Equality and Diversity A Step in the Right Direction

1
Equality and Diversity A Step in the Right
Direction
Presented by Surinder Sharma National Director
for Equality Human Rights for the Department of
Health and the NHS
2
Our Vision

• The NHS of the 21st Century must be responsive
  to the needs
• of different groups and individuals within
  society and challenge
• discrimination on the grounds of race, gender,
  age, ethnicity,
• religion, disability and sexuality. The NHS will
  treat patients as
• individuals, with respect for their dignity.
  Patients and citizens will
• have a greater say in the NHS, and the provision
  of services will
• be centred on patients needs
• NHS Plan Core Principles

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What we do in EHRG

• Ensuring that all individuals, from whatever
  background, can access the NHS
• Delivering services that are responsive to the
  needs of all our communities
• Giving patients choice and reducing health
  inequalities
• Targeting recruitment development opportunities
  at people from different groups
• Recruiting more staff, diversifying our skills
  base better reflecting the communities we serve
• Working to become a good Corporate Citizen by
  developing good practice in procurement,
  employment, capital developments etc - this will
  include development work with our suppliers

4
Some inequalities

• Black people are 6 times more likely to be
  detained under the Mental Health Act
• The death rate for strokes among those born in
  the Caribbean is more than 50 greater than the
  England and Wales average.
• Perinatal mortality among Pakistani born women is
  nearly twice the UK national average.
• Death rates from coronary heart disease among
  first generation South Asians are 50 higher than
  the England and Wales average.
• 24 of deaf and hearing impaired people surveyed
  by RNID have missed an appointment due to poor
  communication
• Type 2 diabetes is up to six times more common in
  people of South Asian backgrounds and up to three
  times more common in those of African and
  African-Caribbean backgrounds
• 36 of gay men and 42 of lesbians recounted
  negative reactions from mental health
  professionals when being open about their sexual
  orientation.

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The Picture - Workforce

• We represent society at all levels because of the
  diversity of our workforce.
• 14 of the overall NHS workforce
• 5 - 7 in Ambulance Services (1.6 in 2000)
• 30 of todays medical students are from BME
  groups
• 60 of todays medical students are female
• Only 2.7 of Chairs and 4.3 of non-executive
  Directors declared a disability in 2004.
• Some progress but lots more to do!

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Some achievements

• Equality Impact Assessments compulsory to an
  ensure that our functions and policies meet the
  needs of all our users.
• Single Equality Scheme Guidance to assist NHS
  organisations, who have a duty to comply with the
  Race, Disability and Gender Duties and in
  anticipation of new duties in relation to age,
  religion and belief and sexual orientation.
• Human Rights In Healthcare A Framework For
  Local Action assists organisations across the
  NHS use a human rights based approach to improve
  the way services are delivered.
• Our national programmes that illustrate the
  principles of equality and human rights in
  practice at grassroots level
• Pacesetters
• Race for Health
• Learning Site Project for Single Equality Schemes
• Delivering Race Equality in Mental Health Care
• Gypsies and Travellers

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The Challenges

• Compliance with Race Equality Legislation
  Healthcare Commission web audit results
• Developing Single Equality Schemes
• Leadership support mainstreaming Equality and
  Race Equality
• Workforce Representation/CAPLNHS
• Commissioning Services

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How can we do it

• MENTORING Senior leaders to show their
  commitment by offering personal mentorship.
• LEADERSHIP ACTION Leaders to include personal
  'stretch' targets on race equality in their
  objectives.
• EXPAND TRAINING, DEVELOPMENT AND CAREER
  OPPORTUNITIES Enhance training for all staff in
  race equality issues. Develop more entry points
  for people from ethnic minorities to join the
  NHS.
• SYSTEMATIC TRACKING Build processes for
  tracking the career progression of staff from
  ethnic minorities..
• CELEBRATE ACHIEVEMENTS Acknowledge the
  contributions of all staff in tackling race
  inequalities.

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Summing Up

• - Moral Case, Social Case, Business Case
• - Legal Obligations more so in public sector
• - If we dont follow these procedures, how can
  we be sure that our current policies are
  promoting equality, and are not discriminating
  against certain groups?