Appendix 1
Gender Equality Action Plan 2007 - 2010
Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
1 Ensuring that the Gender Equality Scheme is put into practice
Objective – To ensure compliance with the duty to promote equality of opportunity for all by ensuring
that gender equality is mainstreamed into all policies, functions and procedures.
Identification of
managers’
responsibilities
regarding the
implementation of the
GES
Directorate
Leads
Sept 2007
JAD
March 2007
To raise public
awareness of the
Scheme
PPI Lead
Ongoing
To monitor the
implementation of the
scheme
JAD
Annually
2008/09/10
To provide assistance
in the implementation
of the Scheme at
corporate level
LM
Sept 2007
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Communication
Manager
External training
Set Knowledge Skills Framework core
dimension ‘equality and diversity’ at level 3
“Promote equality and value diversity”
Development of Management ‘Diversity
Champions’
Website
Annual report
TTMD doc
Consultation
Respond to feedback
To revise the scheme as necessary.
Give update in Trust Annual report
Presentation to
Board by
external trainer
Increased awareness of the Gender Equality
Duty requirements and Scheme
Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
2 Identify relevant functions and policies
Objective – To give appropriate priority to the promotion of gender equality when carrying out
functions and policies
Review functions and
policies degree of
relevance in relation
to promoting the GES
Directorate
Leads
Review in
12 months
Prioritise
Produce 3 year
plan
All functions reviewed
Mainstreaming gender equality into functions
and policies
Application of the Scheme across all
departments
Gender equality issues, and their budget
implications are considered at the beginning
of policy writing
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Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
3 Carry out Equality Impact Assessment of policies and functions
Objective – To determine how policies, functions and procedures affect gender (including
transgender) with regards to service delivery and employment
Identify policy writers
and policy owners
Directorate
Leads
Sept 2007
Many policies
have named
policy holders
Improve quality and equality of policies,
functions and procedure
Train appropriate staff
in equality impact
assessment
JAD
Sept 2007
Improve quality and equality of policies,
functions and procedure with regards to
gender and transgender
Undertake Equality
Impact Assessment
that incorporates
gender equality on
existing policies and
functions identified as
high priority following
the Policy and
Function review
identified in objective
2
Policy writers
and owners
April 2008
prioritised
policies
Use of Equality
Impact
Assessment
Toolkit
Prioritise
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Polices to be signed off as having been
Equality impact assessed.
Report progress to Equality and Diversity
Group
Produce report for HR committee
Produce report for Trust Board
Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
4 Review service provision and delivery
Objective – To ensure that gender issues are embedded in all aspects of service provision and
delivery
Progress the initial
North Wales Health
Communities Working
Group
JAD
Ongoing
Task and
Finish group
Ensure gender
equality is embedded
into the Trust’s tender
specifications and
contract processes
Procurement
Manager
Sept 2007
Research gender
data from Patient
Clinical Records to
support informed
decision making and
development of
services
Karen Pitt
Commence
Sept 2007
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Sara Jones
Consultation
information
booklet and
questionnaire
Women and men make greater use of
services that their sex had previously underused
Review feedback
Improved Service outcomes by gender
Ensure that procurement contractors and
other service providers are aware of and fully
comply with the principles of the Trust’s
Gender Equality Scheme.
Audit
Improved Service outcomes by gender
Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
5 Communicating the results of assessment, consultation and monitoring
Objective – Provide information in relation to monitoring, assessment and involvement activities in a
clear and simple form to patients and staff
Use existing
established external
networks
JAD
Ongoing
North and all
Wales
Linkworker
groups
Improved working relationships with external
groups
Improved consultation opportunities
Establish and develop focus groups to
support and advise gender policy
development
Identify arrangements
for publishing results
of monitoring,
assessment and
involvement
Communication Ongoing
Manager
Trust website
Publish reports using a variety of formats
Trust Siren mag
PPI
JAD
Quarterly /
Annually
Equality and
Diversity Group
Reports provided, HR Committee informed
Reports provided, Trust Board informed
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Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
6 Continue to improve involvement of service users and staff
Objective – To develop robust involvement schemes
Use existing
established external
networks
JAD
Ongoing
North and all
Wales
Linkworker
groups
Improved working relationships with external
groups
Improved consultation opportunities
Establish and develop focus groups to
support and advise gender policy
development
Develop gender
network
JAD
Sept 2007
Employees will be aware of the gender
equality duty, understand how it will affect
their work, and have the skills to implement
the duty in their work.
Develop Staff ‘gender
champions’
JAD
Sept 2007
Employees will be aware of the gender
equality duty, understand how it will affect
their work, and have the skills to implement
the duty in their work.
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Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
7 Continue to improve monitoring employment practice and supporting employees
Objective – Information from monitoring will be used to develop schemes (if required) to lead a
workforce that further represents the profile of Wales
Analyze employment
via Gender Staff
Profile (and all
equality strands) that
assists understanding
and identification of
areas of work activity
that affect gender
equality
Personnel
Dept Leads
To eliminate any
possible
discrimination in the
workforce
All staff at all
levels
Review the internal
and external selection
processes to ensure
equality is included
and measured within
the process
Personnel
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Quarterly
ESR
Review uptake of flexible work by gender
Availability of child care vouchers
Grades and gender profile developed
Transgender staff feel supported and valued
as staff and potential staff
On going
Directorate
Leads
Dignity at Work
policy in place
Review staff
survey Action
Plan
Sept 2007
External training
Equal pay review conducted
Harassment and sexual harassment of staff is
dealt with promptly and systematically,
according to the agreed procedures, and
tolerance of harassment drops within the
organisation as a whole
Barriers to the recruitment and retention of
transgender staff have been identified and
removed
Action
Person
Responsible
Completion Resources
Date
Outcome/Progress
8 Ensure staff receives the training required to deliver the duty to promote gender equality.
Objective – To ensure that employees have the skills required to meet the Trust’s duty to promote
disability equality
To produce or identify
appropriate training
material
MC
GM
JAD
Sept 2007
To incorporate
Gender Equality
training into current
and new training
programmes
MC
GM
Sept 2007
Funding required
External
resources
External
specialist
training for
Management
Raise awareness of the GES to all staff
To eliminate any possible discrimination in
the workforce
Raise awareness of the GES to all staff
To eliminate any possible discrimination in
the workforce
To develop the trust of staff as to the Trusts
commitment to the GES
Train the Trainer
to deliver to staff
To monitor training
figures
MC
Ongoing
Utilise ESR and
e-KSF
PDR process
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Will identify all staff who have received
training
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Appendix 2
Equality Impact Assessment Process
INITIAL SCREENING
1. Identifying the aims of the policy
2. Collecting relevant information
and considering the evidence
Relevant
ENGAGEMENT
Continue Process
Not Relevant
Exit Process
3. Assessing the impact of the policy
Estimation of
Future Impact
4. Considering Alternatives

to mitigate the effects of negative
impact
to find alternative solutions
5. Undertaking Consultation
6. Deciding whether to adopt a policy
7. Developing arrangements to monitor the policy
8. Publishing the results of the assessment
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FULL ASSESSMENT

Appendix 3
Assessment of Functions and Policies
FUNCTIONS
Strategic plan
Emergency care services /
operations
Clinical Governance
Patient care services
Support services
 Finance
 HR
 Fleet
 ICT
 Training and Development
 Health and Safety
 Administration
 Car leasing
Employment
Procurement
Communications
Estate Management
Risk Management
Ambulance Control Centres
Research and Development
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Does the function
relate to the
General Duty to
promote Gender
Equality?
Yes or No
1
2
3
What is the
degree of
relevance?
High,
Medium or
Low
Comments
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