Equality and Diversity
Key Questions for Healthcare Providers
2016/17 Contract Year
Response Sheet
Name of Healthcare Provider Organisation:
Name of Commissioning Organisation:
NHS Swindon CCG
Please return the completed form to:
[email protected]
Date information requested:
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Key contact/ information supplier within
Provider Organisation (name and contact
details):
Date completed response sheet received:
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Key Questions for Healthcare Providers
Information Requested from Providers
The table overleaf lists the key questions on which the Commissioner is seeking assurance as part of the Contract Quality Review process. The
purpose of the questions is to give clinical Commissioners a way of understanding the performance of healthcare Providers in relation to
equality, diversity and human rights. Providers are asked to complete Columns 3 and 4 of the response sheet, as follows:
-
Column 3 is a statement of whether the required information (see Column 2) has been published by the Provider or shared with the
Commissioner in some other way
-
Column 4 gives the source of the information which has been published/shared (e.g. a link to the relevant web page or the title and date
of a report in which the information is published)
Provider responses to these questions will be reviewed during Integrated Quality and Performance Management Board meetings (or a relevant
subgroup of these).
Background to the Key Questions
The key questions are in the 2016-17 Contract and are based on the requirements of:
-
The NHS Standard Contract 2015/16 (various Service Conditions and Particulars)
-
The Equality Act 2010
-
The Equality Act 2010 (Specific Duties) Regulations 2011
-
The Human Rights Act 1998
-
The Care Quality Commission’s Fundamental Standards of Care (April 2015)
-
NHS Equality Delivery System (EDS2) and the Workforce Race Equality Standard (see Appendix)
Many of these requirements are reflected in the principles, values and pledges of the NHS Constitution and in other NHS strategic and
operational documents.
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Source of evidence/ narrative
Partially
Patient
equality
profiling
1. Equality analysis of
patients/service users,
compared with a
relevant population
(e.g. Hospital Episode
Statistics or the Mental
Health Minimum Data
Set)
2. Data Quality
Improvement Plan
(e.g. targets for
improving equalityrelated data collection
and analysis)
Gender –
Race –
Age –
Marital status –
Religion –
Pregnancy / maternity –
Sexual Orientation –
Gender reassignment –
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RAG
Actions
Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
DisabilityLearning Disability-
Understanding 3. Equality analysis of
customer satisfaction
differential
levels (e.g. Friends
patient
and Family Test)
experiences
and tackling
discrimination
4. Equality analysis of
service outcome
measures (e.g.
PROMs)
5. Equality analysis of
informal feedback and
results of consultations
6. Evidence of an
accessible complaints
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
procedure, promoted
to service users
7. Equality analysis of
complaints received
and upheld
Although there is analyses
of complaints, no formal
equality analysis has been
included in annual
reporting
8. Number and
percentage of
complaints where
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
subject of complaint
was related to the
patient’s race,
gender/sex or age
9. Care Quality
Commission
performance rating
10. Evidence of service
improvements as a
result of making
reasonable ‘accessible
information’
adjustments in relation
to language and
communication
difficulties; and
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
evidence of taking
account of spiritual,
religious, pastoral and
cultural needs of
Service Users
Evidence of
11. Equality Objectives
and a strategy/ plan for
compliance
achieving the
with the public
Objectives
sector
Equality Duty
12. Equality Delivery
System (EDS2) grades
with a justification for
each grade and
proposed
improvements
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
13. Equality Impact
Assessments/Analyses
and other equality
information in relation
to: decisions taken,
services delivered and
activities as an
employer
14. An Action Plan with
explicit reference to
both equality and
human rights
compliance and
covering both service
delivery and
employment
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
15. Equality and human
rights policy
statements which
reinforce/ highlight
your commitment to:
- the principle of no
discrimination
-
-
between or against
Patients Service
Users, Carers or
Legal Guardians
respecting the
human rights of
every individual
the wider social
duty to promote
equality through
the services
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Key Questions for
Healthcare Providers
Have you
published/shared:
-
-
Responses
Yes/
No/
Partially
Source of evidence/ narrative
provided, paying
particular attention
to disadvantaged
groups
valuing each
individual patient,
family, carer and
staff member,
ensuring that
everyone counts
ensuring that any
restrictions placed
are proportionate
and in line with
human rights
legislation
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
16. Staff survey: equality
Employmentanalysis of key staff
related actions
experience questions,
to improve
such as experience of
patient
violence, harassment,
access,
bullying and
experience
discrimination
and health and
(including relevant
wellbeing
metrics from the
outcomes
Workforce Race
Equality Standard WRES)
17. Details of policies and
programmes in place
to address equality
concerns in the
workforce
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
18. Equality analysis of the
workforce profile and
organisational
leadership, compared
with a relevant
population (including
relevant metrics from
the WRES)
19. Equality analysis of
recruitment and other
employment matters
(including relevant
metrics from the
WRES)
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Key Questions for
Healthcare Providers
Have you
published/shared:
Responses
Yes/
No/
Partially
Source of evidence/ narrative
20. Workforce diversity
targets e.g. in terms of
senior leadership and
board membership
21. Staff survey: results for
key equality-related
questions, such as the
level of compliance
with E&D training
requirements
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Actions
Appendix A: NHS Workforce Race Equality Standard
The NHS Workforce Race Equality Standard Indicators: for implementation from April 2015
Workforce metrics
For each of these workforce indicators, the Standard compares the metrics for White and Black & Minority Ethnic staff.
1.
Percentage of BME staff in Bands 8-9, VSM (including executive Board members and senior medical staff) compared with the
percentage of BME staff in the overall workforce.
2.
Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting
across all posts.
3.
Relative likelihood of BME staff entering the formal disciplinary process, compared to that of White staff entering the formal disciplinary
process, as measured by entry into a formal disciplinary investigation*.
*Note: this indicator will be based on data from a two year rolling average of the current year and the previous year.
4.
Relative likelihood of BME staff accessing non-mandatory training and CPD as compared to White staff.
National NHS Staff Survey findings
For each of these four staff survey indicators, the Standard compares the metrics for each survey question response for White and BME staff.
5.
KF 18. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months.
6.
KF 19. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months.
7.
KF 27. Percentage believing that trust provides equal opportunities for career progression or promotion.
8.
Q23. In the last 12 months have you personally experienced discrimination at work from any of the following?
b) Manager/team leader or other colleagues.
Boards
Does the Board meet the requirement on Board membership in 9?
9.
Boards are expected to be broadly representative of the population they serve.
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Appendix B: EDS 2 Implementation
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