Equality, Diversity and Inclusion as a Core Social Value Theme in Adult Social Care
Equality, diversity and inclusion (EDI) has become a core social value theme because it sits at the intersection of public sector equality duties, workforce sustainability and equitable service access. In adult social care, EDI cannot be evidenced through policy statements alone; it must be visible in everyday operational decisions and outcomes. This article sits within the Equality, Diversity & Inclusion (EDI) in Social Value Knowledge Hub and links directly to the wider Social Value framework. The focus here is how EDI is delivered, governed and evidenced in real services.
Why EDI Is Treated as Social Value
Public bodies are subject to statutory equality duties and increasing scrutiny around how services reduce inequality rather than reinforce it. As a result, EDI is assessed as social value because it demonstrates how providers contribute to fair access, inclusive employment and dignity in service delivery. Commissioners increasingly expect EDI commitments to be operational, measurable and proportionate to the service model.
Operational Example 1: Inclusive Assessment and Care Planning
Context: A domiciliary care provider supports people from a wide range of cultural, linguistic and religious backgrounds. Historically, assessments were completed using standard templates that did not consistently capture communication needs or cultural preferences.
Support approach: The provider embeds EDI considerations into assessment processes as a quality and safeguarding requirement rather than an optional adjustment.
Day-to-day delivery detail: Assessors use interpreters where required and document preferred language, communication methods and cultural considerations within core assessment sections. Care plans include explicit guidance on personal care preferences, dietary requirements and faith observance. Supervisors review assessments during quality audits to ensure EDI fields are completed meaningfully rather than superficially.
How effectiveness is evidenced: Audit outcomes track completion quality, while complaints and incident data are monitored for themes linked to misunderstanding or cultural mismatch. Improvements are recorded through action plans and reassessed at follow-up audits.
Operational Example 2: Fair Recruitment and Workforce Inclusion
Context: A supported living provider employs a diverse frontline workforce but experiences higher turnover among staff from minority backgrounds.
Support approach: The provider treats workforce inclusion as both an EDI and sustainability priority.
Day-to-day delivery detail: Recruitment panels use structured scoring to reduce bias. Induction includes clear routes for raising discrimination concerns. Supervision includes wellbeing check-ins and discussion of development opportunities. Exit interviews are analysed for equality-related themes, and findings are reviewed at senior management meetings.
How effectiveness is evidenced: Workforce metrics include retention, sickness and disciplinary trends. Actions taken in response to identified disparities are logged and reviewed over time.
Operational Example 3: Managing Discrimination Risks in Service Delivery
Context: In a community-based service, staff report incidents where people using services or members of the public direct discriminatory language toward them.
Support approach: The provider manages these incidents through safeguarding, workforce protection and learning frameworks.
Day-to-day delivery detail: Staff are trained to set clear boundaries and escalate concerns. Incidents are recorded consistently and reviewed by managers. Where patterns emerge, risk assessments and support plans are updated, and staff receive additional guidance or debriefing.
How effectiveness is evidenced: Incident trends, staff sickness levels and supervision notes are reviewed together to assess whether controls are effective.
Commissioner Expectation
Commissioner expectation: Commissioners expect EDI commitments to be embedded in assessment, workforce practice and safeguarding processes, with evidence that actions reduce inequality rather than simply describe intent.
Regulator / Inspector Expectation
Regulator expectation: Inspectors expect people to be treated with dignity and respect and for providers to manage discrimination risks effectively. Evidence of learning, action and governance oversight is critical.
Governance and Assurance
Effective EDI governance includes named leads, routine audit, workforce data review and escalation routes for concerns. Where EDI is treated as a standing governance item, providers are better able to evidence social value delivery during inspection and contract monitoring.