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Equality and Diversity at CHFT

We treat everyone with fairness and respect, recognising the diverse needs of individuals.Calderdale and Huddersfield NHS Trust is committed to eliminating discrimination, advancing equality of opportunity and fostering good relationships between community groups. 

 

 

Our Trust is fully compliant with the Equality Act 2010. As part of that commitment, the Trust meets its statutory obligations within the Workforce Race Equality Standard (WRES) and Public Sector Equality Duty of the Equality Act 2010 to:

1   Publish evidence to demonstrate that the Trust meets the requirements of the Act by the end of January each year – the Public Sector Equality Duty Report

2   Devise (utilising the Equality Delivery System 2 generic framework) organisational equality objectives in consultation with the local community

1. Public Sector Equality Duty Report

1. Public Sector Equality Duty Report

The Trust pays “due regard” to equality, as required by the Act. The latest Public Sector Equality Duty report is provided here.

2. Equality Objectives

2. Equality Objectives

CHFT EQUALITY OBJECTIVES

2016 – 2020

 

Background

As a public sector organisation we are required to comply with the Equality Act 2010.  This means that we need to take action to:

 

·       Eliminate unlawful discrimination, harassment and victimisation

·       Enhance equality of opportunity

·       Foster good relations between people who share a protected characteristic and those who do not share it.  The protected characteristics are age, disability, gender reassignment, marriage or civil partnership, pregnancy/maternity, race, religion or belief, sex and sexual orientation.

 

The Act also contains specific duties, some of which are to:

 

·       Prepare and publish equality objectives at least every four years, beginning 6 April 2012

·       Ensure that the objectives are specific and measurable, and set out how progress towards the objectives will be measured

·      Publish details of engagement in developing the equality objectives also at least every four years, and in line with publication of objectives.

 

Our objectives so far (2012 – 2016)

 

Consultation with communities of special interest in 2011 indicated that they wanted the Trust to focus on areas of improvement that fall broadly into three categories and in March 2012 the Board of Directors agreed the following high level corporate objectives:

 

1      Access: The Trust will demonstrate improvements in access to services for people with protected characteristics.

 

2      Information and communication: The Trust will demonstrate improvements in data collection, utilisation and analysis to inform service improvement for people with protected characteristics.

 

3      Staff attitude, behaviour and training: The Trust will deliver training programmes that reflect the need for employees to respect equality, diversity and human rights.

 

The Trust has completed 153 out of 162 (94%) actions under these original objectives for 2012-2016.  Significant improvements to the patient experience were achieved during this time.

 

Refreshing our approach for 2016 – 2020

 

Going forward, we want to achieve three key things:

 

1        We’ve been successful in taking action over our first four years but our priority now is to make sure that equality and diversity principles are spread right across our every-day work and patient care. 

 

2        We need to have wider conversations with patient groups, representatives and staff on Trust issues and our care for patients.  We will create ways to do this.

 

3        Since we began this journey there have been some important new requirements.  We will work hard to achieve these.

 

Our priorities for 2016 – 2020

 

The outcomes of the NHS’ Equality Delivery System 2 (EDS2) help us to focus our work around equality and diversity.  Following consultation with local patient groups and representatives in December 2015 we have selected four of these outcomes as our priorities:

 

1.2     Individual people’s health needs are assessed and met in appropriate and effective ways.

2.1     People, carers and communities can readily access hospital, community health or primary care services and should not be denied access on unreasonable grounds.

3.4     When at work, staff are free from abuse, harassment, bullying and violence from any source.

4.2     Papers that come before the Board and other major committees identify equality-related impacts including risks, and say how these risks are to be managed.

 

 

What we’ll do 2016 – 2020

 

We’ve devised a strategy for involvement and equality called, “Putting the Patient First”.  We’ll talk to patient groups, representatives and staff and share the principles behind it to make sure we’re on the right track.

 

We’ll seek out and listen to views, opinions and ideas from our patients, carers and the public in order to help us develop and achieve our equality and diversity objectives.

 

We’ll work hard to ensure that our staff who identify with a protected characteristic feel confident and competent in giving the best patient care.

 

We’ll work hard to implement some new national requirements, eg the WRES (Workforce Race Equality Standard), the DES (Disability Equality Standard) and the AIS (Accessible Information Standard).

 

 

Workforce race equality standard

The Workforce Race Equality Standard (WRES) is a national equality standard for employment against which all NHS organisations are to be assessed.  The WRES is operational from 1 April 2015. The standard has been developed to improve workforce race equality across the NHS.  It aims to improve the opportunities, experiences and working environment for BME staff, and in so doing, help lead improvements in the quality of care and satisfaction for all patients.

The Trust is required to publish baseline workforce data against the WRES on an annual basis. This year the trust is required to publish by 1 August 2016. This can be found here. Also the data tables can be found here. The Trust has produced an action plan based on the 2016 WRES this can be found here.

Contact Information

If you have any questions or comments on the Public Sector Equality Duty Report, or would like to receive the report or information relating to the objectives in alternative formats eg large print, braille, languages other than English, please contact Vanessa Henderson on 01484 347342 or by e-mail at vanessa.henderson@cht.nhs.uk.

 

 

Additional information

 

Stonewall: Guide for the NHS

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