Valuing Diversity

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Valuing Diversity

• Plymouth Hospitals NHS Trust

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Working Together

• Confidentiality
• Listen and respect others.
• Contribute and ask questions.
• Use examples you are happy to share.
• Be open to new ideas.

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Aims

• To enable participants to explore the key aspects
  of diversity and its impact within the workplace.
• To enable participants to help create a workplace
  free of discrimination where diversity is valued.
• To overcome barriers to equality and diversity,
  and understand what resources are available

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Objectives

• To understand the meaning of diversity and the
  differences between diversity and equality.
• To identify the benefits of diversity.
• To explore why people are discriminated against
  and key influencing factors.
• To identify individual and organisational
  responsibilities in preventing discrimination in
  the workplace.
• To explore how discrimination can be challenged
  in the workplace.

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Definitions

• What is Equality of Opportunity?
• What is Diversity?

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Equality and Diversity

• Equality is about creating a fairer society where
  everyone can participate. It is backed up by
  legislation designed to address unfair
  discrimination.
• Diversity is about the recognition and valuing of
  difference creating a working culture to
  recognise, respect, value and harness difference
  for the benefits of the organisation and the
  individual.

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What is Diversity?
Salad Bowl Exercise
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Diversity

• What Diversity is
• Valuing the person.
• Recognising the differences between people.
• Goes beyond Equal Opportunities.

• What Diversity is not
• Treating people the same.
• Judging people on the basis of one attribute.

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Definitions.

• Diversity
• Is to understand, respect, celebrate and value
  physical, cultural and social differences among
  individuals. As such a diverse workforce can add
  value to an organisations ability to perform.
• Diversity Management Strategy Plymouth Hospitals
  NHS Trust 2006

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Benefits of Diversity Group Exercise.

• What are the benefits and barriers of Diversity
  in the workplace to the-
• Individual
• Team
• Organisation.

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Benefits of Diversity.

• To the Individual
• Self Development
• Able to contribute
• To share
• Increase self esteem
• Sense of worth

• To the Team
• Flexibility
• Creativity
• Co-operation
• Creates tolerance
• Modifies behaviour

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Benefits of Diversity.

• To the Organisation.
• Improved business effectiveness through
• Getting the best person for the job
• Improve communication
• Staff Retention
• Enhanced motivation of staff
• Fulfilling legal obligations

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Factors for Change

• Legislation
• Demographics
• Skills Shortage
• Social Responsibility
• Based on factors above
• Its the right thing to do

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Legislation - examples

• Equal Pay Act 1970
• Human Rights Act 1998
• Sex Discrimination Act 1975
• Race Relations Act 1976 (Amendment) Act 2000
• Disability Discrimination Act 1995 (Amendment)
  Act 2005
• Employment Equality (Religion Belief)
  Regulations 2003
• Employment Equality (Sexual Orientation)
  Regulations 2003
• Employment Equality (Age) Regulations 2006

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Existing Initiatives/Frameworks

• Knowledge and Skills Framework (KSF)
• Race Equality Performance Framework (2004)
• Disability Equality Scheme (2006-2009)
• Gender Equality Scheme (2007-2010)
• HR Diversity Management Strategy (Draft)
• Valuing People Group
• Positively Diverse NHS Employers
• Framework for Patient Public Involvement.
• Standards for Better Health

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Legislation - Definitions

• Direct Discrimination
• Indirect Discrimination
• Harassment
• Victimisation
• Reasonable Adjustment (DDA)
• Genuine Occupational Qualification (GOQ)
• Positive Action

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Diversity Challenge

• Complete the Diversity Challenge quiz
• For every correct answer you get one point
• Case studies earn you 5 points, so think
  carefully about your answers!
• Team with the most points wins
• Good luck!

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What influences how we discriminate?
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On what grounds does discrimination take place?

• Age
• Race
• Physical Ability
• Sexual Orientation
• Religion
• Language
• Professional Experience
• Education

• Skills
• Background
• Values
• Culture
• Class
• Social Background
• Criminal Record
• Caring Responsibilities

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Perceptions

• Most of our perceptions are formed by
  associating with people who are similar to us in
  race, ethnicity, social status, education and
  lifestyle etc.
• Workforce America, Loden Rosener (1991)

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Exercise Answer the following questions about
someone in the room you dont know

• Marital Status
• Age
• Where they live
• What car they drive
• What newspaper they read
• Favourite food

• Favourite music
• Hobbies
• Favourite Colour
• How many children
• What type of holidays they enjoy.

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Definitions Stereotyping and Prejudice

• Stereotype
• A fixed idea or popular conception
• (all people who wear glasses are clever)
• Prejudice
• A preconceived idea, usually unfavourable
• The tendency to see differences as weaknesses.
• An opinion held despite contradictory facts
• Intolerance (of other races etc.)

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Definitions - Discrimination

• Treating one person less favourably than another
  on the grounds of, for example, their race,
  ethnic or national origin, religion, marital
  status, sex, disability, age, appearance, sexual
  orientation.

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Thoughts and Actions

• Discrimination
• Labelling
• Stereotype
• Prejudice

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How does it feel?

• To have your differences exaggerated
• To be labelled
• To feel powerless
• To be a stereotype
• To have traditions imposed on you
• To have your entry restricted
• To feel different and isolated

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What Can I Do?

• What can/does your organisation do?
• What can/do you as an individual do?

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Valued Behaviours

• Show respect to all colleagues and patients
• Communicate engage, ask questions and listen
• Dont make assumptions
• Respect right to privacy
• Respect others beliefs and values
• Treat every person as an individual
• Look at how you can be flexible

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NHS Core Values

• Equal Access
• Dignity and Respect

• Control and Choice
• Working as a Team

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Objectives

• To understand the meaning of diversity and the
  differences between diversity and equality.
• To identify the benefits of diversity.
• To explore why people are discriminated against
  and key influencing factors.
• To identify individual and organisational
  responsibilities in preventing discrimination in
  the workplace.
• To explore how discrimination can be challenged
  in the workplace.

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Contacts

• Wasia Shahain Equality and
• Diversity Officer 37251
• Jayne Middleman (HR) 57537
• Staff Support Diversity Network 37251
• Staff Counselling Service 37233
• Employee Assistance Programme (EAP) 0800 282193
  or www.ppcworldwide.com