Equality and Diversity at CHFT
We aim to develop an environment where people understand and respect each other’s differences, a place where you can be what you want to be, a place where colleagues work hand-in-hand with one another to deliver one culture of care.
Our vision is that our teams will reflect our diverse communities and we want our colleagues to feel part of what we deliver, because people who feel valued can be themselves and bring their best self to work. Take a look at our five year Equality, Diversity and Inclusion plan (2019-24) here.
Here at CHFT our colleague voice is really important and that is why we have developed three Equality Networks:
· Lesbian, Gay, Bisexual ,Transgender, Query(LGBTQ)
· Black & Minority Ethnic (BAME)
· Colleague Disability Action Group (CDAG)
These Equality Networks give our colleagues the opportunity to share what they love about working here and highlight areas where we need to improve.
Speaking up and inviting feedback from them is a theme running through our five year Equality, Diversity & Inclusion plan.
We're proud that our networks are really well supported, and here are some of the things we've been doing or have achieved:
- We've attended Halifax and Hebden Bridge Pride
- 450 of our colleagues have signed the LGBTQ pledge visibly showing our support to LGBTQ colleagues, patients and the community as a whole
- We have a number of inclusion representatives who take part in recruitment & selection panels
- We have developed BAME reverse mentoring scheme and hosted wheelchair accessibility assessments.
- We got colleagues from right across CHFT involved in our Candy Dance Challenge, celebrating diversity. Take a look here.
We’ll support the unique and diverse needs of our patients and our communities and we’ll make sure our suppliers and partners actively support us on this journey.
We’re against all forms of unlawful and unfair discrimination and encourage fairness and respect from one another and the public.
CHFT has signed up to the NHS anti bullying alliance.
If you want to know more about how our organisation is working towards becoming an inclusive trust feel free to contact our Equality, Diversity & Inclusion Manager, Nicola Hosty.
You can email her at Nicola.firstname.lastname@example.org
NHS organisations within the West Yorkshire Health and Care Partnership are committed to equality, diversity and inclusion. You can read more on this website: https://www.westyorkshire.icb.nhs.uk/about-west-yorkshire-integrated-care-board/equality-and-diversity
The Equality Delivery System (EDS) https://www.england.nhs.uk/about/equality/equality-hub/patient-equalities-programme/equality-frameworks-and-information-standards/eds/eds2/ is a toolkit designed by the Department of Health to help NHS organisations to improve the services they provide for their local communities, consider health inequalities in their local area and provide better working environments that are free of discrimination, as set out in the Equality Act 2010. This work must include involvement and partnership working with local partners and local communities. The EDS helps NHS organisations meet their Public Sector Equality Duty (read more: https://www.gov.uk/government/publications/public-sector-equality-duty)
Since its launch in 2011 the NHS Equality Delivery System 2 has been used across the partnership within the NHS to:
- Assess our performance in addressing our Equality Diversity and Inclusion (EDI) priorities.
- Provide opportunities for stakeholders to analyse our performance data and input into that assessment.
- Assist with identifying our EDI priorities for the future.
- Provide opportunities to work in partnership to deliver and assess those priorities consistently.
In 2022 NHS England launched a new Equality Delivery System 22 framework following a review of the EDS2. EDS 2022 is a tool designed for both NHS commissioners and NHS providers. You can see information through this link: https://www.england.nhs.uk/about/equality/equality-hub/patient-equalities-programme/equality-frameworks-and-information-standards/eds/
We remain committed to using the EDS frameworks to support consistent assessment and involvement of all our communities in our EDI work.
Within the West Yorkshire Health and Care Partnership it has been agreed that organisations will use the EDS2 to assess their performance for 2022 and will transition to EDS22 in 2023.
Participating organisations have agreed that for EDS22 partners will work together to:
- Share and compare data and information.
- Engage and involve stakeholders in EDS22 processes together.
- Peer review our assessment processes and outcomes to promote consistency of approach and score.
- Share and co-create the materials needed to implement the EDS22 to ensure effective use of our resources.
For more information please email email@example.com
The Workforce Race Equality Standard (WRES) is a national equality standard for employment against which all NHS organisations are to be assessed. The WRES was operational from 1 April 2015. It was 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 NHS Equality and Diversity Council (EDC) has taken another pivotal step to advance equality within the NHS. The Council has recommended that a Workforce Disability Equality Standard (WDES) should be mandated via the NHS Standard Contract in England from April 2018, with a preparatory year from 2017-18.
We acknowledge there is much more we can do to create an equitable workplace for our colleagues with a disability and this is why in 2019 we started communications to highlight the importance of Workforce Disability Equality Standard, alongside the development of our Colleague Disability Action Group, which aims to raise concerns and remove barriers in the workplace for disabled colleagues on a personal, immediate work environment and Trust wide basis.
Members of the group come from a range of grades and departments in the Trust and the Group is chaired by our Director of Operations for Urgent Care and Community Healthcare Division, Bev Walker.
Key areas of focus:
- Concerns about staff with disabilities’ representation at all levels of the NHS and covering different types of disability.
- There is a higher proportion of colleagues who declare they have a disability on the anonymous NHS staff survey than on the Electronic Staff Record System.
- The staff survey highlighted that there are varied perceptions in respect of how well disabled colleagues feel that they are supported by managers
- Disabled colleagues have reported significantly higher rates of bullying and harassment than their non-disabled colleagues.
- Colleagues with a disability feel less valued.
- Awareness around access to training and development for disabled colleagues.
- How well do NHS organisations make reasonable adjustments for colleagues with disabilities, from the recruitment process to the end of employment.
- Colleagues with disabilities who are the subject of employment processes and procedures, for example disciplinary and capability processes.
WDES Reporting and Action Plan
WDES is a set of ten evidenced based metrics that will enable NHS organisation’s to compare the experiences of Disabled and non-disabled staff. It came into effect on 1 April 2019, is mandated in the NHS Standard Contract and implemented by the National WDES Team at NHS England.
Read our latest action plan. The Colleague Disability Action Group will monitor progress against the plan and introduce new initiatives to progressively help improve workforce disability equality.
See the data tables mentioned in the report here.
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 Nicola Hosty on firstname.lastname@example.org