Gender Equality Awareness Training

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Gender Equality Awareness Training

• Steve Baldwin

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Objectives

• To introduce you to the Gender Equality Scheme,
  identifying
• Monitoring arrangements and ways of improving
  services The Trusts role in promoting gender
  equality and reducing gender discrimination
• to provide gender equality
• The legal requirements of
• The Sex Discrimination Act 1975
• The Equal Pay Act 1970
• The Equality Act 2006

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Gender Equality Legislation penalties
DH Single Equality Scheme
Gender Equality Scheme
Competitive Trust staff to provide a good service
to enhance patient experience.
The Vital Connection
EOC/CEHR Code of Practice Penalties/enforcement
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Gender EqualityA Question of health

• How many men and women use our Trusts services
  ?
• How can we improve the services we provide to
  women and men?
• What are the gender issues faced within
  employment in our Trust and how can we address
  them ?
• The new Gender Equality Duty is a fantastic
  opportunity for us to tackle health inequality
  issues.

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NHS Executive PolicyThe Vital Connection

• A workforce for equality and diversity
• A better place to work
• A service using its leverage to make a difference

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Healthcare Commission

• The Healthcare Commission (HCC) Standard C7e.
• Expects everyone in the Trust to challenge
  discrimination, further equality, diversity and
  human rights and reducing inequalities in
  healthcare.

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The Business Excellence Model
People Management
People Satisfaction
Processes
Business Results
Leadership
Policy Strategy
Customer Satisfaction
Resources and Partners
Impact on Society
Enablers
Results
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Sex Discrimination Act 1975

• For the first time, discrimination on the grounds
  of sex became unlawful.
• Ground-breaking many legal cases followed as
  women and men fought to achieve equality as
  employees and service users.
• During the last 30 years, major changes have been
  achieved across a broad range of issues e.g.
• Obligation on employers to pay equal wages to
  women and men
• Equal retirement ages for men and women
• Maternity leave for all women
• Equal rights for part-time workers both male and
  female

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Equal Pay Act 1970

• Gives an individual a right to the same
  contractual pay and benefits as a person of the
  opposite sex in the same employment, or where the
  man and the woman are doing
• The same or broadly similar work
• Work which has been rated as equivalent under an
  analytical job evaluation study
• Work that is of equal value (where the work done
  is different but considered to be of equal value
  in terms of demands such as effort, skill and
  decision making).

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Equality Act 2006

• This legislation places a statutory duty on all
  public authorities to have due regard to the need
  to
• Eliminate discrimination and harassment that is
  unlawful under the Sex discrimination Act 1975
  and in relation to employment and vocational
  training (including further and higher
  education), eliminate discrimination and
  harassment against transsexual individuals
• Eliminate discrimination that is unlawful under
  the Equal Pay Act 1970
• Promote equality of opportunity between men and
  women.

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Gender Reassignment

• As part of the gender equality duty, the Trust is
  required to have due regard to the need to
  eliminate unlawful discrimination and harassment
  in employment and vocational training for people
  who intend to undergo, are undergoing or have
  undergone gender reassignment. The term
  transsexual person is used to refer to the
  people covered by these provisions.
• The Trusts Equal Opportunities Policy ensures
  that existing practices and procedures support
  the dignity and privacy of employees undergoing
  gender reassignment whilst at work.

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Equal Opportunities Commission Code of Practice

• The Equal Opportunities Commission (EOC) has
  developed the Code of Practice on gender equality
  duty that is issued under the Sex Discrimination
  Act 1975, as amended by the Equality Act 2006.
  The Code was issued on 6th April 2007.

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Why has the gender equality duty been introduced?

• The aim of the new Gender Equality Scheme is to
  bring about real change in the culture of
  organisations as the onus will be on
  organisations to promote equality, rather than on
  individuals to highlight discrimination. The
  duty aims to make NHS Trusts work in order to
  create
• Better-informed decision-making and policy
  development
• A clearer understanding of the needs of the
  service users
• Better-quality services which meet varied needs
• More effective targeting of policy and resources
• Better results and greater confidence in public
  services and
• A more effective use of talent in the workforce.

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Penalties of Non-compliance

• Until October 2007, the Equal Opportunities
  Commission will be responsible for enforcing the
  Gender Equality Duty. Breaches of the general
  duty will be subject to judicial review. For
  breaches of specific duties, the EOC has the
  power to issue compliance notices.
• From October 2007, the new Commission for
  Equality and Human Rights established by the
  Equality Act 2006, will take over enforcement and
  have responsibility for all six strands of
  discrimination law (race, gender, age,
  disability, religion and belief and sexual
  orientation).

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Gender Equality Scheme

• From 6th April 2007 amendments to the Sex
  Discrimination Act 1975 require NHS organisations
  to prepare and publish a Gender Equality Scheme
  showing how they intend to fulfil the general and
  specific duties and setting out its gender
  equality objectives. The Trusts Gender Equality
  Scheme was signed by the Trust Board on 12th July
  2007.

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The essential elements of the Gender Equality
Scheme

• A statement of how men and women (both staff and
  patients) have been involved in developing the
  Scheme.
• The Action Plan outlines what are we are doing as
  a Trust and is available on the Trusts intranet.
• Arrangements for gathering information about the
  Trusts performance on gender equality and for
  assessing the impact of the Trusts activities on
  gender equality and making any necessary
  improvements.
• Details of how the Trust will use the information
  gathered, in particular in reviewing the
  effectiveness of its Action Plan and preparing
  subsequent Schemes.

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The Gender Equality Action Plan for 2007 - 2010
now reflects

• The gender priorities for both patients and staff
  within the Trust
• the strategic priorities of the Trust
• the specific outcomes to be achieved
• how the outcomes are to be measured and assessed
• who is responsible for delivering the specified
  outcomes
• a realistic timetable for delivering each outcome
• Leadership for each work stream of action points

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Diversophy

• Research shows that generally, when women and men
  speak, they differ in
• The content of what they say
• The style in which they speak
• The structure of their speech
• All of the above
• None of the above

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Some Extras

• Who was the first Asian to play football for
  England
• Aman Dosanj

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Aman Dosanj
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The Patient Experience Strategy

• The Trust is committed to continually developing
  and improving care provision to patients and
  their carers, ensuring all who have access to
  services have a good experience. 

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What is meant by a good patient experience?

• The Department of Health commissioned research
  with patients who said
• We want an NHS that meets not only our physical
  needs but our emotional ones too. This means
• - getting good treatment in a comfortable,
  caring and safe environment
• - having information to make choices, to feel
  confident and to feel in control
• - being talked to and listened to as an equal
• - being treated with honesty, respect and
  dignity.

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The Trusts corporate values

• Patients first and foremost - the patients
  welfare is at the heart of everything we do
  underpinned by high standards of clinical
  governance
•  
• We will harness the skills, innovation and
  technology necessary to offer high quality
  healthcare and sustainable improvements to our
  patients
•  
• We will always provide a safe and secure
  environment for our patients, visitors and staff
  
• We value and respect the diverse communities for
  whom we provide care and from whom we employ
  staff
• We are accountable custodians of public money
  that will be spent wisely and efficiently in the
  provision of public healthcare
• We will include our communities in how we plan
  and deliver services in partnership with other
  NHS and publicly funded services.

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Formal Review in the Future

• The Trusts Gender Equality Scheme is reviewed
  every three years.
• The Equality and Diversity Steering Committee
  has a pivotal role in ensuring progress across
  the Trust and support to meet all targets set out
  in the Trusts action plan.
• YOU are encouraged to contribute to applying the
  principles of fairness, respect and equality in
  the way you carry out your everyday work.

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Questions and Answers
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Thanks for Listening