EQUALITY OBJECTIVE PLAN
Rationale: The objectives below have been based on evidence derived from the following:- National Inpatient Survey, National Staff
Survey, feedback from local Healthwatch organisations, Patient Power Events, Complaints, Hospedia in-house surveys, the Friends
& Family Test and feedback from patient representatives on Trust committees.
These refreshed objectives incorporate, and build on, the previously published Equality Objectives 2012 – 2016.
Objective
Actions
Evidence
Exec Lead
1.) The Trust’s
services are fully
accessible to all
patients and are
responsive to their
individual needs,
including those
patients from
protected groups.
Undertake an analysis of Hospedia and
National Patient Survey equality data to
ensure that there is no difference in how
people from protected groups fare
compared with people overall.
Availability of quantitative
data from surveys
complemented by
intelligence from
Healthwatch Reports and
Patient Power events
Availability of more robust
data covering a wider range
of protected groups.
Compliance with 1SB 1605
“Accessible Information”
Data will be available to
provide a benchmark for
future monitoring.
Compliance with EDS
outcome 2.4.
Equality Manager reviews
all complaints to support
equality monitoring.
All liaison services are
commissioned and fully
funded;
Trust signed up to the
Crisis Care Concordat
Director of
Nursing
Improve analysis of patient equality
monitoring information. Investigate
methods to improve collection of patient
equality monitoring data.
Introduce collection of equality monitoring
data in respect of complaints.
Commission and fund Mental Health
Liaison Services for all inpatients with
Mental Health needs.
8/7/2015 version
Responsible
Officer
Patient Experience
Manager & Equality
and Diversity Lead
Director of
Informatics
Assistant Director
of IT
Director of
Nursing
Patient Experience
Manager and EDS
Lead
Director of
Nursing
Head of
Safeguarding and
Public Protection
Ensure front line staff can access
translation and interpreter services.
2.) Patients report
positive experiences
of their care and are
fully involved and
supported in making
decisions about their
treatment.
Embed the EDD introduced as part of
Medical Redesign
Involvement in Annual Learning Disability
self-assessment process.
Reduce the waiting times for medication
on discharge.
“Written Information Policy” to be updated
and use of lay reader panel continued.
3.) The Trust’s
workforce is
appropriately skilled
to provide
compassionate,
personalised care to
meet the needs of all
its patients, including
those from protected
groups.
8/7/2015 version
Continue to provide Level 1-3 Adult
Safeguarding Training (which covers
vulnerable adults)
Develop a recruitment strategy identifying
positive action for protected groups if
required
To introduce eLearning package for level
1 E&D Training and refresh level 2
training
Team Brief Sessions and
review of central booking
process complete
Questionnaires for all front
line staff to include how to
book interpreters
No recent complaints and
continued working with St
Helens Deafness Resource
Centre
All patients receive EDD
and discharge leaflet
(demonstrated through
audit and patient feedback)
Positive feedback from the
process via the Learning
Disability Pathway Group
Progress against Nursing
Strategy targets. Waiting
times fall and patient
feedback improves.
Re-vamped process for
developing and approving
patient information to be
reported to PEC
Course content and
Training Compliance
Records. Levels 1 &3
Contractually Compliant
and L2 Trajectory
Compliant
Strategy to be approved by
the Workforce Council
Increased uptake rates for
Equality and Diversity
Training. National Staff
Survey Results.
Director of
Nursing
Head of
Safeguarding and
Public Protection
Director of
Nursing
Equality and
Diversity Lead via
“Care” strategy
Group
Head of
Safeguarding and
Public Protection
Head of Pharmacy
Director of
Nursing
Director of
Nursing
Director of
Nursing
Equality and
Diversity Lead
Director of
Nursing
Head of
Safeguarding and
Public Protection
Director of
Human
Resources
Director of
Human
Resources
Head of Human
Resources.
Equality and
Diversity Lead
4.) The Trust’s
senior leaders
demonstrate their
commitment to
equality
To assess the need for staff networks for
protected groups via global emails and
external events, for example, Liverpool
Pride.
Establishment of networks
– either local, across the
health economy or virtual
networks.
Director of
Human
Resources
Equality and
Diversity Lead
Update and distribute version 2 of the
E&D leaflet setting out the Trust’s
commitment to the principles of equality
and the responsibilities of all staff.
All Trust staff to receive
leaflet with their September
payslip.
Director of
Human
Resources
Equality and
Diversity Lead
To maintain accreditation with “Mindful
Employer”, Two Ticks and explore further
accreditation e.g. “Age Positive”,
Accreditations are secured
and displayed on Trust
websites and corporate
communications.
Compliance with outcome
4.2 of the refreshed
Equality Delivery System.
Director of
Human
Resources
Head of Human
Resources.
Director of
Corporate
Affairs.
Equality and
Diversity Lead
Updated policy available
reflecting changes to reflect
the right to request flexible
working.
Compliance with outcome
4.1 of EDS 2
Director of
Human
Resources
Head of Human
Resources.
Director of
Human
Resources
Director of
Human
Resources
Assistant Director
of Organisational
Development
Equality and
Diversity Lead and
Operational
Managers
Director of
Human
Resources
Head of Quality
(Medical Care
Group)
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.
Update the Trust’s Flexible Working
Policy to comply.
All senior managers have an explicit
equality objective within their PDP
8/7/2015 version
Update the Trust’s Equality Analysis
Toolkit and relaunch awareness for all
operational managers
All plans for service
redesign are accompanied
by a robust equality
analysis.
Update the Equality Section on the Policy
on Policies document
All Trust policies contain an
explicit equality
commitment.