Please note that if you would like any of this information in another format please contact our quality assurance lead Barbara Carr on 01642 624991 or email firstname.lastname@example.org
North Tees and Hartlepool NHS Foundation Trust is committed to ensuring diversity is recognised and equality is embedded at the heart of everything we do, whether this be for staff, patients, carers or visitors to our trust. This statement explains our current position in relation to our trust meeting the statutory requirement with the Public Sector Equality Duty (PSED), which arises from the Equality Act 2010 (Specific Duties) Regulations 2011.
What we do
Equality, diversity and human rights issues have always been firmly on the agenda of the trust. The trust has in place an equality strategy which sets out our commitment and direction in relation to our whole equality, diversity and human rights agenda. Through the work we do on equality and diversity we seek to:
- Eliminate unlawful discrimination, harassment and victimisation;
- Advance equality of opportunity between different groups;
- Foster good relations between different groups;
- Seek to improve existing practices and embed new initiatives and enhance our equality and diversity activity.
The trust’s commitment stems right from the top of the organisation with executive director, Julie Gillon chairing the trust equality and diversity steering group and our chair Paul Garvin and director of HR and education/company secretary Clare Curran as active members of the committee.
The equality and diversity steering group has a cross section of representation from across the trust. Representatives from each directorate are invited to this meeting to provide an update on equality issues pertinent to their area, and present new ideas and developments they have embraced.
The steering group is supported by the equality and diversity working group which comprises leads from each protected characteristic. The trust is a member of the regional equality, diversity and human rights group that meet monthly. Therefore ensuring any regional/national issues are fed directly from this group to the trust working and steering groups.
Through these groups we have developed, implemented and monitored the protected characteristics as defined by the Equality Act 2010.
The trust produces an annual report on equality and diversity. A copy of which is displayed on this page.
The trust continues working on ensuring policies and services are appropriately equality impact assessed through the equality impact assessment processes within the trust.
To see more information on equality issues in relation to the trust workforce, please click here:
To see more information on equality issues in relation to patients and service users please click here:
Patients and service users
Continuing the good work
The equality delivery system (EDS) is a tool to help assess how well embedded equality, diversity and human rights are within our organisation’s systems and processes.
The EDS is the first time the NHS has tried to introduce a systematic framework to equality, diversity and human rights. It is a whole systems approach which basically means that it tries to avoid being just a tick box process. More importantly it will to capture the essence and spirit of both the Equality Act and the Health and Social Care Bill by focusing less on process and more on outcomes.
In this respect, the framework is dependent upon good engagement with both staff and patients and their active involvement in the rating and grading of NHS organisations.
As a trust we have engaged with staff, patients and service users in relation to our grading on the 18 outcomes detailed within the equality delivery system.
The outcomes of these actions (EDS grading for patients and service users and EDS grading for workforce) have assisted us in agreeing, in partnership with staff, patients and service users, what our equality objectives should be over the forthcoming years.
The Trust Equality Objectives are;
To provide a responsive and realistic translation service to provide timely, safe care delivery.
To enable staff to work alongside patients and carers to determine realistic, reasonable adjustments to deliver safe, effective care to people with literacy problems, learning difficulties and dementia..
To develop a robust system to capture data of employees from all key characteristics to enable effective monitoring of equality.
To explore and reduce discrimination experienced by staff as identified via the 2011 staff survey considering age and ethnic origin as a priority, but reviewing all appropriate protected characteristics as part of this objective.
This is not to say that any other issue requiring action will be overlooked. Additional actions that have been identified via the consultation process with staff, patients and service users will be addressed and monitored via the Trust E&D Working Group and E&D Steering Group.
We welcome comments about our approach to equality and diversity and on how accessible you found the information on equality and diversity and how we could improve on this for next year. Please share your comments with our equality and diversity service lead, Sally Thompson on 01642 383984 or email email@example.com. Alternatively, should you have a staffing/workforce related comment you can contact our senior human resources manager Michelle Taylor on 01642 624025 or email firstname.lastname@example.org