- Conference
- 2011 Health Care Service Group Conference
- Date
- 25 November 2010
- Decision
- Carried
Conference acknowledges the work which has taken place to ensure that the Equalities Act was implemented on the 1st October 2010. However, we are disappointed that the government has sought to dilute elements of the agenda which could have ensured equity for a number of individuals. We welcome the establishment and commitment which the Department of Health has shown in establishing an Equalities Council and recognise that similar forums exist within the four countries.
UNISON remains committed to the equality agenda and commends the work undertaken by our Membership Participation Unit and self-organised groups, which have been instrumental in helping to develop health policy. In ensuring that terms and conditions are legally compliant and reflect the new legislation and best practice, the NHS should be a model employer. The Act requires organisations to undertake gender pay reporting, however many NHS trusts and other employers are inexperienced in this process. Undertaking such reporting must always be the starting point, but it is also essential that we question findings to investigate differences and ensure that there is no bias, while conducting the process in partnership.
The management of sickness in some Trusts has led to some disabled people facing sanctions as Trusts fail to meet their obligations under the Disability Discrimination Act (DDA). It’s important that the NHS deals with disability sickness in a compassionate and sensitive manner.
The government plans radical changes to the NHS, some of which could have a detrimental impact on services, quality and equity. UNISON believes that equality must be at the heart of any changes and reorganisations, so to achieve this we need to develop our representatives and branches to enable them to use the legislation effectively to make sure that organisations undertake equality impact assessments.
Conference calls on the Service Group Executive to:
1)Develop an Equal Pay Audit tool kit in partnership with the employers’ organisation and in conjunction with the NHS Staff Council;
2)Ask the National Disabled Members Committee to identify examples of best practice in health and to circulate them;
3)Take steps to review terms and conditions to ensure that they comply and reflect new legislation;
4)Develop guidance on equality impact assessments to enable branches and regions to understand the process and use them effectively in reorganisation;
5)Monitor the development of the white paper and ensure that the government undertakes a full equality impact assessment on all changes;
6)Consider the equality implications under commissioning consortia and develop where appropriate relevant advice to branches;
7)Monitor the impact of equality on health, particularly with regard to disenfranchised groups, and raise concern with the Department of Health when evidence emerges.