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					Meeting the Diversity & Equality Agenda 1.0 Introduction

The purpose of this paper is to ensure that all staff are made aware of the Trust’s commitment to deliver its obligations to meet the Diversity, Equality & Human Rights agenda. This paper briefly outlines the General and Specific Duties placed on the Trust, and provides a useful summary of progress the Trust has made in meeting this agenda. 2.0 Definition of Diversity and Equality

Equality; Equality is about creating a fairer society where everyone can participate and has the opportunity to fulfil their potential. It is backed by legislation designed to address unfair discrimination based on membership of a particular group. Diversity is about the recognition and valuing of differences in its broadest sense. It is about creating a working culture and practices that recognise, respect, value and harness differences for the benefit of the organisation and the individual. Equality and Diversity are not inter-changeable – they need to be progressed together. There is no equality of opportunity if difference is not recognised and valued. 3.0 The Legal Framework

The Disability, Gender and Race Equality Duties requires public bodies such as the NHS to have ‘due regard’ to the need to eliminate discrimination and to promote equality. There are many similarities in the requirements under each of these equality duties, for example, shared duties to assess and consult on the impact of proposed policies, monitoring existing policies and monitoring key employment processes. There are also a number of specific equality requirements, for example, a requirement under the race equality duty to promote good race relations; a requirement under the disability equality duty to treat disabled people preferentially if necessary in order to deliver equality; a requirement to promote positive attitudes towards disabled people and a requirement under the gender equality duty to address the causes of any gender pay gap. Tables 1 and 2 sets out the General and Specific Duties respectively; Table 1 – Disability, Gender and Race Equality – The General Duty
Disability Equality Eliminate Discrimination that is unlawful under the Act Promote equality of opportunity between disable persons and other persons Promote positive attitudes towards disabled persons Eliminate harassment of disabled persons that is related to their disabilities Gender Equality Eliminate unlawful discrimination and harassment; and Promote equality of opportunity between men and women Race Equality Eliminate discrimination Promote and race

unlawful

equality;

Promote good race relations between people of different racial groups

Disability Equality Gender Equality Encourage participation of disabled persons in public life; and Take steps to take account of disabilities, even where that involves treating disabled persons more favourably

Race Equality

Table 2 – Disability, Gender and Race Equality – The Specific Duty
Disability Equality Prepare and publish ad Disability Equality Scheme (DES) Involve disabled people in the development of the scheme Within three years of the Scheme being published, take the steps set out in its action plan (unless it is unreasonable or impracticable for it to do so) and put into effect the arrangements for gathering and making use of information Gender Equality Prepare and publish a Gender Equality Scheme (GES) Gather information on how the work affects women and men Monitoring and reporting annually on progress and reviewing the objectives every three years Race Equality Prepare and Publish a Race Equality Scheme (RES) Monitor employment procedures and practice Assess function and policies for relevance and arrange to:  Monitor the impact of existing policies and functions  Assess and consult on impact of proposed policies  Publish results of assessment, consultation and monitoring  Ensure access to information  Train staff on their rights and responsibilities

Assess the different impact of policies and practices on both sexes, relating to all relevant functions including employment, service delivery commissioning and procurement

In meeting the General and Specific Duties, the Trust has in place all three equality schemes and the action plans that have been developed sets out how the Trust will meet its legal obligations. Progress to date is outlined in the Schemes that can be accessed via the web site, www.uclh.nhs.uk 4.0 Diversity & Equality Steering Group (DESG)

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In delivering diversity and equality, the Trust’s approach is led by the Diversity & Equality Steering Group (DESG) which was established in 2005. The DESG is responsible for ensuring the aims and objectives identified are promoted and achieved. The DESG members will participate in ongoing communication with staff and service users at all levels in order to achieve continuous improvement in addressing Diversity & Equality for both patients and staff. The group meets monthly and is chaired by the Maureen Holas, Head of Workforce, Specialist Hospital Board and Trust Diversity and Equality Lead. The DESG has representation from the three clinical boards and representatives from clinical and non clinical areas who champion the key strands of diversity and equality. 5.0 The Trust’s Role and Responsibility

The ‘Diversity, Equality & Human Rights Policy’ outlines the Trusts vision, priorities and objectives for Diversity & Equality within UCLH. The strategy has been developed to strengthen, maintain and improve Diversity & Equality within its service and employment provisions. In outlining the strategic direction the D&E strategy will take account of its responsibility set out in the equalities legislations and codes of practice relating specifically to the six strands of diversity: 5.1 Age Disability Gender Race Religion and belief Sexual orientation Expectations of Managers and Staff

Managers are expected to make clear to their staff the implications of the law and of the Trust’s policy on diversity, equality and human rights. They are also expected to promote equality of opportunity for all and assist with eliminating discrimination. Staff and workers have a responsibility to cooperate with measures introduced by the Trust and/or their managers to ensure equality of opportunity. They also have the responsibility not to discriminate themselves and to inform management if they suspect any discrimination is taking place. 6.0 Single Equality Scheme (SES)

In order to continue to meet its obligations, the Trust is developing a Single Equality Scheme (SES) to demonstrate its commitment to promote race, gender and disability equality and guard against discrimination on the grounds of age, sexual orientation, religion or belief. The scheme will include the three equality schemes and action plans already in place for race, disability and gender which are currently being reviewed as part of the SES. 7.0 Equality Impact Assessments

The outcomes of having the Single Equality Scheme are integral to our policies and practices and as part of this process all policies, functions and services are checked within the equality
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impact assessment procedure, and against the diversity checklist for their level of impact. The results of the equality impact assessment are published on the Trust website. 8.0 Partnership working

UCLH will work with partners outside the organisation to demonstrate its commitment to Diversity & Equality at all levels to consider how it can ensure that it does not discriminate against or disadvantage individuals or groups, and it will seek opportunities to promote diversity and equality. 9.0 Staff Networks

The Trust is in the early stages of establishing a staff network where all staff who are interested in diversity and equality issues is able to contribute their ideas with a view of embedding the philosophy of inclusiveness in the culture of the organisation. It is expected that this network will facilitate collaborative working with staff, best practice in employment, learning and development, and improve service provision. 10. Contact Details

Further information on the Trust diversity and equality agenda can be obtained from the Diversity and Equality team based at 250 Euston Road. Maureen Holas, Head of Workforce and Trust Diversity & Equality Lead, ext. 9176 Ragini Patel, Deputy Head of Workforce, ext. 5358 Susie Stewart, Diversity and Equality Coordinator, ext. 3750 Alternatively, any member of the Diversity and Equality Steering Group can be contacted. Diversity and Equality Team 03 June 2009

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