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Gender Equality Awareness Training

Gender Equality Awareness Training. Steve Baldwin. Objectives. To introduce you to the Gender Equality Scheme, identifying: Monitoring arrangements and ways of improving services The Trust’s role in promoting gender equality and reducing gender discrimination to provide gender equality

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Gender Equality Awareness Training

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  1. Gender Equality Awareness Training Steve Baldwin

  2. Objectives • To introduce you to the Gender Equality Scheme, identifying: • Monitoring arrangements and ways of improving services The Trust’s role in promoting gender equality and reducing gender discrimination • to provide gender equality • The legal requirements of • The Sex Discrimination Act 1975 • The Equal Pay Act 1970 • The Equality Act 2006

  3. Gender Equality Legislation penalties DH Single Equality Scheme Gender Equality Scheme Competitive Trust staff to provide a good service to enhance patient experience. The Vital Connection EOC/CEHR Code of Practice Penalties/enforcement

  4. Gender EqualityA Question of health How many men and women use our Trust’s services ? How can we improve the services we provide to women and men? What are the gender issues faced within employment in our Trust and how can we address them ? The new Gender Equality Duty is a fantastic opportunity for us to tackle health inequality issues.

  5. NHS Executive PolicyThe Vital Connection • A workforce for equality and diversity • A better place to work • A service using its leverage to make a difference

  6. Healthcare Commission • The Healthcare Commission (HCC) Standard C7e. • Expects everyone in the Trust to challenge discrimination, further equality, diversity and human rights and reducing inequalities in healthcare.

  7. The Business Excellence Model People Management People Satisfaction Processes Business Results Leadership Policy & Strategy Customer Satisfaction Resources and Partners Impact on Society Enablers Results

  8. Sex Discrimination Act 1975 • For the first time, discrimination on the grounds of sex became unlawful. • Ground-breaking – many legal cases followed as women and men fought to achieve equality as employees and service users. • During the last 30 years, major changes have been achieved across a broad range of issues e.g.: • Obligation on employers to pay equal wages to women and men • Equal retirement ages for men and women • Maternity leave for all women • Equal rights for part-time workers both male and female

  9. Equal Pay Act 1970 Gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, or where the man and the woman are doing: • The same or broadly similar work; • Work which has been rated as equivalent under an analytical job evaluation study; • Work that is of equal value (where the work done is different but considered to be of equal value in terms of demands such as effort, skill and decision making).

  10. Equality Act 2006 • This legislation places a statutory duty on all public authorities to have due regard to the need to: • Eliminate discrimination and harassment that is unlawful under the Sex discrimination Act 1975 and in relation to employment and vocational training (including further and higher education), eliminate discrimination and harassment against transsexual individuals • Eliminate discrimination that is unlawful under the Equal Pay Act 1970 • Promote equality of opportunity between men and women.

  11. Gender Reassignment • As part of the gender equality duty, the Trust is required to have due regard to the need to eliminate unlawful discrimination and harassment in employment and vocational training for people who intend to undergo, are undergoing or have undergone gender reassignment. The term “transsexual person” is used to refer to the people covered by these provisions. • The Trust’s Equal Opportunities Policy ensures that existing practices and procedures support the dignity and privacy of employees undergoing gender reassignment whilst at work.

  12. Equal Opportunities Commission Code of Practice The Equal Opportunities Commission (EOC) has developed the Code of Practice on gender equality duty that is issued under the Sex Discrimination Act 1975, as amended by the Equality Act 2006. The Code was issued on 6th April 2007.

  13. Why has the gender equality duty been introduced? The aim of the new Gender Equality Scheme is to bring about real change in the culture of organisations as the onus will be on organisations to promote equality, rather than on individuals to highlight discrimination. The duty aims to make NHS Trusts work in order to create: • Better-informed decision-making and policy development; • A clearer understanding of the needs of the service users; • Better-quality services which meet varied needs; • More effective targeting of policy and resources; • Better results and greater confidence in public services; and • A more effective use of talent in the workforce.

  14. Penalties of Non-compliance • Until October 2007, the Equal Opportunities Commission will be responsible for enforcing the Gender Equality Duty. Breaches of the general duty will be subject to judicial review. For breaches of specific duties, the EOC has the power to issue compliance notices. • From October 2007, the new Commission for Equality and Human Rights established by the Equality Act 2006, will take over enforcement and have responsibility for all six strands of discrimination law (race, gender, age, disability, religion and belief and sexual orientation).

  15. Gender Equality Scheme From 6th April 2007 amendments to the Sex Discrimination Act 1975 require NHS organisations to prepare and publish a Gender Equality Scheme showing how they intend to fulfil the general and specific duties and setting out its gender equality objectives. The Trust’s Gender Equality Scheme was signed by the Trust Board on 12th July 2007.

  16. The essential elements of the Gender Equality Scheme • A statement of how men and women (both staff and patients) have been involved in developing the Scheme. • The Action Plan outlines what are we are doing as a Trust and is available on the Trust’s intranet. • Arrangements for gathering information about the Trust’s performance on gender equality and for assessing the impact of the Trust’s activities on gender equality and making any necessary improvements. • Details of how the Trust will use the information gathered, in particular in reviewing the effectiveness of its Action Plan and preparing subsequent Schemes.

  17. The Gender Equality Action Plan for 2007 - 2010 now reflects: • The gender priorities for both patients and staff within the Trust • the strategic priorities of the Trust • the specific outcomes to be achieved • how the outcomes are to be measured and assessed • who is responsible for delivering the specified outcomes • a realistic timetable for delivering each outcome • Leadership for each work stream of action points

  18. Diversophy Research shows that generally, when women and men speak, they differ in: • The content of what they say • The style in which they speak • The structure of their speech • All of the above • None of the above

  19. Some Extras • Who was the first Asian to play football for England • Aman Dosanj

  20. Aman Dosanj

  21. The Patient Experience Strategy The Trust is committed to continually developing and improving care provision to patients and their carers, ensuring all who have access to services have a good experience. 

  22. What is meant by ‘a good patient experience’? The Department of Health commissioned research with patients who said: ‘We want an NHS that meets not only our physical needs but our emotional ones too.’ This means: - getting good treatment in a comfortable, caring and safe environment; - having information to make choices, to feel confident and to feel in control; - being talked to and listened to as an equal; - being treated with honesty, respect and dignity.’

  23. The Trust’s corporate values • Patients first and foremost - the patient’s welfare is at the heart of everything we do underpinned by high standards of clinical governance; • We will harness the skills, innovation and technology necessary to offer high quality healthcare and sustainable improvements to our patients; • We will always provide a safe and secure environment for our patients, visitors and staff; • We value and respect the diverse communities for whom we provide care and from whom we employ staff; • We are accountable custodians of public money that will be spent wisely and efficiently in the provision of public healthcare; • We will include our communities in how we plan and deliver services in partnership with other NHS and publicly funded services.

  24. Formal Review in the Future The Trust’s Gender Equality Scheme is reviewed every three years. The Equality and Diversity Steering Committee has a pivotal role in ensuring progress across the Trust and support to meet all targets set out in the Trust’s action plan. YOU are encouraged to contribute to applying the principles of fairness, respect and equality in the way you carry out your everyday work.

  25. Questions and Answers

  26. Thanks for Listening

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