EQUALITY AND DIVERSITY TRAINING

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EQUALITY AND DIVERSITYTRAINING
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Why Are We Here?

• Raise awareness and engage staff.
• Develop skills and competence.
• All types of prejudice, abuse, harassment,
  victimisation direct and indirect discrimination
  are unacceptable.
• To mainstream E D to enable us to provide
  employment opportunities and responsive and
  accessible services to ALL Halton residents.
• Legal responsibility.
• Moral and ethical duty to understand diverse
  patient needs

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GROUND RULES

• Hear and respect what others have to say.
• Ask questions.
• Be open and honest.
• Respect confidentiality.

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LEARNING OUTCOMESBy the end of the session you
will

• UNDERSTAND
• Equality and Diversity
• Direct Indirect Discrimination
• Harassment
• Victimisation
• Institutional Racism
• Equality target groups
• The value of a diverse workforce
• the statutory general, specific and employment
  duties under the Race Relations Amendment Act
  (2001).
• Disability Equality Duty and Gender Equality
  Duty.

• BE AWARE OF
• PCT Equality and Diversity Scheme.
• Current and impending legal framework around
  Equality and Diversity.
• Stereotypical behaviours, prejudice and
  discriminatory attitudes and how to challenge
  them
• Dignity at Work Policy
• Managing Diversity Policy
• Buddy Scheme
• BE ABLE TO
• Act to support equality and value diversity

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WHERE ARE YOU NOW?

• EXERCISE
• STAND BY YOUR VIEWS

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EQUALITY TARGET GROUPS

• This term describes people from groups that have
  experienced disadvantage or discrimination and
  includes the following people
• Black and minority ethnic racial groups,
• People with a disability
• Females
• Carers
• Gay, Lesbian, Transgender and bisexuals

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What is Equality and Diversity?

• Equality- Definition
• The term is associated with the 1970s and 80s
  and concentrates on removing discrimination,
  creating a fairer society and equality of
  opportunity. Backed by legislation.
• Dictionary Definition A state of being equal

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What is Equality Diversity?

• Diversity A definition
• Recognising and valuing difference.
• About creating a culture that recognises,
  respects, values and harnesses difference for the
  benefit of the PCT and its patients. Dictionary
  the presence of a wide range of variation
• Including everyone.

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Benefits of Equality Diversity

• What are the benefits of E D?
• Why do We need to Change ?

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NATIONAL STATISTICS

• SEXUAL ORIENTATION
• Estimated between 1.3 million and 1.9 million
  lesbian gay and bisexual people in employment.
• Could be between 26000 (2.2 ) and 39000 (3.3 ),
  gay,lesbian or bisexual staff working in the NHS.
  

• DISABILITY
• 8.5 million people (14.5) people with
  disabilities.
• Up to 174,000 disabled people working within the
  NHS.
• 7 out of 10 people become disabled during working
  lives.

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Negative attitudes - Lack of understanding Poor
physical access BARRIERS TO
INCLUSION

• Negative attitudes - Lack of understanding
• Poor physical access
• Lack of suitable facilities
• Inappropriate formats of information
• Inappropriate methods of communication
• Lack of opportunities in employment - or level of
  role
• Lack of opportunities for social inclusion

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• Existing initiatives/frameworks
• IWL Standard
• Knowledge and Skills Framework (Core dimension 6)
• Race Equality Performance Framework (2004)
• Choosing health (white paper on public health
  2004)
• National standards, local action (health equity
  audit)
• Equality and Diversity Scheme (2005)
• HR in the NHS Plan (2002)
• CPLNHS HR Framework
• The Vital Connection An Equalities Framework for
  the NHS (2000)
• Positively Diverse NHS Employers
• SHA Performance Framework for Patient Public
  Involvement

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EXERCISE - Questions About the person next to you

• Marital status
• Age
• Where they live
• What car they drive
• What paper they read
• Favourite food

• Favourite music
• Hobbies
• Favourite colour
• Where they grew up
• Favourite holidays

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STEREOTYPING
What is stereotyping?Exercise think about the
stereotypical image of a professional of your
choice
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• Stereotyping
• The way we view others can often be determined by
  stereotypes that we have gained through our own
  experience
• Stereotyping is usually insulting and plays on
  peoples fears and jealousies to spread a
  negative view of differences between people

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Prejudice

• In its most unproductive form, stereotyping
  can lead to prejudice
• The tendency to see differences as weaknesses
• THE EYE OF THE STORM

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How we form Perceptions

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

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Discrimination

• How does society treat this group?
• What assumptions and attitudes lie behind their
  treatment?

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Discrimination

• When we start to make judgements about
  individuals based on our views about their
  culture, gender, race, lifestyle, age etc. rather
  than on their unique abilities, or personality or
  character, then we are in danger of acting in a
  discriminatory way

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FORMS OF DISCRIMINATION

• Indirect Discrimination when conditions or
  requirements are set out that exclude members of
  an Equality Target Group - in relation to jobs or
  services.
• Direct Discrimination is where a person is
  treated less favourably purely because of their
  sex, race, sexual orientation, religion or
  belief, or disability.
• Positive discrimination is where one person is
  favoured over another because they are from an
  under represented group.

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DISCRIMINATION CONTINUED

• Victimisation is where an employee is
  discriminated against for making a complaint,
  intending to make one, or supporting another
  person making a complaint. Examples may include
  Denying promotion or training Sending to
  Coventry Refused requests for time
  off.Harassment is where someones dignity is
  violated or an intimidating, hostile, humiliating
  or offensive environment is created by unwanted
  conduct.

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INSTITUTIONAL RACISM
The collective failure of an organisation to
provide an appropriate and professional service
to people because of their colour, culture or
ethnic origin.
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Sensitivity and Insensitivity
Using racist/sexist and other discriminatory
language. Not concerned or deliberately malicious
Knowingly
Always aware of the effect of language. Deliberate
ly tries to be sensitive in use of language.
Careful of words.
Discriminatory
Non Discriminatory
Occasionally using racist/sexist and other
discriminatory language. Using words without any
knowledge of the implications does he take
sugar (wheelchair user)?
Could do with being more aware of the effect of
language. Not careful of words but few adverse
consequences
Unknowingly
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Legal Framework - examples

• Equal Pay Act 1970
• Sex Discrimination Act 1975
• Sex Discrimination (Gender Reassignment)
  Regulations 1999.
• Human Rights Act (1998)
• Carers (Equal Opportunities) Act 2004
• Race Relations Act 1976
• Disability Discrimination Act 1995
• Race Relations (Amendment) Act 2000
• Employment Equality Religion or Belief
  Regulations 2003
• Employment Equality Sexual Orientation
  Regulations 2003
• (Age Discrimination Regulations to be introduced
  in 2006)

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A Negative Equality Model
Health inequalities
Ignorance
Prejudice
Poor take up of services
Harassment
Poor reputation
Poor recruitment
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A Positive Equality Model
Awareness raising
Good reputation
Appropriate services
Reduction In Health inequality
Good take up Of services
Understanding
Good employer
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Delivering culturally sensitive healthcare

• Factors to consider-
• Finding out about a patients/employees culture,
  ethnic background language as early as
  possible
• Promote translation interpretation services
• Meet dietary needs
• Arrange same sex examinations if necessary
  ensure privacy
• Washing/ Bathing- include water containers in
  all toilet cubicles
• Ensure you are have a variety of multi-faith
  resources

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Just one good reason to change
A refugee when askedHow would refugees like to
treated? replied-
LOTS OF SMILES IF POSSIBLE, IT COULD MAKE A BIG
DIFFERENCE TO OUR HEALTH WELLBEING
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CASE STUDIES