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)
  • NHS Workforce Disability Equality Standard (WDES)
  • 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.

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.

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)

diversity_logo.jpg

Mandatory from April 2019, the Workforce Disability Equality Standard (WDES) is a set of ten metrics.  These Metrics are used to help improve the experience of staff with a disability or mental health condition working within the Trust.

The Trust is committed to disability inclusion for both staff and service users.  To achieve this it is important to develop support for and understanding of staff with disabilities needs, celebrate their successes and those who champion disabilities.

Trust plan for 2021/22 (opens link) 

Previous plans:

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.

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

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.

Ethnicity pay gap report 2022