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
1. To put in place a new Equality Impact Assessment
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
This is to ensure that they play a fundamental role in the
- Helping the Trust better understand its staff and by doing so
increasing staff engagement.
- Supporting the Trust to deliver its strategy goals and
- Supporting policy development and review.
- Informing and improving the delivery of services for staff and
- Providing feedback to Trust management about perceived
workplace barriers and obstacles impacting on employees.
- Building links and relationships with different groups within
- 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.