Single Equality Scheme 2010 – 2013
Consultation Draft
1
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
Chief Executive Forward
Dear Reader,
I am very proud to launch our first Single Equality Scheme. Barnsley Hospital Foundation Trust takes seriously the legislative
requirements of equality and Human Rights both to its staff and in the way it delivers its services. We are passionate about listening to
local people, to help improve their health and well being, and to also ensure we provide well trained staff to deliver a quality service.
The outcomes we commit to are a clean, safe and accessible hospital, patients their family and friends can enjoy visiting whatever their
sex, religion, nationality or disability needs are. We also commit to ensure our staffs are treated fairly and with dignity and respect in the
workplace.
A Single Equality Scheme is a commitment of work with an associated action plan spread over a number of years, which will be
monitored to ensure timely delivery and leadership against individual actions. We are aware of the many health inequalities that persist
in our community despite the progress in life expectancy and overall improved health outcomes. This is a real concern for us. The
purpose of the Single Equality Scheme is to help the prevention of discrimination and to reduce inequality between groups of people,
underpinned by three general duties:



Promote Equality of opportunity
Promote good relations between others
Eliminate unlawful discrimination.
2
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
Through these general duties we can ensure we build in equality at the beginning of any policy making process and not at the end of the
process. Now the responsibility is placed firmly on the individual to make a complaint of discrimination. The responsibility for delivery
and compliance is now placed firmly with the Trust. We will ensure we seek out any potential discriminatory practices and address it in
the first instance. This Single Equality Scheme and its associated actions will be presented and agreed by the Trust Board after the
consultation process has been completed.
We would warmly welcome comments on this Single Equality Scheme from community, voluntary, faith and individuals and also other
partners and stakeholders. We would also warmly welcome any organisation or individuals who would like to help us in the effective
delivery and monitoring of our Single Equality Scheme, or would wish to be involved in any future planning process.
I am keen that the actions which emerge from our equality impact assessments continue to inform the services and functions we
provide. Our associated Action Plan is a living document which will be added to or amended as we develop over the next three years.
Paul O’Connor
Interim Chief Executive
3
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
A free interpreting service is available if you need help with this information.
Please telephone: PALS
01226 432430
English
Email:
Bezpłatne usługi tłumaczeniowe są dostępne jeśli potrzebujesz pomocy z tą informacją. Proszę dzwonić na numer: PALS
432430
Polish
Email:
Свободное обслуживание интерпретации доступно, если Вы нуждаетесь в помощи с этой информацией.
Пожалуйста телефонируйте: PALS 01226 432430
Russian
Электронная почта:
01226
如果您需要帮助来了解这些资料，我们可以提供免费的翻译服务。
请致电01226 432430与「病人咨询及联络服务（PALS）」联系。
Mandarin
电邮：
.‫خزمهتگوزاری وهرگێڕانی خۆڕایی ئامادهیهگهر پێویستت بهیارمهتی ههیهدهربارهی ئهم زانیاریه‬
‫ پاڵس‬:‫تکایهزهنگ بدهبه‬01226 432430
Kurdish Sorani
:‫ئیمهیڵ‬
‫دارد وجود اط العات درمورد شما ب ه ک مک ب رای شما ن یاز صورت در م ترجمی رای گان سروی س ی ک‬.
‫ب ه ب زن ید زن گ ل ط فا‬: ‫ پ ال ز‬01226432430
‫ای م یل‬Farsi
:
‫م توف رة ال مجان یة ال ترجمة خدمة‬, ‫ال م ع لومات هذه ب خ صوص م ساعدة إل ى ب حاجة ك نت إذا‬. ‫ ی رجى‬PALS
01226 432430
‫ ع لى هات ف یا االت صال‬:
‫ اإلل ك ترون ي ال بری د‬:
4
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
Consultation of the Trust Single Equality Scheme
Barnsley NHS Foundation Trust is committed to involving patients and carers and staff in the planning and decision-making
of our Single Equality Scheme. Cabinet office rules dictate there is a thirteen week requirement of consultation of this
scheme with an explicit time table for consultation, an agreed community of consultees and a published report on
consultation, identifying a response to all the points raised. Consultation is a critical component to the Single Equality
Scheme. We want to give you, members of the public, people who use services, their carers and stakeholders, the third
sector and voluntary and community groups the opportunity to tell us if the principles in the SES are right, or suggest to us
areas for change.
Barnsley Population
Key data from the Joint Strategic Needs Assessment (JSNA) helps us to understand the health needs of the residents of
Barnsley. The JSNA has been updated this year and there has been a larger emphasis on equality issues, the ethnic
minority population and its associated needs and inequalities. The JSNA demonstrates a growth in our ageing population.
Our work around Equality Impact Assessments (EqIA) reflects how seriously we take this trend. 1
The Trusts supports twenty-one wards in Barnsley, with a diverse mix of urban and rural areas. This includes some of the
most deprived wards in the country. The population of Barnsley has seen an increase over the years in a number of ways.
In 2001 there were 218,100 people living in Barnsley, in 2007 this figure saw an increase of 6.5% bringing the total
population to 224,600.
Ethnicity
The 2001 Census identified Barnsley as having a relatively small Black Minority and ethnic population (BME) this was 0.9%.
Regional and national data comparisons reflect 6.5% and 9.1% respectively. This data has proved a challenge in terms of
accessing and analysing our population data, as we have been dependent on census data, and the Office of National
1
Doh Developing Services for minority ethnic older people; The audit tool.
5
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
Statistics Annual Population Survey. Recent population statistics2 tell us Barnsley’s BME population is rising faster than the
regional and national average. In 2007, Barnsley had 3.3% of its population from BME groups3. This figure represents a
three-fold increase since 2001. However, the Barnsley BME population still remains significantly below the proportional
average for South Yorkshire (8.5%), the Yorkshire and Humber region (10.7%) and England (15.3%). The JSNA indicates
that some people from BME backgrounds experience poorer health 4 and have unequal access to health services compared
to the general population. Key health issues for BME children are Sickle Cell disease and thalassaemia5. Hospital
admissions for mental illness are higher in people from BME backgrounds.67
The Trust work closely with the local Barnsley Black and Ethnic Minority Initiative (BBEMI) to support us in raising awareness
through our cultural training and helping us steer policy change through representation at our Strategic Groups.
Gender
The Joint Strategic Needs Assessment 2010 (JSNA) highlights health inequalities that exist between men and women,
including access to acute and primary care services and uptake of prevention services in Barnsley. This indicates that there
is a need to ensure we target our health services and make them more accessible to males in any communication
campaigns.
We recognise the importance of engaging with minority groups particularly around the gender agenda. The Trust actively
engages in partnership with local organisations, and is represented on local community groups. The Trust last year, was
involved in the strategic planning of Barnsley first PRIDE event, and also financially supported this through our Improving
Working lives project. 8 Barnsley’s first PRIDE event in 2009. This strand of diversity is also reflected inside the Trust
2
2007 annual population estimates from the National Office of Statistics
Equivalent to 7400 people
4 The JSNA reports that diabetes, coronary heart disease, hypertension, stroke and osteoporosis are more common in some BME groups.
5 Higher in people from Africa and some Mediterranean countries.
6 Delivering race equality in mental health care. Doh
3
7
Doh Report on the self reported experience of patients from black and minority ethnic groups.
8
Doh Improving working Lives: Good practice guidance.
6
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
through our Equality Impact Assessment toolkit (EqIA) and in our Equality training delivery. The Trust also has two
community workers male and female from the LGB&T community, who support ourselves in the delivery of cultural training to
our senior health staff and in this undertaking, help us to raise our awareness on health matters. 9 10
The JSNA has identified the following vulnerable groups who are not profiled in current census statistics:
Asylum Seekers and Refugees
Asylum seekers and refugees are often vulnerable as a result of persecution within communities. A BMA report on asylum
seekers’ health in 200211 showed that a significant number of asylum seekers are prone to particular health problems,
including diseases such as tuberculosis, HIV and the physical and psychological effects of war and torture.
Gypsies and Travellers
Health inequality for Gypsies and Travellers is even more pronounced than other socially deprived or excluded groups 12.
Access to services is limited by difficulty in registering for a GP. It should be noted that population figures from the National
Office for Statistics do not currently identify the Gypsy Traveller Community13.
Migrant Workers
Migrant workers in Barnsley are likely to experience greater deprivation than the rest of the population. They are likely to
have poorer access to and knowledge of local services than other people14.
9
Stonewall-Serves you right.
10
Stonewall Prescription for change. Lesbian and bisexual women’s health check.
11
Asylum Seekers and their Health Needs, October 2002
12
Reference: 2004 report by the Department of Health on the health status of Gypsies and Travellers. Doh
An Improved Path to a better road- information booklet for healthcare & other professionals.
13
7
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
Disability
12.9% of people in Barnsley receive Incapacity Benefit and Severe Disability Allowance (IBSDA), compared to 7% nationally
and 7.8% in Yorkshire and the Humber. Mental health illness is the main medical reason given for claiming IBSDA. 15 In the
2001 Census, 30% of males and 20% of females described themselves as being disabled, as opposed to 17% nationally.
Chronic conditions, such as diabetes, dementia, stroke and high blood pressure are major causes of ill-health and disability
locally. Nationally, significant health inequalities for people with learning disabilities have been highlighted in the Sir
Jonathon Michael’s report ‘Healthcare for All’. Work has been undertaken by the Trusts named Safe Guarding Nurse16 in
this area with the effective delivery of mandatory training targeting all staff clinical and none clinical. Information is also
available on the Trusts website.
Faith
We have little more than Census 2001 data on religion. We aim to find out more about the needs of people with different
faiths and religions through our future equality impact assessment work, to ensure that we provide an appropriate service to
people of all faiths, as far as possible. The Trust has a Multi Faith room and Chaplaincy, which is accessible to staff, patient
and service users. The Trust also has a cultural guide placed on all wards.
Sexual Orientation
Stonewall research indicates that around 6% of the UK’s population is lesbian, gay or bisexual (LGB). It is important that we
develop our knowledge of the health needs of LGB people and ensure that the services we provide are appropriate to people
of any sexual orientation. We have an LGB staff network, hosted by Berneslai Homes, which is currently under review.
14Based
15
16
on a recent study by Leeds University: ‘The Social and Economic Experiences of Asylum Seekers, migrant Workers, Refugees and Overstayers’
JSNA data
Local Government Ombudsman, six lives: The provision of public services to people with learning disabilities.
8
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
Age
The population of Barnsley is projected to increase by 9% between 2007 and 2029. This is slightly below the national
projection of 10.8%. The most significant increase is projected for the population aged 75+ (80.5%)17 and the increase in
people aged 65 + (67%). Both these figures are significantly higher than the national average. This has a major impact on
how we plan and deliver our services. The Trust also has appointed on the other end of the scale a Children and Young
people senior Nurse, to help us address specific health issues and safe guarding issues on behalf of the Trust. Mandatory
training for all staff is a key requirement in this area.18 19
The Trust ensures integral links are made through an Aim Higher project worker, who links in with young people to help
support educational aspirations.20
Economic Deprivation
There are high levels of economic deprivation within the Borough:
 23% of Barnsley’s Super Output Areas21 (SOAs) fall within the most deprived 10% of SOAs in England, covering a
number of areas
 22% of Barnsley’s SOAs fall into the category above the most deprived 10% but still very deprived in a national context
17
This figure is significantly higher than the national average which is 60%
18
Doh. Every child matters.
19
Doh. Healthy lives, brighter futures.
20
Education and skills- Diversity matters.
21
Super Output Areas (SOAs) are a way of mapping small geographic areas.
9
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor

Only 9% of Barnsley SOAs fall within the 40% least deprived SOAS in England. All of these more affluent SOAs are
found in the Borough’s rural and suburban areas
A key area for development
The trust is exploring further learning and information from programmes like Pacesetters, which identifies health needs of
different groups of people to co-design services that meet service user needs. This helps us to obtain a greater insight into
the health outcomes and needs of different groups of people in our region. For example: gaining an insight into the different
health outcomes for Cancer across the equality groups. Effective community engagement is key to progressing our
understanding of health inequalities, and this forms a core part of the Trust’s Equality and Diversity Advisors work.
HOW WE ARE MEETING OUR LEGAL DUTIES
Workforce Monitoring
Workforce monitoring is a cornerstone in meeting our legal duties, however, we extend what is required by the law because
we recognise the value of having robust data which forms a key source of evidence for equality impact assessment of all
workforce related functions. A Workforce Indicator Report is published quarterly and annually and covers the previous
financial year (2008/2009).
The new Electronic Staff Record ESR system is populated with staff data, which includes the capture of data across the six
equality strands. This is reported on annually through our Report. This report is available on the Equality and Diversity
webpage.
Staff data is analysed by:



Ethnicity:
Across the organisation
Medical / Non Medical
10
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor















Ethnicity by gender
Gender (including pay band data)
Disability
Age
Sexual Orientation
Length of Service
Full time / part time staff
Starters
Leavers
Promotion
Staff accessing training
Recruitment:
Disability
Disciplinary
Grievance
11
Tuesday, 06 July 2010
Chairman Stephen Wragg - Interim Chief Executive Paul O’Connor
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
Socio
economic
Human
Rights
Race
1976(2000)
Disability
(1995)
Religion or
Belief
Sexual
Orientation
Trust Board and
Clinical Executive
demonstrate
equality and Human
Rights knowledge
and commitment.
NHS Constitution
Trust Board to make a public commitment
to promote equality, Diversity and Human
Rights.
Ongoing
Chief Executive








The Board’s E&D champion and Executive
Director lead make clear the commitment
of the organisation.
Ongoing
Chairman








NHS Constitution
Ensure that Human rights, dignity and
respect are embedded in all trust
functions, policies and processes,
specifically Human Right articles 14 and 3.
Demonstrate and reflect Divisional and
operational leadership of the Equality Act
Reporting structures in place to the Trust
Board annually and Quarterly, considering
workforce analysis and civic engagement.
Ongoing
Director of HR &
OD








June2011
Trust Divisional
leads.
Director of HR &
OD
















NHS Constitution
NHS Constitution
Ongoing
12
Trust Lead
Age
Timescale
Gender
Objective
Action
1. Leadership, Corporate Commitment
and Governance
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
NHS Constitution
NHS Operating
Framework
NHS Operating
Framework
NHS Operating
Framework
NHS Operating
Framework
Ensure that the organisation delivers on its
SES commitments and SES Action Plan –
through robust quality assurance
frameworks via the Trust Equality and
Diversity Steering Group.
September
2010
E&D Steering
Group.
Identify and appoint a senior Equality
champion to lead and demonstrate top
down commitment to the implementation
of the Single Equality Scheme.
September
2010
E&D
Steering Group.
Demonstrate effective systematic equality
assurance and monitoring mechanisms in
the Trust.
Identify and monitor any equality gaps in
staff development that block the effective
delivery of the Trust informatics
monitoring.
Assurance equality informatics is an
integral part of Trust operating plans.
Demonstrate cross-sector equality
approach to partnership working to
achieve improved clinical outcomes for all.
E.g. keeping older people independent.
Tackling alcohol misuse, giving children a
health start. LGB&T equality of access and
improved experience in the acute
environment.
Sustain robust equality information
through Trust strategic Governance.
Demonstrate improved equality and
Human Rights outcomes for older
people
September
2010








Trust Operating
Framework lead.








September
2010
Head of
Informatics.








September
2010
September
2010
Trust Operating
Framework lead
Trust Operating
Framework lead
















September
2010
September
2010
Director of Quality
and Standards
Medical Director
















Chief Nurse.
13
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013







































Trust Clinical Risk
lead.








Chief Nurse &
Divisional
Directors

Demonstrate Published declaration Trust
has virtually eliminated mixed sex
September
2010
Children and young
people
Demonstrate due regard for the
Government response to the CAMHS
review. In particular under the general
equality duties.
September
2010
NHS Constitution
Demonstrate how the Trust is meeting
April 2011
employee’s rights outlined in the NHS
constitution. Demonstrate how
Constitutional pledges, principles and
values are embedded and ingrained into
patient and public care, and the Trust
workforce.
Demonstrate key NHS Constitution
April 2011
objectives are reflected at all levels of the
PDR/Appraisal process, reflecting pledges
to staff.
Demonstrate how the Trust manages and April 2011
monitors staff complaints through the
strands of diversity and underpinned by
NHS Constitution.
Director of HR &
OD
Director of HR &
OD
Ensure compliance with CQC standards
and objectives, reflecting Equality,
Diversity and Human Rights.
September
2010
Appropriate mechanisms are in place to
ensure that Human Rights considerations
are identified when planning services and
yearly objectives.
September
2010
Chief Nurse
Chief Nurse
Director of HR &
OD
Monitoring &
Compliance
CQC
14
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
NHS Constitution
Develop an in-year assurance framework
against compliance with equality statutory
duties/CQC.
Ongoing
Trust CQC lead








All Divisional/Departmental have a
monitoring EIA process in place, linking
into any new policy development.
June 2011
Divisional
Directors.








Agree a 3 year schedule of equality
Impact assessment screening and
prioritise existing functions and policies
across Department/ Division. Reporting
into Equality Diversity Steering Group
quarterly for quality assurance process.
October
2010
Divisional
Directors.








Develop a process of analysis and quality
assurance of EIA measurements. Make
recommendations and suggestions to the
Trust and indentify any further
developmental training needs as
appropriate.
Ongoing
E&D Advisor.








Develop effective Equality monitoring and
reporting of Trust complaints from Service
users and patients. Complaints team to
consider and act on equality issues in the
complaints process, utilising EQIA
process. Annual and regular reporting
structures to Board are implemented.
Ongoing
Complaints
Manager








Complaints
Manager
Ensure complaints reporting mechanism
is fair and accessible to all with due
regard to equality strands.
15
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
NHS Constitution
Demonstrate through annual reports how
Trust patient and public complaint process
reflects the values of NHS Constitution
and all equality strands through its
monitoring process.
June 2011
Complaints
Manager








Procurement of
acute services
All commissioning and procurement
processes take account equality strands
ensuing suppliers/service providers relate
to the sub-contracting of services against
NHS Barnsley contract. Demonstrating
an understanding and commitment to the
equality agenda. Action- to report against
the NHS Barnsley procurement of acute
services schedule.
December
2010?
Director of
Business and
Strategy
Development.








Demonstrate examples of Positive Action
in the procurement of acute services.
Reporting into Board
December
2010








Demonstrate all possible Trust procuring
intentions there is no evidence of
discrimination biased.
December
2010?








Integrate Equality metrics into contract
review mechanisms.
April 2011








SES is monitored, refreshed and
published annually. Made available on
Trust intranet/internet site.
Workforce data is published annually
through annual Trust report and annual
E&D report. To including:
Recruitment and Promotion opportunities
October
2010
Director of
Business and
Strategy
Development
Director of
Business and
Strategy
Development
Director of
Business and
Strategy
Development
Director of HR &
OD.








December
2010
Director of HR &
OD








Public Reporting
and Publishing
16
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
across all equality strands.
Gender Pay,
National staff workforce survey and
resulting action plan.
Safeguarding
CYP& Vulnerable
adults.
Raise the profile of Safeguarding
vulnerable children and adults, highlighting
appropriate mechanisms for reporting and
training.
Jan 2011
Appropriate mechanisms in place to reflect
diversity if patient/public. Variety of Safe
guarding reporting mechanism available
and accessible to all users of Trust
services. Reporting in to the Trust Board.
Raise profile of Trust Bullying and
harassment Advisors.
Jan 2011
Named Safe
guarding Nurse.
Named Children
and Young people
lead.
Named Safe
guarding Nurse.
Named Children
and Young people
lead.
Director of HR &
OD.
Jan 2011
17










`





Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
2. Employment – Aim: To develop a representative workforce as an employer
Lead Directorate
Religion or
Belief
Sexual
Orientation
 Trust demonstrates good workforce and
building practice relating to disability
legislation (2 symbols).
 The Trust to demonstrate further workplace
adjustments (i.e. customise telephones under
DDA for deaf and deafened users. Ensure
staff reasonable adjustments are maintained.
 Appropriate disabled parking and access for
disabled service users and staff.
 Updated estates survey to help inform
benchmark on any further DDA developments
required.
 Ensure disabled access users are engaged in
any consultation process.
Trust to demonstrate all our workforce
monitoring, training delivery, policy design
and evaluation processes, reflective our
commitment to Human Rights compliance and
reflects our commitment to staff as stated in
the NHS Constitution.
September
Chief Operating
Officer







January
2011
Director HR &
OD








December
2010
Asst. Director of
HR&OD






Equality and Diversity mandatory training
undertaken by Trust staff. Completion to be
monitored through staff PDR/Appraisal
mechanism and KSF Competency framework.
Evidence of assurance mechanism in place
for staff not undertaken training within
Age
Staff aware of
own Equality and
Diversity
responsibilities
Gender
Equality and
Human Rights
Legislative
compliance
Disability
Timescale
Human
Rights
Disability
reasonable
Adjustments
(DDA)
Race
Action
Objective
2010
18
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
reasonable time frame (3 years).
 Schedule of Equality Impact Assessment
training/Master class is rolled out for staff
involved in developing strategy, plans and
policy
HR Policies are
refreshed in line
with latest
Equality
legislation and
good practice.
Ongoing
Trust to review all policies against the Equalities
Bill (Act) and Human Rights Act 1998 to ensure
Trust compliance.
Action: 12monthly Review EIA toolkit.
June 2011 E&D Advisor
October
2010
HR Policies are all available on the HR refreshed
intranet and internet sites where appropriate.
Human rights
policy embedded
in all Trust
functionality
Promotion and
development of
minority groups,
monitoring
retention and
progression.
recruitment and
job promotion
Trust Equality Diversity& Human Rights policy
approved by the Board. Uploaded on Trust
internet and HR intranet.
Ensure training is provided for line managers in
equalities particularly around grievance, flexible
working, special leave, bullying and harassment
Identify and develop action possible reasons for
any block to progression beyond Band 5 level, in
Trusts underrepresented groups.
E&D Advisor







Divisional
Directors.
HR Director
October
2010
Director of HR &
OD





October
2010
June 2011
HR &OD Director





Trust to promote National Emerging Leaders and
Breaking through programmes, monitoring the
take up and management of programmes.
19



Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
Religion/faith/
belief
Area for private
contemplation or
worship
Generate support
structures crossregion, on all
equality, diversity
and Human Right
related issues.
Monitoring
diversity
regulations
Embedding best
practice E&D and
Human Rights.
Mental Health
attitudes and
support
development
Trust to review and action through development
leaders from other minority groups in the
workforce. i.e., disability, LGBT
Action- use workforce monitoring data for
meaningful outcomes.
Evaluate current Trust prayer arrangements with
Policy and Operations. Existing issue around
privacy for Muslim staff who require an area much
more regularly
Work with healthcare partners and a cross
section of voluntary sector and community groups
to establish an equality network.
April 20110
Chaplaincy.





Ongoing
2010
Director of HR &
ODs.





Explore and support through SHA leadership, a
countywide BME staff network.
December
2010
Trust Race, Disability and Gender Equality
Scheme’s are regularly updated,
Confirming a commitment to race equality. Action
plan to - be included in the SES - this will be
monitored continuously through E&D Steering
Group.
All HR policies are Equality Impact Assessed.
EqIA Master class training to be designed and
delivered to Trust.
All planned hospital restructures are supported by
EQIA process.
6 monthly
HR/ Ops & Policy





Ongoing.
Divisional
Directors.





June 2010
Director of HR &
OD





Rollout of Stress workshops in support of staff.
Continual evaluation of Trust Bullying and
Harassment Advisors to reflect NHS Constitution,
and its pledge to fair and equal treatment in the
20
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
workplace of staff.
NHS
Constitution
Trust evaluates
diverse staff
needs.
LGB&T staff
issues equality
auditing.
NHS
Constitution
NHS Constitution
Carers
Demonstrate how all staff is able to effectively
engage in decision making processes which
affect them and the services they provide.
Evidenced through workforce annual report.
Staff survey evaluated with key actions from staff
survey built into local business plans.
January
2012
Director of HR &
OD
December
2010
Divisional
Director
Trust to undertake benchmarking equality index
audit - Stonewall. Key recommendations to be
built into Trust Schemes/ action plans and
monitored through E&D Steering Group.
October
2010
Production of ethnicity and diversity training data
to evaluate and inform Trust y which staff receive
training opportunities and who is excluded.
Action;
 Review of training polices using the EqIA
process.
 Produce 3 year plan of EqIA L&D for policies.
 Diversity report on study leave opportunities,
to be incorporated into workforce annual and
quarterly report, ensuring none discriminatory
practices.
Understand key issues for staff who are carers,
i.e.
 EqIA &Refreshing flexible working and special
leave policy,
 Monitoring policy and carer feedback,
 c)Identifying carers and their priorities in the
workforce
 Acting on staff survey producing meaningful
outcomes.
March 2011
Learning &
Development
Lead.
December
2010
Director of HR &
OD
21

















E&D Steering
Group.




Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
3. Clinicians to provide services appropriate to individuals specific needs.
Religion or
Belief
Sexual
Orientation
December
2010
Clinical
Governance lead.







NHS Constitution
Evaluate service provision to patients/users/public
by analysing complaints across all user groups.
Develop a quarterly report to Assurance
Committee to include how Equality Diversity and
Human Rights have impacted in complaints
process.
September
2010
Complaints
Manager







NHS Constitution
Take up continual training and development
opportunities around new and emerging equality
and Human Rights health themes.
Ensure staff through continual development, do
not unwittingly discriminate against patients,
medical students or staff and adhere to the
general equality duties and Human Rights
legislation
Ensure that any business case to mandate a
service review/design includes consideration and
resource for the publication of information in
different languages and alternative modalities.
January
2013
Clinical
Governance
Committee
Clinical
Governance
Committee

Communication
Dept.







NHS Constitution
January
2011
22
Age
Working jointly with clinical engagement through
existing clinical reference groups to analyse
population demographics and clinical outcomes in
relation to reducing discrimination and health
inequalities and, safeguarding through all strands.
Gender
Lead
Disability
Timescale
Race
Action
Human
Rights
Objective

Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
Age
discrimination
Embed use of
Health Equality
Data Audits and
Health Impact
tools
Using JSNA data, actively engage with ‘hard to
reach’ groups to understand their cultural and
diverse health needs.
Action Build into key Divisional clinical health
needs objectives.
Scope issues, developing work streams with
outcomes to ensure the elimination of
discrimination around age and a framework which
includes age and health inequalities.
Develop programme of cultural learning
specifically to support the work of clinicians and
support the patient experience agenda.
Implement the
recommendations
of “Achieving age
equality in health
and social care”
Divisional
Directors.







April 2011
Divisional Clinical
Directors.







May 2011
2010
July 2010
Director of HR &
OD







Clinical Audits /IT
Process for quality assuring audits and analysis of
the inequality themes to support annual reports to
the Board.
July 2011
Clinical Audits /IT
Results and outputs of these audits are described
in business cases and E&D annual reports.
December
2011
Clinical Audits /IT
January
2010
Clinical Audits /IT
Identify a lead for the deliver of the Health
Inequalities data work stream
The protection of
Vulnerable Adults
January
2011
Trust strategy on the Protection of Vulnerable
Adults to reflect safeguarding implemented.
All staff to undertake mandatory Safeguarding
training.
Scope and develop a local action plan
Ongoing
Trust
Safeguarding
Lead







Ongoing.
Clinical lead/Trust
Safeguarding
Lead







23
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
Green light toolkit
from Safe
Guarding.
Trust to develop a robust mechanism to improve
mental health care of patients with learning
disabilities.
December
2010
Clinical lead/Trust
Safeguarding
Lead







To ensure any
redesign of the
recovery and
rehabilitation
pathway meets
the requirements
of the single
equality scheme
Ensure any design
and redesign of
perinatal mental
health care meets
the requirement of
the single equality
scheme
Establish/develop
Translation
Services
Complete an equality impact assessment on
proposals to redesign the Recovery and
Rehabilitation pathway.
Ongoing.
Clinical Lead.







Complete an equality impact assessment on
proposals for a perinatal mental health service at
the start and end of the service redesign.
January
2011
Clinical lead
Women and
Children’s







Produce effective translation service to address
the needs of our diverse service users.
Action:
ensure the service can meet the needs of diverse
service users, i.e.: race, gender, social class, age,
religion
April 2011
Pals lead







Action: to implement and monitor and review the
new contract and ensure that it meets the needs of
our population and services
September
2011
24
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
4a) Communications
Human
Rights
Religion or
Belief
Sexual
Orientation
Consider diversity
of service users&
equality issues,
demonstrating
diverse methods of
communication
using a variety of
mediums.
Marketing and communications to proactively
ensure that the public can access information and
services (Trust website and materials reflect local
demographics and equalities inc appropriate
images).
October
2010
Communication
Dept







Ensure the EIA’s are published on the Trusts
webpage.
December
2010
Communication
Dept./E&D
Advisor
Communication
Dept.














Communication
Dept.







BDI Trust newsletter to demonstrate commitment to January
equality and diversity through variety of diverse
2011
articles.
BDI Trust newsletter exemplifies expected
behaviours that treat people equally, value diversity
and respects Human Rights
January
2010
25
Age
Lead
Gender
Timescale
Disability
Action
Race
Objective
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
4b) Public Engagement
Religion or
Belief
Sexual
Orientation
Public
engagement
encompasses all
strands of diversity
Establish local partnership networks and preferred
communication methods with partner groups and
key local equality organisations, to ensure the Trust
reflect our local population, and engage together on
common health themes. Action:
Share evidence in Share point system.
PALS to develop a public engagement toolkit which
addresses Trusts responsibilities under the policy
and provides guidance on how to undertake
inclusive engagement activity.
Action: regular review of toolkit to reflect any gaps
in relation to changing demographics.
Establish and maintain and share an up to date
community stakeholder mapping list, for internal
Trust staff distribution.
Trust Engagement strategy demonstrates
consideration and effective resources for the
publication of information in different languages
and alternative modalities
January
2011
Div. Directors






Ongoing
PALS lead






January
2011
Communications
Dept






January
2011
PALS lead.






Develop equality mapping process to ensure
engagement includes all under represented
groups.
Work with communication Dept. to publish results
of EIA and consultations that demonstrate
26
January
2011
Communications
Dept






Monitors and
challenges:
E&D Advisor
Age
Lead
Gender
Timescale
Disability
Action
Race
Objective
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
engagement with all local under represented
groups.
Develop local network of ‘critical
Friends’ are mapped. Critical friends challenge,
support and help direct the equality work of the
Trust, including evaluate EIA’s.
January
2011
27
E&D Steering
Group.






Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
5. Access and Disability
Evidence of actioning
workforce survey and
supporting Disability
inequality
Trust to invest in training to implement Bullying and
Harassment Advisors.
Action:
Training to be reviewed, ensuring Advisors are upto-date with current equality legislation and equality
issues relating to NHS workforce discriminatory
issues.
April 2011
Ensure Place to
worship at work
and private
contemplation is
accessible to all
staff and supports
our commitment to
religion and belief
agenda.
Trust has in place room for diverse faiths for
prayers or contemplation. Regular user evaluation
of prayer facilities to ensure positive experience
and ensure health and safety matters are
considered.
Ongoing
Action: Ensure appropriate DDA access to places
of worship.
28

Head of Estates
and Facilites.
Director of HR &
OD
Chaplaincy





Sexual
Orientation
December
2010
Religion or
Belief
Feasibility review of the buildings compliance under
the DDA. Outcomes with action plans shared with
Divisional leads and Departmental leads.
Age
Trust can
demonstrate
working towards
improving
reasonable
adjustments’
Lead
Gender
Timescale
Disability
Action
Race
Objective
Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
CQC Equality
Human Rights
standards
Patient learning
disabilities/Mental
health.
Ensure Building is compliant under DDA
regulations.
Action: procure Disabled Go to undertake a
robust review of building and toilet access.
Action: Reflect any work in CQC Audit
SharePoint.
Appropriate evidence under this key objective are
collated and evidenced on behalf of the Trust. .
Trust to develop a strategic clinical learning
disabilities Group. Terms of reference and work
stream demonstrates our commitment to dignity
and respect. Safeguarding. Regular updates and
report available through appropriate strategic
group.
Adult and Children safeguarding training embeds
all equality and Human Right strands and is
Mandatory to all staff, encompassing equality
strands.
29
Trust Operating
Framework lead
June 2011
Ongoing
Clinical Risk
Advisor






April 2011
Safeguarding
Lead






June 2011
Adult and
Children and
Young people
lead.






Barnsley NHS Foundation Trust - Single Equality Scheme Action Plan for 2010-2013
References
NHS Guidelines and Frameworks: National












NHS Constitution (Equal access and personalised care)
NHS Operational Framework.
Human Rights 1998
Equality Act 2010
Improving Working Lives
Reducing Health Inequalities
Healthcare for All
Positively Diverse
Care Quality Commission Regulations
Vital Signs
Pace Setters
Stone Wall
Reports



Darzi Report
Francis report
Marmot Report
Local strategies and agreements

Trust Business Plan.
30