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 2018-20, setting out our four-year Equalities Objectives
  • Equality Act Compliance Reports, describing our achievements towards complying with the Act
  • NHS Workforce Race Equality Standard (WRES)
  • Equality Delivery System (EDS)
  • Equalities monitoring information, providing information about the diversity of our workforce and the people who use our services
  • Equality and Human Rights Impact Assessments that we have undertaken on our policies and on developments within the Trust
  • Pastoral Spiritual and Cultural Care Report
  • Gender Pay Gap report
  • Modern slavery statement.

Equality objectives 2018-2020

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 help 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.

Equality Act Compliance Reports

NHS Workforce Race Equality Standard (WRES)

Mandatory from April 2015, the Workforce Race Equality Standard (WRES) is a set of nine metrics to address the lackof representation of BME staff within senior aspects of the NHS workforce and also improve the working experience of BME staff. 

It is important to highlight the BME contribution to the NHS and celebrate diversity within the NHS. The image below, drawn by artist Pen Mendosa illustrates this (click on the picture to enlarge)

Windrush NHS

Equality Delivery System (EDS)

In 2011, the NHS introduced an Equality Delivery System (EDS) for NHS Trusts, which was refreshed in 2013 as
the Equality Delivery System 2 (EDS2) and became the mandatory framework around which NHS Trusts
develop their equalities actions from April 2015.

Equality and Human Rights Impact Assessments

We want to make sure 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.

2013

2012

Pastoral Spiritual and Cultural Care Report

We are required to produce a Pastoral Spiritual and Cultural Care Report to take into account of the spiritual, religious, pastoral and cultural needs of service users and must liaise with the relevant authorities as appropriate in each case.

Gender Pay Gap Report

We have completed our first gender pay gap assessment in accordance with the amended Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, which requires us to publish six statutory calculations every year showing how large the pay gap is between our male and female colleagues.

Modern slavery statement

CNWL's Board of Directors approved a Modern Slavery Statement at their meeting on Wednesday 9 May 2018.

View the statement (opens PDF)