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RACE EQUALITY AWARENESS SESSION

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Title: RACE EQUALITY AWARENESS SESSION


1
RACE EQUALITY AWARENESS SESSION Steve
Baldwin
2
Aims and Objectives
  • To eliminate unlawful race discrimination in the
  • workplace.
  • To value diversity in staff and patients.
  • To raise awareness of why Trust has to achieve
    95
  • coding on patient ethnic data.
  • To raise awareness of using routine patient
    data to
  • inform service improvements.
  • To raise staff awareness of Trusts Race
    Equality
  • Scheme.

3
At the end of the session you will
  • have an awareness of race equality legislative
  • requirements.
  • be more aware about the impact of health
  • inequalities and the diverse needs of
    patients.
  • be able to demonstrate an appreciation of the
  • need to collect ethnic group information.
  • be able to deal with patients questions and
  • concerns.
  • challenge race discrimination when it occurs.

4
Race Relations Act 1976 Race Relations
(Amendment) Act 2000 The Race Relations Act 1976
(Amendment) Regulations 2003
  • Trust must eliminate racial discrimination.
  • Promote equality of opportunity .
  • promote good relations between people of
  • different ethnic backgrounds.
  • Publish Race Equality Scheme.
  • Record and monitor policies and services.

5
Section 20 Race Relations Act 1976
  • Makes it
  • unlawful for anyone concerned with the
  • provision of healthcare services to
    discriminate
  • on racial grounds by refusing or deliberately
  • omitting to provide the service or as regards
  • quality or the manner in which, or the terms
  • on which they are provided.

6
Direct Race Discrimination
  • When you treat a person less favourably on
  • The basis of their race either in employment
  • provision or service provision.

7
Indirect Discrimination
  • Indirect Discrimination is when applying
  • requirements, conditions or practice which
  • although applies to all, can only be met and
  • benefited by a considerably smaller proportion of
    a
  • minority group and cannot be justified other than
    on
  • racial grounds.

8
Race Relations Act 1976 Race Relations
(Amendment) Act 2000
  • Section 71 1976 Act places a duty on all public
    sector employer to eliminate unlawful race
    discrimination.
  • Stephen Lawrences case and Macphersons Report
    on Metropolitan Police conduct led to further
    legislative requirements - Race Relations
    (Amendment) Act 2000.
  • Race Relations (Amendment) Act 2000 came into
    force on 31 May 2002 requiring all public sector
    organisations to
  • promote good relations between people of
    different ethnic backgrounds, publish Race
    Equality Scheme and monitor policies and services.

9
Race Relations (Amendment) Act 2000
  • To eliminate institutional race discrimination.
  • To factor fairness into the modernisation of
    public services.
  • To instill government commitment to change.
  • To rebuild trust in the public sector.

10
Who is liable ?
  • The legal person liable in any public law action
    against the Trust will be the
  • Chief Executive and the Trust Board.
  • Individual Employees can be named in a case.

11
Enforcement
  • Equality and Human Rights Commission.
  • Able to enforce duties within the Race Relations
    (Amendment) Act 2000.
  • If they are not satisfied with remedial action
    they can issue a compliance notice.
  • Further non-compliance may lead to a court order
    on the employer.

12
General Duties
  • The general duty means the NHS must have due
    regard to the need to
  • eliminate unlawful racial discrimination
  • promote equality of opportunity
  • promote good relations between people of
    different racial groups

13
Specific Duties
  • To assist in delivering the general duty,
    specific duties have been placed on public
    bodies. There are two types of specific duties
  • on the policy/service delivery side, the
    requirement is to set out information on a number
    of actions that will help deliver
    non-discriminatory services to local people.
  • on the employment side there is a requirement to
    collect and publish a specific set of
    information.
  • In particular, NHS organisations must review and
    consult on their Race Equality Schemes.
  • This is a statutory requirement.

14
Specific Duties Contd.
  • Make arrangements to ensure access to information
    and services are available.
  • Make arrangements to train all staff on relevant
    duties within the Act.
  • Monitor staff ethnically for jobs and promotion.
  • Monitor the ethnicity of all staff for
    grievances,disciplinary, appraisals,dismissals,
    and reasons for leaving the Trust.
  • Monitor 3rd party contractors to ensure they have
    policies, procedures and systems in place to
    eliminate race discrimination.

15
Benefits of the duties
  • Improve Trusts ability to deliver suitable and
    accessible services that meet varied needs.
  • Develop good practice and encourage greater
    openness.
  • Increase confidence in public services,
    especially among ethnic minority communities.

16
Equality in Service Delivery
  • Promoting and providing an equal
  • service is not about giving all people
  • the same service but meeting the needs
  • of the individual patient.

17
Equality Impact Assessments
  • Assess whether the ways our service are carried
    out meet the general duty.
  • Consider whether any changes need to be made to
    address identified imbalance.
  • Assess impact and implement changes.

18
Questions for Everyone
  • Does the way we provide our service have an
    adverse impact on some racial groups in the local
    communities we serve ?
  • Is the adverse impact avoidable ?
  • Could it be considered to be unlawful
    discrimination ?
  • Could the adverse impact be reduced by taking
    particular measures ?
  • Is further research needed and is it likely to
    lead to a different outcome ?

19
Relevance
  • The weight given to race equality should be
    proportionate to its relevance.
  • Give greater consideration and resources to
    functions and policies that have the most effect
    on the public or employees.

20
What is Ethnic Monitoring ?
  • Obtaining and managing ethnic origin data of
    patients and staff systematically.
  • Analysing the data regularly and reporting
    outcomes to the Trust Board.
  • Acting on the results and addressing any adverse
    impacts identified.

21
Obtaining the Data
  • Is not the beginning and the end of ethnic
    monitoring, but
  • It is crucial for successful implementation
  • Incomplete and/or inaccurate data may lead to
    inadequate or misleading analysis.
  • Misleading analysis may lead to inappropriate
    action.

22
How to collect ethnic group data
  • Use prompt card
  • Patient must self classify
  • If patient appears unwilling, explain reason why
    data is needed.
  • If patient refuses, this must be coded Z.
  • It is acceptable to ask as many times as
    necessary until data is collected.

23
Where are we up to?
  1. Current Local Figures available in the Trusts
    Race Equality Scheme.
  2. Current Local Demographics
  3. Health Improvement Programme
  4. Focus on providing main healthcare needed by the
    local people.
  5. Focus on how we develop services to meet these
    needs.

24
Needs of Diverse Patients
  • Multi- ethnic
  • Multi-faith
  • Multi-cultural
  • Provide high quality care

25
Inequality in Health
  • 46 increased CHD mortality in South Asian women.
  • 110 increased CVA mortality in African Caribbean
    women.
  • 300 greater suicide amongst South Asian women.
  • 300 increased prevalence of and mortality from
    diabetes in the Asian population.

26
Questions Inequality in Health Raises
  • Are we acting fairly ?
  • For example does the Diabetes service we provide
    meet the needs of all the communities its meant
    for and does it meet their needs ?
  • Are experiences and outcomes of patients
    accessing our services differ according to their
    ethnicity ?

27
Cultural Competency
  • Asking questions
  • Replace anecdotes and assumptions
  • with clarity.
  • Recognising and respecting differences.
  • Understanding and meeting the needs of
  • the individual.

28
Definition of Ethnic Group
  • A group of people with a long shared history.
  • A common cultural tradition.
  • A common geographical origin from a small number
    of ancestors.
  • A common language.
  • A common literature.
  • A common religion.
  • Have a distinct identity seen by both themselves
    and others.

29
Ethnicity
Refers to aspects of shared history, language and
culture, a group defined from within.
Group identity defined by social pressures from
the group linked with a psychological need to
belong
30
Any Questions ?
31
Thank you for listening.
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