EDS Level 2 consultation document
OBJECTIVE 1:
.Outcome
BETTER HEALTH OUTCOMES FOR ALL
Outcome title
number
Provisional
grade
Summary of Evidence
1.1
Services are commissioned, designed
and procured to meet the health needs
of local communities, promote wellbeing, and reduce health inequalities.
Achieving
Our data evidence is very thorough and we have many ways of talking to
patients, across all of the equality groups, to find out what they think.
All this work has only shown three equality anomalies, all of which have
to do with age.
(Two are about over 65s - they are more likely to come back to us as
emergency readmissions and to be involved in a notifiable incident. We
also found that patients aged 40-59 are less likely to be satisfied with the
help they received in eating.)
Grassroot engagement and mainstreaming begins with the Patient
Experience Group and the Diversity Leads Forum and progresses
upward towards the Board, culminating in publication. This applies
throughout Objective 1 and 2.
1.2
Patients' health needs are assessed
and resulting services provided in
appropriate and effective ways.
Achieving
The good picture in 1.1 above suggests we are getting this right.
Our Clinical Integrated Document make sure that we look at patient need
right across all of the equality groups, as well as an impressive range of
other needs.
1.3
Changes across services are informed
by engagement of patients and local
communities and transitions made
smoothly.
Developing
During our two major recent strategic changes to service, involving
Honeylands and community midwifery, we have focused on the needs of
some protected characteristics, but had no system to ensure the needs of
all groups were considered.
1.4
The safety of patients is prioritised and
assured. In particular, patients are free
from abuse, harassment, bullying,
violence from other patients and staff,
with redress being open and fair to all.
Achieving
We have analysed incident reporting and looked at several patient
surveys.
We think, overall, we look after patient safety well across all of the
different equality groups, although we have noticed an anomaly for the
over 65s, which is noted above.
1.5
Public health, vaccination and
screening programs reach and benefit
all local communities and groups.
Achieving
Qualitative evidence shows that our screening programs are adjusted to
meet the specific needs of 8 protected groups. (We are unaware of how
we might adjust them to meet the needs of transgender people.)
The screening programmes take into account the following
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EDS Level 2 consultation document
.Outcome
number
Outcome title
Provisional
grade
Summary of Evidence
disadvantaged groups: those whose first language is not English, HIV
sufferers, prisoners, people with comprehension difficulties, people with
drug/alcohol abuse issues and university students particularly at risk of
TB.
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EDS Level 2 consultation document
Outcome
Gradings
and
evidence
agreed?
(Yes/no)
If not, please say why
1.1
Commissioning
Services
1.2
Assessing
Health Needs
1.3
Implementing
Service Change
1.4
Patient Safety
1.5
Public Health,
Screening and
Vaccination
What deprived groups do
you think are particularly
important for us to consider?
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EDS Level 2 consultation document
OBJECTIVE 2:
Outcome
number
IMPROVED PATIENT ACCESS AND EXPERIENCE
Outcome title
Provisional
grade
Summary of Evidence
2.1
Patients, carers and communities can
readily access services and should not
be denied access on unreasonable
grounds.
Achieving
We have looked at patient numbers (see how they match our local
community), access to communication support (like interpreters) and
survey feedback.
We have not found any major concerns, for any of the equality groups,
but there are always actions in place to improve access, as we always
aim to improve ourselves.
2.2
Patients are informed and supported to
be involved in decisions about their care
and to exercise choice about time and
place of treatment.
Achieving
We have looked at patient surveys and found that they suggest we are
good at involving patients in their care, across all of the equality groups.
2.3
Patients and carers report positive
experiences of their treatment and care
outcomes and of being listened to and
respected and of how their dignity and
privacy is prioritised.
Achieving
Again we looked at surveys, but added comment cards and complaints to
our evidence base.
There were no concerns emerging for any of the equality groups.
2.4
Patients' and carers' complaints about
services and subsequent claims for
redress should be handled respectfully
and efficiently.
Achieving
We comply with the national standard for efficiency, which is that
complaints should be resolved within 6 months.
We are, however, aware of the need to improve the efficiency of the
complaints process, overall.
A sample of complaints from patients across the protected characteristics
and from two key disadvantaged deprived groups has shown that
complaints are handled consistently and with respect. In particular, each
received a personal letter from the Chief Executive, which affirmed the
patient and admitted short-comings as appropriate.
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EDS Level 2 consultation document
Outcome
Gradings
and
evidence
agreed?
(Yes/no)
If not, please say why
2.1
Access to
Services
2.2
Patient
Involvement
2.3
Positive Patient
Experience
2.4
Complaints
What deprived groups do
you think are particularly
important for us to consider?
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EDS Level 2 consultation document
Objective 3:
Outcome
number
EMPOWERED, ENGAGED AND WELL SUPPORTED STAFF
Outcome title
Provisional
grade
Summary of Evidence
3.1
Recruitment and selection processes
are fair, inclusive and transparent so
that the workforce becomes as diverse
as it can be within all occupations and
grades.
Achieving
We used a range of data sources, as well as the staff survey and the
picture coming back is not entirely clear.
Most of the evidence suggests there are no concerns, but there may be
problems for men and people from minority religions progressing through
our recruitment and selection processes.
There is some more limited evidence of difficulties for ethnic minority
people.
Grassroot engagement and mainstreaming begins with the Joint Services
and Conditions Negotiating Committee, the Joint Staff Forum and the
Diversity Leads Forum and progresses upward towards the Board,
culminating in publication. This applies throughout Objective 3 and 4.
3.2
Levels of pay and related terms and
conditions are fairly determined for all
posts, with staff doing equal work and
work rated as of equal value being
entitled to equal pay.
Achieving
We have looked at comparative pay levels across all available equality
groups and have not noticed any issues.
3.3
Through support, training, personal
development and performance
appraisal, staff are confident and
competent to do their work, so that
services are commissioned or provided
appropriately
Excelling
We have examined data on the uptake of training and delivery of
appraisal across the various equality groups, as well as staff survey
feedback and not found any concerns.
The take-up rate for our basic equality training is also high.
3.4
Staff are free from abuse, harassment,
bullying, violence from both patients and
their relatives and colleagues, with
redress being open and fair to all.
Achieving
The staff survey suggests that no equality group is totally free from
suffering these things, but that our performance compares favourably with
national norms.
We have, however, noted that people with a disability suffer more from
these things than we would wish.
3.5
Flexible working options are made
available to all staff, consistent with the
Achieving
We have made sure that our Flexible Working Policy treats all the
equality groups fairly and checked to see that the staff survey feedback
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EDS Level 2 consultation document
Outcome
number
Outcome title
Provisional
grade
needs of the service and the way people
lead their lives.
3.6
The workforce is supported to remain
healthy, with a focus on addressing
major health and lifestyle issues that
affect individual staff and wider
population.
Summary of Evidence
reflects this.
We believe all flexible working options are made available equally to all.
Achieving
We have made sure that our health and well-being activities are open to
all staff, but that we advertise them and choose themes which will meet
the needs of staff across all of the different equality groups.
We believe that they are equally available and appropriate to individual
needs.
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EDS Level 2 consultation document
Outcome
Gradings
and
evidence
agreed?
(Yes/no)
If not, please say why
3.1
Recruitment and
Selection
3.2
Pay and
Conditions
3.3
Training and
Development
3.4
Harassment and
Bullying
3.5
Flexible Working
Options
3.6
Supporting the
Workforce to
Remain Healthy
What deprived groups do
you think are particularly
important for us to consider?
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EDS Level 2 consultation document
Objective 4:
Outcome
number
INCLUSIVE LEADERSHIP AT ALL LEVELS
Outcome title
Provisional
grade
Summary of Evidence
4.1
Boards and senior leaders conduct and
plan their business so that equality is
advanced and good relations fostered,
within their organisations and beyond.
Achieving
The communication of the Board's commitment to equality and diversity,
both within the Trust and externally is good.
Equality is strategically overseen through mainstream structures,
principally the Workforce and Diversity Steering Group and the Patient
Experience Group, both of which have the involvement or interest of
Board Members and very senior staff.
Our Equality Data Report and the operational equality impact assessment
process provide effective evidence in decision-making/service review, but
we do not yet have an equality impact assessment process embedded at
Board level.
4.2
Middle managers and other line
managers support and motivate their
staff to work in culturally competent
ways within a work environment free
from discrimination.
Achieving
We believe the Equality Data Report shows that we are doing well as
regards equality and diversity and is proof that middle managers are
setting a good example for their staff.
We are not aware of any concerns, in this area.
4.3
The organisation uses the Competency
Framework for Equality and Diversity
Leadership to recruit, develop and
support strategic leaders to advance
equality outcomes.
Tbc
We have yet to confirm our response to this initiative.
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EDS Level 2 consultation document
Outcome
Gradings
and
evidence
agreed?
(Yes/no)
If not, please say why
4.1
Board and
Senior Leaders
4.2
Middle
Managers
4.3
Competency
Framework for
Equality and
Diversity
Leadership
What deprived groups do
you think are particularly
important for us to consider?
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