Valuing Diversity

1. Valuing Diversity Plymouth Hospitals NHS Trust

2. Working Together • Confidentiality • Listen and respect others. • Contribute and ask questions. • Use examples you are happy to share. • Be open to new ideas.

3. Aims • To enable participants to explore the key aspects of diversity and its impact within the workplace. • To enable participants to help create a workplace free of discrimination where diversity is valued. • To overcome barriers to equality and diversity, and understand what resources are available

4. Objectives • To understand the meaning of diversity and the differences between diversity and equality. • To identify the benefits of diversity. • To explore why people are discriminated against and key influencing factors. • To identify individual and organisational responsibilities in preventing discrimination in the workplace. • To explore how discrimination can be challenged in the workplace.

5. Definitions • What is Equality of Opportunity? • What is Diversity?

6. Equality and Diversity • Equality is about creating a fairer society where everyone can participate. It is backed up by legislation designed to address unfair discrimination. • Diversity is about the recognition and valuing of difference – creating a working culture to recognise, respect, value and harness difference for the benefits of the organisation and the individual.

7. What is Diversity? “Salad Bowl” Exercise

8. What Diversity is Valuing the person. Recognising the differences between people. Goes beyond Equal Opportunities. What Diversity is not Treating people the same. Judging people on the basis of one attribute. Diversity

9. Definitions. • Diversity • Is to understand, respect, celebrate and value physical, cultural and social differences among individuals. As such a diverse workforce can add value to an organisation’s ability to perform. Diversity Management Strategy Plymouth Hospitals NHS Trust 2006

10. Benefits of Diversity – Group Exercise. What are the benefits and barriers of Diversity in the workplace to the:- • Individual • Team • Organisation.

11. To the Individual Self Development Able to contribute To share Increase self esteem Sense of worth To the Team Flexibility Creativity Co-operation Creates tolerance Modifies behaviour Benefits of Diversity.

12. Benefits of Diversity. To the Organisation. • Improved business effectiveness through; • Getting the best person for the job • Improve communication • Staff Retention • Enhanced motivation of staff • Fulfilling legal obligations

13. Factors for Change • Legislation • Demographics • Skills Shortage • Social Responsibility • Based on factors above: It’s the right thing to do

14. Legislation - examples • Equal Pay Act 1970 • Human Rights Act 1998 • Sex Discrimination Act 1975 • Race Relations Act 1976; (Amendment) Act 2000 • Disability Discrimination Act 1995; (Amendment) Act 2005 • Employment Equality (Religion & Belief) Regulations 2003 • Employment Equality (Sexual Orientation) Regulations 2003 • Employment Equality (Age) Regulations 2006

15. Existing Initiatives/Frameworks • Knowledge and Skills Framework (KSF) • Race Equality Performance Framework (2004) • Disability Equality Scheme (2006-2009) • Gender Equality Scheme (2007-2010) • HR Diversity Management Strategy (Draft) • Valuing People Group • Positively Diverse – NHS Employers • Framework for Patient & Public Involvement. • Standards for Better Health

16. Legislation - Definitions • Direct Discrimination • Indirect Discrimination • Harassment • Victimisation • Reasonable Adjustment (DDA) • Genuine Occupational Qualification (GOQ) • Positive Action

17. Diversity Challenge • Complete the Diversity Challenge quiz • For every correct answer you get one point • Case studies earn you 5 points, so think carefully about your answers! • Team with the most points wins… Good luck!

18. What influences how we discriminate?

19. Age Race Physical Ability Sexual Orientation Religion Language Professional Experience Education Skills Background Values Culture Class Social Background Criminal Record Caring Responsibilities On what grounds does discrimination take place?

20. Perceptions “Most of our perceptions are formed by associating with people who are similar to us in race, ethnicity, social status, education and lifestyle etc.” Workforce America, Loden & Rosener (1991)

21. Marital Status Age Where they live What car they drive What newspaper they read Favourite food Favourite music Hobbies Favourite Colour How many children What type of holidays they enjoy. Exercise – Answer the following questions about someone in the room you don’t know

22. Definitions : Stereotyping and Prejudice • Stereotype • A fixed idea or popular conception • (all people who wear glasses are clever) • Prejudice • A preconceived idea, usually unfavourable • The tendency to see differences as weaknesses. • An opinion held despite contradictory facts • Intolerance (of other races etc.)

23. Definitions - Discrimination • Treating one person less favourably than another on the grounds of, for example, their race, ethnic or national origin, religion, marital status, sex, disability, age, appearance, sexual orientation.

24. Thoughts and Actions Discrimination Labelling Stereotype Prejudice

25. How does it feel? • To have your differences exaggerated • To be labelled • To feel powerless • To be a stereotype • To have traditions imposed on you • To have your entry restricted • To feel ‘different’ and isolated

26. What Can I Do? • What can/does your organisation do? • What can/do you as an individual do?

27. Valued Behaviours • Show respect to all colleagues and patients • Communicate – engage, ask questions and listen • Don’t make assumptions • Respect right to privacy • Respect others beliefs and values • Treat every person as an individual • Look at how you can be flexible

28. Equal Access Dignity and Respect NHS Core Values • Control and Choice • Working as a Team

29. Objectives • To understand the meaning of diversity and the differences between diversity and equality. • To identify the benefits of diversity. • To explore why people are discriminated against and key influencing factors. • To identify individual and organisational responsibilities in preventing discrimination in the workplace. • To explore how discrimination can be challenged in the workplace.

30. Contacts • Wasia Shahain ~ Equality and Diversity Officer 37251 • Jayne Middleman (HR) ~ 57537 • Staff Support Diversity Network ~ 37251 • Staff Counselling Service ~ 37233 • Employee Assistance Programme (EAP) ~ 0800 282193 or www.ppcworldwide.com