equality and diversity training n.
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  2. Why Are We Here? • Raise awareness and engage staff. • Develop skills and competence. • All types of prejudice, abuse, harassment, victimisation direct and indirect discrimination are unacceptable. • To mainstream E & D to enable us to provide employment opportunities and responsive and accessible services to ALL Halton residents. • Legal responsibility. • Moral and ethical duty to understand diverse patient needs

  3. GROUND RULES • Hear and respect what others have to say. • Ask questions. • Be open and honest. • Respect confidentiality.

  4. UNDERSTAND: Equality and Diversity Direct & Indirect Discrimination Harassment Victimisation Institutional Racism Equality target groups The value of a diverse workforce the statutory general, specific and employment duties under the Race Relations Amendment Act (2001). Disability Equality Duty and Gender Equality Duty. BE AWARE OF: PCT Equality and Diversity Scheme. Current and impending legal framework around Equality and Diversity. Stereotypical behaviours, prejudice and discriminatory attitudes and how to challenge them Dignity at Work Policy Managing Diversity Policy Buddy Scheme BE ABLE TO Act to support equality and value diversity LEARNING OUTCOMESBy the end of the session you will :


  6. EQUALITY TARGET GROUPS • This term describes people from groups that have experienced disadvantage or discrimination and includes the following people : • Black and minority ethnic racial groups, • People with a disability • Females • Carers • Gay, Lesbian, Transgender and bisexuals

  7. What is Equality and Diversity? • Equality- Definition The term is associated with the 1970’s and 80’s and concentrates on removing discrimination, creating a fairer society and equality of opportunity. Backed by legislation. Dictionary Definition “A state of being equal”

  8. What is Equality & Diversity? • Diversity – A definition Recognising and valuing difference. About creating a culture that recognises, respects, values and harnesses difference for the benefit of the PCT and its patients. Dictionary “the presence of a wide range of variation” “Including everyone”.

  9. Benefits of Equality & Diversity • What are the benefits of E & D? • Why do We need to Change ?

  10. SEXUAL ORIENTATION Estimated between 1.3 million and 1.9 million lesbian gay and bisexual people in employment. Could be between 26000 (2.2 %) and 39000 (3.3 %), gay,lesbian or bisexual staff working in the NHS. DISABILITY 8.5 million people (14.5%) people with disabilities. Up to 174,000 disabled people working within the NHS. 7 out of 10 people become disabled during working lives. NATIONAL STATISTICS

  11. Negative attitudes - Lack of understanding Poor physical access BARRIERS TO INCLUSION • Negative attitudes - Lack of understanding • Poor physical access • Lack of suitable facilities • Inappropriate formats of information • Inappropriate methods of communication • Lack of opportunities in employment - or level of role • Lack of opportunities for social inclusion

  12. Existing initiatives/frameworks • IWL Standard • Knowledge and Skills Framework (Core dimension 6) • Race Equality Performance Framework (2004) • Choosing health (white paper on public health 2004) • National standards, local action (health equity audit) • Equality and Diversity Scheme (2005) • HR in the NHS Plan (2002) • CPLNHS HR Framework • The Vital Connection: An Equalities Framework for the NHS (2000) • Positively Diverse – NHS Employers • SHA Performance Framework for Patient & Public Involvement

  13. Marital status Age Where they live What car they drive What paper they read Favourite food Favourite music Hobbies Favourite colour Where they grew up Favourite holidays EXERCISE - Questions About the person next to you

  14. STEREOTYPING What is stereotyping?Exercise – think about the stereotypical image of a professional of your choice

  15. Stereotyping • The way we view others can often be determined by stereotypes that we have gained through our own experience • Stereotyping is usually insulting and plays on people’s fears and jealousies to spread a negative view of differences between people

  16. Prejudice In its most unproductive form, stereotyping can lead to “prejudice” “The tendency to see differences as weaknesses” THE EYE OF THE STORM

  17. How we form Perceptions “Most of our perceptions are formed by associating with people who are similar to us in race, ethnicity, social status, education, lifestyle etc.” Workforce America, Loden & Rosener (1991)

  18. Discrimination • How does society treat this group? • What assumptions and attitudes lie behind their treatment?

  19. Discrimination • When we start to make judgements about individuals based on our views about their culture, gender, race, lifestyle, age etc. rather than on their unique abilities, or personality or character, then we are in danger of acting in a discriminatory way

  20. FORMS OF DISCRIMINATION • Indirect Discrimination when conditions or requirements are set out that exclude members of an Equality Target Group - in relation to jobs or services. • Direct Discrimination is where a person is treated less favourably purely because of their sex, race, sexual orientation, religion or belief, or disability. • Positive discrimination is where one person is favoured over another because they are from an under represented group.

  21. DISCRIMINATION CONTINUED • Victimisation is where an employee is discriminated against for making a complaint, intending to make one, or supporting another person making a complaint. Examples may include: Denying promotion or training Sending to Coventry Refused requests for time off.Harassment is where someone’s dignity is violated or an intimidating, hostile, humiliating or offensive environment is created by unwanted conduct.

  22. INSTITUTIONAL RACISM The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin.

  23. Legal Framework - examples • Equal Pay Act 1970 • Sex Discrimination Act 1975 • Sex Discrimination (Gender Reassignment) Regulations 1999. • Human Rights Act (1998) • Carers (Equal Opportunities) Act 2004 • Race Relations Act 1976 • Disability Discrimination Act 1995 • Race Relations (Amendment) Act 2000 • Employment Equality Religion or Belief Regulations 2003 • Employment Equality Sexual Orientation Regulations 2003 • (Age Discrimination Regulations to be introduced in 2006)

  24. A Negative Equality Model Health inequalities Ignorance Prejudice Poor take up of services Harassment Poor reputation Poor recruitment

  25. A Positive Equality Model Good reputation Awareness raising Appropriate services Reduction In Health inequality Good take up Of services Understanding Good employer

  26. Delivering culturally sensitive healthcare • Factors to consider- • Finding out about a patients/employees culture, ethnic background & language as early as possible • Promote translation & interpretation services • Meet dietary needs • Arrange same sex examinations if necessary & ensure privacy • Washing/ Bathing- include water containers in all toilet cubicles • Ensure you are have a variety of multi-faith resources

  27. Just one good reason to change A refugee when asked“How would refugees like to treated?” replied:- “LOTS OF SMILES IF POSSIBLE, IT COULD MAKE A BIG DIFFERENCE TO OUR HEALTH & WELLBEING”