embracing equality & diversity, dignity & respect (a)

Embracing Equality & Diversity, Dignity & Respect through ‘Inclusion’

Brought to you by Trust Interventions www.trustinterventions.co.uk2012-2013

www.trustinterventions.co.uk2012-2013

To know why equality and diversity issues are important

To have increased understanding of the legal framework and the NHS context including policies and initiatives.

Be aware of the legal responsibilities of employer and employee

To have identified key equality and diversity issues and implications for the service.

To gain understanding of the origins of negative attitudes, prejudice, discrimination and explore the effects discrimination has on people.

To inspire positive attitudes

Learning Outcomes


EXERCISE

Have YOU ever felt excluded? What does it FEEL like to be excluded?


We may have all felt excluded at some point in our lives

By remembering how it felt, we can better empathise with colleagues or service users who are different to us, or who represent an opinion that is different from the majority.

Wherever there is difference, there is more potential to be excluded or treated differently.

Some people are more likely to experience this than others.

Exclusion - Learning Point


Our inclusion vision Our Inclusion vision is to “make regional NHS organisations the best NHS commissioner and providers within the United Kingdom and beyond, by proactively including individuals and groups that may feel, or are being, excluded from the services and employment opportunities provided by NHS organisations within the East Midlands.”

www.nhseastmidlands.co.uk

http://www.nhseastmidlands.co.uk/


Government's Social Exclusion Unit (2004) definition of exclusion, which can occur:

“when people or areas suffer from a combination of linked problems such as unemployment, discrimination, poor skills, low incomes, poor housing, high crime, bad health and family breakdown” leading to them being excluded from the services and opportunities enjoyed by those in the political, economic and social mainstream of society.


NHS East Midlands lead on the Equality Delivery System (EDS) At the heart of the EDS has set four goals. The goals are: • Better health outcomes for all • Improved patient access and experience • Empowered, engaged and included staff • Inclusive leadership at all levels


The EDS helps us: • to meet the public sector Equality Duty deliver on the dignity and respect agenda • to deliver on the NHS Outcomes

Framework and the NHS Constitution and, • if they are providers, to meet the Care

Quality Commission‟s “Essential Standards of Quality and Safety”


Question:What do you understand by the term ‘Equality’?


Equality is about creating a fairer society where everyone can participate fully and have the opportunity to fulfil their

potential.

It is summarised in terms of equal access, equal shares, equal outcomes and equal treatment.

Equal treatment does not mean treating everyone the same. It is about giving people an equal opportunity to have their own individual needs considered / met.

Equality is backed by Legislation to promote:

- equality of opportunity

- good relations between different people, and to

- tackle unfair discrimination

Equality


Question: What do you understand by the term ‘Diversity

Question: What are the six dimensions of Diversity


Parental Status

Education

Postcode

Social Class

Experiences

Work Background

Opinions

Part time

Marital Status

Income

Gender & Assignment

Religion

AgePhysical Qualities(Disability)

Ethnicity

Sexual Orientation

Secondary

Primary


Behaviour I ceberg

Our Behaviour

Environment

(ORGANISATIONAL POLICIES)Environment(LAW)

Skills & Knowledge

Emotional Intelligence

Values, Beliefs, Principles & Attitudes

Pers

onal

Exp

erie

nce

Personal ExperienceDiscrimination

Stereotype

Prejudice

‘Common Sense is the collection of prejudices acquired by the age of eighteen’. (Einstein)

Group Think


Age

Disability inc. carers

Gender Reassignment

Marriage and Civil Partnership

Pregnancy and Maternity inc. breastfeeding

Race

Religion / Belief

Sex

Sexual Orientation

The Equality Act 2010 Protected Characteristics


BENEFITS OF DIVERSITY

Greater access to a wider pool of skills, strengths, experiences & perspectives Greater understanding of diverse groups Attracts staff Retains staff Motivated staff Time and money saved in dealing with harassment &

discrimination issues, conflict resolution & employment tribunals Good NHS image Happy fulfilled workforce with diverse skills


Answer: Wherever there is a difference, there is a potential for discrimination

Question: Why do we have equality law?

Definition: DiscriminationTo act and single out a particular person

or group


www.nhseastmidlands.co.uk

Inclusion and fairness for all is at the heart of our business which supports the first principle of the NHS Constitution:

“The NHS provides a comprehensive service available to all irrespective of gender, race disability, age, sexual orientation,

religion or belief. It has a duty to each and every individual that it services and must respect their human rights.

"At the same time, it has a wider social duty to promote equality through the services it provides and to pay particular

attention to groups or sections of society where improvements in health and life expectancy are not keeping

pace with the rest of the population.” (NHS Constitution:2009)

http://www.nhseastmidlands.co.uk/


Introduces a new Equality Duty on all ‘strands’ now called ‘protected characteristics’. End age discrimination in service delivery Ensure transparency – need to report on pay gaps and employment statistics relating to diversity. Ensure equality is promoted through purchasing and procurement processes. Extend the scope of positive action. Strengthens enforcement, including discrimination on intersectional grounds as well as representative actions.

Equality Act 2010


1 Unwanted conduct related to a protected characteristic which has the purpose or effect of: a) Violating the other person’s dignity, or b) Creating an intimidating,hostile, degrading, humiliating or offensive environment for him/her.

Harassment


Third Party Harassment

The Act has extended protection against harassment of employees by customers, clients and contractors to apply to all protected characteristics.

Liability will arise where an employer becomes aware that an employee has been harassed on at least two occasions by a third party (doesn’t matter if it’s different customers etc) and they fail to take reasonable steps to prevent it happening for a third time.


E.g. a patient who felt patronised by a clinician or a receptionist because of their age, would potentially have a claim.Extends the existing provisions in relation to harassment by 3rd parties into the other strands of discrimination law. This means that where the employer is aware that one of its employees has been subjected to harassment (say, by a patient) and has not taken reasonable steps to prevent a recurrence of that harassment, then the employer may be liable for 3rd party incidents from the 2nd incident onwards.Need to be responsive to both formal and informal complaints by staff.

Harassment Examples


MY ATTITUDE

MY BEHAVIOUR

YOUR BEHAVIOUR YOUR ATTITUDE

Affects

Affects

Affects Affects

Likely Outcome = Conflict

Question – How do we manage conflict?

Betari’s Box


Collusion is co-operation with others, knowingly or unknowingly, to reinforce stereotypical attitudes, prevailing behaviours, and norms.

Types of collusion include:

Silence

Denial

Active Co-operation


Bullying & Harassment, Racism and Homophobia is not only caused by bullies, racists or homophobes.

Bullying & Harassment, Racism and Homophobia thrive because of the SILENCE of the MAJORITY quietly condones it.

COLLUSION: BULLYING & HARASSMENT

CHALLENGE it and REPORT it


The incidence of lung cancer among men and women in the most deprived areas is around twice that in the most affluent areas, and death rates are about two and a half times higher.

Lesbian, Gay and Bisexual people are more likely to be self-harmers or consult mental health professionals than heterosexual people.

Pakistani and Black Caribbean women are much more likely to have high blood pressure than women in the general population.

Men typically develop heart disease ten years earlier then women.

People with learning disabilities have higher rates of obesity and respiratory disease, and high levels of unmet needs.

KNOWN HEALTH INEQUALITIES


Lesbian and Bisexual women are more likely to be overdue for cervical screening than heterosexual women.

Women in routine occupations are twice as likely to be obese as women in professional occupations.

Women are around 2.7 times more likely than men to develop an auto-immune disease such as diabetes.

People with mental health problems have higher rates of obesity, smoking, heart disease, hypertension, respiratory disease, diabetes, stroke and breast cancer than other citizens.

KNOWN HEALTH INEQUALITIES


Diagnostic Overshadowing

People with learning difficulties are much more likely than other citizens to have health problems, including obesity and respiratory disease.

People with mental health problems are more likely to have problems such as heart disease, high blood pressure and diabetes.

People with schizophrenia are almost twice as likely as other citizens to have bowel cancer.

Women with schizophrenia are 42 per cent more likely to get breast cancer.

The rate of obesity among people with learning difficulties is 28 per cent, compared with 20 per cent for the overall population

In primary care both groups are less likely to receive some of the expected health checks and treatments

DRC ‘Closing the Gap’ Report


Many thanks for your participation

There is a bank of resources available on the following web pages:

www.equalityhumanrights.com

www.nottsdeaf.org.uk

www.equalities.gov.uk/

www.dh.gov.uk/en/Managingyourorganisation/Workforce/Equalityanddiversity/index.htm

www.disabledgo.comwww.stonewall.org.uk

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