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The Equality Strategy sets out our commitment to ensuring that equality and human rights is taken into account in everything we do. This includes providing services, employing people, developing policies, and consulting with and involving people in our work.
The strategy is a public commitment detailing how we plan to meet our equality duties and includes areas of work against the ‘protected characteristics’. For details of the most up-to-date equality action plan please see EDS2 and WRES action plan below.
Equality Strategy 2018-2020
The Trust's Operations, Governance and Quality Group is responsibile for monitoring the work around equality. The group maintains ownership and ensure delivery of priorities within the Equality Strategy 2016-18.
It also supports the organisation to meet its legal obligations in line with relevant current and future equality legislation and national guidance, in respect of delivery and provision of services, procurement, employment practice and community involvement, engagement and consultation.
We need people who are passionate about their local healthcare services and who want to make a real difference to how healthcare services are being delivered in their area.
For more information on any of the above please contact the Trust's Equality and Diversity Lead on (01522) 421512 or email firstname.lastname@example.org
The equality delivery system (EDS) is about implementing a standard that will help us to improve the quality of service provision and consider equality in all our work.
The process provides an opportunity for the Trust to assess our performance against the EDS standards, ensuring equality is embedded into our mainstream business planning processes.
The EDS is about real people making real improvements that can be sustained over time. It focuses on the things that matter most to service users, communities and staff.
The Workforce Race Equality Standard (WRES) requires all NHS organisations to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of BME Board representation.
The Workforce Race Equality Standard (WRES) is a means to try and ensure employees from Black and Minority Ethnic (BME) backgrounds have equal access to opportunities and receive fair treatment in the workplace.
The standard has been introduced in response to an ever growing bank of research and evidence, including Roger Kline’s ‘Snowy White Peaks’ report that still shows that there is inequity in the number of BME people in senior leadership roles within the NHS, even though BME staff make up a significant proportion of the whole workforce as well as lower levels of well-being amongst the BME population.
The WRES Standard and the EDS2 (Equality Delivery System 2) are included in the 2015/16 Standard NHS Contract. The regulators, the Care Quality Commission (CQC), National Trust Development Agency (NDTA) and Monitor, will use both standards to help assess whether NHS organisations are well-led.
Equality Analysis (EA) is a process aimed at improving the quality of local health and social care services by ensuring that all employees, individuals and teams think carefully about the likely risk and impact of their work on the different groups, communities, staff, service users, families and carers.
The analysis intends to focus more attention on the quality and how it is used in decision making.
It involves anticipating the consequences of our business plans, project initiation documents, service change, service delivery and provision and policies and other corporate documents making sure that any adverse affects are eliminated or minimised. The process is backed by the Equality Act 2010 and enables the organisation to promote equality of access to services and employment.
Equality Analysis Guidance