Equality and Inclusion Partnership - Erasmus+ Inspiring Inclusion 12 November 2019
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Junaid Hussain from Equality and Inclusion Partnership delivered this presentation on their 'Healthy Diversity' Erasmus+ project at the Erasmus+ Inspiring Inclusion event in London on 12 November 2019.
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Equality and Inclusion Partnership - Erasmus+ Inspiring Inclusion 12 November 2019
- 3. OUR VISION Our vision is of a society that embraces diversity, where people live and work equally in peace and harmony. OUR MISSION We will achieve our mission when society embraces difference and diversity, ensures opportunity, eradicates inequality of treatment and operates in a fair environment for all. OUR STRAPLINE Promoting Equality Through Partnership
- 11. • What discrimination means in different countries across the partnership • Different understanding of discrimination within a legal context • 3 years project from 2015 - 2018
- 12. • Collaboration of like-minded organisations • Consolidate and continue previous working relationships • Each partner brought their own strengths to the project • Academia • Frontline Community Based • Frontline Health Service Provider • Diverse mixture of cultural perspectives and experiences based on current environment and background
- 13. Improve the capacity of health professionals and institutions in meeting the needs of a culturally diverse patient group thereby reducing the barriers to accessing services and alleviating different forms of discrimination within the health sector. www.healthydiversity.eu https://www.facebook.com/HealthyDiversity A series of publications including: • A catalogue of Critical Incidents, • A handbook on health and diversity, • A good practice guide, • A training curriculum and online course.
- 14. Culture shock is an interaction with a person or object from a different culture, set in a specific space and time, which provokes negative or positive cognitive and affective reactions, a sensation of loss of reference points, a negative representation of oneself and feeling of lack of approval that can give rise to uneasiness and anger. (Cohen-Emerique 2015:65)
- 15. Why was Inclusion an important aspect? • Methodology used in the Healthy Diversity Project embodies Inclusion at its very core • Participants are able to understand their own culture before trying to understand that of others • Misunderstanding of Culture…. It’s more than just about • The arts, theatre, music, and food • Race and religion
- 16. Benefits to EQuIP • Shared learning between peer partners • Shaped EQuIP during the transition from a race equality to wider equalities body • Informed our thinking and training that we deliver to other agencies within heath and other sectors • Continued working partnership – Erasmus Plus funded project (Supeer) • Submission of other joint bids and hopefully future partnership working • Lasting friendships • Working in a diverse environment – taken for granted
- 23. www.equipequality.org.uk Equip Equality EquipEquality1 junaid@equipequality.org.uk 0330 135 6606 07917 034 207 Contact Details Room 127 Morgan Conference Suite Warwickshire College Technology Drive Rugby Warwickshire CV21 1AR
Editor's Notes
- Key Action 2 Strategic Partnerships 2015 – 2018 2 years prior – in the making
- What we do in terms of providing services? Advice & support for victims of discrimination & harassment through 1-2-1 casework Engaging with communities to identify need & to influence services Promoting good relations by raising awareness of different cultures & bringing all communities together Providing key equality information Conduct research and insight - Providing key equality information Provide specialist equalities training & education
- Images: Initial thoughts or comments. How do they make you feel? No right or wrong answers Stay within these 4 walls
- Key Action 2 Strategic Partnerships 2015 – 2018 2 years prior – in the making
- 3 years allowed time for the methodology to be developed fully within the context of looking at the health sector …. But intense 3 years of working. Each partner had an IO focus but all partners contributed also
- Deceased Child Hospital Medication Friday Appointments End of Life Full Length Mirrors Substance Misuse Hospital Meals Domestic Violence Homeless Patients Cultural Assumptions In terms of how we have managed to get policymakers and stakeholders on Board: Outlining the project at various meetings Mini talks at networking events and taster sessions Having SWFT involved in the project has opened doors to key contacts and policymakers as well as EQuIP networks and networks of project partners Currently in talks with the E&D Lead for NHS England as to roll out of training. Other partners have done the same in their respective countries.
- Let’s pick up some key elements of this definition: Culture shock is about people’s real experiences, not fantasies, not theories about what could be a source of clash or tension, but situations that have actually happened where we suspect that cultural differences may have played a role. Emotions point to culture shock: emotions (positive or negative) act as indicators, pointing to the direction where something important has happened, maybe because it threatens a value or norm we hold dear, or maybe because it is against our expectations. In any case some emotion accompanies each experience of culture shock, this is how we can detect that we have just experienced it. Sometimes it is a diffuse sense of being lost, but it can be a very powerful anger, disgust, or fascination… Culture shock can be positive or negative: not all culture shock experiences are negative, some people experience positive culture shock, Positive or negative, the experience tends to motivate us to create a simplistic image of the other instead of trying to perceive them in all their complexity Culture shock can inspire judgments: In some culture shock situations we witness a behaviour that breaks with a cherished norm (e.g.: someone ending a meal with a loud tasty burp) the interpretation is almost automatic: how rude, how impolite. In other situations we commit cultural mistakes, breaking norms and we are reminded of our mistakes, depending on our character and the severity of the situation, we may feel ashamed and guilty (“I should have known”). Either way it is very easy to close a situation by a negative judgment on the other or ourselves. One of the reasons is that because these situations tend to be unpleasant we try to close them as soon as possible. Judgment is a good way to do so: we don’t need to investigate, try to understand the other, because they are fundamentally rude, sexist, authoritarian etc.
- Shift in understanding of health professionals in terms of understanding patients diverse cultures by looking at situational culture shock scenarios. Looking at the Critical Incidents and applying them to their own working environments or practices Recognition of patient groups in the medical practices that health professionals need to adhere to