Transcript Document

Gender Equality Awareness
Training
Steve Baldwin
Barnet and Chase Farm
Hospitals
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
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Gender Equality
Legislation
DH
Single Equality
Scheme
penalties
Competitive
Gender Equality
Scheme
Trust staff to provide a
good service to
enhance patient
experience.
EOC/CEHR
Code of Practice
Penalties/enforcement
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The Vital
Connection
Gender Equality
A 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.
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NHS Executive Policy
The Vital Connection
• A workforce for equality and diversity
• A better place to work
• A service using its leverage to make a
difference
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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.
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The Business Excellence
Model
People
Management
Leadership
Policy &
Strategy
Resources and
Partners
Enablers
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People
Satisfaction
Processes
Customer
Satisfaction
Business
Results
Impact on
Society
Results
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
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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).
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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.
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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.
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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.
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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:
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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.
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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).
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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.
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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.
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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
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Diversophy
Research shows that generally, when women
and men speak, they differ in:
a.
b.
c.
d.
e.
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
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Some Extras
• Who was the first Asian to play football for
England
• Aman Dosanj
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Aman Dosanj
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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.
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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.’
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The Trust’s corporate values
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Patients first and foremost - the patient’s welfare is at the heart of everything we do underpinned by
high standards of clinical governance;
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We will harness the skills, innovation and technology necessary to offer high quality healthcare and
sustainable improvements to our patients;
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We will always provide a safe and secure environment for our patients, visitors and staff;
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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.
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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.
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Questions and Answers
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Thanks for Listening
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