- Conference
- 2007 Health Care Service Group Conference
- Date
- 19 December 2006
- Decision
- Carried
Conference notes the requirements for Equality Schemes and Equality Impact Assessments under the provisions for ‘positive equalities duties’ relating to race, gender and disability.
Conference further notes:
1. Recent equality legislation including the Employment Equality Regulations covering sexual orientation and religion or belief; the Civil Partnership Act; the provisions of the Equality Act 2006 banning discrimination in the provision of goods and services on grounds of religion or belief and sexual orientation; similar protections on grounds of gender reassignment due by December 2007; and regulations on age discrimination in employment;
2. The new Commission for Equality and Human Rights which will come into force in October 2007, covering all strands of equality;
3.The forthcoming Single Equality Act which will harmonise existing equality enactments;
4. The Department of Health’s recognition of the need for action on all main equality strands and the moves towards the implementation of single equality schemes and equality impact assessments;
5. The recognition of equality as a core dimension within the Knowledge and Skills Framework which applies to all NHS staff.
In spite of some significant developments, Conference notes the failure to adequately embed equality and diversity within the NHS. As a result, progress has been superficial, patchy and ultimately insignificant. For example, many NHS employers are still not in full compliance with the Race Relations (Amendment) Act. Many more have adopted the bare minimum to comply with legislation, failing to see the need for broader action to promote equality.
Conference therefore welcomes moves by the Department of Health and a significant number of public bodies towards single equality schemes covering all equality strands. Conference notes the potential value of single equality impact assessments covering all policies, procedures, functions, service changes and projects, across the grounds of race, gender, disability, age, religion or belief, sexual orientation and gender identity.
If linked to proper implementation of the equality dimension of the KSF (Knowledge and Skills Framework), Conference believes this can lead to sustained improvements for both service delivery and standards of employment, making equality everyone’s concern. UNISON branches can play a significant role in this, so there is a culture of equality at every level for staff and for patients, service users and clients.
Work on race, disability or gender equality schemes must not be lost in moving to a single equality scheme covering all strands. Conference underlines the importance of adequate training and robust support within each NHS employer on the equalities agenda for single equality schemes and equality impact assessments to achieve their goal.
Conference instructs the Service Group Executive to:
A. Press the Departments of Health to develop and publicise their own work on single equality schemes and impact assessments;
B. Publicise examples of successful single equality schemes and single equality impact assessments;
C. Encourage regional health committees to identify the implementation of equality schemes (separate schemes for race, disability and gender and single equality schemes) and identify progress in achieving equality impact assessments;
D. Work with self organised groups to identify best practice and how UNISON branches can support this at local level within the NHS;
E. Report to the 2008 Health Service Group Conference on progress.
Conference calls on all health branches to consider how best to:
I. Press their employers to introduce robust equality schemes across the strands of race, gender, disability, age, religion or belief, sexual orientation and gender identity, emphasising that while duties exist for race, disability and gender, legislation covering other in likely in the forthcoming Single Equality Act;
II. Seek training for stewards and equality officers on using equality impact assessments to bring about real improvements across all equality strands;
III. Share examples of best practice at regional level;
IV. Encourage stewards and equality officers to ensure equality impact assessments are a key feature for ensuring equality at local level.