Equality, Diversity and Inclusion Steering Group. Terms of Reference

Transcription

1 Equality, Diversity and Inclusion Steering Group Terms of Reference PURPOSE The purpose of the Equality, Diversity and Inclusion Steering Group is to provide support, advice, assurance and governance for the Trust Board to ensure that the organisation is committed to: Meeting the General Equality Duty as outlined in the Equality Act 2010 Implementation of the Equality Delivery System (EDS2) and the Action Plan Implementation of the Workforce Race Equality Standard and the Action Plan. Development of a culture to promoting Equality and Diversity and eliminating discrimination. MEMBERSHIP Steering Group Members to be made up of EEAST Staff, NED, External Stakeholders Page 1 of 7

2 (Each operational area to nominate two representatives with one being the Deputy to ensure attendance and the smooth running of the Steering Group) Chair NED Deputy Chair (NED) Equality, Diversity and Inclusion Manager Secretary/Note Taker Head of PPE Head of Procurement Patient User Group representative Senior Clinical Learning and Development Manager Head of HR Head of Learning and Development Diversity Champions Locality Managers Locality Directors EXTERNAL STAKEHOLDERS Health Watch from different localities Equality and Diversity Council s/networks Community Action Age UK Health and Well Being Board Union LBGT Network Patient Forums Key Grass Root Organisations Page 2 of 7

3 A secretary will be appointed to the Steering Group to manage the meetings diary, taking notes, formulating and agreeing the agenda with the Chair and Equality Lead and sending out papers. The Group will be deemed quorate when 5 members are in attendance, inclusive of the Chair or Deputy Chair. Attendees must attend a minimum of 4 meetings per annum and or send a deputy. The committee will invite other key management and stakeholder representatives for specific items. However, this will be organised taking regard of the needs and emergencies of the Trust. FREQUENCY Four meetings will be organised each year (or more if required to address specific issues). Agendas, reports and papers will be issued to members at least 7 calendar days prior to the meeting. DUTIES Performance To monitor, on behalf of the Trust Board, progress against the Equality Delivery System, Workforce Race Equality Standards and action plans to ensure the Trust progresses towards its aim of effortless inclusion. To agree the direction, activity and output of the Equality and Diversity Working group which will enable the diversity of the staff groups to influence the effective implementation of authorised plans. To report the Trust s progress to the Board. To assess risks associated with E&D and advise the Executive Team. To receive and monitor Reports from Directorates, advising corrective action when required in relation to EDS2 and WFRES. Page 3 of 7

4 Identification and recommendation of Positive Action Initiatives to address inequality and meet the standards required in the EDS2 and Workforce Race Equality Standards. Bring to the table any other new equality objectives as may be required by NHS Equality and Diversity Council. Ensure that the Trust is ready for an Equality inspection by relevant inspectors e.g. CQC Internal Development To promote equality and diversity within all Trust policies, to ensure that the Trust is promoting E&D across all working practices, which includes how staff work with the general public. To ensure that staff in all services and directorates actively promote equality and diversity in their work and are confident in the ability to challenge discrimination when it is identified To promote equality of opportunity for all staff External Relationship To promote, recognise and value the diverse nature of communities and staff groups To Support the Trust in organising meetings with community groups to help grade EDS2 Goals and Objectives. To ensure that all sections of the community find the complaints procedure transparent and straightforward to use and that their concerns appropriately addressed with cultural sensitivity, including alternative format and languages. To promote appropriate health promotion and illness prevention activities are in place in response to the assessed health needs of local ethnic minority populations, and all equality strands. Page 4 of 7

5 To ensure that local and other partners recognise the organisation as a champion for equality and diversity in all its activities To promote appropriate, diverse and culturally sensitive access as appropriate to Trust services for all service users To identify and engage with other stakeholders and local voluntary and community groups as appropriate to ensure the group are aware of the diversity issues in employability and service delivery facing communities the Trust serves. Individual Roles Non-Executive Director Chair And Vice Chair Director of HR To Chair the Group, monitor progress against action plan and report to the Trust Board 4 times per year. To actively champion E&D issues across the Trust and with stakeholder and partner organisations. To ensure compliance with the statutory and legal obligations, particularly progress against the EDS and action plan, To also brief and update other committees as appropriate. To ensure the workforce implications of the statutory and legal obligations are carried out. To ensure that the risks associated with E&D are assessed and advise the Executive Team and Board as appropriate. To ensure that employment law is complied with in relation to recruitment and employment issues and with the Asst Director of Education, to ensure that all staff is trained in equality and diversity issues and equality and diversity underpins each training session provided To review advertising publications to ensure widest audiences. To develop, review and deliver Diversity KPIs across the organisation. To deliver workforce statistics, with analysis and recommendations. Page 5 of 7

6 Chief Operating Officer or designated Divisional Director Director of Strategy, Business Development, Communications and Engagement Equality, Diversity and Inclusion Manager Staff side representatives (the 9 equality strands including: LGBT, BAME, DISABILITY, GENDER) To ensure that all operational staff is working to expected standards set down by the Trust in relation to equality and diversity. To ensure all services are compliant with equality. To develop and recommend business cases to support necessary changes to service delivery. To work with the relevant departments to ensure that Trust external and internal communications reflect the values of equality and diversity. To ensure that diverse audiences are considered when communicating to internal and external audiences. To ensure that the work of the group is communicated to staff and the achievements of the Action plan are communicated to the general public. To ensure that information on equality and diversity is published on the Trust website and Intranet. To ensure that all commercial directorate staff are working to expected standards set down by the Trust in relation to equality and diversity. To facilitate/co-ordinate the equality and diversity function within the Trust and to ensure that work is being carried out in line with the action plan. To work with the Director of Communications to produce educational communications to staff. To assist in developing Diversity KPIs across the Trust. To recommend E&D related policies and strategies as appropriate. To recommend Trust wide priorities and targets and recommend changes to service delivery and employment practices as necessary. To ensure that the views of all staff are represented. Work in partnership with the group in order to champion E&D issues across the entire Trust. Page 6 of 7

7 Other members will be co-opted to the group as the need arises. REVIEW DATE These Terms of Reference will be reviewed annually. Agreed and signed by: Date.. CHAIR NON EXECUTIVE DIRECTOR Page 7 of 7