Download Equality, Diversity and Human Rights Training Workshop

Equality, Diversity and Human Rights
Training Workshop
‘Promoting equality, human rights
and valuing difference’
Facilitator
Issan Ghazni
Mangospice
Equality & Diversity Management
Consultants
WORKING CONTRACT
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
Objectives




Raise awareness of discrimination and
barriers to access
Build common understanding
Discuss definitions
Appreciate equal opportunities
legislation
Objectives




Identify good practice
Understand difference between
equalities and diversity
Apply learning to practical work
situation
Develop personal diversity plan
Name Game






Name
Background to name
History
Cultural attachments
What does your name mean to you?
Ever had any problems or barriers to it?
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
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
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’
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
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
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’
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
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)
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)
QUESTION

“What personal experience do you have
of discrimination and prejudice?
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)
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
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
8 STRANDS OF EQUALITY








Age
Disability
Gender
Transgender
Sexual Orientation
Race and ethnicity
Religion and / or belief
Human Rights
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
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
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.
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.
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
EQUAL OPPORTUNITY
DIVERSITY

externally initiated

internally initiated

legally driven

business needs driven
quantitative focus
(i.e. improving the numbers)

qualitative focus
(improving the environment)


problem focused

opportunity focused

assumes assimilation

assumes pluralism

reactive

Proactive

race, gender and disability

all differences
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
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
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)
MAKING CONNECTIONS AND
ACTION PLANNING
KEY LEARNING POINTS
QUIZ
How much do we know?
EVALUATION FORMS