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Disability Equality Awareness Training

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Disability Equality Awareness Training Do they all have the same meaning? Disability Handicap Impairment Objectives To introduce you to the Disability Equality Scheme ... – PowerPoint PPT presentation

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Title: Disability Equality Awareness Training


1
Disability Equality Awareness Training

2
Do they all have the same meaning?
  • Disability
  • Handicap
  • Impairment

3
Objectives
  • To introduce you to the Disability Equality
    Scheme, identifying
  • The legal requirements of the Disability
    Discrimination Acts 1995 and 2005
  • The Trusts role in taking the needs and views of
    people with disabilities into account,
  • Monitoring arrangements and ways of improving
    services to people with disabilities

4
DH Single Equality Scheme
Disability Legislation- financial penalties
Disability Equality Scheme
Competitive Trust staff to provide a good service
to enhance patient experience.
The Vital Connection
DRC
5
Disability Rights Commission A Question of health
  • Do you know how many people with disabilities
    that use your services? Do you want to improve
    access to your services?
  • Do you want to empower people with
    disabilities in employment?
  • The new Disability Equality Duty is a
    fantastic opportunity for health authorities to
    tackle disability discrimination whilst at the
    same time meeting wider strategic objectives.

6
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
  • Only 5 use a wheelchair

7
Department of Health Single Equality Scheme (10
steps)
  • Responsibilities and accountability
  • Gathering information
  • Identifying differences and common activities
  • Intelligence and analysis
  • Involvement and consultation
  • Equality impact assessments
  • Action plans
  • Disseminating information
  • Monitoring and reviewing
  • Your single equality scheme

8
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.

9
The Business Excellence Model
People Management
People Satisfaction
Processes
Business Results
Leadership
Policy Strategy
Customer Satisfaction
Resources and Partners
Impact on Society
Enablers
Results
10
Definition of Disability
  • A physical or mental impairment that has a
    substantial and long-term adverse effect on a
    persons ability to carry out normal day-to-day
    activities.
  • This definition applies to a wide range of
    physical and mental impairments, including
    multiple sclerosis, diabetes, cancer, arthritis
    etc.

11
Disability Discrimination Act 1995
  • It is unlawful for The Trust and organisations
    providing services to treat disabled people less
    favourably than other people for a reason related
    to their disability.
  • It is also unlawful for any employer to
    discriminate against a disabled person when
    choosing someone for a job or considering people
    for promotion, dismissal or redundancy.

12
Medical to Social
  • that disability is a social phenomenon
  • that while many individuals have physical or
    sensory impairments or learning difficulties or
    are living with mental health needs, it is the
    way society responds to these which creates
    disability and not an individuals impairment

13
Questions for Everyone
  • Does the service you provide in your Directorates
    meet the requirements of a patient with
    disabilities ?
  • Do you have appropriate access for people with
    disabilities ?
  • What have you put in place to address the needs
    of people with disabilities ?
  • Do you seek the views of people with disabilities
    when they access your services ?
  • Do you continuously monitor and improve the ways
    in which you deliver your service to people with
    disabilities.

14
Types of Disability Discrimination
  • Direct Disability Discrimination
  • Harassment
  • Victimisation
  • Failure to make reasonable adjustments

15
Reasonable Adjustments for Disability
  • Making adjustments to premises
  • Allocating some of the disabled persons duties
    to another person
  • Transferring him/her to fill an existing vacancy
  • Altering his/her working hours
  • Assigning him to a different place of work
  • Allowing him/her to be absent during working
    hours for rehabilitation, assessment or treatment
  • Giving him/her, or arranging for him/her to be
    given training.
  • Acquiring or modifying equipment
  • Modifying instructions or reference manuals
  • Modifying procedures for testing or assessment
  • Providing a reader or interpreter

16
Disability Symbol Employer
  • Barnet and Chase Farm Hospitals is a Two Ticks
    disability symbol employer.
  • 5 commitments
  • To interview all applicants who meet the minimum
    criteria for a job vacancy.
  • To make every effort to retain staff with
    disabilities.
  • To discuss with staff with disabilities at least
    once a year to discuss what can be done to help
    them develop and use their abilities.
  • To train all staff to develop disability
    awareness.
  • To review employers commitment to people with
    disabilities and let the Jobcentre Plus know
    about progress made in this area.

17
Access to Work Scheme
  • Access to Work is a government funded programme
    to support the employment of people with
    disabilities.
  • Access to Work provides advice, assessments and
    funding for communication support worker, special
    equipments, adaptation to premises, help with
    travel to work, and adaptation to equipments or
    working environment.
  • Pays all or part of of any additional cost
    involved in adjustments.
  • Aims to encourage employers to recruit and retain
    people with disabilities.

18
Disability Equality Scheme
  • The Disability Discrimination Regulations 2005
    required NHS organisations to produce a
    Disability Equality Scheme that detailed how they
    intend to comply with the duty to promote
    equality by 4 December 2006 . This was signed by
    the Trust Board on 7th January 2007.

19
The essential elements of the Disability Equality
Scheme
  • A statement of how disabled people have been
    involved in developing the Scheme
  • The Action Plan, outlines what are we are doing
    as a Trust and its available on the Trusts
    intranet.
  • Arrangements for gathering information about
    performance of the Trust on disability equality

20
The essential elements of the Disability Equality
Scheme
  • Arrangements for assessing the impact of the
    activities of the Trust on disability equality
    and improving these when necessary
  • Details of how the Trust is going to use the
    information gathered, in particular in reviewing
    the effectiveness of its Action Plan and
    preparing subsequent Schemes.

21
The Disability Equality Action Plan for 2007 -
2010 now reflects
  • the priorities of disabled people 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

22
Disability Survey
  • The Trusts Disability Survey carried out in
    March 2007 involved disabled service users with a
    wide range of impairments and from a range of
    diverse backgrounds
  • Carers and advocates of people with disabilities
  • Representatives from organisations for
    individuals with disabilities and other chronic
    conditions
  • Patient forum (with disabled members)
  • People with disabilities from the wider
    community
  • Disabled staff
  • Staff side representatives.
  • .

23
Formal Review in the Future
  • The Trusts Disability Scheme is reviewed every
    three years.
  • The Trust encourages the involvement of people
    with disabilities.
  • The Equality and Human Rights Committee holds a
    pivotal role of disseminating good practice
    across the Trust.
  • All staff are encouraged to contribute to
    embedding principles of fairness, respect and
    equality in the way their everyday work is
    carried out.

24
Question and Answers
25
Thanks for Listening
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