Public equalities documents
We have a number of requirements under the Equality Act 2010. These include publishing information, our objectives and priorities, and the progress we are making towards achieving them.
We have made available a number of public documents:
- Equality Objectives 2012-16, setting out our four-year Equalities Objectives.
- Equality Act Compliance Reports, describing our achievements towards complying with the Act.
- Equalities monitoring information, providing information about the diversity of our workforce and the people who use our services.
- Single Equality Scheme Report for 2008/11, showing work that has been done and upon which we are seeking to build.
- Equality and Human Rights Impact Assessments that we have undertaken on our policies and on developments within the Trust.
The Equality Act 2010
The Equality Act 2010 sought to harmonise the many pieces of previous Equalities legislation. The only previous Equalities-related legislation that was not replaced by the Equality Act 2010 are the Gender Recognition Act 2004 and the Race and Religious Hatred Act 2008. As well as extending the legal protection for discrimination, harassment and victimisation across nine 'protected characteristics' (age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex, sexual orientation), the Equality Act 2010 also included a Public Sector Equality Duty which requires public authorities, such as NHS Trusts, must, in the exercise of its functions, have due regard to the need to:
- eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by or under this Act;
- advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
Having due regard to the need to advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to:
- remove or minimise disadvantages suffered by persons who share a relevant protected characteristic and which is related to their having that characteristic;
- take steps to meet the needs of persons who share a relevant protected characteristic that are different from the needs of persons who do not share it;
- encourage persons who share a relevant protected characteristic to participate in public life or in any other activity in which participation by such persons is disproportionately low.
The steps involved in meeting the needs of disabled persons that are different from the needs of persons who are not disabled include, in particular, steps to take account of disabled persons' disabilities.
Having due regard to the need to foster good relations between persons who share a relevant protected characteristic and persons who do not share it involves having due regard, in particular, to the need to tackle prejudice, and promote understanding.
In addition, the Trust is also required to publish an annual Equality Act Compliance Report and to have in place four-year equality objectives against which progress is to be reported on annually.
Equality objectives 2012-16
Through an analysis of information and consultation with staff and other stakeholders, the Trust has identified five four-year equalities objectives for the period April 2012 to March 2016. The document below sets out the objectives that the Trust has set itself, and agreed by the Trust's Board of Directors.
These equalities objectives encompass:
- Developing more equalities-related training for staff, at least one new training module annually addressing the needs of a particular diverse group.
- Directorates undertaking at least one community engagement event annually, targeting communities under-represented in accessing services.
- Improving the rates of recording service user data for disability, religion or belief and sexual orientation. This will enable us to identify which groups are not accessing our services and thereby inform community engagement.
- Reducing the level of violence, harassment and discrimination experienced by our staff from service users, carers and members of the public.
- Improving the perception of our staff of the Trust as fair in terms of promotion and career progression.
Progress against the Equality Objectives is reported on annually:
Equality Act Compliance Reports
The Trust is keen to ensure transparency through publishing its achievements, the finding of surveys and the analysis of staff and service user information. The reports in this section set out how CNWL is meeting the requirements of the Equality Act. The report includes equalities data for staff and service users and also highlights many of the exciting initiatives that have taken place in the Trust over the past year; featuring, for instance, community engagement activities and developments from our staff networks.
- CNWL Equality Act Compliance Report, 2016
- CNWL Equality Act Compliance Report, 2015
- CNWL Equality Act Compliance Report, 2014
- CNWL Equality Act Compliance Report, January 2013
- CNWL Equality Act Compliance Report, January 2012
Equalities monitoring information
The Trust monitors the equalities demographics of our staff and service users. This is to enable us to identify any inequalities arising so that actions can be targeted. The reports on this section include, for instance, details of the workforce across the Trust, within directorates and by seniority.
The reports also include analysis of the people accessing our services from which we can identify groups that are under-represented (or over-represented) and from this we can identify where there might be a need for improved community engagement or staff training.
- Equalities and Diversity Service Delivery Monitoring Report 2012/13
- Equalities and Diversity Workforce Monitoring Report 2012-13
- Equalities and Diversity Workforce Monitoring Report 2011/12
- Equality and Diversity Service Delivery Monitoring Report 2011/12
- Ethnic Monitoring Report 2010/11 (Workforce and Service Delivery)
- CNWL Diversity Profile Summary 2010 - 2011
Single Equality Scheme Report
During recent years, one of the main factors driving the equalities agenda was the publishing of Equality Schemes with linked action plans to address priorities in improving performance. The Trust had a range of Equality Schemes in place during the decade, culminating in the publishing of a Single Equality Scheme for the period 2008/11. Below is a link to the report produced to highlight progress made against the actions identified within that scheme.
Equality and Human Rights Impact Assessments
We want to ensure our policies and services take account of the diverse needs of the people that they most affect. Another development during recent years has been the introduction of Equality and Human Rights Impact Assessments (EHRIA). This is a documented process used to assess policies, service developments and changes to identify how they may be contributing positively to the Public Sector Equality Duty and where there may be a risk of an adverse impact on a group of people protected by equalities legislation.
The EHRIAs undertaken within CNWL consider the following equalities characteristics: race/ethnicity, disability, gender, transgender identity, age, sexual orientation, religion/faith, pregnancy and maternity, marriage or civil partnership.
- EHRIA Faith and Spiritual Support Policy
- EHRIA Interpreting Policy
- EHRIA Energy Efficiency Funding Bid
- EHRIA Disability Policy (Service Delivery)
- EHRIA Disability Policy (Employment)
- EHRIA Dual Diagnosis Policy
- EHRIA Dignity at Work Policy
- EHRIA Equality, Diversity and Human Rights Policy (Service Delivery)
- EHRIA Equality, Diversity and Human Rights Policy (Employment)
- EHRIA Mandatory and Statutory Training
- EHRIA Observation and Engagement Policy
- EHRIA Physical Care Policy
- EHRIA Service Disaggregation, Harrow