To provide a picture of availability and equality of access to mental health services for older people prior to the Equality Act. In 2010, a questionnaire was sent to health commissioners in England, Scotland and Wales under a Freedom of Information request. This information was requested for 11 services: in-patient, out-patient, community mental health team (CMHT), CRHT (24 hours and office hours), assertive outreach, intermediate care, dedicated general hospital liaison, rehabilitation, low secure, and specialist psychotherapy. Overall, 132 (76%) replied. Of 11 services, 7 were either unavailable or did not provide equality of access to older people in more than a third of commissioning areas. The greatest inequality found for CRHT and assertive outreach services preferentially developed to serve the needs of younger adults. When provided by specialist older people’s mental health, services were more often considered to ensure equality. Increasing need resulting from an ageing population is unlikely to be met in the face of current inequality. Inequality on the basis of age is the result of government policy and not the existence of specialist services for older people. Single age-inclusive services may create indirect age discrimination. Availability alone is insufficient to demonstrate equality of access. Monitoring the effects of legislation must take this into account.
(Edited publisher abstract)
To provide a picture of availability and equality of access to mental health services for older people prior to the Equality Act. In 2010, a questionnaire was sent to health commissioners in England, Scotland and Wales under a Freedom of Information request. This information was requested for 11 services: in-patient, out-patient, community mental health team (CMHT), CRHT (24 hours and office hours), assertive outreach, intermediate care, dedicated general hospital liaison, rehabilitation, low secure, and specialist psychotherapy. Overall, 132 (76%) replied. Of 11 services, 7 were either unavailable or did not provide equality of access to older people in more than a third of commissioning areas. The greatest inequality found for CRHT and assertive outreach services preferentially developed to serve the needs of younger adults. When provided by specialist older people’s mental health, services were more often considered to ensure equality. Increasing need resulting from an ageing population is unlikely to be met in the face of current inequality. Inequality on the basis of age is the result of government policy and not the existence of specialist services for older people. Single age-inclusive services may create indirect age discrimination. Availability alone is insufficient to demonstrate equality of access. Monitoring the effects of legislation must take this into account.
(Edited publisher abstract)
Subject terms:
mental health services, access to services, age discrimination;
In order to promote more consistency the Scottish Government has being working on providing harmonised questions for use in surveys in Scotland. There are six equality strands: age, gender, disability, ethnicity, sexual orientation and religion/belief. This guidance note provides a harmonized question for collecting information on age.
In order to promote more consistency the Scottish Government has being working on providing harmonised questions for use in surveys in Scotland. There are six equality strands: age, gender, disability, ethnicity, sexual orientation and religion/belief. This guidance note provides a harmonized question for collecting information on age.
Subject terms:
questionnaire design, survey design, age discrimination;
This document concerns the Taking Stock on Age consultation by the Scottish Parliament’s Equal Opportunities Committee. Appended to this submission is an executive summary of Age Concern Scotland’s recommendations for taking forward work on the Scottish age and ageing strategy drawn from research of 25 nations’ approaches to ageing and older people. This response considers age discrimination, particularly for people aged 50 and over, within a devolved policy context but makes reference, where appropriate, to reserved policy which impacts on older people and for which the Scottish Parliament and Executive has within its scope the promotion of equal opportunities.
This document concerns the Taking Stock on Age consultation by the Scottish Parliament’s Equal Opportunities Committee. Appended to this submission is an executive summary of Age Concern Scotland’s recommendations for taking forward work on the Scottish age and ageing strategy drawn from research of 25 nations’ approaches to ageing and older people. This response considers age discrimination, particularly for people aged 50 and over, within a devolved policy context but makes reference, where appropriate, to reserved policy which impacts on older people and for which the Scottish Parliament and Executive has within its scope the promotion of equal opportunities.
Subject terms:
older people, policy, age discrimination, ageing, discrimination, employment, equal opportunities;
This guide is one of a series written by the Equality and Human Rights Commission which aim to support the introduction of the Equality Act 2010. The guidance applies to England, Scotland and Wales. This guide describes the employers’ obligations under the equality law when recruiting a worker and how to avoid discrimination. It covers the following situations and subjects: considering what the job involves and what skills, qualities and experience are required; job adverts, including recruitment of disabled people; application forms and CVs; shortlisting applicants to meet or interview; interviews, meetings and tests; recruiting women who are pregnant or on maternity leave; and equality good practice. In addition the guide provides information about when the employer is responsible for the acts of other people, for example their employees; information about making reasonable adjustments to remove barriers for disabled employees or job applicants; and advice on what to do if someone says they have been discriminated against. The guidance was first published January 2011 and updated in April 2014.
This guide is one of a series written by the Equality and Human Rights Commission which aim to support the introduction of the Equality Act 2010. The guidance applies to England, Scotland and Wales. This guide describes the employers’ obligations under the equality law when recruiting a worker and how to avoid discrimination. It covers the following situations and subjects: considering what the job involves and what skills, qualities and experience are required; job adverts, including recruitment of disabled people; application forms and CVs; shortlisting applicants to meet or interview; interviews, meetings and tests; recruiting women who are pregnant or on maternity leave; and equality good practice. In addition the guide provides information about when the employer is responsible for the acts of other people, for example their employees; information about making reasonable adjustments to remove barriers for disabled employees or job applicants; and advice on what to do if someone says they have been discriminated against. The guidance was first published January 2011 and updated in April 2014.
Subject terms:
labour market, maternity leave, pregnancy, recruitment, age discrimination, disabilities, discrimination, employment, employment law, equal opportunities;
A Member’s Bill proposed by Alex Neil MSP to establish a Commissioner for Older People in Scotland was introduced in the Scottish Parliament on 20 September 2006. This paper provides an overview of the proposals to create a statutory body, accountable to the Parliament, with responsibility for promoting and safeguarding the rights of people aged 60 and over. The briefing paper contains a summary of the Commissioner for Older People (Scotland) Bill. It also covers population change and the definition of older people and an overview of some of the existing organisations working with and for older people. The briefing also covers a finance committee inquiry that considered the role, number, financing and accountability of commissioners in Scotland. Finally, some of the Scottish Executive policy developments are provided as context.
A Member’s Bill proposed by Alex Neil MSP to establish a Commissioner for Older People in Scotland was introduced in the Scottish Parliament on 20 September 2006. This paper provides an overview of the proposals to create a statutory body, accountable to the Parliament, with responsibility for promoting and safeguarding the rights of people aged 60 and over. The briefing paper contains a summary of the Commissioner for Older People (Scotland) Bill. It also covers population change and the definition of older people and an overview of some of the existing organisations working with and for older people. The briefing also covers a finance committee inquiry that considered the role, number, financing and accountability of commissioners in Scotland. Finally, some of the Scottish Executive policy developments are provided as context.
Subject terms:
law, older people, population, public sector, rights, age discrimination, demographics, government policy;
This book asserts that older people from ethnic minorities need not only a voice but a public face. This collection of photographs shows older people in various guises from the more formal portrait style to the relaxed pose of being with friends or on an outing from home. It presents a pictorial record of older people sharing moments of their lives with the experience of growing older in a cultural diversity with dignity.
This book asserts that older people from ethnic minorities need not only a voice but a public face. This collection of photographs shows older people in various guises from the more formal portrait style to the relaxed pose of being with friends or on an outing from home. It presents a pictorial record of older people sharing moments of their lives with the experience of growing older in a cultural diversity with dignity.
Subject terms:
home ownership, leisure activities, mass media, older people, age discrimination, ageing, black and minority ethnic people, families;
This guide is one of a series written by the Equality and Human Rights Commission which aim to support the introduction of the Equality Act 2010. The guidance applies to England, Scotland and Wales. This guide provides information for employers on how to avoid unlawful discrimination when considering working hours, flexible working and time off. It covers how to avoid direct and indirect discrimination; how to make reasonable adjustments to remove barriers for disabled people and avoid discrimination arising from disability; consideration of requests for changes on the basis of association with a protected characteristic (defined as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation); consideration of requests for changes relating to a worker’s religion or belief; consideration of requests for changes relating to a worker’s gender reassignment; pregnancy related absences; maternity, paternity and adoption leave. Illustrative case examples are given. In addition the guide provides information about when the employer is responsible for the acts of other people, for example their employees; the duty to make reasonable adjustments to remove barriers for disabled employees or job applicants; and advice on what to do if someone says they have been discriminated against. Information on where to find more advice and support is also provided.
This guide is one of a series written by the Equality and Human Rights Commission which aim to support the introduction of the Equality Act 2010. The guidance applies to England, Scotland and Wales. This guide provides information for employers on how to avoid unlawful discrimination when considering working hours, flexible working and time off. It covers how to avoid direct and indirect discrimination; how to make reasonable adjustments to remove barriers for disabled people and avoid discrimination arising from disability; consideration of requests for changes on the basis of association with a protected characteristic (defined as age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation); consideration of requests for changes relating to a worker’s religion or belief; consideration of requests for changes relating to a worker’s gender reassignment; pregnancy related absences; maternity, paternity and adoption leave. Illustrative case examples are given. In addition the guide provides information about when the employer is responsible for the acts of other people, for example their employees; the duty to make reasonable adjustments to remove barriers for disabled employees or job applicants; and advice on what to do if someone says they have been discriminated against. Information on where to find more advice and support is also provided.
Subject terms:
leave, maternity leave, paternity leave, pregnancy, racial discrimination, sex discrimination, working hours, age discrimination, conditions of employment, disabilities, discrimination, employment, employment law, equal opportunities, flexible working;
The revised edition of explanatory notes relate to the Equality Act 2010, which received Royal Assent on 8 April 2010. Their purpose is to assist the reader in understanding the Act. They do not form part of the Act and equally are not intended to be a comprehensive description of the Act; they should be read in conjunction with it. The Act has two main purposes; to harmonise law, and to strengthen the law to support progress on equality. This edition of the notes corrects previous formatting and typographical errors and examples given on page 175, paragraph 877 have been revised to improve clarity.
The revised edition of explanatory notes relate to the Equality Act 2010, which received Royal Assent on 8 April 2010. Their purpose is to assist the reader in understanding the Act. They do not form part of the Act and equally are not intended to be a comprehensive description of the Act; they should be read in conjunction with it. The Act has two main purposes; to harmonise law, and to strengthen the law to support progress on equality. This edition of the notes corrects previous formatting and typographical errors and examples given on page 175, paragraph 877 have been revised to improve clarity.
Subject terms:
institutional discrimination, law, LGBT people, maternity leave, pregnancy, racial discrimination, racial equality, religious discrimination, sex discrimination, sexual orientation discrimination, transgender people, age discrimination, disabilities, education law, employment law, equal opportunities;
International Journal of Social Research Methodology, 13(3), July 2010, pp.237-249.
Publisher:
Taylor and Francis
Measuring equalities is important but contentious and challenging; matters of definition, technical details and data availability, and the selection of appropriate measures, are complex. This paper discusses the issues involved in measuring equalities with regard to gender, ethnicity, disability, religion/belief, age, sexual orientation, and social class in the 10 domains of the Equality and Human Rights Commission (EHRC) Equality Measurement Framework. These 10 domains are longevity; physical security; health; education; standard of living; productive and valued activities; individual family and social life, participation; influence and voice; identity, expression and self-respect; and legal security. The authors discuss the purpose and importance of indicators; the criteria for their selection; definitions and data availability across the equalities strands; and technical aspects of measuring equality. The analysis, data and indicators discussed are focused on Great Britain. Following a review of the key challenges and points of contention, the authors suggest potentially suitable key indicators for assessing and monitoring progress, for each of the 10 dimensions, relevant to the full range of equality grounds.
Measuring equalities is important but contentious and challenging; matters of definition, technical details and data availability, and the selection of appropriate measures, are complex. This paper discusses the issues involved in measuring equalities with regard to gender, ethnicity, disability, religion/belief, age, sexual orientation, and social class in the 10 domains of the Equality and Human Rights Commission (EHRC) Equality Measurement Framework. These 10 domains are longevity; physical security; health; education; standard of living; productive and valued activities; individual family and social life, participation; influence and voice; identity, expression and self-respect; and legal security. The authors discuss the purpose and importance of indicators; the criteria for their selection; definitions and data availability across the equalities strands; and technical aspects of measuring equality. The analysis, data and indicators discussed are focused on Great Britain. Following a review of the key challenges and points of contention, the authors suggest potentially suitable key indicators for assessing and monitoring progress, for each of the 10 dimensions, relevant to the full range of equality grounds.
Subject terms:
human rights, performance indicators, racial equality, religious discrimination, research methods, rights, sex discrimination, age discrimination, data collection, discrimination, equal opportunities, evaluation;
These explanatory notes relate to the Equality Act 2010, which received Royal Assent on 8 April 2010. Their purpose is to assist the reader in understanding the Act. They do not form part of the Act and equally are not intended to be a comprehensive description of the Act; they should be read in conjunction with it. The Act has two main purposes; to harmonise law, and to strengthen the law to support progress on equality.
These explanatory notes relate to the Equality Act 2010, which received Royal Assent on 8 April 2010. Their purpose is to assist the reader in understanding the Act. They do not form part of the Act and equally are not intended to be a comprehensive description of the Act; they should be read in conjunction with it. The Act has two main purposes; to harmonise law, and to strengthen the law to support progress on equality.
Subject terms:
institutional discrimination, law, LGBT people, maternity leave, pregnancy, racial discrimination, racial equality, religious discrimination, sex discrimination, sexual orientation discrimination, transgender people, age discrimination, disabilities, education law, employment law, equal opportunities;