Equality and diversity: EDS next steps and way forward
The strategic objectives have been formulated based on the management assessment of the Equality Delivery System (EDS) CQC standards in December 2011 and public interest workshops representing all of the nine protected characteristics in January and February 2012 in Southampton and Hampshire. The strategic objectives as approved by the Trust Board are:
Goal 1 – Better health outcomes for all
Proposed executive sponsors: Chief operating officer and medical director
All clinical service areas to demonstrate that they understand, and plan for full implementation of the principles of the EDS into their own service delivery models, including integration to wider services where appropriate by March 2013.
- Self assess clinical services against EDS requirements; identify gaps and action plan to address by end Q2.
- Indentify and include reference to the impact of EDS elements in annual business planning for services.
- Examples include: interpreters, discharge planning, hospital and home services
Goal 2 – Improved patient access and experience
Proposed executive sponsors: Director of nursing, director of finance and investment and estates director (vacancy)
By March 2013, the Trust will provide consistent data and evidence from systems and patients, that all nine protected groups have equal access to UHS services and are involved as much as they wish to be in decisions about their care and treatment. Where there are deficits in access, action plans will be established by September 2012.
- Ensure current and planned work streams about communication, information and customer care include specific elements relating to the needs of people from the nine protected groups.
- Undertake a gap analysis into evidence and data currently available, which demonstrates equality of services and access for all nine protected groups.
- Develop a plan to resolve deficits in data collection and evidence.
- Develop an annual planning approach to ensuring Trust premises are compliant with DDA legislation.
Goal 3 – Empowered, engaged and well supported staff
Proposed executive sponsors: HR director
To improve the breadth of data captured from employees in respect of equality and diversity characteristics by March 2013.
In conjunction with staff side groups:
- Design and implement a simple equality and diversity data sheet for new starters to complete. 100% of new recruits to the organisation will have completed an equality and diversity sheet which reflects their status against each of the nine protected characteristics by 31 March 2013.
- Design an information sheet to explain why equality and diversity data is important to us and explain how the information collected will be used and how it will be stored and kept confidential.
- Launch the new data collection sheet with the HR recruitment team and promote its use.
- Monitor and report equality and diversity data of new starters on a quarterly basis (June, September, December and March).
- Publish on the Trust’s external website annual workforce statistics in relation to the nine protected characteristics.
- Agree a systematic approach for how we capture equality and diversity data retrospectively for current staff.
Proactively engage with employees about equality and diversity issues to raise awareness of the Trust’s zero tolerance approach to discrimination and to highlight their individual responsibilities for this.
- 100% of staff (from CE and executives downwards) will have equality and diversity issues included in their annual objective setting and appraisal process by 31st March 2013.
- Review the current appraisal documentation and include prompts for discussions about equality and diversity issues.
- Obtain sign-up from the Trust Board that the Trust will have a specific objective for equality and diversity included in their personal objectives on an annual basis.
- During 2012, undertake a Trust wide campaign including staff training events to promote equality and diversity awareness, encourage reporting of discriminatory incidents and highlight individuals employee responsibilities in respect of the equality agenda.
- Monitor and report uptake of mandatory equality and diversity training on a quarterly basis.
- Design an information sheet about equality and diversity to be given out to all new employees at Trust induction sessions.
- Establish staff equality network groups covering as many of the protected characteristics as possible.
Goal 4 – Inclusive leadership at all levels
Proposed executive sponsor: Chief executive
To gain board commitment and their sign-up to the Department of Health competency framework, the key annual priorities identified for focus and their implementation throughout the Trust.
To identify the cost of EDS competency framework implementation and secure funding to support.