RACE EQUALITY AWARENESS SESSION

1
RACE EQUALITY AWARENESS SESSION Steve
Baldwin
2
Aims and Objectives

• To eliminate unlawful race discrimination in the
  
• workplace.
• To value diversity in staff and patients.
• To raise awareness of why Trust has to achieve
  95
• coding on patient ethnic data.
• To raise awareness of using routine patient
  data to
• inform service improvements.
• To raise staff awareness of Trusts Race
  Equality
• Scheme.

3
At the end of the session you will

• have an awareness of race equality legislative
• requirements.
• be more aware about the impact of health
• inequalities and the diverse needs of
  patients.
• be able to demonstrate an appreciation of the
• need to collect ethnic group information.
• be able to deal with patients questions and
• concerns.
• challenge race discrimination when it occurs.

4
Race Relations Act 1976 Race Relations
(Amendment) Act 2000 The Race Relations Act 1976
(Amendment) Regulations 2003

• Trust must eliminate racial discrimination.
• Promote equality of opportunity .
• promote good relations between people of
• different ethnic backgrounds.
• Publish Race Equality Scheme.
• Record and monitor policies and services.

5
Section 20 Race Relations Act 1976

• Makes it
• unlawful for anyone concerned with the
• provision of healthcare services to
  discriminate
• on racial grounds by refusing or deliberately
• omitting to provide the service or as regards
• quality or the manner in which, or the terms
• on which they are provided.

6
Direct Race Discrimination

• When you treat a person less favourably on
• The basis of their race either in employment
• provision or service provision.

7
Indirect Discrimination

• Indirect Discrimination is when applying
• requirements, conditions or practice which
• although applies to all, can only be met and
• benefited by a considerably smaller proportion of
  a
• minority group and cannot be justified other than
  on
• racial grounds.

8
Race Relations Act 1976 Race Relations
(Amendment) Act 2000

• Section 71 1976 Act places a duty on all public
  sector employer to eliminate unlawful race
  discrimination.
• Stephen Lawrences case and Macphersons Report
  on Metropolitan Police conduct led to further
  legislative requirements - Race Relations
  (Amendment) Act 2000.
• Race Relations (Amendment) Act 2000 came into
  force on 31 May 2002 requiring all public sector
  organisations to
• promote good relations between people of
  different ethnic backgrounds, publish Race
  Equality Scheme and monitor policies and services.

9
Race Relations (Amendment) Act 2000

• To eliminate institutional race discrimination.
• To factor fairness into the modernisation of
  public services.
• To instill government commitment to change.
• To rebuild trust in the public sector.

10
Who is liable ?

• The legal person liable in any public law action
  against the Trust will be the
• Chief Executive and the Trust Board.
• Individual Employees can be named in a case.

11
Enforcement

• Equality and Human Rights Commission.
• Able to enforce duties within the Race Relations
  (Amendment) Act 2000.
• If they are not satisfied with remedial action
  they can issue a compliance notice.
• Further non-compliance may lead to a court order
  on the employer.

12
General Duties

• The general duty means the NHS must have due
  regard to the need to
• eliminate unlawful racial discrimination
• promote equality of opportunity
• promote good relations between people of
  different racial groups

13
Specific Duties

• To assist in delivering the general duty,
  specific duties have been placed on public
  bodies. There are two types of specific duties
• on the policy/service delivery side, the
  requirement is to set out information on a number
  of actions that will help deliver
  non-discriminatory services to local people.
• on the employment side there is a requirement to
  collect and publish a specific set of
  information.
• In particular, NHS organisations must review and
  consult on their Race Equality Schemes.
• This is a statutory requirement.

14
Specific Duties Contd.

• Make arrangements to ensure access to information
  and services are available.
• Make arrangements to train all staff on relevant
  duties within the Act.
• Monitor staff ethnically for jobs and promotion.
• Monitor the ethnicity of all staff for
  grievances,disciplinary, appraisals,dismissals,
  and reasons for leaving the Trust.
• Monitor 3rd party contractors to ensure they have
  policies, procedures and systems in place to
  eliminate race discrimination.

15
Benefits of the duties

• Improve Trusts ability to deliver suitable and
  accessible services that meet varied needs.
• Develop good practice and encourage greater
  openness.
• Increase confidence in public services,
  especially among ethnic minority communities.

16
Equality in Service Delivery

• Promoting and providing an equal
• service is not about giving all people
• the same service but meeting the needs
• of the individual patient.

17
Equality Impact Assessments

• Assess whether the ways our service are carried
  out meet the general duty.
• Consider whether any changes need to be made to
  address identified imbalance.
• Assess impact and implement changes.

18
Questions for Everyone

• Does the way we provide our service have an
  adverse impact on some racial groups in the local
  communities we serve ?
• Is the adverse impact avoidable ?
• Could it be considered to be unlawful
  discrimination ?
• Could the adverse impact be reduced by taking
  particular measures ?
• Is further research needed and is it likely to
  lead to a different outcome ?

19
Relevance

• The weight given to race equality should be
  proportionate to its relevance.
• Give greater consideration and resources to
  functions and policies that have the most effect
  on the public or employees.

20
What is Ethnic Monitoring ?

• Obtaining and managing ethnic origin data of
  patients and staff systematically.
• Analysing the data regularly and reporting
  outcomes to the Trust Board.
• Acting on the results and addressing any adverse
  impacts identified.

21
Obtaining the Data

• Is not the beginning and the end of ethnic
  monitoring, but
• It is crucial for successful implementation
• Incomplete and/or inaccurate data may lead to
  inadequate or misleading analysis.
• Misleading analysis may lead to inappropriate
  action.

22
How to collect ethnic group data

• Use prompt card
• Patient must self classify
• If patient appears unwilling, explain reason why
  data is needed.
• If patient refuses, this must be coded Z.
• It is acceptable to ask as many times as
  necessary until data is collected.

23
Where are we up to?

1. Current Local Figures available in the Trusts
   Race Equality Scheme.
2. Current Local Demographics
3. Health Improvement Programme
4. Focus on providing main healthcare needed by the
   local people.
5. Focus on how we develop services to meet these
   needs.

24
Needs of Diverse Patients

• Multi- ethnic
• Multi-faith
• Multi-cultural
• Provide high quality care

25
Inequality in Health

• 46 increased CHD mortality in South Asian women.
  
• 110 increased CVA mortality in African Caribbean
  women.
• 300 greater suicide amongst South Asian women.
• 300 increased prevalence of and mortality from
  diabetes in the Asian population.

26
Questions Inequality in Health Raises

• Are we acting fairly ?
• For example does the Diabetes service we provide
  meet the needs of all the communities its meant
  for and does it meet their needs ?
• Are experiences and outcomes of patients
  accessing our services differ according to their
  ethnicity ?

27
Cultural Competency

• Asking questions
• Replace anecdotes and assumptions
• with clarity.
• Recognising and respecting differences.
• Understanding and meeting the needs of
• the individual.

28
Definition of Ethnic Group

• A group of people with a long shared history.
• A common cultural tradition.
• A common geographical origin from a small number
  of ancestors.
• A common language.
• A common literature.
• A common religion.
• Have a distinct identity seen by both themselves
  and others.

29
Ethnicity
Refers to aspects of shared history, language and
culture, a group defined from within.
Group identity defined by social pressures from
the group linked with a psychological need to
belong
30
Any Questions ?
31
Thank you for listening.