EDS Goals and Objectives - January 2013 Refresh

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1 EDS Goals and Objectives - January Refresh Goal Strategic Objective Delivery Objective Timescale Exec Lead Senior Lead Lead / THQ Lead Goal 1 - Better health outcomes for all All Divisions to demonstrate that they understand, and plan for full implementation of the principles of the EDS into their own service delivery models, including integration to wider services where appropriate by Design a service self assessment sheet for use against all 9 protected characteristics Self assess 1 Care Group services per Division against EDS requirements; identify gaps and action plan to address. Indentify and include reference to the impact of EDS elements in annual business planning for services. Examples include: interpreters, discharge planning, hospital and home services. Embed in business planning documentation June 30 Chief Operating Officer Strategy and Business Associate Nursing Patient Experience Performance and Capacity Head of Planning Division Operations Planners Goal 2 - Improved patient access and experience By 2014, the Trust will provide consistent data and evidence from systems and patients, that all nine protected groups have equal access to UHS services and are Current and planned work streams about written communication, information and customer care include specific elements relating to the needs of people from the nine protected groups. Undertake a gap analysis into evidence and data currently available, which demonstrates equality of services and access for all nine protected groups By 2014 Chief Executive Communications and Engagement Heads of Nursing Chief Executive IM&T IM&T lead

2 involved as much as they wish to be in decisions about their care and treatment. Develop a plan to resolve deficits in data collection and evidence Chief Executive IM&T IM&T lead Develop an annual planning approach to ensuring Trust premises are compliant with DDA legislation. Annually Finance and Capital Estates Estates lead

3 Goal 3 - Empowered, engaged and well supported staff To improve the breadth of data captured from employees in respect of equality and diversity characteristics by 31 March. In conjunction with staff side groups: Design and implement a simple equality and diversity data sheet for new starters to complete. 100% of new recruits to the organisation will have completed an equality and diversity sheet which reflects their status against each of the nine protected characteristics Design an information sheet to explain why equality and diversity data is important to us and explain how the information collected will be used and how it will be stored and kept confidential. Launch the new data collection sheet with the HR recruitment and promote its use by. Monitor and report equality and diversity data of new starters on a quarterly basis (June, September, December and March) by Publish on the Trust s external website annual workforce statistics in relation to the nine protected characteristics on an annual basis. Already Implemented in 2012

4 Agree a systematic approach for how we capture equality and diversity data retrospectively for current staff. Annually Proactively engage with employees about equality and diversity issues to raise awareness of the Trust s zero tolerance approach to discrimination and to highlight their individual responsibilities for this. 100% of staff (from CE and executives downwards) will have equality and diversity issues included in their annual objective setting and appraisal process Review the current appraisal documentation and include prompts for discussions about equality and diversity issues Obtain sign-up from the Trust Board that the Trust will have a specific objective for equality and diversity included in their personal objectives on an annual basis. During, continue to undertake a Trust wide campaign including staff training events to promote equality and diversity awareness, encourage reporting of discriminatory incidents and highlight individuals employee responsibilities in respect of the equality agenda. Ongoing in Monitor and report uptake of mandatory equality and diversity training on a quarterly basis through education reporting to TEC Quarterly report commencing Q1 13/14. Associate Nursing -

5 Governance Managers Design an information sheet about equality and diversity to be given out to all new employees at Trust induction sessions Establish staff equality network groups covering as many of the protected characteristics as possible Goal 4 - Inclusive leadership at all levels To gain board commitment and their sign-up to the Department of Health competency framework, the key annual priorities identified for focus and their implementation throughout the Trust. To review the EDS competency framework and its potential application at UHS including costs and perceived benefits. To pursue funding to implement or outline another appropriate mechanism to enhance Board leadership and incorporation of equalities issues. 30 June Head of Leadership