note the report; and approve the recommendations outlined at 1-4 below

Transcription

1 Meeting / Committee: Trust Board Public Meeting Date: 22 October 2015 This paper is for: Approval Discussion Information Assurance Title: Equality and Delivery System 2 update Purpose: The Trust Board is asked to: note the report; and approve the recommendations outlined at 1-4 below Executive Summary: This paper is intended to provide the Board with information on the NHS Equality Delivery System 2 (EDS 2) with an update on progress to date. From April 2015, the Equality Delivery System 2 became mandatory through inclusion in the NHS Standard Contract. Work is currently in progress on an EDS2 capability diagnostic which will provide the Trust with a road map for moving forward. Prepared by: Paula Lloyd Knight Presented by: Deirdre Fowler Director Nursing, Midwifery & Quality Recommendation: The Board is asked to approve the following recommendations: 1. To support robust governance arrangements on Equality and Diversity across the Trust, it is recommended the Board approve the creation of an Equality and Diversity Steering Group to support implementation of the Workforce Race Equality Standard (WRES), EDS2 and the wider Public Sector Equality Duty (PSED). 2. That a detailed EDS2 implementation plan is presented to the Board at its November meeting. 3. Patient insight data (surveys, friends & family, audits) to be mapped against gender, age and ethnicity to support the Improved patient access & experience goal. 4. The Equality and Diversity policy being developed by HR is widely consulted on with a range of external stakeholders and staff to support transparency and co-production.

2 Link to Strategic Objectives Please tick SO1 To deliver high quality services that constantly improve SO2 To achieve financial sustainability across the Trust SO3 To ensure the sustainability of services at Hinchingbrooke Hospital Risk implications for the Trust (including any clinical and financial consequences) Mitigating Actions (Controls) Link to Board Assurance Framework and Key Risks Y/N Yes see above Legal and regulatory implications (including links to CQC domains and regulations, TDA oversight, inspections, audits, NHS Constitution etc.) Equality Act 2010 Public Sector Equality Duty NHS Constitution Reviewed for financial implications Y/N value Equality and Diversity EDS2 Acronyms used in the report EDS2 Equality Delivery System 2 PSED WRES Public Sector Equality Duty Workforce Race Equality Standard

3 1.0 Aim This paper aims to provide the Board with an introduction of the EDS2, along with a description of its indicators and current progress to date. 2.0 Background Under the Equality Act 2010, the Trust has a Public Sector Equality Duty (PSED) to individuals and employees, when carrying out its day to day work in shaping policy and delivering services. The duty comprises a general equality duty, supported by specific duties, and requires the Trust consciously to consider them with respect to employee and service delivery, across all 9 characteristics protected by the Equality Act The general duties are to: Eliminate unlawful discrimination, harassment, victimisation and other conduct prohibited by the Equality Act 2010 Equalise equality of opportunity for people who share a protected characteristic with those who do not Foster good relations between people who share a protected characteristic and those who do not The specific duties require public bodies to: Annually publish relevant, proportionate information demonstrating compliance with the general duty by 31 January Annually set and publish specific, measurable equality objectives 3.0 The Equality Delivery System 2 The Equality Delivery System (EDS) was first introduced in 2011, after an evaluation and consultation in 2012 a refreshed version called EDS 2 was developed. The NHS Equality and Diversity Council agreed that the EDS 2 would be mandatory through inclusion in the Standard Contract. This came into effect in April for the 2015/16 NHS Standard contract. The EDS2 provides Trusts with a vehicle to embed Equality and Diversity in its workforce practice and service delivery. Implementation of it will support the Trust to respond to the Public Sector Equality Duty (PSED).

4 3.1 Assessment The outcome-focused tool assists NHS organisations (in consultation with local partners, community and stakeholders) to review and continuously improve performance for people with characteristics protected by the Equality Act There are 18 outcomes, against which NHS organisations assess and grade themselves. They are grouped under four goals: 1. Better health outcomes 2. Improved patient access and experience 3. A representative and supported workforce 4. Inclusive leadership Within each goal are specific objectives detailing the action to be taken; who is responsible, evidence that the action is required, a date by which it will be completed and a grading. For most outcomes the key question is: How well do people from protected groups fare compared with people overall? There are four grades: Undeveloped - if there is no evidence one way or another for any protected group of how people fare or if evidence shows that the majority of people in only two or less protected groups fare well (RED) Developing - if evidence shows that the majority of people in three to five protected groups fare well (AMBER) Achieving if evidence shows that the majority of people in six to eight protected groups fare well (GREEN) Excelling if evidence shows that the majority of people in all nine protected groups fare well (PURPLE) 4.0 Progress EDS2 Goals Progress to date Better health outcomes and experience Improved patient access A diagnostic is currently underway to identify current data/informatics capacity and case studies for inclusion in meeting this goal A diagnostic is currently underway to identify current data/informatics available across the 9 protected characteristics for patient access and the feasibility of data triangulation.

5 A representative and supported workforce A review of current equality policies is in process An action plan from the Improving working Lives has been developed An Equality & Diversity policy is being developed by HR for consultation with stakeholders & staff HR policies are currently being reviewed Inclusive leadership Work on this goal is yet to commence, actions for moving forward will be included in the current diagnostic work It is acknowledged that additional capacity is required to deliver this agenda it is hoped moving forward that recruitment to a band 7 will take place. 5.0 Recommendations Action to take forward the EDS2 needs to start immediately, to ensure both contractual compliance and prevent non compliance with the PSED. 1. To support robust governance arrangements on Equality and Diversity across the Trust we recommend the Board approve the creation of an Equality and Diversity Steering Group to support implementation of the WRES, EDS2 and the wider PSED. 2. A detailed EDS2 implementation plan to be presented at the next Board. 3. Patient insight data (surveys, friends & family, audits) to be mapped against gender, age and ethnicity to support the Improved patient access & experience goal. 4. The Equality and Diversity policy being developed by HR is widely consulted on with a range of external stakeholders and staff to support transparency and coproduction. References Equality Delivery System (EDS2)