The NHS Equality Delivery System 2. Submission 2015

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1 The NHS Equality Delivery System 2 Submission 2015

2 Table of Contents Page 1. Executive summary 3 2. Introduction 3 3. Process for developing this submission 4 4. Rating performance 4 5. Our 2015 ratings 5 6. Next steps 5 Appendix I our EDS2 ratings for NHS Equality Delivery System 2 submission

3 1. Executive Summary The purpose of this report is to summarise the Trust s 2015 submission in respect of the NHS Equality Delivery System 2 (EDS2). At The Christie, we are determined to ensure that we offer equal access to health care and employment opportunities to everyone in the community. The Trust welcomed the NHS Equality Delivery System (EDS) from 2012 as an opportunity to look at how well we are doing in our endeavours to promote and continually improve equality delivery for patients and staff. Following an NHS evaluation of the original EDS, we transitioned to the new EDS2 framework from We have listened to our key stakeholders, including our patients, staff and staff side representatives, to assess our equality performance and consider that we are performing well in a number of areas. In 2015, there was a specific improvement in workforce outcome 4.3 Middle managers and other line managers support their staff to work in culturally competent ways within a work environment free from discrimination, with additional supporting evidence from the 2014 Staff Survey results. The assessment and detailed supporting information will be used in the further development of our equality objectives. 2. Introduction At The Christie, we respect and value the diversity of our patients, our staff and our visitors and we are committed to: serving the community in a way that is appropriate, accessible and responsive making best use of the range of talent and experience available within our workforce and potential workforce ensuring that our legal obligations are fulfilled, and where possible, exceeded. The EDS2 is designed to support NHS trusts to deliver better outcomes for patients and communities and better working environments for staff, which are personal, fair and diverse. At the heart of the EDS2 is a set of 18 outcomes grouped into four goals. It is against these outcomes that performance is analysed, graded and action determined. NHS Equality Delivery System 2 submission

4 3. Process for developing this submission We would like to thank our patients and carers, staff and staff side colleagues, who have been vital to the development of this submission. Our performance has been assessed based on local evidence, including feedback from key stakeholders. For goals 1 and 2, feedback from patients and community representatives was added to statistical evidence about use of services, access to services, patient experience of services and health inequalities to develop the submission. Evidence and proposed ratings relating to the patient services outcomes have been shared with a patient and carer focus group and with our Patient Experience Committee, and their views sought. For goals 3 and 4, feedback from staff and staff side organisations was sought and added to statistical evidence about our workforce and employment practices. Evidence and proposed ratings relating to the workforce outcomes have been shared with the Staff Forum (which includes staff side representatives) and views sought. The final submission was presented to the Capital and Workforce Planning Group prior to publication. 4. Rating performance EDS2 focuses on four main goals and invites trusts to rate their performance on equality, using evidence and views from local people. For most outcomes, the key question is: how well do people from protected groups fare compared with people overall? For each outcome, one of four grades can be chosen: Excelling indicates people from all protected groups fare as well as people overall Achieving indicates people from most protected groups fare as well as people overall Developing indicates people from only some protected groups fare as well as people overall Undeveloped indicates people from all protected groups fare poorly compared with people overall or evidence is not available The Trust has assessed its performance against a range of 18 outcomes, linked to the four goals. The ratings are provided as Appendix I. NHS Equality Delivery System 2 submission

5 5. Our 2015 ratings Fourteen of our eighteen EDS2 outcomes have been rated as achieving, indicating people from most protected groups fare as well as people overall. In 2015, there was a specific improvement in workforce outcome 4.3 Middle managers and other line managers support their staff to work in culturally competent ways within a work environment free from discrimination. This was evidenced in the 2014 Staff Survey results, where 95% of staff felt that the Trust provides equal opportunities for career progression or promotion compared to the national average of acute trusts at 90%; this was a national best score. 5% of staff reported they had experienced discrimination at work in the last 12 months compared to the national average of acute trusts of 9%. Four outcomes have a rating of developing, indicating people from only some protected groups fare as well as people overall. These continue to be actively addressed, as follows: 1.5 Screening, vaccination and other health promotion services reach and benefit all communities : we continue to support health and community colleagues who lead on these specific health activities. 3.2 The NHS is committed to equal pay for work of equal value and expects employers to use equal pay audits to help fulfil their legal obligations : an equal pay audit was conducted in 2013, and a further audit is in progress during When at work, staff are free from abuse, harassment, bullying and violence from any source : this is being addressed with a specific equality objective, to mainstream mechanisms for staff to raise concerns at work. 4.1 Boards and senior leaders routinely demonstrate their commitment to promoting equality within and beyond their organisations : this continues to be actively addressed with activities to embed The Christie Commitment staff engagement programme. 6. Next steps The assessment and detailed supporting information will be used in the further development of our equality objectives. A further assessment exercise will be undertaken in to review progress and present the 2016 submission. NHS Equality Delivery System 2 submission

6 Appendix I Our EDS2 ratings for 2015 Section 4 provides an explanation of the ratings system Key: represents 2015 rating represents 2014 rating for comparison 1. Better Health Outcomes Undeveloped Developing Achieving Excelling 1.1 Services are commissioned, procured, designed and delivered to meet the health needs of local communities 1.2 Individual people s health needs are assessed and met in appropriate and effective ways 1.3 Transitions from one service to another, for people on care pathways, are made smoothly with everyone well-informed 1.4 When people use NHS services their safety is prioritised and they are free from mistakes, mistreatment and abuse 1.5 Screening, vaccination and other health promotion services reach and benefit all communities

7 2. Improved Patient Access & Experience Undeveloped Developing Achieving Excelling 2.1 People, carers and communities can readily access hospital, community health or primary care services, and should not be denied access on unreasonable grounds 2.2 People are informed and supported to be as involved as they wish to be in decisions about their care 2.3 People report positive experiences of the NHS 2.4 People s complaints about services are handled respectfully and efficiently

8 3. Empowered, Engaged & Included Staff Undeveloped Developing Achieving Excelling 3.1 Fair NHS recruitment and selection processes lead to a more representative workforce at all levels 3.2 The NHS is committed to equal pay for work of equal value and expects employers to use equal pay audits to help fulfil their legal obligations 3.3 Training and development opportunities are taken up and positively evaluated by all staff 3.4 When at work, staff are free from abuse, harassment, bullying and violence from any source 3.5 Flexible working options are available to all staff consistent with the needs of the service and the way people lead their lives 3.6 Staff report positive experiences of their membership of the workforce NHS Equality Delivery System 2 submission

9 4. Inclusive Leadership at all levels Undeveloped Developing Achieving Excelling 4.1 Boards and senior leaders routinely demonstrate their commitment to promoting equality within and beyond their organisations 4.2 Papers that come before the Board and other major committees identify equality-related impacts including risks, and say how these are to be managed 4.3 Middle managers and other line managers support their staff to work in culturally competent ways within a work environment free from discrimination NHS Equality Delivery System 2 submission

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