Solent NHS TrustHigh quality community and mental health services

Equality Impact Group

Equality Impact Group (EIG)

 

Constitution

1.1

The Equality Impact Group (EIG) is constituted as a committee of the Board via the Workforce Committee. Its constitution and terms of reference shall be as set out below, subject to amendment by the Board.

The EIG derives its powers from the Board and has no executive powers, other than those specifically delegated in these Terms of Reference.

The EIG may not delegate powers to any sub-committees unless expressly authorised to do so by the Trust Board.

The EIG is authorised by the Board to investigate any activity within its terms of reference. It is authorised to seek any information it requires from any member of staff and all members of staff are directed to co-operate with any request made by the committee.

Its primary purpose is to maintain oversight of the delivery of the equality and diversity strategy, including the Equality Delivery System (EDS2) and Workforce Race Equality Standard (WRES).

The EIG will maintain a strategic overview of the Trust’s EDS2 and WRES arrangements with a view to assessing their adequacy to provide a positive working environment for staff, to enable the provision of high quality care and good clinical outcomes for patients.

The EIG will:

  • champion the organisational values
  • provide support and leadership for equality and diversity across the trust and in response to our legal, regulatory and commissioner requirements
  • champion the trusts strategy for equality and diversity (EDS2) and Workforce Race Equality Standard (WRES)
  • monitor clinical and corporate divisions on their progress in embedding equality and diversity through the implementation of our strategy, the Equality Standard
  • provide assurance to the Trust Board via the Workforce Committee of internal and external developments in regard to equality and diversity
  • analyse performance to provide assurance and inform current and future priorities
  • share our progress and good practice inside and outside the organisation.

2

The duties of the EIG can be categorised as follows:

2.1

 

Strategic oversight

The EIG will oversee the development and implementation of the equality and diversity strategy, with the aim of achieving the requirements set out by the EDS2, WRES and our legal, regulatory and commissioner requirements.

In undertaking this work the EIG will:

Annually review and ratify the Trust’s Equality and Diversity Strategy, taking into account national and regional strategies and requirements.

Monitor implementation plans associated with the above strategy on a regular basis through the implementation of the Equality Standard.

2.2

Statutory compliance

Specifically the Committee will:

Scrutinise and assess the effectiveness of the organisation’s arrangements for complying with the NHS Constitution, in relation to staff rights and pledges, Equality Act 2010, EDS2 and WRES

Annually review equality and Diversity related policies and procedures

Regularly review the arrangements in place to evidence the organisation’s compliance with the Equality Act in relation to the following:

  • Undertaking of Equality Impact Assessments
  • Monitoring of the (EDS2) Action Plan
  • The implementation of the Equality Standard

Where appropriate the EIG will review assurances via the Equality Standard

To monitor the organisation’s compliance with NHSLA and CQC requirements relating to equality and diversity

Review the action plans associated with local and national staff surveys, tracking progress on key findings through relevant directors.

2.3

Risk and performance Management

The EIG will regularly review workforce information via a new Workforce Diversity Scorecard to monitor compliance with:

  • Employee Relations
  • Sickness absence target levels
  • Internal staff survey results
  • Appraisal information.

3

Membership

3.1

The EIG will be composed of :

  • Director of HR & OD
  • Associate Director of HR
  • Patient Experience Lead
  • Equality and Diversity Manager
  • Equality Impact Leads representing each clinical and corporate Division.

3.2

Attendance by Members:

Members are required to send an appropriate deputy where they themselves cannot attend.

Members are expected to have devolved accountability for their lead areas and be aware of the key issues to raise.

4

Attendees

4.1

The Chair will on occasions where it is deemed appropriate, invite other Non-Executive Directors to attend meetings.

Other Directors or officers of the Trust may be requested to attend all or part of any meeting as and when appropriate.

4.2

The Equality Impact Group may call upon any employee to attend the meeting.

5

Chair

5.1

The Associate Director of HR shall be the chair of the Equality Impact Group. In the absence of the Chair the Equality Lead will be the Chair.

6

Minutes of meetings

6.1

Minutes of the meeting will be shared with the members following agreement by the Chair.

 

6.2

Minutes of EIG meetings shall be circulated promptly to all members of the EIG and, once finalised, to all members of the Board via the Workforce Committee.

6.3

The administration of the meeting shall be supported by the HR Engagement Co-ordinator who will arrange to take minutes of the meeting and provide appropriate support to the Chairman and committee members.

6.4

The agenda and any working papers shall be circulated to members ten working days before the date of the meeting.

7

Quorum

7.1

The Quorum necessary for the transaction of business shall be four members, including the chair, one non-executive director or their nominated deputy and two other members.

8

Frequency

8.1

The EIGwill meet on a quarterly basis and otherwise as required.

9

Notice of meetings

9.1

Meetings of the Committee shall be summoned by the Director of HR & OD or deputy.

Unless otherwise agreed, notice of each meeting confirming the venue, time and date together with an agenda of items to be discussed, shall normally be forwarded to each member of the Committee and any other person required to attend, no later than ten working days before the date of the meeting.

Supporting papers shall be sent to EIG members and to other attendees as appropriate, at the same time.

10

Authority

10.1

The EIG has no powers, other than those specifically delegated in these Terms of Reference.

 

10.2

The EIGis authorised:

  • to seek any information it requires from any employee of the Trust in order to perform its duties
  • to call any employee to be questioned at a meeting of the EIG as and when required.

11

Reporting

11.1

The EIG will report to the Board via the Workforce Committee through the EDS2 and WRES assurance report which will also incorporate matters for escalation to the Board, where appropriate.

11.2

The Chair will report by exception to the Workforce Committee on any significant risk matters that could impact on EIG agenda.

11.3

The EIG shall make recommendations to the Board it deems appropriate on any area within its remit where action or improvement is needed.

11.4

All reporting groups to the EIG are required to report to the EIG via exception reporting.

11.5

The EIG will receive regular assurance reports from clinical and corporate divisions in its progress to attaining the Equality Standard.

 

 

Version

1

Agreed at [name of meeting]

Date:

Agreed at [insert name of the parent group/committee]

Date:

Date of Next Review

Date: July 2019