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Improving Working Lives. EQUALITY AND DIVERSITY TRAINING. 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.

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Presentation Transcript
why are we here
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
ground rules
GROUND RULES
  • Hear and respect what others have to say.
  • Ask questions.
  • Be open and honest.
  • Respect confidentiality.
learning outcomes by the end of the session you will
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 :
where are you now
WHERE ARE YOU NOW?

EXERCISE

  • STAND BY YOUR VIEWS
equality target groups
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
what is equality and diversity
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”

what is equality diversity
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”.

benefits of equality diversity
Benefits of Equality & Diversity
  • What are the benefits of E & D?
  • Why do We need to Change ?
national statistics
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
negative attitudes lack of understanding poor physical access barriers to inclusion
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
slide12

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
exercise questions about the person next to you
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
stereotyping
STEREOTYPING

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

slide15

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
prejudice
Prejudice

In its most unproductive form, stereotyping can lead to “prejudice”

“The tendency to see differences as weaknesses”

THE EYE OF THE STORM

how we form perceptions
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)

discrimination
Discrimination
  • How does society treat this group?
  • What assumptions and attitudes lie behind their treatment?
discrimination19
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
forms of discrimination
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.
discrimination continued
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.
institutional racism
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.

legal framework examples
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)
slide24

A Negative Equality Model

Health

inequalities

Ignorance

Prejudice

Poor take up

of services

Harassment

Poor reputation

Poor recruitment

slide25

A Positive Equality Model

Good

reputation

Awareness

raising

Appropriate

services

Reduction

In Health inequality

Good take up

Of services

Understanding

Good

employer

delivering culturally sensitive healthcare
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
slide27

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”

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