NHS GREATER GLASGOW PRIMARY CARE DIVISON
|
|
- Claribel Hunt
- 5 years ago
- Views:
Transcription
1 NHS GREATER GLASGOW PRIMARY CARE DIVISON Introduction This report is an update of the performance of NHS Greater Glasgow Primary Care Division in meeting the obligations under the Race Relations (Amendment) Act (RRAA) 2000 and Fair for All. The aim of the report is to assess the extent to which race equality is being progressed across divisional services from the period Much of the work evident in the report has been through the partnership work involving the Multicultural Health Development Programme (MHDP). The MHDP is the lead department for the facilitation of Race Equality agenda across all departments and divisions. The report has been compiled using a joint monitoring framework developed by the Commission for Racial Equality (CRE) and National Resource Centre for Minority Ethnic Health (NRCEMH). Following approval and recommendation from the Trust Management Team, it will be forwarded to Greater Glasgow NHS Board and will be published together with similar reports from other NHS Trusts in Glasgow. Further information on the work of Primary Care Division and references outlined in this report can be found at 1
2 1. STRATEGIC MANAGEMENT AND LEADERSHIP Strategic Chief executive named as corporate lead for Race Equality. Divisional Head Personnel and Project Manager Race Equality responsible for facilitation of Race Relations (Amendment) Act 2000 and Fair for All. Race Equality reporting processes have been established through NHS Board/HQ Directors/CRE/ NRCEMH (per annum) and DRESG (per quarter) Establish and clarify leadership roles for Race Equality under new Partnership for Care arrangements. Establish operational arrangements to ensure race and diversity issues are carried forward into new CHP structures. In partnership with NHS Board, establish reporting processes for Race Equality (Diversity) through new CHP structures. Operational Multicultural Health Development Programme (MHDP) charged with facilitation of RRAA and FFA across functions and services. Clarify new operational role for department within new structure Divisional Race Equality Steering Group (DRESG) has formed since 2002 to serve as forum for Race Equality issues across Division. A diversity mapping has taken place across the organisation 2. DEVELOPMENT OF IMPACT ASSESSMENT TOOLS Revise DRESG membership to include new organisational structure and include representation from local authorities. Ensure greater liaison with wider equality groups within the Division to support joint working. The Division is using the Equality Impact assessment toolkit (SEHD) to assess its policies and functions and has contributed to the development of a shorter EQIA developed through Ayrshire and Arran Health Board Impact assessment processes are included within Equipped for Excellence Managing Diversity training programme. Continue to deliver training on impact assessment to senior managers. Collate and publicise impact assessments and use as part of training processes. 2
3 A system of recording the number of equality proofed policies is in place 3. MONITORING FUNCTIONS AND POLICIES FOR ADVERSE IMPACT Ethnic monitoring of patients underway across some services (e.g. CDSS) but needs to be strengthened across all patient services. Ensure new guidance on ethnic monitoring is disseminated across organisation. A new system for recording ethnicity of patients with chronic disease management has been introduced. 80% of practice nurses have been trained on ethnic monitoring within CDSS. Extraction of ethnicity data planned for early Continue to deliver ethnic monitoring training for practice nurses. Evaluate the impact of the training The Division has recruited volunteer cultural and religious advisors for the following faith groups, Islam, Buddhism, Hinduism, Sikhism, Christianity and Judaism. Ensure CHPs are aware of advisors. The Division has produced an online database of minority ethnic organisations for wider consultation processes. Ensure database is reviewed and consolidated to include wider equality groups across NHS Greater Glasgow. Ethnic Monitoring underway across HR functions See section on Human Resources 3
4 4. DEMOGRAPHIC PROFILING AND RESEARCH Achievements Lapse In progress Complete Next steps Analysis of Census 2001 Information is complete and has been published on website Ensure information on racial groups can be extracted and a summary of ethnic information is A stocktake of ethnic minority research across NHS Greater Glasgow catchment has been published on the website. 5. ACCESS AND SERVICE DELIVERY 5a PRIMARY CARE available for CHPs. Use ethnic monitoring information and other data to ensure ethnic minorities have equity in access to services. A Race Equality Functional assessment is underway to assess the level of mainstreaming of RRAA and FFA across all services Publish results of functional assessment in March A self audit toolkit for general practice and LHCCs on race equality Need to revise toolkit for use in CHP s. is in draft format. A multi-agency group has been established to coordinate services for Asylum Seekers and Refugees. Continue to monitor asylum seeker and refugee issues through group. A public folder has been created which includes translated appointment/ cancellation letters. Publicise availability of translation information to staff. A Medication Management Programme for minority ethnic communities has been developed by the Medicines Management Team. Evaluate clinic programme to inform service delivery. 4
5 5b. LEARNING DISABILITY DIVISION A Reflection day of users of the services from black and minority ethnic communities has been organised. Information is being fed back into planning processes. Development of training package to deliver religious rituals and activities associated with faith groups. Monitor and evaluate training programme and link to Divisions training programme. A Learning Disability and Ethnic Minorities review has been published and is available on the website. Review information on best practice within review. Establish procedures to record ethnicity of service users from a minority ethnic background. Link to wider Divisional group on recording of ethnicity. Anti-discriminatory training for Senior Management Team has been delivered. Review and evaluate anti- discriminatory training function through Pan Glasgow Diversity Group. 5c. MENTAL HEALTH DIVISION One day Anti- Discriminatory training delivered to Mental Health Divisional Management Team. A draft action plan has been developed and will be revised in light of new structures. Recording of ethnicity of patients underway across some services but needs to be strengthened across divisions Agree codes for implementation and develop phased training for new Mental Health Partnership A stocktake of race and mental health has been completed Report has identified gaps in services in areas of ethnic minority and user consultation. Ensure issues are addressed through new Mental Health Partnership. A One Stop Clinic programme has been designed to support primary care practitioners in meeting the health care needs of patients from minority ethnic communities who experience mental health problems. P/T bilingual counsellor and CPN have been appointed to team Service evaluation for 2004 is complete and available on website. Continue to raise awareness of One Stop Clinic within CHPs and Mental Health Partnership Examine patterns of uptake across different racial groups. Inform wider service development through training and development of joint assessment processes. 5
6 5d. SUPPORT SERVICES DIVISION Achievements Lapse In progress Complete Next Steps Translated menus and choice of meals available across Hotel Services. Division in process of reviewing policies and procedures and implementing antidiscriminatory practices. Translated questionnaire of ethnic minority patients within wards. Review and collate results. 6. PATIENT FOCUS PUBLIC INVOLVEMENT (PFPI) Achievements Lapse In progress Complete Next Steps INTERPRETING NHS Interpreting policy has been revised. Quality Standards working group developed to monitor standards of interpreting. Monitoring of interpreting requests underway. Includes type of health service, language, frequency and location of requests. Guidelines on use of interpreters published for NHS staff. Policy is available on website PATIENT INFORMATION Information Sub Group of Divisional PFPI Committee currently looking at patient information in languages other than English. Translated menus and choice of meals available across Hotel Services within Division. A list of translation agencies has been compiled by the organisation. PERSONAL, RELIGIOUS AND SPIRITUAL CARE A Spiritual Care Policy and Action plan has been developed Training underway for staff including personal care needs of patients from minority ethnic groups including bereavement training and awareness of pastoral care services. Qurans and other religious scriptures available across all wards within Mental Health Services. Ensure revised policy and procedures are disseminated across organisation. Continue to monitor uptake of interpreting services and assess for any adverse impact. Continue to monitor gaps in language provision for people from minority ethnic groups. Spiritual Care Committee taking forward action plan. Further targeting required for staff that work with patients and involved in personal care. 6
7 ADVOCACY An advocacy service for black and minority ethnic communities has been commissioned through NHSGG. Report on service provision provided to NHS Board. CARERS Carer s information has been developed in both print and audio format for people from minority ethnic groups. Evaluation of carer s information is complete. Continue to monitor uptake of advocacy services by black and minority ethnic groups. Continue to publicise advocacy services across Mental Health Services. Continue to support the development of the carer s strategy. 7. HUMAN RESOURCES (further detail on training can be found as part of cross cutting themes) Equal Opportunity Policy (EOP) in place for organisation is available on intranet. Equal Opportunities Form (EOF) captures data on ethnicity sexual orientation and religion of candidates. Ethnicity workforce information published quarterly. External vacancy list is disseminated to minority ethnic organisations. Regular attendance of recruitment team at events involving minority ethnic communities. Positive Action (Access to the NHS) work placement programme underway across Division in partnership with University of Strathclyde. External advertising in high profile ethnic minority events Ethnicity Monitoring underway on grievance, applications (received/short listed / appointments), performance appraisals, dismissals, and training. EOP to be revised following issue of new PIN guideline through pan Glasgow group.. Continue to monitor rates of uptake of employment by minority ethnic groups Continue to monitor rates of access to employment by black and minority ethnic groups. Evaluate Positive Action programme and assess potential for further resources. Continue to involve recruitment at high profile minority ethnic events/ festivals. Report on employment duty has been published, November
8 8. ORGANISATIONAL DEVELOPMENT AND TRAINING (further detail on training can be found as part of cross cutting themes) Achievements Lapse In progress Complete Next Steps RACE EQUALITY TRAINING Cultural Competency and Anti Discriminatory training have been delivered to staff. Competency Framework used to evaluate learning from training environment. Managing Diversity module developed as part of Equipped for Excellence Programme. Race Equality awareness now part of Corporate Induction Evaluation Report of training activity is available. Training data includes ethnicity, religion, sexual orientation, gender and age of participants. 9. PROCUREMENT Ensure availability of training programmes is added into G.P appraisal folders through NES.. Work to develop Diversity induction module (gender, age, disability, race, religion, sexual orientation) module for new staff. Ensure development of consistent training programmes through Pan Glasgow Diversity Training Group. Evaluate Race Equality Training Programme to assess for adverse impact. Achievements Lapse In progress Complete Next Steps Race Equality Scheme and letters sent to existing contractors requiring evidence of race equality within contracted functions e.g. private nursing, recruitment advertising. Review information, prepare brief on Race Equality and Public procurement. Awaiting Scottish Health Care Supplies report on FFA/ RRAA. 10. COMMUNICATIONS Achievements Lapse In progress Complete Comments List of ethnic minority press organisations and media held by Review media list in partnership with Board. organisation. Race Equality issues communicated via Trust Newsletter and Corporate Briefings. Ethnic minority website developed to support front line staff (254 hits daily) Continue to include race equality issues as part of corporate briefings. Continue to develop the website with a wider perspective on Diversity. 8
Equality, Diversity & Human Rights Annual Report 1 st April st March 2010
Equality, Diversity & Human Rights Annual Report 1 st April 2009 31 st March 2010 Alternative Formats This information can be made available in other formats. If you need it in, large print, Braille, audio,
More informationEQUALITY & DIVERSITY WORKFORCE MONITORING. Annual Report. April 2017 March 2018
EQUALITY & DIVERSITY WORKFORCE MONITORING Annual Report April 2017 March 2018 Page 1 of 32 CONTENTS Page SECTION ONE: ASSURANCE 1. Executive Summary 3 2. Summary of Key Findings 4 3. Plan for 2018-2019
More informationVELINDRE NHS TRUST. Race Equality Scheme Action Plan
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:
More informationNHS Lanarkshire Race Equality Scheme
NHS Lanarkshire Race Equality Scheme Progress Report December 2005 November This publication can be made available in different languages, larger print or braille (English only). For access to alternative
More informationEQUALITY & DIVERSITY ANNUAL EQUALITY WORKFORCE REPORT. 1st APRIL st MARCH 2017
EQUALITY & DIVERSITY ANNUAL EQUALITY WORKFORCE REPORT 1st APRIL 2016-31st MARCH 2017 Page 1 of 9 Chief Executive Karen James Chairman Paul Connellan CONTENTS TITLE PAGE 1.0 Introduction 2.0 Background/
More informationEquality & Diversity Policy HR 19
ESTUARY HOUSING ASSOCIATION LTD DIRECTORATE / DEPARTMENT: Human Resources AUTHOR: Linda Hollingworth Assistant Director of Human Resources & Organisational Development Committee: Corporate Health & Remuneration
More informationRace Equality Scheme and Action Plan
Race Equality Scheme and Action Plan Striving for Quality with Equality 2005-2010 The Trusts vision, values and operation principles demonstrate our commitment to providing equitable, accessible and acceptable
More informationEthnic Minority Staff Network Strategy ACTION PLAN FOR 2013/16
NELFT needs to John Brouder address the under (Chief Executive) representation of: 1 BME Non- Executive Directors (NEDs) i) Target BME organisations, community events and gatekeepers to publicise opportunities
More informationWe support providers to give patients safe, high quality, compassionate care within local health systems that are financially sustainable.
Equality in our workforce: Monitor workforce at 31 March 2017 We support providers to give patients safe, high quality, compassionate care within local health systems that are financially sustainable.
More informationEquality Workforce Monitoring Report
Equality Workforce Monitoring Report July 2011 Equality Workforce Monitoring Report Contents 1. Foreword... 3 2. Introduction... 4 3. Workforce Information... 5 4. Gender breakdown... 7 5. Disability breakdown...
More informationWorkforce Data April 2011 to March 2012
Workforce Data April 2011 to March 2012 Workforce Data - Jan 2013 Page 1 Introduction Under the Equality Act 2010, we have a specific duty to monitor and publish the profile of our workforce and employment
More informationOLDHAM CCG (INCLUDING GMSS) PUBLIC SECTOR EQUALITY DUTY WORKFORCE REPORT USING DATA AS AT 31 AUGUST 2016
OLDHAM CCG (INCLUDING GMSS) PUBLIC SECTOR EQUALITY DUTY WORKFORCE REPORT USING DATA AS AT 31 AUGUST 2016 1 Version Date Comments 0.1. 13.12.16 First draft by Samina Arfan 0.1 19.12.16 Initial review Oldham
More informationNHS Bury CCG Equality Workforce Final
NHS Bury CCG, AEP 2017: Appendix A NHS Bury CCG Equality Workforce Final Using data as at 31 st August 2016 Page 1 Document Control Date Amendment Version Comments/Author 12/12/2016 Samina Arfan Draft
More informationEquality Scheme
NHS Greater Glasgow and Clyde Equality Scheme 2006-2009 SUMMARY Chief Executive Foreword NHS Greater Glasgow and Clyde (NHSGG&C) is fully committed to promoting equality and diversity. Tackling inequalities
More informationWorkforce & Organisational Development Committee
Betsi Cadwaladr University Health Board Committee Paper : WOD12/98 Name of Committee: Subject: Workforce & Organisational Development Committee WP8 Equality & Diversity Policy Summary or Issues of Significance
More informationEQUALITY & DIVERSITY POLICY
EQUALITY & DIVERSITY POLICY POLICY STATEMENT CHP is committed to promoting equality of opportunity, tackling discrimination and welcoming and valuing the diversity of the communities it serves. This equality
More informationNHS Isle of Wight Clinical Commissioning Group: Governing Body
NHS Isle of Wight Clinical Commissioning Group: Governing Body Date of Meeting: 21 March 2013 Agenda Item: 6.2 Paper number: GB13/020 EQUALITY AND DIVERSITY POLICY Sponsor: Caroline Morris, Head of Corporate
More informationTrust Policy Constitution & Terms of Reference Medical Staff Panel
Trust Policy Constitution & Terms of Reference Medical Staff Panel Date Version September 2015 5 Purpose To provide details of the constitution and terms of reference of the Medical Staff Panel. Who should
More informationWorkforce Equalities Report
Workforce Equalities Report January 2015 1 Contents 1. Introduction... 3 2. The Directorates... 4 3. Workforce Profile... 5 4. Age... 6 5. Disability... 12 6. Ethnic Origin... 16 7. Gender... 23 8. Marriage
More informationUNIVERSITY HOSPITALS COVENTRY & WARWICKSHIRE NHS TRUST Equality & Diversity Action Plan ( )
Equality Strategy Develop and publish an Equality, Diversity and Human Rights Strategy for 2018 to 2021. The strategy will set out our priorities (Equality Objectives), and ensure that the Trust and stakeholders
More informationAnnual Workforce Equality and Diversity Report 2016/2017. (Incorporating Workforce Race Equality Standard)
Annual Workforce Equality and Diversity Report 2016/2017 (Incorporating Workforce Race Equality Standard) August 2017 1 1.0 Introduction This report is published to ensure that Chelsea and Westminster
More informationCarer Leave Policy. NHS Ayrshire & Arran Organisation & Human Resource Development Policy
NHS Ayrshire & Arran Organisation & Human Resource Development Policy 1 Carer Leave Policy Version Number: 1.0 Prepared By: Policy Development & Review Working Group Effective From: June 2008 Review Date:
More informationEquality Impact Assessment (EQIA): Initial Screening Form
Equality Impact Assessment (EQIA): Initial Screening Form Name of the policy, service or project: (Referred to just as policy/service herein) Policy for the Preceptorship of Newly Qualified & Newly Appointed
More informationCommunity Health Partnerships: Progress Report and Model Scheme of Establishment
EMBARGOED UNTIL MEETING Greater Glasgow NHS Board Board Meeting Tuesday 21 st December 2004 Board Paper No. 2004/64 Director of Planning and Community Care Community Health Partnerships: Progress Report
More informationExecutive Summary. 1. Profile of the Local Population
Executive Summary The Equalities Report 2016 /17 is the Trust s response to the Public Sector Equality Duty requirement to publish equality monitoring data in relation to our workforce and service users.
More informationEQUALITY AND DIVERSITY COMMITTEE. Terms of Reference
1. INTRODUCTION AND PURPOSE EQUALITY AND DIVERSITY COMMITTEE Terms of Reference 1.1. The role and purpose of the Equality and Diversity Committee is to enable the Trust Board and Executive Committee to
More informationEquality analysis training to be considered for representatives within each division to be able to conduct Equality Analysis. (Q3)
Equality Delivery System 2- Assessment and Action Plan 2017 2018 Goal 1: Better Health Outcomes Outcome Lead Grade Actions for 2017-2018 SF Acheiving Review Equality analysis guidance and form to ensure
More informationWorkforce Race Equality Standard
Workforce Race Equality Standard 2016 2021 Part of our Trust Strategy to Promote and Improve Equality Diversity and Inclusion for Black Asian and Minority Ethnic Service Users and Staff 2 Contents Introduction
More information1. RACE EQUALITY ACTION PLAN DECEMBER 2006 DECEMBER 2009
APPENDIX A 1. RACE EQUALITY ACTION PLAN DECEMBER 2006 DECEMBER 2009 1.1 MAINSTREAMING RACE EQUALITY Intended outcomes: The University has ensured that current and prospective staff and students are aware
More informationControlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12
Equality and Diversity in Employment Policy CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Policy Version Number: 002 Controlled Document Sponsor: Controlled Document
More informationDIVERSITY AND INCLUSION WORKFORCE REPORT 2017/18. Incorporating the Public Sector Equality Duty
DIVERSITY AND INCLUSION WORKFORCE REPORT 2017/18 Incorporating the Public Sector Equality Duty Page 1 of 18 Contents 1. Introduction... 3 2. Diversity and Inclusion Report 2017/18... 5 Section 1: Equality
More informationSQA Equality Strategy
SQA Equality Strategy 2013 17 Publication Date: April 2013 Publication Code: FE6577 Published by the Scottish Qualifications Authority The Optima Building, 58 Robertson Street, Glasgow G2 8DQ Lowden, 24
More informationWorkforce Equality and Diversity Report 2016/17
Workforce Equality and Diversity Report 2016/17 The Trust values its diverse current and prospective workforce and aims to develop a workplace which is representative of the communities that we serve.
More informationColchester Hospital University NHS Foundation Trust. Equality Act Equality Delivery System Equality Objectives April March 2016
Introduction Colchester Hospital University NHS Foundation Trust Equality Act Equality Delivery System Equality Objectives April 2012 - March 2016 The Public Sector Equality Duties require that public
More informationDIVERSITY AND EQUALITY OF OPPORTUNITY POLICY
DIVERSITY AND EQUALITY OF OPPORTUNITY POLICY Document Title Diversity and Equality of Opportunity Policy Document Number 2011/47 v1 Authors Viv Stirrup/Claire Matthews Author s Job Title Independent Advisor/Assistant
More informationProcurement. Equalities in Procurement Policy. Policy Review Period/Expiry. November 2014
Procurement Equalities in Procurement Policy Policy Manager Andy Hay Policy Group Procurement Policy Established November 2013 Policy Review Period/Expiry November 2014 Last Updated November 2013 Aims
More informationAnnual Workforce Equality and Diversity Report 2015/2016
Annual Workforce Equality and Diversity Report 2015/2016 (Incorporating Workforce Race Equality Standard) Sebastiano Rossitto, Deyae Sefri and Martyna Ciastek Directorate of People and Organisational Development
More informationPOLICY DEVELOPMENT FRAMEWORK
POLICY DEVELOPMENT FRAMEWORK Lead Manager: Head of Policy Responsible Director: Director of Corporate Planning and Policy Approved by: Policy Planning and Performance Group Date approved: 17 January 2008
More informationEquality Action Plan Update May 2017
SCOTTISH RUGBY UNION Action Plan 2014-2016 Action Plan Update May 2017 Scottish Rugby s Action Plan 2014-16 set out the Goals, Actions and Performance Indicators Scottish Rugby sought to achieve over the
More informationWorkforce Equality and Diversity Policy
Type of Document Code: Policy Sponsor Lead Executive Recommended by: Workforce Equality and Diversity Policy Policy STHK0088 Deputy Human Resources Director Human Resources Director Policy Sub-Group Date
More informationPolicy for Equality and Diversity
Policy for Equality and Diversity HR01 Related Policies: HR07 Disciplinary Procedure for Doctors and Dentists HR16 Disputes and Grievances HR29 Time off for Special Circumstances HR33 Recruitment & Selection
More informationRECRUITMENT AND SELECTION POLICY
RECRUITMENT AND SELECTION POLICY This policy should be read and used in conjunction with the associated NHS Western Isles Best Practice Guidelines in Recruitment and Selection available on the Intranet
More informationBOARD PAPER - NHS COMMISSIONING BOARD
NHSCB28028 BOARD PAPER - NHS COMMISSIONING BOARD Title: Recruitment update Clearance: Jo-Anne Wass, National Director: HR Purpose of Paper: This paper provides an update for the Board on the implementation
More informationWORCESTERSHIRE ACUTE HOSPITALS NHS TRUST EQUALITY AND DIVERSITY ANNUAL REPORT 2010/2011
WORCESTERSHIRE ACUTE HOSPITALS NHS TRUST EQUALITY AND DIVERSITY ANNUAL REPORT 2010/2011 Rani Virk (Lead Nurse for Quality and Patient Experience) and Debbie Drew (Head of Human Resources Corporate) Page
More informationDiversity and Inclusion Policy
Diversity and Inclusion Policy Version: 3 April 2017 Document Control Purpose iselect is committed to its goal of fostering an inclusive and equitable work environment for all of its people. This policy
More informationEquality Action Plan Update December 2016
SCOTTISH RUGBY UNION Action Plan 2014-2016 Action Plan Update December 2016 Scottish Rugby s Action Plan 2014-16 set out the Goals, Actions and Performance Indicators Scottish Rugby sought to achieve over
More informationCENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST. Board of Directors Monday 14 th November Workforce Performance Mid-Year Report
CENTRAL MANCHESTER UNIVERSITY HOSPITALS NHS FOUNDATION TRUST Board of Directors Monday 14 th November 2016 Workforce Performance Mid-Year Report Purpose of Report To provide the Board of Directors with
More informationNHSGGC EQUAL PAY STATEMENT: APRIL Introduction
NHSGGC EQUAL PAY STATEMENT: APRIL 2017 Introduction The Equality Act 2010 requires all public sector organisations to audit the pay rates of all employees, to identify any gaps between men and women and
More informationFIXED TERM CONTRACT POLICY. Recruitment and Selection Policy Secondment Policy. Employment Policy. Officer / CSP
FIXED TERM CONTRACT POLICY Reference No: UHB 173 Version No: 2 Previous Trust / LHB Ref No: T 297 Documents to read alongside this Policy Recruitment and Selection Policy Secondment Policy Redeployment
More informationLIVERPOOL HEART AND CHEST HOSPITAL EQUALITY AND INCLUSION STRATEGY
LIVERPOOL HEART AND CHEST HOSPITAL EQUALITY AND INCLUSION STRATEGY 2015-2018 1 Contents 1. Executive Summary 3 2. Background.. 4 3. Introduction. 4 4. External Picture 5 5. Our Internal Picture.. 6 6.
More informationWorkforce Race Equality Standard 2017
Workforce Race Equality Standard July Introduction The purpose of this report is to provide the key findings for The Royal Marsden in relation to the Workforce Race Equality Standard (WRES) in. The Equality,
More informationTrust Board Meeting. 2 July 2015
Trust Board Meeting 2 July Paper Reference: TB(15-16) 99 Report Title: Executive Summary: Action Required: Link to Strategic Objectives: Risks: Quality Impact: Resource Implications: Legal/Regulatory Implications:
More informationAccessible Information Standards (AIS)
Equality and Diversity Quarterly Assurance Report For submission to: Equality and Diversity Business Partner GM Shared Services (Oldham CCG) November 2016 Progress on implementing: Workforce Race Equality
More informationPublic Sector Equality Duty. Annual Workforce Equality Monitoring Report. Heart of England NHS Foundation Trust
Public Sector Equality Duty Annual Workforce Equality Monitoring Report Heart of England NHS Foundation Trust 2017 1 Contents Page Number: Executive Summary 3 Aims of the Report 3 1. Equality Duty and
More informationEquality and Diversity Policy
Equality and Diversity Policy 1. Introduction Stanmore College is committed to an Equality and Diversity Policy which meets the requirements of the Equality Act 2010 and aims to provide equality of opportunity
More informationPublic Sector Equality Duty
Public Sector Equality Duty Annual Workforce Equality Monitoring Report; January 2015 Salford Royal NHS Foundation Trust Page 1 Executive Summary Each public sector organisation is required by the specific
More informationEquality Workforce Monitoring Annual Report
Equality Workforce Monitoring Annual Report 217 Commissioned by: Claire Hartland HR Business Manager March 217 Report Produced by: Nathalie Likutu Workforce Planning Department Workforce Monitoring 216
More informationSTOCKPORT WOMENS AID EQUAL OPPORTUNTIES & ANTI-DISCRIMINATORY PRACTICE
STOCKPORT WOMENS AID EQUAL OPPORTUNTIES & ANTI-DISCRIMINATORY PRACTICE PURPOSE: To set out the approach of Stockport Women s Aid in relation to ensuring equality of opportunity for staff and service users
More informationEquality in our Workforce Annual Workforce Report 2013
Avon and Wiltshire Mental Health Partnership NHS Trust Equality in our Workforce Annual Workforce Report 2013 The Annual Workforce Report includes the following: 1. Introduction 2. Equality Information
More informationSingle Equality Scheme and Action Plan
Single Equality Scheme and Action Plan 2009-2012 To create the right conditions for our staff to put our patients needs at the heart of everything we do Contents Page Chapter Contents Page 1. Introduction
More informationEquality Impact Assessment of the
Equality Impact Assessment of the Policy for the Sponsorship of Activities and Joint Working by the Pharmaceutical Industry (including rebate schemes) Version no. 1.1 Status Author Rachel Britton Approver
More informationDepartment HR Operations. Approved by Pay and Reward Sub Group. Approval and Review Process Workforce & Organisational Development Committee
Document Control Title Job Evaluation Policy Author s job title HR Manager Directorate Workforce Development Date Version Issued 0.1 May 2013 Status Draft Department HR Operations 0.2 Sept 2013 Final 0.3
More informationPROTOCOL Recruitment and Selection of Police Staff. Number: C 0501 Date Published: 15 January 2015
1.0 Summary of Changes This protocol has been amended within section 2.0 to state that Essex Police are committed, with partners, to protecting children, young people and vulnerable adults, and to give
More informationBelfast Health and Social Care Trust (BHSCT) Personal and Public Involvement (PPI) Monitoring Report September 2017
Belfast Health and Social Care Trust (BHSCT) Personal and Public Involvement (PPI) Monitoring Report September 2017 Prepared by Martin Quinn and Claire Fordyce, PHA 1 Contents Introduction...... 3 Rationale
More informationEqual Pay Statement and Gender Pay Gap Information
Equal Pay Statement and Pay Gap Information April 2017 1 Accessibility If you would like this document in alternative formats such as Braille, large print, audio or in a language of your choice, please
More informationEQUAL OPPORTUNITIES POLICY
EQUAL OPPORTUNITIES POLICY POLICY STATEMENT The Scottish Federation of Housing Associations (SFHA) wishes to be seen as an exemplar in pursuing equality, to encourage high standards of practice among its
More informationEQUAL OPPORTUNITIES IN EMPLOYMENT POLICY & GUIDELINES
EQUAL OPPORTUNITIES IN EMPLOYMENT POLICY & GUIDELINES Date policy reviewed: November 2016 Date approved by the Board: February 2017 Person responsible for this policy: CEO/Board VERSION 1.0 Introduction
More informationEquality & Diversity Policy
Equality & Diversity Policy Version: 1.0 Name of policy writer: Barry South Date Written: April 2017 Last Updated Approved by Trustees: 1. Purpose The aim of this policy is to confirm the Trust s commitment
More informationRoyal National Hospital for Rheumatic Diseases NHS Foundation Trust. Equal Opportunities in Employment
Royal National Hospital for Rheumatic Diseases NHS Foundation Trust T 01225 465941 F 01225 421202 E info@rnhrd.nhs.uk W www.rnhrd.nhs.uk Royal National Hospital for Rheumatic Diseases NHS Foundation Trust,
More information1. Staff Governance. Staff Governance Self Assessment
Scottish Ambulance Service Board Human Resources Directorate Activity Report Shirley Rogers, Director of Human Resources and Clinical Development 30 th January 2008 1. Staff Governance Staff Governance
More informationCOMMUNITY FIRST RESPONDER APPLICATION FORM
www.nhs.uk/jobs COMMUNITY FIRST RESPONDER APPLICATION FORM APPLICATION PART A Department Community First Responder Voluntary Personal Details * Surname/Family Name * First Names Name in which you are registered
More informationformats orequest, on including request, including Braille and audio formats.
Policy Title: Policy Manual Section: Policy Number: Scottish Social Housing Charter Outcomes and Standards Recruitment and Selection Governance G27 1. Equalities 2. Communication 3. Participation Equality
More informationFinance and Business Diversity Action Plan April 2015-March 2016
Finance and Business Diversity Action Plan April 2015-March 2016 Introduction BBC Finance and Operations is a division made up of around 1,800 staff following an organisational restructure who are based
More informationEMPLOYEE CAPABILITY POLICY & PROCEDURE
EMPLOYEE CAPABILITY POLICY & PROCEDURE Responsible Director Approved By Equality Assessed: Director of HR Area Partnership Forum We are working to ensure that no-one is treated in an unlawful and discriminatory
More informationa. race or racial group (including colour, nationality and ethnic or national origins),
GULLANDS EQUALITY AND DIVERSITY POLICY A. Our commitment the firm is committed to eliminating discrimination and promoting equality and diversity in our own policies, practices and procedures and in those
More informationDOCUMENT CONTROL PAGE. Health and Safety Policy Statement
Review Circulation Application Ratification Originator or modifier Minor Amendment Supersedes Title DOCUMENT CONTROL PAGE Title: Health and Safety Policy Statement Version: 5.0 Reference Number: HSP 1
More informationRoadtests To view feedback from three road tests of the previous version of the competences, please click on the following links:
Introduction Engaging Communities Learning Network During 2003/2004 year the ECLN funded competence development for engaging communities (in cooperation with CHI and the DH) which then went on to be road
More informationContents. 1. Introduction. 2. Policy context. 3. Strategic context. 4. The BAFA equality and diversity vision. 5. Actions
Contents 1. Introduction 2. Policy context 3. Strategic context 4. The BAFA equality and diversity vision 5. Actions 6. Discrimination, harassment and victimisation 7. Responsibility and implementation
More informationEssex Partnership University NHS Foundation Trust. Operational Plan Summary 2017/18 & 2018/19
Essex Partnership University NHS Foundation Trust Operational Plan Summary 2017/18 & 2018/19 1 Contents Page Introduction 3 Quality 5 Workforce 7 Finance 8 Partnership Working 9 2 Introduction Essex Partnership
More informationWorkforce Equality Information Report. January 2012
Workforce Equality Information Report 1.0 Introduction Norfolk Community Health and Care NHS Trust is a public authority under the terms of the Equality Act 2010, the Trust has a legal duty to promote
More informationEQUALITY AND DIVERSITY POLICY
POLICIES AND PROCEDURES PP6 EQUALITY AND DIVERSITY POLICY Approved by Version Issue Date Review Date Contact Person Trust Board Sept 2003 Three 01/03/2009 01/03/2011 Head of Personnel Equal Opportunities:
More informationCrossfields Institute Recruitment Policy. 1. Introduction
Crossfields Institute Recruitment Policy 1. Introduction This policy is intended to provide guidance to members of staff involved in the recruitment processes within Crossfields Institute. This policy
More informationOHSU Healthcare Diversity and Inclusion Strategic Plan FY 2011
OHSU Healthcare Diversity and Inclusion Strategic Plan FY 2011 Background OHSU Healthcare believes ethnic, gender, religious, linguistic, socioeconomic and other cultural differences add to the tapestry
More informationEquality, Diversity & Inclusion Strategy
Equality, Diversity & Inclusion Strategy (2016-2020) Promoting Equality Respecting Diversity Embedding Inclusion Trust Housing Association www.trustha.org.uk 0131 444 1200 trust_housing trust housing Equality,
More informationAnnual Leave Policy (Non-Medical Staff)
Annual Leave Policy (Non-Medical Staff) Controlled document This document is uncontrolled when downloaded or printed. Reference number Version 2 Author & Job Title Ratified by HR042 Date ratified May 2015
More informationEquality and Diversity Policy
Equality and Diversity Policy working together to improve the quality of life of everyone in South Lanarkshire. Contents Foreword Page 4 1 Introduction Page 5 2 Policy statement Page 6 Vision Page 7 Policy
More informationEquality and Diversity Policy. Policy Owner: Executive Director of Corporate Services
Equality and Diversity Policy Policy Owner: Executive Director of Corporate Services Policy Control Policy Level - Regulatory / Operational Policy Reference CorServ/OD/001/2014 (Corp) Link to Strategy
More informationEquality and Diversity Policy
Equality and Diversity Policy 1.0 PRINCIPLES ON WHICH THIS POLICY IS BASED: It is our belief that the Academy should be free of discrimination, harassment or victimisation on the grounds of race, gender,
More informationAnnual Workforce Equality Monitoring Report
Annual Workforce Equality Monitoring Report 2011-2012 Contents Introduction 4 Purpose 5 Staff in post 6 Applicants for Employment 8 Applicants for Flexible Working 12 Maternity Leave 13 Paternity Leave
More informationAnnual Workforce Equality Monitoring Report
Annual Workforce Equality Monitoring Report April 2012 - March 2013 Contents Introduction 2 Purpose 3-4 Staff in Post 5-7 Applicants for Employment 8-11 Applicants for Flexible Working 12 Maternity Leave
More informationEQUALITY AND DIVERSITY POLICY
EQUALITY AND DIVERSITY POLICY All reference to personnel includes both paid employees and volunteers. Anglia Care Trust is committed to eliminating discrimination and encouraging diversity amongst our
More informationNCHA Equality and Diversity Strategy February 2012
NCHA Equality and Diversity Strategy February 2012 Diversity Supporting NCHA 1 EQUALITY AND DIVERSITY STRATEGY RESPONSIBLE DIRECTOR: CHIEF EXECUTIVE RESPONSIBLE OFFICER: HUMAN RESOURCES MANAGER LAST UPDATE:
More informationReview of Equality and Diversity including WRES and Action Plan for Workforce Race Equality Standard (WRES) ACTIONS FOR
Review of Equality and Diversity including WRES and Action Plan for 2017-22 Workforce Race Equality Standard (WRES) ACTIONS FOR 2017-22 WRES Indicator Workforce analysis 2016-17 WRES Action Equalities
More informationEQUALITY & DIVERSITY POLICY
EQUALITY & DIVERSITY POLICY Responsible Senior Manager: Vice Principal Business Services & People Equality Impact Assessed: August 2016 Corporation Approved: December 2016 Related Policies: Teaching and
More informationSunshine Health Cultural Competency Plan
Sunshine Health 2017 Cultural Competency Plan Applies to the following product lines: Medicaid, Child Welfare, Long Term Care Healthy Kids, Medicare Advantage (D-SNP & MAPD) and Ambetter December 2017
More informationRecruitment policy. The Chapter of York s recruitment practices follow the Church of England s Safer Recruitment Practice Guidance.
Recruitment policy This policy is for existing and prospective employees and volunteers and for the selection of contractors for contracts for services. Use this policy to Understand the Chapter of York
More informationTEMPORARY PROMOTION POLICY. February 2015
February 2015 Authorship: Reviewing Committee: YHCS Workforce Team Joint Trade Union Partnership Forum Date: 25 th February 2015 Approval Body Senior Management Team Approved date: 7 th April 2015 Review
More informationEQUAL OPPORTUNITIES EVALUATION REPORT
EQUAL OPPORTUNITIES EVALUATION REPORT During the year 2011, Marjan Television Network (MTN) demonstrated its on going commitment to Equal Opportunities in the work place. Set out below is an evaluation
More information1. Equality Impact Analysis
RECRUITMENT AND SELECTION POLICY HaRD 038 EQUALITY IMPACT ANALYSIS 1. Equality Impact Analysis Policy / Project / Function: Date of Analysis: This Equality Impact Analysis was completed by: (Name and Department)
More information