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IMPROVING THE HEALTH OF THE SCOTTISH MINORITY ETHNIC COMMUNITIES

APPENDIX E GLOSSARY OF TERMS USED IN THE NATIONAL ASSESSMENT FRAMEWORK

There is considerable debate about terminology. The working definitions given below show how the terms have been used in this work. They are capable of refinement and are not to be taken as the definitive statement about the terms.

Terms can be interpreted differently and so it is necessary to define how you are using the term rather than assuming others will automatically have the same interpretation. However, there are some commonly misused terms and some clarification is attempted here.

BLACK/MINORITY ETHNIC

The term 'black/minority ethnic' refers to communities whose origins lie mainly in South Asia (e.g. India, Pakistan, Bangladesh, Sri Lanka), Africa, The Caribbean (originally Africa), and China. It can be used to mean groups who would not define themselves as 'white' (the term 'black' may also be used in this case). It is therefore important that if you use the term 'black/minority ethnic' the groups you mean should be specified.

CAPACITY BUILDING

'Capacity-building' refers to development of knowledge and skills in individuals, organisations and communities to enable them to participate more fully in social, political and work contexts. It enables individuals and communities to become more powerful in a sustainable way, and more able to influence decisions which affect them as individuals and as communities.

CULTURAL COMPETENCE

Cultural competence is having the right policies, the knowledge and the skills to meet the needs and practices of people from different cultural backgrounds. Culture is often taken to include aspects such as lifestyle, dress, diet, language including art and music and spiritual needs. Religious practices may cross cultural boundaries.

DIVERSITY

'Diversity' is often used to mean the wide range of minority ethnic or black/minority ethnic communities. A broader usage of the term is developing and 'diversity' is now used to refer to the range of individual differences demonstrated among people. Diversity can include aspects such as class, educational background, accent, mental health, political beliefs as well as traditional aspects of equal opportunities such as sex, age, disability, and race. A diversity approach focuses on the mainstreaming and on the business case which values the opportunities and benefits of having diverse people. Diversity is complementary to traditional equality work and not a replacement for it.

ETHNICITY

Ethnicity refers to a shared cultural background, often defined as including a common language, a long-shared history, a common geographical origin or common ancestry, a common language and literature and a common religion.

Every person, irrespective of where they came from and where they are currently living has an ethnicity. It is therefore inappropriate to use the term 'ethnic community'.

EUROPEAN COMMISSION

European Commission for combating discrimination based on Article 13 of the Treaty of Amsterdam, were adopted unanimously by the Council of Ministers of the European Union. As a result, we will have, for the first time, a comprehensive set of anti-discrimination measures and a minimum standard of legal protection against discrimination that will apply across the European Union (2000).

FAITH COMMUNITY

A faith community is a community of interest, i.e. a group with a shared set of beliefs and practices which may or may not be formally recognised as a religion. A faith community may be made up of people from different ethnic and cultural backgrounds (particularly the case for newer or proselytising religions), or may have the majority of its followers coming from one cultural background.

LEADERSHIP CHALLENCE

Commission for Racial Equality, Leadership Challenge launched in 1997, invites leaders in key positions to take personal responsibility for promoting racial equality and valuing diversity. It also challenges them to take the practical action needed to make racial equality a reality.

MAINSTREAMING

'Mainstreaming' means including the issue (i.e. racial equality and cultural competence) as an integral part in all aspects of research, planning, policy (development, monitoring, review and implementation), practices as an employer and procurer and deliverer of services. Mainstreaming requires consideration both of group needs and of individual needs since groups are not homogenous (e.g. Pakistani women and Chinese young people will have different needs not addressed by considering them both as 'black/minority ethnic people').

MINORITY ETHNIC

The term 'minority ethnic' refers to groups who are in the minority. The converse, though not seen very often, would be the 'majority ethnic' group. In Scotland, the term minority ethnic could include people from English, Irish, Polish and Italian communities as well as groups covered under the term 'black/minority ethnic'. The term 'minority ethnic' would also include refugees, asylum seekers and Travellers/Gypsies.

Note that terms such as 'immigrant community', '2nd generation immigrants' and 'host community' are meaningless, and the term 'ethnic minority' is incorrect grammatically (the syntax or order of words is wrong) as all people have an ethnicity.

RACE EQUALITY

Race equality is about ensuring equity and equality between different racial groups. It recognises that different groups have different needs and experiences, and that equality is not about 'treating everyone the same', but about meeting different needs equitably. Race equality also recognises power imbalances between different racial groups, and the historical dominance of white people.

The Race Relations Act outlaws discrimination on the grounds of race, colour, nationality, and national or ethnic origins (though legislation on nationality and immigration remain exempt). It applies to all people, not just people from minority ethnic or black/minority ethnic backgrounds. Faith communities are not included unless they fall within one of the defined categories.

VISIBLE MINORITY

The term 'visible minority' is often used to describe people who are discriminated against because of their colour (i.e. their visibility) although it may also include characteristics such as dress which make some people stand out from the majority group. If using the term 'visible minority'. It is important to define who is included.

SECONDEES

NRCEMH is grateful to NHS Boards, NHS organisations, voluntary and community groups for supporting the NRCEMH's philosophy of multiagency and partnership working. In particular we are grateful to the following secondees/consultants who are crucial to the success of our Themed Networks:

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