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At one time, health services were based on a ‘one size fits all’ model, whereby women and men were treated the same. Now it is clear that women and men experience different routes into illness, and for both, the outcomes vary. For example, men usually develop heart disease 10 years earlier than women, however, women are twice as likely to die from a stroke than men.

Since men and women are not homogenous groups, their experiences of health services can be different depending on facts such as age, disability, sexual orientation or race.

It is vital that health services adopt a gender sensitive approach to treating women and men which is embedded into health service design and practice and which recognises and responds to the their different needs, so that socially determined differences between them do not lead to inequity of access to services.

By taking account of the different needs of women and men, including transsexual people in the design and delivery of services, the quality of outcomes will improve for everyone. Ensuring that gender equality is mainstreamed into services will help the NHS in Scotland deliver value for money by providing services which are more accessible and appropriate to both women and men. Since the NHS is also a major employer, it will improve work practices and benefit staff.

Equality Act 2010 and the Public Sector Equality Duty (PSED)

The public sector equality duty is the latest part of the Equality Act 2010 to come into force and requires the NHS in Scotland to have due regard to the need to eliminate unlawful discrimination, advance equality of opportunity, and foster good relations across all aspects of equality protected by the Act.

The NHS will now be required to demonstrate equality across all strands, including age, sexual orientation and religion or belief. This builds on the existing duties relating to disability, gender and race, and improves the coverage in relation to gender reassignment.

The general duty part of the PSED has been in force since 5th April 2011 however the specific duties are still being considered. In the intervening period without specific duties, the Equality and Human Rights Commission strongly recommends that public authorities continue to follow good practice, in particular in assessing equality impact and gathering and using relevant evidence and information.

For more information on the gender aspect of the Public Sector Equality Duty, visit the Equality and Human Rights Commission website.

This section will be updated once the specific duties in Scotland have been agreed.

NHS Health Scotland supports the improvement of gender equality practice within NHS Scotland by hosting a short term working group that focuses on developing gender issues and finding solutions to improve gender equality practice across the NHS.

This resource page is an opportunity to share and exchange information on gender equality and health. For further information please contact Marese O'Reilly or telephone: 0141 354 2936

Resources

Facing the Challenge - The Impact of Recession and Unemployment on Men’s Health in Ireland, June 2011
This research aimed to increase understanding of health related issues and challenges experienced by men in relation to unemployment, and worsening economic circumstances with particular focus on mental health.

Sex and Power in Scotland 2011, EHRC
A new report, published by the EHRC Scotland, shows a continuing trend of women being passed over for top jobs in Scotland.

Trans Research Review 2009, EHRC
This report establishes a clear picture of the recent and relevant evidence base (quantitative, qualitative, and policy) on equality and discrimination in relation to transgender people.

United Nations Convention on the elimination of all forms of discrimination against women (CEDAW) UK’s 7th Periodic Report, June 2011

The Report highlights progress over the last four years that the UK has made in areas such as health, employment, education, representation, social and economic benefits, sex role stereotyping, trafficking and marriage and family law.

Public Sector Equality Duty Interim Guidance

To support Scottish public authorities in continuing to promote equality in their work, the Equality and Human Rights Commission has produced interim guidance covering the PSED general duty, assessing impact and evidence gathering.

Women's Budget Group - the Impact on Women of the Budget 2011 (report)(external link)

The UK Women’s Budget Group has been scrutinizing the gender implications of the budgets and spending plans of UK governments since the early 1990s. This review provides their gender impact assessment of the Coalition Government’s 2010 Spending Review.

Don't look back? Improving health and social care service delivery for older LGB users(external link)

In October 2009, the Equality and Human Rights Commission published research that included evidence on the prejudice and discrimination LGB people can face when accessing health and social care services though the impact of such treatment over time is not well understood.

Practical Guide to Revising Gender Equality Schemes

Guidance on how you can develop and implement a revised gender (or single) equality scheme that addresses the most significant and entrenched gender inequalities in your remit and delivers real improvements to the lives of women and men.

Public Sector Duties and Financial Decisions

Guidance from the Equality and Human Rights Commission.

Gathering and Using Information on Gender Equality

Guidance from the Equal Opportunities Commission.

Improving Gender Practice in NHS Scotland - Report - March 2008

Guidance and practical examples of how gender could be integrated into the work of NHS Boards in Scotland.

Gender Equality Duty Guidance

Developed by Fair For All – Gender to provide information that will be helpful to national, special and territorial NHS Scotland health boards in understanding how to meet the needs of the Gender Equality Duty.

Trans: A Practical Guide for the NHS

This document provides practical advice to help NHS organisations address their responsibilities relating to transgender employment and healthcare delivery.

Last reviewed 15 June 2011