barnet and chase farm hospitals disability equality awareness training

Barnet and Chase Farm Hospitals

Disability Equality Awareness Training


Do they all have the same meaning?

• Disability

• Handicap

• Impairment


Objectives

• To introduce you to the Disability Equality Scheme, identifying:– The legal requirements of the Disability

Discrimination Acts 1995 and 2005– The Trust’s role in taking the needs and views

of people with disabilities into account, – Monitoring arrangements and ways of

improving services to people with disabilities


Disability Equality Scheme

Disability Legislation- financial

penalties

DH

Single Equality Scheme

The Vital Connection

CompetitiveTrust staff to provide a good service to enhance patient experience.

DRC


Disability Rights CommissionA Question of health

Do you know how many people with disabilities that use your services?

Do you want to improve access to your services?

Do you want to empower people with disabilities in employment?

The new Disability Equality Duty is a fantastic opportunity for health authorities to tackle disability discrimination whilst at the same time meeting wider strategic objectives.


NHS Executive PolicyThe Vital Connection

• A workforce for equality and diversity

• A better place to work• A service using its

leverage to make a difference

• Only 5% use a wheelchair


Department of HealthSingle Equality Scheme (10 steps)

• Responsibilities and accountability

• Gathering information• Identifying differences and

common activities• Intelligence and analysis• Involvement and

consultation

• Equality impact assessments

• Action plans• Disseminating

information• Monitoring and

reviewing• Your single equality

scheme


Healthcare Commission• The Healthcare Commission (HCC)

Standard C7e.

• Expects everyone in the Trust to challenge discrimination, further equality, diversity and human rights and reducing inequalities in healthcare.


The Business Excellence Model

Leadership

People Management

Policy & Strategy

Resources and Partners

Processes

People Satisfaction

Customer Satisfaction

Impact on Society

Business Results

Enablers Results


Definition of Disability• A physical or mental impairment that has a

substantial and long-term adverse effect on a person’s ability to carry out normal day-to-day activities.

• This definition applies to a wide range of physical and mental impairments, including multiple sclerosis, diabetes, cancer, arthritis etc.


Disability Discrimination Act 1995• It is unlawful for The Trust and organisations

providing services to treat disabled people less favourably than other people for a reason related to their disability.

• It is also unlawful for any employer to discriminate against a disabled person when choosing someone for a job or considering people for promotion, dismissal or redundancy.


Medical to Social

• that disability is a social phenomenon;

• that while many individuals have physical or sensory impairments or learning difficulties or are living with mental health needs, it is the way society responds to these which creates disability and not an individual’s impairment;


Questions for Everyone• Does the service you provide in your Directorates meet

the requirements of a patient with disabilities ?• Do you have appropriate access for people with

disabilities ?• What have you put in place to address the needs of

people with disabilities ?• Do you seek the views of people with disabilities when

they access your services ?• Do you continuously monitor and improve the ways in

which you deliver your service to people with disabilities.


Types of Disability Discrimination

• Direct Disability Discrimination

• Harassment

• Victimisation

• Failure to make reasonable adjustments


Reasonable Adjustments for Disability • Making adjustments to premises• Allocating some of the disabled person’s duties to another person• Transferring him/her to fill an existing vacancy• Altering his/her working hours• Assigning him to a different place of work • Allowing him/her to be absent during working hours for rehabilitation,

assessment or treatment• Giving him/her, or arranging for him/her to be given training.• Acquiring or modifying equipment• Modifying instructions or reference manuals• Modifying procedures for testing or assessment• Providing a reader or interpreter


Disability Symbol Employer• Barnet and Chase Farm Hospitals is a “Two Ticks” disability symbol

employer.• 5 commitments• To interview all applicants who meet the minimum criteria for a job

vacancy.• To make every effort to retain staff with disabilities.• To discuss with staff with disabilities at least once a year to discuss

what can be done to help them develop and use their abilities.• To train all staff to develop disability awareness.• To review employers commitment to people with disabilities and let

the Jobcentre Plus know about progress made in this area.


Access to Work Scheme• Access to Work is a government funded programme to support

the employment of people with disabilities.• Access to Work provides advice, assessments and funding for

communication support worker, special equipments, adaptation to premises, help with travel to work, and adaptation to equipments or working environment.

• Pays all or part of of any additional cost involved in adjustments.

• Aims to encourage employers to recruit and retain people with disabilities.


Disability Equality Scheme

• The Disability Discrimination Regulations 2005 required NHS organisations to produce a Disability Equality Scheme that detailed how they intend to comply with the duty to promote equality by 4 December 2006 . This was signed by the Trust Board on 7th January 2007.


The essential elements of the Disability Equality Scheme

• A statement of how disabled people have been involved in developing the Scheme

• The Action Plan, outlines what are we are doing as a Trust and it’s available on the Trust’s intranet.

• Arrangements for gathering information about performance of the Trust on disability equality


The essential elements of the Disability Equality Scheme

• Arrangements for assessing the impact of the activities of the Trust on disability equality and improving these when necessary

• Details of how the Trust is going to use the information gathered, in particular in reviewing the effectiveness of its Action Plan and preparing subsequent Schemes.


The Disability Equality Action Plan for 2007 - 2010 now reflects:

• the priorities of disabled people within the Trust• the strategic priorities of the Trust• the specific outcomes to be achieved• how the outcomes are to be measured and assessed• who is responsible for delivering the specified outcomes• a realistic timetable for delivering each outcome• Leadership for each work stream of action points


Disability Survey

• The Trust’s Disability Survey carried out in March 2007 involved disabled service users with a wide range of impairments and from a range of diverse backgrounds;

• Carers and advocates of people with disabilities; • Representatives from organisations for individuals with

disabilities and other chronic conditions• Patient forum (with disabled members); • People with disabilities from the wider community; • Disabled staff; • Staff side representatives. .


Formal Review in the Future• The Trust’s Disability Scheme is reviewed every three

years.• The Trust encourages the involvement of people with

disabilities.• The Equality and Human Rights Committee holds a pivotal

role of disseminating good practice across the Trust.• All staff are encouraged to contribute to embedding

principles of fairness, respect and equality in the way their everyday work is carried out.


Question and Answers


Thanks for Listening

barnet and chase farm hospitals disability equality awareness training

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