Tag: discrimination

Police Scotland is ‘Institutionally racist and sexist’

Chief Constable’s statement on institutional discrimination

Scotland’s Chief Constable Sir Iain Livingstone QPM addressed the matter of institutional discrimination in policing at a meeting of the Scottish Police Authority Board today (Thursday, 25 May). His statement is in full below:

I have been the Chief Constable of Police Scotland for six of our 10 years and have been a police officer, holding the office of Constable for over 30 years. As such, I have a deep and personal sense of duty and responsibility for leading, shaping and representing an institution of which all the people of Scotland should be hugely proud.

Police Scotland has grown into an organisation known to be compassionate, values based, and highly competent. It is well regarded nationally, extremely well regarded internationally, but I know it can improve, must improve.

Institutional racism, sexism and institutional discrimination have become iconic terms in the vital battle to tackle injustice. Police officers and staff, including police leaders, can be conflicted both in acknowledging their existence and in using such terms, fearing it would unfairly condemn dedicated and honourable colleagues or that it means no progress has been made since the 1990s.

Truly, I recognise and understand that conflict. I have experienced that conflict myself over a number of years.

The meaning of institutional racism set out by Sir William Macpherson in 1999 in his report on the appalling murder of Stephen Lawrence in 1993 is, rightly, very demanding.

The phrase, the terminology, however, can be and often is misinterpreted or misrepresented as unfair and personal critical assessments of police officers and police staff as individuals.

That is not the case.

Does institutional discrimination mean our police officers and police staff are racist and sexist? No. It absolutely does not. I have great confidence in the character and values of our people. I am proud of Police Scotland and I am proud of my colleagues, proud of my officers and staff.

So I know and have shared the reservations and concerns about acknowledging that institutional discrimination exists in policing.

However, it is right for me, the right thing for me to do as Chief Constable, to clearly state that institutional racism, sexism, misogyny and discrimination exist. Police Scotland is institutionally racist and discriminatory. Publicly acknowledging these institutional issues exist is essential to our absolute commitment to championing equality and becoming an anti-racist Service. It is also critical to our determination to lead wider change in society.

Prejudice and bad behaviour within policing, as highlighted by court and conduct cases, various independent reviews and by listening to our own officers and staff over recent years, is rightly of great concern and is utterly condemned.

There is no place in Police Scotland for those who reject our values and standards. Our vigilance as an organisation has never been stronger – rigorous recruitment; enhanced vetting; more visible conduct outcomes; and a focus on prevention.

Every officer in Scotland swears an oath when they take up the Office of Constable to do their duty with fairness, integrity, diligence and impartiality, upholding human rights and according equal respect to our fellow citizens, according to law. Such an oath rightly requires high levels of personal accountability.

Our officers and staff, my colleagues, do incredible things to keep our communities safe, to keep their fellow citizens safe. I know they take their duties and responsibilities incredibly seriously. Their success is illustrated by the strong bond of trust we share with the public of Scotland and our role as the service of first and last resort in times of crisis.

But we know, I know, people from different backgrounds or with different requirements don’t always get the service that is their right. We know that, for the same reasons, our own officers and staff don’t always have the experiences they deserve. When an organisation doesn’t have all the necessary policies, processes, practices and systems in place to ensure that doesn’t happen, it’s an institutional matter.

A candid, clear, assessment of institutional discrimination means recognising our absolute duty to provide just and effective policing for all according to their specific needs and circumstances. It also requires identifying and removing the deep-rooted barriers to achieving this. These are necessary steps to progress the commitment that Police Scotland will be anti-racist; a personal commitment I made to my fellow citizens at the commencement of the Public Inquiry into the death of Sheku Bayoh. And, as a commitment to the people of Scotland, it is also a commitment to Sheku Bayoh’s family and loved ones.

The onus is on us, the police service, to address gaps and challenge bias, known or unwitting, at every level, wherever bias occurs, to maintain and build confidence with all communities.

Recognising institutional discrimination, institutional racism, in my view, is a statement of reality. The real challenge, the real test, is how are we working to address it, what are we doing about it?

Our Policing Together programme identifies and co-ordinates effective and sustainable change right across Police Scotland.

We are actively, genuinely, listening to under-represented communities, inside policing and across our country and beyond, to understand how we can better serve them.

We are investing to give every police leader the skills and tools they need to build inclusive, effective teams. We are committed to increasing our knowledge and learning on inclusion. We are open, we want to know more. We are committed to regularly and actively challenging and changing our own policies and procedures to eradicate unwitting bias.

In my view, all organisations, not only in policing, should share and make those commitments to move beyond words and focus on action.

Our intention, my intention, is to move towards meeting the ambition set out by Sir William Macpherson to eliminate racist prejudice and disadvantage and demonstrate fairness in all aspects of policing.

A great strength of policing in Scotland is our diversity – anyone can be a police officer. We will attract, retain and promote a diverse workforce which reflects and represents our communities.

The police are the public and the public are the police and this is truer in Scotland than anywhere else.

Earlier this year, I appointed a chief officer dedicated to providing the sustained and visible leadership required to co-ordinate and drive this essential work.

Of course, our operational response to reports from women; from people with black or Asian heritage; people who have disabilities; LGBTI citizens; anyone from a minority group; is vital, crucial, in maintaining the confidence of all our communities.

The confidence to come forward, the confidence to know you will be treated fairly, treated with respect and with assurance that Police Scotland will respond professionally and with compassion to your own particular circumstances, characteristics and needs.

Developing our policing response to violence against women and girls and hate crime will ensure we continue our vital role in helping build a society in this country where everyone feels safe and secure and is able to thrive and flourish and truly be themselves.

We know the onus is on us in policing to continue to earn the trust of all communities. Because that relationship is the foundation of police legitimacy and vital to our ability to keep people safe. It is our moral duty. It is an operational necessity.

Injustice and discrimination are insidious wrongs with deep roots in history and our work to address institutional discrimination will and must continue beyond me as Chief Constable, beyond any individual. Acknowledging institutional discrimination, acknowledging institutional racism will, I believe, act as a catalyst to drive and embed progress. The whole service must and will retain our resolve, our commitment and our focus.

Our success, the success of policing in Scotland, will be measured by the improved experiences of our officers and staff, and of all the communities, all our fellow citizens, who we serve.

Recognition that institutional racism exists within Police Scotland is a key step, a fundamental step forward towards being an inclusive Service which champions equality for all the people of Scotland. It is the right thing to do and will make policing in Scotland even more effective in keeping people safe.

Understanding and recognising institutional racism and all forms of institutional discrimination within Police Scotland can, and should, be a source of confidence and optimism for officers and staff, for our organisation, that, collectively, we can lead necessary change in the Service and, indeed, contribute to change across society.

And our progress, our commitments, should act as a challenge to other services, other agencies, organisations and institutions – whether in business; academia; political parties; media outlets; bodies across the public, private and third sectors – to look to themselves rigorously and honestly, as we have done, and join and support the mission to eradicate discrimination.

Scotland as a whole must commit ourselves to that purpose. The Police Service of Scotland is committed that mission, committed to ensuring our police service, your police service and institutions are, together with the people of Scotland, building fairness, equality and justice.

Scottish Police Authority Chair’s response to statement on culture in Police Scotland:

Unwitting prejudice, ignorance, thoughtlessness and stereotyping exists in every part of our society and I would challenge any organisation to acknowledge its existence in their service or sector.

The Chief Constable’s announcement today is a watershed moment.

It is widely accepted that policing is not immune to the discrimination that exists in our society.

Acknowledging that the processes, attitudes and behaviours of an organisation are discriminatory – however unconsciously that may be – is the crucial next step for effective organisational development.

Police Scotland have put an enormous amount of work in to the strategies and process to drive a positive and anti-discriminatory culture.

The Authority is confident that this marks that moment for policing – one that moves the focus from continually describing problems within Police Scotland to ‘what and how we change’

Any right-minded person is wholly against such discrimination. However, as I know as former housing campaigner, being against things is not that difficult. The real challenge is to set out ‘what are we for and how are going to get there’ ….. not what are we against.

There will be two small, but very vocal groups, for whom this move to focus on change will be unwelcome.

First, those who think that all police services and indeed all police officers are irredeemably discriminatory. For them there is no optimism for policing. For them, all change is futile as policing is and always will be hopelessly and irreparably discriminatory.

The second group are those who refuse to accept there is any institutional or individual discrimination in policing. For them change is wholly unnecessary. In their eyes no change is needed because there is no problem.

We live in an increasingly polarised society. Given these two rather absurd extremes – hopelessness at one end and complacency at the other – we should be very wary of either pushing or pulling us into their camp.

Both are complete dead ends.

The Authority is grateful to the Chief Constable, his senior team and Police Service of Scotland as a whole. It takes a very advanced degree of realism, self-reflection, strength, effort and courage to reach this point.

Today’s agenda and focus on EDI shows that there is a rock-solid base for this announcement. A clear and open route map to move forward. Making change, measuring that change and increasing the pace of that change is now crucial and will be the test of sincerity.

We must also continue to listen to all those affected. Speak out and never be bystanders and support affected individual and communities.

There will be widespread relief that we can move onto talk about what evidence of change others can offer.

I want to challenge other public and private bodies: charities, academic institutions, the media, staff associations and trade unions. Where does your organisation stand on this issue?

Addressing institutional discrimination is complex and will require sustained joint effort and commitment.

While individual and service actions can make a difference, lasting change will require collective action across all our public and private institutions to create a more equitable and just society.

You can watch the full discussion, including board member questions, on SPA’s Livestream channel.

Scottish Government: Support for equalities and human rights groups

Funded organisations report on progress

A fund that helps to tackle inequality and discrimination has supported more than 115,000 people in its first year.

The Scottish Government’s Equality and Human Rights Fund is providing £21 million in grants over three years to 48 organisations working with diverse communities to further equality and protect human rights.

Funded initiatives include advice helplines, mental wellbeing sessions, English classes and benefits advice.

Equalities Minister Christina McKelvie visited the West of Scotland Regional Equality Council (WSREC) in Glasgow, to see how people have benefited from their work.

Ms McKelvie said: “We want to build a fairer, more equal Scotland which is free from discrimination and where the human rights of everyone are respected, protected and fulfilled.

“I was very pleased to visit WSREC and see the range of activities that they deliver. For example, their cost of living advice service for people from minority ethnic communities has helped to boost family incomes and lift children out of poverty.

“WSREC is just one of 48 organisations that receive grants from the Equality and Human Rights Fund. From advocacy support to public education, these organisations are transforming the lives of the thousands of people that they work with.”

Ghzala Khan, Executive Director at WSREC, said: “Based in Glasgow, the West of Scotland Regional Equality Council supports a range of minority ethnic communities across 12 local authorities.

“The Equality and Human Rights Fund has enabled us to deliver bi-lingual, culturally sensitive services to marginalised minority ethnic groups in the areas of advice and information, employability, direct discrimination, civic participation and health and wellbeing.

“Our work reduces inequality, increases opportunity, and supports people and families to achieve their full potential.”

Equality and Human Rights Fund — second progress report.

LGBT+ communities face significant health equalities, says new report

LGBT+ people across Scotland are continuing to face health inequalities across every measure of wellbeing, according to a major new report by NHS Greater Glasgow and Clyde, NHS Lothian and Public Health Scotland.

The findings of the Health Needs Assessment, commissioned by the Boards, found that the COVID pandemic has exacerbated issues, with significant numbers experiencing loneliness and isolation, while almost a half of LGBT+ people in the survey said they had experienced discrimination in the previous year – with trans and non-binary communities experiencing higher levels of abuse.

The assessment also revealed significantly high levels of mental ill-health, with more than half of all respondents reporting issues such as depression, anxiety and stress, with the highest rates experienced by trans and non-binary individuals.

The comprehensive assessment was undertaken to better address gaps in knowledge about the health and wellbeing of LGBT+ patient groups, to better inform approaches to public health for LGBT+ people, across seven groups: lesbian and gay women, gay men, bisexual women, bisexual men, trans women, trans men (trans masculine) and non-binary people across the Greater Glasgow & Clyde and Lothian areas.

Nicky Coia, Health Improvement Manager at NHSGGC said: “This report should serve as a wake-up call for everyone involved in the health and wellbeing of LGBT+ communities.

“Too many continue to suffer from discrimination and abuse, are experiencing social isolation and loneliness and suffering the impacts of poor mental health. This, combined with the poor socio-economic situations many find themselves in, contributes to a substantial health inequalities on every measure of wellbeing.

“While there are positives to be taken in terms of how LGBT+ experience healthcare, particularly from the GPs, there is still work to be done to improve access to, and experience of, person-centred healthcare, that treats the individual, no matter their gender identity or sexual orientation.”

Dona Milne, Director of Public Health and Health Policy at NHS Lothian, said: “We interviewed more than 200 people and over 2,500 people took part in the online survey as part of this research. Their experience is in stark contrast to the progress that many of us may feel has been made in achieving equality in Scotland.

“I want to thank everyone who took part and express our shared desire to highlight this as a key public health issue and deliver real improvements in health and wellbeing for LGBT+ communities.”

Some of the key findings include:

·       Nearly three in four (73%) survey respondents said they ever felt isolated from family and friends and nearly two in five (38%) had felt lonely all of the time or often in the previous two weeks.  Trans and non-binary people showed the highest levels of isolation and loneliness.

·       The survey showed that overall more than half (54%) of respondents said they had mental health problems e.g. depression/anxiety/stress, but this was higher for trans masculine (75%), non-binary people (72%) and bisexual women (61%).  Only one in four (25%) survey respondents rated their general mental and emotional wellbeing positively – but this was lowest for non-binary (9%) and trans masculine (12%). 

·       Of those who answered the question in the survey, nearly one in three (31%) said that they had ever made an attempt to end their life.  Although the prevalence of suicide attempts was high across all LGBT+ groups, it was highest among trans masculine and non-binary people, with nearly half of respondents in these groups saying they had made a suicide attempt.

·       Overall, nearly half (44%) of LGBT+ people in the survey said they had been discriminated against in the last year, but this was highest for non-binary (65%), trans masculine (62%) and trans women (55%).

·       The survey findings show that 37% of LGBT+ respondents had ever experienced an abusive relationship; identity groups with the highest proportion reporting abusive relationships were trans masculine (48%), non-binary (45%), bisexual women (43%) and trans women (38%). 

·       only 59% overall rated their general health positively.  Gay men and gay/lesbian women were the most likely to rate their health positively, while trans masculine and non-binary people were the least likely. A third (33%) of LGBT+ people had a long-term condition or illness that substantially interferes with their day to day activities. 

·       Most (88%) survey respondent had financial worries at least some of the time. One in six (18%) had experienced food insecurity in the previous 12 months.  One in eight (13%) had ever been homeless.

The report’s authors have made 41 recommendations, including an immediate request that all Scottish local authorities should provide or fund at least some, community-led groups or activities for LGBT+ people, with provision for cultural, sport and physical activity and social interest groups, as well as targeting specific identity groups.

Other recommendations call for improvements in LGBT+ education in schools, improved LGBT+ training and awareness for health and other staff, improvements in mental health and gender identity clinics and more visibility of LGBT+ inclusive services.

Professor Nicola Steedman, Deputy Chief Medical Officer at the Scottish Government, said: “The assessment lays bare the fact that too many LGBT+ people are subject to significant inequalities which impact every aspect of their lives. I’m grateful to everyone who took part in the research and NHS Greater Glasgow and Clyde and NHS Lothian for carrying out this important work.

“The Scottish Government is committed to reducing inequality – in all its forms – and we welcome the report. We will continue to work with, and across our partners, to improve the health and wellbeing of our LGBT+ communities.”

Mark Kelvin, Chief Executive of LGBT Health and Wellbeing, said: “This report highlights what many of our community members experience in their daily lives.

“Whilst many people believe that LGBTQ+ people have achieved equality, this report reminds us that there is still a lot of work to do. Scotland is celebrated as being a welcoming and inclusive country and whilst that is true, almost half of LGBTQ+ respondents experienced discrimination in the past year.

“The report also highlights the health inequalities that still exist for many of us and provides very useful and realistic recommendations that will help LGBTQ+ people to live well.

Speaking specifically on how COVID-19 has impacted the LGBTQ+ community, Mark pointed out the dependency on LGBT nightlife for socialisation. He added: “Whilst the closure of pubs and clubs can be seen by many as an inconvenience, for LGBTQ+ people queer-friendly spaces provide an important place of safety and belonging.

“This meant that during the months of closures, people were shut-off from contact with others like them. I’m hopeful that this report can restart conversations with local authorities and other interested parties to open LGBTQ+ Community Centres, where people of all ages can access a place of safety, information, support, and importantly connection.”

Mhairi Crawford, from LGBT Youth Scotland, said: “LGBT Youth Scotland notes the publication of the health needs assessment of LGBT research findings report. We know from our own recently published research that health care remains a significant issue for LGBTI young people in Scotland.

“In particular, we welcome the recommendations for healthcare providers and other public bodies to undergo training, which is a key part of our LGBT Charter, in which we also support organisations to undertake reviews of policies and practice to ensure that they are as welcoming as possible for the LGBTI community, whether they are staff, clients, pupils or wider stakeholders.

“We know that alcohol free spaces are highly valued by young people we work with in our youth spaces – so we welcome the recommendation for more LGBT spaces that don’t have alcohol.

“Finally, we also welcome the recommendation that schools should undertake the LGBT Charter as we know this can have a massive impact on daily lives of LGBTI young people.”

ENABLE Scotland launches #MyOwnFrontDoor campaign

ENABLE Scotland launches campaign to address the ‘human rights emergency’ of hundreds of Scots who have learning disabilities being forced to live far away from their families or stuck in hospital. 

#MyOwnFrontDoor calls for urgent change to uphold the human rights of all adults with learning disabilities in Scotland to live in the community of their choice by 2023.

A new campaign launches today to unlock the door for hundreds of adults with learning disabilities to have the right to a home they choose and to live in the community of their choice, as Scotland’s largest member-led charity calls on society to address the “human rights scandal” facing people with learning disabilities in Scotland.

ENABLE Scotland’s latest campaign – #MyOwnFrontDoor – is being led by the charity’s 12,000 strong membership and supporter network to address what it describes as a “level of discrimination that we do not expect and would not expect other people in our society to bear“.

Due to lack of support to live in their own communities close to their loved ones, official data reveals that over 1,000 adults have been sent by Scottish local authorities to live ‘out of area’, meaning not in their home local authority area.  Beyond this, a further 67 people are living in hospital.  22% of these people have been there for more than 10 years.

Despite a Scottish Government report highlighting this issue in 2018, which recommended that better specialist social care support should be available across Scotland to support these individuals to live in the community of their choice, there has been no monitoring of progress, and ENABLE Scotland fear that the situation has deteriorated further.

The campaign is calling for urgent action to end hospital living for people with learning disabilities; and to put immediate plans in place to ensure that all people in delayed discharge or who have been displaced ‘out of area’ are supported to return to live in the home they choose and the community they choose, close to the people they love by 2023.   

Already the charity supports 6,000 people to live independently across Scotland, including some people who were previously living in hospital or other institutional settings for many years, or who have been fighting for their rights to live closer to their families.

People, like Nova, who ENABLE Scotland helped to support to move back to Scotland from England and live in her own house, close to her family. Before ENABLE Scotland got involved, Nova, who is in her early forties, was offered a placement in a care home for the elderly and it took more than a year to support her to get her own keys to her own front door.

Launching the campaign, John Feehan, an adult who has a learning disability and who is an active member of ENABLE Scotland, said: “It can be so hard to speak up for yourself when you have a learning disability.  It is even harder to make people listen.  

“That is why I am speaking out.   It makes me so angry that other people who have a learning disability are stuck in hospital, or being forced to live far away from their families.  This has been going on for too long now.

“Some people think that people who have a learning disability are not able to live in local communities like everyone else.  They think that that it is easier for them to be locked away in hospital, or to live with lots of other people who have a learning disability. 

“That isn’t true.  It is only because the right support is not there – it’s not the person’s fault.  Anyone can live anywhere with the right support.  If they don’t want to be where they are, people need help to get back to live close to their families or to get out of hospital – right now.”

Jan Savage, Director of ENABLE Scotland, said: “This is a human rights emergency. It is a national scandal – hidden in plain sight. People who have a learning disability – brothers, sisters, sons and daughters – are being forced to live far from home, to “live” in hospital, or to live in care settings where they are uncomfortable and unhappy.

“I am sure that people will be shocked to learn about the situation our fellow citizens find themselves in. But they should be reassured that better is possible.

“Clear and decisive action is now required to adopt a ‘Community First’ principle to end the practice of people being sent out of area; to nationally invest in high quality, consistent, specialist social care support to be available in every community; and to stop building new multi bed units for people who have a learning disability. These are not the solution – they perpetuate the problem.

“We cannot wait any longer. People who have learning disabilities are being subjected to a level of discrimination that we would not, and do not, expect other groups in our society to bear.

“We are determined that this campaign will start a movement for change as each and every one of us stand up for the human rights of all people with learning disabilities in 2022. The keys to unlocking their own front door are in our hands.”

John Dalrymple, Director of Radical Visions, said: “Everything we know about the disastrous effects of segregation and exclusion and all the evidence we have about good social care practice argues for an immediate halt to the placement of people in institutions.

“Everything we say we believe about basic humanity, independent living and universal human rights compels us to support campaigns like #myownfrontdoor and ensure that in future no-one is denied a home of their own.”

My-Own-Front-Door-Campaign-ReportDownload

A new campaign report from the charity – My Own Front Door – proposes five key steps that public bodies must take now to unlock the right to an own front door for people who have a learning disability. 

The five keys are:

  • Close all Assessment and Treatment Unit (ATU) beds and end the practice of Scottish citizens being sent out of the country.
  • Immediately implement a Community First principle for the commissioning of support for all adults and children who have a learning disability in Scotland – ending the commissioning of multi bed units.
  • Invest nationally in a Specialist Provider Network to improve local support in every area in Scotland.
  • Maintain a national at-risk register and ensure that everyone identified on this has a plan by 2023 to come home to the community of their choice.
  • Create a national Community Living Panel to ensure oversight and accountability of decision making about individual placements.

As part of this campaign, the charity is offering support and advice to any individual or family who is affected by this issue, and is asking members of the public to raise the issue directly with their local MSPs.

To join the movement, act, share, speak up and get informed, please visit:

www.enable.org.uk/myownfrontdoor.

‘Conversion practices have no place in Scotland’

Expert group to advise on ban in Scotland

An expert group is to be established to advise the Scottish Government on the banning of conversion practices, which aim to change a person’s sexual orientation or gender identity.

The group will include people with personal experience of conversion practices as well as representatives from LGBTI organisations, faith and belief communities, mental health professionals and academics.

The Scottish Government has committed to introducing legislation to end conversion practices as comprehensively as possible within devolved powers by the end of 2023.

It is anticipated the expert advisory group will begin its work early next year and this, alongside recommendations from the Equalities, Human Rights and Civil Justice Committee and other evidence and research, will inform the Scottish Government’s approach.

Social Justice Secretary Shona Robison said: “We are clear about the need to end conversion practices in Scotland –  ensuring that everyone, regardless of their sexual orientation or gender identity, is safe from them. These practices are harmful, discriminatory, and have no place in our society.

“Work is now underway to establish an expert advisory group on banning conversion therapy and its remit will include recommending an agreed definition of conversion practices.

“We will explore how legislation can best protect and support those who need it, while ensuring that freedoms – including freedoms of speech, religion, and belief – are safeguarded.

“We are also considering what non-legislative steps we can take to end conversion practices, and support survivors.”

The 2021-22 Programme for Government commitment to end conversion practices is also part of the shared policy programme between the Scottish Government and Scottish Green Party.

The remit of the new expert advisory group will include:

  •      recommending an agreed definition of conversion practices;
  •      drawing together existing data and evidence on conversion practices, including international practice; 
  •      advising on potential actions to ban, end, or reduce conversion practices;
  •      advising on support for victims and survivors;
  •      advising on aligning any ban with commitments to protect freedom of expression and freedom of religion, in line with existing legislation;
  •      advising on how mental health services, religious bodies and other professionals should be supported to provide appropriate services to people seeking help and advice in relation to their sexual orientation or gender identity

Racially aggravated assault: Fifteen year old girl charged

A 15-year-old girl has been charged in connection with a racially aggravated assault. The incident happened shortly after 9pm last Friday (8th October) on Leith Street.

A report will be submitted to the youth justice authorities.

Chief Inspector Clark Martin said: ““Racism and discrimination of any kind is unacceptable and has no place in our society and we thoroughly investigate all incidents which are reported to us.

“We also work closely with a range of partner agencies, including universities and students organisations, to ensure students and young people feel safe in our city.

“We will be carrying out additional patrols in Edinburgh city centre to reassure people and to address any concerns. These patrols will be carried out with a specific focus on youth disorder.”

With Fairness in Mind: £5 million to address mental health stigma

See Me awarded continued funding

The national programme to eliminate mental health stigma and discrimination has been awarded £5 million of Scottish Government funding for five years.  

The continuing investment in See Me, which has been announced alongside the launch of their new strategy, With Fairness in Mind, will allow See Me to carry on their important work as part of the wider national response to the mental health impact of the COVID-19 pandemic.

Mental Wellbeing Minister Kevin Stewart said: “I am pleased to announce continued funding for See Me of £1 million a year until March 2026. This is not only a sign of our trust and belief in See Me but also in recognition of the importance of tackling the stigma and discrimination.

“We know that the pandemic has had a substantial impact on the mental health of the population, and is likely to continue to do so. It has never been more important to look after our mental health. That is why we are working to create a Scotland where people can get the right help at the right time, and to fully enjoy their rights, free from stigma and discrimination.

“Tackling stigma is crucial to mental health improvement, because of the barriers it presents for recovery, prevention and early intervention. Reducing stigma creates the best conditions for positive mental wellbeing, enabling more people to access the support, care and treatment they need.”

Wendy Halliday, See Me Director, said: “Stigma and discrimination can have a devastating impact on the lives of people with mental health problems. It can stop people from getting the right help and support, it can cause people to lose their jobs, it can leave people isolated and, for young people, they can find themselves being judged and dismissed when trying to reach out.

“That’s why the launch of our new five-year strategy, With Fairness in Mind, and the continued investment in the See Me Programme from the Scottish Government is so important. There must be this ongoing commitment to ending the deep rooted stigma that exists in Scottish society, especially in workplaces, education, health and social care and communities.

“At See Me we want to see a change in the way support and treatment for mental health is thought about, so tackling stigma and discrimination, and addressing the barriers they create, is seen as essential to any action to improve mental health.”

You can read the strategy here https://www.seemescotland.org/about-see-me/.

Statement on historical links with Atlantic slave trade

A joint statement from NHS Lothian and Edinburgh and Lothians Health Foundation:

We are aware that hospitals across Lothian have benefited from funds realised from the Atlantic slave trade.

With colonialism and slavery being central to the national economy from the 17th to the 19th centuries, both Edinburgh and Lothians Health Foundation and NHS Lothian can be considered as joint descendants of the legacies of these donations and endowments.

We do not believe that there is a limitation period on such contributions and have a responsibility to address this legacy of colonialism, racism and slavery and use this learning to help remove inequality and shape a positive future for all.

We have made a commitment to research, understand and acknowledge our history so that we can learn from it and act. We will:

  • create a consultative advisory group, with representation from staff, patient, and community groups, to help guide and shape the research, learning and related outputs.
  • fund a research post to review archive evidence and secondary sources to compile a thorough documented history of the links between the old Royal Infirmary of Edinburgh and the Atlantic slave trade. (Funded by Edinburgh and Lothians Health Foundation)
  • use the research to guide outcomes and outputs and make recommendations for action to the NHS Board
  • seek to work alongside other institutions (such as the University of Edinburgh) who are undertaking similar reflective exercises.   

The impact of the roots of the slave trade is evident in the inequalities that we see today, with COVID-19 exacerbating and giving a public spotlight to these inequalities.

As an employer and healthcare provider we state without reservation that all staff and patients must be treated equally, irrespective of skin colour, culture, religion, sexuality, age, disability or gender.

We support the fundamental need for equality and inclusion at the heart of what we stand for. It is important that all staff and representatives of NHS Lothian, treat one another with care, compassion, dignity, and respect. These are a key part of our organisation values.

Working to embed diversity, equity and inclusion in everything we do

We believe better health for all is within our reach and in no way condone the actions of historical donors. Acknowledging and understanding this history and using this learning to inform our corporate objectives will support us to become a more diverse and inclusive organisation and help us to tackle racism, discrimination and inequality.

Though we have much to learn and more work to do, ongoing reviews of our internal processes and systems have already led to positive, practical changes in the way we work.

The following examples outline work that is already taking place:

  • Staff Networks
    We have established four Equalities Staff Networks, and committed to increasing support for them, and potentially further networks in the coming year.  At present we have vibrant groups as follows;
    • Black & Ethnic Minority Staff Network
    • Disabled Employee Network
    • LGBT+ Staff & Allies Network
    • Youth Staff Network
       
  • Corporate Objective and Workplans
    Our Corporate Objective 2021 – 22 on race ethnicity and diversity demonstrate our commitment to act now – starting with a facilitated series of one to one and group discussions involving our Corporate Management Team and Staff Network members
  • Our detailed Advancing Equality Action Plan 2021-22 was devised and agreed with members of all our staff networks over a series of workshops in Spring 2021
  • 360 Visions – Managed by Edinburgh and Lothians Health Foundation’s Tonic Arts programme, 360 Visions uses theatre, storytelling, music and filmmaking to understand NHS Lothian BME staff experiences of the COVID-19 pandemic from an equalities perspective and explores the multi-faceted challenges faced not only by BME staff, but also by Disabled, LGBT+ and Youth staff members. The aim is to help open a door for all colleagues to gain awareness of the difficulties faced on a daily basis, both in and outside of work, and why change needs to happen. It bridges a gap to enable staff to further educate themselves about the daily struggles, in order to create a culture of inclusivity, diversity and acceptance which allows positive changes to be achieved. NHS Lothian has come a long way to improve culture and diversity, but COVID-19 has reinforced that there is still work to be done. As part of this ongoing work, the 360 Visions creative programme will help provide a platform for diverse viewpoints to be voiced and heard, celebrating the incredible work and diversity of NHS Lothian.
  • Reflecting Diversity in our Art Collection – Our Art Collection plays an important role in the improved health and wellbeing of staff, patients and visitors with over 2,750 artworks displayed across over 40 NHS Lothian sites. We have undertaken a review of our collection to ensure this is reflective of a wide and diverse culture.
  • Review of EDI practices within our funded programmes
    Edinburgh and Lothians Health Foundation’s Tonic Arts team is working with Knowledge Bridge to help embed EDI as a core part of the Tonic Arts programme. Knowledge Bridge is working with the Tonic Arts team to review the current programme and develop an inclusive strategy, advising on how to develop a more diverse and inclusive Arts in Health programme for NHS Lothian.  

Funding to support equality and human rights

Additional £1 million annually for third sector organisations

Organisations across Scotland will share £21 million funding over three years to advance human rights, promote equality and tackle discrimination.

A total of 48 organisations – including five specialist human rights organisations – will benefit from the new Equality and Human Rights Fund.

Overall, this new three-year programme will provide an additional £1 million per year for organisations dedicated to tackling inequality and discrimination, furthering equality and advancing the realisation of human rights in Scotland.

One of the charities set to receive funding for the first time is Civil Rights First, which provides specialist legal advice and representation to people with protected characteristics such as ethnicity, age or disability.

Five human rights organisations receiving additional funding for the first time are: Civic Rights First, Environmental Rights Centre for Scotland (ERCS), Glasgow Council for the Voluntary Sector, JustRight Scotland SCIO and The Poverty Alliance.

Other organisations include Intercultural Youth Scotland, Generations Working Together and Neighbourhood Networks in Scotland.

Equalities Minister Christina McKelvie said: “We want to build a fairer, more equal Scotland which is free from discrimination and where the human rights of everyone are respected, protected and fulfilled.

“Equality and human rights are at the heart of all we do. As we ease out of the pandemic, we are providing an annual increase of £1 million to support the vital efforts of these expert organisations to strengthen communities, further equality, and advance human rights of people across the country.”

Dionne McCabe, Trustee of Civil Rights First, said: “This funding award, made in recognition of our specialist service delivery, is a significant step for our small charity in delivering to the most vulnerable with access to justice and a step change in growth across Scotland.

“We look forward to making a real difference with positive outcomes for vulnerable people.”

A spokesperson for the Poverty Alliance said: “We are delighted to be one of the organisations awarded funding by the Equality and Human Rights Fund.

“Rights in Action, our funded project, will support organisations and individuals to better understand and use their economic, social and cultural rights to address poverty.

Celia Tennant, Chief Executive of Inspiring Scotland, which manages the fund on behalf of the Scottish Government, said:  “Everyone in Scotland deserves, and has a right, to live their life to their maximum ability, to contribute to society in the widest terms, and to have full self-determination.

“The large number of strong applicants to the fund demonstrates the depth of commitment from the third sector. We look forward to working with the diverse range of funded groups to share challenges, develop solutions and amplify learning.”

The Equality and Human Rights Fund is a new programme that supports organisations that deliver work focussed on tackling inequality and discrimination, furthering equality, and advancing the realisation of human rights in Scotland.

AGEIST BRITAIN?

OVER A THIRD OF SCOTS REVEAL THEY FEEL NEGLECTED AFTER TURNING 50

·       Over a third (33%) of Scots revealed that 50 was the age they begun to feel neglected or invisible in society

·       36% of Scots over 50 don’t think brands advertise to their age and 17% don’t think magazines represent their age

·       Over half (56%) of Scots say that being neglected by society makes them feel underappreciated, and a third say it makes them depressed and anxious

·       This also impacted over 50s’ career decisions in Scotland, with a quarter (25%) admitting they feel they’re unable to apply for jobs because of their age

Over a third of Scots (33%) have revealed that 50 was the age they begun to feel neglected and invisible in society, according to new research by SunLife released today.

The research found that 56 was the average age Scots over 50 began to feel this way, and that over half (56%) of those over 50 said prejudice towards their age causes them to feel underappreciated, let down (34%) and depressed or anxious (36%).

The new Retiring Ageism report, which follows SunLife’s 2019 Ageist Britain campaign, surveyed 2,000 UK adults and analysed UK brands’ representation of over 50s across their marketing activity.

SunLife’s new research found that due to feeling neglected or invisible in society because of their age, a quarter (24%) over 50s living in Scotland are less inclined to try new things, and a third opt to stay home and miss events (31%).

A fifth (21%) of those over 50 said these feelings made them less inclined to keep fit, active and healthy, directly impacting their physical health. 

These feelings also influenced Scots over 50s’ career decisions, with a quarter (25%) admitting they didn’t apply for jobs because of their age and one in six (14%) not applying to a job they had wanted.

Feeling neglected also has a harmful effect on relationships, with 16% of Scots believing their friends and family don’t invite them out because of their age.

Claire Turner, Director of Evidence, Centre for Ageing Better, commented on the lasting effect misrepresentation can have on those over-50: “We know that ageism has a hugely devastating impact on people, and this report highlights the scale of the issue. Too many people are made to feel invisible because of their age.

“Ageism affects people at work, it affects people’s health, and it can affect the way they see themselves. Our research has found that many people over-50 believe they have been turned down for a job because of their age, and many have been put off applying for jobs as they sound like they’re aimed at younger candidates.

“From the casual ageism of products labelled ‘anti-ageing’ to the way we’ve seen older people spoken about during the coronavirus pandemic, it’s clear that as a society we’ve got a long way to go on this issue. It’s great to see this report shine a light on the issue, and contribute to the vital conversation around ageism.”

Across the UK, SunLife’s Retiring Ageism report found that misrepresentation of over 50s remains prevalent, with more than half of adults over 50 citing that the fashion industry (56%), the sports industry (52%) and the business industry (43%) fail to represent their age well.

Additionally, over three quarters (78%) of those over the age of 50 said they hadn’t seen accurate representation of their age bracket by companies or celebrity personalities within the past year, with Nike, Next and Adidas called out as the top three worst brands for representing over 50s.

The media has also been revealed to mischaracterise over 50s, with just 15% feeling as though national newspapers represented their age bracket well, and only 12% feeling well represented in local newspapers. Furthermore, 21% of 50-59 year olds felt as though they didn’t see people their age in magazines, with this rising to a quarter (24%) of 60 to 69-year olds.

Ian Atkinson, director of marketing at SunLife, added: “We want to keep shining a spotlight on the issue of ageism – specifically, on the misrepresentation of the over 50s in society and the media. Our new report has revealed that this is particularly prevalent in the workplace, advertising and the world of entertainment.

“Unsurprisingly, it can have lasting effects on the mental and physical health of those over 50 who feel misrepresented, causing them to alienate themselves from family and friends. By raising the profile of this problem, we want to continue our ambition of retiring ageism once and for all and encourage other brands to cater to this age bracket who deserve to be recognised.”

Alongside the report, this year SunLife will be actioning three pledges to encourage brands to celebrate life over 50 and help retire ageism once and for all. These include sharing the research and image galleries with leading UK charities to help support them with their initiatives aimed towards over 50s, as well as developing a series of best practice guidelines to assist brands and media.

SunLife found that when searching for imagery of older people, the results often portray an inauthentic view of life after 50 and embody ageist stereotypes. To help counter this, SunLife have embarked on creating their own image galleries, generating these from photoshoots using real people to help authentically show the positive side of life after 50.

The full report and opening foreword from Ian Atkinson can be viewed here:

 https://www.sunlife.co.uk/siteassets/documents/sunlife-ageism-report-2020.pdf