Required by CQC
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A reasonable adjustment
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Question 8 of 8

8. Question

A laminated equality poster in a drawer, with no working process, is:

Enough for CQC and GDC
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Not evidence of a fair culture — policy must match what staff actually do
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A substitute for this CPD series
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Required instead of interpreters
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