Equality objectives for 2019 to 2022
Following the results of a comprehensive equality audit using the Equality Delivery System framework, Walsall Healthcare NHS Trust has analysed its results and agreed meaningful and measurable objectives that progress the overarching equality aims (set out in the Trust’s Equality Strategy), identifying areas most in need of development and that meet the requirements of the Public Sector Equality Duty.
Our four equality objectives appear below.
| Objectives | Outcome | How | Timescale |
|---|---|---|---|
| Education, Empowerment and Support |
To have a workforce that is more representative of the community it serves with measurable improvement evidenced by 2022 through effective recruitment, selection and promotion in order to positively attract, retain and support the progression of all staff at all levels across the Trust | All staff understand their responsibilities around Equality, Diversity & Inclusion and how they can contribute to creating a supportive place to work
Establish staff networks that promote best practice for supporting people from protected groups at work and celebrate workplace contributions Publish an Annual Equalities report and develop plans to ensure our workforce is representative of the communities we serve at all levels of the Trust and to use people management metrics to measure outcomes. To explicitly detail outcomes expected from WDES/WRES/Gender Pay Gap Reporting and EDS2 and to review outcomes bi-annually. For staff and stakeholders to co-design an action plan with meaningful milestones for EDI improvement based on learning from best practice nationally. |
Induction Training, mandatory training and workshops. Throughout 2019 each month.
April – July 2019 July 2019 – Annual Equalities Report to Trust Board through undertaking the NHS Employers: Comparative Tools December 2019 and July 2020: To review progress against milestones on a bi-annual basis at PODC and Trust Board |
| Inclusive Leadership | To ensure our leadership is committed to and positively promotes the creation of an environment that acts upon the FREDA principles to understand, promote and value equality, diversity and inclusion and to ensure these principles are embedded in the improvement program and all that we do.
To ensure the Trust values and behaviour framework are reported as experienced by all. To build the outcomes of best practice in EDI Leadership to ensure our processes, systems and procedures positively promote equality, diversity and inclusion in delivery. |
Deliver EDI masterclass for the board and all leaders
Ensure the Trust Board are engaged in WRES & WDES, Gender Pay Gap and EDS2 reporting in understanding the issues and challenges. Quarterly report to People and OD committee Bi-annual report to Trust Board. The Board act as champions for EDI and hold to account on the Board Pledge. Empower and improve leadership opportunities for under-represented groups and review existing provision of career development opportunities through developing the Trust approach to talent management. |
To train all leaders by December 2019.
Annual Equalities Report to Trust Board to identify the evidence-based issues July 2019 and reviewed December 2019. Quarterly pulse check surveys for staff and patients on values and behaviours include values within the Accountability Framework. Bi-annual review on the delivery of the Trust Board pledge July and December each year. Introduce equality, diversity and inclusion outcomes and metrics within the Trust Accountability Framework. Implement the NHS Leadership Academy approach to talent management for review December 2019. |
| Accessibility | Improve accessibility of our services by ensuring a robust comprehensive
Equality Analysis underpins all service provision and ensure the implementation of Accessible Information Standards for people who have a disability or sensory loss. |
Ensure Equality Impact Assessments are undertaken for all Trust activity
Improve communication and information access for those who have a disability, sensory loss, who do not speak English as their first language and those who have difficulty in reading or writing. To record and monitor communication needs. |
Ensure compliance by the end of the calendar year 2019 |
| Patient and Service Delivery | Involve those who use our services in the design and delivery of those services by reviewing the systems, processes and procedures to positively promote equality, diversity and inclusion in delivery, and co-create a framework for this by March 2020. | Engage stakeholders and local communities in the EDS2 grading process, WRES, WDES and Accessible Information standards.
Widen our involvement with local communities for patient experience and involvement. Develop accessible and inclusive engagement processes so that patients, carers and service users are empowered to influence patient experience of healthcare and reduce health inequalities. |
Annual review and update on EDS2 to be published on the website by 30th March 2019
Review September 2019 |