"We are simply continuing with the projects we have in place. "
This section gives a more detailed information on the responses received against the questionnaire frame. Subsequent comments and suggestions received back from the organisations are included in bold. Further developments since the 'stocktake' interviews are included as postscript for each organisation responding.
Argyll & Clyde Health Board
Demographic Profile:
The Health Board has broad population demographic data but were unable to define this data in relation to ethnic minority communities.
The various Joint Community Care Plan with the 4/5 Local Authorities* indicate that the Board has good information profile on composition, age, gender and geographical distribution as it relates to ethnic minority communities. However, no socio-economic data exist for this group. The Health Improvement Programme does not identify any local action to tackle issues of ethnic minority health.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
An equal opportunity statement is available in place of a full policy. The organisation uses the latter document as a human resource strategy that commits the Board to developing staff. The organisation is doubtful as to whether the document complies with the 1976 Race Relations Act. There is little evidence to show that staff are given training to reinforce commitment to equality, particularly racial equality.
We are not doubtful as to whether our Equal Opportunities statement complies with the 1976 Race Relations Act. We are sure it does, although we accept that the Equal Opportunities statement could be expanded. We agree that there is little evidence that equality training has taken place to date; however, you were supplied with a copy of our Local Learning Plan for the coming year, where this training is clearly planned. It would be helpful to have this mentioned in the report.
Access: Service Delivery:
The Health Board has not commissioned any services in response to the needs and concerns of ethnic minority communities in relation to race and health. The Board accepts that this is an area requiring specific attention. The Board has made little attempt to be flexible in responding to the cultural and religious sensitivities of the ethnic minority communities in relation to healthcare delivery. The only specific response to services for this group is in relation to Community Care Services. A section on asylum seekers will appear in the Board Wide Emergency Planning Guidance (due out later this year). No evidence exists of a formal contract with providers of interpreting and translation services. The practice is to use community volunteers or bi-lingual staff as and when the need arises. The Board has not established links with the ethnic minority communities or networks.
Human Resources: Recruitment and Selection:
Out of 170 employees, none is of ethnic minority origin. The Board accepts there is under-representation of ethnic minority staff within the organisation, but no attempt has been made to address this to date. Staff training in equality has not been taking place for some time and it is hoped that this will be built into the training plans for this year. Staff involved in recruitment, selection and interview panels are given training on the legal framework for discrimination.
Although at the time of interview, the Board did not employ any people from ethnic minorities (we now employ two), it would be helpful to point out that there are only 2,500 people from ethnic minorities who live in Argyll & Clyde. Given the geography of the area, travel to Paisley for work may be out of the question for a very large percentage of our population.
Human Resources: Development and Retention of Staff:
The Board has recorded nothing positive in this area. The staff newsletter indicates that the Board recognises and values staff involvement in the wider community.
We are somewhat puzzled by the comments in this section. The Board has a good reputation for its development and retention of staff; we have recently had an assessment for Investors in People and are well on the road to receiving the award. If the comment refers to more specific development, all staff have the opportunity to have Personal Development Plans, which takes account of their individual development needs. You were also supplied with the Local Learning Plan (as mentioned above) which provides the generic development needs of Board staff,
Community Development:
The Board has no evidence of community development with ethnic minority communities. There are no initiatives to engage the ethnic minority community in any of the work or programmes of the organisation. No resources have been allocated to work with the ethnic minority voluntary sector and community organisations. However, the Board is currently developing its Public Involvement Strategy, which it hopes will take into account special needs and the needs of ethnic minority groups.
The respondent to your question was unaware that the Board part-funds, through the West Dunbartonshire Social Inclusion Partnership (to which the Board contributes financially), the Ethnic Minorities project in West Dunbartonshire. It would be helpful to have this included.
Postscript
The Board has recently committed funding to the West of Scotland Community Relations Council. This is to allow the Council, four West of Scotland Health Boards and the Commission for Racial Equality to work in partnership in assessing and proactively identifying areas to address within our Health Service area in relation to the Race Relations Act 2000. The aim of this project is to develop some of the key strategic goals outlined in the 1998 Race for Health Conference and to develop partnership working and networking in this key issue.
Ayrshire & Arran Health Board
Demographic Profile:
Good demographic data have yet to be used to set priorities for local action.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The employment-based Equal Opportunity Policy is out of date. There was a perception that the policy is communicated to all staff but no training is provided. There is evidence of link with Black and Ethnic Minority Infrastructure (BEMIS), SCVO and other Racial Equality Networks. There is a general commitment to equality of opportunity, including race, but no specific section on racial equality.
Equal Opportunity Policy is presently being reviewed and all staff are issued with this policy.
Access: Service Delivery:
Some consultation has been carried out to determine the need/satisfaction level of ethnic minority service users. However, this has yet to lead to service development for this group, nor has it informed policy development and resource allocation. Ethnicity is included under inequalities and health - reference 'Public Health Chapter 10 Sub-Section 10.1, Sub-Sub-Section 10.3'.
'Needs Assessment Health Promotion for the Chinese Community' August 1997 by Mr John E. Davidson. The report was carried out with the aim of identifying health promotion needs. Patient information leaflets are available in a variety of community languages including Chinese, Cantonese, Turkish, Punjabi, Bengali, Arabic, Urdu and Gaelic.
Women's Health in Ayrshire and Arran: 'A Profile of Women and Health Needs' by Ayrshire & Arran Women's Health Profile Working Group, Chapter 10, Page 44-46 - this document was produced with the aim of providing information on women's health in Ayrshire and Arran and to promote awareness of the broad definition of women's health within the context of women's position in society. It was aimed at everyone involved in promoting and making decisions on women's health.
Human Resources: Recruitment and Selection:
The Recruitment Strategy does not address the under-representation of ethnic minority staff within the organisation. There is no formal monitoring system.
Human Resources: Development and Retention of Staff:
There is no evidence of development in this area.
Community Development
Patient information leaflets are not available in community languages and there appears to be no translating and interpreting support services.
We are aware that the Scottish Executive document 'Towards an Equality Strategy' is at consultation stage and the Board looks forward to the final document to enable further development of strategies at Board level.
Postscript
The Health Board is currently contributing to the Racial Equality in Health Partnership Project organised by the West of Scotland Community Relations Council. The aim of this project is to assist the Health Boards and Trusts in establishing a strategic framework within their mainstream system for what they are expected to do to comply with the new laws and positive duties described within the Race Relations (Amendment) Act 2000.
Through the Area Partnership Forum, individuals to take forward strategic work and implementation for the Ayrshire & Arran area will be identified. This would be developed in conjunction with the WSCRC.
Borders Health Board
Demographic Profile:
The Board is generally aware of the geographical distribution of the black and ethnic minority groups in the area but there is no evidence anything has been done with this information.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy was last updated in 1993 and the organisation believes that race is woven into it. Equal Opportunity Policy (on employment only) shows commitment to the promotion of equal opportunity in employment and generally opposes all forms of discrimination on grounds of '... colour, race, nationality, ethnic or national origin ...'.
Access: Service Delivery:
There are no initiatives to address issues of access to services by ethnic minority communities.
Human Resources: Recruitment and Selection:
The Organisation has no ethnic staff and it is considering whether to take any additional steps to encourage applicants from this group.
Senior Managers receive management training, which includes non-discriminatory practices. However, no other strategies are employed to monitor or to encourage ethnic minority applicants.
Human Resources: Development and Retention of Staff:
The Board employs no ethnic minority staff and there is a perception that not many apply to the organisation for employment.
Community Development:
The Board is developing consultation mechanisms on a geographical basis and
hopes to involve the ethnic minority communities in the process. The indications
are that the Board is provided with community language support from volunteers
within the local community.
The problem of rurality means that the Board is happy to receive interpreting/translating
services from within the community, but has access to professional agencies
if required.
The public involvement strategy is under development and there is no specific consultation with the ethnic minority communities.
Postscript
No major changes have taken place regarding multicultural development since the 'stocktake' interview last year on ethnic minority health.
Dumfries & Galloway Health Board
Demographic Profile:
There are clear indications that ethnic minority data have enabled the Board and its local partners to set priorities for local action.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Organisation has a contract for HR from the PCT and newly appointed Director of Operational Development who will be looking at all policy issues including Equal Opportunity Policy. There is a designated senior manager with responsibility for Health and Ethnicity who has put together a strategy for improving the access and health experience for ethnic minority people.
Access: Service Delivery:
Services have begun to take account of the needs of ethnic minority communities.
'Social Service Implementation Plan for Community Care 2000-2001': Ethnic and Minority Groups. Health and Social Care Needs Assessment. The objectives are:
Human Resources: Recruitment and Selection:
There are no ethnic minority staff, however, the organisation believes that its workforce is representative of the local population. The newly appointed Director of Development (August 2000) will focus on training programmes in addition to services received for HR from the PCT.
Human Resources: Development and Retention of Staff:
Although the Board delivers no in-house training, staff can access this service through the network developed by the Trust and local council.
Community Development:
A close link exists between the Health Board, the Chinese community (South West Scotland Chinese Association, SWSCA) and the travelling people. Community language support is provided by Glasgow Interpreting Services on a needs basis. Patient information leaflets in community language are available but this is currently being reviewed. Consultation with ethnic minority communities also occurs on a regular basis.
There is a commitment to fund the Ethnic Minority Voluntary Sector. There is a Sessional Link Worker for the Travelling People, SWSC. Information and training is provided to ethnic minority community groups and voluntary organisations on decision-making process and how it works. The Voluntary Sectors are also key partners in prioritisation exercise and development of Joint Community Care and Health Improvement Programme.
Volunteering in the NHS in Dumfries & Galloway. Section 5.5 - acknowledges that one of the aims of the policy would be to 'Make it easier for people to volunteer, especially ... people from black and ethnic minority groups ...'.
Postscript
No new initiatives have taken place in the last year in this area. We are simply continuing with the projects we have in place. We are working more closely with other agencies in a multi-cultural group convened by the police since the Stephen Lawrence enquiry but that is all. We are also looking closely, in general, at the implementation of the Human Rights Act, which will inevitably have an impact in raising issues of race, culture and discrimination.
Fife Health Board
Demographic Profile:
There is an appreciation of ethnic minority composition of the area. However, there is no evidence of a direct link between demographic knowledge and responding to ethnic minority health needs at local level.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy is communicated to staff through the Staff Handbook. A Working Group on Ethnicity is currently formulating an action plan for ethnic minority health.
Access: Service Delivery:
The organisation is part of a community safety initiative that has created a common form for monitoring racial incidents. This document is collected centrally by Fife Council. Patient information leaflets, videos and information regarding services are available in different languages.
Human Resources: Recruitment and Selection:
Staff who are involved in recruitment and selection are not given specific training in racial equality. Appendix 1, Page (16) of the 'Policy and Procedural Guidelines on Recruitment and Selection 1998'. ... reference is made to the effect that recruiters must always be aware of and operate, within the relevant legislation, including the Race Relations Act 1996 ... 'Recruitment Monitoring Form' Appendix 7A, Page (31) ... demonstrates that ethnic data on applicants and appointments are collated ... No additional steps have been taken to encourage ethnic minority applicants.
Human Resources: Development and Retention of Staff:
Staff training and development will be revisited as part of 'Learning Together' Strategy Document. 'Exist Interview Form' Appendix 2 Page (17) ... shows that the Board does carry out exit interviews but no recorded data of the number of ethnic minority staff who leave their employment ....
Community Development:
There are links with FRAE (Fairness Racial Awareness and Equality) and Ethnic Minority _ Safety Community Sub Group. There is also a contract with Interpreting Services. A commitment to fund the Ethnic Minority Voluntary Sector is apparent.
Postscript
In the last year's HIP, we highlighted the inequalities within Fife and the need for promotion of racial equality (page 5 and 6 refer). This year we are going to stage further addressing many of the issues within Fife regarding equal opportunities, making particular reference to these within the State of Fife Annual report (p.16) as part of our Community Plan.
Fife is taking a collaborative approach in addressing many of the issues regarding racial equality. The Fife Partnership Committee, the Fife Health Alliance, Fairness Racial Awareness Inequality Group, the Fife Local Inclusion Partnership and also Fife Council Community Safety Black Ethnic Minority Sub Group is working on joint measures to raise awareness of racial discrimination and violence. With regards to the issues of achieving better services for patients (ABSP), and in relation to ethnic minority groups, we understand that a group responsible for progressing this matter is being reviewed at present.
In relation to our most recent public consultation exercise, Right for Fife was translated into four languages, Hindu, Bengali, Chinese and Arabic. We have also conducted a number of focus groups in order to further address issues and identify priorities with regards of equality of accessing health within Fife.
The NHS in Fife has just developed and implemented a telephone interpretation service for ethnic minority groups accessing the health service.
In relation to further developments regarding multicultural health development within Fife, we are in the process of helping to support FREC in mainstreaming the promotion/opportunities as part of Fife partnership. This is a single multi-agency statutory group within Fife. The health section of the community plan will also make specific reference to multicultural health development issues.
I trust that this provides an overview of the developments in Fife since the original multicultural health development 'stocktake' took place. We are committed to maintaining the issue of ethnic minority health and equality of access within Fife. We will endeavour to promote these issues and to further identify ways of development in Fife.
Forth Valley Health Board
Demographic Profile:
Good demographic data have not yet been used to set priorities for local action.
The report states that good demographic data have not yet been utilised to set priorities for local action. This is not correct and as stated in the section on Access: Service Delivery: health needs assessments have been carried out and unmet needs recognised.
The report, as currently set out, is contradictory.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
There was confusion as to whether the Equal Opportunity Policy was written in line with the 1976 Race Relations Act. There is a perception that staff are involved in the development of the policy but no evidence was made available.
There is no specific section on race equality.
The equal opportunities policy was written in line with the 1976 Race Relations Act. Whilst there is no specific section on any criteria, including race, the Board is keen to reflect best practice, whether this is a separate section or indeed policy on race equality. It is important that the report reflects both the accuracy of the outputs from the interview process including the nature of the Board's stance in relation to work in progress, rather than concentrating on gaps in provision.
The report states that there is a perception that staff are involved in the development of policy but no evidence was made available.
We did not discuss 'perceptions' of staff involvement. It was clearly stated that such policy development processes involve staff as fully as possible. The current equal opportunities policy was reviewed during 1999 along with a significant number of Human Resources policies. The Board's staff forum, currently the Health and Safety Committee, was fully involved as representatives of all staff in the consultation process.
Access: Service Delivery:
Access and service delivery has not been responsive to ethnic minority health needs.
There have been public consultation exercises involving ethnic minority communities e.g. 'Draft Acute Services Review'. Special arrangements were made for the document to be available in community languages and interpreters to be made available if required.
As a result of a needs assessment exercise carried out prior to launching a new palliative care resource centre at Strathcarron Hospice, there was recognition of the unmet needs both in the ethnic minority groups and in those of sensory impairment.
Multi-Agency Staff Cultural Awareness Handbook - prepared by Racial Attack and Harassment Multi-Agency Strategy (RAHMAS). The handbook is designed to help staff become more culturally aware, and religiously sensitive, in service delivery to members of ethnic minority communities living in central Scotland. This would be done through:
'RACISM' Raising the Profile, produced by Central Scotland Racial Attacks and Harassment Steering Monitoring Groups to raise awareness of staff responsibilities to the employers in the proper receiving and recording of incidents of a racial nature.
'Racism - How to Get Help' by RAHMAS.
The paragraphs covering the work of RAHMAS are also specifically pertinent to the following sections on Human Resources: Recruitment Selection and Human Resources: Development and Retention of Staff. This needs to be reflected in your report.
Human Resources: Recruitment and Selection:
No extra encouragement is given to potential ethnic minority applicants. Training in recruitment and selection processes is commissioned from an outside organisation. There is no indication that this training includes cultural and religious competence.
Our responses for this section are not properly reflected in the two-and-half lines of the report.
Forth Valley Health Board is committed to employing the best people for our jobs. It is accepted that the Board does not undertake positive discrimination practices. The Board has a very good record of employing people from across the community with significant proportion of employees from the ethnic minority groups specified. It was further stated that a high proportion of our most senior jobs are occupied by ethnic minority staff. It appears from this evidence that we are recruiting fairly and equitably. Your report may suggest that ethnic minority applicants are disadvantaged. Our evidence refutes this.
During the interview, we explained how our training for recruitment and selection will be enhanced through the use of the RAHMAS pack. This pack was developed jointly with our partners in the RAHMAS group. As the Board's Human Resources Manager, I was the Board's representative throughout the development of the pack. The RAHMAS pack is fairly comprehensive and reflects significant commitment to the issues of religious and cultural competence.
Your report should reflect the work carried out and plans for progress.
Human Resources: Development and Retention of Staff:
No positive response was received for this section.
The report states that no positive response was received for this section. This is also inaccurate.
It was explained that the Board is embarking on a process of personal development planning as outlined in 'Learning Together'. Equality issues will be covered as in the past, in equal opportunities training and will be enhanced utilising the RAHMAS pack. The Health and Safety Committee is currently working on a new staff handbook.
The RAHMAS pack has been developed to raise staff awareness.
In terms of staff development schemes for ethnic minority staff, as these staff occupy some of the most senior posts within the Board, they have demonstrated through career progression, etc. that they are not in need of work-shadowing and other similar process. It gives an erroneous impression to state that our response to this question was not positive. Indeed, should our staff profile change, we continue to be responsive to staff development needs.
Community Development:
There are links with RAHMAS and Central Scotland Racial Equality Council (CSREC). Some information and training is provided to ethnic minority community groups and voluntary organisations on the decision-making process and how it works. There are no interpreting/translation services. Patient information leaflets, videotapes and health literatures are available in various community languages.
The Board does have interpreting/translation services.
Postscript
Forth Valley Health Board continue to be active members and support the work of Central Scotland Racial Attacks and Harassment Steering/Monitoring Group. The 5th Edition of RAHMAS procedures will be launched on 8th August, the launch will be hosted by Forth Valley Health Board.
Grampian Health Board
Demographic Profile:
There is little demographic data but there is evidence within the HIP that the Health Board and its Local Partners have a collective response to health issues facing the ethnic minority communities. The NHS in Grampian has formed a Steering Group (GHB, GLHC, GPCT, GUHT, Health Promotion) to examine how health services are accessed by people from ethnic minority communities. Grampian Health Board and Aberdeen City Council are jointly funding the project. 'Strategy to Improve Health and Health Care Services for Ethnic Minority Patients and Communities'.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy was last updated in 1994 and no arrangement has been made to communicate or train staff in relation to the policy. However, a senior manager has a lead responsibility for race and ethnicity and progress has been made in developing strategy for improving ethnic minority health. Key Result Areas: Objective 3, Tackling Health Inequalities, Point 3.4 of the Performance Plan.
Health Promotion also have their own updated Equal Opportunity Policy.
Access: Service Delivery:
The current work between the NHS in Grampian and GREC (Grampian Racial Equality Council) will inform aspects of service delivery to ethnic minority communities. A phased approach will have anticipated key actions for partners.
'Check Up' June 2000 Volume 5, Issue 4, published by the Grampian Local Health Council.
Human Resources: Recruitment and Selection:
There is a future commitment to look at employment in relation to the ethnic communities.
Human Resources: Development and Retention of Staff:
The Board accepts that this is an additional area to be looked at.
Community Development:
A strong link exists between the local ethnic minority communities, Grampian Health Board and GREC. The latter also provides racial equality awareness training for health professionals and interpreting assistance as part of the service agreement with Grampian Health Board. Some patient information leaflets are available in some of the community languages. Telephone interpreting is provided by the National Interpreting Service as part of their contract with Grampian University Hospital Trust. There is a commitment to fund the Ethnic Minority Voluntary Sector (commissioning of translation and interpreting services and GREC).
The Health Promotion wing of the Health Board have begun to put together 'Bullying and Harassment at Work Policy' Section 5, Sub Section 5.3 Racial Harassment, Page 5.
Postscript
1. Identifying senior management in the Health Board, Health Promotions, the Trusts and the Local Health Council to take lead responsibility for multicultural and ethnic minority issues.
2. Acknowledging as a priority in the Health Improvement Programme (HIP) the need to recognise the health-related needs of ethnic minorities living in Grampian.
3. Working with key partners to develop a needs assessment of ethnic minority groups, particularly in relation to:
The needs assessment report is in final draft and is out for consultation with key stakeholders.
4. Building links with the Grampian Racial Equality Council (GREC) through the establishing of a Service Level Agreement for 2000/2001.
5. Through GREC, developing a racial awareness training programme for health service staff.
6. Ensuring that a current written race equality policy/equal opportunities policy is in place in all partner organisations, which is clearly linked to organisational aims and objectives. Ensure also that all staff are familiar with the policy.
7. Ensuring that all job advertisements refer to all partners in the NHS in Grampian as being equal opportunities employers; this has as much relevance to ethnic minority groups as to any other group of people. Confidential data on ethnicity are collected as a matter of course through the job application process.
8. Establishing links with providers of translation and interpreting services to ensure appropriate services are available as and when required.
9. Ensuring that patient information leaflets in key languages are available in appropriate health care settings. Some information leaflets have already been printed in some of the community languages, and more are in progress, for example, leaflets on hospital catering services.
10. Developing a public involvement strategy which includes mechanisms for involving ethnic minorities and difficult to reach groups.
11. Developing and interpreting and translating service for the city of Aberdeen. It is hoped that once this is operational, it can be rolled out throughout Grampian.
12. Establishing the appropriate infrastructure across NHSGrampian to ensure that the general and specific duties listed in the Race Relations (Amendment) Act 2000 are fulfilled.
Greater Glasgow Health Board
Demographic Profile:
The ethnic demographic data have been harmonised and used to set priorities for action (see the HIP).
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Board has a Race Equality Policy in Health and Healthcare to complement the existing Equal Opportunity Policy. Although the policy has been communicated to staff there is little evidence of any formal training in race equality to show commitment to the policy. The designated senior manager with lead responsibility has put together an action plan for improving the health experience of black and ethnic minority communities.
There are clear links with local racial equality networks such as GARA (Glasgow Anti-Racial Alliance) and Glasgow Healthy Cities Partnership - Black and Ethnic Minority Working Group, West of Scotland Community Relations Council and community organisations.
Access: Service Delivery:
As part of the commitment to Achieving Better Services for Patients, the Board through the Ethnic Advisory Group will look at three key priorities for ethnic minority health as related in the HIP:
Achieving Better Services for Patients, Section H, Page 3.
There is evidence of consultation with ethnic minority communities in relation to service provision. A review of interpreting and translating services is being carried out and the sum of £100K has been allocated for service development for black and ethnic minority communities, including advocacy development.
The organisation is part of a multi-agency collaboration to set up 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.
The Health Promotion Department has a series of locally-based initiatives targeted at ethnic minority communities directed at improving access to services and to information. In the past, a needs assessment was carried out to determine the health concerns and needs of ethnic minority communities 'Ethnic Minority Health (4.7, P41) the Annual Report of the Director of Public Health, 1994/5'.
Human Resources: Recruitment and Selection:
As far back as 1995 the organisation, through the Health Gain Commissioning Team, undertook an audit of race equality and employment practices within Greater Glasgow. However, the initial positive action has not led to adequate representation of ethnic minority staff among the workforce. More recently, ethnic data on applicants and staff, although efficiently collated, have not been reviewed or used to change recruitment practices.
Ethnic data on applicants and staff are not only efficiently collated, but are analysed and presented to the Health Board in an annual report.
Human Resources: Development and Retention of Staff:
No positive response was received on this section.
With effect from December 2000, all staff are required to have a personal development plan, produced in discussion with their line manager. Development plans are intended to provide opportunity for personal as well as job-specific development, and are tailored to individual needs. Personal development plans are designed to meet the needs of all staff which, of course, includes specific requirements of staff from ethnic minorities.
Personal development plans are viewed as a positive contribution to the retention of all staff.
Community Development:
Consultation with ethnic minority communities has helped to shape policy development and resource allocation. In the past the organisation funded various projects such as Self-Help Anxiety Management for Ethnic Minorities, Pilot Nutrition and Diabetic Service to Ethnic Groups and Podiatry Service for Ethnic Groups.
Information and training is provided to ethnic minority groups and voluntary organisations on the Board's decision-making process. Seminars have taken place to increase dialogue with the ethnic minority community leaders and representatives and to examine ways in which the Board can confidently engage the support of ethnic minority users/communities in the planning and commissioning of services.
The Board supported the development and publication of an online version of the Directory of Black and Ethnic Minority 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 Health Board together with the Glasgow City Council funds the Glasgow Healthy City Partnership, that has recently conducted the BLACK AND ETHNIC MINORITY SERVICE REVIEW. A working group of the partnership has set up a Black and Ethnic Minority Working Group to take forward recommendations from the review and facilitate progress on agreed objectives by the partnership.
The organisation has a published procedure for dealing with complaints of racial discrimination from members of the public.
Postscript
1. The Board's Race Equality Policy is currently being reviewed. The three objectives that have been set are: 1. to review developments around the current policy and identify areas of progress and gaps; 2. to update the policy in light of the review findings, and national legislation; 3. to develop an implementation plan for NHS Glasgow.
2. The Interpreting Partnership has now been established and work is underway to further develop this service in line with national guidelines. The NHS has been taking the lead role in developing Quality Standards and Access Protocols for the service.
3. A pilot initiative is currently being negotiated, involving all NHS Trusts and the Health Board along with Strathclyde University and EMEC, to encourage people from ethnic minority backgrounds into health service employment. It is anticipated that this will run in the autumn of this year.
4. As part of the NHS commitment to listening to communities, GGHB will be developing work around ethnic minority communities during the current planning year.
Highlands Health Board
Demographic Profile:
There is an awareness of the ethnic composition in the area but no other data are available for age/gender, geographical distribution and social economic status. Some progress has been made in co-ordinating action at a local level (see HIP 1999-2004). There is no evidence in the HIP for this year that this initial work will be continued.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity in Employment Policy (1993) has a section that deals with Race Relations, Equal Opportunity in Employment and Supporting Codes of Practice - (Section 1 Part B, Page 3 Race Relations and Section 4, Racial Harassment). The Board is unsure of whether the policy has been written in line with the 1976 Race Relations Act. There is no specific training on racial equality given to staff.
Two senior staff have responsibilities for race and health and are currently developing action plans _ Performance Plan Summary for the designated personnel, under Developments, Section 1a and 4. There are links with Highland Alliance for Racial Equality and Highland Ethnic Minorities. The former have put together a business plan and are looking for resources from the local public bodies.
'Needs Not Numbers', Black and Ethnic Minority Communities in Rural Areas of Scotland. The Health Board intends to make use of this study to explore the experiences of ethnic minority groups in the Highlands.
We are currently progressing a review of our Equal Opportunities Policy, which will include ensuring compliance with the 1976 Race Relations Act and will also consider how this policy is monitored and communicated to other staff. This may be useful to add in to the section entitled 'Energising the Organisation'.
Access: Service Delivery:
No evidence of pro-active development in this area.
Human Resources: Recruitment and Selection:
Minor steps have been taken to address the under representation of ethnic minority staff among the workforce. Data are available on ethnic minority applicants and appointments by grade.
Human Resources: Development and Retention of Staff:
Consultation with ethnic minority staff has not led to any developmental action. Ethnic data are available on staff leaving employment.
Community Development:
There is no CRE presence in the Highlands. Support is provided from Grampian Racial Equality Council. Community language support is provided by families and bi-lingual staff. The Board state consultation with the ethnic minority communities will shape future policy development and resource allocation.
Postscript
The Board and both local Trusts have set up a joint team to plan the implementation of the PIN (Partnership Information Network) guidelines. Of these six guidelines, one is specific to equal opportunities policies and, as such, development of our human resource policy and practice in this area will be driven by its implementation.
Service Delivery
The Highland Health Plan (2001-2006) in the section on Improving Highland's Health has the aim of 'work with partners to address the needs of socially excluded groups'.
In relation to the Race Relations (Amendment) Act 2000, the Board awaits the development and publication of the CRE codes of practice for the NHS, in order to fulfil its specific duties which are contributory to the general duty.
Community Development
Demographic Profile:
A Short Life Working Group has used local ethnic demographic data to set out objectives to tackle health and health-related issues in relation to ethnic minority communities - Report: Short Life Working Group on Ethnic Minorities - March 2000.
A section in the HIP sets out key objectives to look at issues of access and service delivery to this group.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
There is no evidence the Equal Opportunity Policy has been communicated effectively to all personnel or that training has taken place in race equality. Although the Board has acknowledged Health and Ethnicity as a future concern they have yet to identify a senior manager with lead responsibility for this area. In the Health Improvement Programme 2000/2001, the Board has provided for the establishment of a new post of Black and Ethnic Minorities Officer.
Access: Service Delivery:
There has been some ad-hoc consultation with ethnic minority communities but this has yet to lead to flexibility in service design or delivery. No formal translation and interpreting service is provided.
Human Resources: Recruitment and Selection:
There is no evidence of a recruitment strategy to address the under representation of ethnic minority staff among the workforce. Some progress has been made in collecting and analysing ethnic data of applicants.
Human Resources: Development and Retention of Staff:
Some progress has been made to monitor the ethnicity of staff leaving employment.
Community Development:
Community development work has been limited to work between Health Promotion and the Asian Women's Group. Developing links with the ethnic minority voluntary sector and community agencies are in the early stages. Patient information leaflets, videos, etc. are not available in the wider community languages.
Postscript
The two main issues which we have been pursuing within Lanarkshire have been the appointment of the Black and Ethnic Minorities Co-ordinator, a post for which we are interviewing in mid-June. The other main area of work has been with the West of Scotland CRC in the 'Race Equality and Health project'. In this, we have jointly funded a post together with our colleagues in Argyll & Clyde, Ayrshire & Arran and Greater Glasgow Health Boards. The first meeting of this group is on 24th May.
Lothian Health Board
Demographic Profile:
Ethnic demographic data are patchy at best. Evidence in the HIP suggests that some action is being taken to reduce health inequalities especially in relation to ethnic minority communities.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy is actively communicated to all staff in training, and racial equality is also compulsory as part of the induction. Staff are informed about their individual responsibilities in relation to the policy and the implications for their work with ethnic minority communities. The senior manager with lead responsibility for race and health has put together a strategy with identified action plans. The strategy reflects the specific needs of different groups and is being developed in conjunction with partner agencies and ethnic minority communities themselves. See HIP, 3.2.1. Pages 14/15.
The Organisation also has strong links with a range of health-related ethnic minority groups.
Access: Service Delivery:
The interpretation and translation services are provided by mutual agreement between the Health Board and the local authority. However, the Board is unable to impose quality standards on the services received.
A wide range of patient information leaflets are readily available in community languages. The questionnaire has raised a number of issues that will form part of the remit of the Inequalities Steering Group.
Human Resources: Recruitment and Selection:
Ethnic data on applicants and appointments have been used to review recruitment strategies. The organisation was unaware of under representation of ethnic minority staff among its workforce.
Human Resources: Development and Retention of Staff:
Although there was no specific schemes for ethnic minority staff, all employees are given the opportunity to engage in any of the training or developmental programmes. Staff Newsletters frequently carry articles recognising the contribution of employees to the wider community.
Community Development:
A range of consultation exercises carried out with the ethnic minority communities have helped to inform and shape policy development and resource allocation (through 'The Minority Ethnic Health Inclusion Project'). There is a commitment to fund the ethnic minority voluntary sector and to make them partners when bids are being submitted for community development work. Each department is required to identify how their activities will impact and contribute to addressing health inequalities and community development with ethnic minority groups.
Postscript
At the end of last year, Professor Raj Bhopal, Professor of Public Health Medicine at Edinburgh University was invited and accepted the chair of a new NHS Lothian-wide group with a remit to develop an action and implementation plan for minority ethnic health issues. (Professor Bhopal has recently been invited to chair a similar group at a national level for the Scottish Executive.)
The group is currently working on these plans for the NHS in Lothian in conjunction with representatives from Social Work departments and hope to have actions implemented this year. In addition, Lothian Health, together with other public sector organisations in Lothian such as the Police, have agreed to sign a Joint Declaration against Racism.
Orkney Health Board
Demographic Profile:
No positive response was received on this section.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy has a section on racial equality. There is no communication of the policy or training to that effect.
Access: Service Delivery:
Progress has been made to ensure that staff job descriptions specify their obligation to deliver effective, appropriate services in a sensitive and cultural manner. The organisation states that it has a published procedure for dealing with complaints of racial discrimination from members of the public.
Human Resources: Recruitment and Selection:
The Board states progress has been made to give guidance and training to members of staff involved in recruitment, selection and interview on racial equality issues and anti-discriminatory practices. There has been no additional steps taken to encourage more applicants from the ethnic minority communities.
Human Resources: Development and Retention of Staff:
Racial equality is embedded into training plans for all staff. Staff involvement in the wider community is recognised and valued.
Community Development:
No progress was noted in this section.
Shetland Health Board
Demographic Profile:
The Board is not aware of the ethnic minority composition in the area. However, the Board states it knows the age, gender profile and the geographical distribution of the black and ethnic minority groups in the area. The data have not been used to set priorities for local action.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy is currently being reviewed. There is communication of the policy to all personnel in the Board. Staff training with respect to the policy will be rolled out before the next financial year.
Access: Service Delivery:
There have been consultations on the suitability of service provisions, but not specifically with ethnic minority groups.
Translation and interpreting services are being provided to enable full access to services by ethnic minority users.
The organisation states it has published procedures for dealing with complaints of racial discrimination from members of the public.
Human Resources: Recruitment and Selection:
Those members of staff involved in recruitment, selection and interviews are given guidance and training in racial equality issues and non-discriminatory practices. The Organisation states it has taken steps to encourage ethnic minority applicants in areas where they are under represented. Ethnic data on applicants and appointments are used to analyse and review appointments.
Human Resources: Development and Retention of Staff:
There is ethnic monitoring of the number of staff leaving employment; however, this data have not been used to review retention strategies.
Community Development:
The Organisation states progress has been made to translate some patient information leaflets into community languages.
Tayside Health Board
Demographic Profile:
The ethnic demographic profile (except social economic data) has been used to set key actions in the Board's Health Improvement Programme.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Equal Opportunity Policy does not have a section on racial equality. There is no training or communication of the policy to staff. There is a weak link with the local race equality networks.
Access: Service Delivery:
In the past, ad-hoc consultation exercises have taken place with ethnic minorities courtesy of the Multicultural Health Link Worker who is currently employed by the Primary Care Trust. A needs assessment exercise was carried out with Muslim Women: 'What are the Particular Attitudes and Knowledge Levels Towards Sexual Health of Muslim Women in Dundee by Manjeet Gill'. Language support services are not formally provided.
Human Resources: Recruitment and Selection:
The ethnic data on applicants have not informed recruitment strategy. There is currently no ethnic minority staff among the workforce.
Human Resources: Development and Retention of Staff:
There has been no steps taken to retain or develop ethnic minority staff.
Community Development:
The Board continues to explore ways to involve communities in consultation, generically. Some ad-hoc pieces of work with the ethnic minority groups have taken place in GP Practices in the Hilltown area of Dundee. These have identified issues of access and service sensitivity. The Board aims to progress this work - reference Community Involvement in SIPS (Hilltown), Audit of Cervical Smears (Ethnic Women) and Childhood Immunisation. Taybank Medical Practice, Dundee - June 1995.
Patient information leaflets are available in some of the wider community languages.
Postscript
The Board has undertaken a Corporate Self Assessment, following the guidelines issued from Audit Scotland and is in the process of drawing up an action plan. The plan is currently in draft form and will be tabled at our Partnership Forum in July.
Western Isles Health Board
Demographic Profile:
There was no reply made to this section.
Energising the Organisation: Race Equality and Equal Opportunity Policies:
The Board states the Equal Opportunities Policy (1993) requires to be reviewed but no timescale has been given. Staff have access to the policy at departmental level. There is no mechanism to ensure that staff have read and understood their individual responsibility in relation to the policy.
The organisation is unsure whether the Board membership reflects the ethnic composition of the local community. There is no designated senior manager with lead responsibility for race and health and there is no strategy for improving the access and experience of ethnic minority people in relation to health service.
Access: Service Delivery:
There was essentially no reply made to this section.
Human Resources: Recruitment and Selection:
Staff involved in recruitment, selection and interview panels are given guidance and training with respect to non-discriminatory practices and procedures.
The organisation state ethnic data on applicants and appointments are being reviewed to meet data protection requirements.
Human Resources: Development and Retention of Staff:
The Board will be looking at the development and retention of ethnic minority staff as part of the Education and Learning Strategy.
There has been progress to capture ethnic data on staff leaving the organisation's employment (as part of the development of the Personnel Information System).
Community Development:
There was no reply made to this section.
* Renfrewshire Joint Community Care Plan, 1995/96 - 1997/98,
pages 12-13
Renfrewshire Joint Community Care Plan, 1998-2001, chapter 7 (pages 34-37) and
chapter 9 (pages 50-52)
East Renfrewshire Joint Community Care Plan, 1998-2001, chapter 3 (page 7) and
chapter 5 (action 2&3)
Argyll & Bute Joint Community Care Plan, 1998-2001, Section 3 part 3.4 (pages
17-18)