Equality, Diversity, Inclusion and Human Rights
We are committed to promoting equality, diversity, inclusion and human rights, both in the services we provide and as an employer. We know that social inequalities and social exclusion can have a harmful effect on the lives of people using our services and the lives of people working for us. We also have a legal duty to ensure equality in our services and as an employer.
What do we mean by diversity?
The Black Country is an ethnically diverse area made up of many different people from many different cultures, communities, and backgrounds. Being responsive to the diverse range of people in the Black Country is a responsibility we take very seriously. We want to provide person-centred, accessible, and effective services for all people. We wouldn’t be able to do this without being sensitive to the different needs that different people have.
What do we mean by equality?
For us, equality means fair treatment and equal opportunities. We work hard to make our services accessible to the people who need our support, regardless of their personal circumstances. We also make sure that no-one using our services receives a lower standard of care and support than someone else simply because of who they are. Making sure that all our staff members are treated fairly is just as important to us.
This principle of fair treatment and equal opportunities applies to everyone. Many groups of people may find themselves disadvantaged or may experience discrimination. People most often face discrimination in one or more of the following 9 areas, now known as protected characteristics under the Equality Act 2010:
- Gender Re-assignment
- Marriage & Civil Partnership
- Pregnancy & Maternity
- Religion or Belief
- Sexual Orientation
What do we mean by inclusion?
Inclusion is about the practice of ensuring that people feel they belong, are engaged, and connected.
What do we mean by human rights?
Human Rights are the rights that everybody has. Examples of human rights are the right to healthcare or work or education. In teh NHS we want to promote the principles of human rights known as FREDA which stands for: Fairness, Respect, Equality, Dignity, Autonomy. These principles are reflected in the Trust values as well as our Equality Strategy which is called Play Fair.
NHS Equality Delivery System 2
The NHS has a way of measuring its performance around equality and diversity and ensuring that we are doing all we can to reduce health inequalities. The NHS Equality Delivery System (EDS2) is a framework to help Trusts to assess and improve our work around equality. It also helps organisations to meet the requirements of the public sector equality duties in the Equality Act 2010, and to ensure that we are consulting with and involving those who use our services as the Trust develops.
The EDS2 has 4 main goals:
- Better health outcomes for all
- Improved patient access and experience
- A representative and supported workforce
- Inclusive leadership
The EDS2 supports compliance of our statutory specific duty to develop and publish equality information and equality objectives. Our current equality objectives are part of ‘Play Fair’ our Trust equality strategy. Read more about how we created ‘Play Fair’ and view the objectives we set ourselves by clicking on Equality Strategy and Objectives below.
During August 2016, work on EDS2 moved forwards in a major way. EDS2 is a tool to help Trusts meet their PSED. There are various stages to the process and one of them is gathering evidence from services and departments across the Trust to help us then work with stakeholders to grade our equality performance and work out where we are doing well and where we need to improve. An audit tool was created and 20 services from across the Trust (a good mix from different areas) responded. Information was compiled into a Trust-wide summary which was shared with local stakeholders. This included the building of some really positive links with Sandwell College Health students, working with the Carers Team and also liaising with one of our Public Governors. Clinical Groups can look in detail at the evidence gathered from their different services to look at how they use the information to help meet their local objectives. The EDS2 summary is now available to view below and was submitted to NHS England.. We have now used the evidence gathered to establish where our work priorities need to be over the next 1 year and have created our new Equality Objectives mentioned above.
You can refer to the pdf EDS2 Summary document. During the winter of 2019, we will begin the EDS2 process again.
Workforce Race Equality Standard (WRES)
The WRES is a new national mandatory standard for the NHS that became part of the NHS Standard Contract from April 2015 The WRES, for the first time, requires organisations to demonstrate progress against a number of indicators of workforce equality, including a specific indicator to address the low levels of Black and Minority Ethnic (BME) Board representation.
There are nine metrics. Four of the metrics are specifically on workforce data and four of the metrics are based on data derived from the national NHS Staff Survey indicators. The latter will highlight any differences between the experience and treatment of White staff and BME staff in the NHS, with a view to closing the gaps highlighted by those metrics. The final metric requires provider organisations to ensure that their Boards are broadly representative of the communities they serve.
pdf Click here to see our completed WRES template for 15-16. pdf Click here to see our Trust WRES action plan which gives detail on what we have done, are in process of doing and what we are planning to do around race equality and the workforce. This action plan will be monitored and updated by our Trust Equalities & Inclusion Board and has also had involvement from our BME Staff Network.
The Workforce Disability Equality Standard (WDES)
The Workforce Disability Equality Standard (WDES) is a set of specific measures (metrics) that will enable NHS trusts to compare the experiences of disabled and non-disabled staff. This information will be used by trusts to develop local action plans, and demonstrate progress against the indicators of disability equality. The Workforce Disability Equality Standard (WDES) has a set of ten specific measures (Metrics) NHS organisations will use the Metrics data and local data to develop their local action plan this will; enable the Trust to demonstrate progress against the indicators of disability equality. The WDES has been commissioned by the Equality and Diversity Council (EDC) and developed through a pilot and extensive engagement with NHS Trusts and key stakeholders. It is mandated through the NHS Standard Contract and is restricted to NHS Trusts and Foundation Trusts for the first two years of implementation.
Making a difference for disabled staff
The WDES is important, because research shows that a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and improved patient safety. The implementation of the WDES will enable NHS Trusts and Foundation Trusts to better understand the experiences of their Disabled staff. It will support positive change for existing employees and enable a more inclusive environment for Disabled people working in the NHS. It will also allow us to identify good practice.
WDES Action Group
Through the implementation of the WDES the Trust has established the WDES Action Group that meets on a bi-monthly basis to review the progress of the WDES Action Plan and support the Trust in promoting disability awareness.
Gender pay gap
Below is the Trust's gender pay pay report, using a snapshot of data on March 31st, 2017 and the action plan the Trust is following to close gaps where they arise:
pdf Gender Pay Gap report
The Modern Slavery Act (MSA) 2015
The Modern Slavery Act 2015 requires organisations to be transparent about their efforts to eradicate slavery and human trafficking in their supply chain.
The principal activities of the Trust is the provision of healthcare services, specialising in Mental Health (MH) Learning Disabilities and Children & Young People's care, across the Black Country. Our supply chain includes procurement of staff, medical services, medical, pharmaceutical and other consumables, facilities maintenance, utilities and waste management. The Trust is committed to ensuring that there is no modern slavery or human trafficking in our supply chains or in any part of our business. The Trust is developing policies and procedures to reflect our commitment to acting ethically in all our business relationships and to implement effective systems and controls to ensure slavery and human trafficking is not taking place in our supply chains. Training is provided to those involved in the supply chain and the rest of the organisation as part of the Trust's safeguarding role.
The Trust will work to identify and mitigate risk and put in place contractual terms which will allow the Trust to gain assurance that slavery and human trafficking have no place in our business. The Trust will work with suppliers to ensure that they treat their obligations towards modern slavery with the same importance that we do.
Download leaflets in different languages on MSA 2105: https://www.gov.uk/government/publications/support-for-victims-of-human-trafficking
Find out more
By clicking on the links below you can view some of the information we are gathering and analysing. You can find out why we do Equality Impact Assessments (EqIAs), and see some examples from across our services and workforce. You can also read 'Play Fair' our Equality Strategy to discover how we put the principles of equality, diversity, inclusion and human rights into practice.