Edenom Care Ltd

On this page

• Overview
• Shared direction and culture
• Capable, compassionate and inclusive leaders
• Freedom to speak up
• Workforce equality, diversity and inclusion
• Governance, management and sustainability
• Partnerships and communities
• Learning, improvement and innovation

Well-led – this means we looked for evidence that service leadership, management and governance assured high-quality, person-centred care; supported learning and innovation; and promoted an open, fair culture.

This is the first assessment for this newly registered service. This key question has been rated good. This meant the service was consistently managed and well-led. Leaders and the culture they created promoted high-quality, person-centred care.

This service scored 75 (out of 100) for this area. Find out what we look at when we assess this area and How we calculate these scores.

The provider had a shared vision, strategy and culture. This was based on transparency, equity, equality and human rights, diversity and inclusion, engagement, and understanding challenges and the needs of people and their communities. The service had a clear and relevant Statement of Purpose and Service Delivery Plan in place, outlining its aims and approach to care. Staff demonstrated a good awareness of the providers vision and strategies, and how this applied to care delivered.

The provider had inclusive leaders at all levels who understood the context in which they delivered care, treatment and support and embodied the culture and values of their workforce and organisation. Leaders had the skills, knowledge, experience and credibility to lead effectively. They did so with integrity, openness and honesty. Feedback from both relatives and staff was positive. One staff member shared, “I have no fear in asking for anything,” reflecting a supportive and open culture.

The provider fostered a positive culture where people felt they could speak up and their voice would be heard. The provider demonstrated feedback was actively gathered and completed for individuals who used the service. Staff were aware of the organisation’s Freedom to Speak Up policy and said they felt confident and supported to raise concerns if needed.

The provider valued diversity in their workforce. They worked towards an inclusive and fair culture by improving equality and equity for people who worked for them. Staff reported they felt their views were respected. They described a positive culture where open communication was encouraged, particularly during team meetings, and where they felt confident to share ideas and raise concerns. The provider had implemented supportive measures to promote staff wellbeing and inclusion for example, flexible working arrangements.

The provider had clear responsibilities, roles, systems of accountability and good governance. They used these to manage and deliver good quality, sustainable care, treatment and support. They acted on the best information about risk, performance and outcomes, and shared this securely with others when appropriate. The registered manager demonstrated a proactive approach to quality assurance by completing a range of audits and direct observations of staff practice. These activities were used to monitor the quality and consistency of service delivery. Findings from these audits informed planning and were used to identify areas for improvement, contributing to ongoing service development.

The provider understood their duty to collaborate and work in partnership, so services worked seamlessly for people. They shared information and learning with partners and collaborated for improvement. The provider demonstrated effective partnership working with a range of external professionals to support continuity in care for people using the service. This included collaboration with healthcare professionals to ensure individuals received consistent and coordinated support. Evidence of this joint working was observed in care records, which reflected input from multiple agencies and a shared approach to meeting people’s needs.

The provider focused on continuous learning, innovation and improvement across the organisation and local system. They encouraged creative ways of delivering equality of experience, outcome and quality of life for people. They actively contributed to safe, effective practice and research. The registered manager was a member of a recognised care organisation and accessed training opportunities through these networks, demonstrating a commitment to continuous improvement and professional development.