Gender bias in healthcare staff towards female patients and relatives

Summary

The requester asked Manx Care for surveys, reports, training materials, and policies regarding gender bias in healthcare. The authority responded by providing training materials focused on unconscious bias, including definitions, types, effects, and strategies for reduction, rather than specific gender bias surveys or reports.

Key Facts

• Manx Care provided 27 pages across 3 documents in response to the request.
• The disclosed information consists primarily of general unconscious bias training materials rather than specific gender bias surveys.
• The materials define the difference between explicit (conscious) and implicit (unconscious) bias.
• The response includes a list of various types of unconscious bias, including gender, age, and affinity.
• Strategies for addressing bias in oneself and others are outlined, referencing the Implicit Association Test (IAT).
• The outcome of the request was recorded as 'All information sent'.

Data Disclosed

• 2024-05-27
• 2024-07-11
• 27
• 3
• 3884237

Original Request

Please provide me with any surveys or reports into gender bias towards female patients and relatives by healthcare staff (including doctors, nurses etc). Please also provide me with details of training or awareness materials given to healthcare staff with regards to gender bias and gender inequality. I would also be grateful for any policies or guidelines that healthcare staff would need to follow to ensure that gender bias by them does not affect a patient's medical care. Thank you.

Data Tables (4)

Full Response Text

Unconscious Bias Image by rawpixel.com on Freepik Image by sergeycauselove on Freepik What is Unconscious Bias? What is Unconscious Bias? • Will power • Short term memory • Critical thinking • Logical thinking • Will power • Short term memory • Critical thinking • Logical thinking • Imagination • Habits • Beliefs • Emotions/values • Protective reactions • Intuition • Long term memory • Imagination • Habits • Beliefs • Emotions/values • Protective reactions • Intuition • Long term memory Conscious Mind Conscious Mind Subconscious Mind Subconscious Mind V Line of Consciousness Explicit (conscious) bias Attitudes and beliefs that we have about a person or group on a conscious level. We are fully aware of these, so they can be self reported Implicit (unconscious) bias Unconscious attitudes that lie below the surface, but may influence our behaviours Conscious (Explicit) Bias Unconscious (Implicit) Bias • Expressed indirectly • Unaware of bias • Operates subconsciously • Example: ‘sitting further away from men than women’ • Expressed directly • Aware of bias • Operates consciously • Example ‘I like women more than men’ Types of unconscious bias Contrast Halo and Horns Authority Age Conformity Confirmation Beauty Attribution Name Height Weight Disability Affinity Gender Race Sexual Orientation Effects of unconscious bias? Health Company reputation / Client relations Employee experience Employee retention/ turnover Promotions / Work Allocation Recruitment Performance management Discriminatory legal action Benefits of reducing Unconscious Bias Inclusive environment Inclusive environment Lessons misunderstandings and conflicts Lessons misunderstandings and conflicts Boosts productivity Boosts productivity Promotes innovation and creativity Promotes innovation and creativity Leads to fair decision making Leads to fair decision making Attracts diverse talent Attracts diverse talent Observe Select Meanings Assumptions Conclusions Beliefs Actions I take actions based on my adopted beliefs I refine and update my beliefs about the world I draw conclusions I make assumptions based on things “I know” and meaning I add Add meanings to selected observations I select, or filter, some portion of the data that I observe I observe external data and occurrences Pool of available data Argyris, C Your beliefs effect what data you select the next time The Reflective Loop How to reduce unconscious bias in yourself Strategic Planning Infographics Evaluate to determine how this portrayal occurred and how to prevent it in the future 03 Label the response or portrayal as stereotypical 02 Become aware of your bias – take an IAT test 01 Replace stereotypical response or portrayal with one that is non- stereotypical 04 https://www.unconsciousbiasproject.org/ https://implicit.harvard.edu/implicit/takeatest.html How to address unconscious bias in others Make it private, not public “I had something to share about our meeting today, can I speak to you later today?” Keep it safe, not contentious “In today’s meeting I saw that you found my idea laughable. I was a bit confused, what did that mean?” State the facts, not add to the story “I wanted to let you know that today was the third time that you confused me with someone else” Share the impact, not anger “Not being called my correct name makes me feel insignificant and embarrasses me with the team” Seek information, not push blame “I wanted to know if you realise that chuckling at my ideas in a meeting can make me feel ridiculed?” Aim for understanding, not give warnings Ask for their side of the story so that you can seek change “There are no bad people, just bad thinking habits. Unconscious bias is a habit we have learned and which we can unlearn. The only shame in having a bias is in not wanting to better manage it for the sake of our colleagues and customers” Professor P. Jones

Unconscious Bias Image by rawpixel.com on Freepik Image by sergeycauselove on Freepik What is Unconscious Bias? What is Unconscious Bias? • Will power • Short term memory • Critical thinking • Logical thinking • Will power • Short term memory • Critical thinking • Logical thinking • Imagination • Habits • Beliefs • Emotions/values • Protective reactions • Intuition • Long term memory • Imagination • Habits • Beliefs • Emotions/values • Protective reactions • Intuition • Long term memory Conscious Mind Conscious Mind Subconscious Mind Subconscious Mind V Line of Consciousness Explicit (conscious) bias Attitudes and beliefs that we have about a person or group on a conscious level. We are fully aware of these, so they can be self reported Implicit (unconscious) bias Unconscious attitudes that lie below the surface, but may influence our behaviours Conscious (Explicit) Bias Unconscious (Implicit) Bias • Expressed indirectly • Unaware of bias • Operates subconsciously • Example: ‘sitting further away from men than women’ • Expressed directly • Aware of bias • Operates consciously • Example ‘I like women more than men’ Types of unconscious bias Contrast Halo and Horns Authority Age Conformity Confirmation Beauty Attribution Name Height Weight Disability Affinity Gender Race Sexual Orientation Effects of unconscious bias? Health Company reputation / Client relations Employee experience Employee retention/ turnover Promotions / Work Allocation Recruitment Performance management Discriminatory legal action Benefits of reducing Unconscious Bias Inclusive environment Inclusive environment Lessons misunderstandings and conflicts Lessons misunderstandings and conflicts Boosts productivity Boosts productivity Promotes innovation and creativity Promotes innovation and creativity Leads to fair decision making Leads to fair decision making Attracts diverse talent Attracts diverse talent Observe Select Meanings Assumptions Conclusions Beliefs Actions I take actions based on my adopted beliefs I refine and update my beliefs about the world I draw conclusions I make assumptions based on things “I know” and meaning I add Add meanings to selected observations I select, or filter, some portion of the data that I observe I observe external data and occurrences Pool of available data Argyris, C Your beliefs effect what data you select the next time The Reflective Loop How to reduce unconscious bias in yourself Strategic Planning Infographics Evaluate to determine how this portrayal occurred and how to prevent it in the future 03 Label the response or portrayal as stereotypical 02 Become aware of your bias – take an IAT test 01 Replace stereotypical response or portrayal with one that is non- stereotypical 04 https://www.unconsciousbiasproject.org/ https://implicit.harvard.edu/implicit/takeatest.html How to address unconscious bias in others Make it private, not public “I had something to share about our meeting today, can I speak to you later today?” Keep it safe, not contentious “In today’s meeting I saw that you found my idea laughable. I was a bit confused, what did that mean?” State the facts, not add to the story “I wanted to let you know that today was the third time that you confused me with someone else” Share the impact, not anger “Not being called my correct name makes me feel insignificant and embarrasses me with the team” Seek information, not push blame “I wanted to know if you realise that chuckling at my ideas in a meeting can make me feel ridiculed?” Aim for understanding, not give warnings Ask for their side of the story so that you can seek change “There are no bad people, just bad thinking habits. Unconscious bias is a habit we have learned and which we can unlearn. The only shame in having a bias is in not wanting to better manage it for the sake of our colleagues and customers” Professor P. Jones

Manx Care Noble’s Hospital, Strang Braddan, Isle of Man IM4 4R (01624) 650 000

Our ref: 3884237 17 June 2024

Dear

We write further to your request, received 27 May 2024, which states:

"Please provide me with any surveys or reports into gender bias towards female patients and relatives by healthcare staff (including doctors, nurses etc). Please also provide me with details of training or awareness materials given to healthcare staff with regards to gender bias and gender inequality. I would also be grateful for any policies or guidelines that healthcare staff would need to follow to ensure that gender bias by them does not affect a patient's medical care.

Thank you."

Our response to your request is as follows:

The Office of Human Resources (OHR) hold only limited information which might help answer this request as it primarily related to clinical rather than employment matters.
OHR does not hold information on patient experience or clinical governance or training provided to clinical staff other than the more generic courses provided by LEaD

People Analytics does not have any surveys/reports or information on gender bias by healthcare staff towards patients or relatives. OHR does not hold any policies in relation to these matters other than the Equal Opportunities hand book which primarily related to staffing matters. https://hr.gov.im/media/1308/eo-handbook-updated-july- 2023-final.pdf

I have also received the attached training slide and deck and information below regarding training offered by our Learning Organisational and Development Division.

‘The following summarises the training around all aspects of training that is available to ALL colleagues:

A) Equality & Diversity Essentials – eLearning and attached to all new staff members’ learning plans upon commencing their employment with the Isle of Man Government. The content is hosted on our eLearning platform and currently sourced on an annual basis from Cylix (Appendix 1) with the content updated regularly in order to ensure full compliance with the tenets of Equality, Diversity and Inclusivity (EDI).

B) 4 Face to Face modules: generally recommended for HR, and Managers but not explicitly directed to staff.

Module 1 – Introduction to Equality (equality v equity, awareness of protected characteristics and providing equality in the work place)
Module 2 – Unconscious bias
Module 3 – Harnessing diversity
Module 4 – Equality Impact Assessments.

Module 2 is possibly the most relevant and I am attaching the full deck- there is explicit mention made of gender bias and on how all unconscious bias will affect the way that employees think about and treat customers and stakeholders – this is detailed in the notes pages under the slides.’

This does not specifically address gender bias in a clinical setting.

Please quote the reference number 3884237 in any future communications.

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An electronic version of our complaint form can be found by going to our website at https://services.gov.im/freedom-of-information/Review . If you would like a paper version of our complaint form to be sent to you by post, please contact me and I will be happy to arrange for this. Your review request should explain why you are dissatisfied with this response, and should be made as soon as practicable. We will respond as soon as the review has been concluded.

If you are not satisfied with the result of the review, you then have the right to appeal to the Information Commissioner for a decision on; 1. Whether we have responded to your request for information in accordance with Part 2 of the Freedom of Information Act 2015; or 2. Whether we are justified in refusing to give you the information requested.
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I will now close your request as of this date.

Yours sincerely