1. Understanding Equality in Customer care

2. Aims Barnet PCT,our stakeholders and contractors have a moral, legal and business case and duty to deliver equality in health to the population of Barnet. This training will enable staff to appreciate and know the implications of stereotyping and prejudice and equality to be able understand and implement legislation.

3. Diversity & Equality What does it mean: Acceptance & Respect Each individual is unique Equality Strands: Race & Ethnicity, Gender, Sexual Orientation, Age, Disabilities and Religious Beliefs. Celebrate the differences

4. The reasoning Why?- the moral, business and legal cases Who?- everybody, local demography Where is it going?- into the appropriate department in the PCT, where it will be analyzed. The is data non- personal (NHS number) What for?-To ensure targeted service/treatment and best use of public funds

5. Do you discriminate?

6. Legal and Policy Imperatives The Law(s) Race Relations Act (RRA) 1976 (Amended 2000) The Race Relations Act makes it unlawful to discriminate against a person on the grounds of race, colour, nationality or ethnic origin. The scope of the Act includes the areas of employment, job advertisements, education, the provision of goods and services and the management and disposal of premises. Race Relations (Amendment) Act 2000 The Race Relations (Amendment) Act 2000 has been in effect since April 2001. It strengthens the 1976 Act in two major ways:  It extends protection against racial discrimination by public authorities  It places a new, enforceable positive duty on public authorities.

7. Legal and Policy Imperatives continued Sex Discrimination Act 1975 (SDA) (Amended 1986) (Gender Reassignment Regulations 1999) The Sex Discrimination Act makes it unlawful to discriminate against a person, either directly or indirectly, on the grounds of sex and/or marital status The Human Rights Act 1998 (HRA) This law came into force on 2 October 2000. It gives further effect in the UK to the fundamental rights and freedoms in the European Convention on Human Rights (ECHR). Disability Discrimination Act 1995 (DDA) Since 2 nd December 1996, the DDA has made discrimination against disabled people unlawful. This means that disabled people should no longer be treated less favourably than other people, purely because they have a disability. The Act enables disabled people to go through the court or tribunal process to seek redress if they feel that they have been discriminated against.

8. Direct / Indirect Discrimination Direct discriminationDirect discrimination means treating a person less favourably on than others would be treated Indirect discriminationIndirect discrimination means applying a provision, criterion or practice which disadvantages people of a Equality strand, which cannot be justified as a proportionate way of achieving a legitimate aim.

9. Stereotyping & Prejudice Exercises Stereotypes are the images or views of people that discriminate and the consequential prejudices that we may carry about them. It is important to realise that prejudice that discriminates people on the basis of stereotypes are based on unfounded generalisations. These generalisations can have a detrimental effect on the way services are given to minority groups. It is very comfortable to think that you are better than someone else or to have the ill-perceived advantages that discrimination brings to those who discriminate. Therefore people often do not want to challenge what they see

10. Pop Quiz What do we know about different cultural groups What do we know about different cultural groups ? What are the main faiths of the African Caribbean communities? What are the main dietary requirements for Hindus, Jews? What’s the difference between Bangladeshi and Bengali What would you put in a citizenship guide for newcomers about British life?

11. Thank you Dipen Rajyaguru LL.B (Hons) Health Equality & Diversity Specialist Tel. 020 8937 7709 Email: dipen.rajyaguru@barnet-pct.nhs.ukdipen.rajyaguru@barnet-pct.nhs.uk