Embracing equality & diversity, dignity & respect (a)

Embracing Equality & Diversity,
Dignity & Respect through
„Inclusion‟

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

Learning Outcomes
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


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


Exclusion - Learning Point
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.


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


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
 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


Question: What do you understand by
the term „Diversity

Question: What are the six dimensions
of Diversity


Parental
Status
Income Education

Gender &
Marital Status Assignment
Sexual Postcode
Religion
Orientation
Ethnicity
Part time Age
Physical Social Class
Qualities
Secondary (Disability)
Opinions Experiences
Primary

Work Background


‘Common Sense is the collection of prejudices acquired by the
age 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


The Equality Act 2010
Protected Characteristics

Age
Disability inc. carers
Gender Reassignment
Marriage and Civil Partnership
Pregnancy and Maternity inc. breastfeeding
Race
Religion / Belief
Sex
Sexual Orientation


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


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


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)


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 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.


Harassment
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.


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.


Harassment Examples

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.

Betari’s Box

MY MY
Affects
ATTITUDE BEHAVIOUR

Affects Affects

YOUR BEHAVIOUR Affects YOUR ATTITUDE

Likely Outcome = Conflict
Question – How do we manage conflict?


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


COLLUSION: BULLYING & HARASSMENT

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.

CHALLENGE it and REPORT it


KNOWN HEALTH INEQUALITIES

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.


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/Managingyourorganis
ation/Workforce/Equalityanddiversity/index.htm

www.disabledgo.com
www.stonewall.org.uk


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