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4. Equality objectives

Equality objectives

The overarching principle driving the trust is to ensure that our diverse workforce feel valued and work in an environment where they can reach their potential. We are committed to fulfilling the intent behind the Equality Act 2010.

The principal means by which we will achieve this will be through our Equality, Diversity and Inclusion Committee (EDIC), which will ensure that the Trust acts in accordance with its statutory duties to:

• Eliminate unlawful discrimination.
• Advance equality of opportunity.
• Foster good relations between persons who share a protected characteristic and persons who do not share it.

The Work Race Equality Standard and the Equality Delivery Standard 2 will for the first time are included in the 2017/18 Standard NHS Contract.  The Care Quality Commission (CQC) and Monitor, will use both standards to help assess whether NHS organisations are well-led

For 2018/19 the Trust need to develop at least three clear operational goals which will help support the achievement of the above objective:

1. To put in place a new Equality Impact Assessment process.

This will be designed to give the organisation assurance that it is identifying and mitigating risks of patients, employees, service users or members of the public with protected characteristics experiencing barriers to employment or access to services or care.   We aim to implement the process with appropriate guidance during the second quarter of the financial year.

2. To develop the Trust's Diversity Network Groups (DNGs).

This is to ensure that they play a fundamental role in the following:

• Helping the Trust better understand its staff and by doing so increasing staff engagement.
• Supporting the Trust to deliver its strategy goals and objectives.
• Supporting policy development and review.
• Informing and improving the delivery of services for staff and patients.
• Providing feedback to Trust management about perceived workplace barriers and obstacles impacting on employees. 
• Building links and relationships with different groups within communities.
• Providing a network/support system and positive forum for leadership development, information sharing, networking, peer support and education for participants.
• Celebrating and increasing awareness of diversity.

The timescale for this piece of work will be during the second, third and fourth quarters of the year, with potential for further development into 2017-18.

3. To undertake a data validation exercise to help the Trust understand its workforce better.

The aim of this exercise is to improve the quality of equality data held on the Electronic Staff Records (ESR) system.  We will do this by encouraging staff to disclose equality data by engaging with them about data confidentiality and the reasons for wanting to understand the makeup of the workforce i.e. to ensure that the Trust meets the needs of its diverse staff.