1. Equality, Diversity and Human Rights Training Workshop

2. ‘Promoting equality, human rights and valuing difference’

3. Equality & Diversity Management Consultants
Facilitator
Issan Ghazni
Mangospice
Equality & Diversity Management Consultants

4. WORKING CONTRACT

5. Aims
Provide an overview of equality and diversity whilst also exploring the impact on individuals and organisations
Understand the importance that valuing and managing diversity can have in the workplace

6. Objectives Raise awareness of discrimination and barriers to access
Build common understanding
Discuss definitions
Appreciate equal opportunities legislation

7. Objectives Identify good practice
Understand difference between equalities and diversity
Apply learning to practical work situation
Develop personal diversity plan

8. Name Game Name Background to name History Cultural attachments
What does your name mean to you?
Ever had any problems or barriers to it?

9. NHS – Equality and Diversity
Key points
NHS is committed to equality and diversity
It is an integral part of healthcare
We all have a responsibility to integrate the principles into our everyday work

10. STEREOTYPING Preconceived notions about people
Rarely checked out or validated
Produces prejudices
Acts to help us with ambiguity
Operates at both conscious and unconscious level

11. HOW WE USE STEREOTYPES Consciously, we ask ‘efficient’ questions
Unconsciously, we ‘filter’ what we see / hear
Our attitudes, values and experiences constitute the ‘filter’
We think we’ve got the picture, but much of it is us
‘Making sense’ is not the same as ‘objectively accurate’

12. The Equal Opportunities Guide – P Clements
PREJUDICE
‘Implicit in the word prejudice is the idea of prejudgement, of making your mind up about something before you have any personal experience of or fact about it’
The Equal Opportunities Guide – P Clements
T Spinks

13. THE REALLY PREJUDICED vs THE UNPREJUDICED
Those who have strong prejudiced views, which they admit, and are unwilling to change
Those who have ‘perceived self-fairmindedness’, who claim no prejudice, and are unwilling to check it out
Both fail to recognise the existence of prejudice
Both fail to question their prejudices before acting
Not about removing prejudice. It is about recognition, thought and action

14. DEALING WITH OUR OWN PREJUDICE
Recognise that it applies to us all
Appreciate that you don’t understand the full picture – you just think you do
When you feel you’ve gathered enough information - gather some more
Learn to recognise your ‘consistent prejudicial perceptions’

15. DISCRIMINATION
‘Discrimination is about the way we act. When we act more favourably towards one group of people than another and that favouritism is based on prejudice, then we may be said to have discriminated.’
The Equal Opportunities Guide – P Clements T Spinks
‘ Treating one or more members of a specified group unfairly as compared with other people’
Oxford Reference – A Dictionary of the Law

16. DEFINITIONS OF DISCRIMINATION
Direct Racial Discrimination arises where a person treats another person less favourably on racial grounds than she/he treats, or would treat, someone else.
(also applies to race, gender and disability)

17. DEFINITIONS OF DISCRIMINATION
Indirect Racial Discrimination consists of treatment which may be described as equal in a formal sense as between different racial groups, but discriminatory in its effect on one particular racial group.
(also applies to race, gender and disability)

18. QUESTION
“What personal experience do you have of discrimination and prejudice?

19. INSTITUTIONAL RACISM
”The collective failure of an organisation to provide an appropriate and professional service to people because of their colour, culture or ethnic origin. It can be seen or detected in processes, attitudes and behaviour which amounts to discrimination through unwitting prejudice, ignorance, thoughtlessness and racist stereotyping which disadvantages minority ethnic people”
(Stephen Lawrence Inquiry Report)

20. EQUAL OPPORTUNITIES LEGISLATION
Equal Pay Act 1970 / Sex Discrimination Act 1975 / Equality Act 2006
Rehabilitation of Offenders Act 1974
Race Relations Act 1976 & Race Relations (Amendment) Act 2000
Criminal Justice and Public Order Act 1994
Disability Discrimination Act 1995 & Amendment Act 2005

21. EQUAL OPPORTUNITIES LEGISLATION
Employment Rights Act 1996
Parental Leave Directive 1999
Human Rights Act 1998
European Laws; Equal Treatment Directive, Equal Pay Directive, Pregnant Workers Directive, Race Directive
EU Employment Equality Regulations 2003 – Sexual Orientation, Religions and / or belief, Age

22. 8 STRANDS OF EQUALITY Age Disability Gender Transgender
Sexual Orientation
Race and ethnicity
Religion and / or belief
Human Rights

23. PRINCIPLES OF HUMAN RIGHTS
All our contact with staff, patients, carers, customers should be based on the 5 principles contained within the Human Rights Act 1998 –
Dignity
Equality
Respect
Fairness
Autonomy

24. POSITIVE ACTION
Employers are permitted by law, to encourage applications from particular groups and, where appropriate, provide single group training. However selection must always be judged on competence and on a job related basis.
Positive discrimination is illegal

25. CULTURAL DIVERSITY
Cultural diversity is about the characteristics that make one individual different from another. Cultural differences include patterns of lifestyles, beliefs, values and practices. Cultural diversity includes differences in race, ethnicity, national origin, language and religion.

26. MANAGING DIVERSITY (a working definition)
The establishment and fostering of a workplace culture where people, regardless of their background or personal characteristics feel able to contribute to the maximum of their potential without having to conform to the predominant culture, without being abused by it and by actually being valued for the difference that they bring.

27. DIVERSITY VERSUS EQUAL OPPORTUNITIES A COMPARISON
Discrimination versus maximising potential
Embraces a broad range of people
Organisation / culture / business objectives
Personnel / HR Practitioners versus all employees / managers
Positive action / group versus individual

28. EQUAL OPPORTUNITY DIVERSITY
externally initiated
legally driven
quantitative focus
(i.e. improving the numbers)
problem focused
assumes assimilation
reactive
race, gender and disability
internally initiated
business needs driven
qualitative focus
(improving the environment)
opportunity focused
assumes pluralism
Proactive
all differences

29. HOW CAN YOU PROMOTE EQUALITY?
Become aware of equality and diversity issues
Understand the negative impact of discrimination
Ensure staff and patients are treated fairly and equally
Challenge discrimination – zero tolerance!
Communicate your views and vision effectively – change the culture! m

30. STORMING EXERCISE Coloured sticky paper Write down comments 15 minutes
“What objectives are you expected to achieve in your role / work?”
“in what forms, how and where does discrimination take place in wider society?”
Write down as many as you can in the allotted time

31. INTEGRATION & GOOD PRACTICE EXERCISE
How do the wider challenges of discrimination affect achievement of our work objectives?
What is being done in the organisation in terms of good practice to meet the challenges of diversity?
What still needs to be done (emphasis on the positive)

32. MAKING CONNECTIONS AND ACTION PLANNING

33. KEY LEARNING POINTS

34. QUIZ
How much do we know?

35. EVALUATION FORMS