- Workforce Race Equality Standard
The Workforce Race Equality Standard (WRES) ensures effective collection and analysis of workforce data to address the under-representation on BAME staff in the NHS.
The Trusts latest WRES report and action plan was approved by the Trust Board in 2020.
- Workforce Disability Equality Standard
The Workforce Disability Equality Standard (WDES) ensures effective collection, analysis and use of workforce data to address the under representation of staff with a disability in the NHS.
The Trusts latest WDES report and action plan was approved by the Trust Board in 2020.
- Workforce Monitoring
The Trusts latest Workforce Profile report for 2020.
- Patient Monitoring
The Trusts latest Patient Profile report for 2017/18.
- Interpreting and Translation Services Annual Report
The Trusts latest report for 2017/18.
- Gender Pay Gap Reports
- Annual Equality Diversity and Inclusion Report
The Trusts latest report for 2018/2019.
- Equality Delivery System
The EDS is a tool, which is used in partnership with patients, the public, staff and staff-side organisations, to review the Trust's equality performance and to identify equality objectives and actions. It offers both local and national reporting and accountability mechanisms.
The EDS has 18 outcomes against 4 goals, it is against these outcomes that performance is analysed, graded and action determined.
The Trust's most recent summary report.
- Equality Objectives
The Trust, as a public authority, is subject to the Public Sector equality duty (PSED). The PSED is comprised of two elements, the general duties and the specific duties. One of the specific duties is the requirement to publish Equality Objectives.
The Equality Objectives and associated action plan was approved at the Trusts Executive Team Meeting on Council on 9th May 2019.
- The Equality Objectives 2019/23 are as follows:-
- To improve access and outcomes for patients and communities who experience disadvantage
- To improve our equality performance by collaboration and partnership working
- To engage and consult with all our local communities, and to raise awareness of health inequalities both within our workforce and in our local communities.
- To take steps to ensure that our workforce is broadly representative of the communities we serve at all levels
- Improve the wellbeing of staff employed in the Trust
- Improve the experiences of Black and Minority Ethnic staff employed in the Trust
- Note: Data Governance
The Trust is unable to publish some workforce equality information since, to do so, could potentially lead to the identification of the individuals because of the low numbers involved. This would be a breach the Trust's obligations under the Data Protection Act 1998 and, accordingly, this aspect of the data is exempt from disclosure under the terms of Section 40(2) of the Act.
In considering section 40(2) the Trust has made regard to the Principles of the Data Protection Act. The Trust felt that it would breach Principle 1 – the requirement to process personal/sensitive information fairly and lawfully and Principle 6 - the data subject rights, in relation to section 10 – the right to prevent possessing likely to cause damage or distress.
The Trust is required to provide communication support in the form of Interpreter Services for patients who do not use English as a first language (Foreign Language Interpretation: FLI) and for those who communicate using British Sign Language (BSL).