EQUAL OPPORTUNITIES POLICY

 This is the policy of the Bayhead Dental Practice in respect of discrimination on grounds of sex, marital status, race, religion, disability or age.  This practice is committed to working towards equality of opportunity for patients, employees and suppliers.  This policy is part of the way of achieving this purpose.

The practice will ensure that all staff will be given an equal opportunity to develop their skills in pursuance of practice objectives, and assessments and training will be delivered in such a manner not to disadvantage any member of staff.

 Please read it carefully and if there is anything you do not understand, please ask Mr. K. N. MacDonald or the Practice Manager for an explanation.

 THE POLICY

 Bayhead Dental Practice recognizes that discrimination on grounds of sex, marital status, race, religion, disability or age is harmful and in many cases may be illegal.  Through this policy, through training and by example, we wish to demonstrate that we do not tolerate discrimination by anyone working at this practice.

The Bayhead Dental Practice will register and treat patients and employ staff irrespective of their race, creed, sex, marital status, disability or, in so far as it is legal, age.

 There are no restrictions or qualifications on the grounds of race, creed or sex affecting patients or employees.  All will be treated equally.

 In respect of those patients or employees with children the practice will be as flexible as possible to accommodate their needs.

 In respect of those with disability, whether registered disabled or not, positive steps will be taken to make their attendance at the practice as patients or employees as easy as possible within the physical constrains imposed by the building.

 The only constraints on age grounds relate to those imposed by law such as minimum age for employment.  Special help is provided to young patients.

 THE PRACTICAL IMPLEMENTATION OF THE POLICY

 All staff and Associates are advised that they must not discriminate against anyone on the basis of their race, creed, sex, marital status, disability or age.  For those that have difficulty because of any of these factors, whether patients or employees, help should be offered.

 Particular problems that should be anticipated are: -

 For those whose first language is not English, they should be helped to understand and the staff should ensure that where there appears to be any difficulty that they speak clearly and where possible use straightforward words.  If in any doubt that the patient has understood the statement of question it should be repeated, in a simpler form if possible.

 For those with a different creed, where it is known, care should be taken not to say anything that could cause offence.  When offering appointments care should be taken to avoid any religious dates that could cause offence, if these are known.

 Care should be taken in the use of gender terms such as Mr, Mrs and Miss unless the sex and marital status are known.  Where parents are involved consideration should be given to the needs of their children particularly in times or days for appointments.  Baby changing facilities are available in the downstairs toilet.

 For those with physical disability, which restricts mobility, access to surgery 6 or the oral hygiene room may be difficult.  Any patients who have difficulty climbing stairs will need to be treated in one of the five ground floor surgeries.  Ramps are available to enable wheelchair access to the whole of the ground floor.  However none of the surgeries has any special adaptation for the disabled patient.  The downstairs toilet is not of sufficient size to meet the full disability standard but is generally useable by wheelchair bound patients.  Where patients require assistance to enter or leave the building this should be provided, such as opening and holding doors.  If a patient requests it a taxi should be arranged for them.

 A carer will usually accompany those with seriously impaired sight.  If they are not accompanied they must be assisted at all times in the practice and will need additional help on the completion of any forms.

 Those with impaired hearing require special help as their disability is not always apparent.  Speak clearly and with a consistent rhythm, don’t change the subject suddenly, rephrase the question or statement if they do not seem to have understood and try and reduce background noise as much as possible.  If you think the patient may lip-read then face them when talking to them, turn off any bright lights, particularly behind you.  If necessary write down any important information or questions.  Ensure that you attract their attention in the waiting room when it is their turn.

DEFINITIONS

Discrimination is any form of unfavorable treatment.

Policy is the same as a Code of Conduct and it is how we expect everyone in the practice; partners, associates and employees, to behave.  It applies to our dealings with each other, candidates for job vacancies with suppliers and with our patients.

The Bayhead Dental Practice is the business owned by Kenneth N MacDonald (the Responsible Partner) and administered by the Practice Manager.

Sex Discrimination is any form of treatment which is unfavorable and which is related to gender or marital status.  Discrimination according to sex is illegal under the terms of the Sex Discrimination Act 1975.  The act applies to both men and women.

 Direct Sex Discrimination is when one person is treated less favorably on the grounds of his or her sex than a person of the other sex is or would be treated in similar circumstances.  This can occur when a person is refused a position or promotion because of his or her sex or because of a factor which is sex linked, such as the ability to bear children.  For example, it is illegal to refuse to employ a woman because she is of child bearing age and is ‘judged’ likely to have children.  A candidate should be treated on merit, irrespective of sex.

 Indirect Sex Discrimination is a requirement or condition, which cannot be justified on job related grounds other than sex, which is applied to men and women equally but has the effect, in practice, of disadvantaging a considerably higher proportion of one sex than the other.  For example requiring employees to be of a minimum height, which cannot be justified in terms of the tasks they have to perform.

 Direct Marriage Discrimination can occur when a married person is treated less favorably in employment, because he or she is married, than a person of the same sex is or would be treated in similar circumstances.

 Indirect Marriage Discrimination occurs when a requirement or condition of employment, which cannot be justified on grounds other than marital status, is applied equally to married or single persons (of either sex) but has the effect in practice of disadvantaging a considerably higher proportion of married than single people (of the same sex).

 Race Discrimination is any form of treatment which is unfavorable and which is related to colour, race, nationality (including citizenship), and ethnic or national origin.  Discrimination according to race is illegal under the terms of the Race Relations Act 1976.  As with sex discrimination race discrimination can be direct or indirect.  An example of direct discrimination might be offensive remarks about black people.  Indirect discrimination might be where an employer requires higher language standards from employees than are needed for the safe and effective performance of the job.

 Religious Discrimination is where a person is treated less favorably because of his or her religious beliefs: for example, promoting a less able person rather than a Jewish person using the reason that a Jewish person would not work on Saturdays.  In Northern Ireland this is specifically illegal.  In Scotland this is only illegal if it is either race discrimination or sex discrimination.  For example if majority of believers in a religion were black to refuse to treat a person of that religion would be illegal.

 Victimization is when an employer treats an employee (of either sex) less favorably than other employees are or would be 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 Acts, Race Relations Act or Equal Pay Act.  These provisions do not apply if the original discrimination allegation was false or was not made in good faith.

Harassment is a form of discrimination where a person is made to feel uncomfortable because of their sex, race, religion or disability.  It may involve action, behavior, comments or physical contact which is found objectionable, offensive or intimidating by the recipient.  The recipient may feel threatened, humiliated or patronized by the perpetrator.  It is not always a conscious or intentional act on the part of the perpetrator, but it is the recipient’s feelings in response which are important.

  Sexual Harassment is a form of sex discrimination.  Sexual harassment is unwanted conduct of a sexual nature or other conduct based on sex, which affects the dignity of those who work in the practice.  This can include unwelcome physical, verbal or nonverbal conduct.  Both men and women may be subject to harassment.

 Racial Harassment is a form of race discrimination and might involve racist jokes and banter or insults, taunts and jibes.

Equal Pay is a requirement that the terms of an employees contract where he or she is employed to perform work which is rated equivalent to that performed by a member of the opposite sex or work of equal value to that of a member of the opposite sex.

Disability Discrimination is where a person is treated less favorably because of a disability.  Occasionally a disability can limit the person’s capability for some forms of employment.  Under the terms of the Disability Discrimination Act 1995 this may be illegal.  Discrimination occurs when the treatment of an individual is unfavorable taking into account the disability; for example, making it a condition of employment that the employee can drive an unmodified car when the job can be performed adequately without driving.

Will not tolerate means that we will take disciplinary action in accordance with the practice disciplinary procedure against any employee who breaches the policy.  If the allegation involves a self employed contractor or associate the matter will be dealt with by the Responsible Partner.

WHAT YOU SHOULD DO IF YOU ARE THE SUBJECT OF DISCRIMINATION OR HARASSMENT

 Discrimination

Raise the issue with the Practice Manager in the first instance.  If the matter is not resolved informally you should raise it formally, preferably in writing, with the Responsible Partner.

 Harassment

 1        Let the perpetrator know how you feel about his or her behavior.  You should do this by either speaking to him or her, or, if you do not wish a confrontation by putting your thoughts in writing.

 2        Ask him or her to stop the behavior.

 3        Keep a record of the incidents.

 4        Report the incident or incidents as soon as possible to the Practice Manager.  If the incidents involve the Practice Manager then you should report the matter to the Responsible Partner.

 5        In respect of patients a comments/complaints slip should be completed or the complaint made by letter.

 WHAT WE WILL DO ABOUT DISCRIMINATION OR HARASSMENT

 1        We will take any allegation seriously.  We will listen to your complaint sympathetically and record it thoroughly.

 2        We will adopt this policy, modify it in the light of changes in the law and monitor our performance against it.

 3        If you make a complaint or allegation of harassment, the practice will initiate its grievance procedure as detailed in your contract of employment.  The incident will be investigated thoroughly.  You will be informed of the outcome and you will be kept informed at every stage.  Your complaint will be treated as confidential if you request it to be so, but if you wish us to investigate or take action we will have to involve the alleged perpetrator in the investigation of your complaint.  He or she has the right to give their version of events.  We will deal with your complaint as soon as possible and in any event within twenty working days.

 4        If you make an allegation of discrimination the practice will initiate its grievance procedure as detailed in your contract of employment.  Your complaint will be investigated thoroughly.  You will be informed of the outcome within twenty working days.

 5        An employee breaching this policy will be liable to disciplinary action.  Persistent or blatant discrimination or harassment could lead to dismissal.

 6        In the event of an allegation of discrimination by a prospective employee, the incident will be investigated thoroughly and the complainant informed of the outcome.  The matter will be dealt with your complaint as soon as possible and in any event within twenty working days.

 7        If you feel that your complaint has not been resolved by the practice, you should contact the local Citizen’s Advice Bureau for advice.  Legal redress may also be sought from an industrial tribunal and the complaint should be referred to a tribunal before three months have elapsed since the alleged discriminatory act.

 8        In respect of patients, a comments/complaints slip should have been completed or the complaint made by letter.  The complaint will be investigated in accordance with the Corrective Action policy.