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EQUALITY AND DIVERSITY

EQUALITY AND DIVERSITY. Eric Bater Intending Trainers ‘ course Phase 4i 26 th September 2012. Why are we doing this?. Equality and diversity is a section of the GP curriculum Relevant to clinical care, relationships with patients, working with colleagues

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EQUALITY AND DIVERSITY

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  1. EQUALITY AND DIVERSITY Eric Bater Intending Trainers ‘ course Phase 4i 26th September 2012

  2. Why are we doing this? Equality and diversity is a section of the GP curriculum Relevant to clinical care, relationships with patients, working with colleagues And to you as an individual and society as a whole And it makes routine everyday work more interesting

  3. Aims of the session By the end of the session to have developed an understanding of:- • What equality and diversity are • The legal framework • The influences of culture • Models of disability • Some applications in our professional setting

  4. Equality Equality is the principle by which all persons or things under consideration are treated in the same way It is about creating a fairer society in which everyone has the opportunity to fulfil their potential

  5. Diversity All of the characteristics that make individuals different from each. A term used to describe the relative uniqueness of the individual in the population- including characteristics or factors such as personality, work style, religion, race, ethnicity, gender or sexual orientation, having a disability, socioeconomic level, educational attainment, and general work experience.

  6. Not uniformity

  7. Not conformity

  8. But diversity

  9. ‘This is me’ • Where do you live? • What is your job? • What clothes do you wear/ • What sort of car do you drive? • What hair style have you got? • What do you do in your spare time? • What newspaper do you read? • Where do you go on holiday? • What sort of food do you eat? • What sort of music do you listen to?

  10. Part 1 Equality

  11. A CONCEPT • Equal opportunities and valuing diversity are not the same thing. • Equal ops = law, difference, isolates groups • Valuing diversity = maximising strengths, complementing each other, inclusiveness • Paradoxically, both are important

  12. A TRUISM • We all have prejudices • “That which you acknowledge you can control; that which you do not acknowledge controls you” de Mello, Awareness

  13. Some definitions • Stereotype • Prejudice • Discrimination

  14. Definition of ‘stereotyping’ Ascribing a general characteristic of a group to everyone irrespective of the individual’s characteristics

  15. What is prejudice? To make a judgement without having the facts Having a negative attitude towards another based solely on membership of a group

  16. Jackanory A man and his son were out driving one afternoon and were involved in a serious car crash. The father was killed at the scene, but the son survived and was rushed to hospital and prepared for surgery for his life threatening injuries. As the son was wheeled from the anaesthetic room the surgeon walked out of the theatre exclaiming “I can’t operate on this man, he is my son”

  17. What is discrimination? ‘less favourable treatment on the grounds of sex, race, disability, sexual orientation and religion or belief’

  18. The Equality Act (October 2010) Protected characteristics Seven types of discrimination

  19. Protected characteristics:- Disability (including mental health and obesity) Race Religion or belief Sexual orientation Gender reassignment Marriage and civil partnership Pregnancy & maternity Age

  20. 7 Types of discrimination Direct Associative Indirect Harassment Harassment by a third party Victimisation Discrimination by perception

  21. Discrimination –receiving less favourable treatment’ Burden of proof is on employer to prove that discrimination did not occur

  22. 1) Direct discrimination Discrimination because of a protected characteristic

  23. 2) Associative discrimination Direct discrimination against someone because they are associated with another person with a protected characteristic (including carers of disabled people and elderly relatives)

  24. 3) Indirect discrimination Where a rule or policy applies to everyone, but disadvantages a person with a protected characteristic, and is not justified by the requirements of the job (e.g possession of a UK degree)

  25. 4) Harassment Behaviour deemed offensive by the recipient . (Employees can claim they find something offensive even when it is not directed at them)

  26. Harassment ‘engaging in unwanted conduct which has the purpose or effect of violating another person’s dignity, or is creating an intimidating, hostile, degrading, humiliating or offensive environment…… having regard to all the circumstances, including, in particular, the perception of the victim’

  27. 5) Harassment by a third party Employers are potentially liable for the harassment of staff or customers by people they do not employ

  28. Bullying ‘ a particular form of harassment involving a misuse of power to criticise, condemn, abuse , humiliate or otherwise undermine a person (or group’s) ability to the extent that they cannot perform their job properly of suffer stress as a result’ (TUC definition)

  29. 6) Victimisation Discrimination against someone because they made or supported a complaint under Equality Act legislation

  30. 7) Discrimination by perception When someone thinks a person has a particular protected characteristic, even if they do not. (e.g. rejecting a job application from a women with an African sounding name, whom an employer infers must be black even though she is white).

  31. ‘Unwitting’ or ‘Institutional’ discrimination(The McPherson Report into Steven Lawrence Inquiry) ‘the collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture, or ethnic origin.

  32. Equality Act 2010 definition of ‘disability’ ‘a person who has a physical or mental impairment which has a substantial and long term adverse effect on his/her ability to carry out normal day to day activities’ (i.e. longer than 12 months)

  33. DDA Act 1995. Part III October 2004 ‘Service providers should make reasonable adjustments to remove physical barriers ‘ (e.g steps, stairways, entrances and exits)

  34. DDA :-at least one of the following affected Mobility Manual dexterity Physical co-ordination Continence Ability to lift, carry or move objects Speech, hearing or eyesight Memory, ability to concentrate, learn or understand Understanding of the risk of physical danger

  35. Defining disability Examples of disabilities:- Physical impairments (ME) Sensory impairments (visual/hearing) Medical conditions (Cancer, HIV/AIDS) Mental Health conditions (Depression/schizophrenia) Learning difficulties (Dyslexia)

  36. Examples of ‘reasonable adjustments’ Equipment Policies Buildings Procedures

  37. Positive discrimination Choosing to hire a candidate from an under-represented group, providing they are as qualified for the role as other candidates.

  38. 3 situations of allowable discrimination For reasons of modesty For reasons of authenticity Genuine occupational requirement (the service being best provided by a person from that group)

  39. Human Rights Act 1998 Right to life Right to a fair trial No punishment without law Right to respect for private and family life Freedom of thought, conscience and religion Right to marry Right to education

  40. Other relevant laws Rehabilitation of offenders act (1974) Human Rights Act 1998 EU Part-time work directive 2002 Flexible Working Regulations 2002.

  41. Responsibility NHS is one organisation Deliberate discrimination illegal Accidental organisational discrimination illegal Onus of proof is on us, not claimant Therefore keep records

  42. What is new or coming? NHS Litigation Authority standards DH recruitment guidance Care Quality Commission standard 7e DH Human Rights in Healthcare Northeast SHA Single Equality Scheme

  43. Your new GPR turns up for work on their first day, having arrived by bus. “Didn’t you know I have epilepsy, so can’t drive at the moment?” she asks.What are your options?

  44. A patient at your practice is seeking to make an appointment. When offered an consultation with your Irish GPR he comments “No, I don’t want to see no ‘Mick’”. The GPR is within earshot.How would you handle the situation?

  45. Having seen your Nigerian GPR walk through the waiting room, a patient comments to another patient ‘you don’t see many chocolate Niggers round these parts do you?’What should you do?

  46. Your GPR informs you they suffer from migraine which is provoked by sleep deprivation. They request that they not be allocated any night OOH shifts during their attachment. How would you respond?

  47. ‘For religious reasons I won’t be free to work on Friday afternoons’ your GPR tells you.Is this an acceptable request?

  48. You are a partner working in a practice with a large Bangladeshi population. You wish to employ a new nurse, primarily to work with the Bangladeshi girls and young women. Both your existing nurses are elderly. You would ideally like a young nurse who is bilingual, and who is not likely to go off on maternity leave.Compose a job advert.

  49. At a practice party one evening you overhear a member of your employed staff making racist remarks about another member of your staff. The other person ignores the remark.What should you do?

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