The document discusses equality, diversity, and inclusion. It summarizes the key points of the Equalities Act and outlines both the medical and social models of disability. The social model frames disability as caused by societal barriers rather than individual impairment. The document advocates for a culture of inclusion, equity, and commitment to reducing inequality through organizational change and strategic focus on equality in mission and practice.

1. NHS Calderdale Equality & Diversity for commissioners Mole (Laura) Chapman

2. Mindscapes to Landscapes We would be foolish to assume that it’s easy to achieve a fairer society. If it was easy we would have cracked it, and we would all live in an equitable world. It is not. We have not. We do not. Think!  EQuality training 2010

3. The Equalities Act Public Duty Eliminate discrimination, harassment and victimisation Advance equality of opportunity for different groups of people Foster good relations between groups  EQuality training 2010

4. What is in the Act? A new duty to consider socio-economic status The Bill introduces a new requirement on strategic public authorities to have due regard to how their decisions might help to reduce inequalities associated with socio-economic status.  EQuality training 2010

5. What is in the act? Positive Action Dual Discrimination Equal Pay Impact - strategic, policy and service delivery  EQuality training 2010

6. Equality: Every human being has an absolute and equal right to common dignity and parity of esteem and entitlement to access the benefits of society on equal terms. Equal treatment for all: The availability of the same rights, position, and status to all people, irrespective of gender, sexual preference, age, race, ethnicity, ability or religion.  EQuality training 2010

7. Equity The principle of equality has to be reinforced and extended by the practice of equity. Three broad principles about the nature of social justice: Equity: every human being has a right to benefit from the outcomes of society on the basis of fairness and according to need. Leadership activity require ethical practice: deliberate and specific intervention to secure equality and equity. (West-Burnham & Chapman 2009)  EQuality training 2010

8. Single/Other -> Diverse Change & Stereotypes  EQuality training 2010

9. Marginalised groups

10. “ Vision without action is merely a dream Action without vision just passes the time Vision with action can change the world” Joel Barker

11. Inclusive practice: ‘ All INDIVIDUALS belonging to the organisations they would if they were not different. AND Support provided to individuals, families, and colleagues so that all can be successful.’ (Carol Tashie) “ Is an ongoing process of reviewing and developing practice in order to adjust and celebrate diversity. It is the journey not the destination!” (EQuality Training 2006)  EQuality training 2010

12. Culture Change Compliance -> Commitment Tolerance -> Acceptance Mindscape -> Landscape Single/Other -> Diverse Deficits -> Assets Rigid Rules -> Flexible Values Improve -> Transform  EQuality training 2010

13. Equalities Act - Public Duty Vision - environment and organisational change to remedy inequality. Strategic focus on Equality & Diversity in organisations core purpose.  EQuality training 2010

14. Reflective Practice Plan Do Review New ideas New practice New outcomes

15. What is disability?

16. Stereotypes VULNERABLE PEOPLE ?

17. Behaviour Feeling Action:

18. Tackling social oppression Racism and sexism Internalised oppression Lack of participation Individualism v individuality Abuse and violence

19. The Facts Visually impaired people are four times more likely to be verbally and physically abused than sighted people People with mental health issues are 11 times more likely to be victimised 90% of adults with a learning difficulty report being 'bullied'. Scope 2008

20. Compared with non-disabled people, disabled people are: more likely to be economically inactive – only one in two disabled people of working age are currently in employment, compared with four out of five non-disabled people; more likely to experience problems with hate crime or harassment – a quarter of all disabled people say that they have experienced hate crime or harassment, and this number rises to 47% of people with mental health conditions;

21. "on the experience of disability, history is largely silent, and when it is discussed at all, it is within the context of the history of medical advances. Just as women and black people have discovered that they must write their own histories, so too with disabled people."

22. The Hunchback or bell ringer?

23. Emmerdale CSI

24. The ugly sisters Shrek

25. The Medical Model of disability Medical approach to the problem. Defined by non-disabled professionals Equated to illness in terms of research and findings. Care and benefits have been awarded to compensate for personal tragedy.

26. Medical Model thinking Bad image No qualifications Expensive Nothing to bring Victims Only know about disability Networks Difficult behaviour The impairment is the focus The person is perceived as faulty

27. The Social Model of disability The problem owned by the whole community. It defines disability in terms barriers, attitudinal, structural and systemic. Acknowledges the oppression, and need for action. It recognises disabled people’s leadership in finding a solution.

28. Social Model thinking Disabled people as active members of the community Great P.R expertise Challenges tolerance Diverse skills Social skills Does it differently Feelings Assessment panels

29. Barriers

30. Respectful language The person —their name. Impairment = Functioning Disability = barriers in society

31. Examples of Impairment Quadriplegia Polio Cerebral palsy Blindness Deafness Examples of Disability Buildings without ramps Poor health provision Bullying, name-calling Segregated education Workplaces without lifts

32. Respectful language Impairment , disabled people use this term to talk about their medical condition or diagnosis or description of their functioning—if there is nothing more formal.

33. Respectful language Fred Brown (the person ) is a man with cerebral palsy (the impairment ). When the barriers and discrimination (the oppression ) that restrict Fred have been removed from society, Fred will no longer be disabled, but he will still have cerebral palsy and be called Fred.

34. Social model thinking Attitudes, the environment & systems are a problem We participate in change for equality We have an individual & a collective responsibility we are allowed to do what is right for ourselves we have a positive image and are proud of who we are we have expertise and might wish to take risks we are all equal members of the community

35. Reflective Practice Plan Do Review What do you know? What can we learn? What has changed?

36. Building Capacity Minorities are deprived and have needs Communities have capacity, assets and power Fixed mindset Growth mindset A belief in fixed intelligence, academic ability as a narrow continuum and measured performance A belief in growth and development. Praise given for effort, investment in development of strengths and skills

37. Respectful language

38. Inequality and Wellbeing Inequality affects all of society Affluenza - Treadmill culture Individualism - materialism culture Education Hierarchy - target culture Wilkinson, Layard and Oliver

39. Wellbeing Wellbeing … is indirectly but powerfully part of the educational and societal goal of dealing with the emotional and social consequences of failing and being of low status. ( Fullan 2007) Wellbeing is more than absence of pain Wellbeing recognises happiness, pleasure and health Systems which identify material success as the only outcome of work are potentially very damaging Prioritising wellbeing is fundamental to achieving a culture of equality, because of the part wellbeing plays in flourishing. Humiliation can be a trigger for powerful defensive behaviours, involving anger and disaffection

40. Seeking Congruence Head Theory, vision, understanding Heart Feeling, reflection, response Hand Action, practice, learning

41. Reflective Practice Enlightenment ( understanding ) Understanding why things have come to be as they are in terms of frustrating self’s realisation of desirable practice. Empowerment Creating the necessary conditions within self whereby action to realize desirable practice can be undertaken. Emancipation ( transformation ) A stable shift in practice congruent with the realisation of desirable practice

42. Equalities Bill - Public Duty Vision - environment and organisational change to remedy inequality. Strategic focus on Equality & Diversity in organisations core purpose.

43. From Compliance to Commitment: the implications of ethical practice How far do policies translate the aspirations of vision into inclusive practice? To what extent do strategies for monitoring, reviewing and evaluating practice focus on a commitment to equity? How might the wider community be involved in the UOB vision?

44. © EQuality Training 81 New Laithe Hill, Huddersfield HD4 6RF [email_address] Tel: 01484 530 321 www.equalitytraining.co.uk