|Annual Equality and Diversity Report for 2017/18|
|Equality Standard Roadmap|
|Equality, Diversity and Human Rights Policy|
Investing in a diverse NHS workforce enables us as a Trust to deliver a more inclusive service and improve patient care.
Equality is about creating a fairer society where everyone has the opportunity to fulfil their potential. Diversity is about recognising and valuing difference in its broadest sense. Inclusion is about an individual’s experience within the workplace and in wider society and the extent to which they feel valued and included.
As a public authority we have legal requirements under the Equality Act 2010 to promote equality with due regard to the protected characteristics of:
The Equality Act 2010 created a new general duty on the NHS, when carrying out their functions to have due regard to:
The Equality Act 2010 provides protection from “prohibited conduct” for groups of people with protected characteristics. Examples of prohibited conduct includes, direct discrimination (including combination discrimination), indirect discrimination, discrimination by association, discrimination by perception, harassment and victimisation.
The needs and circumstances for our patients, carers, communities and staff can be distinct and specific. In providing quality services and workforce environments that are appropriate and effective for all, we can prioritise and promote equality, diversity and inclusion.
NHS Employers Equality and Diversity Partner Programme
Solent NHS Trust was privileged to have been selected as one of NHS Employers Equality and Diversity Partners in 2017/18 and we are looking forward to continuing in 2018/19. This is a fantastic opportunity to work with NHS employers and other partners, as well as national stakeholders such as the NHS Leadership Academy and NHS England to support us to embed and integrate Equality, Diversity and Inclusion (EDI) into the culture and structure at Solent, and for us to be involved in system wide efforts to improve EDI across the NHS. For more information about the partner programme click here: http://www.nhsemployers.org/your-workforce/plan/building-a-diverse-workforce/networks/equality-and-diversity-partners
Monitoring equality, diversity and inclusion at the Trust
All NHS trusts are required, under the Equality Act 2010, to publish on an annual basis how our activities as a service provider and employer affect people with different protected characteristics. We are also required to set, review and publish Equality Objectives at least every four years.
Additionally, NHS trusts are required to complete and publish an annual assessment against the Equality Delivery System (EDS2), Workforce Race Equality Standard (WRES) and from Autumn 2018, the Workforce Disability Standard (WDES).
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What is equality analysis?
Under the general equality duty, we are required to analyse the effect of existing and new policies and practices in relation to equality. This can include the use of equality impact assessments.
Public authorities are responsible for making a wide range of decisions, from the contents of overarching policies and budget setting to day-to-day decisions which affect specific individuals.
Equality analysis is a way of considering the effect on different groups protected from discrimination by the Equality Act, such as people of different ages. There are two reasons for this:
It involves using equality information, and the results of engagement with protected groups and others, to understand the actual effect or the potential effect of your functions, policies or decisions. It can help you to identify practical steps to tackle any negative effects or discrimination, to advance equality and to foster good relations.
For more information on the Public Sector Equality Duty click here: https://www.equalityhumanrights.com/en/advice-and-guidance/public-sector-equality-duty
What is an equality impact assessment?
Equality Impact Assessments (EqIA) are one tool for examining the main functions and policies of an organisation to see whether they have the potential to affect people differently. Their purpose is to identify and address existing or potential inequalities, resulting from policy and practice development. Ideally, EqIAs should cover all the strands of diversity and will help trusts get a better understanding of its functions and the way decisions are made, by: