Individual Values and Beliefs Policy and Procedure

NDIS Policies and Procedures Manual – Core Module

Document Number: CM-POL-002

Document Control

This table shows a record of significant changes to the document.

Legal Name:	Holistic Healthcare Management Services
ABN:	20695058096
ACN:	695058096
Primary address/head office:	15 Agasse Way, Tapping WA 6065
Document Name:	NDIS Policies and Procedures Manual – Core Module
Document Number:	CM-POL-002
Approved by:	Director
Date Approved:	February 2026
Version No:	1.0
Comments:	Initial Release of the Policies and Procedures Manual
Next Review Date:	May 2026

Introduction and Purpose

The purpose of this policy is to ensure that each participant receives supports that respect and uphold their culture, diversity, values, and beliefs. This commitment fosters an environment of inclusivity and understanding, enabling participants to maintain their identity and dignity while accessing supports.

Scope

This policy applies to all employees, contractors, and volunteers engaged by Holistic Healthcare Management Services who provide support to participants. It ensures that all services are delivered in a manner that recognises and respects individual cultural and personal identities.

Definition

Term	Definition
Culture	Culture encompasses the shared beliefs, values, customs, and practices of a group, including language, religion, and traditions. It is dynamic and evolves over time, influenced by factors such as history, environment, and social interactions. Recognising a participant’s culture involves understanding its importance to their identity and ensuring it is respected in every aspect of support provision.
Diversity	Diversity refers to the recognition and respect for individual differences, including those based on gender, race, ethnicity, disability, age, sexual orientation, and socio-economic status. Acknowledging diversity means embracing these differences and actively creating an inclusive environment where all participants feel valued.
Values	Values represent the principles and standards that guide an individual’s actions and decisions. They are deeply personal and may be shaped by cultural, familial, or societal influences. Incorporating a participant’s values into their support ensures that their preferences and priorities are honoured.
Beliefs	Beliefs are convictions or acceptances that something is true or exists. They often have spiritual, cultural, or personal origins and significantly influence an individual’s identity and decision-making processes. Ensuring participants can practice their beliefs without judgement or restriction is fundamental to this policy.

Outcomes and Indicators

Outcome	Indicator
Each participant accesses supports that respect their culture, diversity, values and beliefs.	At the direction of the participant, the culture, diversity, values and beliefs of that participant are identified and sensitively responded to. Each participant’s right to practice their culture, values and beliefs while accessing supports is supported.

Guiding Principles

Respect for Identity: Every participant has the right to express their cultural and personal identity. This principle requires support workers to be proactive in understanding and valuing the unique attributes that define each participant’s individuality.
Participant-Centred Approach: Participants are the primary decision-makers in how their cultural and personal preferences are integrated into their care. Support practices must align with their directions, promoting their autonomy and dignity.
Inclusivity: Support practices actively embrace and promote diversity, ensuring a safe and accepting environment.

Policy

Commitment to Respecting Individuality

Holistic Healthcare Management Services is committed to recognising and respecting the culture, diversity, values, and beliefs of every participant. To achieve this, staff members are trained to adopt practices that prioritise individualised support. This includes understanding participants’ unique cultural and personal contexts and ensuring these are integrated into their support plans. The organisation fosters a respectful environment where cultural expression and practices are encouraged and accommodated.

Informed and Inclusive Practices

To ensure informed and inclusive practices, Holistic Healthcare Management Services facilitates regular training for staff on cultural competence and sensitivity. These sessions are designed to build awareness of diverse cultural practices and equip staff with practical strategies to integrate these into support delivery. Feedback from participants is actively sought to refine and improve practices.

Freedom to Express Beliefs

Participants are encouraged and supported to express and practice their beliefs, values, and cultural identities. This includes access to resources and opportunities necessary for their expression, such as dietary preferences, religious observances, and participation in cultural events. Participants are assured of a non-judgmental, supportive environment where their beliefs are upheld.

Procedures

Identification of Participant Values, Beliefs and Culture

The process of identifying each participant’s unique values, beliefs, and cultural preferences is a cornerstone of providing respectful and individualised support. Upon enrolment, participants and their families are invited to engage in a thorough assessment process. Practitioners must foster an open, inclusive, and non-judgmental environment during these discussions to encourage participants to share their personal, cultural, and spiritual preferences. This includes understanding their dietary needs, religious practices, communication styles, and preferred daily routines.

Participants are provided with culturally appropriate materials and support to ensure they feel comfortable expressing their preferences. This process may involve the use of translators, interpreters, or cultural liaisons to eliminate communication barriers. The information gathered during this stage is systematically documented in the participant’s support plan and shared, with consent, among relevant team members to ensure consistency in care delivery.

Practitioners must also recognise the dynamic nature of cultural and personal preferences. Regular reviews and updates to this documentation are conducted to ensure the support plan evolves in line with participants’ changing needs or circumstances.

Development and Review of Support Plans

Support plans are collaboratively developed with participants, their families, and a multidisciplinary team of health professionals. These plans detail the practical strategies required to respect and uphold the participant’s cultural and personal preferences during care. For example, a participant with specific dietary restrictions will have detailed meal preparation protocols included in their plan, while a participant who observes religious practices will have provisions made for private prayer spaces or ceremonial rituals.

The development of support plans includes discussions around potential barriers or conflicts that may arise, along with strategies to address them. For instance, practitioners may consult with religious leaders or cultural advisors to ensure accuracy and sensitivity in the proposed care strategies. Support plans also incorporate emergency protocols, outlining specific actions to take if a participant’s preferences are at risk of being compromised due to unforeseen circumstances.

Support plans are reviewed at least annually, or more frequently if significant changes occur in the participant’s health, living conditions, or personal preferences. Reviews involve participants and their families to ensure their voices remain central to decision-making.

Staff Training and Competency Development

Support workers undergo comprehensive training to equip them with the skills and knowledge required to deliver care that aligns with participants’ cultural, personal, and spiritual preferences. Training programs are designed and delivered by qualified health practitioners and cultural experts, covering topics such as cultural competency, effective communication, and the ethical considerations of diversity-sensitive care.

Practical training sessions include role-playing scenarios to simulate real-world challenges, such as responding to conflicts between participants’ preferences and organisational policies. Workers are also trained in active listening and respectful dialogue to build trust and rapport with participants.

Competency is assessed through direct observation, written evaluations, and simulation exercises. Workers who fail to demonstrate adequate competency receive tailored remedial training. Annual refresher courses and ad-hoc training sessions ensure that all workers stay updated on evolving best practices and cultural considerations.

Delivery of Support respecting Individual Values

Support workers integrate participants’ cultural and personal preferences into their daily routines and activities. This includes adhering to specific dietary requirements, supporting participation in cultural or religious events, and facilitating connections with community groups or family networks. For instance, a participant who celebrates specific cultural festivals will receive assistance in preparing for and attending such events.

Workers must also navigate potential conflicts sensitively, such as when participants’ preferences differ from those of their family members or carers. In such cases, workers are encouraged to seek guidance from their supervisors and engage all stakeholders in open, respectful discussions to reach a mutually acceptable solution.

Participants are regularly consulted to ensure their preferences are being met. Support workers maintain an adaptive approach, recognising that individual values and beliefs may change over time.

Monitoring and Feedback

The organisation implements robust mechanisms for monitoring the effectiveness of culturally responsive care. This includes routine participant surveys, family feedback sessions, and periodic audits of support plans. Feedback is analysed to identify areas for improvement and inform updates to policies, procedures, or training programs.

Participants are encouraged to report any concerns or incidents where their values or beliefs were not adequately respected. Workers are trained to handle such feedback constructively and escalate concerns to their supervisors promptly. All feedback and actions taken are documented to ensure accountability and continuous improvement.

Roles and Responsibilities

Ref No	Roles	Responsibilities
1	Qualified Health Practitioners	Guidance on Participant Preferences: Practitioners provide expert advice and leadership on incorporating participants’ cultural, personal, and spiritual preferences into support plans. They ensure these align with regulatory requirements and best practices while respecting the individual’s right to self-expression and choice. Supervision and Training: Practitioners play a key role in training and supervising support workers, ensuring they understand the principles of culturally responsive care. This includes guiding staff on complex cases where participant values may require specialised consideration or where conflicting preferences arise. Development and Review of Support Plans: Practitioners ensure that all support plans are comprehensive and include specific, actionable strategies for respecting participants’ values and beliefs. They oversee periodic reviews to confirm the plans remain relevant to participants’ evolving needs and preferences.
2	Workers	Implementation of Principles: Support workers are responsible for familiarising themselves with this policy and implementing its principles in their day-to-day interactions with participants. This includes recognising and valuing each participant’s cultural, personal, and spiritual identity. Participant Engagement: Workers must actively engage participants in discussions about their values and beliefs, ensuring their voices are central to decision-making. This includes tailoring communication methods to participants’ preferences, such as using translators or culturally appropriate language. Respectful Practices: Workers must provide respectful and dignified care, including supporting participants to practice their cultural or religious traditions. This might involve accommodating dietary restrictions, ensuring private spaces for prayer, or facilitating access to community resources. Reporting Concerns: Support workers are expected to identify and promptly report any incidents where participants’ cultural or personal preferences are not respected. They must escalate these concerns to their supervisor or management as per organisational protocols.
3	Management	Policy Implementation: Management is responsible for embedding the principles of this policy into organisational practices and ensuring all staff are aware of and trained in their responsibilities. They must allocate resources to enable culturally responsive care, such as access to interpreters or specialised equipment. Monitoring and Evaluation: Management oversees regular audits and reviews of service delivery to ensure compliance with this policy. They evaluate feedback from participants and staff to identify areas for improvement. Support for Staff: Management ensures that support workers and practitioners have access to the training, supervision, and tools they need to provide high-quality, culturally responsive care. They address reported incidents of non-compliance swiftly and effectively.

Record Keeping

Documentation of Participant Preferences and Support Plans

Each participant’s values, beliefs, and cultural preferences are meticulously documented in their personalised support plan. This includes specific instructions on dietary practices, religious observances, and other cultural needs.
Support plans must also detail the participant’s involvement in decision-making and any updates made to accommodate changes in their preferences or circumstances.
Records are reviewed and updated regularly, at least annually or when significant changes occur, to ensure they remain relevant and reflective of the participant’s current needs.

Consent and Decision-Making Records

Detailed records of informed consent are maintained for all decisions made collaboratively with participants. This includes agreements related to their support plans and participation in community or cultural activities.
Documentation must outline the consent process, including the information provided to participants to enable informed decision-making.

Incident Reporting and Feedback Records

All incidents, concerns, or feedback related to the implementation of this policy are documented in the organisation’s incident management system. Reports include the nature of the issue, actions taken, and follow-up measures implemented.
Feedback records are regularly reviewed to identify patterns or areas requiring improvement.

Staff Training and Competency Records

Comprehensive records of staff training, including course content, attendance, and competency assessments, are maintained. These records ensure all workers meet the required standards for culturally responsive care.
Periodic reviews of these records verify ongoing compliance with training requirements and identify additional training needs.

Confidentiality and Data Protection

All participant records are handled in strict accordance with organisational privacy policies and Australian data protection legislation.
Physical records are stored securely in locked cabinets, while electronic records are password-protected and accessible only to authorised personnel.

Continuous Improvement and Audit Trails

Records of audits, reviews, and quality improvement initiatives related to this policy are meticulously maintained. These documents demonstrate compliance and provide a framework for ongoing enhancements to care practices.
Changes made to policies, procedures, or support plans in response to participant feedback or audit findings are clearly documented to establish an audit trail.

Reference

NDIS Practice Standards and Quality Indicators
United Nations Convention on the Rights of Persons with Disabilities (UNCRPD)
Disability Discrimination Act 1992 (Cth)
NDIS Code of Conduct

Review and Updates

This policy will be reviewed annually or as needed to ensure it aligns with current best practices, participant feedback, and evolving regulatory requirements. The review process incorporates input from participants, families, staff, and external stakeholders to ensure its relevance and effectiveness. Any updates to the policy will be communicated to all staff through training sessions and policy briefings to ensure seamless implementation.