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Argyll & Clyde Acute Hospital Trust
Demographic Profile:
No demographic data are available.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The new Trust has been created from the four previous Trusts. The new organisation is still trying to harmonise their respective equal opportunity policies and the Trust does not yet have an overall equal opportunity policy. Some anti-discriminatory training is provided to middle management.
Whilst the Trust does not as yet have one harmonised Equal Opportunities Policy, we do have four robust E.O. policies still in place for each of the Hospitals.
Access: Service Delivery:
No positive feedback received on this section.
Human Resources: Recruitment and Selection:
Training is provided to staff who are involved in the recruitment and selection process. No other positive action is currently being used to encourage ethnic minority applicants.
Human Resources: Development and Retention of Staff:
No positive feedback received on this section.
The Trust ensures an equality of opportunity ethos and all staff are given equal access to training and development facilities. We do not positively discriminate in favour of any group of staff with regard to either development or retention.
Postscript
We have agreed to participate in the above and wish to focus attention on specifically the Argyll & Clyde ethnic minority population and their health needs but there are difficulties in getting any information on local ethnic population.
Ayrshire & Arran Acute Trust
Demographic Profile:
The ethnic demographic data have not been used to set priorities for local action.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
'The Equal Opportunity Policy' 2000/2001, Appendix 2 (Page 6) section on ethnic origin, giving guidance on recruitment monitoring.
The Trust does have an Equal Opportunities Policy, a copy of which is attached, for information.
Access: Service Delivery:
The Trust will be looking at providing translation and interpreting services in the future but no positive response was received on this section.
The Trust currently has two separate Interpreter Services Protocols. However, work is underway to develop one policy to ensure that there is an effective and consistent approach in relation to the provision of interpreter services for our patients and their relatives.
Human Resources: Recruitment and Selection:
There is no positive action to encourage more applicants from ethnic minority communities.
All adverts will promote the Trust's commitment to being an equal opportunities employer. In addition, the collection and analysis of data pertaining to all applicants further demonstrates the provision of equal opportunities in the recruitment and selection process.
Human Resources: Development and Retention of Staff:
No positive feedback received on this section.
In accordance with the Trust's Equal Opportunities policy, staff selection for training and development opportunities and promotion, is based on relevant aptitudes, skills and abilities, using equitable assessment criteria to ensure that all staff have equal access.
Community Development:
There has been some attempt to translated patient information leaflets into the community languages. However, there is no other community development initiatives with the ethnic minority communities.
Postscript
1. Equal Opportunities: In Employment
The Ayrshire & Arran acute hospitals NHS trust continues to demonstrate its commitment to being an equal opportunities employer and this commitment is reflected in the Trust's Equal Opportunities Policy.
However, the Trust is currently reviewing this policy in partnership with Ayrshire and Arran Health Board and the Ayrshire & Arran Primary Health Care Trust. The representatives from these three local NHS providers have agreed to adopt the values and principles of the recently published PIN guideline on equal opportunities policies to ensure that the new Ayrshire policy reflects best practice and promotes equal opportunities in all areas of employment.
2. Equal Opportunities: Service Delivery
Ayrshire & Arran Primary Care Trust
Demographic Profile:
No ethnic demographic data are available.
The 'Black and Ethnic Minority Project' is a joint initiative between Ayrshire & Arran Health Board and the Social Work Department which looks at:
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy is communicated to all personnel; however, there is no complementary training to reinforce commitment to, and effectiveness of, the policy.
Access: Service Delivery:
Translation and interpreting services are provided with complementary quality standards. There is some training given to staff to enhance their ability to provide appropriate services to ethnic minority users.
'Needs Assessment - Health Promotion for the Chinese Community' by John E. Davidson, August 1997: identifies the health promotion needs of Ayrshire Chinese Community.
Human Resources: Recruitment and Selection:
Although staff who are involved in recruitment and selection receive training on racial equality issues, there is no action to address the under representation of ethnic minority staff among the workforce.
Human Resources: Development and Retention of Staff:
No positive feedback received on this section.
Community Development:
There are links with Local Racial Networks and Community Groups. Evidentially, consultation with ethnic minority communities has helped to inform policy development and shape resource allocation, i.e. Black and Ethnic Minority Project.
No patient information leaflet has been translated into the community languages.
Postscript
1. Multicultural involvement in preparing the New Opportunity Fund Bid for the Three Towns 'Healthy Living Community'. The involvement was achieved through specific officer employed by North Ayrshire Council who was a member of the Project Board. Multicultural involvement in our review of services for the Irvine and Kilmarnock area is currently being actioned.
2. Paramedical Heads of Service are currently developing health information and providing health advice sessions to Chinese Women's Groups in North Ayrshire.
3. The Trust is currently reviewing its Employment and Training Policy and practice in relation to ethnic minority groups, to implement proposals of the Race Relations (Amendment) Act 2000 in consultation with Ayrshire & Arran Health Board and the Commission for Racial Equality.
4. A Guideline Development Group is currently reviewing the Equal Opportunities Policy, including good practice in relation to ethnic minority groups and in accordance with the revised legislation.
5. The Trust currently undertakes recruitment and selection ethnic minority monitoring. Training and development opportunities for staff in equal opportunities recruitment and selection is available to staff.
Borders General Hospital Trust
Demographic Profile:
There is some awareness of ethnic composition in the area.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy is being communicated to all personnel but there is no training to reinforce commitment and effectiveness of the policies.
Access: Service Delivery:
There is a contract for provision of translation and interpreting services.
Human Resources: Recruitment and Selection:
Guidance and training are provided to those staff who are involved in recruitment and selection on non-discriminatory procedures and practices. Ethnic data on applicants and appointments are available.
Human Resources: Development and Retention of Staff:
Personal/Professional Training is provided to inform staff of the particular needs of ethnic minority groups and to enhance the skills of new staff.
Community Development:
No positive feedback received on this section.
Postscript
We continue to work on the developments previously notified.
Borders Primary Care Trust
Demographic Profile:
There is some awareness of the ethnic composition in the local area but no local action appears in the TIP.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy is currently being reviewed and will be available later on this year.
'Equal Opportunities Management Guidelines', Section 1.1.5. - one paragraph section on race and racial discrimination in employment.
Access: Service Delivery:
No positive feedback received on this section.
Human Resources: Recruitment and Selection:
The organisation has not set objectives to increase the proportion of staff from the ethnic minority groups. Some data on ethnic applicants and appointments by grade are held by the Trust.
Human Resources: Development and Retention of Staff:
No positive feedback received on this section.
Community Development:
Patient information leaflets are made available in the local ethnic minority languages.
Postscript
1. DEMOGRAPHIC PROFILE
Further to the previous 'stocktake', which noted that no local action appears in the Health Improvement Plan, the Trust will input the need to identify ethnic minority health in the local health plan for NHS Borders, drawing particular attention to performance management criteria in relation to this issue.
2. ENERGISING THE ORGANISATION: RACE EQUALITY AND EQUAL OPPORTUNITIES POLICIES
Further to the dissemination of the Partnership Information Network (PIN) Guidelines on Equal Opportunities Policies and Family Friendly Policies, the Trust is acting to implement the recommendations from these guidelines at a local level. The Trust also aims to incorporate its organisational commitment to Equal Opportunities in the development of new policies and procedures.
3. ACCESS: SERVICE DELIVERY
The Trust has highlighted through the Clinical Boards the need for equality of access for ethnic minority groups and none of these Boards has raised specific barriers in relation to this.
4. HUMAN RESOURCES: RECRUITMENT AND SELECTION
As noted in the previous 'stocktake', the Trust continues to monitor Equal Opportunities in its recruitment and selection procedures, and advertises posts using as wide a coverage as possible and appropriate in order to extend its opportunities to all sections of the community. The Trust takes all measures to encourage positive action without being left open to criticisms of positive discrimination.
5. HUMAN RESOURCES: DEVELOPMENT AND RETENTION OF STAFF
A general overview of Equal Opportunities and the implications for the Trust is built into induction training. Specifically, the Trust is also rolling out Disability Awareness training, and an external consultant has been commissioned to train up a local network of trainers for Dignity at Work issues.
6. COMMUNITY DEVELOPMENT
Patient information leaflets can be provided in local ethnic languages, including Hindi, Urdu, etc. However, the Unified Board also plans to review the communication strategy and patient information as part of the requirements specified by the Clinical Standards Board for Scotland, and will address the issue as part of this. Given the size of the Trust, we work in partnership with the Lothian Interpreting and Translating Service and through the Community Care plan, the Trust addresses visual impairment issues (e.g. the provision of Braille instructors) with Scottish Borders Council.
Dumfries & Galloway Acute and Maternity Hospital
Demographic Profile:
No ethnic demographic data.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy (1994/95) has been communicated to staff. There is some training in equal opportunity, but no specific training on racial equality.
Access: Service Delivery:
'Director of Interpreters' - A list of community volunteers and bilingual staff to provide language support when the need arises.
'Signposts - Guidelines for Healthcare Staff on Meeting the Spiritual, Religious and Cultural Needs of Patients and Staff' published by the NHS in Dumfries & Galloway.
Human Resources: Recruitment and Selection:
A record is kept of the ethnic origin of staff. Some steps have been taken to look at recruitment strategy towards ethnic minority communities.
'Recruitment and Selection - Code of Practice', Section 6. A small paragraph on do's and don'ts in relation to race discrimination.
Human Resources: Development and Retention of Staff:
No positive feedback received on this section.
Community Development:
Some translated patient information literature in community languages.
'Operational Consent - Patient/Parent/Guardian'.
Postscript
Since last year we have been working on a joint initiative between the Council and Health Services on a telephone interpretation service for Dumfries & Galloway. We are about to launch this initiative, which is to help staff to communicate with customers and patients whose first language is not English.
Using the services of the National Interpreting Service staff will be able to provide interpretation in 140 different languages over the phone, 24 hours a day, 7 days a week. Already over 200 Council and Health Services staff have been trained to use the facility. Posters and language identification cards will be displayed in offices and surgeries. Leaflets in the main languages will be distributed to ethnic minority communities.
The system is quite simple. If a customer needs to talk to us but they can not speak or understand English, we can contact the Interpreting Service and they will facilitate communication between us. The service is being jointly funded by the Health Board and the Council and will initially run for one year. We will monitor the uptake and effectiveness of the services and then decide whether to continue with it.
The implementation of this service is part of a wider initiative to highlight the problems faced by ethnic minority communities within Dumfries & Galloway. A multi-agency group has agreed a strategy and action plan, which arose in response to the tragic circumstances following the murder of teenager Stephen Lawrence and the subsequent public enquiry chaired by Sir William MacPherson.
Other statutory agencies that have signed up for the service include Dumfries & Galloway Constabulary, Dumfries & Galloway College, Dumfries Prison, and Dumfries & Galloway Tourist Board. The voluntary sector in the region have been part of the working group putting the action plan in place and all voluntary organisations in Dumfries & Galloway will have free access to the service.
We believe that this innovation will help all the agencies to provide a better service to those clients that have a language difficulty. There are growing numbers of ethnic minority communities in the region and the interpretation service will enable them to make full use of all the services on offer.
Dumfries & Galloway Primary Care Trust
Demographic Profile:
The ethnic demographic data have not been used to set priorities for local action.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy (1995) is being reviewed and attempts have been made to communicate the same to staff. There is no evidence of training or development in this area.
Access: Service Delivery:
Ethnic demographic data have been used to plan services, however, no consultation has taken place with ethnic minority service users/communities.
Human Resources: Recruitment and Selection:
Steps have been taken to ensure staff involved in the recruitment process have received some training in racial equality issues. However, ethnic data on applicants have not informed recruitment strategies in order to address the under representation of ethnic minority staff within the Trust.
'Recruitment and Selection Training - Foundation Training in Recruitment and Selection' - Section 7, Page 10/11 - Race Discrimination.
Section 8, Page 11 - Permitted Race Discrimination.
Human Resources: Development and Retention of Staff:
No positive feedback received on this section.
Community Development:
No positive feedback received on this section.
Postscript
Outlined below are the three action points that we are currently implementing.
1. Revising our ethnic minority interpretation services - piloting a new telephone translation service and providing training on this from July 2001.
2. In conjunction with Dumfries & Galloway Acute Maternity Trust and Health Board, establishing a network of local interpreters.
3. Ensuring all leaflets are available in ethnic minority languages.
Fife Acute Hospital Trust
Demographic Profile:
The available demographic data have not been used to set priorities in the 'TIP' for local action.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Trust has made progress to review the Equal Opportunity Policy. There is no communication of the policy or training for staff to reinforce the policy. There are links with Fife Racial Equality Council and some local community groups.
Access: Service Delivery:
Translation and interpreting services have been made available to enable ethnic minority users to have full access to all services. There is no evidence of flexibility in service design and delivery to ethnic minority users/communities.
Human Resources: Recruitment and Selection:
Guidance and training is provided to staff involved in the recruitment, selection and interview process, however, no major attempt has been made to increase the lack of diversity of the workforce.
Human Resources: Development and Retention of Staff:
There is no proactive action to retain and develop staff from the ethnic minority groups, however, the organisation states it values the involvement of employees in the wider community.
Community Development:
There are no patient information leaflets in any of the community languages. There are no community development initiatives with ethnic minority voluntary/community organisations.
Postscript
The principal development recently was included in the preparation of guidance for all staff on the reporting of racial incidents and raising awareness of racial harassment and discrimination. This is to support the joint monitoring arrangements in place in partnership with the other statutory agencies in Fife. A copy of the final draft of these is attached, for your information and I anticipate these being approved shortly.
A second development recently has been agreement for health agencies in Fife to subscribe to the National Interpreting Service to ensure equality of access to health services is not compromised by language barriers. We are currently arranging staff training in association with this.
1. A new HR system has been implemented within Fife Acute Hospitals Trust and this will enable us to better monitor the ethnic origin of our staff and job applicants. Fife Primary Care NHS Trust are also considering how best to develop an information system which will enable more accurate and meaningful ethnic monitoring of both staff and job applicants.
2. The national PIN Guidelines on Equal Opportunities have been published and a Sub-Group of the Joint Staff Forum is reviewing our policies to ensure that it is in line with good practice. The Sub-Group will also be recommending further action in the light of this good practice guidelines. Fife Primary Care Trust also undertake this same exercise.
3. Peripheral involvement with FREC in the planning of a major conference entitled 'Ageing in Fife' which took place on 24 October 2002 in Glenrothes. A conference report was expected to be issued from FREC around March, but has not yet been received.
Fife Primary Care Trust
Demographic Profile:
There is a general awareness of the ethnic composition in the area.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy is currently being revised, but there is no timescale given for its completion. The Trust has a designated senior manager with lead responsibility for health and ethnicity. A strategy is in place relating to the health and clinical needs of people from ethnic minority communities, including issues of access to services and social inclusion.
As part of developing the Trust's planning and decision-making processes, efforts are being made to firm up the relationship with Fife Racial Equality Council and ethnic minority organisations and communities.
Access: Service Delivery:
Translation and interpreting services are provided by Fife Community Interpreting Service.
'Operational Policy No 14 - Policy for the Use of Fife Community Interpreting Services for Ethnic Minority Groups and Sensory Impaired Groups'. Guideline for the use of Interpreting Services when the need arises.
'Achieving Better Services for Patients: Black and Ethnic Minority Sub Group' ... with a remit to mainstream race equality across all health and social care services and in NHS in Fife to achieve better services for patients.
'An Investigation of Access to Healthcare for Black and Ethnic Minority Communities in Fife, (2000) commissioned by Fife Health Board carried out by Centre for Health and Social Research' - the investigation was used to:
The report was submitted to the Directors Group of Fife Health Board who subsequently recommended that a Working Group be set up to take forward the recommendations.
'Ethnic Death Protocol' - to ensure appropriate spiritual care for ethnic minority groups.
Human Resources: Recruitment and Selection:
There was some attempt to address the under representation of ethnic minority staff within the organisation.
'Recruitment and Selection - Best Practice Guide', November 1996, Section 11.1, Page 2 - race is described in one paragraph as it related to genuine occupational factors.
Human Resources: Development and Retention of Staff:
No positive feedback was received on this section.
Community Development:
There are local links with Fife Race Action Partnership, Fife Racial Equality Council and Black and Ethnic Minority Community Safety Group. The link with the latter group, which is a multi-agency partnership, has recently lead to the development of a Racial Incident Monitoring Form. Some progress has been made in translating patient information leaflets into community languages. There is no evidence of other community development initiative with the ethnic minority communities.
'Fife Mediation Services - Business Plan' written by SACRO. Sub Section: 'Ethnic Minority Community Mediation and Prejudice Reduction Programme', Page 14-17 - to make community mediation more exclusive to people from black and ethnic minority communities in Fife and to develop a specific prejudices-reduction programme targeting community groups.
Project: Ethnic Minority Capacity Building Input (Pages 22 and 23).
Postscript
The principal development recently was included in the preparation of guidance for all staff on the reporting of racial incidents and raising awareness of racial harassment and discrimination. This is to support the joint monitoring arrangements in place in partnership with the other statutory agencies in Fife. A copy of the final draft of these is attached for your information, and I anticipate these being approved shortly.
A second development recently has been agreement for health agencies in Fife to subscribe to the National Interpreting Service to ensure equality of access to health services is not compromised by language barriers. We are currently arranging staff training in association with this.
1. A new HR system has been implemented within Fife Acute Hospitals Trust and this will enable us to better monitor the ethnic origin of our staff and job applicants. Fife Primary Care NHS Trust are also considering how best to develop an information system which will enable more accurate and meaningful ethnic monitoring of both staff and job applicants.
2. The national PIN Guidelines on Equal Opportunities have been published and a Sub-Group of the Joint Staff Forum is reviewing our policies to ensure that it is in line with good practice. The Sub-Group will also be recommending further action in the light of the good practice guidelines. Fife Primary Care Trust also undertake this same exercise.
3. Peripheral involvement with FREC in the planning of a major conference entitled 'Ageing in Fife' which took place on 24th October 2002 in Glenrothes. A conference report was expected to be issued from FREC around March, but has not yet been received.
Forth Valley Acute Hospital Trust
Demographic Profile:
No positive feedback was received on this section.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy has been communicated to staff and some training has been delivered.
Access: Service Delivery:
The organisation believes it takes account of the needs of ethnic minority users when planning new services. Translation and interpreting services are provided to ensure full access to all services.
Human Resources: Recruitment and Selection:
Guidance and training is given to staff involved in the recruitment, selection and interview process. There has been no positive action to use recruitment strategy in promoting diversity within the workforce.
Human Resources: Development and Retention of Staff:
Some professional development training is provided to nursing staff to inform them of the particular needs of ethnic minority communities. No other positive response was received on this section.
Community Development:
There are encouraging links with local racial equality networks. Patient information leaflets are made available in the various community languages.
Postscript
Forth Valley Primary Care Trust
Demographic Profile:
The ethnic demographic data have been used to set priorities for local action in the Health Improvement Programme; 'Central Regional Council 1995 - Local Base Statistics, General Register Office (Scotland)'.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy has been communicated to senior managers but not broadly to all staff. Recruitment and Selection training includes legislation update including equal opportunities, but not specifically on racial equality.
'Equal Opportunity Policy - Code of Practice', Appendix 4, Race Relations Act 1976.
Access: Service Delivery:
Translation and interpreting services are provided on a need basis. There are no specific and responsive services for the ethnic minority groups.
'RACISM - How To Get Help', prepared by the RAHMAS Group - a multi-agency partnership which monitors racial attacks and harassment. Also to consider and advise the NHS in Forth Valley in delivering and developing culturally sensitive services that meet the needs of people from ethnic minority backgrounds.
'Staff Cultural Awareness - Practical Handbook', by RAHMAS - forms part of a continuing process designed to assist staff and enhance service delivery by the RAHMAS partners.
Human Resources: Recruitment and Selection:
Ethnic data on applicants and appointments are available but these have not lead to any commitment to promote diversity in the workforce.
Human Resources: Development and Retention of Staff:
Ethnic data are available on the number of staff leaving the organisations. There is no evidence of other training or development given to enable positive retention of ethnic minority staff.
Community Development:
The organisation has links with RAHMAS and the local Racial Equality Council. Ad-hoc consultation with the ethnic minority communities has informed policy development and sense future resource allocation. Some patient information leaflets are available in some community languages.
Postscript
During the past year, the multi-agency Forth Valley Multi-Cultural Development in Health Group has been taking forward a number of themes which can be broadly classified as:
The group meets quarterly to examine issues and co-ordinate activity relating to the development of culturally sensitive services in Forth Valley.
Interpreting and Translation Services
There is improved access to interpreting and translation services using one point of contact for staff, with referrals being passed on to local interpreters, Dundee City Community Translation service and a national telephone interpreting service used by many public sector organisations. These services have been promoted locally by means of information to enable staff to access interpreting services rapidly. A subgroup of the Forth Valley Multi-Cultural Development in Health Group is developing proposals to establish a local interpreting and translation service for Forth Valley, funded by the three Local Authorities, Police, NHS and other Statutory Services.
Improving Access to Services Through Increased Multi-Cultural Awareness and Culturally Competent Services
The Primary Care Trust and Health Board are members of the Central Scotland RAHMAS Group. The work of this group has been reviewed during the last year to develop its capacity to improve understanding of racial issues across agencies in Central Scotland and to develop 'joined-up' strategies to tackle racism. In the past year this group produced the publication: 'Multi-Agency Staff Cultural Awareness - A Practical Handbook' (Appendix 1) which has been distributed widely throughout the NHS in Forth Valley and formed the basis for the delivery of staff training.
The Primary Care Trust, in partnership with Strathcarron Hospice, has been successful in attracting New Opportunities Funding for a project to identify and quantify the unmet needs of people from an ethnic minority background for palliative care services. The aim of this project is to redress inequality and to improve service competence by developing culturally sensitive palliative care services.
Equal Opportunities
The NHS in Forth Valley supports the Central Scotland Black Workers Group which was set up to support and enable black and ethnic minority individuals to discuss issues that affect their employment, training and development and to find collective strategies to tackle the issues raised. Doris Littlejohn (Primary Care Trust Chairman) gave a presentation to the group this year on her experience of equality issues and Employment Tribunals.
A sub-group of the Multi-Cultural Development in Health Group has been established to review the current Equal Opportunities Policy within the Primary Care Trust. This comprises of managers and staff side representatives, a non-executive trustee and a GP as well as a representative from Falkirk Council (Shamime Mansoori) and the Central Scotland Council for Racial Equality (Mukami McCrum). The group will be addressing a number of issues including the following:
It is anticipated that the work of the sub-group will be completed over the next three to six months.
Grampian Primary Care Trust
Demographic Profile:
Some progress has been made in the HIP to use ethnic demographic data to set priorities for local action. However, data availability remains weak in some areas and will be strengthened as part of Grampian Racial Equality Council's work with NHS in Grampian (NHSiG).
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy has been widely distributed to all Managers and staff. 'Staff Handbook', Section A, Page 16 _ Equal Opportunities'. Future training of staff in the Equal Opportunity Policy will contain a specific section on racial equality. A designated senior manager has lead responsibility for health and ethnicity and has put together a strategy for improving the access and experience of ethnic minority people, in collaboration with the NHSiG.
Access: Service Delivery:
The current work undertaken by GREC on behalf of the NHSiG will inform future service design and delivery in relation to race and health. 'Check Up', Volume 5, Issue 3, June 2000. Also as part of reviewing Better Services for Patients, NHS Organisations are examining how health services are accessed by people from ethnic minority communities. Recent consultation with ethnic minority communities has helped to establish needs/satisfaction levels of ethnic minority services users.
Translation and interpreting services are provided by:
1. Aberdeen City Council - Public Interpreting and Translation Service.
2. Aberdeen Translation and Interpreting Service.
3. Fife Community Interpreting Service.
4. North of Scotland Interpreting Link, administered by GREC.
Adherence to Quality Standards is also required from providers of translation and interpreting services.
Human Resources: Recruitment and Selection:
Staff involved in the recruitment, selection and interview process are made aware of non-discriminatory practices and procedures. However, the organisation has not yet addressed the under representation of ethnic minority staff among their workforce.
Human Resources: Development and Retention of Staff:
The work undertaken by GREC will also inform recruitment and retention strategies with ethnic minority communities.
Community Development:
There are strong links with Grampian Racial Equality Council, local racial equality networks and community groups (e.g. Chinese Elderly Group). Information and training is provided to ethnic minority community groups and voluntary organisations on the decision-making process. Consultation with the ethnic minority communities has informed policy development and has helped to shape resource allocation. Patient Information Leaflets are currently being reviewed and will take account of translation into the various community languages e.g. 'Information on how to access services provided by NHSiG' has been translated into Chinese.
Postscript
A combined entry with Grampian Health Board appears in the Board's section.
Grampian University Hospital Trust
Demographic Profile:
No positive feedback received on this section.
The statement contained in the response is rather 'negative' by implication. A preferred statement would be as that for GHB with whom we, and the Primary Care Trust, are working closely on this issue.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy in Employment is being reviewed. There is some communication of the policy to staff; however, no training is delivered with respect to the policy. 'Staff Handbook', Page 10. A designated senior manager had lead responsibility for health and ethnicity. The organisation is part of a collaboration effort by the NHS in Grampian (NHSiG) to have a strategy for improving the access and experience of ethnic minority people.
It is true that there is no training headed 'Equal Opportunity Policy'. However, education on this topic is included with other training, please see response to 'Recruitment and Selection'.
Access: Service Delivery:
The current work undertaken by GREC on behalf of the NHSiG will inform future service design and delivery to ethnic minority users/communities. Some ad hoc consultation with the ethnic communities to determine their needs/satisfaction will also influence service planning and delivery. Translation and interpreting services are provided and quality standards are also set.
The ad hoc consultation is now regular. Please see GHB response.
Human Resources: Recruitment and Selection:
Staff involved in the recruitment, selection and interviews are given guidance and training on racial equality issues. However, no objective has been set to increase the proportion of staff employed from ethnic minority groups.
The statement in the response could be misleading. While it is entirely correct to state that there is no objective in place to increase the proportions of staff employed from ethnic minorities, the number of health professionals from ethnic minority origins is probably disproportionately higher than the local population.
Human Resources: Development and Retention of Staff:
Although the Trust states the involvement of employees in the wider community is recognised and valued, there is no other developments or retention initiative specific to ethnic minority staff.
Community Development:
As part of the collaboration, the organisation has also forged links with GREC and the local racial equality networks. Ad hoc consultation with the ethnic minority communities has informed policy development and future resource allocation. The current review of Patient Information Leaflets will look at translation into the various community languages. There is a commitment to fund the ethnic minority voluntary sector as part of the work with GREC and Grampian Partnership.
Postscript
A combined entry with Grampian Health Board appears in the Board's section.
Greater Glasgow Primary Care NHS Trust
Demographic Profile:
There is evidence in the Trust Implementation Plan that ethnic demographic data have been used to set detailed priorities for local action.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
A Race Equality Policy complements an Equal Opportunity Policy. Both policies are actively communicated to all staff. Training of staff in relation to the policies will be built into learning plans for this year. The learning plans will also include proposed anti-discriminatory training for senior management and staff.
There is a designated senior person with lead responsibility for race and health. The Trust has develop programmes and adopted a strategy to improve the access and experience of ethnic minority communities to health and health-related services. All managers working in areas of high-density ethnic population have ethnic minority health as one of their key-result areas.
The Trust has established the Multicultural Health Development Programme (MHDP) to help operationalise the Race Equality Policy. Staff within the programme work closely with Managers and Clinical colleagues in developing standards to improve the appropriateness, accessibility and sensitivity of services.
There are strong links with local racial equality networks including Glasgow Anti-Racist Alliance, West of Scotland Community Relations Council and Community Groups.
Access: Service Delivery:
There is no formal contract with the translation and interpreting services however, every attempt is made to provide language support when it is needed. TANDEM advocacy project provides a service, which aims to promote understanding between patients, carers and primary health care staff.
The Trust recognises that there is a need for a wider debate around the issues of interpreting and advocacy services. The Advocacy Steering Group, part of the Achieving Better Services for Patients Steering Group, are considering the development of advocacy services within the Trust.
Staff working in the Tandem project have been instrumental in maintaining the Multicultural Resource Centre, which provides culturally appropriate health information to the ethnic minority communities and to health professionals.
The Multicultural Health Officers, working within the MHDP, are providing holistic models of care for complex problems within One-Stop clinic in pilot community agencies. These community intervention programmes include bilingual health counselling, holistic relaxation therapy, dietetic screening, etc.
There have been various consultation exercises with ethnic minority users/communities for example in the Joint Carers Strategy. Progress has also been made in taking account of the needs of ethnic minority users when planning new services or developing existing ones.
The organisation is part of a multi-agency collaboration to develop a Starting Well Health Demonstration Project, which has a core belief that child health can be improved by a programme of activities to support families coupled with access to enhanced community-based resource for parents and their children. There will be specific activities addressing the needs of families from black and ethnic minority communities.
An evaluation between the Trust and Deaf Connections has been completed on the needs of deaf people and their parent/carers: 'Promoting Social Inclusion for Deaf People from a Minority Ethnic Background' November 2000.
The organisation is part of the Glasgow Joint Community Strategy Group which, together with key housing associations, commissioned research to inform the development of a framework and action plan for improving access to community care services for four priority client groups from the ethnic minority communities. The recommendations are to be taken forward by Scottish Homes/Glasgow Community Care Joint Strategy Group. 'Developing a Framework for Provision of Care in the Community and Related Housing Services to Black and Ethnic Minority Communities in Glasgow' July 2000.
The organisation has established a Staff Forum, which will encourage structured discussion on the implications of working with patients from different ethnic groups, and of facilitating equal and appropriate care to all sections of the population. Staff working in areas of high ethnic minority density will be targeted for training in religious and cultural awareness to enhance their skills in delivering culturally-sensitive services to ethnic minority users.
Human Resources: Recruitment and Selection:
There has been a review of the recruitment strategy and the ethnic monitoring process. A monthly report is produced detailing the number of employees and the ethnic minority composition of applicant, staff and their grades. Those staff involved in recruitment, selection and interview panels are given guidance and training on non-discriminatory practices and procedures.
A pilot programme was set up to give training to long-term unemployed graduates from black and ethnic minority communities, with a view to accelerating their experience and employment prospects with the NHS. It was very successful and eight of the ten participants received employment with the NHS and the other two went on to do other things. Access to National Health Service: A Partnership Programme between Greater Glasgow Health Board, Strathclyde University, West of Scotland Community Relations Council and Greater Glasgow Primary Care NHS Trust.
Human Resources: Development and Retention of Staff:
Part of the work of the Staff Forum, will be involved in facilitating and mentoring the opportunities for development of black and minority ethnic staff. The forum had been formed following consultation with ethnic minority staff and audit of staff interested in working in the field of race and health.
The Trust will be rolling out and delivering training to employees to raise awareness of staff to multicultural issues in healthcare. The training will gain momentum early next year and is designed to bring about change in professional and administrative staff skills, knowledge and attitude towards the cultural needs of diverse communities.
A training programme for asylum seekers and refugees has been ongoing since early this year and has been supplemented with additional information such as country profile and religious fact sheets.
Community Development:
The Trust has been involved in interagency training to ethnic minority community groups and voluntary organisations on the decision-making process and how they can access it. There is a Community Forum that has been set up to influence policy and practice through genuine partnership working with the black and ethnic minority communities. A steering group has been elected by the forum to work collaboratively with senior managers from the Trust to look at ways in which the needs of ethnic minority communities can be incorporated into the Primary Care Strategy.
The organisation has also worked with the communities to create a directory of black and ethnic minority community organisations in Glasgow. The directory aims to promote organisational networking and also act as a first step for health professionals to work closely with ethnic minority groups. The directory has been published as an online version (http://www.show.nhs.uk/ggpct/commdir), which is updated on a regular basis. In addition there is also a disk version available on request.
The Trust has been working in partnership with the Greater Glasgow Health Board's Ethnic Minority Health Advisory Committee, which consists of representatives from ethnic minority groups. They have developed a series of working papers from which key areas for improvement are being developed and are reflected in the Board's Health Improvement Plan. The proposals set out specific action to tackle any unwitting discrimination and to ensure healthcare provision is culturally sensitive.
There has been close working with Glasgow Healthy City Partnership Black and Ethnic Minority Working group. The group will be partly responsible for taking forward recommendations from GHCP's recently conducted Black and Ethnic Minority Service Review and facilitate progress on agreed objectives by the partnership.
The Trust has set up a small task force (as a result of the influx of refugees/asylum seekers) to deal with the problems of resettlement, training, counselling and primary care support. It is hoped that the lessons learnt will assist the organisation and the Health Board in co-ordinating a rapid response.
The Trust has been supportive of the African and Caribbean Women's Association in setting up the First Scottish Charity to offer specialist information, advice, counselling and community support to those who suffer with, and are carriers of, Sickle Cell Anaemia and Thalassaemia. The charity will also provide assistance to health professionals who are unfamiliar with the management of one or the other of the haemoglobinopathies.
Postscript
Additional activities include:
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