Gender Equality Action Plan
Intro
Velindre Trust is a unique trust with regard to areas of services that it covers.
Some of the services such as Screening have a gender bias, which is reflected
within the action plan. The action plan that the Trust has developed has looked at
the role of the gender duty in improving and developing services is in a holistic
manner. Looking at cross strand actions, such as the need to improve breast
screening take up for older ethnic minority women and disabled women and
working with partner organisations to promote cervical screening among lesbian
and bisexual women.
This Gender Equality action plan is a demonstration of the aims and objectives of
the Trust in meeting its moral and legal obligations under the Gender Equality
Duty as set out in the Equality Act 2005.
The Gender Duty tasks public authorities with a General Duty to:
 to eliminate sex discrimination
 Promote gender equality.
Within Wales, the Welsh Assembly Government recognized the need to provide
a stronger duty around issues such as Equal Pay and as such it will be
developing further guidelines. What this means is that when the duty comes into
force in April 2007, the specific duties, in relation to the need to produce a
Gender Equality Scheme will not be required.
This does not mean that Public Authorities in Wales should do nothing, but it
does give Welsh public authorities an additional time period to consult and
develop outcome focused action plans and schemes. The Equal Opportunities
Commission recommends that all public authorities still work towards the current
timetable and produce gender Equality Schemes for their organisations.
The Specific duty under the Act requires public authorities to:

prepare and publish a Gender Equality Scheme showing how it intends
To fulfill the general and specific duties and setting out its gender equality
objectives.
In preparing a scheme a public authority should:


consult employees, service users and others (including trade unions)
take into account any information it has gathered or considers relevant as
to how its policies and practices affect gender equality in the workplace
and in the delivery of its services


formulating its overall gender equality objectives, public authorities
consider the need to have objectives to address the causes of any
gender pay gap
ensure that the scheme sets out the actions the Trust has taken or
intends to take to – gather information on the effect of its policies and
practices on men and women, in employment, services and performance
of its functions and use the information to review the implementation of
the scheme objectives

assess the impact of its current and future policies and practices on
gender equality

implement the scheme and their actions for gathering and using
information within three years of publication of the scheme, unless it is
unreasonable or impracticable to do so

review and revise the scheme at least every three years

report on progress annually
This scheme sets out how the Trust will:




meet its legal requirements and set out how it will improve access to
employment and health services
Ensure that the views and needs of all service users and staff, with regard
to gender, are taken into account ant the very point of the design of
services and how we as a Trust deliver out services.
That the Trust upon reviewing existing policies takes into account the
views and needs of all groups and make suitable changes where
reasonable.
As a Trust we continuously monitor and improve the ways in which we
deliver services to ensure that the lives of all our service users are
identified and where possible met.
That the Trust allows service users to take an active role in decisions
making
This action plan has been developed by looking at several areas:
• Existing Trust Strategic and Operational Plans
• Results from the Trust Equality Survey and Partnership work.
 By reviewing any complaints or comments made to the Trust via
divisional surveys.
Gender Equality Action Plan
Leadership & Commitment
Aim 1
Velindre Trust to mainstream gender
equality into all business
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome
 All Trust Board members and Senior managers to undergo Gender
Equality training
 A Trust Board Member to be allocated responsibility for the gender
equality agenda
 All equality issues to be mainstreamed into existing Trust business such
as Clinical Governance, Risk Management and Business Planning
 Trust Diversity and Equality group to monitor policies and actions
Monitoring and Evidence
Origin of Action
Trust Board and Senior management
training to be provided by Dec 07. With
a rolling programme put in place. Trust
board lead to monitor progress and the
Board to receive progress updates
every 6 mths, following Trust group
updates.
Action within this scheme and part of
an ongoing commitment to all equality
strands
Responsibility
Target Date
Chief Exec, all Directors
May 2008
Division
Review date
Trust Wide
May 2009
Aim 2
Ensure that Equality Impact
Assessments are carried out on every
Trust policy and Strategy
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome
 Following review of Policy on management of Policies – Each new or
reviewed policy will follow guidance and policy to be agreed following an
Equality Impact assessment. Policy to be completed and forwarded to
Diversity and Equality Manager for validation, prior to consultation
process.
Monitoring and Evidence
Origin of Action
All policies and Strategies will be
assessed and sent to Diversity and
Equality Manager.
Upon review all polices will go through
EIA – three year review date
As set out in Gender Equality specific
duties
Responsibility
Target Date
Chief Exec, all Directors
May 2008
Division
Review date
Trust Wide
May 2009
Aim 3
To ensure that Trust Procurement
Policy takes Equality into account.
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome

Tenders and adverts etc to include a clause informing applicants that
tender documents can be forwarded in alternative formats.
 Build in adopting inclusive design into budget estimates.
Monitoring and Evidence
Origin of Action
Review of policy to include monitoring
section.
Yearly audit of monitoring info to see if
applications for tenders from diverse
communities such as minority ethnic
owned businesses have increased.
Equality training in place for senior
managers and officers
Result of Equality Impact Assessment
on Trust Strategies
Responsibility
Target Date
Exec Dir of Fin
Review of policy by April 07
Division
Review date
Trust Wide
May 2008
Aim 4
Improve monitoring information
throughout the Trust
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome
 The introduction of Electronic Staff Record in Nov 2006 will enable the
Trust to use information to identify positive action programmes.
 Liaise with NHS Centre for Equality and Human Rights and the Patient
Monitoring Project to improve current system of monitoring service users
to ensure that services are provided in an equitable manner.
Monitoring and Evidence
Origin of Action
Annual report on monitoring data will
provide base line which can be
analyzed on an annual basis.
Evidence will be provided via such
reports
As set out in Gender Equality specific
duties
Responsibility
Target Date
Dir of HR, Service Directors
May 2008
Division
Review date
Trust Wide
Annual report to be available from May
2008
Aim 5
Ensure that all actions identified within
Trust Gender Equality Action plan are
adequately resourced
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome

Gender Equality Actions to form part of the Trust Budget setting
procedure for Divisions, so that sufficient resources are allocated within
the Scheme’s three year lifespan.
 Equality Impact Assessments utilised to identify priority needs
Monitoring and Evidence
Origin of Action
Trust Board lead to ensure that
Comments from Trust Equality Survey
equality actions are prioritized and
and partnership events and Gender
budget allocated accordingly to ensure Duty
that it meets the trust action plan target
date. Evidence will be via annual report
on progress of actions.
Responsibility
Target Date
Chief Exec, Dir of Fin, Directors of
Service
May 2008
Division
Review date
Trust Wide
May 2009
Consultation, Involvement and Community Development
Aim 6
Develop the Trust ‘s Service User
Involvement Strategy (Public and
Patient Involvement – PPI) to be more
inclusive
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome


Create a Trust wide forum to support divisional PPI leads and enable
mainstreaming of equality issues.
Share best practice from existing patient involvement groups and seek to
widen representation from all groups particularly working with vulnerable
and excluded groups such as Gypsies and Travellers, Lesbian Gay,
bisexual and Transsexual communities..

Monitoring and Evidence
Origin of Action
Revised Service User Strategy in place Government Guidance and nationwide
by August 2008
research
Annual PPI report for the Trust
RM&CG Committee includes equality
issues
Actions included in the Corporate
Clinical Governance Development Plan
and monitored quarterly by Trust
CG&RM Committee
Responsibility
Target Date
Clinical Governance Manager
August 2007
Division
Review date
Trust Wide
May 2008
Aim 7
Mainstream Equality throughout the
Trust
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Aim 8
Improve public awareness of the Trust
and its services so that service users
are confident to ask for specific needs
such as interpreters and pictorial
information leaflets
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome
 Each Division to have own Equality group/ lead and Equality actions to
form section of Divisional Operational plan.
Monitoring and Evidence
Origin of Action
Divisional actions to be monitored by
division leads and Trust Equality
group. With progress included in
annual report
Action within this scheme
Responsibility
Target Date
All Directors
Ongoing
Division
Review date
All Divisions
May 2008
Outcome

Trust to work with diverse equality groups and media across Wales
providing information on Trust activities, services and accessibility.
 Equality survey to be repeated with a comparison of the findings
Monitoring and Evidence
Origin of Action
Following initial involvement exercise,
Comments from Trust Equality Survey
similar survey to be repeated to identify and partnership events and Race Duty
is awareness of Trust improved
Responsibility
Target Date
Diversity & Equality Manager and
divisional promotion officers
Dec 08
Division
Review date
Trust Wide
May 2008
Employment & Training
Aim 9
Improve recruitment and selection
process so that workforce is fully
representative of community
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome
 The Trust to work in partnership with organisations such as Chwarae Teg
and Mewn Cymru to review its HR policies to identify possible barriers in
the recruitment and selection process.
Monitoring and Evidence
Origin of Action
Partnership and links to be created
Comments from Trust Equality Survey
with organisations such as Chwarae
and partnership events
Teg and Mewn Cymru to look at
current recruitment. Introduction of
ESR will identify current staff figures
and create baseline for which initiatives
can be measured against.
Responsibility
Target Date
Dir of HR
First data to be made available Dec 07
Division
Review date
Trust Wide
May 2008
Aim 10
For Agenda for Change to comply with
Equal Pay legislation, ensuring that
Trust employees are not being
discriminated against with regard to
their pay bands.
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome


As the evaluation is of job posts against national profiles, this should
ensure equity of pay bands. Job evaluation is of the post and not the
person.
Equal pay claims within the Trust will reduce as a result of Agenda for
Change.
Monitoring and Evidence
Origin of Action
Internal audits to be carried out and
reported on, alongside the Pay
Modernization Unit conducting
consistency checks. Annual reports to
be made available.
Staff unhappy with banding can appeal
within 90 days.
Agenda for Change introduced in
October 2004.
Responsibility
Target Date
Director of HR
Annual report September 2007
Division
Review date
Trust wide
May 2008
Aim 11
Improve Staff knowledge and
awareness on equality areas
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome

Provide Equality training for Trust Staff, with broken down into each of the
equality strands.
 Review Trust policy on the use of Interpreters ensuring staff is fully aware
of the services available.
 As well as information available on the Trust Intranet site for staff, an
equality newsletter to be produced for all staff quarterly with news articles
on all areas of the Trusts work towards equality.
Monitoring and Evidence
Origin of Action
Analyses of All Wales NHS Staff
Survey, to see whether staff attitude
and knowledge has improved since
changes have been put in place.
Rolling program of training developed,
to be reviewed and up dated every 3
years
Comments from Trust Equality Survey
and partnership events
Responsibility
Target Date
Service Directors, Dir of HR
All staff to attend training;
25% by June 2007, 50% by Dec 2007
75% by June 2008, 100% by Dec 2008
Division
Review date
Trust Wide
Findings from All Wales survey
available approx April 2008
Aim 12
Conduct a full review of Trust Work life
Balance policies
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome



Work Life Balance group re established to look at current policies
Trust to introduce childcare voucher policy
Alongside childcare voucher policy, cost savings utilized to benefit staff
via a proposed holiday play scheme subsidy offered to those who are not
eligible to apply for childcare vouchers, lower income and part time
workers
Monitoring and Evidence
Origin of Action
Collection of data on take up of
Worklife balance policies and voucher
scheme. Report published annually on
the effect of such scheme with regard
to recruitment and retention via staff
survey and exit interviews.
Part of a review flowing Impact
assessments and introduction of Work
and Families Act , Gender Duty
Responsibility
Target Date
Director of HR and Diversity and
Equality Manager
May 2008
Division
Review date
Trust wide
May 2009
Aim 13
Promote Trust Dignity at Work Policy
regarding harassment
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome

As well as information available on the Trust Intranet site for staff, an
equality newsletter to be produced for all staff quarterly with news articles
on all areas of the Trusts work towards equality, to promote Trust Equality
Policies.
Monitoring and Evidence
Origin of Action
Areas of equality to be covered in Trust Part of the Gender Equality General
Staff survey to see if awareness has
Duty
increased.
Monitor staff complaints to see if
there is an increase in cases of sexual
harassment.
Responsibility
Target Date
Service Directors, Dir of HR
May 2008
Division
Review date
Trust Wide
May 08 following findings from All
Wales survey available approx April
2008
Aim 14
Use Knowledge and Skills Framework
(KSF) to ensure equitable treatment
during the appraisal process for all
staff.
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome


System set up to (via Electronic Staff Record - ESR) to monitor and
identify ethnic groups used to identify gaps in personnel.
All staff have an annual KSF review and receives equitable access to
training and development opportunities.

Monitoring and Evidence
Origin of Action
Monitoring data to establish
progression thought the foundation.
Action within this Scheme
Responsibility
Target Date
Director of HR
May 2007
Division
Review date
Trust Wide
May 2008
Service Delivery
Aim 15
Provide guidance document for Staff
on all areas of communication,
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome
 Develop communication Linguistic policy setting out procedures for
booking interpreters and assisting all communication needs with service
users from letters to meetings.
 Develop good practice in the communication with diverse groups ensuring
that literature that the Trust produces includes appropriate language and
images to represent the diverse communities that the Trust provides
services for.
Monitoring and Evidence
Origin of Action
Monitor levels of requests for
interpreters and varying format
requests.
Further consultation with equality
groups to identify changes in attitude
Comments from Trust Equality Survey
and partnership events
Action within NPHS Operational Plan
Responsibility
Target Date
Head of Planning and Corporate
Development
Dec 07
Division
Review date
Trust Wide
Reviewed in line with Trust policy
review schedule, every 3 years
Aim 16
Improve take up of All Screening
services
Outcome




Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Review format of invite letters to ensure that all users are fully aware of
provision of static clinics around Wales, emphasis on disabled and ethnic
minority groups
Work with partners and GP’s to identify possible cultural and language
needs so that invite letter meets individual need where reasonable, this
includes the provision of advice for lesbian and bisexual women
Work with external sites to improve number of possible static clinics
around Wales
Development Of a public involvement strategy for screening services,
incorporating consultation methods to improve take-up of screening
services.
Monitoring and Evidence
Origin of Action
By monitoring the needs of current
service users, this can create baseline
data for which annul figures can then
be measured against. To see if actions
have created increased take up by
minority users.
Comments from Trust Equality Survey
and Breast Test Wales comment cards
Responsibility
Target Date
Director of Screening Services
Review of letters – Dec 07
Work with GP’s – Ongoing
Work with external sites – Ongoing
Review provision of Parking – annual
report
Division
Review date
Screening Services
May 2008
Aim 17
To work with partnership organisations
to improve donor recruitment from
diverse groups
Outcome



Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Continued development of partnership work with Higher education
establishments
Maintain regular contact with ethnic minority and disability groups on the
need to recruit donors
Continued work with Lesbian Gay, Bisexual and Transgender
organisation to raise awareness of current exemptions and maintain
dialogue, following November 2006’s awareness event.
Monitoring and Evidence
Origin of Action
Through improved monitoring systems,
partnership work should lead to
increased take up of donors. A report
on the figures to be made available on
an annual basis.
Action within this scheme
Responsibility
Target Date
Director of Welsh Blood Service, Donor Dec 2007
Recruitment Manager
Division
Review date
Welsh Blood Service
May 2008
Aim 18
Outcome
Ensure that Health promotion and
protection work takes in the diverse
needs of the community.




Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Improve the health and wellbeing of the population and reduce health
inequalities.
Health Impact Assessment Screening to be carried on all NPHS project
plans, policy documents, and work programmes, action plans and document
s provided for an external source.
Health promotion work around smoking cessation, sexual health and healthy
living take in the diverse needs so that there is equity of service.
Work with regard to the protection of health and wellbeing of children also
meets the needs of ethnic minority children.
 That NPHS work closely with health partners to share best practice.
Monitoring and Evidence
Origin of Action
NPHS to work closely with Local
Comments from Trust Equality Survey
Health Boards (LHB) and partners to
and partnership events and Race Duty.
ensure that the Trusts race equality
Ongoing NPHS work plans
actions link with LHB actions,
particularly around involvement.
NPHS to monitor where reasonable the
specific needs of services users to
identify if it is meeting the public need
or whether there are gaps in provision.
Annual review of take-up and
information and services by all users.
Responsibility
Target Date
Director of NPHS
Annual report to be available from Dec
07
Division
Review date
National Public Health Service
May 2008
Aim 19
Ensure that the needs of staff, patients,
carers and visitors are met where
reasonable
Outcome




Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Establishment of Equality champions, with specialist training provided
All staff made aware of the presence of a multicultural file on each ward,
which they can refer to on any queries around cultural need, i.e. dietary.
Provision of a multifaith room, which everyone can use. Staff aware of
contact details for local Imam, Priest or minister to visit Velindre Centre
Staff awareness of staff interpreter database, which can be used as a
stop gap in meeting service users language needs.
Monitoring and Evidence
Origin of Action
Monitor usage of multicultural file, via
patient comment cards and complaint
forms.
Equality champions to sit on Divisional
Equality group and feed back any
issues that have arisen from staff and
patients
Action within this scheme and parallel
to action within other equality action
plans.
Responsibility
Target Date
Director of Velindre Cancer Care
Centre
Dec 07
Division
Review date
Velindre Cancer Care Centre
May 2008
Holding us to account
Aim 20
Trust Gender Equality Action Plan to
be open and Transparent
Link to Gender Duty


to eliminate sex discrimination
Promote gender equality.
Outcome

Following the publication of the Gender Equality Action Plan a full
consultation process will begin, the public is requested via surveys to
query any area of the scheme.
Monitoring and Evidence
Origin of Action
Following the publishing of scheme an
8 week consultation to begin.
Comments incorporated where
reasonable.
Progress reports on actions available
annually. With the equality forum
receiving updates every six months.
The Trust via contact with equality
groups and individuals to increase
forum membership.
As set out in Gender Equality specific
duties
Responsibility
Target Date
Dir of HR
June 2007
Division
Review date
Trust Wide
May 2008
The actions will be continuously reviewed by the Diversity and Equality Manager, who will also provide six monthly
reports to the Trust Equality group and the Diversity Forum which was formed following the Trust involvement exercise.
This reporting process will complement the Trust’s duty to publish an annual report on progress and monitoring data.
The Trust’s Gender Equality Action plan is a living document, as such, if you feel that there are gaps in the action plan or
have any suggestions please contact the Trust Diversity and Equality Manager with your comments.
Ceri Harris
Diversity & Equality Manager
Velindre NHS Trust Headquarters
2 Charnwood Court
Parc Nantgarw
Cardiff
CF15 7QZ
Tel no: 029 20615888 (ext: 6557) Fax no: 01443 842073
Email: [email protected]
All comments will be forwarded to the Trust Equality group to identify need and provide feedback d on progress to those
who have sent suggestions and made comments.