Assessment of the impact on racial equality
In order to build on its existing work the College has adapted
the recommendations in CR92 to identify the College functions and
policies that are most relevant to the General Duty of the Race
Relations (Amendment) Act 2000. This has resulted in the following
assessment:
Having a policy of zero
tolerance regarding racial harassment by or between members,
associates, trainees and staff.
The College does not have a culture in which it is easy for
members, trainees or associates to make formal complaints about
discrimination, however, there is anecdotal evidence that
discrimination exists in the College.
Ensuring that core
training and education of members, associates and trainees includes
capability in race and culture issues
The course content for the MRCPsych examinations has been reviewed
and a two-day curriculum development event took place in 2001. This
is being followed up by changes to the course content and exam
questions to better reflect the need for psychiatrists to be
sensitive and capable in their responses to the needs of culturally
diverse patients.
Ensuring that Black and
minority ethnic members, trainees and associates have access to and
are able to fully benefit from all functions of the
College
There are potentially some issues with regard to the sponsorship
scheme through which doctors from other countries are able to train
in the UK. This is in relation to flexibility of placements and the
capacity to find a consultant sponsor. Some doctors are reported to
experience hostility and discrimination but owing to their
dependence on the sponsor to remain in the scheme may be reluctant
to complain or raise issues. There are possible implications
regarding wider NHS recruitment campaigns and psychiatrists who are
asylum seekers or refugees.
There are known to be differential pass rates amongst MRCPsych
candidates who gained their primary qualification in another
country. There has not been a system of ethnic monitoring for
MRCPsych candidates that would enable more robust exploration of
these issues.
All College representatives who sit on appointment committees
are provided with training, which includes a brief section on
equality of opportunity. The regional advisor assesses all job
descriptions and there are feedback forms from each appointment
committee to note any untoward events including anything that may
affect equality of opportunity.
However, the appointment system is thought to be flawed and
likely to adversely affect people from Black and minority ethnic
groups for a variety of reasons. It was also felt that in addition
to appointments of consultants there are issues regarding
rotational placements and the appointment of tutors and Specialist
Registrars that need to be included in the assessment.
There is a need for more information about non-career grade
doctors who are affiliated to the College and inceptors, as this
group is thought to contain a higher than average number of Black
and minority ethnic doctors.
Taking action to
support members in ensuring that Black and minority ethnic service
users and carers have access to mental health services
The issues of differential access to services by Black and minority
ethnic patients are well documented ranging from
under-representation in community services to over-representation
within inpatient care. The public functions of the College in this
regard require particular consideration as many of these issues
relate to the public functions of Trusts and other services. The
College has a database of psychiatrists who speak a variety of
languages but this is not generally known about and is not
regularly or systematically updated.
Establishing and
sustaining effective consultation and engagement with Black and
minority ethnic user and carer groups
There is insufficient representation of Black and minority ethnic
individuals on the Patients and Carers Committee. A specific user
group to help Black and minority ethnic users enter into dialogue
with the College has been set up but this has not met for some
time. There is a significant degree of anger and resentment among
many Black and minority ethnic users who have attempted to enter
into dialogue with the College but who do not feel this has been
successful. Although, appreciation at recent attempts by the
College to address this is expressed.
Promoting awareness of
the potential for discrimination in use of Mental Health
legislation
There are well-documented issues related to the use of mental
health legislation and Black and minority ethnic patients. In
particular there is felt to be a need to include race equality in
mental health legislation training. There is a general lack of
practice notes and guidance for use of mental health legislation in
relation to Black and minority ethnic detained patients.
Ensuring that all
research directed or influenced by the College takes appropriate
account of race and culture
There is insufficient epidemiological research that includes Black
and minority ethnic communities.
Ensuring race equality
is an integral part of College monitoring and quality assurance
policies, procedures and standards.
The College has specific employment duties and needs to establish
an ethnic monitoring system that records numbers of staff in post
and applicants for employment, training and promotion.
The ethnicity of College members is recorded although there are
approximately 19% of members who did not complete the ethnic
monitoring form in the last census. The College is currently
undertaking a fresh census and is adopting the 2001 national census
categories as adapted by the Commission for Racial Equality in
their guidance on ethnic monitoring.
Specific assessments will be undertaken on policies and
procedures relating to establishment and membership selection of
committees, the award of Fellowships, Honorary Fellowships, and
Distinction Award nominations. The external audit being undertaken
by the Centre for Ethnicity and Health will continue to contribute
to the assessment process.