Equality Objectives and Equality, Diversity and Human Rights Action Plan

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1 Equality Objectives and Equality, Diversity and Human Rights Action Plan This document is available in large print and other formats and languages on request 1

2 Introduction The following Plan has been developed to help the Trust meet its priorities for the year The Equality Act 2010 requires us to produce equality objectives that will shape how we implement our duties regarding equality, diversity and human rights (EDHR). Legal requirements provide the foundation from which we are committed to developing the very best practice over and above our legal responsibilities. We will continue to work in a sustained way by ensuring that EDHR considerations inform all activities including our strategic business planning. The protected characteristics listed in the Equality Act are an embedded part of each aspect of the plan. These are: age, disability, gender re-assignment, marriage and civil partnership, race, religion or belief, sex, sexual orientation, pregnancy and maternity. Equality Objectives The general duty included in the Equality Act 2010 identifies three aims and each equality objective set by the Trust must meet one or more of these. The three aims identified in the act are to: 1. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the act (i.e. removing or minimising disadvantage suffered by people due to their protected characteristics) 2. Advance equality of opportunity between people who share a protected characteristic and those who do not (i.e. taking different steps to meet the needs of people from protected groups where these are different from the needs of other people) 3. Foster good relations between people who share a protected characteristic and those who do not (i.e. encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.) The Trust Patient & Family Experience Vision (2013) and Staff Experience Vision (2014) set out our ambitions for all our patients and staff and have been used to develop the following equality objectives that will form the basis for annual action plans over the next four years. Each objective is cross referenced to the relevant aims of the general duty (1, 2 and 3 as above) and the words in brackets indicate whether it has implications for either the patients or staff or is relevant to both. The objectives are: a) Introduce consistent and sustained comprehensive equality monitoring across the Trust via data collection and analysis in order to utilise the information to further enhance all aspects of Trust business. (Equality Act: Aim 1 / patients and staff) b) Ensure all communications across the Trust embed equality, diversity and human rights considerations and are understandable, accessible and fit for purpose. (Equality Act: Aim 2 / patients and staff) 2

3 c) Engage and collaborate with patients, staff, other stakeholders and partners to receive regular feedback that will help to inform and influence current and future practice. (Equality Act: Aim 3 / patients and staff) d) Support and develop staff in ways that are appropriate to their needs, so they are competent to deliver an inclusive service that addresses the individual needs of service users including those based on the protected characteristics. (Equality Act: Aim 1 / staff) The vision also includes those with caring responsibilities 3

4 In addition, each objective and the related actions and outcomes have been linked to the QIPP requirements of: Quality, Innovation, Productivity and Prevention and the relevant Care Quality Commission (CQC) Essential Standards of Quality and Safety (ESQS) outcomes. Links have also been made to the goals of The Equality Delivery System (EDS). The EDS is a national system that has 4 goals and 18 outcomes. Progress against these is measured on an annual basis. The goals are: 1. Better health outcomes for all 2. Improved patient access and experience 3. Empowered, engaged and included staff 4. Inclusive leadership at all levels Key abbreviations in the following plan: EDHR P&FEV SEV = equality, diversity and human rights = Patient & Family Experience Vision 2013 (including carers) =Staff Experience Vision 2014 (including Board of Governors, members, volunteers and sub contractors) 4

5 ACTION PLAN Equality Objective Actions Trust Lead Assurance / Sub- A Outcomes Timescales Links to: P&FEV SEV CQC - ESQS Outcomes QIPP EDS Goals Introduce consistent and sustained comprehensive equality monitoring across the Trust via data collection and analysis in order to utilise the information to further enhance all aspects of Trust business. Improve current comprehensive equality data collection, recording and monitoring processes to ensure consistency and compliance. (includes membership and volunteers). of HR Director of Research & Informatics (service users) Monitoring of service provision at service line level will enable directorates to identify gaps in service delivery to particular groups. This will be fed into CCG meetings to inform/influence commissioning decisions. December 2012 and June 2013 P&FEV: All steps : ESQS Outcomes: 16,17,21 Quality Innovation EDS Goal 1 & membership data may identify opportunities for targetted actions (recruitment and personal development of staff) Position reported at end of Quarters 2 and 4 each year 5

6 B Ensure communications across the Trust embed equality, diversity and human rights considerations and are understandable, accessible and fit for purpose. Publish half-yearly progress reports on the Trust intranet/website against the action plan. Ensuring that all patient information follows the guidance set out in the patient information policy and requests to provide information in alternative formats are reported quarterly Head of Comms & Marketing Customer Care Team Leader Improved Patient and Staff engagement and awareness - measured through survey feedback and qualitative intelligence (NED & Exec walkabouts) Results will guide practice to ensure most widely requested formats are more readily available. September October 2012 and March 2013 Continuous impact to be reviewed annually P&FEV: Reputation Arrival Patient Contract Stay SEV: Reputation & Pride Commitment & Attitude Support & wellbeing Training & Learning Recommendations contained in the Access Audit to enhance signage and in the Audit Action Plan. The website is already Browsealoud enabled. Ensure the Browsealoud logo is prominent on the home page. Estates Manager Action plan published on website and intranet. Quarterly progress reports produced against action plan. Improved patient & visitor feedback re signage and access April 2012 ESQS Outcomes: 1,4, Quality Innovation Prevention EDS Goal 2 C Engage and collaborate with patients, staff, governors other stakeholders and partners Corporate Engagement events ADNS (Corporate Nursing and Patient Events arranged to capture feedback from patients and families and identify any EDHR Four events arranged for July, Sept, November & P&FEV: All steps SEV: All pillars 6

7 to receive regular feedback that will help to inform and influence current and future practice. LINk patient experience events Experience) As above issues arising. Events arranged with the LINk to capture independent feedback from patients including E&D issues arising. March 2013 Quarterly events arranged ESQS Outcomes: 1,6,17 Quality Innovation Productivity Prevention EDS Goals 1 and 2 Local Patient Surveys As above Reporting of local patient surveys and analysis of key themes relating to EDHR. Monthly Directorate engagement events As above Patient and family engagement events arranged by directorate and implemented through directorate contracts. Bi-annual directorate events and ad-hoc service development focus groups Annual Patient Surveys As above In-patient and outpatient surveys capturing EDHR elements as part of feedback and analysis. Annual EDHR awareness session for Board of Governors highlighting key issues and opportunities for targeted engagement with membership. Associate Director of Corporate Development Improved engagement with seldom heard groups may identify unmet need for some groups of the population. May

8 D Support and develop staff in ways that are appropriate to their needs, so they are competent to deliver an inclusive service that addresses the individual needs of service users including those based on the protected characteristics. Delivery of bespoke EDHR programmes including: - e-learning module Assess all trainers and programmes for EDHR awareness and compliance Delivery of training to assist career development, promotion and recruitment and selection. Head of Learning & Development Head of Learning & Development of Human Resources Head of Learning & Development L&D Steering Group L&D Steering Group L&D Steering Group Competent and capable workforce Effective Equality Analysis of all programmes and professional development for individuals Equitable development of staff across the organisation E-learning in place by Sept 2012 Continuous Continuous P&FEV: All steps SEV: All pillars ESQS Outcomes: 12,13,14 Quality Innovation Productivity Prevention EDS Goals 3 and 4 All recruitment and selection panels to include at least one member who has undergone EDHR training. of Human Resources Head of Learning & Development Equitable recruitment & selection processes By Sept 2013 Equality analysis findings monitored to ensure equitable opportunity and access for staff. Where monitoring identifies the needs of individuals with specific protected characteristics are disadvantaged the Trust will take positive action to Equitable development of staff across the organisation and targeted action if necessary Continuous 8

9 address this. Restructure EDHR to ensure membership encompasses decision makers within the organisation EDHR Awareness session for EDHR committee members of HR of HR Group restructured to provide greater influence on practice across trust EDHR committee members are capable and competent in all aspects of EDHR issues July 2012 Sept

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