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Equality Act 2010 and New Equality Scheme
On 8 April 2010 the Equality Bill received Royal Assent and became the Equality Act. The purpose of the Equality Act is to consolidate existing discrimination legislation and contains new measures, which are intended to strengthen protection against discrimination.
Most of the Act came into force in 1st October 2010; however the new Public Sector Equality Duties and the combined discrimination provisions are not expected to come into force until April 2011.
The protected characteristics in the Public Sector Equality Duty are listed in the Equality Act as: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, and sexual orientation.
University Hospitals Coventry and Warwickshire is committed to ensuring that all members of our rich and diverse communities receive the best and most appropriate care. We believe that the new Equality Act will enable us to further realise that ambition and develop practices and services which will deliver positive outcomes relevant to individual and community needs.
Equality Objectives and Plan
In April 2012 the Trust Board agreed the Strategic Equality Objectives and the specific areas of work for our Equality Plan, which has been developed in consultation with community groups and staff. The actions identified are designed to be achievable and bring about appropriate changes and/or impact positively on patients and staff.
The Plan has now been in place for 14 months and, as required by the Department of Health’s Equality Delivery System (EDS), the Trust’s Equality Plan 2012-14 has rated using the EDS Red (underdeveloped), Amber (developing), Green (achieving) system. UHCW staff, community members and representatives from local community groups and organisations were invited to an event held in the Clinical Sciences Building on 7th March 2013.
There were 24 participants and the event was supported, with input, by the Chair of the Trust Board, Chief Executive Officer and Chief Human Resources Officer. Using interactive tools and through discussions each individual was able to rate our progress against each relevant action and provide a rationale for their ratings.
In addition to rating our progress, the group also took the opportunity to provide suggestions, ideas, contacts etc… which they felt would further help us as deliver against our targets. These suggestions will be looked at in greater detail at the next community event planned to take place in the subsequent eight weeks, to see how they can be incorporated into the existing and future plan. After the ratings were collated all participants were given a further opportunity to respond to our comments where we felt that the rating were either inappropriate, unclear or should have been in another category.
The chart below shows how the four key themes of the plan were finally rated (each unit reflects an individual’s rating):
Although there are clearly actions that the group felt had not been progressed adequately and, therefore, rated Underdeveloped (15), the majority of the ratings were either Developing (33) or Achieving (16).
To reach an overall rating for the Equality Objectives and Plan 2012 – 2014, we looked at the number of Red, Amber and Green ratings as follows. The sum of Developing and Achieving was more than three times greater than the number of Underdeveloped. Therefore, it was clear that the overall rating should not be Underdeveloped. However, because the majority of the ratings were Developing with a significant number of Achieving ratings, it was felt that the appropriate overall rating for the plan should be Amber. Please see below for the feedback in the four key themes:
- Better health outcomes for all
- Empowered, engaged and well-supported staff
- Improved patient access and experience
- Inclusive leadership at all levels
Given that this is our first plan of this kind and our first rating by the wider community the result of an Amber rating is very encouraging and reflects the good progress being made. The event has enable us to gain a better understanding of what is expected from us by the wider community and there were lots of very useful suggestions as to how we could improve the process of RAG rating in the future.
Appendix 1 details the progress for actions with completion dates up to the March 2013 and the overall rating for the action. Each report will include actions up to the reporting date to ensure that the report is a true reflection of progress in relation to relevant actions.
Where actions have been rated as Red an explanation has been provided in the progress column and in most case a revised target date.
The ratings and all the supporting comments and suggestions will be made publicly available via the Trust internet site after approval from the Trust board. This will provide the wider community with a clear sense of how we a progressing against the actions set out in the plan.
We would like to thank community members, representatives from local community groups/organisations and UHCW staff who took part in the interactive ratings exercises in March 2013. This was an opportunity to influence the future Equality and Diversity plans, actions and community engagement activities. As a result of this event, we have formed a new group with representatives from the community, partners and our staff to look at equality issues and to assist us to work towards a Green rating at the next RAG ratings event.
Equality Impact Assessments (EIA)
The Trust consults with its staff, service users and local community groups on its equality impact assessments. Our equality impact assessments cover all areas of equality legislation including race, gender, disability, age, sexual orientation and religion and belief.
Examples of EIAs and outcomes 2005 - 2010 (zip file)
If you wish to view the most recent EIAs please contact 024 7696 7603 or email@example.com.
Equal Opportunities in Employment Report 2009 & 2010
The annual report on equal opportunities data is provided in accordance with equality legislation thus this report provides a statistical summary of the workforce profile in terms of age, gender, ethnicity and length of service in order to benchmark our current position, to enable future monitoring of workforce trends, to analyse and review the workforce in order to best meet the needs of our service users.
We recognise the diverse needs of the communities we serve and will endeavour to communicate in different languages or formats upon request.
For further information please contact firstname.lastname@example.org.
Equality data 2012 - 2013
UHCW NHS Trust is committed to ensuring that the public is able to access relevant information and data in relation to its workforce and patients. This will help to engender a relationship based on transparency and openness, which will in turn enable us to develop a partnership approach with patients and other key stakeholders.
It has also helped us to determine our equality objectives for the next 3 years so that we will be able to continue to provide a service that is relevant and equitable for the communities that use our hospitals.
The link provided below will allow you gain a better understanding of the profile of our workforce and patients.
We accept that there are some gaps in relation to sensitive information such as sexual orientation and transgender, but by having carried out this work we are now able to develop strategies to improve our data collection. This will be achieved by working closely with front line staff so that they are able to explain why we need this information and how it will be used. We are currently rolling out a system that will allow staff to update their information quickly and accurately. It is hoped that our next publication of data (January 2013) will demonstrate a marked improvement in key areas of our data collection. Some of our data collection is governed by external systems and we will be working with the appropriate agencies to develop our current systems to help us collect the data we need.
No individual will be identifiable from the information we publish as we pride ourselves in ensuring that our staff and patients are afforded the confidentiality that is their right.
As you will appreciate we are one of the largest Acute Teaching Trusts in the country, therefore, we have a vast amount of information and data relating to our staff and patients. Therefore, it is not possible to publish all our statistics but we have provided key information.