Equality, Diversity and Human Rights Policy

 
Yerbury, McCullagh & Blessing
57 Portland place
London W1B 1QN
Tel: 020 7580 7146
Fax: 020 7636 4781
Email: ymcb@numb57.com
 
Our vision is for Yerbury, McCullagh & Blessing to be a successful, caring and welcoming place for patients to receive dental care and advice. We want to create a supportive and inclusive environment where our staff can reach their full potential and care is provided in partnership with patients, without prejudice and discrimination.
 
We are committed to a culture where respect and understanding is fostered and the diversity of people’s backgrounds and circumstances will be positively valued.
 
This Policy will help us to achieve this vision.

Legal responsibilities

The rights of our patients and our staff with regard to discrimination are protected by anti-discrimination legislation including:

  • The Equality Act 2010
  • Part-time Workers (Prevention of Less Favourable Treatment) Regulations 2000
  • Employment Rights Act 1996

By adopting this Policy, we accept our responsibility to ensure that discrimination does not take place and that everyone is treated fairly and equally.

Aim

The aim of this Policy is to achieve equality of care experience by removing any potential discrimination in the way that people are cared for and treated by the Practice, including:

  • people with disabilities
  • people of different sexual orientations
  • transgendered and transsexual people
  • people of different races
  • people on the grounds of their sex
  • people of faith and of no faith
  • people in relation to their age
  • people in relation to their social class or medical condition
  • people who work part-time
  • people who are married or in a civil partnership
  • women who are pregnant, have recently given birth or are breastfeeding

Putting this policy into practice

We aim to develop and support equality and diversity measures by:

  • Providing patient information in a variety of languages, if required
  • Having translation services available for patients who need this
  • Providing services that are accessible to patients with disabilities
  • Ensuring that care of individuals is planned with their specific needs at the centre
  • Tackling oral health inequalities through positive promotion and care
  • Involving patient groups and individuals in the design of our service
  • Responding positively to the diverse needs and experiences of our patients and the community even when those needs are challenging to deal with
  • Ensuring that we join up with services involved with the care of patients with particular medical and social care needs.

Discrimination 

Is any form of unfavourable treatment. We recognise that any discrimination is harmful and is, in many cases, illegal.

Sex discrimination 

Is any form of treatment which is unfavourable and which is gender or marital related. Discrimination according to sex is illegal under the terms of the Sex Discrimination Act 1975.
 
The Act applies equally to both men and women. Sex discrimination is when one person is treated less favourably on the grounds of his or her sex than a person of the other sex would be treated under similar circumstances and can be direct or indirect.

Sexual harassment 

Is a form of sexual discrimination.
It can be defined as unwanted conduct of a sexual nature or other conduct based on sex, which affects the dignity of those who work in or who attend the practice. This can include unwelcome physical or verbal conduct.

Race discrimination 

Is any form of treatment which is unfavourable and which is related to colour, race or nationality. Discrimination according to race is illegal under the terms of the Race Relations Act 1976 and can be direct or indirect.

Racial harassment 

Is a form of racial discrimination and might involve racist jokes or insults etc

Religious discrimination 

Is where a person is treated less favourably because of his or her religious beliefs. The Fair Employment Act 1989 enables employees who feel that they have been discriminated against on the grounds of religious belief or political opinion to take action against an employer.

Disability discrimination 

Is where a person is treated less favourably because of disability.
 
Occasionally a disability can limit a person’s capability for some forms of employment. Discrimination occurs when the treatment of the individual is unfavourable taking into account the disability. Age discrimination is where a person is treated less favourably on the grounds of age. The Employment and Equality (Age) Regulations 2006 requires employers to foster a workplace culture in which discrimination and harassment, on the grounds of age, are unacceptable. Employers are also required to lay down procedures to enable employees to work past the age of 65 if they so wish.

Harassment 

Is a form of discrimination where a person is made to feel uncomfortable because of their sex, race, disability, age or religion. It may involve action, behaviour, comments or physical contact, which is found offensive, objectionable or intimidating by the recipient.

Victimisation 

Is when the employer treats an employee less favourably than other employees are treated because he or she has brought or threatens to bring proceedings, or give evidence or information against an employer with reference to the Sex Discrimination, Race Relation or Equal pay Acts.

The right to have equal pay 

Provides equality in terms of an employee’s contract where he or she is employed to perform work, which is rated equivalent to that performed by a member of the opposite sex.
Through this policy, through training and by example, we wish to demonstrate that we do not tolerate any form of discrimination by anyone working at this practice against patients or other members of staff.

Specifically, we aim to prevent discrimination by:

Patients

  • We recognise all our patients as individuals with diverse needs
  • We will aim to accommodate the needs of our patients relating to any disability wherever possible
  • We will respect the rights and dignity of all our patients
  • We invite comments regarding improvements to the provision of our services in relation to patients with disabilities.

Staff

  • When applying for a role with this practice, our decisions will be based on skills, qualifications and experience and on who is most suitable for the job
  • We endeavour to meet any staff needs at interview and during employment wherever possible
  • We will ensure that all staff have equal opportunity to take part in ongoing training and development.

This policy should be read alongside our policies and procedures on:

Monitoring and review

We will monitor the effectiveness of this Policy and the impact on all other relevant policies and practice. This review will happen when necessary and as a minimum annually.
 
If you feel that you are the subject of discrimination or harassment or become aware that a/another member of staff, a patient or other person in the practice may be violating the principles contained in this policy, in the first instance you should let the perpetrator know how you feel verbally or in writing asking him or her to stop the behaviour.
 
The practice takes all allegations and reports of incidents seriously.