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Embracing equality & diversity, dignity & respect (a)


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Equality & Diversity Circle Health

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Embracing equality & diversity, dignity & respect (a)

  1. 1. Embracing Equality & Diversity, Dignity & Respect through „Inclusion‟ Brought to you by Trust Interventions
  2. 2. Learning OutcomesTo know why equality and diversity issues are importantTo have increased understanding of the legal framework andthe NHS context including policies and initiatives.Be aware of the legal responsibilities of employer andemployeeTo have identified key equality and diversity issues andimplications for the service.To gain understanding of the origins of negative attitudes,prejudice, discrimination and explore the effects discriminationhas on people.To inspire positive attitudes
  3. 3. EXERCISEHave YOU ever felt excluded? What does it FEEL like to be excluded?
  4. 4. Exclusion - Learning PointWe may have all felt excluded at some point in our livesBy remembering how it felt, we can better empathisewith colleagues or service users who are different to us,or who represent an opinion that is different from themajority.Wherever there is difference, there is more potential tobe excluded or treated differently.Some people are more likely to experience this thanothers.
  5. 5. Our inclusion visionOur Inclusion vision is to “make regional NHSorganisations the best NHS commissionerand providers within the United Kingdom andbeyond, by proactively including individualsand groups that may feel, or are being,excluded from the services and employmentopportunities provided by NHS organisationswithin the East Midlands.”
  6. 6. Governments Social Exclusion Unit (2004)definition of exclusion, which can occur:“when people or areas suffer from acombination of linked problems such asunemployment, discrimination, poor skills,low incomes, poor housing, high crime,bad health and family breakdown” leadingto them being excluded from the servicesand opportunities enjoyed by those in thepolitical, economic and social mainstreamof society.
  7. 7. NHS East Midlands lead on the EqualityDelivery 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
  8. 8. 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”
  9. 9. Question:What do you understand by the term „Equality‟?
  10. 10. 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, equaloutcomes and equal treatment. Equal treatment does not mean treating everyone the same. It isabout giving people an equal opportunity to have their own individualneeds considered / met. Equality is backed by Legislation to promote: - equality of opportunity - good relations between different people, and to - tackle unfair discrimination
  11. 11. Question: What do you understand bythe term „DiversityQuestion: What are the six dimensionsof Diversity
  12. 12. Parental Status Income Education Gender & Marital Status Assignment Sexual Postcode Religion Orientation Ethnicity Part time Age Physical Social Class QualitiesSecondary (Disability) Opinions ExperiencesPrimary Work Background
  13. 13. ‘Common Sense is the collection of prejudices acquired by theage of eighteen‟. (Einstein) Behaviour Iceberg Discrimination En vir ent ES ) on nm ICI me nv iro LP OL (LA nt E A W) ON I AT NIS (OR GA Our Behaviour Stereotype Skills & Knowledge Pe ce r n so ie Emotional Intelligence na er xp lE lE xp a er on Values, Beliefs, Principles & Attitudes ie rs n ce Pe Prejudice Group Think
  14. 14. The Equality Act 2010 Protected CharacteristicsAgeDisability inc. carersGender ReassignmentMarriage and Civil PartnershipPregnancy and Maternity inc. breastfeedingRaceReligion / BeliefSexSexual Orientation
  15. 15. 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
  16. 16. Question: Why do we have equality law?Answer: Wherever there is a difference, there is a potential for discrimination Definition: Discrimination To act and single out a particular person or group
  17. 17. 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 allirrespective 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 promoteequality 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)
  18. 18. Equality Act 2010 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 andemployment statistics relating to diversity. Ensure equality is promoted through purchasing andprocurement processes. Extend the scope of positive action. Strengthens enforcement, including discrimination onintersectional grounds as well as representative actions.
  19. 19. Harassment1 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.
  20. 20. Third Party HarassmentThe Act has extended protection against harassment ofemployees by customers, clients and contractors to applyto all protected characteristics.Liability will arise where an employer becomes aware thatan employee has been harassed on at least twooccasions by a third party (doesn‟t matter if it‟s differentcustomers etc) and they fail to take reasonable steps toprevent it happening for a third time.
  21. 21. Harassment ExamplesE.g. a patient who felt patronised by a clinician or areceptionist because of their age, would potentially havea claim.Extends the existing provisions in relation to harassmentby 3rd parties into the other strands of discrimination law.This means that where the employer is aware that one ofits employees has been subjected to harassment (say,by a patient) and has not taken reasonable steps toprevent a recurrence of that harassment, then theemployer may be liable for 3rd party incidents from the2nd incident onwards.Need to be responsive to both formal and informalcomplaints by staff.
  22. 22. Betari’s Box MY MY AffectsATTITUDE BEHAVIOURAffects AffectsYOUR BEHAVIOUR Affects YOUR ATTITUDE Likely Outcome = Conflict Question – How do we manage conflict?
  23. 23. Collusion is co-operation with others, knowingly or unknowingly, toreinforce stereotypical attitudes, prevailing behaviours, and norms.  Types of collusion include:  Silence  Denial  Active Co-operation
  24. 24. COLLUSION: BULLYING & HARASSMENTBullying & Harassment, Racism and Homophobia is not only caused bybullies, racists or homophobes.Bullying & Harassment, Racism and Homophobia thrive because of theSILENCE of the MAJORITY quietly condones it. CHALLENGE it and REPORT it
  25. 25. KNOWN HEALTH INEQUALITIESThe incidence of lung cancer among men and women in the most deprived areas isaround twice that in the most affluent areas, and death rates are about two and ahalf times higher.Lesbian, Gay and Bisexual people are more likely to be self-harmers or consultmental health professionals than heterosexual people.Pakistani and Black Caribbean women are much more likely to have high bloodpressure 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 respiratorydisease, and high levels of unmet needs.
  26. 26. KNOWN HEALTH INEQUALITIESLesbian and Bisexual women are more likely to be overdue for cervical screeningthan heterosexual women.Women in routine occupations are twice as likely to be obese as women inprofessional occupations.Women are around 2.7 times more likely than men to develop an auto-immunedisease such as diabetes.People with mental health problems have higher rates of obesity, smoking, heartdisease, hypertension, respiratory disease, diabetes, stroke and breast cancer thanother citizens.
  27. 27. Diagnostic OvershadowingPeople with learning difficulties are much more likely than other citizens to have healthproblems, including obesity and respiratory disease.People with mental health problems are more likely to have problems such as heartdisease, high blood pressure and diabetes.People with schizophrenia are almost twice as likely as other citizens to have bowelcancer.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 with20 per cent for the overall populationIn primary care both groups are less likely to receive some of the expected healthchecks and treatments DRC ‘Closing the Gap’ Report
  28. 28. Many thanks for your participation There is a bank of resources available on the following web pages: