Embracing Diversity

Caroline Bamford

Head of Diversity and Inclusion

Diversity- Sounds Simple

Diversity literally means difference. In the NHS it’s about: recognising individual as well as group

difference treating people as individuals placing positive value on diversity in the

community and workforce.

Complex in Practice

Equality Challenging

Discrimination Inclusion

Diversity is not the problem

The “problem” emerges because we live

in a world that encourages people to use

differences to include or exclude, reward

or punish, credit or discredit, elevate, or

oppress, value or devalue, leave alone

or harass….

Johnson, 2006

The Journey

Gender

Disability

Age

Sexual

Orientation

Race

Religion or

Belief

Gender

Reassignment

Legislation The Human Rights Act 1998

The Equality Act 2010

The Equality Act 2010 updated, simplified and strengthened

forty years of previous discrimination law and provides

standardised protection across all the strands of diversity,

known as “protected characteristics”, to promote a fair and

more equal society and protect individuals from unfair

treatment.

Cultural Aspects of Diversity

Evolving theories and practices:

• Cultural competency

• Transcultural nursing theory and practice

• Transcultural competence

The Cultural Iceberg Model

Edward T. Hall 1976

Cultural Competency Model

Theoretical Good Practice

• Awareness of and understanding of

unconscious bias and how this influences

interactions, judgements & decisions

• Role of effective communication

• Appropriate and inclusive support provided

• Recognising and working with diverse values,

styles, skills and ideas

• Effectively working with diversity

• Awareness of the multiple dimensions of

diversity- intersectionality

• Recognising and optimising the micro cultures

within team/service

• Recognising that ‘you don’t know what you

don’t know’

• Awareness of organisational framework of

support – policies/procedures

• Actively implementing organisational values

Theoretical Good Practice

Where We Are Now

“Staff at Leeds and York Partnership NHS

Foundation Trust treat service users with

“kindness, dignity and respect” according to

latest reports released by the Care Quality

Commission (CQC). “

LYPFT CQC Inspection Report from 2014

It is designed to make

improvements for service

users, patients , carers and

staff

It applies to people afforded

protection, by

the Equality Act 2010, from

unfavourable treatment

because of specified

‘protected’ characteristics

and for other marginalised

and vulnerable groups

Protected characteristics

• Age

• Disability

• Gender re-assignment

• Marriage and civil partnership

• Pregnancy and maternity

• Race including national identity

and ethnicity

• Religion or belief

• Sex (that is, is someone female or

male)

• Sexual orientation

Four goals;

1. Better Health Outcomes

2. Improved patient access and experience

3. A representative and supported workforce

4. Inclusive leadership

Process • Developing a collaborative not competitive

approach, being honest about the gaps and barriers to progress;

• Reviewing where the gaps are in partnership with expert local interest organisations and targeting resources to tackle identified inequalities.

Health Inequalities • Reduced life expectancy rates for people with

learning disabilities;

• Disproportionately high numbers of people from minority ethnic communities subject to compulsory treatment and admission to mental health hospital in-patient units;

• People with mental health problems are 2 times more likely to die from coronary heart disease and 4 times more likely to die from respiratory disease than the general population in the U.K;

• The rate of depression among gay men is as

much as eight times that found in the general

population.

Other Influencing Factors

• Increasing complexity of need of the people we support;

• High % of people who have or have had mental health problems with severe or crisis debts;

• High % people with mental health conditions claiming benefits or are out of work;

• Reduced housing stock and Welfare Reform changes and the impact on available suitable housing for service users at point of discharge;

Where We Want To Be

Future Activity and Actions

• Diversity staff engagement event;

• Engagement to further develop staff

development sessions focusing on working

effectively with diverse communities;

• Re-establishment of quarterly Diversity and

Inclusion Forums aimed at staff, service

users and carers to share best practice.

Thankyou!

Questions or Comments?

Contact Details

Caroline Bamford

Head of Diversity and Inclusion

Tel; 0113 8559915

Email; caroline.bamford@nhs.net

diversity.lypft@nhs.net