Our Approach to Equality and Diversity
Bolton FT is committed to providing first class responsive services ensuring all patients, carers, volunteers, and employees receive fair and equal treatment throughout their care and employment and are treated with respect and dignity regardless of differences. We will deliver high quality, patient centred accessible services and as an employer provide a positive, inclusive and fair workplace culture free from discrimination. Our staff will ensure they are consciously inclusive in their day to day practice and interactions with our diverse patients and teams removing inequality in the provision of both health services and employment practices.
- Equality is the framework that enables opportunity, access, participation and contribution that is fair and inclusive through meeting the specific needs of people
- Diversity is valuing differences within and between groups of people
- Inclusion is Developing a sense of belonging, of feeling respected and valued for who you are.
The following sections details our legal, contractual and regulatory requirements and how these are being met.
The Equality Act 2010
In line with the Equality Act 2010, there is a duty for all public bodies to consider how their decisions and activities as a service provider and employer affect people who share different protected characteristics covering:
- Marriage and Civil Partnership
- Pregnancy and Maternity
- Race, including ethnic or national origins, colour or nationality
- Religion or belief
- Sexual orientation
Public Sector Equality Duty
The Equality Act 2020 is made up of a general duty and specific duties which places various duties on the Trust to comply with. The general duty has three aims and requires us to have due regard to the need to:
- Eliminate unlawful discrimination, harassment and victimization and other conduct prohibited under the Act.
- Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it.
- Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The specific duties require the Trust to publish details of how the trust is meeting the above duties, publish equality objectives and demonstrate inclusive decision making. Our annual Equality compliance reports documents progress made in relation to the commitment and compliance to equality and inclusion and profiles our patients and employees highlighting areas of focus in the preceding year as our equality objectives.
Equality Delivery System
The Trust utilises the Equality Delivery System 2 as a performance improvement framework to deliver and monitor our progress against our statutory requirements. The Trust has evolved its approach to its deliver and has moved from a service wide to an organisational wide focus. From April 2015, NHS providers have been expected to use EDS2 to help them improve their equality performance for patients, communities and staff, as well as helping them to meet the Public Sector Equality Duty. The EDS2 has four goals which are:
- Better health outcomes
- Improved patient access and experience
- A representative and supportive workforce
- Inclusive leadership
We will continue to work with our stakeholder to review our performance and identify areas for improvement
- Workforce Equality Delivery System Toolkit 2018 [676kb] PDF
- The Equality Delivery System 2017 [227kb] PDF
- A refreshed Equality Delivery System for the NHS [1.06mb] PDF
Workforce Race Equality Standard
First introduced in April 2015 it aims to ensure employees from Black and Minority Ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. It requires the Trust to demonstrate progress against nine standard indicators specifically focused at race equality through the collection, analysis and use of workforce data to address any underrepresentation, poor treatment or unequal opportunities. Workforce WRES and WDES 2020 [152kb] PDF Workforce WDI – WRES WDES – July 2019 Board [425kb] PDF Workforce Race Equality Standard 2018 [385kb] PDF Workforce Race Equality Standard Action Plan 2018-19 [28kb] PDF Workforce Race Equality Standard Template 2018 [579kb] PDF WRES reporting template 2017 [583kb] PDF WRES action plan 2016/17 [118kb] PDF WRES reporting template 2016/17 [580kb] PDF WRES reporting template 2015 [265kb] PDF
Workforce Disability Equality Standard (WDES)
NHS Workforce Disability Equality Standard (WDES) came into force on 1 April 2019 and is a set of specific measures (metrics) that enables the Trust to compare the experiences of disabled and non-disabled staff. It supports positive change for existing employees, and enables a more inclusive environment for our employees. The information is used to develop a local action plan. We will work in collaboration with our employees to identify improvements required More information about the WDES can be found on the NHS England website: https://www.england.nhs.uk/about/equality/equality-hub/wdes/ Workforce WRES and WDES 2020 [152kb] PDF Workforce WDI – WRES WDES – July 2019 Board [425kb] PDF
Gender Pay Gap
On March 2018 the Trust published its first report. The mandatory gender pay gap analysis requires us to report workforce data across gender and pay bands and develop an action plan to address any gaps or over/under representation. Gender Pay Gap Report April 2018 to March 2019 [518kb] PDF The information has also been submitted to the Governments Gender Pay Gap reporting portal (click here for full document) and will be monitored through our workforce governance structure.
Equality Impact Assessment
EIAs are a tool which help us to understand how our policies, practices and service provision impact on people, positively and negatively, and put actions in place to remove or remove any disadvantage. They help us to identify any further actions that need to be taken against all protected groups and patients and employees. EIAs are integrated and used in policy making and service development activities and through records are kept.
Supporting Access, Information and Communications Needs
The Trust offers interpretation services to patients whose first language is not English including face to face language interpreters, telephone language interpreters, British Sign Language (BSL) and Lip Speakers. All our written information is available in different languages and formats upon request. Wheelchairs and portable hearing loops are also available across our premises. If you have any specific needs please notify the relevant department. The Trust is committed to continually improving access to our services and experiences of using our services. The Trust is currently working to meet the requirements of the mandated Accessible Information Standard to ensure we can more effectively identity, flag, record, share and meet the information and communication needs of people who have a disability, impairment or sensory loss.