The equality and diversity maze – gaining the edge

Dr Ian Gittens

Lead on Equality and Diversity

Directions to the NHSU 2003

‘The Secretary of State for Health directs NHSU to attach

particular importance to equal opportunities issues as an

employer and, in the exercise of its functions in relation to

the provision of learning’

In particular:

– prepare equal opportunity policy statements

– monitor equal opportunities practice and report to the

Secretary of State no later than 30 November each

year.

Overview

• Sex Discrimination Act 1975 • Disability Discrimination Act 1995 – SENDA 2001• Race Relations (Amendment) Act 2002Statutory Duty to promote equality of opportunity -

enforceable

In addition EU Article 13 Employment Regulations• Sexual Orientation 1 December 2003• Religion or Belief – 2 December 2003• Age – 1 October 2006

• Disability – 1 October 2004 access and reasonable adjustments

Equality and Diversity

Equal opportunities – an ongoing process to ensure everyone is treated equally and given a fair chance to fulfill their potential

• Compliance driven approach• Achieving minimum standards• Avoiding prosecution

Diversity – multiple dimensions, about culture and environment. … recognises the benefit of difference.

• Creating an environment where people are respected and valued for the positive benefits a diverse range of

inputs, views and experiences can bring

The NHSU Journey

• Where are we now - Strategic positioning

• Where we want to be - Framework for policy development and implementation

• How do we get where we want to be - Critical success measures

• How do we know when we have arrived - Continuous monitoring and reporting

• How do we maintain and improve on our position - Impact assessment and accommodating change

Pre-requisites

• Explicit commitment to equality and diversity

• Relate to current and future needs of the business

• Totally endorsed by top management

• Communicated through strategic aims and values

• Translated into practice through policies, procedures, programmes

• Mechanisms to monitor and measure performance and impact

The framework

“…If racism is to be eliminated from our society there must be a coordinated effort to prevent its growth. This needs to go well beyond the police service… It is incumbent upon every institution to examine the policies and the outcome of their policies and practices to guard against disadvantaging any section of our communities”

So mainstream/build in Race Equality considerations into all areas of policy development, service delivery and functions at the earliest stages.

Monitoring and Impact Assessment

‘If you don’t monitor it, you cannot measure it and if you cannot measure it, you cannot manage it’

• Monitoring systems to complement Aims and values• Diversity audit – to establish current position• Statistical data – participation retention and outcomes• Staff attitude surveys – checking views on specific issues• Customer Satisfaction Surveys – service enhancements• Complains – who, why?

• Monitoring plan provides timely and relevant information on progress towards goals.

• Overall impact assessment, making changes.