Equality and Diversity Key Objectives
2016/17
Equality and Diversity remains a priority in everything we do. The aims are to develop a culture
which values both its staff and patients and to have processes and systems in place which proactively promote equality for all and embrace diversity.
The strategic equality and diversity group is led by the Executive Director of Human Resources and
Organisational Development. The group aims to help identify steps to improve performance in the
area of equality and diversity, which are then addressed and embedded via the London and Essex
equality and diversity groups prospectively. The aims of the groups are to ensure that services are
designed to meet the needs of our staff and of the communities we serve and:
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Ensure our patients, carers, partners and stakeholders are effectively engaged in service
provision
Ensure that our workforce reflects the communities we serve
That our workforce is free from discrimination, bullying, harassment and victimisation
Ensure all staff have the skills and abilities to work with the diverse communities it serves
Everyone feels assured that the trust is fair to all and values its staff
As a public sector organisation, we are expected to comply with the legal duties of the Equality Act
2010, which includes publishing 4 key objectives and monitoring arrangements;
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We continue to develop and monitor compliance with the completeness of diversity
monitoring data for patients across all services. Last year, we developed a monitoring tool,
which has been aligned with the electronic patient records systems, a patient information
leaflet, and posters (both in large print and easy read). This year, we will embed these in the
electronic records audits cycle to monitoring compliance and to develop diversity
monitoring score card for all services.
The ethnic minority staff network strategy has been reviewed and will focus on the
development of ethnic minority ambassadors for each of our integrated care directorates
and for corporate services, implementation of reserve mentoring and a leadership training
course for bands 5, 6 & 7 (both clinical and non-clinical staff) and expanding the
representation of ethnic minority staff on interviewing panels for Band 7 posts.
Development of strategies for the lesbian, gay, bisexual and transgender staff network group
and the disability staff network group.
Embed diversity monitoring processes for complaints, incidents and serious incidents reports
so as to assess the impact for particular protected characteristics, and to develop specific
training needs to equip staff and empower patients.
In addition to the four key objectives, NELFT will also concentrate on the following:
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Monitor detentions of patients under the Mental Health Act and admissions to mental
health services by the 9 protected characteristics.
Equality Impact assessments are carried out for service changes, commissioning of new
services, service provision and policies, assessing both the quality and quantity of impact
assessments.
Improving access and communication for patient e.g. Information leaflets in different
formats.
Expanding external networks. NELFT is a member of the following charities, which support
the organisation meet compliance with the equality act, they include; the Gender Trust,
ELOP, Stonewall and Enei (Employment Network for Equality and Inclusion).
Themed review of disciplinary and harassment cases.
Human Rights Act Training for managers.
In addition to compliance with the equality act, the NHS Council for Equality and Human Rights
announced the publication and implementation of the Workforce Race Equality Standards and
the Equality Delivery System2, which are now mandatory for all public sector organisation.
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Implement and monitor our compliance with the Workforce Race Equality Standards.
Carry out a self-assessment of our compliance with the Equality Delivery System 2, to be
scrutinised by our stakeholder, patient and carers, voluntary sector organisations,
Healthwatch groups and commissioners.
NELFT equality and diversity action plan is aligned with the requirements of the Equality
Delivery System2.
Implementation of the NHS Accessible Information Standards, which is not just about
information, but how we communicate with patients a disability or a learning disability
so that they can be more involved in their health and care. This will include developing
policy and procedures, changing human behaviours and having robust electronic
systems.
Further information on the work plan for equality and diversity is available at www.nelft.nhs.uk
Harjit K Bansal
Equality and Diversity Manager