VELINDRE NHS TRUST. Race Equality Scheme Action Plan

Transcription

1 VELINDRE NHS TRUST Race Equality Scheme Action Plan Key Text in italics and underlined are Service actions suggested by the Equality Unit BME Black & Minority Ethnic Communities SERVICE PROVIDER Access: The provision of information, treatment and health promotion services to enable all individuals and groups to have their health needs effectively met. OBJECTIVE 1. TO ELIMINATE DIRECT OR INDIRECT RACIAL DISCRIMINATION IN ACCESS TO HEALTH SERVICES. Review existing services and patient information methods to highlight potential barriers for BME groups and individuals. Ensure new services are developed and provide information on accessing health services using appropriate languages and methods in ways that meet the information needs of BME groups. OBJECTIVE 2. TO ENSURE THAT A PERSON S LANGUAGE CHOICE IS NOT A BARRIER TO THE PROVISION OF HEALTH CARE. To enlist the services of a 24 hour interpretation/translating service ensuring that all staff are aware of how it can be accessed. Explore the training and use of in-house staff or community based interpreters and translators.

2 OBJECTIVE 1. TO ELIMINATE RACIAL DISCRIMINATION IN ACCESS TO EMPLOYMENT WITHIN THE TRUST. Review and where necessary amend the Trust s Recruitment and Selection Training Pack to ensure it educates managers on the legal requirements regarding equal opportunities, to ensure that; / Trevor Lewis August 2002 August 2004 unlawful racial discrimination is eliminated from the Trust s recruitment and selection process all applicants and candidates are afforded equality of opportunity within the process. Review the current Trust recruitment monitoring procedures, to ensure that the ethnicity of applicants and candidates are recorded, monitored and tracked through all stages of the recruitment process; TBA Following the Recruitment Review TBC Application Shortlisting Interview Appointment Appointment (rejection by candidate).

3 OBJECTIVE 2. TO INITIATE THE FORMATION OF A LOCAL OR REGIONAL BME HEALTH STAFF NETWORK OR FORUM. Identify existing BME staff networks. August 2002 TBC Provide support and resources for and encourage involvement by all BME staff. October 2002

4 SERVICE PROVIDER Assessment: To review and assess the impact of policies and functions delivered by the organisation upon the provision of services OBJECTIVE 1. TO ENSURE ALL AUTHORITY/TRUST POLICIES ACTIVELY PROMOTE GOOD RACE RELATIONS AND ELIMINATE ANY DIRECT OR INDIRECT DISCRIMINATORY PRACTICE. Design an Inequality Impact Assessment Tool. Review all existing formal and informal policies. To ensure all new policies are assessed using the Inequality Impact Assessment Tool prior to approval. OBJECTIVE 2. TO BUILD AN ACCURATE DEMOGRAPHIC AND EPIDEMIOLOGICAL PROFILE OF THE TRUST S BME CONSTITUENTS. Develop mechanisms to mainstream race equality/cultural competency into clinical governance accountability and performance management objectives. Create and monitor clinical indicators against ethnicity feeding the results in Public Health and Health Promotion.

5 Assessment: To review and assess the impact of policies and functions delivered by the organisation upon the provision of employment to individuals from different racial backgrounds. OBJECTIVE 1. TO ENSURE ALL AUTHORITY/TRUST POLICIES ACTIVELY PROMOTE GOOD RACE RELATIONS AND ELIMINATE ANY DIRECT OR INDIRECT DISCRIMINATORY PRACTICE. To assess all current and future employment policies and procedures for their potential impact on race equality within the Trust i.e. do they address racial issues, do they identify and address the needs of black and minority ethnic groups. March 2003 March 2005 To assess all current and future employment policies and procedures to ensure that they aim to; March 2003 March 2005 eliminate unlawful racial discrimination promote equality of opportunity promote good relations between employees from different racial groups.

6 SERVICE PROVIDERS Training: The equitable and appropriate provision of training and development initiatives to improve the cultural competence of NHS Staff engaged in the process of service delivery. OBJECTIVE 1. TO ENSURE ALL STAFF ARE TRAINED AND DEVELOPED TO DELIVER CULTURALLY COMPETENT SERVICES SENSITIVE TO THE NEEDS OF BME INDIVIDUALS. To ensure all members of staff are aware of their responsibilities under the RRAA. To carry out a training needs analysis. To implement a comprehensive training and development plan which focusing on cultural competency in the delivery of services actively promotes good race relations and eliminates discriminatory practice. OBJECTIVE 2. FACILITATE AND ENCOURAGE THE PRINCIPLES OF MAINSTREAMING RACE EQUALITY IN ALL TRAINING INITIATIVES. ACTION LEAD PERSON TIMESCALE REVIEW DATE Build the expertise and capacity within the Trust to meet future training requirements. Co-ordinate and implement the mainstreaming of race equality in all external training colleges, professional bodies etc.

7 OBJECTIVE 1. ENSURE EQUALITY OF ACCESS TO TRAINING AND DEVELOPMENT OPPORTUNITIES TO BME STAFF. ACTION LEAD PERSON TIMESCALE REVIEW DATE Monitor the access to training of BME staff via Study Leave Form, to ensure that either direct or indirect discrimination does not take place. Ian Sharp May 2002 March 2003 Implement positive action projects to redress any imbalances found in access to training and development initiatives. Ian Sharp April 2003 March 2004 Revise the Trust s Appraisal Training Pack to ensure that managers eliminate unlawful racial discrimination and promote equality of opportunity for all employees, who participate in the appraisal and preparation of PDPs process. Trevor Lewis July 2002 July 2004 Monitor the access of PDPs of BME staff via monthly PDP returns, to establish if they are being given equality of opportunity in respect of training and development. Ian Sharp October 2002 October 2003

8 OBJECTIVE 1. ENSURE EQUALITY OF ACCESS TO TRAINING AND DEVELOPMENT OPPORTUNITIES TO BME STAFF Cont/ Ensure all Equal Opportunities training is formally evaluated annually via the Trust s Staff Attitude Survey, to monitor the impact training has in increasing racial awareness and reducing racial incidents in the workplace. Ian Sharp Initially March 2003 Ongoing Ongoing Develop and appropriate Equal Opportunities training course to ensure that all staff are made aware of; Trevor Lewis / Sarah McDermott March 2002 Delivery On-going March 2004 issue of cultural difference the needs of different ethnic groups in the workforce. Trust policies which impact on race equality That the emphasis is placed on the following issues: valuing diversity cultural awareness ethics to achieve the cultural shift.

9 SERVICE PROVIDERS Monitoring: Develop an accurate and comprehensive database of information detailing the significance of racial differences in relation to employment and service delivery. OBJECTIVE 1. TO ENSURE ALL INFORMATION/RECORD KEEPING SYSTEMS MEET THE REQUIREMENTS OF THE RRAA SPECIFIC EMPLOYMENT DUTY AND NHS WALES INFORMATION STANDARDS. To produce a Race Equality Scheme for the Trust. To audit all existing patient information systems to assess the effectiveness of current ethnicity recording. To develop and adopt an NHS Wales standard and procedure for the collection of details of patient ethnicity. To regularly assess the information with regard to service delivery. See also Assessment above. /Georgina Burns 31 May 2002 May 2005

10 OBJECTIVE 1. TO ENSURE ALL INFORMATION/RECORD KEEPING SYSTEMS MEET THE REQUIREMENTS OF THE RRAA SPECIFIC EMPLOYMENT DUTY. To produce a Race Equality Scheme for the Trust. / Georgina Burns 31 May 2002 May 2005 To produce an Equality Charter document to promote racial equality and good race relations in all aspects of the employment relationship. July 2002 July 2004 Review and revise the Recruitment and Selection Policy and Procedures to ensure that it eliminates unlawful discrimination and promotes equality of opportunity for all applicants who participate in the process. June 2002 June 2004 Develop a Racial Harassment Policy, which will promote zero tolerance in respect of racism against staff, service users and the public. / Service Heads TBA Following Discussions with the Race Equality Unit TBC Review, revise or adopt ethnicity monitoring systems for all employment and personnel functions e.g. recruitment, training and promotion. TBA Pending Data Cleansing Exercise TBC Undertake an audit among all Trust staff to compile baseline equal opportunities data, which reflects the new racial classifications. TBA Pending Data Cleansing Exercise TBC

11 OBJECTIVE 1. TO ENSURE ALL INFORMATION/RECORD KEEPING SYSTEMS MEET THE REQUIREMENTS OF THE RRAA SPECIFIC EMPLOYMENT DUTY Cont/ Review and revise the Recruitment equal opportunities monitoring forms to reflect the new racial classifications, to ensure that appropriate monitoring takes place and to promote good race relations and equality of opportunity. October 2002 April 2003 To introduce a quarterly Employment Relations Return, to report on the number of and outcomes of Grievances, Disciplinary Action, Sickness Absence, Capability etc. This report will include a section to report on the racial classifications, for monitoring and reporting purposes. October 2002 Commence Data Collection June 2002 May 2003 To introduce mandatory exit interviews to record employee s reasons for leaving the Trust. This documentation would be amended to include a section on racial classification to assist with monitoring purposes. June 2002 June 2004

12 SERVICE PROVIDERS Consultation: Public and staff participation and involvement in policies, processes, decisions and planning which affect the delivery of services to individuals and groups within the wider community and within the organisation. OBJECTIVE 1. TO PUT IN PLACE MEANINGFUL CONSULTATION ARRANGEMENTS FOR THE REVIEW OF EXISTING AND PROPOSED POLICIES. Review current arrangements for public consultation. To build a robust consultation process and strategy to actively involve and regularly consult local BME groups and individuals To monitor and review. Consultation processes to ensure the consistent participation of BME groups and individuals.

13 OBJECTIVE 1. TO PUT IN PLACE MEANINGFUL CONSULTATION ARRANGEMENTS FOR THE REVIEW OF EXISTING AND PROPOSED POLICIES. To ensure appropriate and representative staff consultation on the agreement of revised and new policies and procedures. TBA Following Discussions with the Race Equality Unit TBA

14 SERVICE PROVIDERS Publication: Providing appropriate, accurate and meaningful information on the progress and commitment by the organisation to meet its general and specific duties under the Race Relations (Amendment) Act OBJECTIVE 1. TO PUBLICISE THE RESULTS OF THE MONITORING ASSESSMENTS AND CONSULTATION ACTIVITIES AND ENSURE THAT THESE ARE CLEAR AND PLAIN TO THE PUBLIC. To produce written reports on every assessment, consultation and monitoring exercise and mainstream this data into the annual report. To produce summary formats and make them widely available. Ensure this information is available in formats and languages that meet the needs of the local BME community.

15 OBJECTIVE 1. TO PUBLICISE THE RESULTS OF THE MONITORING ASSESSMENTS AND CONSULTATION ACTIVITIES AND ENSURE THAT THESE ARE CLEAR AND PLAIN TO THE PUBLIC. To produce written reports on Human Resources ethnic monitoring data which has been collected, collated and analysed and incorporate this data into the Annual Report. April 2003 May 2003 To produce each quarter summary reports and make them widely available. December 2002 May 2003 Ensure this information is available in formats and languages that meet the needs of the local BME Community. April 2003 On-going 2003 See also Consultation (Employment Experience) above.