![]() This recognises that people have complex and multiple identities, and that multiple forms of inequality or disadvantage sometimes combine to create obstacles that cannot be addressed through the lens of a single characteristic in isolation. We have developed the high impact actions in this plan to be intersectional. Therefore, while we refer to the protected characteristics as defined in the Equality Act 2010, the actions set out here are intended to positively impact groups and individuals beyond these terms and definitions. The aim of this plan is to improve equality, diversity and inclusion, and to enhance the sense of belonging for NHS staff to improve their experience. This includes, but is not limited to, those with protected characteristics under the Equality Act 2010. This plan acknowledges that some definitions and terminology in legislation do not always reflect the identities or lived experience of individuals.Īchieving equality of health outcomes requires identification of barriers and biases, and targeted action to overcome specific inequalities, discrimination and marginalisation experienced by certain groups and individuals. ![]() ![]() ![]() In the pursuit of equality, diversity and inclusion, language is powerful and can help to shift attitudes and behaviours. ![]()
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