1. Equality and Diversity in the Wales Postgraduate Medical and Dental Deanery Heather Payne Associate Dean 1st Feb 2010

2. Equalities legislation 1970 Equal Pay Act 1975 Sex Discrimination Act 1976 Race Relations Act 1995 Disability Discrimination Act 1998 Human Rights Act 2004 Civil Partnership Act

3. Looking back………

4. Life on Mars? What equality and diversity changes can you identify during your working life?

5. What does E&D mean for the Wales Deanery? Recruitment and appointment Work patterns and support Progress assessment Data collection and monitoring Knowledge and skills -training strategy

6. How are we doing so far? Employment Tribunal decision Current data gathering exercise Forthcoming 5 minute questionnaire on training needs and preferences Online training now available Deanery E&D website with resources http://www.cardiff.ac.uk/pgmde/E&D/E&D.html http://www.cardiff.ac.uk/pgmde/E&D/E&D.html

7. Wales Deanery trainees at 30 June 2009 n=2373 Gender: male 1321 (56%) female 1052 (44%) Place of graduation UK = 1453 (61%) EU = 80 (3%) International = 819 (35%) Not known = 21 (1%)

8. Referrals to Performance Unit June 2005 - June 2009 Total Trainee referrals = 82 (over 4 years) Males = 0.89% (117 referrals from average cohort of 1321 trainees) Females = 0.53% (55 referrals from 1052 trainees ) Chi squared test: p= 0.0008 indicates significant difference between men and women being referred to the performance unit.

9. Analysis by specialty group: suggests that the difference in referral to the performance unit between men and women is largely due to psychiatry, medicine and paediatrics Why?

10. Analysis by place of graduation indicates no significant difference in referrals to the performance unit between UK and International graduates, but that EU graduate trainees are significantly overrepresented Why?

11. Deanery E&D Strategy 2010-2012 Aims: To promote the acquisition of cultural competence skills throughout the medical and dental trainee workforce and faculty To establish a culture of E&D awareness and positive action via evaluation of routinely collected E&D data To disseminate research findings and develop training resources To demonstrate compliance with NHS, PMETB, GMC and legal requirements for E&D To liaise and coordinate with NHS, professional and regulatory bodies to promote a skilled workforce and supportive policies

12. Deanery Actions 2010-12 Develop deanery infrastructure for new legislation Mainstream E&D - routine agenda item Implement training strategy to promote competences Deanery to coordinate policy and practice with other NHS bodies Routine data reporting and benchmarking

13. Deanery Priorities 2009-10 Produce regular E&D data for consideration by all workstreams and Heads of Schools, including recruitment, appointment, progress and performance. Compare.with other Deanery reporting and monitoring systems to share best practice Feed relevant messages (eg need for induction. Skills for EU graduates) into ES training plan and mentoring group

14. Work across the NHS in Wales?: Data collection – descriptors, methods, intervals Policies and procedures eg sick leave, incapacity, maternity Employment and clinical governance Reasonable adjustments Complaints and Tribunals Examples of good practice