SCREENING TEMPLATE. Proposal to relocate 2 Thoracic Outpatients clinics from Belfast City Hospital (BCH) to the Royal Victoria Hospital (RVH) site.

Size: px
Start display at page:

Download "SCREENING TEMPLATE. Proposal to relocate 2 Thoracic Outpatients clinics from Belfast City Hospital (BCH) to the Royal Victoria Hospital (RVH) site."

Transcription

1 SCREENING TEMPLATE Proposal to relocate 2 Thoracic Outpatients clinics from Belfast City Hospital (BCH) to the Royal Victoria Hospital (RVH) site. For further information on screening, please refer to the Guidance Notes, which are also available in hard copy from the Health and Social Inequalities Team. 1

2 SCREENING TEMPLATE For further information on screening, please refer to the Guidance Notes, which are also available in hard copy from your organisation s equality contact. (1) INFORMATION ABOUT THE POLICY/DECISION 1.1 Title of policy/decision Proposal to relocate 2 Thoracic Outpatients clinics from Belfast City Hospital (BCH) to the Royal Victoria Hospital (RVH) site. 1.2 Description of policy/decision what is it trying to achieve? (aims/objectives) how will this be achieved? (key elements) what are the key constraints? (e.g. financial, legislative) The proposal would bring together all outpatient Thoracic Services thereby providing a streamlined service for patients and bringing the clinical/medical Thoracic team together; patients would have multi- disciplinary expertise readily available to them on one site. The bulk of Thoracic Surgery Out patient s activity is carried out at the RVH by 3.5 WTE consultant Thoracic surgeons and consultant Cardiothoracic surgeons (head count 5 Surgeons). Consultant Outpatient Clinics And Location 1 Alternate weeks 1 RVH and 1 BCH 2 1 RVH weekly 3 1 RVH weekly 4 1 RVH weekly 5 1 RVH weekly 2

3 Under this proposal all of the consultants OP clinics at the RVH. (New Directions) The clinical/medical and managerial team believe that this re-location would make clinics more effective with one point of entry, one triage point, one patient record and one Patient Administration System (PAS) record. Additionally, Thoracic Services would benefit from being based at the RVH in terms of closer access to cardiac surgery services. 1.3 Main stakeholders affected (e.g. staff, actual or potential service users, other public sector organisations, voluntary and community groups, trade unions/professional organisations or private sector organisations) Outpatients and inpatients Thoracic Services staff 1.4 Other policies/decisions with a bearing on this policy/decision what are they? who owns them? Belfast Health and Social Care Trust- New Directions Integrated Elective Access protocol (BHSCT) Centralisation of specialisms will afford the patient easier and more efficient access to a specialist Cardiothoracic multi-disciplinary team. (2) SCREENING THE POLICY/DECISION 2.1 In terms of groupings under Section 75, what is the make up of those affected by the policy/decision? Group Gender Please provide details In terms of gender patients present in virtually equal numbers. The table below shows a slight majority of males whilst another 3

4 period table might show a slight majority of female patients. Mr McManus BCH Outpatient Clinic Period of Report: 1 st April 09 to 31 st March 2010 (as at 16/2/11) Age Range Female Male Total Age In terms of age range those patients between 8-13 years are in the minority, whilst the majority are aged between years; this is entirely consistent with the nature of the service. 4

5 Religion The service does not collect this data the table below gives some indication: Statistics, 2001 Denomination Adherents % Roman Catholic 678, Presbyterian Church in Ireland 348, Church of Ireland 257, Methodist Church in Ireland 59, Other Christian (Including Christian Related) 102, (Total non-roman Catholic Christian) 767, Other Religions and Philosophies 5, Political Opinion Source: UK 2001 Census This data is not collected however, the Trust aims to provide a welcoming environment for all of its users and will display its good relations statement prominently in all Trust buildings. As of 2007, 36% of the population define themselves as Unionist, 24% as Nationalist and 40% define themselves as neither. Source NISRA 2011 Assembly Election Results Summary The 108 Assembly seats DUP UUP Alliance Others SDLP Sinn Fein Seats won (2011) Vote share (2007) 30.0% 13.2% 7.7% 7.9% 14.2% 26.9% Seats won (2007) Vote share (2007) 30.1% 14.9% 5.2% 8.0% 15.2% 26.2% Marital This information is not collected by the service: 5

6 Status There were 8,510 marriages registered in Northern Ireland in 2008, a decrease of 177 ( 2%) on the 2007 figure of 8,687 marriages; The number of marriages registered in 2008 was significantly higher than the lowest number recorded in 2001 of 7,281 marriages. Marital Status (based on over 16s) Single (never married) Married Re-married Separated Divorced Widowed 38.9% 39.5% 2.4% 5.1% 4.8% 9.2% Dependent Status Disability Ethnicity Source: NISRA Research indicates that 1in 8 people in Northern Ireland have caring responsibilities. There are 185,000 Carers in Northern Ireland child and Source: Carers NI Northern Ireland Statistics and Research Agency (NISRA) carried out a Northern Ireland Survey of Activity Limitation and Disability (NISWALD) which reported early in 2007: Results from NISWALD have found that in 2006/07 18% of all people living in Northern Ireland have some degree of disability, The prevalence rate for adults is 21% and 6% for children Service staff are culturally sensitive to the needs of people from minority ethnic backgrounds. An interpreting service is available if needed: 40,200 migrant workers registered in NI between April 08 March Births were registered to mothers born outside the UK Source: UK Borders Agency School attendance by children of migrants in 2009/10: primary school 5130 post primary

7 42 languages spoken in NI schools Source: Northern Ireland School Census Sexual Orientation The service does not collect this data However research indicates that 1in10 of the NI population is gay, lesbian or Bisexual STAFF The proposal will have minimal effect for staff as only 1 consultant will be changing the location of his clinic and he neither he nor his secretary will be required to change their permanent base, 7

8 2.2 Is there any indication or evidence of higher or lower participation or uptake by different groups? Group Gender Age Religion Political Opinion Marital Status Dependent Status Disability Ethnicity Sexual Orientation Yes/No/ Don t Know Please provide details More males than females are seen at thoracic clinics (this would be indicative of the nature of thoracic surgery whereby lung cancer/pectus repairs tend to affect more males than females. Patients would predominantly be aged 50 years. This accords with the nature of Thoracic Services The Trust does not collect this data. The Trust provides a sensitive, welcoming service to all patients/users The Trust does not collect this data however Trust buildings are designed to provide a welcoming environment to all users. Please see information at 2.1. Please see information at 2.1 All of our patients are debilitated by their condition and some are disabled, Service staff are experienced in caring for this client group and provide a person centred service in terms of individual needs. The Trust provides a culturally sensitive service and there are telephone and face-to-face interpreter services available. In addition to mandatory Equality training Cultural Diversity training is also available to all staff. The Trust provides a sensitive service to this client group. Training on Sexual Orientation is available to all staff. 8

9 2.3 Is there any indication or evidence that different groups have different needs, experiences, issues and priorities in relation to the policy/decision? Group Gender Age Religion Political Opinion Marital Status Dependent Status Disability Yes/No/ Don t Know Please provide details Users are assessed holistically and services are provided according to the individual s needs which would include cultural and religious needs..more males than females are seen at thoracic clinics which is indicative of the nature of thoracic surgery whereby lung cancer/pectus repairs tend to affect more males than females. There are people of many religions resident in the Belfast area. The Trust has links with Ministers of all the most popular religions; a guide on religious belief will be provided to all staff. The Trust is also aware that some people may still experience a chill factor in some areas of the city. The Trust will mitigate if possible. All Trust services, wherever located are provided inclusively and sensitively according to the individual s need The Trust is cognisant of its duty to mitigate for those who experience a chill factor, in terms of location, while Northern Ireland is in a period of normalisation. The Trust ensures that all of its premises display its Good Relations statement and provides a welcoming atmosphere to all patients/users. Services are provided to patients/clients in a sensitive holistic way taking into consideration the individual s needs. Patients are booked under the partial booking system which does afford elements of patient choice for appointment times this is a corporate policy in place throughout the BHSCT. The Service is staffed by specialists in the care of the client group and as such provides support, aids and 9

10 Ethnicity adaptations based on individual need. The department is fully accessible to those with a mobility disability, the reception has a loop system making it accessible to deaf and hard of hearing people, British and Irish Sign Language interpreters are provided if necessary. Services are provided to patients/clients in a sensitive holistic way. Sexual Orientation The Trust provides a sensitive service to this client group. 10

11 2.4 Is it likely that the policy/decision will meet those needs? Group Yes/No/ Don t Know Please briefly give details Yes. Services are person led - person - centred N.B. continue as appropriate 2.5 Is there an opportunity to better promote equality of opportunity or good relations by altering the policy/decision or working with others in government or in the larger community? Group Suggestions No. The service works to provide sensitive treatment and care to all patients and users. N.B. continue as appropriate 11

12 2.6 What changes to the policy/decision if any or what additional measures would you suggest to ensure that it promotes good relations? Group Suggestions The Trust gives due consideration to Good Relations in the planning and delivery of services 2.7 Is there an opportunity to better address the health and social inequalities of groups/areas of greatest social, economic or educational need by altering the policy/decision or working with others in government or in the larger community? Group Suggestions No. 12

13 2.8 Have previous consultations with relevant groups, organisations or individuals indicated that particular policies create problems that are specific to them? Also, please detail information used to answer any of the questions above (e.g. statistics; research reports; views of colleagues, service users, or other stakeholders). 1. The Surgeon was consulted via face to face meetings and is content with the move to the RVH. This will increase productivity in terms of a reduction in travel time between sites which may result in an increase of patients seen. 2. OPD manager was consulted via face to face meetings with in terms of the increased number of thoracic clinics being held monthly however the impact is zero because there are sufficient staff in place to manage these clinics 3. There are no staff affected from admin and clerical point of view. 4. The Trade Unions are satisfied that there are no adverse effect on staff. 5. A small sample of new patients in thoracic BCH clinic were consulted with by letter and questionnaire. There were two comments relating to transport concerns with one specifically indicating that it was due to their caring responsibilities. The RVH department is fully accessible to those with a mobility disability, is accessible by major bus routes and there is an internal bus service between BCH and RVH. 2.9 Please detail what data you will collect in the future in order to monitor the effect of the policy/decision on any of the groups under Section 75? Details of what aids and adaptations are provided to disabled people Complaints/compliments Feedback from staff /users/user groups which will be reported to the Health and Social Inequalities Team annually for two years. 13

14 (3) SHOULD THE POLICY/DECISION BE SUBJECT TO EQUALITY IMPACT ASSESSMENT? Equality impact assessment procedures are confined to those policies/decisions considered likely to have significant/major implications for equality of opportunity. If your screening has indicated that a policy/decision is likely to have an adverse differential impact, how would you categorise it? Please tick. Significant/major impact Low impact Do you consider that this policy/decision needs to be subjected to a full equality impact assessment? Yes No Please give reasons for your decision. Centralisation of services provides easier and more efficient access for patients to a specialist cardiothoracic multi-disciplinary team. There are bypass facilities on the RVH site which are not available to the BCH site This move enables the consultant to see more patients (travel time reduced which would free up 1 hour equalling 3 new or 6 review patients monthly) Benefits to the junior medical rota in not covering two separate sites. 14

15 (4) DISABILITY DISCRIMINATION 4.1 Does the policy/decision in any way discourage disabled people from participating in public life or does it fail to promote positive attitudes towards disabled people? The Service is staffed by specialists in the care of the client group and as such provides support, aids and adaptations based on individual need. The department is fully accessible to those with a mobility disability, the reception has a loop system making it accessible to deaf and hard of hearing people, British and Irish Sign Language interpreters are provided if necessary. Other ethnic interpreters are available if required 4.2 Is there an opportunity to better promote positive attitudes towards disabled people or encourage their participation in public life by making changes to the policy/decision or introducing additional measures? There are no adverse impacts in this area. 4.3 Please detail what data you will collect in the future in order to monitor the effect of the policy/decision with reference to the disability duties? Details of what aids and adaptations are provided Complaints Feedback from staff /users/user groups which will be reported to the Health and Social Inequalities Team annually for two years. 15

16 (5) CONSIDERATION OF HUMAN RIGHTS 5.1 Does the policy/decision affect anyone s Human Rights? [PLEASE COMPLETE THE TABLE BELOW] ARTICLE POSITIVE IMPACT NEGATIVE IMPACT = human right interfered with or restricted NEUTRAL IMPACT Article 2 Right to life Article 3 Right to freedom from torture, inhuman or degrading treatment or punishment Article 4 Right to freedom from slavery, servitude & forced or compulsory labour Article 5 Right to liberty & security of person Article 6 Right to a fair & public trial within a reasonable time Article 7 Right to freedom from retrospective criminal law & no punishment without law. Article 8 Right to respect for private & family life, home and correspondence. Article 9 Right to freedom of thought, conscience & religion Article 10 Right to freedom of expression Article 11 Right to freedom of assembly & association Article 12 Right to marry & found a family Article 14 Prohibition of discrimination in the enjoyment of the convention rights 16

17 1 st protocol Article 1 Right to a peaceful enjoyment of possessions & protection of property 1 st protocol Article 2 Right of access to education If the effect you have identified is positive or neutral please move on to Question If you have identified a likely negative impact who is affected and how? N/A At this stage we would recommend that you consult with your line manager to determine whether to seek legal advice and to refer to Human Rights Guidance to consider: whether there is a law which allows you to interfere with or restrict rights whether this interference or restriction is necessary and proportionate what action would be required to reduce the level of interference or restriction in order to comply with the Human Rights Act (1998). 17

18 5.3 Outline any actions which could be taken to promote or raise awareness of human rights or to ensure compliance with the legislation in relation to the policy/decision. None Policy/Decision Screened by: Patricia McKinney (clinical Co-ordinator cardiothoracic surgery) On behalf of Service Group Maureen Doyle, Equality Manager On behalf of Health and Social Inequalities Miriam Gibson HR Manager On behalf of Employment Equality Date: 22 May 2012 Please note that having completed the screening; you will need to ensure that a consultation on the outcome of screening is undertaken, in line with Equality Commission guidance. 18

SCREENING TEMPLATE. The purpose of the policy is to set out in summary how spiritual care services are recognised and provided within the BHSCT.

SCREENING TEMPLATE. The purpose of the policy is to set out in summary how spiritual care services are recognised and provided within the BHSCT. SCREENING TEMPLATE For further information on screening, please refer to the Guidance tes, which are also available in hard copy from the Health and Social Inequalities Team. 1 SCREENING TEMPLATE For further

More information

SCREENING TEMPLATE (1) INFORMATION ABOUT THE POLICY/DECISION

SCREENING TEMPLATE (1) INFORMATION ABOUT THE POLICY/DECISION SCREENING TEMPLATE See Guidance Notes for further information on the why what when, and who in relation screening, for background information on the relevant legislation and for help in answering the questions

More information

Equality, Good Relations and Human Rights Screening Template

Equality, Good Relations and Human Rights Screening Template Equality, Good Relations and Human Rights Screening Template Title: Email Retention & Archive Policy ***Completed Screening Templates are public documents and will be posted on the Trust s website*** See

More information

Equality, Good Relations and Human Rights Screening Template

Equality, Good Relations and Human Rights Screening Template Equality, Good Relations and Human Rights Screening Template Title: BHSCT Nurse Facilitated Discharge (NFD) ***Completed Screening Templates are public documents and will be posted on the Trust s website***

More information

NICE Technology Appraisal TA312 - Alemtuzumab for the treatment of relapsing-remitting multiple sclerosis

NICE Technology Appraisal TA312 - Alemtuzumab for the treatment of relapsing-remitting multiple sclerosis Part 1.Policy scoping 1.1 Information about the policy / decision 1.1.1 What is the name of the policy / decision? NICE Technology Appraisal TA312 - Alemtuzumab for the treatment of relapsing-remitting

More information

NICE Technology Appraisal TA320 - Dimethyl fumarate for the treatment of relapsing-remitting multiple sclerosis

NICE Technology Appraisal TA320 - Dimethyl fumarate for the treatment of relapsing-remitting multiple sclerosis Part 1.Policy scoping 1.1 Information about the policy / decision 1.1.1 What is the name of the policy / decision? NICE Technology Appraisal TA320 - Dimethyl fumarate for the treatment of relapsing-remitting

More information

Equality, Good Relations and Human Rights Screening Template

Equality, Good Relations and Human Rights Screening Template Equality, Good Relations and Human Rights Screening Template ***Completed Screening Templates are public documents and will be posted on the Trust s website*** See Guidance Notes for further background

More information

Equality with Human Rights Analysis Toolkit

Equality with Human Rights Analysis Toolkit Equality with Human Rights Analysis Toolkit The Equality Act 2010 and Human Rights Act 1998 require us to consider the impact of our policies and practices in respect of equality and human rights. We should

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

Equality Analysis. Guidance Notes for completing the template CONTENT

Equality Analysis. Guidance Notes for completing the template CONTENT Equality Analysis Guidance Notes for completing the template CONTENT 1. INTRODUTION Page 2 2. LEGAL FRAMEWORK Equality Act 2010 and Protected Characteristics The Public Sector Equality Duty (PSED) The

More information

Guidance on the Role of the Second Professional under the Mental Health Act

Guidance on the Role of the Second Professional under the Mental Health Act Guidance on the Role of the Second Professional under the Mental Health Act Exec Director lead Author/ lead Feedback on implementation to Clive Clarke Catherine Dixon Mental Health Act Administrator Catherine

More information

Scottish Environment Protection Agency

Scottish Environment Protection Agency - 1 - Scottish Environment Protection Agency Equality and Human Rights Assessment Guidance Document - 2 - The Equality Act 2010 (Specific Duties) (Scotland) Regulations 2012 requires all new and revised

More information

EQUALITY IMPACT ANALYSIS (EIA) FORM

EQUALITY IMPACT ANALYSIS (EIA) FORM Policy/Project/Function Date of Analysis December 2015 EQUALITY IMPACT ANALYSIS (EIA) FORM Mental Health Matters - consultation on the proposals for mental health services in the city to ensure that those

More information

Equality, Diversity and Human Rights

Equality, Diversity and Human Rights Equality, Diversity and Human Rights 1 Key things you need to know Make it your business Equality Act 2010 and protected characteristics 2 The Equality Act 2010 is the UK s most recent equality and diversity

More information

Equality impact assessment toolkit

Equality impact assessment toolkit Equality assessment toolkit Guidance and forms January 2012 Translations and other formats For information on obtaining this publication in another language or in a largeprint or Braille version please

More information

Equality, Diversity and Human Rights

Equality, Diversity and Human Rights Equality, Diversity and Human Rights Why are we here? Raise awareness and engage volunteers Develop skills and competence All types of prejudice, abuse, harassment, victimisation direct and indirect discrimination

More information

IMPORTANT NORTHERN IRELAND FIRE & RESCUE SERVICE PROCESSES THE INFORMATION PROVIDED ON THIS FORM FOR THE PURPOSES OF MEETING ITS LEGAL OBLIGATIONS.

IMPORTANT NORTHERN IRELAND FIRE & RESCUE SERVICE PROCESSES THE INFORMATION PROVIDED ON THIS FORM FOR THE PURPOSES OF MEETING ITS LEGAL OBLIGATIONS. IMPORTANT ALL SECTIONS OF THIS APPLICATION FORM SHOULD BE COMPLETED. IT IS THE APPLICANT'S RESPONSIBILITY TO PROVIDE SUFFICIENT INFORMATION FOR THE APPLICATION TO BE ASSESSED, AND CARE SHOULD BE TAKEN

More information

Recognition of Prior Learning Policy

Recognition of Prior Learning Policy Step 1 - Preparation 1. Title of Policy - what are you equality impact assessing? 2. Policy Aims and Brief Description - what are its aims? Give a brief description of the Policy (The What, Why and How?)

More information

Appendix 5: Equality and human rights legislative requirements

Appendix 5: Equality and human rights legislative requirements Appendix 5: Equality and human rights legislative requirements Equality Introduction People can experience discrimination as a result of certain personal characteristics. Equality legislation is designed

More information

Equality Impact Assessment on Policy to phase out permanent admissions to statutory residential homes (with the exception of those homes providing

Equality Impact Assessment on Policy to phase out permanent admissions to statutory residential homes (with the exception of those homes providing Equality Impact Assessment on Policy to phase out permanent admissions to statutory residential homes (with the exception of those homes providing specialist care) Section 75 and Schedule 9 The Northern

More information

DOE SECTION 75 EQUALITY OF OPPORTUNITY SCREENING ANALYSIS FORM

DOE SECTION 75 EQUALITY OF OPPORTUNITY SCREENING ANALYSIS FORM DOE SECTION 75 EQUALITY OF OPPORTUNITY SCREENING ANALYSIS FORM Section 1 Introduction This form is intended to help you to consider whether a new policy (either internal or external) or legislation will

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

Equality, Diversity and Inclusion Policy UK and Republic of Ireland v4 10/09/ Introduction and Scope Aims Policy Application 3

Equality, Diversity and Inclusion Policy UK and Republic of Ireland v4 10/09/ Introduction and Scope Aims Policy Application 3 ON-SITE SERVICES HR POLICY DOCUMENT Equality, Diversity and Inclusion Policy UK and Republic of Ireland v4 10/09/2015 Contents Page Number 1. Introduction and Scope 1 2. Aims 2 3. Policy Application 3

More information

Policy on Planned Preventative Maintenance

Policy on Planned Preventative Maintenance Policy on Planned Preventative Maintenance V1/15.01.09 Policy Title: Executive Summary: Planned Preventative Maintenance This policy provides guidance to ensure that a fit for purpose Planned Preventative

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy Equality, Diversity and Inclusion Policy 2016-2018 Date reviewed: December 2015 Date for next Review: December 2018 Policy Owner: Deputy Principal 1. Introduction Farnborough College of Technology is committed

More information

The Local Criminal Justice Board is not is required to do EIAs under the Equality Act 2010.

The Local Criminal Justice Board is not is required to do EIAs under the Equality Act 2010. FREQUENTLY ASKED QUESTIONS annex 2 1. Why do Equality and Human Rights Impact Assessments Need to be Carried Out? The Local Criminal Justice Board is not is required to do EIAs under the Equality Act 2010.

More information

ARMAGH CITY, BANBRIDGE AND CRAIGAVON BOROUGH COUNCIL GPRC/P4.0/V1.0.

ARMAGH CITY, BANBRIDGE AND CRAIGAVON BOROUGH COUNCIL GPRC/P4.0/V1.0. ARMAGH CITY, BANBRIDGE AND CRAIGAVON BOROUGH COUNCIL Document Number: Reference GPRC/P4.0/V1.0. Title of Policy: Records Management Policy No of Pages 19 (including coversheet and policy screening) (including

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

Name of the policy: CCEA Performance Related Pay Policy and Framework 2010/2011 and 2011/2012.

Name of the policy: CCEA Performance Related Pay Policy and Framework 2010/2011 and 2011/2012. Equality Screening Template Part 1: Policy Scoping The first stage of the screening process involves scoping the policy under consideration. The purpose of policy scoping is to help prepare the background

More information

NHS Scotland Application Form

NHS Scotland Application Form Candidate identification number (office use only): Please ensure you complete the application form in full as we cannot accept CVs. Please complete with black ink and block capitals. This form will be

More information

EQUALITY, DIVERSITY AND INCLUSION POLICY

EQUALITY, DIVERSITY AND INCLUSION POLICY EQUALITY, DIVERSITY AND INCLUSION POLICY Equality, Diversity and Inclusion Policy Page 2 Equality and Diversity Policy Title: Approved by: Implementation Date: Equality, Diversity and Inclusion Policy

More information

ST JOSEPH S HOSPICE JOB DESCRIPTION RECEPTIONIST/ADMINISTRATIVE ASSISTANT - INPATIENT AND COMMUNITY SERVICES

ST JOSEPH S HOSPICE JOB DESCRIPTION RECEPTIONIST/ADMINISTRATIVE ASSISTANT - INPATIENT AND COMMUNITY SERVICES ST JOSEPH S HOSPICE JOB DESCRIPTION RECEPTIONIST/ADMINISTRATIVE ASSISTANT - INPATIENT AND COMMUNITY SERVICES BAND: Band 3 REPORTS TO: ACCOUNTABLE TO: Team Leader Head of Administration BACKGROUND STATEMENT

More information

Glossary of Equailty and Diversity terminology.

Glossary of Equailty and Diversity terminology. Glossary of Equailty and Diversity terminology. The majority of this glossary was published as the Glossary to the Essential guide to the public sector equality duty Equality Act 2010, by the Equality

More information

Mental Health Act Code of Practice. Professions and Care Standards Liz Johnson - Head of Equality and Inclusion. Group

Mental Health Act Code of Practice. Professions and Care Standards Liz Johnson - Head of Equality and Inclusion. Group Policy: Equality and Human Rights Executive or Associate Director lead Policy author/ lead Feedback on implementation to Liz Lightbown - Executive Director of Nursing, Professions and Care Standards Liz

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

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure

Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Equality and Human Rights Impact Assessment (EqHRIA) Standard Operating Procedure Notice: This document has been made available through the Police Service of Scotland Freedom of Information Publication

More information

Equality Impact Assessment. Northern Ireland Assembly Digital First Strategy

Equality Impact Assessment. Northern Ireland Assembly Digital First Strategy Equality Impact Assessment Northern Ireland Assembly Digital First Strategy 1 Table of Contents Consultation 4 Access to Information 5 Introduction 7 The Policy and Purpose of the EQIA 9 Digital First

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

Suicide Prevention Strategy

Suicide Prevention Strategy Suicide Prevention Strategy This document is available in alternative formats such as electronic format or large print upon request Please contact the Equality, Diversity and Human Rights Team on 01903

More information

NHS Grampian Equality, Diversity and Human Rights Policy for Staff

NHS Grampian Equality, Diversity and Human Rights Policy for Staff NHS Grampian Equality, Diversity and Human Rights Policy for Staff Co-ordinator: Equality and Diversity Manager Reviewer: GAPF Policies Subgroup Approver: Grampian Area Partnership Forum (GAPF) Date approved

More information

Job Application Pack. Care Services Co-ordinator (South Eastern Trust Area)

Job Application Pack. Care Services Co-ordinator (South Eastern Trust Area) REF: CSC/06/16 Job Application Pack Care Services Co-ordinator (South Eastern Trust Area) Dear Applicant, Please find enclosed an application pack for the above post, which should contain the following

More information

2011 Census Microdata. Sample of Anonymised Records Teaching File. Product Overview

2011 Census Microdata. Sample of Anonymised Records Teaching File. Product Overview Northern Ireland Census 2011 2011 Census Microdata Product Overview Version 2.0 January 2014 Updated February 2015 Contents 1 Introduction... 2 2 What are Microdata SARs... 4 3 Preserving the confidentiality

More information

EQUALITY ANALYSIS POLICY. POLICY RECORD DETAILS DATE AGREED: 9 July 2014 VERSION No. 9 HR BUSINESS PARTNER DIVERSITY. Contents. Last updated: 09/07/14

EQUALITY ANALYSIS POLICY. POLICY RECORD DETAILS DATE AGREED: 9 July 2014 VERSION No. 9 HR BUSINESS PARTNER DIVERSITY. Contents. Last updated: 09/07/14 The British Library Equality Analysis Policy 140709 - Version 8 EQUALITY ANALYSIS POLICY Last updated: 09/07/14 POLICY RECORD DETAILS DATE AGREED: 9 July 2014 VERSION No. 9 HR BUSINESS PARTNER DIVERSITY

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 Impact Assessment Form

Equality Impact Assessment Form 1. Strategy / policy / function / project / plan / procedure Recruitment & Selection policy & procedure 2. Officer(s) completing the EQIA HR Policy Officer 3. Is the strategy / policy / function / project

More information

Onshore Wind Energy: Supplementary Guidance. Equalities Impact Assessment. March 2012

Onshore Wind Energy: Supplementary Guidance. Equalities Impact Assessment. March 2012 Onshore Wind Energy: Supplementary Guidance Equalities Impact Assessment March 2012 Contents Introduction...3 What is an Equalities Impact Assessment?...3 Assessment...5 Conclusion...9 Introduction This

More information

The Newcastle upon Tyne Hospitals NHS Foundation Trust. How to proceed when NHS patients wish to pay for Additional Private Care (co-payments/top-ups)

The Newcastle upon Tyne Hospitals NHS Foundation Trust. How to proceed when NHS patients wish to pay for Additional Private Care (co-payments/top-ups) The Newcastle upon Tyne Hospitals NHS Foundation Trust How to proceed when NHS patients wish to pay for Additional Private Care (co-payments/top-ups) Version No: 1.1 Effective From: 3 March 2015 Expiry

More information

Application form Please complete all sections of this form using dark ink. We do not accept curriculum vitae in place of completed application forms.

Application form Please complete all sections of this form using dark ink. We do not accept curriculum vitae in place of completed application forms. Application form Please complete all sections of this form using dark ink. We do not accept curriculum vitae in place of completed application forms. Job applied for: Location of job: DELETE/TICK WHERE

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

EQUALITY AND DIVERSITY POLICY AND PROCEDURE

EQUALITY AND DIVERSITY POLICY AND PROCEDURE EQUALITY AND DIVERSITY POLICY AND PROCEDURE TABLE OF CONTENTS PAGE NUMBER : Corporate Statement 2 Forms of Discriminations 2 Harassment and Bullying 3 Policy Objectives 3 Policy Implementation 4 Commitment

More information

Completed application Forms MUST be received no later than 12.00 noon on

Completed application Forms MUST be received no later than 12.00 noon on Job reference number APPLICATION FORM Thank you for your interest. This Application Form should be completed in full using BLACK INK. Applicants will be assessed only on the information provided in the

More information

Screening flowchart and template (taken from Section 75 of the Northern Ireland Act 1998 A Guide for public authorities April 2010 (Appendix 1)).

Screening flowchart and template (taken from Section 75 of the Northern Ireland Act 1998 A Guide for public authorities April 2010 (Appendix 1)). Screening flowchart and template (taken from Section 75 of the Northern Ireland Act 1998 A Guide for public authorities April 2010 (Appendix 1)). Introduction Part 1. Policy scoping asks public authorities

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

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations

Council meeting, 31 March 2011. Equality Act 2010. Executive summary and recommendations Council meeting, 31 March 2011 Equality Act 2010 Executive summary and recommendations Introduction 1. The Equality Act 2010 (the 2010 Act) will consolidate into a single Act a range of existing equalities-based

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

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

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

Equality Impact and Needs Analysis (EINA) for Electoral Registration and Election process

Equality Impact and Needs Analysis (EINA) for Electoral Registration and Election process Equality Impact and Needs Analysis (EINA) for Electoral Registration and Election process Directorate: Service Area: Name of service/ function/ policy/ being assessed: Officer leading on assessment: Other

More information

University of London Change Management Procedure. 1. Introduction

University of London Change Management Procedure. 1. Introduction University of London Change Management Procedure 1. Introduction 1.1 The Central Academic Bodies and central activities of the University of London (the "central University ) recognises that change is

More information

EQUALITY IMPACT ASSESSMENT

EQUALITY IMPACT ASSESSMENT EQUALITY IMPACT ASSESSMENT NAME OF SERVICE/POLICY/STRATEGY BEING ASSESSED: ANTI FRAUD AND BRIBERY POLICY DETAILS OF LEAD COMMISSIONER OR CSU STAFF COMPLETING THIS SCREENING: Name Susan Brown / Nigel Roderick

More information

Fair Employment and Treatment (NI) Order 1998 ARTICLE 5 5 REVIEW. A Guide for Employers

Fair Employment and Treatment (NI) Order 1998 ARTICLE 5 5 REVIEW. A Guide for Employers 55 Fair Employment and Treatment (NI) Order 1998 ARTICLE 5 5 REVIEW A Guide for Employers 0 1. INTRODUCTION 1.1 Under Article 55 of the Fair Employment and Treatment (NI) Order 1998 concerns registered

More information

People from different racial groups, ethnic or national origin. No No. Women and/or men (boys and girls) No No. People with disabilities No Yes

People from different racial groups, ethnic or national origin. No No. Women and/or men (boys and girls) No No. People with disabilities No Yes South Ayrshire Council Equalities Scoping Template 1. Policy details Policy Title Supplementary Planning Guidance: Design Guidelines for Advertisement and Commercial Signage Policy on Electronic Signage-

More information

Northern Ireland Social Care Council. Job Description

Northern Ireland Social Care Council. Job Description Northern Ireland Social Care Council Job Description Post: Location: Band: Reporting to: Responsible to: Head of Workforce Development Northern Ireland Social Care Council, 7 th Floor, Millennium House,

More information

NOT PROTECTIVELY MARKED

NOT PROTECTIVELY MARKED EQUALITY AND HUMAN RIGHTS ASSESSMENT GUIDANCE An Equality and Human Rights Assessment (EHRA) is a process for considering and assessing organisational risk in relation to meeting the requirements of specific

More information

JOB DESCRIPTION. Director of Nursing, Primary Care and Older People

JOB DESCRIPTION. Director of Nursing, Primary Care and Older People JOB DESCRIPTION Title of Post: Community Staff Nurse Band of Post: Band 5 Directorate: Reports to: Accountable to: Nursing and Primary Care District Nursing Sister Director of Nursing, Primary Care and

More information

Colchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment

Colchester Borough Council. Equality Impact Assessment Form - An Analysis of the Effects on Equality. Section 1: Initial Equality Impact Assessment Colchester Borough Council Equality Assessment Form - An Analysis of the Effects on Equality Section 1: Initial Equality Assessment Name of policy to be assessed: Major Preliminary Enquiries and Planning

More information

Document Title. Reference Number. Lead Officer. Author(s) (name and designation) Ratified by. Date ratified. Implementation Date

Document Title. Reference Number. Lead Officer. Author(s) (name and designation) Ratified by. Date ratified. Implementation Date Document Title Reference Number Lead Officer Author(s) (name and designation) Ratified by Date ratified Implementation Date Date of full implementation Review Date Version number Review and Amendment Log

More information

EQUAL OPPORTUNITIES & DIVERSITY POLICY

EQUAL OPPORTUNITIES & DIVERSITY POLICY 1. General dh Recruitment Hereford & Worcester embraces diversity and will seek to promote the benefits of diversity in all of our business activities. We will seek to develop a business culture that reflects

More information

Is this an existing, revised or a new policy? Revised Policy. What is it trying to achieve? (intended aims/outcomes)

Is this an existing, revised or a new policy? Revised Policy. What is it trying to achieve? (intended aims/outcomes) Equality Screening Template Part 1: Policy Scoping The first stage of the screening process involves scoping the policy under consideration. The purpose of policy scoping is to help prepare the background

More information

UXBRIDGE COLLEGE EQUALITY AND DIVERSITY POLICY. Person responsible: Director of Learning and Support Services Director of Human Resources

UXBRIDGE COLLEGE EQUALITY AND DIVERSITY POLICY. Person responsible: Director of Learning and Support Services Director of Human Resources UXBRIDGE COLLEGE EQUALITY AND DIVERSITY POLICY Subject: Equality and Diversity Origination Date: September 2002 Last approved: November 2015 Effective date: November 2015 Person responsible: Director of

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

Equality Act Naseem Anwar Equality and Diversity Unit

Equality Act Naseem Anwar Equality and Diversity Unit Equality Act 2010 Naseem Anwar Equality and Diversity Unit Corporate and Individual Responsibility Responsibility includes: Moral Social Legal holding people responsible for their actions the principle

More information

Equality, Diversity and Inclusion Policy

Equality, Diversity and Inclusion Policy Equality, Diversity and Inclusion Policy POLICY VERSION NUMBER 1 MEMBER OF STAFF RESPONSIBLE FOR POLICY Vice Principal - Transforming Equalities & Safeguarding RECORD OF REVISIONS TO POLICY DATE DETAILS

More information

Disability Action Plan

Disability Action Plan Disability Action Plan Northern Ireland Social Care Council (NISCC) March 2013 This document is available in audio format, Braille, Easy Read and as an accessible pdf. It can be made available on request

More information

promoting equal opportunity, eliminating unlawful racial discrimination promoting good relations between different racial groups.

promoting equal opportunity, eliminating unlawful racial discrimination promoting good relations between different racial groups. The Statutory Duties Appendix 1 The Race, Disability and Gender Equality duties require public bodies to have due regard to the need to eliminate discrimination and to promote equality in employment and

More information

Collecting data on equality and diversity: examples of diversity monitoring questions

Collecting data on equality and diversity: examples of diversity monitoring questions Collecting data on equality and diversity: examples of diversity monitoring questions Subject Page Age 3 Disability 4-5 Race/Ethnicity 6-7 Gender or sex, and gender reassignment 8-9 Religion and belief

More information

Equality & Diversity Policy

Equality & Diversity Policy Equality & Diversity Policy Version Number: V.2 Name of originator/author: Name of responsible committee: Name of executive lead: Date V1 issued: November 2012 Last Reviewed: June 2014 Next Review date:

More information

PROTOCOL FOR DUAL DIAGNOSIS WORKING

PROTOCOL FOR DUAL DIAGNOSIS WORKING PROTOCOL FOR DUAL DIAGNOSIS WORKING Protocol Details NHFT document reference CLPr021 Version Version 2 March 2015 Date Ratified 19.03.15 Ratified by Trust Protocol Board Implementation Date 20.03.15 Responsible

More information

NHS Family doctor services registration GMS1

NHS Family doctor services registration GMS1 NHS Family doctor services registration GMS1 Patient s details Please complete in BLOCK CAPITALS and tick as Appropriate Mr Mrs Miss Ms Surname Date of birth d d m m y y First names NHS No. Male Female

More information

Promoting Equality and Diversity in Volunteering

Promoting Equality and Diversity in Volunteering Promoting Equality and Diversity in Volunteering A Guide for Volunteer Involving Organisations Content. Page What do we mean by equality of opportunity and diversity? 3 Why is promoting equality and diversity

More information

Emotional Wellbeing and Mental Health

Emotional Wellbeing and Mental Health Emotional Wellbeing and Mental Health A survey to help plan the services we offer to children and young people to promote and support their emotional wellbeing and mental health. Children and young people

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

An Everyone Guide to Diversity Impact Assessments

An Everyone Guide to Diversity Impact Assessments Diversity Impact Assessments - part of the Everyone series An Everyone Guide to Diversity Impact Assessments Version 1.1 Owner: Frances McAndrew Approved by: Loraine Martins Date issued 01-04-15 A Guide

More information

Sunny Vale School A WHOLE SCHOOL EQUALITY POLICY. Example for schools. Camden Local Authority 1

Sunny Vale School A WHOLE SCHOOL EQUALITY POLICY. Example for schools. Camden Local Authority 1 Sunny Vale School A WHOLE SCHOOL EQUALITY POLICY Example for schools Camden Local Authority 1 Policy agreed March 4 th 2012 Review date March 2013 Introduction Sunny Vale is an inclusive school where we

More information

JOB DESCRIPTION. Community Mental Health Services Sector Manager

JOB DESCRIPTION. Community Mental Health Services Sector Manager JOB DESCRIPTION Title of Post: Support Worker, Mental Health Grade/ Band: Band 3 Directorate: Reports to: Accountable to: Initial Location: Hours: Adult Services, Mental Health Programme Team Leader Community

More information

EMPLOYMENT EQUITY POLICY & PLAN

EMPLOYMENT EQUITY POLICY & PLAN EMPLOYMENT EQUITY POLICY & PLAN Statement of Intent The Company is committed to creating and maintaining an environment, which provides equal opportunities to all its employees, with special consideration

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

UNIVERSAL DECLARATION OF HUMAN RIGHTS UNITED NATIONS HIGH COMMISSIONER FOR HUMAN RIGHTS

UNIVERSAL DECLARATION OF HUMAN RIGHTS UNITED NATIONS HIGH COMMISSIONER FOR HUMAN RIGHTS UNIVERSAL DECLARATION OF HUMAN RIGHTS UNITED NATIONS HIGH COMMISSIONER FOR HUMAN RIGHTS Universal Declaration of Human Rights Preamble Whereas recognition of the inherent dignity and of the equal and inalienable

More information

We have considered the impact of the proposals against the statutory obligations under the Equality Act These are outlined below.

We have considered the impact of the proposals against the statutory obligations under the Equality Act These are outlined below. Minimum sentences for the new offences of threatening with an article with a blade or point or offensive weapon in public or on school premises Equality Impact Assessment Introduction This Equality Impact

More information

Equality and Diversity Policy. Bernie White Distribution. Trust Wide. Definition(s)

Equality and Diversity Policy. Bernie White Distribution. Trust Wide. Definition(s) Equality Impact Assessment Definition(s) E&D - Equality and Diversity RRA - Race Relations Act POVA - Protection of Vulnerable Adults CP - Child Protection DDA - Disability Discrimination Act MCA - Mental

More information

Prevent unauthorised deductions Antenatal care. Failure to allow time off for trade union activities/safety rep duties

Prevent unauthorised deductions Antenatal care. Failure to allow time off for trade union activities/safety rep duties Fees and Remissions Although this form is not part of the ET1 it must be returned with the claim form if you are making your claim by post. This will assist our staff in confirming that the correct fee

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

EQUALITY AND DIVERSITY POLICY

EQUALITY AND DIVERSITY POLICY Equality and Diversity Policy V1.2 Final 2015 33 30 EQUALITY AND DIVERSITY POLICY Author: Date of Release: 08 September 2015 Version No. & Status: V1.2 Final 2015 11 30 Approved By: Executive Management

More information

Peninsula Community Health. Employee Travelling Expenses Management Guidance Note

Peninsula Community Health. Employee Travelling Expenses Management Guidance Note Peninsula Community Health Employee Travelling Expenses Management Guidance ote Title: Employee Travelling Expenses Procedural Document Type: Management Guidance ote Reference: MG 08b CQC Outcome: 13 Version:

More information

Stage 1: Scope of the Equality Assessment

Stage 1: Scope of the Equality Assessment Stage 1: Scope of the Equality Assessment ** NB. It is important that your Equality Champion (See Corporate, Equality and Safeguarding on WySpace for a current list) is aware that the EA is being undertaken,

More information

Personal Details Surname Surname at birth, if different Any other names by which you have been known

Personal Details Surname Surname at birth, if different Any other names by which you have been known Post applied for: Office Use Only 1 2 3 4 Personal Details Surname Surname at birth, if different Any other names by which you have been known Forenames (in full) Nationality Title (Mr, Mrs, Miss, Ms,

More information

SPECIALIST TENANCIES MANAGER PERSON SPECIFICATION

SPECIALIST TENANCIES MANAGER PERSON SPECIFICATION SPECIALIST TENANCIES MANAGER PERSON SPECIFICATION The Selection Panel has identified this comprehensive specification for the ideal candidate and will use this to examine the internal candidate(s) who

More information

TRUST POLICY FOR EQUALITY, DIVERSITY AND HUMAN RIGHTS

TRUST POLICY FOR EQUALITY, DIVERSITY AND HUMAN RIGHTS TRUST POLICY FOR EQUALITY, DIVERSITY AND HUMAN RIGHTS Contents 1. Introduction...2 2. Purpose and Outcomes...2 3. POLICY IN PRACTICE...3 3.1 Equality Delivery System...3 3.2 Equality Impact Risk Assessments...4

More information

BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY

BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY BISHOP GROSSETESTE UNIVERSITY SEXUAL ORIENTATION AND GENDER IDENTITY POLICY 1. Introduction This policy is applicable to both staff and students and should be read in conjunction with all other relevant

More information

Surrey County Council Full Equality Impact Assessment

Surrey County Council Full Equality Impact Assessment 1. Context of the Service or Policy Surrey County Council Full Equality Impact Assessment Service or Policy being assessed Surrey Arts Assessor: Karl Newman Date July 2008 What are the aims of the service

More information