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Purpose – An increasing number of countries have introduced duties for public-sector organisations who, in addition to addressing discrimination, are now also required to promote equality of opportunity between different groups. The purpose of this paper is to explore the limited progress of gender equality policies, through a study of the local implementation of equalities policies. The authors highlight the role of equalities leads in the public sector as local “agents of change”, and explore explanations of the implementation gap between policy and practice. Design/methodology/approach – The paper reports on a small-scale qualitative study with equalities leads in the health sector in England. The study comprised semi-structured interviews with equalities leads from nine health organisations which were purposively selected to include a mix of areas and populations. The interviews focused on the leads’ backgrounds and their perceptions of barriers to their work. Findings – The equalities leads had a range of experience prior to their current post, though most had little formal subject-specific training. They highlighted a number of barriers to effective implementation of gender equality strategies, including resource issues, the impact of organisational change, the increased the number of equalities they were expected to address, organisational perceptions that gender was no longer a priority and resistance to what are seen as “tick box” exercises. Originality/value – The value of this paper is that it adds to the understanding of the challenges facing the implementation of gender equalities policies in the health sector, the reasons for these and the role of local policy implementers in the effectiveness of national equalities policies. [ABSTRACT FROM AUTHOR]

Purpose -- This article aims to bring readers up to date with policy developments in England and Northern Ireland in the last two years since the journal first reported on these issues. Design/methodology/approach -- As well as looking at changes to policy and legislation, the paper highlights not only the differences but also the shared concerns for people with intellectual disability living in the two countries, e.g. equal access to healthcare as experienced by the general population. Findings -- In spite of shared visions of inclusion and equality in mental health care, there are major differences in how both countries approach these issues. Recently this has been highlighted by significant shifts in policy. In Northern Ireland strategies designed to inform the delivery of evidence based services for the future have been witnessed. Whilst in England there has also been a move towards public protection within mental health legislation and the reaffirmation of the need to move towards more individual services. Whilst policy initiatives in both countries have been encouraging; they need to be implemented so issues such as access to healthcare and geographical disparity are addressed by local providers. Social implications -- Although there is a desire for change, the reality is that the policies and legislation introduced to address issues such as accessing mental health care and service standards have still to make a significant impact to people's daily lives. Originality/value -- This paper offers an update of current practice and policy relating to mental health for people with intellectual disabilities in England and Northern Ireland. [ABSTRACT FROM AUTHOR]

Purpose – The purpose of this paper is to explore potential benefits in aligning Joint Strategic Needs Assessments (JSNAs) with implementation of the Equality Delivery System (EDS) to improve commissioning of healthcare for minority ethnic groups. Design/methodology/approach – The paper draws on data gathered for a large research study carried out in England exploring the use of evidence in commissioning for multi-ethnic populations, to present a reflective discussion on the potential synergies between JSNA and EDS processes. Qualitative data were collected from 62 interviews with stakeholders in Sheffield, Leeds and Bradford, who, as part of their normal role, had an active responsibility to contribute to decision making for commissioning healthcare. 19 individuals working in national roles with experience in evidence use, ethnicity and commissioning across NHS, local authorities and third sector were also interviewed. Observational data were collected through regular attendance at an NHS Equality Group, which had Equality Delivery System implementation within its remit, and from a regional workshop focussing on Joint Strategic Needs Assessment improvements. Observations also came via participation in local EDS implementation meetings across Sheffield, Leeds and Bradford. These data were supplemented by a review of local and national policy literature about implementing JSNA and EDS. Findings – Formally strengthening the connection between JSNAs and the EDS has potential benefits for enhancing the evidence base about health and wellbeing needs of minority groups in general, and ethnic minorities in particular. Originality/value – NHS and Local Authority organisations need to establish structural processes to formally connect these two workstreams and to ensure adequate resource is made available, with clear direction from senior management. [ABSTRACT FROM AUTHOR]

Previous literature about race equality in social care has identified specific examples of good practice, but also a lack of widespread action by services to address both race discrimination and cultural competence. This paper is based on work by the Commission for Social Care Inspection to produce a practice-focussed bulletin for social care service providers about providing appropriate services for black and minority ethnic people. It is based on evidence from self-assessment work by services and importantly, the views and experiences of black and minority ethnic people using social care services. The findings suggest that only a minority of services are taking specific action on race equality and that there is an under-reporting of concerns by black and minority ethnic people using services. The key to appropriate services is not adapting existing services based on generalisations about ‘culture’ but providing culturally competent, personalised support that addresses individual needs alongside a systematic approach to remove barriers to race equality in the service. [ABSTRACT FROM AUTHOR]

The National Health Service Breast Screening Programme set up 20 years ago in the UK has to evolve continuously to meet changing needs as a result of fundamental transformations in the age and ethnic profile of the population. This article draws on evidence generated as part of the Healthcare Commission's national study aimed at identifying issues that may contribute to different groups not having equal access to, experience of, or outcomes from services relating to breast screening and breast cancer treatment. Findings indicate that ethnicity has an effect on the awareness of services and of breast cancer. Access to screening and the experience of screening and treatment are influenced by the interaction of ethnicity with age. Younger women from certain black and minority ethnic groups face particular barriers. There can be additional barriers experienced by those from linguistic minorities. Equality of access, experience and outcomes does not mean treating everyone the same way. [ABSTRACT FROM AUTHOR]

Managers often lack the skills and confidence to deal with issues of everyday management such as poor attendance, failure to meet agreed deadlines or to reach required standards of work when these issues involve a racial dimension, or staff respond with counter complaints of harassment due to their sexuality or accusations of insensitivity to their disability.This is a case study of how a large complex social care organisation went about designing and implementing a leadership development programme to equip managers with the skills and confidence necessary to effectively lead a diverse workforce. The case study shows how Lancashire County Council has used executive coaching, management learning sets and mentoring, linked with equality and diversity training and exploiting the potential of the intranet to deliver a co-ordinated management leadership development programme. The success of this approach has implications for all organisations that have a diverse workforce. [ABSTRACT FROM AUTHOR]

The article discusses the role of assistive technology in attaining dignity, equality and respect in older people care in Norfolk, England. It is considered that the technology is an essential vehicle for change and a catalyst to encourage staff to be creative and innovative in approaches. It is emphasized that the telecommunication care has a vital role to play in encouraging person-centered care which is based on the principles of dignity, equality and respect. It is concluded that the technology makes any one to think about new skills, new competencies and new job roles where the most important criteria will be a good imagination, ability to think creatively and potential to innovate.