One of the big strides forward made by Skills for Care over the last few years is a greater focus on producing quality research so we know much more about the growing adult social care sector, based on robust evidence.
When Skills for Care recently commissioned a study into the levels of violence and abuse experienced by the broader adult social care workforce, it highlighted the need for some further work to scope the situation for personal assistants (PAs).
The resulting study, by the Institute for Public Care, worked with employers, PAs themselves and other stakeholders to scope the main issues. They found evidence that although most PAs do not experience physical violence at work, it does happen to some PAs, and the majority of PAs have experienced abuse – mainly verbal abuse.
The PAs themselves largely identified the triggers for abuse and violence in the characteristics and situation of their employer, or linked to the individual relationship between PA and employer, with triggers such as the employer’s pain and frustration.
While physical violence was reported as easier to recognise, some stakeholders and employers thought that identification of abuse might be more difficult for PAs to recognise, partly because it might be linked to an individual’s condition and therefore seen as part of the job.
The study acknowledged that PAs face unique risks and challenges associated with their isolation and vulnerability, working often in people’s own homes, compounded by their employer being the potential source of violence and abuse.
As we digest the findings of the scoping report, and what can be done, one of the challenges for Skills for Care is to break through the barriers and make sure isolated workers know what is already in place to support them.
It is one of the reasons we made a series of video case studies in which individual employers were asked to talk about their experiences of recruiting, employing and managing PAs. They all stress the huge value that good PAs bring and the importance of open, professional relationships with PAs, built on strong communication.
A similar sentiment is found when talking to PAs, with one noting that “working as a PA is the best job in the world”.
The fact most working relationships are positive is backed by evidence. For example, The workforce implications of adults and older people who self-fund and employ their own care and support workers, published by Skills for Care in 2013. We found that among the care and support workers interviewed, the average job satisfaction rating was 4.2 out of 5, and rising to 4.6 out of 5 for working conditions and employer-employee relationship.
Other research conducted by IFF (2008), focused on the employment aspects and workforce implications of direct payments (2008). It found that job satisfaction was high among PAs, with 64% stating they were happy or very happy in their current role.
In addition, Think Local Act Personal (TLAP) and partners published a study this year which focused on the impact of personal budgets. Improved quality of life, self-esteem, feelings of safety, independence and control over their own lives were among some of the indicators associated with using the budget to employ a PA.
But we can’t just pretend that this most recent report does not warrant serious attention. Research into levels of support on offer to individual employers and PAs, due to be published by Skills for Care next year, indicates that local authorities recognise they must continue to embed interventions, including peer support, to combat the risk of issues including isolation. Some local authorities have already achieved this, and examples of excellence are out there, but the majority report that peer support still remains a gap that must be filled.
The evidence shows PAs remain a large and important part of the social care workforce and the personalisation agenda, holding a vital role in ensuring individuals receive the maximum degree of choice and control over their lives.
We know the PA role can be challenging but, as individual testimonies and the research tell us, it can also be enormously rewarding and highly valued. The task now is make sure that no-one has to suffer in silence and that they know where to go to get advice and guidance before potential conflicts escalate unnecessarily.
Content on this page is produced and controlled by Skills for Care, sponsor of the Guardian Social Care Network leadership, learning and development hub
