Equality and Diversity in the Wales Postgraduate

Medical and Dental Deanery

Heather PayneAssociate Dean

1st Feb 2010

Equalities legislation

1970 Equal Pay Act

1975 Sex Discrimination Act

1976 Race Relations Act

1995 Disability Discrimination Act

1998 Human Rights Act

2004 Civil Partnership Act

Looking back………

Life on Mars?

What equality and diversity changes can you identify during your working life?

What does E&D mean for the Wales Deanery?

Recruitment and appointment

Work patterns and support

Progress assessment

Data collection and monitoring

Knowledge and skills -training strategy

How are we doing so far?

Employment Tribunal decision

Current data gathering exercise

Forthcoming 5 minute questionnaire on training needs and preferences

Online training now available

Deanery E&D website with resources http://www.cardiff.ac.uk/pgmde/E&D/E&D.html

Wales Deanery traineesat 30 June 2009 n=2373

Gender: male 1321 (56%) female 1052 (44%)

Place of graduation UK = 1453 (61%) EU = 80 (3%) International = 819 (35%) Not known = 21 (1%)

Referrals to Performance Unit June 2005 - June 2009

Total Trainee referrals = 82 (over 4 years) Males = 0.89% (117 referrals from average

cohort of 1321 trainees) Females = 0.53% (55 referrals from 1052

trainees )

Chi squared test: p= 0.0008 indicates significant difference between men and

women being referred to the performance unit.

Analysis by specialty group:

suggests that the difference in referral to the performance unit between men and women is largely due to psychiatry, medicine and paediatrics

Why?

Analysis by place of graduation

indicates no significant difference in referrals to the performance unit between UK and International graduates, but that EU graduate trainees are significantly overrepresented

Why?

Deanery E&D Strategy 2010-2012Aims:

To promote the acquisition of cultural competence skills throughout the medical and dental trainee workforce and faculty

To establish a culture of E&D awareness and positive action via evaluation of routinely collected E&D data

To disseminate research findings and develop training resources

To demonstrate compliance with NHS, PMETB, GMC and legal requirements for E&D

To liaise and coordinate with NHS, professional and regulatory bodies to promote a skilled workforce and supportive policies

Deanery Actions 2010-12

Develop deanery infrastructure for new legislation

Mainstream E&D - routine agenda item Implement training strategy to promote

competences Deanery to coordinate policy and practice

with other NHS bodiesRoutine data reporting and benchmarking

Deanery Priorities 2009-10

Produce regular E&D data for consideration by all workstreams and Heads of Schools, including recruitment, appointment, progress and performance.

Compare .with other Deanery reporting and monitoring systems to share best practice

Feed relevant messages (eg need for induction. Skills for EU graduates) into ES training plan and mentoring group

Work across the NHS in Wales?:

Data collection – descriptors, methods, intervals

Policies and procedures eg sick leave, incapacity, maternity

Employment and clinical governanceReasonable adjustmentsComplaints and TribunalsExamples of good practice