Gender Equality Duty Marese O’Reilly Gender and Health Policy Manager September 2006

1. Gender Equality Duty Marese O’Reilly Gender and Health Policy Manager September 2006

2. A snapshot: • Men typically develop heart disease 10 years earlier than women. • Men are more likely than women to die of injuries, but women are more likely to die of injuries sustained at home. • Life expectancy for men the second lowest in the EU • Male populations have generally formed the baseline for study of major diseases and as such sex differences have not always been recognised e.g. heart disease. • Men are more likely than women to commit suicide

3. Fair For All – Gender The Gender Equality Duty • Fair For All - Gender will support NHS Scotland to mainstream gender equality considerations into planning and delivery of services • Ensure the health service meets its obligations under the Gender Equality Duty to promote gender equality

4. A positive duty for gender equality • Biggest change in sex equality legislation in 30 years • Puts the obligation on NHS Scotland to take action to promote equality, not on individuals to take action after discrimination happens • Will mean a redesign of policies, employment, services and service delivery with the different needs of women and men, including transsexuals in mind.

5. What we know • Leadership is crucial • Having evidence is vital • Meaningful consultation – not just a draft scheme • Realistic but ambitious criteria for deciding priorities • Understanding gender impact assessment • Learning from (and joining up) existing good practice • Complexity of procurement issue • Single equality schemes and impact assessment processes

6. GED Schemes A Health board needs to: • Draw up a scheme identifying gender equality goals, show actions to implement goals • Consult employees, service users, other organisations in setting goals • Develop and build evidence base • Publish goals and schemes • Monitor progress & publish progress reports • Review goals and scheme every 3 years

7. GED Schemes cont.. A Health board also needs to: Tackle occupational segregation between women & men Draw up a policy on equal pay arrangements Observe statutory duty to prevent sexual harassment Review equal pay, harassment and occupational segregation plans

8. What needs to be done now.. • Think about internal resources – who is going to lead this, and how? • Are leaders engaged? • Get the evidence base together • Gather and highlight good practice examples • Share practice and learning, consider ongoing staff training and understanding • Develop consultation networks • Focus on outcomes, not bureaucracy • Prioritize key gender equality issues

9. What needs to bedone now • Consider different needs and of those within the organisation, men and women including transsexual people • Engage with gender organisations • Think of how gender fits with activity under Fair For All initiative: race, disability, age, sexual orientation, religion and belief • Develop a shared understanding of the problem and shared vision of what gender equality could look like • Build from experience of the race duty & disability duty

10. the benefits  Mainstreaming gender equality into practice will lead to: ·more informed decision-making and policy development ·a better understanding of the needs of service users ·better quality services which meet varied needs ·more effective targeting of policy and resources ·better results and greater confidence in public services ·a more efficient work force, with higher level of staff retainability

11. For more information:www.eoc.org.uk/fairforallgendertel: 0141 245 1817 • GED – Are You Ready? • Guidance in place - autumn 2006 • Final Code of Practice published - autumn 2006 • NHS Boards to have schemes in place - April 2007