- Conference
- 2022 Health Care Service Group Conference
- Date
- 9 December 2021
- Decision
- Carried
Conference is concerned that even before the COVID-19 pandemic the growing pressures on the NHS from the Tory-led government’s unrealistic targets and cuts, growing staff shortages and growing pressure on individual NHS staff members from the cumulative impact of austerity and the pandemic has taken us to breaking point. Despite the continued efforts of our members, we have seen many areas of best practice fall by the wayside and equality and diversity are early casualties.
There is a real fear from lesbian, gay, bisexual and transgender plus (LGBT+) workers that progress on challenging anti-LGBT discrimination is being reversed; that homophobia, biphobia and transphobia are on the rise; and that LGBT+ concerns are treated as less important: a ‘nice thing to do’ that could be dropped during difficult and harder times.
Conference notes that there is an increasing reliance on e-learning of the “read a screen and click” approach for training. Managers and staff may have an awareness of the legal requirements for LGBT+ equality, but not an understanding of the issues or how to address them.
Conference believes that this type of e-learning has led to reduced effectiveness of the training. Continued reliance on e-learning could lead to the rise of homophobia, biphobia and transphobia. Face to face training, either in person or virtually, is more effective in giving participants understanding and having the confidence to challenge anti-LGBT+ discrimination.
Conference affirms that rather than being a luxury for times of not being in crisis or plenty, equality and diversity training is more important than ever at times of cuts to services, staff feeling under pressure and attacks on terms and conditions. The ongoing expansion of this type of e-learning has also seen staff undertake these modules during their own time rather than being given appropriate time during their working hours.
Recent TUC research shows that less than 50% of LGBT+ people feel safe enough to come out at work, more than 60% of LGBT+ people have heard homophobic or biphobic remarks or jokes directed at them at work. Only 33% of LGBT+ plus people reported the latest incident of harassment or discrimination to their employer.
Conference further notes that adults learn in a variety of ways and e-learning does not suit everyone. In particular, some disabled staff may have different access needs which are not met by online training modules. The only thing that can be proven by ‘read and click’ e-learning is that people have completed the module, not that they have taken on board the subject that they have been studying.
This conference has previously agreed that line management should be trained to an appropriate standard. Training on equality and diversity and the actions that managers need to take to act not only lawfully but to practice the values of the NHS cannot be delivered using the “read a screen and click” approach to e-learning that the NHS currently uses.
Conference calls on the national Health Service Group executive to:
1. Continue to make the argument that equality and diversity training is essential and should be a priority for all staff working in the NHS, including those with line manager responsibilities
2. Continue to push the NHS to rely less on e-learning and to re-introduce interactive face to face training, either in-person or by virtual ‘classrooms’, for equality and diversity
3. Publicise good practice in campaigning for funding and release time for training