Equality strategy

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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 EDS3 (Equality Delivery System), WRES (Workforce Race Equality Standard) and WDES (Workforce Disability Equality Standard) action plans below.

Equality Strategy 2018-2020

Governance arrangements

The Trust's People Committee (for Workforce Equality) and Patient, Safety and Experience Committee (for Patient Equality) are responsible for monitoring work around equality. 

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.

Equality Delivery System 3

The Equality Delivery System is part of the NHS standard contract requirements, and as such the assessment of our grading and actions are reviewed on an annual basis. 

NHS England during 2018-19 have led a review and consultation regarding a new EDS3 and whilst this is not be mandated into the NHS Standard Contract until 2020, for 2019-2020 Trust's are able to decide which EDS to use, EDS2 or EDS3. LPFT has decided to embrace the new EDS3 and be an early adopter. Please see the EDS3 action plan below.
 

Workforce Race Equality Standard (WRES)

From 1 April 2015 all NHS organisations are required to demonstrate through the nine point Workforce Race Equality Standard (WRES) metric how they are addressing race equality issues in a range of staffing areas. 

The WRES Standard has been mandated in the Standard NHS Contract since 2015/16. The regulators, the Care Quality Commission (CQC) and NHSi, will use the WRES to help assess whether NHS organisations are well-led. Once approved the results will be required to be submitted to the local Co-ordinating Commissioner and uploaded to NHS England. 

The BAME (Black, Asian and Minority Ethnic) and allies staff network group are leading on the actions for the 2019 WRES.
 

Workforce Disability Equality Standard (WDES) 

The Workforce Disability Equality Standard (WDES) has been commissioned by the Equality and Diversity Council (EDC) within NHS England and developed through a pilot and extensive engagement with Trusts and key stakeholders. It is mandated through the NHS Standard Contract from 1 April 2019 for NHS Trusts and Foundation Trusts. 

The WDES is a set of ten specific measures (metrics) that will enable NHS organisations to compare the experiences of Disabled and non-disabled staff. This information will then be used develop a local action plan, and enable demonstration of progress against the indicators of disability equality.

LPFT was one of 15 Trusts nationally to take part in the WDES (Workforce Disability Equality Standard) pilot in 2017 with NHS England. 

The MAPLE (Mental And Physical Lived Experience) and Allies staff network group will be leading on the actions for the 2019 results.

WDES results 2019
 

Equality analysis

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

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