Diversity and Equality
Equality Act 2010
· Defines different equality groups and different types of discrimination
· Provides legal protections to people based on 9 equality characteristics
Equality = same opportunities
Diversity = community is open, accessible and reflects society
Inclusion = everyone can thrive, feel valued, accepted and supported. They can be their authentic selves without assimilating in order to be accepted
Culture = provide a good understanding and appreciation of beliefs, needs, experiences and expectations of different cultures
· Customary ways people behave, codes and assumptions, artefacts, institutions, social structures and others
· Consider naming/addressing, physical contact/proximity, language understanding, your use of slang/abbreviations, cultural dress codes, gender differences and what is judged as good/bad manners
Bias
· Reduce assumptions and judgments both positively and negatively
1. Age
- specific age or age group
2. Disability
- physical or mental impairment which has a long-term (12+ months) effect on the ability to carry out day-to-day activities (this does not include addiction, glasses, etc)
3. Gender reassigned (proposing, currently, previously)
- change their gender assigned at birth
4. Pregnancy and Maternity
- if pregnant, was pregnant, given birth within 26 weeks, breast-feeding a child up to 26 weeks of age
- at work: if pregnant, illness due to pregnancy, compulsory maternity leave, planning maternity leave, taking maternity leave
5. Marriage and Civil Partnership
- legal recognition of spouses, tax/parental relationships, kin, etc
6. Race and Ethnicity
- includes colour, nationality, ethnic origins, national origins
7. Religious belief
- religion, religious belief, philosophical belief, lack of religion
8. Sex
- assigned legal sex at birth
9. Sexual orientation
- Romantically/physically attracted to a person
- only refers to straight, gay and bisexual relationships
Discrimination is behaviour which negatively impacts people based on their equality characteristics.
· Harassment, direct, indirect, failing reasonable adjustment, victimisation, denied, threatened, etc
Bullying is offensive, intimidating, malicious or insulting behaviour; abuse or misuse of power: resulting in the recipient being upset, undermined, humiliated, excluded or injured.
Harassment is unwanted conduct which may violate a person's dignity or create a hostile, humiliating, offensive environment.
Sexual harassment is unwelcome sexual advances, sexual jokes, imagery of pornography sexual assault, etc.
Hate crime is a criminal offence which is perceived to have been motivated by hostility or prejudice.
Direct discrimination is when you treat someone less favourably due to their equality characteristic compared to someone without.
Association - due to their friend
Perception - due to what you believe (unknown truth)
Indirect discrimination is how policies/procedures are implemented in Britain.
Provision criterion of practice: any policies, rules and practises arrangements, criteria, conditions, qualifications or provisions
- Decisions to do something in the future or a “one-off” decision
Disadvantage: denial of an opportunity or choice, rejection or exclusion e.g. detriment
Disability adjustments include providing equipment, software, specialist support, change of policies.
Victimisation is when you treat someone unfavourably due to something they have done, will do or might have done which they are legally allowed to do e.g. Troublemaker label, ignoring them, etc.
Bullying is the misuse of power.
Harassment is unwanted conduct due to an air quality characteristic.
Beneficence - a practitioner should act in the best interest of the patient
Non maleficence - first do no harm
Autonomy - the patient has the right to refuse or choose their treatment
Justice - concerns the distribution of scarce health resources and the decision of who gets what treatment
Dignity - the patient has the right to dignity
Honesty - the concept of informed consent
One can act legally but still not act ethically
Health = informed consent
Commerce = contract
Unmet expectations are the richest source of complaints. Patients don't recall as much advice and agreed actions as dentists believe they have discussed. Avoid surprises by expectation modifications, consent forms, defensive dentistry, patient information leaflets and joint decision-making.
Complaints are an opportunity to improve your service. A written record of complaints/responses should be kept.
Discussion is tailored to the individual. This requires time to get to know the patient and their views and values.
Material risks for options should be discussed - whether it is likely to have the patient attach significance to the risk.
Trust is dependent on: past experiences, unconscious bias, personality, concurrent life issues, etc.
Avoid complaints:
Connect
Listen
Empathise
Ask what they want
Review the whole thing
Do not act defensive, you must respect their right to complain.
Handling complaints:
GDC 5th principle - clear an effective complaints procedure
· Follow procedure, and respond within the time limit
· Everyone should know about the complaints procedure
o Should be seen, clearly written, easy to understand, have contact information for independent organisations, allow for prompt response and investigation, explains possible outcome, allows patient confidentiality, etc
Listen, empathise, don't justify, ask questions, agree on a course of action, do it and follow up.
Be honest when something goes wrong and keep patients informed (the professional duty of candour), apologise and offer a remedy.
Justice
1. Must be done
2. Must be seen to be done
3. Must be agreed to have been done