In my report I will talk regarding how care homes advertise anti-discriminatory routine. I will discuss how patients moral standards, personal beliefs and principles encourages to advertise anti-discriminatory routine. I will explain complications that may emerge while trying to accomplish anti-discriminatory routine. I will also give advice as to how someone could overcome issues similar to this.Within a residential care home it is noticed that they use various procedures in order to advertise anti-discriminatory routine. They use a person centred responsibility access in order to access anti-discriminatory routine. Person centred access is when the responsibility of an aid user is focused around them and their individuality, and what their past, present and future wishes are for the service they receive. It helps to advertise anti-discriminatory routine if the target is on the aid user with their needs and wants, there will be no discrimination against aid users within the residential home. This is relied on all members of staff focusing on ensuring the aid users have a positive experience in the home, treated with respect and dignity, as the main aim is to guarantee they are happy and content at all times (The Health Foundation Inspiring Improvement, 2016). The care home uses ethical standards in order to promote anti-discriminatory routine. Ethical principles include beneficence for example to do well, non-maleficence for example to do no harm, honesty and justice. Types of discrimination include racial discrimination and sexual discrimination. As the residential home is using ethical principles and are being integrated into daily aid arrangement, it means that residents are being treated fairly and are not being discriminated against on the base of their race, religion, gender, sexuality, or weight.Focusing on individuals beliefs and principles also including them into daily work routines also helps to advertise anti-discriminatory routine. Each person has various beliefs and principles that they hold dear to them by respecting residents beliefs and principles, there is no room for judging or discriminating what they believe in and what values they have. For example there are residents in the home with dissimilar religion and cultures, holding dissimilar beliefs and principles which are all important to them, so we assure that we make them valuable to us too, to ensure our aid users are always happy, never made to feel awkward or discriminated against due to their personal beliefs and values. Throughout anti-discriminatory routine there are various practices to help promote this, to keep in mind there are complications that can emerge while someone is trying to achieve anti-discrimination routine. Health and Social care groups could acquire restricted places so the management are not allowed to proceed. An example of this for example, using the person centred care approach may be difficult for the health and social care organisation if there is an imbalance in the staff to service user ratio, and the members of staff do not have enough time to personalise. There are many complications that can emerge when implementing anti discriminatory routine in health and social care. Some of these job holders might not see that it is valuable to promote anti-discriminatory routine. If the job holder does not see that is is important they will just treat every patient how they think they should be treated and they most likely won’t treat everyone exactly the same. Aid job holders might have their own beliefs and principles, they might not promote anti-discriminatory routine. This links with the point above and they will ignore the higher position of anti discriminatory routine and the care provider will make judgement off their own beliefs and principles. Qualified health and social carers might not succeed to put the service users at the heart of service arrangement. This could mean the service users needs are put second and the service provider just give the aid user the same treatment as everyone else. Qualified health carers might not end up respecting aid users rights, options and well-being, this is when difficulty may arise due to the job holder not being corrected the behaviour could carry out and claims could be put against the job holder. For example the NHS only get a small amount of money per year from the government which means limited funding. This means it may be difficult for the job holder to get adequate training on rules for anti-discrimination. Overcoming these problems include public advance of anti-discriminatory routine which might be a good idea, as not only do qualified health carers know about anti-discrimination but so do the public so they know what is right and what is wrong. This would also improve the public health care so individuals could express their opinions if they notice something wrong in the way people are being treated. As well it means that everyone will get equal care within the healthcare environment which will then transfer into society because if they feel confident in one social situation their feelings will be transferred into other social situations. This could be overcomed by hiring a care provider which will help a person who needs care or help in the healthcare environment. It will help make the aid user relax in the health care environment if they feel like no-one is against them. By hiring one aid professional who is anti discriminatory the manger could get them to do talks to other staff and promote anti-discrimination to them. This will improve health care as the people they are hiring could bring new ideas to the organisation, and as well as this show that every race and gender are just as good doing the same job as people before them.