EQUALITY OBJECTIVE PLAN 2015 – 2016
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
1. The Trust’s services
are fully accessible to all
patients and are responsive
to their individual needs,
including those patients
from protected groups.
Exec Lead
Responsible
Officer
Patient
Experience
Manager &
Equality and
Diversity
Lead
Assistant
Director
of IT
Timescale
Dec 2015
(revised
date due to
continuing
issues with
Hospedia)
Dec 2015
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
Director of
Nursing
Improve analysis of patient equality
monitoring information. Investigate
methods to improve collection of patient
equality monitoring data.
Availability of more robust data
covering a wider range of protected
groups. Compliance with 1SB 1605
“Accessible Information”
Director of
Informatics
Introduce collection of equality
monitoring data in respect of complaints.
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.
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. Good progress to
date and review in 3 months
Workforce Council Agreement
Task and Finish Group in place
Director of
Nursing
Patient
Experience
Manager and
EDS Lead
Dec 2015
(deadline
revised due
to absence)
Director of
Nursing
Head of
Safeguarding
and Public
Protection
Dec 2015
Director of
HR
Heads of HR
and Equality
and Diversity
May 2016
Ensure front line staff can access
translation and interpreter services.
Trust to achieve the Navajo Charter
Standard in relation to LGBTQ groups
Page 1 of 4
RAG
Rating
Objective
2. Patients report positive
experiences of their care
and are fully involved and
supported in making
decisions about their
treatment.
Actions
Exec Lead
Responsible
Officer
Head of
Equality and
Diversity
Project
Manager
Timescale
Equality and
Diversity
Lead via
“Care”
strategy
Group
Head of
Safeguarding
and Public
Protection
Head of
Pharmacy
Jan 2016
Implementation of Information Standard
SCCI1605: Accessible Information
Trust Steering Group in place with St
Helens DRC representation
Director of
Nursing
Integrated Pathway Project
Develop shared decision making
pathway for patients with additional
need
All patients receive EDD and discharge
leaflet (demonstrated through audit
and patient feedback)
Arrange Presentation to E&D Steering
Group
Director of
Nursing
Involvement in Annual Learning
Disability self-assessment process.
Feedback has been very positive with
St Helens locality joint second highest
scores in the country with all acute
Director of
Nursing
Reduce the waiting times for medication
on discharge.
Progress against Nursing Strategy
targets. Waiting times fall and patient
feedback improves (to be included in
Medical Redesign Presentation above)
Re-vamped process for developing
and approving patient information to
be reported to PEC
Director of
Nursing
Director of
Nursing
Equality and
Diversity
Lead
Dec 2015
Course content and Training
Compliance Records. Levels 1 &3
Contractually Compliant and L2
Trajectory Compliant. Review every 3
months
Strategy to be approved by the
Workforce Council
Director of
Nursing
Head of
Safeguarding
and Public
Protection
Jan 2016
Director of
Human
Resources
Director of
Human
Resources
Head of
Human
Resources.
Equality and
Diversity
Lead
Dec 2015
Embed the EDD introduced as part of
Medical Redesign
“Written Information Policy” Ratified
Lay Reader Panel to be revised.
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.
Evidence
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
Increased uptake rates for Equality
and Diversity Training. National Staff
Survey Results.
Page 2 of 4
Director of
Nursing
July 2016
Nov 2015
Jan 2015
Sept 2015
Aug 2014
RAG
Rating
Objective
4. The Trust’s senior
leaders demonstrate their
commitment to equality
Actions
Evidence
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. Review in 3 months
Director of
Human
Resources
Responsible
Officer
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
Sept 2014
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.
Director of
Human
Resources
Head of
Human
Resources
July 2015
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.
Compliance with outcome 4.2 of the
refreshed Equality Delivery System.
Director of
Corporate
Affairs
Equality and
Diversity
Lead
Dec 2015
Update the Trust’s Flexible Working
Policy to comply.
Updated policy available reflecting
changes to reflect the right to request
flexible working.
Director of
Human
Resources
Head of
Human
Resources.
Completed
June 2014
All senior managers have an explicit
equality objective within their PDP
Compliance with outcome 4.1 of EDS
2
Director of
Human
Resources
Oct 2014
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.
Director of
Human
Resources
Assistant
Director of
Organisation
al
Development
Equality and
Diversity
Lead and
Operational
Managers
Page 3 of 4
Exec Lead
Timescale
Dec 2015
Dec 2015
revised
date - a
pan
Merseyside
tool is
being
developed
RAG
Rating
Objective
Actions
Update the Equality Section on the
Policy on Policies document
Evidence
All Trust policies contain an explicit
equality commitment.
Page 4 of 4
Exec Lead
Director of
Human
Resources
Responsible
Officer
Head of
Quality
(Medical
Care Group
Timescale
Aug 2014
RAG
Rating