equalities nhs calderdale

NHS Calderdale

Equality & Diversity for commissioners

Mole (Laura) Chapman

Mindscapes to Landscapes

We would be foolish to assume that it’s easy to achieve a fairer society.

If it was easy we would have cracked it, and we would all live in an equitable world.

• It is not.• We have not.• We do not.

Think!

EQuality training 2010

The Equalities Act

Public Duty• Eliminate discrimination, harassment and

victimisation• Advance equality of opportunity for

different groups of people • Foster good relations between groups

EQuality training 2010

What is in the Act?

A new duty to consider socio-economic status

The Bill introduces a new requirement on strategic public authorities to have due regard to how their decisions might help to reduce inequalities associated with socio-economic status.

EQuality training 2010

What is in the act?

• Positive Action• Dual Discrimination • Equal Pay• Impact - strategic, policy and service

delivery

EQuality training 2010

Equality:

Every human being has an absolute and equal right to common dignity and parity of esteem and entitlement to access the benefits of society on equal terms.

Equal treatment for all: The availability of the same rights, position, and status to all people, irrespective of gender, sexual preference, age, race, ethnicity, ability or religion.

EQuality training 2010

Equity The principle of equality has to be reinforced and extended by the

practice of equity. Three broad principles about the nature of social justice:

• Equity: every human being has a right to benefit from the outcomes of society on the basis of fairness and according to need.

• Leadership activity require ethical practice: deliberate and specific intervention to secure equality and equity.

(West-Burnham & Chapman 2009)

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Single/Other → Diverse

Change & Stereotypes

EQuality training 2010

Marginalised groups

“Vision without action is merely a dream

Action without vision just passes the time

Vision with action can change the world”

Joel Barker

Inclusive practice:‘All INDIVIDUALS belonging to the organisations they would

if they were not different.

ANDAND Support provided to individuals, families, and colleagues so that all can be successful.’

(Carol Tashie)

“Is an ongoing process of reviewing and developing practice in order to adjust and celebrate diversity. It is the journey not the destination!”

(EQuality Training 2006)

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Culture ChangeCompliance → Commitment

Tolerance → Acceptance

Mindscape → Landscape

Single/Other → Diverse

Deficits → Assets

Rigid Rules → Flexible Values

Improve → Transform

EQuality training 2010

Equalities Act - Public Duty

• Vision - environment and organisational change to remedy inequality.

• Strategic focus on Equality & Diversity in organisations core purpose.

EQuality training 2010

Reflective Practice

Plan

DoReview

New ideas New practice

New outcomes

What is disability?

Stereotypes

VULNERABLE PEOPLE ?

Behaviour

Feeling Action:

Tackling social oppression

• Racism and sexism • Internalised oppression• Lack of participation• Individualism v individuality• Abuse and violence

The Facts

• Visually impaired people are four times more likely to be verbally and physically abused than sighted people

• People with mental health issues are 11 times more likely to be victimised

• 90% of adults with a learning difficulty report being 'bullied'.

Scope 2008

Compared with non-disabled people, disabled

people are:• more likely to be economically inactive –

only one in two disabled people of working age are currently in employment, compared with four out of five non-disabled people;

• more likely to experience problems with hate crime or harassment – a quarter of all disabled people say that they have experienced hate crime or harassment, and this number rises to 47% of people with mental health conditions;

"on the experience of disability, history is largely silent, and when it is discussed at all, it is within

the context of the history of medical advances. Just as women and black people have discovered

that they must write their own histories, so too with disabled

people."

The Hunchback or bell ringer?

Emmerdale

CSI

The ugly sisters

Shrek

The Medical Model of disability

• Medical approach to the problem.

• Defined by non-disabled professionals

• Equated to illness in terms of research and findings.

• Care and benefits have been awarded to compensate for personal tragedy.

Medical Model thinking

Badimage

No qualificatio

ns

Expensive

Nothing to bring

Victims

Only know about

disability

Networks

Difficult behaviour

The impairment is

the focusThe person

is perceived as faulty

The Social Model of disability

• The problem owned by the whole community.

• It defines disability in terms barriers, attitudinal, structural and systemic.

• Acknowledges the oppression, and need for action.

• It recognises disabled people’s leadership in finding a solution.

Disabled people as active members of the community

Great P.R

expertise

Challenges

tolerance

Diverse skills

Social skills

Does it differently

Feelings

Assessment panels

Social Model thinking

Barriers

Respectful language

• The person—their name.• Impairment =

Functioning• Disability = barriers in

society

 Examples of Impairment

QuadriplegiaPolioCerebral palsyBlindnessDeafness

 Examples of

Disability

Buildings without rampsPoor health provisionBullying, name-callingSegregated educationWorkplaces without lifts

Respectful language

Impairment, disabled people use this term to talk about their medical condition or diagnosis or description of their functioning—if there is nothing more formal.

Respectful language

Fred Brown (the person) is a man with cerebral palsy (the impairment). When the barriers and discrimination (the oppression) that restrict Fred have been removed from society, Fred will no longer be disabled, but he will still have cerebral palsy and be called Fred.

Social model thinkingAttitudes, the environment & systems are a

problem

We participate in

change for equality

We have an individual &a collective

responsibility

we are allowed to

do what is right for ourselves

we have a positive image and are

proud of who we are

we have expertise

and might wish to

take risks

we are all equal members of the

community

Reflective Practice

Plan

DoReview

What do you know?

What can we learn?What has changed?

Building Capacity

Minorities are deprived and have needs

Communities have capacity, assets and power

Fixed mindset

Growth mindset

A belief in fixed intelligence, academic ability as a narrow continuum and measured performance

A belief in growth and development. Praise given for effort, investment in development of strengths and skills

Respectful language

Inequality and Wellbeing

• Inequality affects all of society• Affluenza - Treadmill culture• Individualism - materialism

culture • Education Hierarchy - target

culture

Wilkinson, Layard and Oliver

WellbeingWellbeing … is indirectly but powerfully part of the educational and societal goal of

dealing with the emotional and social consequences of failing and being of low status. (Fullan 2007)

Wellbeing is more than absence of pain Wellbeing recognises happiness, pleasure and health Systems which identify material success as the only outcome of work

are potentially very damaging Prioritising wellbeing is fundamental to achieving a culture of equality,

because of the part wellbeing plays in flourishing. Humiliation can be a trigger for powerful defensive behaviours,

involving anger and disaffection

Seeking Congruence Head

• Theory, vision, understanding

Heart

• Feeling, reflection, response

Hand

• Action, practice, learning

Reflective PracticeEnlightenment (understanding)

• Understanding why things have come to be as they are in terms of frustrating self’s realisation of desirable practice.

Empowerment

• Creating the necessary conditions within self whereby action to realize desirable practice can be undertaken.

Emancipation (transformation)

• A stable shift in practice congruent with the realisation of desirable practice

Equalities Bill - Public Duty

• Vision - environment and organisational change to remedy inequality.

• Strategic focus on Equality & Diversity in organisations core purpose.

From Compliance to Commitment:the implications of ethical practice

How far do policies translate the aspirations of vision into inclusive practice?

To what extent do strategies for monitoring, reviewing and evaluating practice focus on a commitment to equity?

How might the wider community be involved in the UOB vision?

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