Workforce Diversity Data

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "Workforce Diversity Data"

Transcription

1 Workforce Diversity Data January

2 Workforce Diversity Data January 2015 Version number: 2.1 First published: 22/07/2014 in NHS England s Annual Report Prepared by: NHS England People and Organisation Development Group Transformation and Corporate Operations Directorate. 2

3 Contents Contents Workforce Diversity Data Equality Objectives Equality and Diversity Annex NHS England Information Clarifications Data Source and Coverage Data Quality Data Mapping

4 1 Workforce Diversity Data NHS England employs approximately 6,000 people, currently operating through twenty-seven locally based area teams, which in turn are supported by four regional teams, including one for London which is organised differently to its counterparts to enable successful delivery. There is one national centre and 9 Commissioning Support Units. For the purpose of this document the data does not include Commissioning Support Units as they provide their own Equality and Diversity data on their respective websites. We recognise the importance of becoming a role model for the rest of the NHS in respect of issues relating to equality, diversity and inclusion in the workplace. Our vision is high quality care for all, now and for future generations. Alongside this values-based commitment, sit the organisation s legal duties to advance equality as required by the Equality Act During 2014/15, we outlined our obligations and strategic approach to promoting equality and tackling health inequalities. The approach used evidence to prioritise actions that we can take in our role as a system leader and in the exercise of our commissioning functions, alongside assurance on our legal duties. Equality, diversity and inclusion are not just words. They are principles which are fundamental to NHS England s vision to achieve high quality care for all, now and for future generations. As a significant commissioner of NHS services in England, we believe our workforce should reflect the diversity of the wider population in order that we can better understand the population we serve, and stay in touch with issues which are relevant to all parts of the population, and better meet the healthcare needs of a diverse population. We have developed an Equality, Diversity and Inclusion in the Workplace Strategy, which is underpinned by one of the values at the heart of the NHS Constitution, that Everyone Counts. At the core of this strategy is a fundamental belief that valuing our staff for their individuality will create a culture in which talent, creativity and innovation can thrive. Within NHS England, everyone counts in helping us to create a diverse, patient focused organisation. We want our current and future staff to experience a fair, open, supportive and respectful organisation. Individuals who work for us, or who want to work for us, will be treated fairly and respected irrespective of age, gender, disability, gender reassignment, marriage or civil partnership, maternity and pregnancy, race/ethnicity, religion or belief or sexual orientation. Our workplace strategy focuses on five strategic themes: Leadership and culture; Recruitment; Talent management and performance; Workforce; and Governance. 4

5 The diversity composition of our workforce, as at 31 December 2014, is provided by the following protected characteristics: age, disability, ethnicity, marital status, pregnancy and maternity, sex (gender), sexual orientation, religion or belief, or no belief. We publish our Equality Information on an annual basis and state how we will use that information to support our Equality Diversity and Inclusion in the Workplace Strategy. What this report sets out is a refreshed version of the January 2014 data which supersedes that previously published. Over half of our workforce is aged between 40 and 54 years. Over 6 per cent of our staff consider themselves to have a disability or long-term condition. At least twothirds of our workforce consider themselves to be White. Of the workforce that considers itself to be BME, the majority, around 5 per cent are of Asian or Asian British ethnicity. The following bar chart shows the NHS England workforce by age group. It shows almost 40 percent of the NHS England workforce are aged 50 years or above. The largest age group is between 50 and 54 years old which accounts for one fifth of our workforce. Figure 1 Figures 2 and 3 show the ethnicity of the NHS England workforce and how this compares across pay bands. At least two-thirds of our workforce consider themselves to be White. Of the workforce that considers itself to be BME, the majority, around 5 per cent are of Asian or Asian British ethnicity. Bands 1 to 4 and 5 to 7 have the largest percentage of BME employees. In figure 3, the pay band Other includes those staff employed on either civil service or medical terms and conditions. VSM/ Personal salary is used to describe those employees who are employed on Very Senior Manager (VSM) terms and conditions or are employed in another position whose terms and conditions are not part of Agenda for Change. Further information about the Agenda for Change can be found at NHS Employers. 5

6 Figure 2 Figure 3 We recognise that there is a significant number of staff whose ethnicity is unknown. Since our inception in April 2013 we have embarked upon a data cleansing exercise to ensure that we have as much diversity data on our staff as possible. This work is an ongoing process as people join and leave NHS England. 6

7 The bar chart below shows the marital status of the NHS England workforce. Over half of our workforce is married. Figure 4 Figures 5 and 6 show the gender of the NHS England workforce. Nearly three quarters (72%) of our workforce are women. Figure 5 45 percent of the workforce are women employed in roles on Agenda for Change pay bands 1 to 7. Females account for 80% of the workforce in these pay bands, compared to 62% of the workforce in bands 8a and above. The pay band Other includes those staff employed on either civil service or medical terms and conditions. 7

8 Figure 6 The bar chart below shows the sexual orientation of the NHS England workforce. 67% of the workforce classify themselves as heterosexual, with almost 2% classifying their sexual orientation as lesbian, gay or bisexual. We do not detail this by pay band because of the potential for identification of individuals given the smaller number of people classifying themselves openly as lesbian, gay or bisexual. Undefined refers to where the record is blank. Figure 7 The following chart shows the religion or belief of the NHS England workforce. Analysis shows 45% of the workforce classify their religion or belief as Christian. 8

9 Figure 8 The table below shows the declared disability of the NHS England workforce. Analysis shows 76% of NHS England staff do not consider themselves to have a disability and 6% have classified that they do consider themselves to have a disability, with 6% having opted not to disclose this information. We are committed to ensure that people with disabilities or long term conditions are supported to work within NHS England and will work with our occupational health providers to ensure that we go beyond our legal requirement to ensure that people can apply for and remain working for us when they consider themselves to have a disability or longterm condition. NHS England workforce composition of disabled staff within pay bands Classified as having a disability Not classified as having a disability Not declared Undefined Bands 1 to 4 8% 73% 9% 10% Bands 5 to 7 7% 78% 5% 9% Bands 8a to 8d 5% 79% 4% 12% Band 9 6% 73% 3% 18% VSM/ Personal 5% 64% 8% 23% Other 3% 76% 5% 16% Grand Total 6% 76% 6% 12% Source: Employee Staff Record *Percentages are rounded and totals may not sum. Figure 9 There is currently no data field in the National Electronic Staff Record (ESR) System to record gender re-assignment. NHS England, the National NHS ESR NHS Development team, within the Department of Health, and the Health and Social Care Information Centre are currently consulting on options to incorporate this data field into the system in the future, together with an amendment to the religion and belief fields to include the option of no belief. 9

10 We actively encourage the views and voice of our workforce about their experience of working for the organisation, and conduct regular Staff Barometer surveys. The most recent staff barometer shows 59% who completed the survey reported positive experiences of working for us. As part of our ongoing commitment to the Equality Delivery System and Workforce Race Equality Standard we will include specific information on the experience of different staff groups by diversity characteristics. 10

11 2 Equality Objectives On behalf of the NHS, NHS England undertook the refresh of the Equality Delivery System (EDS2) during In addition to its lead role in refreshing the tool and launching it in November 2013, NHS England is also committed to implementing EDS2, both as a system leader, and as an organisation in its own right. EDS2 is a tool to support organisations to continuously improve their equality performance and to help meet the requirements of the public sector Equality Duty of the Equality Act EDS2 has four goals supported by eighteen outcomes. The four goals being: better health outcomes; improved patient access and experience; a representative and supported workforce; inclusive leadership. Further details on the Equality Delivery System can be found through this link: website. The NHS Equality and Diversity Council has pledged its commitment to implement a Workforce Race Equality Standard (WRES) from April This standard will require NHS employers to demonstrate progress against a number of indicators of workforce equality to ensure that employees from black and ethnic minority (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace, including a specific indicator to address the low levels of BME Board representation. NHS England are committed to the successful delivery of the WRES and are currently consulting on incorporating this new standard in the 2015/16 NHS contract. In accordance with the specific duty of the public sector Equality Duty, we have set ourselves Equality Objectives for the period April 2014 to March 2016: i. We will oversee and support the implementation of the Equality Delivery System (EDS2), so that by 31 March 2016 there is a minimum of 95% implementation across all NHS Trusts, NHS Foundation Trusts, and Clinical Commissioning Groups across England. ii. iii. iv. During 2014/15, we will help support CCGs to plan and commission for equality by embedding equality at the heart of key system levers identified by the Equality and Diversity Council, including the CCG assurance regime and the corporate governance statement. By March 2015, we will have developed an Accessible Information Standard to help disabled patients, service users and carers to receive accessible information and appropriate communication support when in contact with healthcare services, to be implemented by March NHS England is committed to implementing the Equality, Diversity and Inclusion in the Workplace Strategy 2013 to 2015, to ensure an engaged workforce that is more representative at all levels. These Equality Objectives will help to ensure that our policy-making, decisions and activities are compliant with the public sector Equality Duty, and will provide system leadership to Clinical Commissioning Groups and other parts of the NHS. As required by the Equality Act 2010, we also published our Equality Information in January This can be found through this link: website. 11

12 3 Equality and Diversity Annex 1 NHS England Information Clarifications 3.1 Data Source and Coverage The data reported in this analysis is taken from Electronic Staff Record (ESR) for NHS England staff. The extract reflects staff reported on the system as at 31 December There were 6,178 NHS England staff records in ESR as at 31 December The data NHS England holds on ESR does not currently include contractors, volunteers, or employees who are seconded to NHS England, but are still paid by their employing organisation. Staff undertaking extended secondments outside of the organisation, but still paid by NHS England are included. 3.2 Data Quality The data was extracted from ESR based upon staff assignment and therefore contained a number of duplicate records where staff had multiple assignments i.e. more than one job. Duplicate records were identified omitted from this analysis. 3.3 Data Mapping The detailed ethnicity data available in ESR has been aggregated to broader categories appropriate to the relevance of this analysis. Agenda for Change (AfC) pay bands are not reported in ESR. Pay scale codes have been used, and mapped to AfC bands where possible. Where mapping is not possible, pay band has been reported as Unknown. Very Senior Manager (VSM) cannot be mapped or identified using the pay scale codes reported in ESR. VSMs are also not routinely reported in ESR and are therefore not presented in the analysis by pay band. 12

NHS England Equality Information Patient and Public Focus First published January 2014 Updated May 2014 Publication Gateway Reference Number: 01704

NHS England Equality Information Patient and Public Focus First published January 2014 Updated May 2014 Publication Gateway Reference Number: 01704 NHS England Equality Information Patient and Public Focus First published January 2014 Updated May 2014 Publication Gateway Reference Number: 01704 NHS England INFORMATION READER BOX Directorate Medical

More information

1. Workforce Profile

1. Workforce Profile 1. Workforce Profile At the end of March 2015 there were 5,393 staff employed by the Trust, an increase of 79 employees compared to March 2014 (5,314). Although there is only a slight increase, this differs

More information

EQUALITY & DIVERSITY STRATEGY 2014/ /17

EQUALITY & DIVERSITY STRATEGY 2014/ /17 EQUALITY & DIVERSITY STRATEGY 2014/15 2016/17 Version: 1.0 Approved: December 2014 1 CONTENTS Page 1. Introduction 3 2. The legislative background 4 3. Our population 5 4. What are we trying to achieve?

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy April 2014 - March 2017 1 Contents Foreword 1. Introduction. 2. Organisational context. 3. Communities we serve. 4. The Equality Delivery System. 5. Our Equality Objectives.

More information

2. Diversity is about understanding, recognising, respecting and valuing differences.

2. Diversity is about understanding, recognising, respecting and valuing differences. Acas EQUALITY AND DIVERSITY POLICY Underlying Principle 1. Everyone is different and has something unique to offer. Acas wants to respect and understand these differences and to make the most of everyone

More information

Procedure No. 1.41 Portland College Single Equality Scheme

Procedure No. 1.41 Portland College Single Equality Scheme Introduction Portland College recognises the requirements under current legislation to have due regard to the general equality duty. 1.0 Context 1.1 Portland College supports equality of opportunity, promotion

More information

Document Title: NHS England response to the specific duties of the Equality Act

Document Title: NHS England response to the specific duties of the Equality Act NHS England response to the specific duties of the Equality Act Equality information relating to public facing functions January 2016 Document Title: NHS England response to the specific duties of the

More information

Equality. Diversity Strategy

Equality. Diversity Strategy & Equality Diversity Strategy 2012 2015 2 Look Ahead Housing and Care Contents Introduction 4 Our vision 5 Defining equality, diversity and human rights 6 Why we need a strategy 7 What the strategy covers

More information

Common core strategic equality and diversity principles. October 2013

Common core strategic equality and diversity principles. October 2013 Common core strategic equality and diversity principles October 2013 Common core strategic equality and diversity principles As leaders, we have an obligation to model the changes we expect of others.

More information

Job Application form

Job Application form Job Application form Post Applied for: Closing Date: form Job Reference: form Please complete this form in black ink. Applications received after the closing date will not normally be considered. THE INFORMATION

More information

Dignity for all. Islington Council s Equality and Diversity Policy

Dignity for all. Islington Council s Equality and Diversity Policy Dignity for all Islington Council s Equality and Diversity Policy Our Values and Priorities The council s over-arching vision is to make Islington a fairer place by cutting the number of people living

More information

Disciplinary Policy #NGH-PO-028

Disciplinary Policy #NGH-PO-028 Disciplinary Policy #NGH-PO-028 Business Area Human Resources Person Responsible Sarah Kinsella Created Last Review 2nd June, 2014 2nd June, 2014 Status Complete Next Review n/a Screening Data Name, job

More information

Equality Delivery System EDS2

Equality Delivery System EDS2 Equality Delivery System EDS2 Introduction In November 2013 NHS England issued the updated Equality Delivery System (EDS2) designed to be slimmer and more flexible. The system has been simplified and two

More information

Public Sector Equality Duty Report 2015/16

Public Sector Equality Duty Report 2015/16 Public Sector Equality Duty Report 2015/16 Board of Directors Sponsor: Director of Workforce and Organisational Development Executive Summary This document forms part of West Midlands Ambulance Service

More information

Employee Monitoring Report

Employee Monitoring Report Annex A to Mainstreaming Report Scottish Natural Heritage Employee Monitoring Report Published: April 2013 Scottish Natural Heritage Great Glen House, Leachkin Road, Inverness IV3 8NW www.snh.gov.uk Table

More information

Equality, Diversity & Inclusion strategy ( )

Equality, Diversity & Inclusion strategy ( ) Equality, Diversity & Inclusion strategy (2016-2017) Our vision is to deliver the best care by the best people, and to be inclusive and accessible across our diverse community. We want to become a leader

More information

Commissioning Policy: Implementation and funding of NICE guidance. April 2013. Reference : NHSCB/CP/05

Commissioning Policy: Implementation and funding of NICE guidance. April 2013. Reference : NHSCB/CP/05 Commissioning Policy: Implementation and funding of NICE guidance April 2013 Reference : NHSCB/CP/05 NHS Commissioning Board Commissioning Policy: Implementation and funding of guidance produced by the

More information

Report on the Diversity Profile of Ofcom Colleagues

Report on the Diversity Profile of Ofcom Colleagues Report on the Diversity Profile of Ofcom Colleagues Publication date: June 2012 Contents Section Page 1 Foreword 10 2 Executive summary 11 3 Introduction 12 4 Scope 14 5 Colleague profile 16 6 Training

More information

Guidance for NHS commissioners on equality and health inequalities legal duties

Guidance for NHS commissioners on equality and health inequalities legal duties Guidance for NHS commissioners on equality and health inequalities legal duties NHS England INFORMATION READER BOX Directorate Medical Commissioning Operations Patients and Information Nursing Trans. &

More information

A refreshed Equality Delivery System for the NHS EDS2. Making sure that everyone counts. November 2013

A refreshed Equality Delivery System for the NHS EDS2. Making sure that everyone counts. November 2013 A refreshed Equality Delivery System for the NHS EDS2 Making sure that everyone counts November 2013 Publication Category Reference Number: 00518 2 A refreshed Equality Delivery System for the NHS Contents

More information

Of the People. By the People. For the People. Dorset County Hospital Annual Equality and Diversity Report

Of the People. By the People. For the People. Dorset County Hospital Annual Equality and Diversity Report Of the People By the People For the People Dorset County Hospital Annual Equality and Diversity Report September 2014 Contents 1 Executive Summary... 4 2 Legislative and Compliance Framework... 6 2.1 Equality

More information

Promoting Equality and Diversity

Promoting Equality and Diversity Promoting Equality and Diversity Purpose The purpose of this newsletter is to widen awareness of equality across all the 9 Protected Characteristics, encouraging input from staff into equality and diversity

More information

39 GB Guidance for the Development of Business Continuity Plans

39 GB Guidance for the Development of Business Continuity Plans 39 GB Guidance for the Development of Business Continuity Plans Policy number: Version 2.2 Approved by Name of author/originator Owner (director) 39 GB Executive Committee Date of approval August 2014

More information

Mainstreaming the Equality Act. Progress report on the delivery of the aims of the general duty of the Equality Act 2010

Mainstreaming the Equality Act. Progress report on the delivery of the aims of the general duty of the Equality Act 2010 Mainstreaming the Equality Act Progress report on the delivery of the aims of the general duty of the Equality Act 2010 National Museums Scotland 2013 1 Welcome National Museums Scotland s vision sets

More information

Calderdale Council Meeting Our Equality Duty

Calderdale Council Meeting Our Equality Duty Calderdale Council Meeting Our Equality Duty HR Employment Report January 2016 1 Contents Page 1 Introduction... 3/4 2 Policy Development and Decision Making... 4 3 Accountability, Performance Management

More information

Southwark Council s approach to equality: delivering a fairer future for all

Southwark Council s approach to equality: delivering a fairer future for all Southwark Council s approach to equality: delivering a fairer future for all 1 Contents Foreword from Cllr Mohamed 3 1. Introduction 4 2. Equality at the heart of a fairer future 4 3. What are we required

More information

Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015

Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 Royal Bournemouth & Christchurch Hospitals NHS Foundation Trust Meeting the Public Sector Equality Duties Summary Statement May 2015 1.0 Introduction 1.1 At RBCH, we recognise that equality means treating

More information

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Non Executives and Independent Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding

More information

Wrexham Glyndŵr University Strategic Equality Plan

Wrexham Glyndŵr University Strategic Equality Plan Wrexham Glyndŵr University Strategic Equality Plan 2016-2020 INTRODUCTION This is Wrexham Glyndŵr University s second Strategic Equality Plan (SEP). This plan covers the period from April 2016 to March

More information

Diversity Strategy Making the Most of Our Diversity

Diversity Strategy Making the Most of Our Diversity Diversity Strategy 2013-2016 Making the Most of Our Diversity Contents Foreword by the Permanent Secretary... 3 Executive Summary... 4 Introduction... 5 The Business Case for Equality, Diversity and Inclusion...

More information

EQUALITY AND DIVERSITY POLICY

EQUALITY AND DIVERSITY POLICY EQUALITY AND DIVERSITY POLICY Version 2 Ratified by Trust Board Date ratified July 2015 Title of originator/author Title of responsible committee /group Date issued August 2015 Review date June 2018 Relevant

More information

Open Report on behalf of Glen Garrod, Director of Adult Care. Date: 03 February 2015 Subject: All-Age Autism Strategy for Lincolnshire

Open Report on behalf of Glen Garrod, Director of Adult Care. Date: 03 February 2015 Subject: All-Age Autism Strategy for Lincolnshire Agenda Item 7 Executive Report to: Open Report on behalf of Glen Garrod, Director of Adult Care Executive Date: 03 February 2015 Subject: All-Age Autism Strategy for Lincolnshire 2015-2018 Decision Reference:

More information

Delivering High Quality Compassionate Care

Delivering High Quality Compassionate Care Strategy 2015-17 Nursing Delivering High Quality Compassionate Care 1 Foreword Lincolnshire Partnership NHS Foundation Trust (LPFT) is the main provider of NHS mental health and wellbeing services in Lincolnshire,

More information

Equality Objectives

Equality Objectives Equality Objectives 2012 2016 In compliance with the Equality Act 2010 Updated September 2014 Content Introduction 1 The Equality Act 2010 2 Equality Delivery System Adoption of the EDS and Grading Developing

More information

Equality and Diversity Strategy

Equality and Diversity Strategy Equality and Diversity Strategy If you require this document in another format or language please contact: Telephone: 023 9282 2444 E-mail: enquiries@portsmouthccg.nhs.uk Write: NHS Portsmouth Clinical

More information

Data Quality Policy. March 2015 POLICY DEVELOPMENT PROCESS. Data Quality Policy Page 1

Data Quality Policy. March 2015 POLICY DEVELOPMENT PROCESS. Data Quality Policy Page 1 Data Quality Policy March 2015 Author: Lynda Harris, Head of Information Governance LyndaHarris2@nhs.net Responsibility: All Staff Effective Date: March 2015 Review Date: March 2017 Reviewing/Endorsing

More information

INFORMATION GOVERNANCE POLICY

INFORMATION GOVERNANCE POLICY INFORMATION GOVERNANCE POLICY Issued by: Senior Information Risk Owner Policy Classification: Policy No: POLIG001 Information Governance Issue No: 1 Date Issued: 18/11/2013 Page No: 1 of 16 Review Date:

More information

SOUTHAMPTON CLINICAL COMMISSIONING GROUP EQUALITY STRATEGY What we plan to do about: EQUALITY, DIVERSITY AND HUMAN RIGHTS EASY READ

SOUTHAMPTON CLINICAL COMMISSIONING GROUP EQUALITY STRATEGY What we plan to do about: EQUALITY, DIVERSITY AND HUMAN RIGHTS EASY READ SOUTHAMPTON CLINICAL COMMISSIONING GROUP EQUALITY STRATEGY 2013-2017 What we plan to do about: EQUALITY, DIVERSITY AND HUMAN RIGHTS EASY READ HOW WE WILL MAKE SURE EVERYONE IS TREATED FAIRLY AND EQUALLY

More information

Equality, Diversity and Human Rights Strategy

Equality, Diversity and Human Rights Strategy Fylde and Wyre Clinical Commissioning Group Equality, Diversity and Human Rights Strategy 2012-2016 Better Health Outcomes for ALL Inclusive Leadership at ALL Levels Fairness Respect Equality Dignity Autonomy

More information

Strategic Equality Plan Date

Strategic Equality Plan Date Strategic Equality Plan 2015-2019 Date Contents Welcome......3 Introduction.4 About Natural Resources Wales...5 Legal Context.6 Our Duties as an Employer. 7 Our Duties as a Provider of a Public Service

More information

A-Z Hospitals NHS Trust (replace with your employer name)

A-Z Hospitals NHS Trust (replace with your employer name) Department of Health will be issuing new guidance relating to the monitoring of equality in April 2013. The equality and diversity sections within NHS Jobs application forms will be reviewed and updated

More information

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11

Equality and Diversity Policy. Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Equality and Diversity Policy Author: Deputy Director of HR Version Number: V.2.00 Date: 27/01/11 Approval and Authorisation Completion of the following signature blocks signifies the review and approval

More information

Equality & Diversity Policy

Equality & Diversity Policy Purpose: Author: Department: This document sets out the equality and diversity framework for Viridian Housing. Seema Jassi, Risk and E&D Manager Governance Date: May 2014 Review date: May 2015 CONTENTS

More information

How Wakefield Council is working to make sure everyone is treated fairly

How Wakefield Council is working to make sure everyone is treated fairly How Wakefield Council is working to make sure everyone is treated fairly As part of meeting the Public Sector Equality Duty, the Council is required to publish information on how it is working to treat

More information

NHS North Derbyshire CCG Equality Objectives

NHS North Derbyshire CCG Equality Objectives NHS North Derbyshire CCG Equality Objectives 2013-2015 NHS North Derbyshire CCG has a duty to publish its Equality Objectives by no later than October 13 th 2013 Background: Equality Act 2010 and Public

More information

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3

1. Executive Summary...1. 2. Introduction...2. 3. Commitment...2. 4. The Legal Context...3 Mainstreaming Report and Equality Outcomes April 2013 to March 2017 Contents 1. Executive Summary...1 2. Introduction...2 3. Commitment...2 4. The Legal Context...3 5. An Overview of the Mainstreaming

More information

Highways Agency single equality plan

Highways Agency single equality plan Safe roads, reliable journeys, informed travellers Highways Agency single equality plan Outcomes up to March 2011 Priorities up to March 2012 Why equality and diversity is important to us Our overall business

More information

EQUALITY AND DIVERSITY POLICY

EQUALITY AND DIVERSITY POLICY EQUALITY AND DIVERSITY POLICY POLICY STATEMENT 1. PHSO aims to be an exemplar organisation, demonstrating excellence in equality and diversity. We strive to be inclusive through respecting one another,

More information

NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT

NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT NATIONAL SAVINGS & INVESTMENTS EQUALITY AND DIVERSITY INFORMATION STATEMENT Foreword I am pleased to present this Equality and Diversity Information Statement for National Savings and Investments ( ) as

More information

The Royal Academy of Engineering recognises and values people s differences and will assist them to use their talents to reach their full potential.

The Royal Academy of Engineering recognises and values people s differences and will assist them to use their talents to reach their full potential. EQUALITY, DIVERSITY AND INCLUSION POLICY Policy Statement At the Academy, we value diversity and the different perspectives people from different backgrounds bring to their work and to the engineering

More information

Equality Outcomes

Equality Outcomes Equality Outcomes 2013-2017 April 2013 To request a copy of this document in an alternative format, such as large print or hard copy, please call 0131 624 6473 or email equalities@nationalgalleries.org

More information

All CCG staff. This policy is due for review on the latest date shown above. After this date, policy and process documents may become invalid.

All CCG staff. This policy is due for review on the latest date shown above. After this date, policy and process documents may become invalid. Policy Type Information Governance Corporate Standing Operating Procedure Human Resources X Policy Name CCG IG03 Information Governance & Information Risk Policy Status Committee approved by Final Governance,

More information

Diversity and Inclusion Policy

Diversity and Inclusion Policy Dated Diversity and Inclusion Policy Virtus Health Limited (ABN 80 129 643 492) ( Virtus ) Adopted by the Board on Version No.: 3 Review No.: 2 Issued By: Group CEO Version Date: 19 Aug 16 Review Date:

More information

There are several tangible benefits in conducting equality analysis prior to making policy decisions, including:

There are several tangible benefits in conducting equality analysis prior to making policy decisions, including: EQUALITY ANALYSIS FORM Introduction CLCH has a legal requirement under the Equality Act to have due regard to eliminate discrimination. It is necessary to analysis the consequences of a policy, strategy,

More information

Leicestershire County Council s. Equality Monitoring Policy

Leicestershire County Council s. Equality Monitoring Policy Leicestershire County Council s Equality Monitoring Policy June 2013 Introduction and purpose Equality, diversity, human rights and community cohesion are integral to the work of Leicestershire County

More information

PERFORMANCE REVIEW AND DEVELOPMENT POLICY HR07

PERFORMANCE REVIEW AND DEVELOPMENT POLICY HR07 PERFORMANCE REVIEW AND DEVELOPMENT POLICY HR07 Applies to: ALL EMPLOYEES Date of SMT Approval: May 2015 Date of JNC Approval: June 2015 Date of Board Approval: Expected July 2015 Review Date: July 2017

More information

Information Governance Strategy 2015/16

Information Governance Strategy 2015/16 Information Governance Strategy 2015/16 Ratified Governing Body (November 2015) Status Final Issued November 2015 Approved By Executive Committee (August 2015) Consultation Equality Impact Assessment Internal

More information

City of Wolverhampton College Equality and Diversity Strategy

City of Wolverhampton College Equality and Diversity Strategy City of Wolverhampton College Equality and Diversity Strategy 2011-2014 Equality is defined as challenging discrimination, removing barriers faced by people from different groups, and creating a fairer

More information

FOUNDATION TRUST BOARD - 30 SEPTEMBER 2015 DEVELOPING A DIVERSE WORKFORCE

FOUNDATION TRUST BOARD - 30 SEPTEMBER 2015 DEVELOPING A DIVERSE WORKFORCE FOUNDATION TRUST BOARD - 30 SEPTEMBER 2015 DEVELOPING A DIVERSE WORKFORCE I Situation At the June Board meeting a paper was presented on developing a diverse workforce and the Workforce Race Equality Standard

More information

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Chief Executives and Executive Directors March 2012 Edition

Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Chief Executives and Executive Directors March 2012 Edition Building Equality, Diversity and Inclusion into the NHS Board Selection Process for Chief Executives and Executive Directors March 2012 Edition The NHS Leadership Academy s purpose is to develop outstanding

More information

3 Aims. 4 Duties (Roles and responsibilities)

3 Aims. 4 Duties (Roles and responsibilities) The Newcastle upon Tyne Hospitals NHS Foundation Trust Centralised Room Booking Policy Version No.: 3.1 Effective From: 31 March 2015 Expiry Date: 31 March 2018 Date Ratified: 3 March 2015 Ratified By:

More information

SINGLE EQUALITY POLICY

SINGLE EQUALITY POLICY SINGLE EQUALITY POLICY BUILDING FUTURES CHANGING LIVES We are committed to Equality and Diversity and to selection on merit. We welcome applications from all sections of society. Legislative Framework

More information

www.wrexham.gov.uk / www.wrecsam.gov.uk

www.wrexham.gov.uk / www.wrecsam.gov.uk www.wrexham.gov.uk / www.wrecsam.gov.uk This document is available on request in a variety of accessible formats for example large print or Braille. Feedback We welcome your feedback on this document.

More information

Equality, Diversity and Human Rights Policy

Equality, Diversity and Human Rights Policy Equality, Diversity and Human Rights Policy Approval Date approved: 04 April 2014 Date Effective from Related documents Owner (Executive Director) Author External references Date of approval Performance

More information

FINANCIAL POLICY PAYMENT FOR SUPPLIER INVOICES

FINANCIAL POLICY PAYMENT FOR SUPPLIER INVOICES FINANCIAL POLICY PAYMENT FOR SUPPLIER INVOICES Version 1.0 Important: This document can only be considered valid when viewed on the CCG s intranet/y: Drive. If this document has been printed or saved to

More information

Equality, Diversity and Inclusion Strategy Document Status

Equality, Diversity and Inclusion Strategy Document Status Equality, Diversity and Inclusion Strategy 2016 2017 Document Status Author Julie Youngs Date May 2016 Version 1 Review Requirements Annually Date of next review January 2017 Approval Body Principalship

More information

NHS Hartlepool and Stockton-on-Tees Clinical Commissioning Group. Information Governance Strategy 2015/16

NHS Hartlepool and Stockton-on-Tees Clinical Commissioning Group. Information Governance Strategy 2015/16 NHS Hartlepool and Stockton-on-Tees Clinical Commissioning Group Information Governance Strategy 2015/16 Document Status Equality Impact Assessment Final No impact Document Ratified/Approved By Hartlepool

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy Equality, Diversity and Inclusion Policy Version #: Date: Summary of Changes Version 5 Version 4 Version 3 Version 2 September 2010 Slight amendments in light of Equality Act Version 1 September 2009 (changed

More information

WHAT DOES EQUALITY MEAN FOR ME? Equality in Nottingham City and Nottinghamshire County

WHAT DOES EQUALITY MEAN FOR ME? Equality in Nottingham City and Nottinghamshire County WHAT DOES EQUALITY MEAN FOR ME? Equality in Nottingham City and Nottinghamshire County WHAT DOES EQUALITY MEAN FOR ME? Equality in Nottingham City and Nottinghamshire New Regulations take effect New regulations

More information

NHS Newcastle Gateshead Clinical Commissioning Group. Information Governance Strategy 2015/16

NHS Newcastle Gateshead Clinical Commissioning Group. Information Governance Strategy 2015/16 NHS Newcastle Gateshead Clinical Commissioning Group Information Governance Strategy 2015/16 Document Status Equality Impact Assessment Document Ratified/Approved By Approved No impact NHS Quality, Safety

More information

1. Code of practice for equal opportunity at Royal College of Art within employment

1. Code of practice for equal opportunity at Royal College of Art within employment ROYAL COLLEGE OF ART EQUALITY AND DIVERSITY POLICY 1. Code of practice for equal opportunity at Royal College of Art within employment The Royal College of Art is committed to creating an environment of

More information

Version Number Date Issued Review Date V1 25/01/2013 25/01/2013 25/01/2014. NHS North of Tyne Information Governance Manager Consultation

Version Number Date Issued Review Date V1 25/01/2013 25/01/2013 25/01/2014. NHS North of Tyne Information Governance Manager Consultation Northumberland, Newcastle North and East, Newcastle West, Gateshead, South Tyneside, Sunderland, North Durham, Durham Dales, Easington and Sedgefield, Darlington, Hartlepool and Stockton on Tees and South

More information

DIVERSITY POLICY

DIVERSITY POLICY DIVERSITY POLICY 2011-2013 CONTENTS 1. POLICY STATEMENT 2. PURPOSE 3. SCOPE 4. OBJECTIVES 5. POLICY DETAILS 6. ROLES AND RESPONSIBILITIES 7. MONITORING, EVALUATION AND REVIEW 2 1. POLICY STATEMENT In order

More information

CARDIFF COUNCIL. Equality Impact Assessment Corporate Assessment Template

CARDIFF COUNCIL. Equality Impact Assessment Corporate Assessment Template Policy/Strategy/Project/Procedure/Service/Function Title: Proposed Council budget reductions to grant funding to the Third Sector Infrastructure Partners New Who is responsible for developing and implementing

More information

Digital Strategy EINA. Adult Social Care

Digital Strategy EINA. Adult Social Care Digital Strategy EINA Adult Social Care 1 March 2016 Equality Impact and Needs Analysis (EINA) Directorate: Service Area: Name of service/ function/ policy/ being assessed: Council-wide Council-wide Digital

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy 1 Equality, Diversity and Inclusion Policy Owned By: Senior Management Issue Date: July 2015 This policy will be reviewed in six months 1 2 Equality, Diversity and Inclusion Policy Introduction ProCo NW

More information

RESPECTING AND VALUING PEOPLE. March This policy sets out the guiding principles for equality and diversity in all our activities.

RESPECTING AND VALUING PEOPLE. March This policy sets out the guiding principles for equality and diversity in all our activities. EQUALITY AND DIVERSITY POLICY RESPECTING AND VALUING PEOPLE March 2014 This policy sets out the guiding principles for equality and diversity in all our activities. Table of Contents 1. What equality and

More information

Sovereign Mosaic: small pieces which make up the bigger picture. Equality and Diversity Strategy

Sovereign Mosaic: small pieces which make up the bigger picture. Equality and Diversity Strategy Sovereign Mosaic: small pieces which make up the bigger picture Equality and Diversity Strategy 1. Contents Foreword 1 Why equality and diversity matter 3 Equality and diversity business objectives 6

More information

Equality & Diversity in Employment Policy

Equality & Diversity in Employment Policy Equality & Diversity in Employment Policy Document Type Equality & Diversity in Employment Policy Author Owner (Dept) Director of Human Resources Human Resources Date of Review May 2015 Version 2 List

More information

Equality Impact Assessment Form

Equality Impact Assessment Form Equality Impact Assessment Form November 2014 Introduction The general equality duty that is set out in the Equality Act 2010 requires public authorities, in the exercise of their functions, to have due

More information

Cardiff University Strategic Equality Plan

Cardiff University Strategic Equality Plan Cardiff University Strategic Equality Plan 2016 2020 This document is available on-line: http://www.cardiff.ac.uk/publicinformation/equality-and-diversity/strategic-equality-plan It is also available in

More information

NHS North Durham Clinical Commissioning Group. Information Governance Strategy 2015/16

NHS North Durham Clinical Commissioning Group. Information Governance Strategy 2015/16 NHS North Durham Clinical Commissioning Group Information Governance Strategy 2015/16 Document Status Equality Impact Assessment Document Ratified/Approved By Final No impact Risk and Audit Committee/Governing

More information

EQUALITY & DIVERSITY STANDING ORDER 2/13

EQUALITY & DIVERSITY STANDING ORDER 2/13 EQUALITY & DIVERSITY STANDING ORDER 2/13 December 2014 Employee Relations Directorate: Human Resources Ref. SO0213/0314M Equality & Diversity Standing Order Page 1 WEST MIDLANDS FIRE SERVICE EQUALITY &

More information

ONS Equality and Diversity Strategy

ONS Equality and Diversity Strategy ONS Equality and Diversity Strategy 2012 2016 Who we are ONS is a statistical organisation that collects, compiles, analyses and disseminates a range of economic, social and demographic statistics relating

More information

THE EQUALITY DELIVERY SYSTEM FOR THE NHS EDS2: QUESTIONS AND ANSWERS

THE EQUALITY DELIVERY SYSTEM FOR THE NHS EDS2: QUESTIONS AND ANSWERS THE EQUALITY DELIVERY SYSTEM FOR THE NHS EDS2: QUESTIONS AND ANSWERS Background Q. What is the EDS2? The Equality Delivery System for the NHS EDS2, being a tool designed to help NHS organisations, in partnership

More information

South Downs National Park Authority

South Downs National Park Authority Agenda item 8 Report RPC 09/13 Appendix 1 South Downs National Park Authority Equality & Diversity Policy Version 0.04 Review Date March 2016 Responsibility Human Resources Last updated 20 March 2013 Date

More information

Equality, Diversity & Inclusion Policy

Equality, Diversity & Inclusion Policy Equality, Diversity & Inclusion Policy Approved Approved by Governance Board: 25/11/2015 Posted on Virtual Learning Environment: Posted on the website/online booking (if applicable): January 2016 To be

More information

EQUALITY & DIVERSITY POLICY

EQUALITY & DIVERSITY POLICY EQUALITY & DIVERSITY POLICY 2013-2015 March 2013 Page 1 of 12 CONTENTS 1. Scope of Policy 2. Policy Summary 3. Policy Statements 4. Gender 5. Sexual Orientation 6. Disability 7. Religious Observance or

More information

LONDON AMBULANCE SERVICE NHS TRUST EQUALITY AND INCLUSION IN PROCUREMENT POLICY

LONDON AMBULANCE SERVICE NHS TRUST EQUALITY AND INCLUSION IN PROCUREMENT POLICY LONDON AMBULANCE SERVICE NHS TRUST EQUALITY AND INCLUSION IN PROCUREMENT POLICY VERSION 1 DATED 31-01-2012 Approval and Acceptance Status (Approval or Acceptance) Version Date Authority Approved Final

More information

Human Resources Report 2014 and People Strategy

Human Resources Report 2014 and People Strategy 24 February 2015 Council 5 To consider Human Resources Report 2014 and People Strategy Issue 1 The annual report on Human Resources issues and a proposed People Strategy. Recommendations 2 Council is asked

More information

Your guide to Positive Action

Your guide to Positive Action Your guide to Positive Action Many employers find by studying their statistics that particular groups face disadvantage in accessing or progressing through their organisation Introduction Positive Action

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Introduction 1 Our aim is to be a fair regulator, and a fair employer. Our Equality and Diversity Strategy explains more about how we are trying to meet this aim. 2 We have

More information

Equality & Diversity Strategy

Equality & Diversity Strategy Equality & Diversity Strategy Last updated March 2014 1 Statement of commitment Ombudsman Services is committed to equality of opportunity and respect for diversity. As an equal opportunities employer,

More information

HABC Equality and Diversity Policy

HABC Equality and Diversity Policy HABC Equality and Diversity Policy Revision Date: 04 March 2016 Version: 3 1 HABC EQUALITY AND DIVERSITY POLICY 1. Equality and Diversity Overview 1.1 This policy is aimed at all parties involved in the

More information

Stronger communities, Better homes, Smarter business

Stronger communities, Better homes, Smarter business Stronger communities, Better homes, Smarter business Equality and Diversity Strategy and Action Plan 2014-2017 www.alliancehomesgroup.org.uk Equality and Diversity Strategy and Plan Introduction 3 About

More information

We believe that everyone has some passion, skill or talent that can make a difference to his or her lives and the lives of others.

We believe that everyone has some passion, skill or talent that can make a difference to his or her lives and the lives of others. 1. Vision Volunteering is at the heart of defining Scotland, its people and places and our Volunteer Landscape in all its diversity helps shape a positive, healthy, fair and learning society at home and

More information

EVERYONE COUNTS STRATEGY

EVERYONE COUNTS STRATEGY EVERYONE COUNTS STRATEGY Introduction The aim of the Equality and Diversity Strategy is to ensure that Great Places Housing Group promotes equality, tackles discrimination, values diversity, and continues

More information

Equality Objectives and Equality, Diversity and Human Rights Action Plan

Equality Objectives and Equality, Diversity and Human Rights Action Plan Equality Objectives and Equality, Diversity and Human Rights Action Plan 2012-13 This document is available in large print and other formats and languages on request 1 Introduction The following Plan has

More information

Equality and diversity strategy

Equality and diversity strategy Equality and diversity strategy YJB 2008 refreshed January 2013 www.yjb.gsi.gov.uk 1 Contents Foreword 3 About the Youth Justice Board 4 Introduction 6 Definitions 7 Our statement of commitment to equality

More information

EQUALITY, DIVERSITY AND INCLUSION POLICY

EQUALITY, DIVERSITY AND INCLUSION POLICY 1. Policy EQUALITY, DIVERSITY AND INCLUSION POLICY Victim Support is committed to tackling all forms of discrimination and inequality in both the workplace and the services the organisation provides. This

More information