SINGLE EQUALITY SCHEME: SUMMARY OF KEY PRIORITIES & ACTIONS TO CARRY FORWARD

Action / Lead Responsible / Outcome / RAG Rating
Identify resource & support for Equality Compliance across the new organisation building on local expertise & resources / Director of Workforce & Development / 1 WTE B8a Equality & Inclusion Manager
1 WTE B3 Equality & Inclusion Administrator / Green
To continue to evidence our commitment & compliance to the Equality & Human Rights agenda. This will be demonstrated through an Equality strategy/equality scheme with equality objectives, linked to the business plan of the organisation /
  • Director of Workforce & Development
  • Equality & Inclusion Manager
/ Equality Compliance Implementation plan in place & on garget to meet action by 6th April 2012 / Amber
To establish the equality, diversity & human rights agenda & work program within & across the new organisation /
  • Director of Workforce & Development
  • Equality & Inclusion Manager
/ Implementation plan help focus on key work streams & equality objective action plans / Green
To ensure that clear leadership & governance (through an Equalities Governance group) is identified & established so that Equality is part of everyday business & to ensure that the impact on equalities is assessed & analysed on all core functions, policies & services as a priority in preparation for April 2012 when audit of the organisation on progress & compliance to the Equality & Human Rights agenda is implemented by the Care Quality Commission, Health-watch & Equality Delivery Council /
  • Director of Workforce & Development
  • Equality & Inclusion Manager
  • Equality & Inclusion Scrutiny Committee
/
  • Organisation has governance structures in place via Equality & Inclusion Scrutiny Committee
  • Equality & Inclusion team are a corporate function
  • Board training delivery in process to ensure corporate ownership of compliance
  • Equality Analysis Framework developed & being introduced across the organisation
  • Chair of Trust Board champion for Equality & Inclusion agenda
/ Green
Action / Lead Responsible / Outcome / RAG Rating
To ensure a robust & systemic approach to analysing the impact on equalities of all policies, functions & services across the new organisation minimising health & equalities & discrimination /
  • Equality & Inclusion Manager
/ Equality Analysis Framework developed & is currently being implemented across the organisation. Training being delivered to support staff. Electronic system to record analysis currently being developed. / Amber
Establish a systematic approach to identify, manage & mitigate risk regarding equality & human rights across the new organisation /
  • Risk Manager
  • Equality & Inclusion Manager
/ Organisation scoping tool via Healthassure which will encompass this / Amber
To ensure a robust & systematic approach to Equality data profiling, analysis & reporting across the new organisation for both service users & workforce /
  • Health Intelligence
  • ESR Team
  • Equality & Inclusion Manager
/ Currently scoping & undertaking stock-take of information in current system as part of Equality Duty compliance. / Amber
To ensure the development & structure for the publication of all data across the Equality characteristics into the public domain maintaining the Transparency agenda & Data principles enforced by legislation by 31stJanuary 2012 /
  • Equality & Inclusion Manager
  • ESR Team
  • Health Intelligence
/ Currently scoping & undertaking stock-take of information in current system as part of Equality Duty compliance.
On target to meet legal requirement of publication by 31st January 2012
Workforce data collected & incorporated into quarterly workforce report to Board. In process of collecting service user data / Amber
To ensure accessibility & compliance of external & internal website of organisation /
  • Sharepoint Intranet Consultant
/ Accessibility tool pilot underway in January 2012 for external & internal website
Equality Analysis Summary will be published on external website / Amber
Action / Lead Responsible / Outcome / RAG Rating
To continue to develop a culturally competent organisation that is fit for purpose to deliver culturally competent services & employment practices: this will be achieved through statutory training & specific training across the equality legislation & its characteristics, inclusive of training for analysis for the impact on equalities (equality impact assessment) /
  • Equality & Inclusion Manager
  • Training Lead
/
  • Statutory training & Equality Analysis training available across organisation
/ Green
  • Developing specific training on communication competence & equality data correction
/ Amber
Develop & sustain across the new organisation both the internal & external staff support & community engagement & involvement networks representative of the equality characteristics /
  • Equality & Inclusion Manager
  • Staff Engagement Manager
/
  • Internal staff networks established now rolling out to south division
  • Community Health Equality Network established. Needs to be inclusive of southern division
/ Amber
Sustainable integration of equalities in the policy function & practices of the Trust in planning delivery & commissioning activities /
  • Equality & Inclusion Manager
  • Equality & Inclusion Scrutiny Committee
/
  • Equality & Inclusion Scrutiny Committee established to take action forward
  • Equality Analysis implementation in process
/ Amber
Establish corporate policy & funding for use of interpretation & translation services inclusive of face to face, telephonic, lip speaker & sign interpretation /
  • Director of Workforce & Development
  • Equality & Inclusion Manager
/ Proposal for Integrated Communication & Language Support Service presented to ex-management team / Amber
Ensure updated access & disability audit process in place for new organisation buildings /
  • Estates
  • Equality & Inclusion Manager
/
  • Current audits being reviewed
  • Two community hospitals being assessed initially
  • Further actions being developed to include all geographical areas of organisation
/ Amber
Action / Lead Responsible / Outcome / RAG Rating
Continue to develop a clear policy & pathway for reasonable adjustment within the workplace for staff which has a clear audit trail /
  • Senior HR Business Partners
  • Equality & Inclusion Manager
/ Sickness & absence policy being reviewed with Wellness Recovery Action Plan to be included. This will be pathway for staff to identify & agree reasonable adjustment with managers / occupational health / Amber
Establish a clear policy & pathway for support for staff within the workplace in relation to trans equality issues as defined within the Equality Act 2010 /
  • Senior HR Business Partners
  • Equality & Inclusion Manager
/ Early discussions in progress / Amber

SUMMARY OF ACTIONS TO CARRY FORWARD AS BEST PRACTICE

Action / Lead Responsible / Outcome / RAG Rating
Establishment of an Equalities Scrutiny Committee with Executive leadership, reporting to Executive Board on progress of the Equality Strategy, Objectives & implementation plan /
  • Director of Workforce & Development
  • Equality & Inclusion Manager
/ Committee set up reporting to Quality Governance committee. Director of Workforce & Development Chair of committee / Green
Develop comprehensive approach to equalities that is integral to the organisations business plan & objectives /
  • Director of Business & Strategy
  • Equality & Inclusion Manager
/ Discussion underway to be inclusive in business planning process / Amber
Utilisation & implementation of the analysis template for the impact on equalities & relevant training reflective of the updated public sector equality duty /
  • Equality & Inclusion Manager
  • Associate Director of Training & Transformation
/ Training delivered & Equality Analysis Framework developed / Green
Equality legislative & compliance statutory training to be continued across the new organisation which is inclusive of dignity in the workplace /
  • Equality & Inclusion Manager
  • Associate Director of Training & Transformation
/ Training inclusive of dignity in workplace & statutory training program / Green
Equality Characteristic specific training which is delivered in partnership with voluntary & non statutory organisations to be accessible across the new organisation /
  • Equality & Inclusion Manager
  • Associate Director of Training & Transformation
/ Voluntary organisations have delivered disability & Trans Equality training – need to ensure across organisation / Amber
Assessment of training venues for accessibility & reasonable adjustment requirements for attendees & trainers regarding training resources & venues to be rolled across the new organisation /
  • Associate Director of Training & Transformation
  • Equality & Inclusion Manager
/ North Division have updated list, need to establish organisation wide list / Amber

SUMMARY OF KEY PRIORITIES & ACTIONS TO CARRY FORWARD

Action / Lead Responsible / Outcome / RAG Rating
Further development & establishment of the Community Health Equalities Network across the new organisation as part of the Equalities engagement strategy /
  • Equality & Inclusion Manager
  • Director of Workforce & Development
/ CHEN established, need to ensure South Staffs representation Core Group being established / Amber
Develop sustainable engagement with community based & service user groups representative of the equality characteristics & local population across the geographical area served by the organisation /
  • Director for Strategy & Business
  • Communications Team
  • Equality & Inclusion Manager
  • Patient Experience Manager
/ Discussions & review of current approach underway / Amber

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