Respect and Values

“Equality must lie at the heart of the NHS – it’s values, processes and behaviours – if we are to create a service that meets the needs of every patient and all staff” Sir David Nicholson NHS Chief Executive and Chair of the NHS Equality and Diversity Council July 2011

‘Our Journey’

Learning Outcomes Identify the Trust values and demonstrate how the behaviours can be applied at work Awareness of the Equality Act 2010 and Equality Delivery System Recognise when discriminatory practice/behaviour occurs in the workplace – what the impact is and what actions to take Awareness of the legal requirements and relevance of Equality Impact Analysis Realise own personal responsibilities within Equality and Diversity Have a knowledge of other available Equality and Diversity training

Our Values Person & Patient Centred Releasing Ambition Driving Innovation Forging Relationships Delivering Value Valuing Achievement

Our values have been created in order to: define the culture we aspire towards and we wish to shape our organisation act as the premise from which we will define desired behavioural attributes share with the outside world how we are going to realise our ambitions

Equality & Diversity PERSON AND PATIENT CENTRED  Greater understanding of patients diversity and differing cultural needs RELEASING AMBITION  Raising the profile of our work in Equality and Diversity locally, regionally and nationally DRIVING INNOVATION  Equality Impact Analysis Toolkit  Equality Standard

Equality and Diversity FORGING RELATIONSHIPS  VOX POP Diversity Champions  Local Interests DELIVERING VALUE  Ensuring compliance with legislation and building on reputation VALUING ACHIEVEMENT  Communicating our success stories

Equality Act 2010

Equality Delivery System Organisations with local interests analyse and grade equality performance against 18 outcomes grouped into 4 goals: Better health outcomes for all Improved patient access and experience Empowered, engaged and well supported staff Inclusive leadership at all levels

Prohibited Conduct Prohibited conduct is behaviour that is banned by the Equality Act 2010:

Direct discrimination Direct discrimination means treating someone less favourably compared to others because they have certain protected characteristics or because they are thought to have a protected characteristics (Perception) are associated with some one who has (Association)

Indirect discrimination Indirect discrimination: this can occur when you have a rule or policy that applies to everyone but disadvantages a person with a particular protected characteristic

Harassment The Equality Act 2010 prohibits harassment related any protected characteristic Harassment means offensive or intimidating behaviour - sexist language or racial abuse, which aims to humiliate, undermine or injure its target or has that effect

Victimisation Victimisation is prohibited conduct. It happens when a person is treated less favourably because they complain about discrimination or they witness it and give evidence about it Examples of victimisation may include:  excluding a witness from general workplace conversations  spreading rumour and gossip about the complaint  making false counter-allegations to damage witness credibility  excluding a witness from training and promotion opportunities

Managing Discrimination and Violence in Services Process dealing with abuse/violence and aggression? Support and training to enable staff to consider their risk management and assessment in relation to violence Vox Pop: Trust Diversity Champions Network

Exercise 2 Exercise 2: In groups please read the scenarios and decide: Acceptable or Not Acceptable

Equality Impact Analysis A process within service and policy design to find out how opportunity is promoted, and to identify and use information about diverse local community and staff needs to improve it

Public Sector Equality Duty Eliminate unlawful discrimination Promote equality of opportunity Foster good relations

The Equality Delivery Council expects Trusts to: Publish workforce and patient information to demonstrate its compliance with the Public Sector Equality Duty no later than 31 January 2012, and subsequently at yearly intervals Prepare and publish at least one equality objective from each of the EDS four goals which are: (not later than 6 April 2012)

Key Priorities for action (CQC, EDS) Improving the quality and relevance of data Equality Analysis Improve patient experience Trust services will be fair and fully accessible Staff Development Developing leadership capability and capacity Engagement with local interests Assess services for evidence of discrimination in access to services and start planning on how to address this

Summary Our equality and diversity agenda is not just about responding to targets set by legislation or reaching performance objectives, it is about how we behave towards each other every day of our lives We aim to make sure that everyone is confident of being able to access our services and seek employment without the fear of prejudice or discrimination

Contact Ricky Somal Equality and Diversity Lead Southern Health NHS Foundation Trust Work Mobile: PID: