Addressing the Health Inequalities

of Lesbian, Gay, Bisexual and

Transgender (LGB&T)

Mary Black

May 2013

Purpose• Improve health and social wellbeing and

reduce health inequalities• Protect health• Improve quality and safety of health and

social services• Improve early detection of disease

Life Expectancy in N.I. 2008-10The gap between the most and least deprived areas

72.6

78.977.1

81.580.1

83.4

65

70

75

80

85

Males Females

Life Expectancy at Birth in

years

Most Deprived 20%

NI average

Least Deprived 20%

Determinants of Health

General Socio-Economic

Cultural and Environmental Conditions

Advertising

Taxation

EnvironmentLiving and Working Conditions

Workenvironment

Education

Unemployment/Employment

Water andsanitation

AgricultureAnd food

productionHealth care

services

Social and Community Networks

Crime andjustice

I ndividual Lifestyle

Factors

Smoking StressAge, Sex &

Hereditary

f actors

Housing

I nclusion/Exclusion

Source: Dahlgren & Whitehead 1991

Marmot Review of Health Inequalities, England, February 2010

Principles of the PHA Approach Clear focus on Outcomes Community Participation Partnership Based on Best Evidence Innovation Risk Taking Evaluation Research and Development

Building Blocks For A Healthy Life

Working with others to

1.Give every child & young person the best start in life

2.Ensure a decent standard of living for all

3.Build sustainable communities

4.Make healthy choices easier

5.Ensure high quality care

Regional Thematic Action Plan for Lesbian, Gay, Bisexual and Transgender (LGB&T)

Aim: To address the Health Inequalities experienced by Lesbian, Gay, Bisexual and Transgender individuals and communities in Northern Ireland.

4 key objectives:

Reduce stigma and discrimination by increasing public awareness, understanding and skills and create a safe and open environment for people who are LGB&T.

Ensure Health and Social Care and related services are accessible and sensitive to the needs of LGB&T people.

Commission a range of services for people who are LGB&T and ensure awareness of those services.

Provide leadership and include LGB&T sector in the development of action plans and evaluate progress against agreed action plans.

Objectives continued .....

LGB&T Staff ForumThrough Our Eyes – Experiences of LGB People in the

Workplace

“1 in 4 respondents working in the Public Sector conceal their sexual orientation and that some 40% of respondents from the public sector had heard negative comments about LGB&T people from a colleague or colleagues in the workplace”

Ref: The Rainbow Project 2011

Action Online Survey with staff working across all

HSC settings. Workshops facilitated with LGB&T Staff. First meeting of Forum held June 2011. Confidential email address established. 100 members on data base.

Key achievementsMission Statement.

“A Forum to provide a safe and welcoming space for lesbian, gay, bisexual and transgender people working within health and social care, create an inclusive environment, and improve wellbeing.”

Key achievements to date: 2012 PRIDE events in Belfast, L’Derry and

Newry. LGB&T E-Learning pilot. Pilot of Survey Questionnaire for HSC Staff

Research.

Key achievements contd... Visit from Department of Justice Staff Forum. Visit from NIPSA Staff Forum. Meeting with Belfast City Council. Article in BMA Staff Newsletter. Action Plan for 2013.2014 developed. Development of a dedicated website ongoing. Support for development of Posters for HSC

Settings.

Creating inclusive workplaces – translating policy into practice Training and awareness for frontline staff

including: Midwives, Nurses and School Nurses. Training for Social Care staff working in adoption

and fostering teams (South Eastern Trust). Development of Guidelines for LGB&T Older

People in Residential and Day Care settings. Support for RCGP to develop Guidelines.

Vision for the future

Continued support from all HSC Organisations.Increased visibility of Forum within HSC Organisations.Increase numbers of LGB&T Staff on Forum database.Forum involved in helping to inform and shape future policy developments as appropriate.

Vision for the future contd... Increased emphases on training for staff on

LGB&T issues and promotion of E-Learning.

http://lgbtelearning.hscni.net Baseline data on sexual orientation and gender

identity issues within HSC Organisations. Endorsement of Research proposal by Directors

of Human Resources.

In conclusion

• Leadership• Participation• Partnership• Action