Week 28 - inclusion, diversity and equality Flashcards
Terminologies as defined by the GPhC
-Equality: making sure that people, or groups of people, are not treated less favourably because of their protected characteristic
-Diversity: recognising, respecting and valuing everyone as an individual
-Inclusion: a sense of belonging where everyone feels welcomed and valued
-Bias: an inclination or prejudice for or against one person or group, especially in a way that is closed-minded or unfair
-Cultural competence: an ability to understand and interact with people in a way that recognises and respects diversity and cultural difference, including values, beliefs and behaviours
-Intersectionalities: recognising that multiple issues and identities – and therefore levels of discrimination – can overlap
-Unlawful discrimination: treating a person unfairly because of their protected characteristics. Positive
discrimination is the act of treating someone more favourably because of a protected characteristic and is
unlawful under the Equality Act
Equality
-Equality is about making sure that people, or groups of people, are not treated less favourably because of their protected characteristic
-It is about everyone having an equal opportunity to make the most of their potential
-Everyone is treated in the same way!!!
Equity
-Equity is ensuring that all can participate by creating a fair environment - this can be achieved by removing barriers to resources or opportunities which may be faced by some groups in society
-It is creating conditions that allow all to reach their full potential to prosper
-Equity and inclusion work together to create a diverse and
inclusive workplace
Diversity
-Diversity is about recognising, respecting and valuing everyone as an individual
-Often, this is referred to in terms of acknowledging although we have things
in common, we are also unique and different in many ways
Inclusion
-Inclusion is about a sense of belonging and creating an environment where everyone feels welcomed and valued
-It is often used to refer to creating a culture of respect and effective communication with people of all backgrounds
-Seeing our differences as a benefit, where perspectives and differences are shared leading to better decisions
The Equality Act 2010
-The Equality Act 2010 legally protects people from discrimination, harassment or
victimisation in the workplace and in wider society
->It replaced all previous anti-discrimination laws (Sex Discrimination Act 1975, Race Relations Act 1976, Disability Discrimination Act 1995) with
a single Act
Protected characteristics
There are nine protected characteristics under the Equality Act 2010:
1. Age
2. Disability
3. Gender Reassignment
4. Marriage or Civil Partnership
5. Pregnancy and Maternity
6. Race
7. Religion or Belief
8. Sexual Orientation
9. Sex
GPhC Standards for the education and training of pharmacists
-Treat people as equals, with dignity and respect, and meet their own legal responsibilities under equality and human rights legislation, while respecting diversity and cultural differences
-Assess and respond to the persons particular health risks, taking into account of individuals protected characteristics and background
Unconscious bias
“Unconscious (or implicit) bias is a term that describes the associations we hold, outside our conscious awareness and control. Unconscious bias affects everyone.”
What do we need to do?
-Maintain professionalism
-Develop the appropriate knowledge, attitudes and behaviours
-Assure high quality and enhanced safety of pharmacy services
-Improve Pharmacy in general
How do we do that?
Through education and training of pharmacists ensuring that the
curriculum would focus on:
-Reducing health inequalities of populations from disadvantaged backgrounds
-Maintain professional behaviours and attitudes with colleagues and patients
-Maintain patient dignity and respect diversity and cultural differences
- Work collaboratively with others
-Provide person-centred care
-Learn about equality, diversity and inclusion through taught sessions
-Make a difference to patients and the public
-Demonstrate high standards of practice
-Holding self accountable to deliver high standards as one expect for themselves
-Develop the awareness and confidence to be able to provide services in ways that are culturally sensitive -> includes information on reducing health inequalities, providing inclusive services and removing other barriers such as language, literacy or other communication challenges
Our role in developing an inclusive curriculum:
-Staff training on ‘unconscious bias’ and ‘inclusivity of learning materials’
-Ensure diversity and inclusion people with ‘lived experience’ in leadership and governance roles to oversee the curriculum and programme as a whole
-Treat all staff and students as equals, with dignity and respect
-Respect diversity and cultural differences
-Take appropriate action when concerns are raised about discriminatory behaviour by staff or students
-Monitor key sources of information such as complaints, fitness to practise concerns, extenuating circumstances applications and analysis of assessment results
-Encourage people to speak up and challenge discrimination
- Lead by example and encourage best practice
Minimising bias
Knowing unconscious bias exists is the first step.
-Try to recognise where your biases are and what your behaviours are in relation to them
-Stop and think – try not to make decisions in a rush
-Remember we all have unconscious biases and that’s ok as long as we do not allow them to have a negative impact.
-Anonymisation
