1. Cultural Awareness in ARCPs Workshop 2 – Oxford Suite
C O G PE D
Cultural Awareness in ARCPs Workshop 2 – Oxford Suite
Alan Cook, DME Weston Area Health Trust
January

2. Aim
To explore how and where national and organisational cultural differences can adversely affect an ARCP and decide what we can do to stop this happening

3. Workshop objectives
To describe where in the ARCP process cultural differences can lead to unfair or illegal behaviours and treatment of others
To raise our awareness of which personal behaviours and work practices can be fundamentally affected by one’s own organisational and cultural background
To list a number of ways we can ensure that ARCPs are not unfairly or inappropriately affected by organisational or national cultural factors

4. Workshop outline – 60 minutes
1 minute Aim and objectives 4 minutes Fast introductions 5 minutes What you want 10 minutes Presentation 20 minutes Groups discuss 15 minutes Feedback 5 minutes Summary and main message

5. 33. Are you alert to practices here and throughout the world which discriminate against people on the basis of who or what they are or because of their beliefs? Bear witness to the humanity of all people ...’
Advices and queries – The Yearly Meeting of the Religious Society of Friends in Britain 2008

6. Case study
At a day of ARCP assessments all the white male trainees (n = 9) get an Outcome 1 (satisfactory, can make progress with training), but all the black and minority ethnic and female trainees (n = 8) gain unsatisfactory outcomes (no’s 2 – 5). One female trainee from overseas was asked what her long term plans are. Most panel members state that this reflects patterns that are typical in that specialty and do not see this as a concern.
What are your own views on this?
What additional information would you seek to assess how fair this day has been?
What does the law recommend in terms of equality actions that might apply here?

7. Summary ARCP Process For Foundation For Core and Specialty
Placement, reviews and reports
Panel and paperwork organised by MEM within Trust
An outcome is decided by the ARCP panel
Outcome communicated to trainee
Further planning by the F/TPD, Educational Supervisor and Trainee
For Core and Specialty
Placement, reviews and reports
Information from trainee, Educational Supervisor and Trust (employer) sent to Postgraduate Medical Education by given date
Documentation is presented to the ARCP panel by PGME
An outcome is decided by the ARCP panel
Outcome communicated to trainee
Further planning by the TPD, Educational Supervisor and Trainee

8. Equality Act 2010 For 4 decades legislation was complex
Discrimination persists and progress on some issues stubbornly slow
Equality Act 2010  provided a new cross-cutting legislative framework
Protects the rights of individuals and advances equality of opportunity for all
Updates, simplifies and strengthens previous legislation

9. Main elements of the Act
Personal Protected Characteristics
Definitions of unlawful discrimination
Disability related aspects
Provision of services, goods and facilities
Positive Action
Employment matters and pay reviews
Duty to advance equality
Procurement
Data
Occupational requirements
Duty to tackle socio-economic inequalities

10. What characteristics are covered?

11. Protected characteristics
Age
Disability
Gender reassignment
Marriage and civil partnership
Pregnancy and maternity
Race
Religion or belief
Gender
Sexual orientation

12. Equality and Diversity – key concepts
Direct discrimination
Indirect discrimination
Positive action
Genuine Occupational Qualification or requirement
Targets () and Quotas()
Monitoring
Harassment
Victimisation
Reasonable instructions
Flexible working

13. Indirect discrimination occurs when
A condition, requirement, or practice is applied
This in effect excludes or has adverse impact on a group covered by law
The condition is not justified or appropriate
Proportionate effect is identified

14. Example of indirect discrimination
The ARCP was held in a meeting room on the fourth floor of an old building which did not have a lift. There were six review meetings scheduled for that day. One of the trainees asked to attend had limited mobility due to a recent accident and was not able to climb stairs and therefore could not attend. In such a situation reasonable adjustment, i.e. relocating rooms, is a must

15. Further examples Evening meetings when trainees have dependants
Differential treatment between trainees – time given, support, guidance or behaviours
Less engagement with some trainees – eye contact, interest shown, use of inclusive or excluding gestures
Inappropriate interest in irrelevant matters or expectations that alienate some people

16. Further discussion
Where and how else might indirect discrimination on the grounds of race, national or cultural background, or ethnic origin occur in ARCPs?
What actions should we therefore be taking to genuinely create equality and fair treatment for all in ARCPs?