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MENTAL HEALTH TRIBUNAL FOR SCOTLAND
The Mental Health Tribunal for Scotland is an Executive Agency of the Scottish Executive Health Department and is subject to their aims and objectives to advance gender equality.
Core Functions of Agency
The Mental Health (Care and Treatment) (Scotland) Act 2003 came into force on the 5th October 2005 which established the Mental Health Tribunal for Scotland. The creation of the Tribunal marks a fundamental change in the way decisions are made about long term compulsory care and treatment of people in Scotland who have a mental health disorder. The Mental Health Tribunal for Scotland hears cases by means of tribunals held in venues located across Scotland.
Agency Priorities in 2006 - 2009
The Mental Health Tribunal for Scotland is a relatively new agency and we are in the final stages of agreeing our priorities
Agency Statement of objectives to advance gender equality
We aim to ensure that gender equality issues are fully taken account of in the development of the Mental Health Tribunal for Scotland and in the design, development and delivery of our services which recognise and respond sensitively to the individual needs and circumstances of men and women's lives.
The evidence base for mental health and gender is set in the Health Department Action Plan. Our overarching objective for the lifetime of this scheme, will be to ensure that our policies and practices are fully gender impact assessed and that gender equality issues are taken fully into account.
MENTAL HEALTH TRIBUNAL FOR SCOTLAND
Gender Equality Action Plans
Key policy where the agency is or will take forward gender equality |
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Policy | Action | By whom | By when | Outcome expected |
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Training |
It is crucial that our staff are fully aware of gender equality issues given the gendered nature of experiences of mental ill-health. | Staff and members will have gender awareness training delivered by the Scottish Executive's Diversity Team. | MHTS | During 2007 | Awareness of the issues faced by those with disabilities. |
Recruitment Policy | We will ensure that our staff and members are selected with due regard to the Scottish Executive's gender equality policy. | MHTS | Ongoing | Members and staff are recruited with due regard to gender equality. |
User consultation | We will ensure that our tribunal processes take full account of the differing needs of women and men. | MHTS | Ongoing | Tribunal processes and format is fully accessible to both women and men. |
Arrangements for delivering the general duty to promote gender equality. |
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| Action | By whom | By when | Outcome expected |
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1. What arrangements will you put in place to ensure that your policies, services, functions pay due regard to the need to eliminate any unlawful discrimination between women and men? | We will continue to comply with the SE's corporate HR policies and procedures. We will also ensure that our own "in-house" policies, services and functions do not provide the opportunity for any form of inequality or discrimination to occur between women and men, by making all staff and members aware that such discrimination is both unlawful and unacceptable. This will also be incorporated into our ongoing equality and diversity training which is mandatory for all staff and members. We will publish our Equality Issues plan on our intranet page and website. We will also ensure that processes are in place to identify, investigate and support the effective resolution of any complaints regarding alleged instances of sexual harassment or gender discrimination. We will also ensure that staff, members and the general public are aware of and can gain access to, our complaints procedures. We will involve and consult with key personnel, trade unions, staff and members overseen by a working group including both men and women (the Equality/Diversity Committee). We will communicate and effectively apply our Dignity at Work policy in line with that of the Scottish Executive to identify and resolve any discrimination whenever and wherever it may arise. | MHTS | Ongoing | A gender discrimination free working environment for all MHTS staff, members and any external contacts. |
2. What arrangements will you put in place to ensure that your policies, services, functions are able to pay due regard to the need to promote equality of opportunity between women and men? | We will include a question in all new consultations (where appropriate) relating to gender equality, reviewing this on a regular basis. We will ensure that all staff and members are informed about the need to pay due regard to the promotion of equal opportunities for women and men through effective Continuous Professional Development. We will establish the Equality/Diversity Committee to advise on policy development and the monitoring of those policies. We will promote equality issues on our intranet page and website. We will incorporate action plans within our Business Plan. We will ensure that any data collected through research relating to gender issues are equality proofed relating to women and men, results being broken down by gender wherever practical and appropriate. Our recruitment panels will be gender representative wherever possible. | MHTS | Ongoing | Women and men both equally able to access and use the services which we provide to ensure equality of opportunity. |
3. How will you identify gender equality goals and outcomes for your area of work? | Policy analysis is likely to be undertaken by our sponsoring department. We will anticipate our future priorities identifying any areas where there may be a potential gender equality issue. We will monitor any remedial action we undertake regarding gender equality issues should this become necessary. We will work with the SE Equality Unit to ensure a coordinated approach to engagement and involvement with gender issue stakeholders. | MHTS | Ongoing | A better understanding of the benefits realised/impact of outcomes. |
4. How will you ensure that employees, stakeholders and/or service users are consulted in the process of setting gender equality goals and outcomes for your area of work? | We will actively involve women and men through focused consultation exercises so that the input of both genders are represented in relation to our key policies and procedures by way or introducing an "in house" forum for equality matters. Gender equality issues will form part of any supplementary questions in future staff surveys. We will ensure that our policy development complies with the Scottish Executive's corporate policies, making sure that the question of equality impact is addressed in any consultations. Established Professional and User Reference Groups which are a representative mix. | MHTS | Ongoing | Better focussed gender equality goals and outcomes. Increased understanding by all staff and members of unlawful discrimination. |
5. What arrangements will you put in place to ensure that we are able to report on progress on an annual basis? | Progress will be reported annually to our Board and action plans included within our Business Plan. | MHTS | Annual Review | Ability to monitor progress and actions across equality duties. |
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