The Newcastle upon Tyne Hospitals NHS Foundation Trust. Domestic Abuse Employee Policy

Transcription

1 The Newcastle upon Tyne Hospitals NHS Foundation Trust Domestic Abuse Employee Policy Version No.: 4 Effective From: 07 June 2017 Expiry Date: 07 June 2020 Date Ratified: 24 May 2017 Ratified By: Employment Policies & Procedures Consultative Group 1 Introduction 1.1 Domestic abuse is an issue which affects all sections of society and it is therefore important that the Trust has a clear and effective response to help minimise the impact of domestic abuse on employees. It is also important that the Trust provides practical guidance to managers and staff to help offer support to those who are affected at work from experiencing abuse. (For the purposes of this policy, the term domestic abuse is inclusive of domestic violence). 1.2 It is Trust policy that an employee who is experiencing, or has experienced domestic abuse, has the right to raise the issue with their employer in the knowledge that it will be treated in strict confidence and dealt with as sensitively and as effectively as possible. 1.3 The Trust is committed to developing a workplace culture which recognises: a) some employees will be experiencing domestic abuse b) the workplace should be a place of safety c) perpetrators of domestic abuse are responsible for their behaviour and for addressing it 1.4 This policy also outlines the approach the Trust will take where there are concerns that an employee may have used violent and/or abusive behaviour towards a partner. 1.5 Perpetrators may use different forms of abuse at different times. Any form of domestic abuse is harmful even it if does not involve physical violence. Whatever form it takes, domestic abuse can be, but is rarely, a one off incident. More usually it is a pattern of abusive and controlling behaviour where the abuser exercises power over the victim. 1.6 Signs that someone might be experiencing domestic abuse are set out in Appendix It is recognised that domestic abuse can disproportionately affect certain sections of society, however this policy is applicable to all staff equally regardless of a persons background or protected characteristics such as gender/sex, sexual orientation, race/ethnic origin, religion or belief, age, disability, gender identity/reassignment, pregnancy and maternity and marriage and civil partnership. Page 1 of 19

2 2 Scope The Trust has a responsibility for the welfare of employees and believes domestic abuse is not acceptable. The Trust is committed to raising awareness of domestic abuse and providing guidance for managers and staff to address the issues and their effects in the workplace. Under the Health and Safety at Work Act (1974) and the Management of Health and Safety at Work Regulations (1992), the Trust recognises its legal responsibilities in promoting the welfare and safety of staff, including agency and contractor staff. The Trust will make assistance available to employees who are known to be victims of domestic abuse. This may include: a) confidential means for seeking help; b) resource and referral information; c) special considerations at the workplace for their safety; d) adjustments to working arrangements e) leave necessary to obtain medical, counselling or legal assistance In responding to domestic abuse, the Trust will maintain appropriate confidentiality and respect for the rights of the employee involved. 3 Aims of Policy The aims of this policy are to: a) Raise awareness of domestic abuse and its effects within the workplace. b) Ensure that all the Trust s employees understand the important role they can play in tackling domestic abuse. c) Support those employees who are experiencing domestic abuse. d) Provide practical guidance for managers and colleagues supporting employees experiencing domestic abuse. e) Set out procedures for dealing with employees who are perpetrators of domestic abuse. f) Signpost to external support agencies for both victims and perpetrators of domestic abuse. 4 Policy Context 4.1 The Trust strives to create a working environment which promotes the view that abuse of people is unacceptable and will not be condoned or made the subject of jokes or images. 4.2 Under the Trust s Disciplinary Procedure, harassment, intimidation and violence (threatening behaviour or physical threats of violence, fighting or assault on another person on or off the Trust premises) is considered to be gross misconduct and may lead to dismissal from the organisation. Employees should also be aware that conduct outside of work could lead to Page 2 of 19

3 disciplinary action (including dismissal) because of its impact on the employment relationship. 5 Definitions 5.1 The Government defines domestic violence or abuse as: Any incident or pattern of incidents of controlling, coercive or threatening behaviour, violence or abuse between those aged 16 or over who are or have been intimate partners or family members regardless of gender or sexuality. 5.2 Domestic abuse is the abuse of power and control over one person by another. It can take many different forms, including physical, sexual, emotional/psychological, verbal and financial abuse. Domestic abuse includes, but is not limited to: a) Physical abuse: Slapping, pushing, kicking, stabbing, damage to property or items of sentimental value, female genital mutilation, attempted murder or murder, honour crimes, depriving a person of their basic needs b) Sexual: Any non-consensual sexual activity, including rape, sexual assault, coercive sexual activity, or refusing safer sex, prostitution/human trafficking c) Restricting freedom: Controlling whom you see or where you go, what you wear or what you do, monitoring time, monitoring a person via online tools, stalking, imprisonment, forced marriage d) Emotional/psychological abuse: Coercive control, intimidation, social isolation, verbal abuse, humiliation, constant criticism, enforced trivial routines, harassment (both in person and via social media) e) Economic abuse: Stealing, depriving or taking control of money, running up debts, withholding benefits books or bank cards 5.3 Other Terms used: MARAC CAADA DHR Multi-Agency Risk Assessment Conference Co-ordinated Action Against Domestic Abuse Domestic Homicide Review Domestic Homicide Reviews (DHRs) were established on a statutory basis under Section 9 of the Domestic Violence, Crime and Victims Act (2004), which came into force in April A DHR is a review of the Page 3 of 19

4 circumstances of the death of a person due to violence, abuse or neglect due to domestic violence. DHRs aim to identify lessons learnt and how policies and procedures can be changed to improve support and services to victims and their children. IDVA Independent Domestic Violence Advocate 6 Duties, Roles and Responsibilities 6.1 Trust Board and Chief Executive The Executive Team are accountable to the Trust Board for ensuring Trustwide compliance with this policy. 6.2 Line Managers Line Managers are responsible for ensuring they:- a. Are available and approachable to employees experiencing domestic abuse b. Listen, reassure and support individuals, making sure they take the needs of people with protected characteristics into account c. Keep information confidential (subject to the requirements of child and adult protection) Any written record, including any agreed workplace adjustments, should be stored securely in accordance with Trust policy. Disclosures should not impact on the employee s work record, provided their performance is maintained as agreed. Any decision to disclose without consent (if a colleague is at serious risk of injury or death) should be documented. All incidents of abuse, threatening behaviour or breaches of security in the workplace should be recorded (copied to HR) and retained for evidence purposes if required. The record must be clear, accurate and include dates, times, locations and any witnesses. Any breaches of orders where known for example, nonmolestation orders (i.e. an injunction) should also be noted. d. Respond in a sensitive and non-judgemental manner e. Discuss the specific steps that can be taken to help this person stay safe in the workplace f. Ensure the employee is aware of the options available to them g. Encourage the employee to seek the advice of other relevant agencies by calling , the Freephone National Domestic Violence Helpline, which is run in partnership between Women s Aid and Refuge or other services listed in Appendix 2. Page 4 of 19

5 h. With the consent of the employee, refer to Occupational Health for support and advice. i. If there is concern for a vulnerable adult s safety, the manager should inform the employee that they are seeking further advice from an appropriate agency, such as the Trust s Adult Safeguarding Team and/or Human Resources Department and/or the Safeguarding Adults Unit. Information may need to be shared with those agencies if an immediate risk is identified. Information and advice on safeguarding adult issues can be obtained from the Trust s Adult Safeguarding Team (See Appendix 2 for contact details). The manager needs to ensure that steps are being taken to protect any dependent children. A referral must be made to the appropriate Children s Services Team. Managers should contact the Trust Safeguarding professionals for advice and support with this. (See Appendix 2 for contact details). j Involve Human Resources and Occupational Health as appropriate in consultation with the individual. k. Engage in the Domestic Homicide Review process, if requested. 6.3 Human Resources Department The Human Resource Department will offer support and guidance in a sensitive and non judgmental manner to employees who are subject to domestic abuse. In addition, HR will work with managers to discuss the specific steps that may be taken to assist an employee, explore available options and ensure all parties are aware of sources of support The Human Resource Department will engage in, and support managers who are engaged in, a Domestic Homicide Review process, as requested. 6.4 Occupational Health Service The Occupational Health Service will offer support and guidance and assess an individual s fitness for work giving advice regarding adjustments to support attendance. Where appropriate (and usually with the individual s consent) they will liaise with the GP, the appropriate Safeguarding Adults Unit or Safeguarding Children s Services. Occupational Health will signpost to appropriate external support agencies and will offer short term support through the Occupational Health counselling or clinical psychology team. Page 5 of 19

6 6.5 All Staff All staff should be aware of this policy and how the Trust will support and respond to victims or concerns that an employee has been a perpetrator of abuse. The National Domestic Violence Freephone Helpline ( ) can give support, help and information over the telephone to anyone experiencing domestic abuse but also to family, friends, colleagues and others calling on their behalf. The helpline also offers translation facilities for callers whose first language is not English, and services for those who are hard of hearing or deaf. Staff are encouraged to used this helpline where they feel this is appropriate. There is also further information available on their website. 7 The Victim: Recognising the problem and responding to it It is possible that a manager will become aware that an employee is experiencing domestic abuse through associated issues such as absence monitoring or poor performance. It is well recognised that victims find disclosure difficult, therefore it is less likely that the employee will approach their manager in the first instance, or that they will disclose to people at work about the abuse they are experiencing. As with other welfare issues, identifying that an employee is experiencing difficulties at an early stage will lead to appropriate help being offered. This in turn could mean that the member of staff is able to deal with their situation far more effectively. It is not the role of managers to advise anyone in this situation what to do about their relationship or to act as a counsellor, but rather to deal with practical issues that will allow them to stay in work, stay safe, not be penalised at work because of their domestic situation and to signpost them towards specialist sources of help. 7.1 Right to Confidentiality The Trust respects an employee s right to confidentiality, and recognises that employees experiencing domestic abuse have the right to complete confidentiality. However, in circumstances of child protection or the protection of vulnerable adults from abuse, the child protection and adult protection services need to be involved. Complete confidentiality cannot be guaranteed in these situations. 7.2 Right to Privacy The Trust respects an employee s right to privacy in the event they do not wish to inform the Trust that they have experienced domestic abuse. 7.3 Right to Fair Treatment The Trust is aware that domestic abuse victims may have performance problems such as chronic absenteeism or lower productivity. When addressing performance and safety issues, the Trust will make reasonable efforts to consider all aspects of the employee s situation and/or safety issues. Page 6 of 19

7 7.4 Absence options for employees experiencing domestic abuse. The Trust will make every effort to assist an employee experiencing domestic abuse. If an employee needs to be absent from work due to domestic abuse, the length of the absence will be determined by the individual's situation through collaboration with the employee and their Manager in conjunction with their Human Resources Officer and Staff Side Representative (where appropriate). Employees and managers are encouraged to first explore leave options that can be arranged to help the employee cope with the situation without having to take formal unpaid leave of absence. 7.5 Visible resources for those involved in domestic abuse A list of contacts who provide information, support and assistance is provided at appendix 2. Information relating to resources for survivors is available on the Trust Intranet for staff to access. 7.6 Information sharing and record keeping If a manager receives a disclosure of domestic abuse from an employee who is a victim or perpetrator of domestic abuse, it is important that the manager keeps a confidential note of any discussions or action taken as this information may need to be shared at a future date. It may be advisable to seek HR advice at this stage Information may need to be shared for safeguarding reasons or shared with criminal justice agencies to prevent a future crime or incident taking place. 7.7 Providing support for employees The Trust intends to make support available to employees involved in domestic abuse from a range of resources, including: Managers, Staff Side Organisations, Human Resources representatives and Occupational Health. Some of the measures that may be considered to provide support are: a) Improving security measures, such as changing keypad numbers or where practical ensuring that access to buildings is only open to authorised employees and visitors b) Reminding all employees, particularly reception and switchboard employees, that they must not divulge information about other employees, especially personal details such as addresses, telephone numbers or shift patterns c) Where reasonably practicable consider offering temporary or permanent changes in workplace d) Consideration of work times and patterns, to ensure the employee is less at risk at work, and on their journeys to and from work. This could Page 7 of 19

8 include changes to the office layout to ensure that the employee is not visible from reception points or from ground floor windows e) Consideration to support changes in travel, parking, transport routes to and from work f) Offering changes in specific duties, such as answering phones or working in a reception area, or in exceptional circumstances seeking another post if alternative arrangements cannot be easily found g) Agreeing a Safety at Work Plan (Appendix 3). This may include whether to inform colleagues, how the Trust should respond if the abuser calls at the workplace, if anyone needs a description of the abuser and/or other relevant details, such as a car registration number h) Making sure that the systems for recording employee whereabouts during the day are adequate and, if work requires visits outside the work base, consideration of how risk can be minimised (e.g. changing duties or allowing other colleagues to accompany them on certain journeys) i) Considering requests for alternative working arrangements in accordance with the Flexible Working Policy. j) Considering paid or unpaid time off for employees who have disclosed they are experiencing domestic abuse in accordance with the Trust s policies. k) If the employee requests to change their pay arrangements because their partner has access to their finances, or is applying financial pressure on them, then this should be arranged as a matter of priority and the arrangement confirmed l) Referral to Occupational Health and/or the Trust s Counselling Service m) Providing advice and information. (A list of contacts is available at Appendix 2 of this policy and on the intranet/internet) 8 The Perpetrator: What to do if you suspect an employee is a perpetrator of domestic abuse 8.1 The Trust recognises that perpetrators of domestic abuse may wish to seek help and support voluntarily. They will have access, when appropriate, to help and support in accordance with that laid out in this policy. 8.2 The Trust will treat any disclosure or conviction of a domestic abuse related offence on a case by case basis with the aim of reducing risk and supporting change. Employees should be aware that domestic abuse is a serious matter which can lead to criminal convictions. It is a condition of employment that all employees of the Trust observe a high standard of personal and professional conduct and employees adhere to the policies and procedures of the Trust. Page 8 of 19

9 8.3 Inappropriate conduct outside of work, whether or not it leads to a criminal conviction, may lead to disciplinary action against an employee. The main consideration should be whether the action(s) adversely affect the employees suitability for his/her work, would be deemed unacceptable to colleagues or patients/general public and/or discredits or could potentially discredit the name and reputation of the Trust. In all cases managers are expected to carry out a reasonable investigation, in accordance with the Disciplinary Policy to establish whether or not there is a case for taking such action. 8.4 The majority of domestic abuse incidents do not come to the attention of the police or other professionals. For the Trust s policy to be effective, managers have a responsibility to be proactive. If a manager has concerns about an employee s behaviour with a partner or ex-partner, then they should be prepared to raise this (refer to clause 8.6 below). 8.5 The aim of the policy is to reduce risk and the Trust has agencies that work with employees who are seeking help to address their behaviour. There may be a number of reasons why a manager would be concerned about an employee s behaviour towards a partner: they could be going through an acrimonious separation; be very angry and blaming; depressed; or seeming jealous or obsessive about their partner. 8.6 Managers need to develop a sensitive, pro-active and safety focussed approach when dealing with employees who may be a risk to a partner. The Trust provides training that supports this policy which covers how to establish and conduct a discussion with an employee where there are concerns about their behaviour towards a partner. The key principles are: Take the employee seriously and take time to listen to them Ensure that any discussion about the employee s situation takes place in private and that you respect their confidentiality as far as possible (see below for further guidance) Be respectful but do not collude with negative descriptions of their partner Be positive, it is possible for perpetrators of domestic abuse to change, if they recognise they have problem and seek help Consider a referral to Occupational Health who will be able to signpost to external agencies and/or provide short term support via the Occupational Health counselling/psychology services. There is further guidance on responding to domestic abuse on the Safe Lives website,or staff can contact the Trust s Safeguarding Teams (Appendix 2) or Human Resources. A telephone helpline provided by Respect, for the perpetrators of domestic abuse who wish to address their behaviour is listed in Appendix 2. Page 9 of 19

10 Given the prevalence of domestic abuse many workplaces will have employees who are at times a risk to their partner. Encouraging employees to recognise the signs of this and to ensure they know that the Trust will be supportive of employees who are taking action to access help is important. 9 Situations where perpetrators and victims are both employees In those circumstances there will be discussion with all parties (individually) to address the needs of the individuals on a case by case basis. 10 Raising awareness in the workplace The Trust will raise awareness of domestic abuse through the following measures: a) Publishing, maintaining and posting in locations of high visibility a list of external resources for survivors and perpetrators of domestic abuse. b) Publishing, maintaining and posting in locations of high visibility a list of internal resources for survivors and perpetrators of domestic abuse (e.g. Safeguarding Teams, HR, occupational health, counsellors) c) Publicising and distributing information on the Trust s Domestic Abuse Policy. Appendix 1 sets out information for managers regarding signs that may indicate that someone is experiencing domestic abuse. Staff, and in particular Managers, may undertake Level 2 Safeguarding which is available through the Trust s elearning package. If there any issues are identified under this policy, the manager may refer the person to the appropriate domestic abuse resources via the Trust Safeguarding Teams (either Adults, or if concerns exist that children under the age of 18 are at risk, Childrens Team), or those referred to in appendix Further Advice It is important that employees should not take on the role of counsellor. The Trust Intranet and notice boards should be used to display national and local information including helplines, police, solicitors and organisations such as the Samaritans, housing associations and the Citizens Advice Bureau. Many of these organisations already produce leaflets, posters and stickers to advertise their services. Use should be made of these where appropriate. Further advice can be obtained from Safeguarding Teams and from any of the organisations and/or charities listed in Appendix 2 12 Equality and Diversity The Trust is committed to ensuring that, as far as is reasonably practicable, the way services are provided and the way staff are treated reflects their individual needs and does not unlawfully discriminate against individuals or groups. This policy has been properly assessed. Page 10 of 19

11 13 Monitoring Compliance with the Policy Standard / Process / Issue Domestic Abuse is embedded within Trust Safeguarding Training which is mandatory and monitored through publication of Safeguarding Dashboards to Trust Safeguarding Board and Trust Board on a quarterly basis. Monitoring and Audit Method By Committee Frequency Safeguarding Safeguarding Trust Quarterly Dashboards Team Board 14 Consultation and Review of this Policy This policy has been reviewed in consultation with the Employment Policies and Procedures Consultative Group 15 Implementation of the Policy (including raising awareness) A summary of the key changes will be notified to managers following implementation. Further advice and guidance will be available from the Human Resources Department upon request.. 16 References 1. Department of Health Employee Domestic Violence Guidance 2. Department of Health Domestic Violence Managers Additional Documents: Annual Leave and General Public Holidays Policy Capability Policy/Procedure Dignity and Respect at Work Policy Disciplinary Policy/Procedure Employee Wellbeing Policy Flexible Working Arrangements Policy Special Leave Policy Standard of Business Conduct for Staff Author: Employment Policy Partnership Forum Page 11 of 19

12 Appendix 1 SIGNS THAT SOMEONE MIGHT BE EXPERIENCING DOMESTIC ABUSE: (Some of these signs may reflect a range of sensitive issues) Work productivity signs Change in the person s working patterns: for example, frequent absence, lateness or needing to leave work early Reduced quality and quantity of work: missing deadlines, a drop in usual performance standards Change in the use of the phone/ for example, a large number of personal calls/texts, avoiding calls or a strong reaction to calls/texts/ s Spending an increased amount of hours at work for no reason Changes in behaviour or demeanour Conduct out of character with previous employment history Changes in behaviour: for example, becoming very quiet, anxious, frightened, tearful, aggressive, distracted, depressed etc Isolating themselves from colleagues Obsession with timekeeping Secretive regarding home life Worried about leaving children at home with abuser Physical signs Visible bruising or single or repeated injury with unlikely explanations Change in the pattern or amount of make-up used Change in the manner or dress: for example, clothes that do not suit the climate which may be used to hide injuries Substance use/misuse Fatigue/sleep disorders Other signs Partner or ex-partner stalking employee in or around the workplace Partner or ex-partner exerting unusual amount of control or demands over work schedule Flowers/gifts sent to employee for no apparent reason Isolation from family/friends Page 12 of 19

13 Appendix 2 Useful Contacts Trust Adult Safeguarding Team Adults.aspx Trust Childrens Safeguarding Team Children.aspx Emergency Services 999 National Domestic Violence Helpline MESMAC Helpline for Gay & Bisexual Men Broken Rainbow/Galop (LGBT service) Gateshead Safer Families Project REACH (this service is to provide help, advice and examination to both male and female victims of rape or sexual assault. It is a confidential service and is provided within the area covered by Northumbria Police) and PANAH (Support and refuge for Black and minority ethnic women) or for outside of office hours panahrefuge@hotmail.com Women s Aid Newcastle Housing Advice Centre Out of hours service NIDAS: Newcastle Integrated Domestic Abuse Service Samaritans jo@samaritans.org and Northumbria Police Domestic Violence helpline Page 13 of 19

14 me/domestic_abuse/support_services/ Wearside Women in Need (WWIN) (24 hour confidential helpline) MALE (confidential helpline for male victims of domestic abuse) and For Perpetrators: Respect Provides help and information for all those who wish to get help to address their abusive behaviour Barnados: Domestic Violence Protection Project Newcastle Page 14 of 19

15 Safety Plan Appendix 3 RISK ASSESSMENT TOOL This assessment document is designed to assist managers in assessing the risks to staff from the potential effects of domestic abuse, within their working environment or work related duties. The aim of the assessment is to provide a specific framework of support to staff at work. Key considerations for the risk assessment should focus on the safety and protection of the staff member at work. Consideration of the involvement of other staff members directly or indirectly. The assessment tool should be used in conjunction with the Trust risk rating tool. Indicator Discuss risk indicators with staff to establish the level of risk involved. Do you believe you are in danger at work? Risk Rating Low risk: No specific action required at this time. Moderate Risk: Action plan and control measures required. High Risk: Immediate action required. Control Measures Control measures must be implemented for all identified moderate and high risks What type of harm have you been threatened with, or experienced e.g. physical, psychological, emotional Are there any work related issues that you feel may put you at risk and do they occur at any particular times? Do you undertake any lone working? Do you work in the community? How accessible is your work place by members of the public, i.e. Swipe access Digital lock access Semi controlled access Page 15 of 19

16 Uncontrolled access Proximity of parking; Off site On site Does the alleged perpetrator work for the Trust or can their work bring them on to the premises? (If the alleged perpetrator is employed by the Trust, consideration should be given to referring the matter to that person s manager to undertake the risk assessment at appendix 4) Has the person been known to carry weapons? Please enter any relevant information in the box below Are there any children or vulnerable adults in the household or who may be involved/affected? Please enter any recommendations, who these recommendations should be implemented by and the date by which the recommendations should be undertaken in the box below Recommendation To be actioned by Completion Date Manager s Name Completed Date Assessment review Date Page 16 of 19

17 RISK ASSESSMENT TOOL Appendix 4 This assessment document is designed to assist managers in assessing the risks from the potential effects of domestic abuse, within the working environment or in relation to work related duties. Key considerations for the risk assessment should focus on the safety and protection of the other staff member at work, but also patients and other vulnerable people. Indicator Discuss risk indicators with staff to establish the level of risk involved. Consider specific risks within staff members department, this may include: a) job role b) contact with patients c) contact with vulnerable people/children d) any other risks? Does the employee come into contact with the complainant? Is there any involvement of external agencies such as the Police? Risk Rating Low risk: No specific action required at this time. Moderate Risk: Action plan and control measures required. High Risk: Immediate action required. Control Measures Control measures must be implemented for all identified moderate and high risks Please enter any additional relevant information in the box below Are there any children or vulnerable adults in the household or who may be involved/affected? Page 17 of 19

18 Please enter any recommendations, who these recommendations should be implemented by and the date by which the recommendations should be undertaken in the box below Recommendation To be actioned by Completion Date Manager s Name Completed Date Assessment review Date Page 18 of 19

19 The Newcastle upon Tyne Hospitals NHS Foundation Trust Equality Analysis Form A This form must be completed and attached to any procedural document when submitted to the appropriate committee for consideration and approval. PART 1 1. Assessment Date: 20/12/ Name of policy / strategy / service: Domestic Abuse Employee Policy 3. Name and designation of Author: Karen Pearce Senior HR Manager (Projects) 4. Names & designations of those involved in the impact analysis screening process: Victoria Usher HR Manager (Projects), HR Heads, EPPCG 5. Is this a: Policy x Strategy Service Is this: New Revised x Who is affected Employees x Service Users Wider Community 6. What are the main aims, objectives of the policy, strategy, or service and the intended outcomes? (These can be cut and pasted from your policy) The policy is to set out the Trust s position on domestic abuse and to raise awareness of its effects on employees and within the workplace, also providing guidance on how managers and staff can support those colleagues who are experiencing domestic abuse and to signpost to other organisations who are able to assist staff. 7. Does this policy, strategy, or service have any equality implications? Yes No x If No, state reasons and the information used to make this decision, please refer to paragraph 2.3 of the Equality Analysis Guidance before providing reasons: As below

20 8. Summary of evidence related to protected characteristics Protected Characteristic Race / Ethnic origin (including gypsies and travellers) Evidence, i.e. What evidence do you have that the Trust is meeting the needs of people in various protected Groups The policy makes clear that no employee should be treated less favourably in terms of any organisational change or redundancy process on the grounds of their age, disability, race, nationality, ethnic origin, sex, sexual orientation, religion and belief, gender reassignment, marriage and civil partnership or pregnancy and maternity. Does evidence/engagement highlight areas of direct or indirect discrimination? If yes describe steps to be taken to address (by whom, completion date and review date) No Does the evidence highlight any areas to advance opportunities or foster good relations. If yes what steps will be taken? (by whom, completion date and review date) No The policy is intended to provide information and signposting to all who may need this, regardless of any protected characteristic. There is no local data available to review, however national data does highlight some equality implications. The policy ensures that all staff are able to access support from the trust and from external sources where required. Sex (male/ female) As above No No Religion and Belief As above No No Sexual orientation including As above No No lesbian, gay and bisexual people Age As above No No Disability learning As above No No difficulties, physical disability, sensory impairment and mental health. Consider the needs of carers in this section Gender Re-assignment As above No No Marriage and Civil As above No No Partnership Maternity / Pregnancy As above No No 9. Are there any gaps in the evidence outlined above? If yes how will these be rectified? No

21 10. Engagement has taken place with people who have protected characteristics and will continue through the Equality Delivery System and the Equality Diversity and Human Rights Group. Please note you may require further engagement in respect of any significant changes to policies, new developments and or changes to service delivery. In such circumstances please contact the Equality and Diversity Lead or the Involvement and Equalities Officer. Do you require further engagement? Yes No x 11. Could the policy, strategy or service have a negative impact on human rights? (E.g. the right to respect for private and family life, the right to a fair hearing and the right to education? No, no negative impact is envisaged. PART 2 Name: Victoria Usher Date of completion: 20/12/2016 (If any reader of this procedural document identifies a potential discriminatory impact that has not been identified, please refer to the Policy Author identified above, together with any suggestions for action required to avoid/reduce the impact.)