Delivering Equality

Delivering Equality

EPUT is committed to ensuring our services and employment practices are fair, accessible, and appropriate for the diverse community we serve and the workforce we employ.

Equality and diversity is important to us

  • We want to make it easy for people from all backgrounds and characteristics to access our services
  • We want to recruit and retain our staff from all diverse communities
  • We want to our staff and those who use our services to be valued and respected as individuals
  • We want to ensure that everyone is treated fairly and honestly.

Public Sector Equality Duty

Under the statutory requirements of the Public Sector Equality Duty (PSED) the Trust is expected to publish sufficient information to demonstrate compliance by 31 January every year. This requirement arises from the Equality Act 2010 (Specific Duties regulations 2011).

Equality Delivery system (EDS2)

The Equality Delivery System (EDS) applies to all NHS Services and was developed by NHS Employers.

The EDS is designed to help NHS organisations improve equality performance; embed equality into mainstream NHS business.

Our Equality and Diversity Committee takes responsibility for monitoring and developing the EDS – and each year reviews the Equality priorities to ensure they are focussed on advancing equality between equality groups – for service users, staff and anyone who comes into contact with our services.

Equality and Inclusion Committee

The Equality and Inclusion Committee is made up of senior management, frontline staff and partners. It meets bi-monthly and is commissioned to steer the work needed to make progress towards the Equality delivery system (EDS) and the General Equality Duties.

Equality Objectives 2015 – 2017

In order to guide the Trust’s work in managing equality, diversity and inclusion, we have adopted the following objectives

Objective 1:

The services we provide for patients and carers will be accessible and people will not report that they are unable to access them because of their protected characteristics.

Our priorities during this period will include:

1.1 Improve the collection and monitoring of patient equality information (of protected characteristics) so that we can improve individual care; and plan for service improvements.
1.2 Ensure staff are aware of their responsibilities under the Equality Act, 2010 to alleviate any adverse effects on protected groups.
1.3 Develop appropriate faith inclusive recovery services.
1.4 Review the Trust’s Equality Impact Assessment Tool and staff guidance.
1.5 Review the Trusts service transition policies/ procedures/ protocols to ensure the needs of people with protect characteristics are considered.

Objective 2

The Trust will be a safe and inclusive place to work for all staff ensuring equal opportunities in respect of all employment strands and including those who fall into legal protected characteristics and other vulnerable groups

Our priorities during this period will include:

2.1 Closing gaps in the experiences of BME staff and White staff as identified in the Workforce Race Equality Standard
2.2 Addressing equality issues arising from  our annual staff survey findings and celebrating positives
2.3 Closing gaps in annual equality and diversity workforce report
Commitment to national initiatives and charter marks which support our workforce equality objectives (e.g. mindful employer/time to talk/stonewall/learning Disabilities in recruitment/Working longer review/WRES etc.)
We will monitor progress and report on this through our Equality and Inclusion Committee and through our performance management and governance framework.

Workforce Race Equality Standard

This standard places a need on NHS employers to take action to improve on Black and Minority Ethnic Equality. Here at the Trust we take this very seriously.

All NHS Trusts are required to place more focus on the experiences of BME staff at work. There are some specific measures which we were required to report on regarding BME staff experiences in the staff survey, access to training, disciplinaries and access to jobs. We now know that we are starting to make some improvements and that things have got worse in some areas. So we have prioritised our actions around those areas which need the most attention – whilst also continuing to build on the good work that has already contributed to an improved experience for our BME staff.

We will continue to analyse our performance every 12 months and our action plan will be reviewed at the end of each quarter. We will do this in partnership with our staff from BME backgrounds.

Annual Review – May 2016

Download the Public sector Equality Duty 2017

Download the NEP staff report