EQUALITY DELIVERY SYSTEM Refresh 2: Objectives and outcomes 2017 - 2018
Objective
EDS Outcome
Alignment to CQC (Care Quality Commission) &
Operating paperwork
Equality Objectives ACTION
3. A represented and 3.1 Fair NHS recruitment
CQC Outcome 12 - Requirements relating to workers CQC To ensure that at
supported workforce and selection processes
recruitment stage
Outcome 13 - Staffing
lead to a more
applicants from minority
representative workforce at
backgrounds and people
all levels
with learning disabilities
understand the recruitment
process to avoid negative
discrimination
Lead Person, delivery date and how this is
done by working with stakeholders
RAG
ACHIEVING
The CWPT have been successful in reclaiming
the Disability Confident Employer Award, which
has superseded the Positive about Disability ‘Two
Ticks’ scheme. This demonstrates that the CWPT
is committed to the recruitment and retention of
disabled people with health conditions for their
skills and talent.
To ensure that the Trust
employs people with
learning disabilities by
being an accessible
organisation and identifying
potential jobs
DEVELOPING
Linking and working with local partners to reach
the learning disability population with the job
advertisements. we have also pledged our
commitment to demonstrate commitment to
employing people with learning disabilities by
signing up to NHS Employers pledge. Add pledge
email as evidence. Linking and working with local
partners to reach the learning disability population
with the job advertisements.
Staff to find out about
statutory equality and
diversity requirements and
compliance and how it can
enhance practice, and
exploring cultural mental
health issues
ACHIEVING
The Trust has signed the Charter for Employers
who are Positive about mental health. This
shows a positive and enabling attitude to
employees and job applicants with mental health
issues and ensure that all staff involved in
recruitment and selection are briefed on mental
health issues. This will include positive statements
in local recruitment literature.
ACHIEVING
The Trust has reclaimed various awards:
o NHS Employers Diversity and Inclusion Partner
Programme 2016/17
o NHS Employers - Diversity and Inclusion
Partners Programme 2016/17 & Vanguard MERIT
Programme Partners Status
o Disability Confident award, from 17 Aug 2016-16
Aug 2017
o Mindful Employers Charter
Represented
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To keep the Trust legal and
compliant by reporting the
WRES reports and data on
the Intranet and Internet
3.2 The NHS is committed CQC Outcome 12 - Requirements relating to workers CQC
to equal pay for work of
Outcome 13 - Staffing
equal value and expects
employers to use equal pay
audits to help fulfil their
legal obligations
3.3 Training and
CQC Outcome 14 - Supporting workers CQC Outcome 12 development opportunities Requirements relating to workers
are taken up and positive
evaluated by all staff
Represented
ACHIEVING
The Equality and Diversity Group monitors the
actions within WRES before it is submitted to NHS
England and the CCG. The WRES Report is
published on the Equality and Diversity Intranet
and web page and updated every year to ensure
compliance. The data that is gathered will form
part of the overall action plan in the EDS2. The
Trust publicised the equalities data in March 2016.
Associate Director of HR: The Trust has AfC
panels to review at JNCC.
ACHIEVING
The Trust has Policies and procedures which are
adhered to, regardless of protected
characteristics.
ACHIEVING / ONGOING
The Trust conducts Staff surveys and runs
leadership courses to develop Trust staff. The
Trust has Value Based Appraisals and Personal
Development Plans.
ACHIEVING
The Trust helps to ensure that at recruitment
stage, applicants from minority backgrounds
understand the recruitment process to avoid
negative discrimination. There is a Recruitment
Policy to ensure the workforce has the necessary
skills, experience and qualifications to meet the
Trust's objectives. There is also the Recruitment
& Retention training that will have a section on
'Unconcious Bias' and how that affects
recruitment.
ACHIEVING
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Develop and promote
training around Equality
and Diversity and is
continuously delivered to
all Trust staff to ensure
cultural diversity is
embraced
ACHIEVING
The Equality and Diversity training incorporates
bullying and harassment in the workplace and
equality impact assessments. The training
ensures that staff are aware of the Dignity at Work
Policy, Raising Issues of Concern
(Whistleblowing) Policy and the Trust’s position on
the effective management of bullying and
harassment. Training available are: Equality and
Diversity Training, which is backed up by the
Cultural Directory, Cultural Competence Training,
Equality and Diversity Induction Training,
Statutory and Mandatory Refresher Equality and
Diversity Training, Customised Training, Equality
Impact Assessment training, Spiritual Awareness
in a Clinical Setting, Loss and Bereavement
Training. compliance with mandatory Equality &
Diversity Training incorporating the Equality Act
Legislation.
Specialist training about 'Palliative Care, Death & ACHIEVING
dying customs' teaching session was delivered on
20 July 2016 by Head of Equality & Diversity and
Chaplaincy to staff at Specialist Palliative Care,
Newfield House. The session was well attended
with good feedback.
Represented
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3.4 When work, staff are
free from abuse,
harassment, bullying and
violence from any source
ACHIEVING
The Head of Equality & Diversity continues to
provide direct support to staff on a range of issues
around race and culture, disability and bullying
and harassment. There is a Bullying and
Harassment Buddying Campaign - The Trust
currently has trained Buddies in place to support
all staff who believe that they are being bullied or
harassed or is being accused of being a bully
and/or harassing someone. There is the Dignity
at Work Policy, Raising Issues of Concern
(Whistleblowing) Policy and the Trust’s position on
the effective management of bullying and
harassment. Bullying & Harassment in INduction
training word
CQC Outcome 12 - Requirements relating to workers CQC
Outcome 14 - Supporting workers
To ensure staff wellbeing
The Head of Equality and Diversity has helped to
support staff across Trust sites. Non confidential
data is recorded on a database to illustrate
support given to staff.
ACHIEVING
ACHIEVING
Inclusion Masterclasses were made available to
all staff and were completed in March 2016. In
addition to this the Trust currently has 46 Inclusive
Practitioners with a further cohort of 11 staff
currently going through the Inclusion training and
also forms part of the Trusts Leadership
Programme for its front line management. The
Inclusive Practitioner work will be linked to the
Inclusion work within the ‘Time to Shine’ event
scheduled to be held on the 29 September 2016.
There are fully trained Inclusive Practitioners
within the Trust with a further cohort of staff
currently undergoing this training.
There are Quiet rooms located around Trust sites. ACHIEVING
They are for the benefit of all staff and
demonstrates our commitment to promoting
wellbeing, enhancing the work environment for all
staff and recognising the legal requirement to
meet the religious needs of our diverse staff. Our
Quiet Rooms are located in Wayside House, the
Caludon Centre, Brooklands and the Paybody
building.
3.5 Flexible working
options are valuable to all
staff consistent with the
needs of the service and
the way people lead their
lives
CQC Outcome 12 - Requirements relating to workers CQC
Outcome 14 - Supporting workers
Represented
The Trust has a Flexible Working Policy and there ACHIEVING
are many examples of flexible and agile working.
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3.6 Staff report positive
experiences of their
membership of the
workforce
Personal, Fair and Diverse Champions:The Trust ACHIEVING
is supporting a national campaign which is
encouraging NHS staff to become Champions for
a personal, fair and diverse NHS. There are
Champions within the Trust who have signed up in
support of this work.
CQC Outcome 14 - Supporting workers
Friends and Family Test (FFT). The Trust takes
part in a national quarterly NHS staff survey, to
help track how people are feeling. We use data
from these surveys to help improve staff
experience. There are Big Conversations for staff
to review and discuss the results of both our Staff
Survey and Friends and Family Test.
ACHIEVING
To demonstrate
commitment to promoting
and championing equality
and diversity matters
TheTrust has been chosen to be a Diversity and
Inclusion Partner for 2016/17 by NHS Employers.
NHS Employers further stated that “The level of
competition this year was, again extremely high as was the quality of the applications. You and
your team should therefore be very proud to have
been successfully chosen from the many
applications that we’ve received”. The Head of
Equality & Diversity attends the meetings.
ACHIEVING
Partnership working
ACHIEVING
The Trust is part of Merit Vanguard, which is an
alliance comprising of other Midlands based
Trusts to work in partnership on all matters related
to equality and diversity to support the embedding
of equality and diversity throughout. The Head of
Equality & Diversity attends the meetings
To demonstrate
commitment to promoting
and championing equality
and diversity matters
ACHIEVING
The Trust held an Equality, Diversity & Human
Rights (EDHR) week to help NHS staff gain a
better understanding of a number of topics across
the equality landscape. For this reason, two
sessions took place on 17 and 19 May 2016 in
Nuneaton and Coventry. Topics focused around
faith, culture, female genital mutilation and mental
health inequalities. The events has been widely
publicised and was well attended by a variety of
NHS staff and external agencies. The Chief
Executive and Chair of the Trust attended the
event on 19 May and the event was tweeted
throughout the day. The feedback was positive
and a report was produced for the Board. There
will be another Equality Event planned for next
year.
Represented
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To ensure the services are
accessible to everyone,
regardless of their
protected characteristics
ACHIEVING
Equality Impact Assessments (EIA) are used to
improve the quality of local health services by
ensuring that individuals and teams think carefully
about the likely impact and consequences of their
work on different communities or groups.The EIA
processes have just been audited with an
improved progress report and recommendations
made around EIAs being utilised when developing
Cost Improvement Programme schemes and
Programme Management / transformational
change programme work streams. The EIA
database has also been refreshed and the report
is uploaded each month on the Trust’s intranet
page to ensure compliance. There is also training
available about the EIA processes.
The WRES showed that the The variance will be analysed with the other data to
percentage of staff in each of reduce the gap via our OD Strategy and Value Based
the AfC Bands 1-9 and VSM Recruitment.
(including executive Board
members) compared with the
percentage of staff in the
overall workforce.
Organisations should
undertake this calculation
separately for non-clinical and
for clinical staff.
Relative likelihood of staff
being appointed from
shortlisting across all posts.
DEVELOPING
This indicator links to an action within the EDS2, values ACHIEVING
based appraisal and values based recruitment, we will
endeavour to start to reduce the parity gap. We are
doing this by a recuitement campalgn which will look at
where we put our adverts and how they are worded.
We will be creating a video to better sell the Trust as a
great place to work.
Relative likelihood of staff
The Trust will endeavour, though its cultural change to
entering the formal
reduce the parity gap.
disciplinary process, as
measured by entry into a
formal disciplinary
investigation. This indicator
will be based on data from a
two year rolling average of the
current year and the previous
year.
DEVELOPING
Relative likelihood of staff
accessing non-mandatory
training and CPD.
ACHIEVING
Represented
The Trust will continue to work on improving the
collection of this data and gain a better understanding
of the data as not all training is collated centrally.
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5KF 25. Percentage of staff
experiencing harassment,
bullying or abuse from
patients, relatives or the
public in last 12 months.
Annual report to NHS Protect under RPA return all
physical and non-physical assaults
- return reviewed and evaluated at Health, Safety and
Security, and Violence and Personal Safety groups Action plan tracked to address gaps
- Ongoing development of existing Violence against
staff escalation process
- Support for services / staff including liaison with the
local police via local Security Management Specialist.
ACHIEVING
6KF 26. Percentage of staff
experiencing harassment,
bullying or abuse from staff in
last 12 months.
We have now recruited Buddies in the Trust. These
ACHIEVING
are individuals who are trained to support staff who
may be experiencing bullying or harassment from
colleagues. The Buddies are able to listen, support and
signpost individuals as necessary. This is a confidential
service.
7KF 21. Percentage believing This is a key piece of work which will fit into our
that trust provides equal
strategy/cultural change programme. This needs to
opportunities for career
be triangulated to metrics two and four.
progression or promotion.
DEVELOPING
8Q17. In the last 12 months
have you personally
experienced discrimination at
work from any of the
following: Manager/team
leader or other colleagues
ACHIEVING
The Trust has buddies and PFD champions which are
all tools for initiating cultural change. The Trust is
undertaking staff engagement sessions and big
conversations to influence this change with bespoke
training.
Percentage difference
No further action required to monitor the situation.
between the organisations’
Board voting membership and
its overall workforce.
ACHIEVING
WRES: 9 metrics: Recent
PFD Champions, Buddies and Trust staff will have the DEVELOPING
workforce data report
opportunity to be trained and become Recruitment
highlighted that many
Ambassador and to sit on the interview panels.
candidates from BME
communities who attended
job interviews were not being
selected for the job at
interview stage.
Represented
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