Read standard 4: Staff training, education and support

Rationale

Staff with the right training and knowledge ensures the delivery of safe, effective, high-quality, evidence based and person-centred care. Any staff across the health and social care system may interact or provide care to people accessing gender identity healthcare.¹⁵ Organisations should ensure staff are provided with training appropriate to their role, responsibilities and workplace setting.

Key to improving access and delivery of gender identity healthcare, is the commitment of organisations to staff training, continued professional development, supervision and support. Staff training, education and support should reference relevant local and national protocols, frameworks, guidance and good practice.¹, ¹¹^-¹³, ¹⁵, ³⁵

Organisations should review training on a regular basis to ensure it equips staff with the right skills and experience to deliver high-quality gender identity services. Training should also emphasise the importance of multidisciplinary and multiagency working.

The NHS Education for Scotland (NES) Transgender Care Knowledge and Skills Framework provides guidance for clinical and non-clinical staff to improve their knowledge and skills.¹⁵ Organisations should use the framework to assess staff training needs, gaps in learning and staff wellbeing. This should be implemented alongside resources which support staff to deliver respectful and compassionate care and communication in gender identity healthcare.¹⁰, ¹², ¹³, ¹⁵, ³⁸^-⁴³

Healthcare staff are required to uphold the relevant standards of their regulator or professional body. Staff should also ensure they remain up to date on any relevant guidance that is issued and implement this accordingly.

Staff should have training to understand what matters to people, including the impact of culture, social support and relationships. This will help to ensure staff provide responsive support. Services should take into account barriers people may face in accessing services, for example the barriers faced by disabled people, or those living in island or rural communities. Training should be informed and shaped by the experiences of people with lived experience, where appropriate.

Specialist gender identity services’ staff should be supported to work in partnership with other services and agencies to support external training, where appropriate. Staff should also be supported to undertake quality improvement activities so that gender identity services continuously improve.

Who is responsible for meeting this standard?

All organisations and staff in line with their roles, responsibilities and workplace setting. While this standard specifically relates to staff employed to deliver gender identity healthcare, the principles included should be considered as good practice for volunteers deployed within the service.

Criteria

4.1

Staff involved in the delivery of gender identity healthcare have the right skills and competencies for their role, responsibilities and workplace setting.

4.2

Organisations implement a comprehensive and multifaced education and training programme that:

supports continued professional development and staff wellbeing
promotes the use of quality improvement methodology and tools
involves people with lived experience in the development and delivery of training resources, where appropriate
includes an assessment of staff training needs that is responsive to staff roles, responsibilities and workplace setting
includes an evaluation of the provision, quality and uptake of training
understands the use of remote and digital tools to support people to access care
is regularly reviewed to ensure it reflects current evidence and best practice
informed by the NES Transgender Care Knowledge & Skills Framework.

4.3

Organisations support staff to increase their awareness and knowledge of gender identity care in line with the NES Transgender Care Knowledge & Skills Framework¹⁵, other professional frameworks and national policy.

4.4

Staff involved in the delivery of gender identity services have access to, and are supported to attend, regular and up to date training covering:

current best practice and evidence based care
equalities and rights-based care including inclusive language and terminology, and cultural competence
specific clinical, ongoing care and support needs appropriate to the person’s needs
person-centred, trauma informed and individualised care including communication skills.

4.5

Organisations work in partnership to provide gender identity healthcare training across services and settings.

4.6

Staff have access to individual and group support, if required, to:

mitigate against vicarious trauma
address professional and emotional strain and challenges they may experience.

4.7

Staff who mentor or supervise others receive training on:

effective and supportive people management
embedding reflective practice
how to develop their own skills and knowledge.

What does this standard mean for...

What does the standard mean for people?

You will be supported by staff who are skilled, knowledgeable, compassionate and respectful.
Staff will communicate with you using language that feels respectful and comfortable for you, such as using your chosen name and pronouns.
You will be listened to and your concerns and wishes will be taken seriously.
You will be supported to make choices about your care and support by well-informed staff.

What does the standard mean for staff?

Staff, in line with their roles, responsibilities and workplace setting:

can demonstrate knowledge, skills and competence in gender identity healthcare
attend and participate in relevant training and maintain the required competencies and qualifications, including professional registration
receive support for their own mental health and emotional wellbeing
are confident delivering care to people with the support of specialist services where required
are supported in undertaking shadowing opportunities and continued professional development.

What does the standard mean for the organisation?

Organisations:

ensure staff can access all relevant training and education, including personal and peer support opportunities
provide staff with the necessary knowledge and skills, appropriate to their roles and responsibilities, to ensure high-quality care and support
are committed, and provide resources, to support health and wellbeing of staff, including workplace policies
ensure staff professional accreditation or regulation is up to date
demonstrate their commitment to developing the clinical, nursing and administrative workforce.

Examples of what meeting this standard might look like

Evidence of provision and uptake of multidisciplinary and multi-agency training.
Evidence of uptake of staff training in empathetic communication and inclusive culture.
Evidence of accreditation with appropriate professional bodies, including clinical, nursing and pharmacy.
Regular staff appraisal including wellbeing and use of professional development frameworks.
Evaluation of training needs and training programmes, including understanding health inequalities and health and wellbeing outcomes.
Information and support mechanisms for staff, including employee assistance programmes, mentorship and other wellbeing initiatives. This should cover all staff groups.
Demonstrating that people with lived experience are involved in developing, delivering and evaluating training.
• Evidence of protected time for training and continued professional development opportunities.