Barnet and Chase Farm Hospitals RACE EQUALITY AWARENESS SESSION Steve Baldwin

Barnet and Chase Farm Hospitals

RACE EQUALITY RACE EQUALITY AWARENESS AWARENESS SESSIONSESSION Steve BaldwinSteve Baldwin


Aims and ObjectivesAims and Objectives• To eliminate unlawful race discrimination in the

workplace.• To value diversity in staff and patients.• To raise awareness of why Trust has to achieve 95%

coding on patient ethnic data.• To raise awareness of using routine patient data to

inform service improvements.• To raise staff awareness of Trust’s Race Equality

Scheme.


At the end of the session At the end of the session you will:you will:• have an awareness of race equality legislative requirements. • be more aware about the impact of health inequalities and the diverse needs of patients.• be able to demonstrate an appreciation of the need to collect ethnic group information.• be able to deal with patients questions and concerns.•challenge race discrimination when it occurs.


Race Relations Act 1976Race Relations Act 1976Race Relations (Amendment) Act 2000Race Relations (Amendment) Act 2000The Race Relations Act 1976 (Amendment) Regulations 2003The Race Relations Act 1976 (Amendment) Regulations 2003

• Trust must eliminate racial discrimination.

• Promote equality of opportunity .

• promote good relations between people of

different ethnic backgrounds.

• Publish Race Equality Scheme.

• Record and monitor policies and services.


Section 20 Race Relations Act 1976Section 20 Race Relations Act 1976Makes it:

• unlawful for anyone concerned with the provision of healthcare services to discriminate on racial grounds by refusing or deliberately omitting to provide the service; or as regards quality; or the manner in which, or the terms on which they are provided.


Direct Race Discrimination

When you treat a person less favourably on

The basis of their race either in employment

provision or service provision.


Indirect Discrimination

Indirect Discrimination is when applying

requirements, conditions or practice which

although applies to all, can only be met and

benefited by a considerably smaller proportion of a

minority group and cannot be justified other than on

racial grounds.


Race Relations Act 1976 Race Relations (Amendment) Act 2000• Section 71 – 1976 Act places a duty on all public sector

employer to eliminate unlawful race discrimination.

• Stephen Lawrence’s case and Macpherson’s Report on

Metropolitan Police conduct led to further legislative

requirements - Race Relations (Amendment) Act 2000.

• Race Relations (Amendment) Act 2000 came into force on

31 May 2002 requiring all public sector organisations to:

• promote good relations between people of different ethnic

backgrounds, publish Race Equality Scheme and monitor

policies and services.


Race Relations (Amendment) Act 2000

• To eliminate institutional race discrimination.

• To factor fairness into the modernisation of public services.

• To instill government commitment to change.

• To rebuild trust in the public sector.


Who is liable ?

• The legal person liable in any public law action against the Trust will be the:

• Chief Executive and the Trust Board.

• Individual Employees can be named in a case.


Enforcement

• Equality and Human Rights Commission.• Able to enforce duties within the Race

Relations (Amendment) Act 2000.• If they are not satisfied with remedial

action they can issue a compliance notice.• Further non-compliance may lead to a

court order on the employer.


General Duties• The general duty means the NHS must

have due regard to the need to:• eliminate unlawful racial discrimination • promote equality of opportunity • promote good relations between people

of different racial groups


Specific Duties• To assist in delivering the general duty, specific

duties have been placed on public bodies. There are two types of specific duties:– on the policy/service delivery side, the requirement is to set

out information on a number of actions that will help deliver non-discriminatory services to local people.

– on the employment side there is a requirement to collect and publish a specific set of information.

• In particular, NHS organisations must review and consult on their Race Equality Schemes.

• This is a statutory requirement.


Specific Duties Contd.• Make arrangements to ensure access to

information and services are available.• Make arrangements to train all staff on relevant

duties within the Act.• Monitor staff ethnically for jobs and promotion.• Monitor the ethnicity of all staff for

grievances,disciplinary, appraisals,dismissals, and reasons for leaving the Trust.

• Monitor 3rd party contractors to ensure they have policies, procedures and systems in place to eliminate race discrimination.


Benefits of the duties• Improve Trust’s ability to deliver suitable

and accessible services that meet varied needs.

• Develop good practice and encourage greater openness.

• Increase confidence in public services, especially among ethnic minority communities.


Equality in Service Delivery

Promoting and providing an equal

service is not about giving all people

the same service but meeting the needs

of the individual patient.

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Equality Impact Assessments

• Assess whether the ways our service are carried out meet the general duty.

• Consider whether any changes need to be made to address identified imbalance.

• Assess impact and implement changes.


Questions for Everyone• Does the way we provide our service have an

adverse impact on some racial groups in the local communities we serve ?

• Is the adverse impact avoidable ?• Could it be considered to be unlawful discrimination ?• Could the adverse impact be reduced by taking

particular measures ?• Is further research needed and is it likely to lead to a

different outcome ?


Relevance• The weight given to race equality should

be proportionate to its relevance.

• Give greater consideration and resources to functions and policies that have the most effect on the public or employees.


What is Ethnic Monitoring ?

• Obtaining and managing ethnic origin data of patients and staff systematically.

• Analysing the data regularly and reporting outcomes to the Trust Board.

• Acting on the results and addressing any adverse impacts identified.


Obtaining the Data

• Is not the beginning and the end of ethnic monitoring, but

• It is crucial for successful implementation• Incomplete and/or inaccurate data may lead

to inadequate or misleading analysis.• Misleading analysis may lead to inappropriate

action.


How to collect ethnic group data

Use prompt card

Patient must self classify

If patient appears unwilling, explain reason why data is needed.

If patient refuses, this must be coded Z.

It is acceptable to ask as many times as necessary until data is collected.


Where are we up to?Where are we up to?

1. Current Local Figures available in the Trust’s Race Equality Scheme.

2. Current Local Demographics3. Health Improvement Programme4. Focus on providing main healthcare

needed by the local people.5. Focus on how we develop services

to meet these needs.

Engagement


Multi- ethnicMulti-faithMulti-culturalProvide high quality care


Inequality in Health 46% increased CHD mortality in South Asian women.

110% increased CVA mortality in African Caribbean women.

300% greater suicide amongst South Asian women.

300% increased prevalence of and mortality from diabetes in the Asian population.


Questions Inequality in Health RaisesQuestions Inequality in Health Raises

• Are we acting fairly ?

• For example does the Diabetes service we provide meet the needs of all the communities it’s meant for and does it meet their needs ?

• Are experiences and outcomes of patients accessing our services differ according to their ethnicity ?


Cultural Competency• Asking questionsAsking questions• Replace anecdotes and assumptions Replace anecdotes and assumptions with clarity.with clarity.• Recognising and respecting differences.Recognising and respecting differences.• Understanding and meeting the needs of Understanding and meeting the needs of the individual.the individual.


Definition of Ethnic GroupDefinition of Ethnic Group• A group of people with a long shared history.A group of people with a long shared history.• A common cultural tradition.A common cultural tradition.•A common geographical origin from a small A common geographical origin from a small number of ancestors.number of ancestors.•A common language.A common language.•A common literature.A common literature.•A common religion.A common religion.•Have a distinct identity seen by both Have a distinct identity seen by both themselves and others.themselves and others.


Ethnicity

Refers to aspects of shared history, language and culture, a group defined from within.

Group identity defined by social pressures from the group linked with a psychological need to belong


Any Questions ?


Documents

Barnet and Chase Farm Hospitals RACE EQUALITY AWARENESS SESSION Steve Baldwin