Embracing Equality and Diversity Single Equality Strategy · Embracing Equality and Diversity...
1 NHS Shetland Embracing Equality and Diversity Single Equality Strategy Introduction This Single Equality Strategy is NHS Shetland’s (hereafter referred to as the Board) response to how we will meet our statutory general and specific duties in relation to race, disability and gender equality and extend them to include the other equality areas – age, religion or belief and sexual orientation. It reflects the way in which we will build upon the work already begun through our previous race, disability and gender equality schemes as we continue to work towards fulfilling our moral, social and legal obligations to put equality at the heart of everything we do. This document is available in other formats and languages upon request. Purpose The purpose of our strategy is to create a cohesive approach to embed “ensuring equality and valuing diversity” into the day-to-day work of the Board and all its staff. To do this we will review the governance, planning and service delivery processes of NHS Shetland. It is a high level document that describes the principles and ethos of how we will work to mainstream and embed equality and diversity into all our work. It does not, nor is it intended to, describe in detail the work that is taking place within the Board across each equality strand. Our separate equality schemes for Race, Disability and Gender 1 set 1 Our Race, Disability and Gender Equality Schemes are available on our website www.shb.scot.nhs.uk/
Embracing Equality and Diversity Single Equality Strategy · Embracing Equality and Diversity Single Equality Strategy Introduction This Single Equality Strategy is NHS Shetland’s
Text of Embracing Equality and Diversity Single Equality Strategy · Embracing Equality and Diversity...
Embracing Equality and Diversity Single Equality Strategy
Introduction This Single Equality Strategy is NHS Shetland’s (hereafter referred to as the Board) response to how we will meet our statutory general and specific duties in relation to race, disability and gender equality and extend them to include the other equality areas – age, religion or belief and sexual orientation. It reflects the way in which we will build upon the work already begun through our previous race, disability and gender equality schemes as we continue to work towards fulfilling our moral, social and legal obligations to put equality at the heart of everything we do. This document is available in other formats and languages upon request. Purpose The purpose of our strategy is to create a cohesive approach to embed “ensuring equality and valuing diversity” into the day-to-day work of the Board and all its staff. To do this we will review the governance, planning and service delivery processes of NHS Shetland. It is a high level document that describes the principles and ethos of how we will work to mainstream and embed equality and diversity into all our work. It does not, nor is it intended to, describe in detail the work that is taking place within the Board across each equality strand. Our separate equality schemes for Race, Disability and Gender1 set 1 Our Race, Disability and Gender Equality Schemes are available on our website www.shb.scot.nhs.uk/
out specific action plans in relation to these areas and our Annual Equalities Monitoring Report details the progress made on each and also in the areas of sexual orientation, age and religion or belief. Our values The Board: Understands that diversity embraces cultures, faith (and no
faith), disability, race, ethnicity, gender, age, sexual orientation, and all the ways in which we differ as individuals.
Recognises the diversity of our patients and client groups and its
importance in improving their health and well-being.
Uses our influence and resource to make a difference to the life,
opportunities and health of our community, especially those that may be disadvantaged.
Values the diversity of our staff by creating a great place to work
that recognises and develops the contribution of everyone, at whatever level, in whatever role.
Our Patients: Our Leaders: Our Staff: Should expect nothing but the best
Will be champions of diversity
Recognise that diversity within the Board brings benefits to all
Will receive culturally appropriate healthcare of the highest quality, with cognisance of their requirements and needs in its delivery
Will create a workforce that is valued and which will reflect our ever changing community
Appreciate the importance of living with the values of inclusiveness and openness by taking responsibility for own actions, underpinned by the principles contained within the Staff Governance Standard
Will be partners with the Board in discussing from inception about how diversity and equality issues affect their health and healthcare
Ensure that they and all our staff (including all contractor and third party deliverers of care) receive appropriate training and education on equality and diversity and how it impacts within specific areas/roles for staff
Will undertake and understand how they as individuals, their teams, their departments all have a role to play in mainstreaming equality and diversity in all its forms and in its widest sense.
Will be provided with information in the most understandable way and have the use of advocacy, interpretation and translation services.
Embed diversity in all our activities and accountability arrangements
Understand the need for co-operative working and mutual respect across the Board and with partner agencies
Are appreciated for their feedback and complaints, as any learnings from these will be used to enhance/improve the quality of services provided
Consult our staff, patients and partner agencies, including voluntary agencies, on diversity plans that support the delivery of an inclusive society
Treat all with dignity and respect, expecting the same in return, knowing that they are empowered and will be supported in challenging any inappropriate behaviour.
Foreword We have great pleasure in publishing the Board’s first Single Equality Strategy to outline our longstanding commitment to ensuring that our services and employment practices are fair, accessible and appropriate for the diverse patient community we serve and the workforce we employ. We aim high to deliver excellence in all we do and recognise that the effective promotion and implementation of the Single Equality Strategy will play an essential part in helping to modernise the health service we provide. The Single Equality Strategy aims to: • Work with diverse voluntary, patient and other NHS and public
bodies, along with the local community in the development, implementation, review and refinement of action plans to deliver improvements in our healthcare service
• Create a working environment where all staff are treated with professionalism, dignity and respect and are able to deliver and develop to the best of their ability without having to face discrimination nor harassment
• Meet the legislative and policy drivers incumbent upon the Board and ensure that equality and fairness are embedded in all areas of service deliver, planning and employment.
This strategy explains how the Board plans to continue to meet its statutory duties to promote race, disability and gender equality. It will also act as a framework for compliance with other legislative and policy guidance outlawing discrimination on the grounds of age, belief or sexual orientation. The principles of equality and fair treatment for all are therefore to be the basis for every aspect of the Board’s business. Leadership and commitment at all levels are central to the success of the Strategy. As Chairman, Chief Executive, Employee Director and Director of Human Resources of NHS Shetland, it is our duty and that of the Board to implement this Strategy successfully.
This strategy is very much a living document and we seek and welcome the views of interested stakeholders as part of feedback and to influence its development over time. Betty Fullerton Sandra Laurenson Chairman Chief Executive Lynda Smith Lorraine Hall Employee Director Director of Human Resources
Introduction What is Equality and Diversity? Equality is about treating individuals fairly, supported by legislation designed to address unfair discrimination. Diversity is about the recognition and valuing of difference for the benefit of the organisation and the individual. Equality and diversity are not interchangeable, but are dependent. There is no equality of opportunity if difference is not recognised and valued. “Equality and diversity” has become the umbrella term for considering groups of people who do not enjoy equality of access or equality of opportunity. In the context of the NHS this is for health and health care services. Much of this has been the result of information and research, which has shown the extent of disadvantage and discrimination. As a result, specific understanding, support and interventions are required to ensure any individual is not disadvantaged in relation to others. The range of equality target groups has progressively increased, partly with increased knowledge of health outcomes and partly with greater recognition and representation of potentially disadvantaged groups. As a result this now includes everyone in society. This universality increases, rather than deceases, the importance of the equality and diversity agenda. What it means is that any people may be disadvantaged, in some way, in relation to achieving health and accessing health services. Clearly some people are more subject to disadvantage and discrimination than others. Some particular aspects and areas of disadvantage and discrimination are addressed by legislation. This includes the requirement to prepare Equality Schemes in relation to Race, Disability and Gender. This strategy addresses the wider context of seeking to ensure that all people are understood, respected and treated as individuals. If they have particular needs or preferences as a result of ethnicity, gender, disability, sexual orientation, age, religion or belief, or life circumstances. Also, importantly, nobody should be labelled or categorised by their disability, ethnicity, gender, sexual orientation, age religion or belief or life circumstances.
Single Equality Strategy Principles The principles underpinning our Strategy are to:
• Ensure that consideration of equality issues is the mainstream of policy and day-to-day practice across the Board;
• Meet the current equality duties in respect of Race, Disability and Gender;
• Provide a framework for a co-ordinated approach to meet our legal requirements with regard to Age, Religion or Belief and Sexual Orientation;
• Integrate with the Board’s values especially the need to treat all people with respect;
• Identify and address the Board’s policies and practices to ensure that there is no unintentional discrimination;
• Challenge discrimination against people who work for us, with us or use our services;
• Ensure equality of access to services, and through effective review, deliver better, more appropriate targeted services for diverse patient groups and individuals;
• Reduce health inequalities and improve health outcomes for patients;
• Raise staff awareness and understanding of these issues and what their role is ensuring that all individuals are treated with dignity and respect in relation to their needs.
The Single Equality Scheme for the Board The Single Equality Scheme has three purposes for the Board:
1. It ensures that we provide equality of access to services for patients and an environment in which their dignity, individuality and preferences are respected and their needs met thus enabling them to achieve maximum recovery and optimum independence.
2. It clearly sets out our Corporate vision and invites our
stakeholders to provide us with feedback on our performance against our published goals
3. It provides a framework for mangers and staff to ensure that
current and potential employees are treated with dignity, respect and fairness regardless of their background.
Policy Context and Statutory Requirements The equality and diversity agenda, as a specific focus, was developed in the then Scottish Executive Health Department (SEHD) (now Scottish Government) policy “Fair for All” (2002). This was based on the founding principle of the NHS that everyone is entitled to fair access to healthcare. As policy, it initially related to meeting the needs of ethnic minorities and was aligned to the requirement to prepare and implement a Race Equality Scheme. To date the Equality and Diversity agenda has developed, along with legislation to protect, prevent discrimination, and accord rights including:
• Race - The Race Relations (Amendment) Act 2000 • Faith - The Employment Equality (Religion or Belief)
Regulations 2003 • Sexual Orientation - The Employment Equality (Sexual
Orientation) Regulations 2003 • Age - Employment Equality (Age) Regulations 2006 • Gender – The Sex Discrimination Act 1975 and the Equal Pay
Act 1970. The Gender Duty 2007
• Disability - The Disability Discrimination Act 1995 and The Disability Discrimination (Public Authorities)(Statutory Duties)(Scotland) Regulations 2005
• and The Equality Act 2006 both apply from 2007. As well as statutory requirements and rights for both patients/users of services and employees Scottish Government policy has identified “Equality Target Groups” to make sure that, as far as possible, any negative consequences of policies and functions are eliminated or minimised, and that opportunities for promoting equality are maximised. The target groups are:
• Minority ethnic communities (including gypsy/travellers, refugees and asylum seekers)
• Women and men • Religious/faith groups • Disabled people • Older people, children and young people • The lesbian, gay, bisexual and transgender community – this
can be individuals and communities to cover the lack of community/scene in Shetland
A limitation on the current national policy and legislative framework is that it has a significant emphasis on preventing discrimination. The positive elements – to create opportunities, to promote, to enable – are encouraging and aspirational but require to be translated into practical processes and actions that impact on how services are provided. A further dimension to the local context for equality is the decision of NHS Shetland to incorporate geographic and economic considerations, in addition to the above. The importance given to this by the Board is indicated by the following being one of its eight corporate objectives;
“To ensure we treat all patients, members of the public, NHS staff and staff of partner organisations equally and fairly, regardless of their race, age, gender, disability, sexual orientation, location or income.”
NHS Shetland’s Strategy This strategy builds on the considerable work to date and provides a patient/user focus and philosophy upon which the future development and review of services will be based. Importantly, it also provides a basis for the continuing development of professional practice and organisational systems and processes. There is a wide range of specialist knowledge involved in understanding the complex range of needs and preferences that enable individuals to access and benefit from services equally. Some groups have specific health needs. Others are unable to make effective use of services, whether due to cultural, social or communication reasons or due to other factors including prejudices and assumptions of others. The thrust and emphasis of this strategy is to incorporate the processes of seeking to ensure equality and diversity into all aspects of;
• Planning, designing and redesigning services • Identification of individual needs • Involving patients, partners and carers • Recording and communication of patients needs
All staff are expected to involve the patient or client group in planning their care and, as part of this, identifying their individual needs and preferences. If there are any specific needs resulting from age, disability, gender, ethnicity, sexual orientation or belief system or any other issue it is the responsibility of the assessor to ask and clarify these with the patient. It is clearly inappropriate for staff to presume the needs of a patient simply because they, for example, have a disability, or are from a different ethnic background. These may, however, be indicators that they do have particular needs or preferences, or indeed that they have difficulty in gaining the same level of access to, or benefit from, services as others. Our philosophy is based on respect for each person as an individual and a considered and sensitive assessment (relevant to the contact) of their needs, preferences and abilities. This applies equally whether the member of staff is the receptionist or the consultant In the situation of employing and managing staff the same general principle applies. Recruiting, supporting, developing and managing
staff is based solely on the requirements of the job and the required, and necessary, competencies being exhibited. In the situations of both caring for patients, and working with staff, some specialist knowledge is required to avoid inappropriate and unlawful discrimination. However, adherence to good professional practice is the basis for the development of high quality clinical care, and for good employment and management practice Promoting equality and diversity is a challenging issue - it can only be achieved by understanding and valuing the differences, strengths and limitations of individuals and responding to them positively. Where differences give rise to particular needs and preferences these may either be established with the help of the individual or may require reference to specialist sources of information. However, specialist knowledge is only one aspect of the ability to understand, respect and meet people’s needs. Prejudices, assumptions and the inability to communicate effectively are major causes of people not receiving the health care they have a right to receive. These are key areas for ensuring positive attitudes and appropriate skills. The conclusion, from considering all the “equality strands” listed above, is clearly that this is not a strategy applicable only to some of the population but to all individuals and groups that make up the complexity and diversity that is the community we serve. The commitments to deliver the Equality and Diversity Strategy
• All the people of Shetland, and visitors requiring health services, will be treated as individuals whose needs, preferences and abilities are be identified and met, as far as possible.
• Potential barriers to any individual, or group of individuals, achieving equal access to services will be identified at health needs assessment, planning, design and delivery of services and addressed.
• Development and review of organisational processes and systems of care will ensure that needs and preferences for each individual coming into contact with the services can be identified and incorporated in referral and recording systems to communicate needs etc and facilitate consistency of care.
• Staff development will reflect this strategy in all aspects of training for all staff. Also identifying specialist knowledge where
necessary for their day-to-day practice and developing sources of specialist knowledge, for staff to refer to, as required.
• Management and recruitment of staff will reflect professional best practice and legislative requirements
• Organisational governance processes will align and incorporate equality objectives, ensuring equality and valuing diversity is part of the mainstream of planning, involvement, staffing and delivery of services, with corresponding reporting and accountability.
Implementation of the Strategy The philosophy, commitments and requirements of this strategy impact on a wide range of processes and practices, and on many aspects of how services are planned and delivered. Our Action plan describes how we have translated our values into actions and outcomes that we can self measure and be measured upon in a transparent and meaningful way. Involvement and Consultation We recognise the importance of consultation in all aspects of the development, implementation and evaluation of our action plan. In cases where there are no locally established groups that represent the interests of a particular equality strand; or where numbers within the local population are small, or individuals are reluctant to be involved and consulted; we will establish links with national groups in order to ensure meaningful involvement and consultation, e.g., we are part of Stonewall’s Diversity Champions group and will use this forum to ensure that we include the views and opinions of gay and lesbian people on issues that affect them. Our Commitment
• The Board welcomes diversity in all its forms. • The Board and its recognised trade unions are committed to
building an environment and workforce characterised by dignity and mutual respect in which diversity is valued and whose diversity reflects the community we serve
• Equality of opportunity means that in promoting diversity we aim to ensure that each person’s individuality is viewed positively and, there is recognition that everyone is different, valuing the
unique contribution that individual experience, knowledge and skills can make
• NHS Shetland will act as a model employer of choice and be a leader in good employment practice. Everyone who works in the NHS, or applies to work in the NHS, should be treated and valued equally. All conditions of service and those who work in it, regardless of age, disability, gender, race, nationality, ethnic or national origin, religion beliefs, sexual orientation, domestic circumstances, gender reassignment, political affiliation or trade union membership.
• We are committed to developing and embedding a culture in which all forms of discrimination are considered unacceptable ensuring that:
• Medical need and patients’ wishes are the priorities in determining equality of access to care
• There is equality of opportunity for staff to develop to the best of their ability.
Meeting our specific duties as an employer Employment duties contained in equalities legislation require the Board to monitor a range of workforce data. We will meet this duty by continuing to prepare a six monthly report for our local partnership forum (meeting of management and trade union representatives), that details not only the activity but the evaluation of data across the various requirements and will provide an annual update for the Board as part of the Equality and Diversity Annual report in March of each year. We will discuss any issues that arise and put in place processes that improve what we do. We will do this in an open and transparent manner, with the ethos on learning from what we do well. Assessment of the relevance of functions, policies, processes and strategies All public bodies are required to state those existing functions and policies, or proposed policies which, it has assessed as relevant to its performance of the general duty to promote equality. These are appended to our action plan. Equality Impact Assessments It is a legal requirement to conduct impact assessments for function and policies assessed as highly relevant to the general duty to
promote equality. The Board has taken this one step further and made it compulsory for all review of existing document and all new documents to be impact assessed. The results of these impact assessments are made available attached to the relevant policy, procedures, process or strategy on the Board’s external and internal websites. Public Access to Information and Services The Board is committed to promoting equality and ensuring that policies and services are accessible and understandable to the public. To this end we have introduced an Accessible Information Strategy2, following the Scottish Accessible Information Forum best practice guidelines. Publishing the Strategy The strategy and action plan will be published and circulated both internally and externally. The strategy will be placed on the Board’s external website and provided to members of the public upon request. Obtaining a copy of the Strategy To obtain a hard copy of the strategy or to access it in a different format or language please contact: Carolyn Hand Corporate Services Manager Board Headquarters Brevik House South Road LERWICK Shetland ZE1 0TG e-mail: [email protected]
2 Available on our website www.shb.scot.nhs.uk/
Feedback Please direct your feedback and comments on our Single Equality Strategy to: Lorraine Hall Director of Human Resources Board Headquarters Brevik House South Road LERWICK Shetland ZE1 0TG e-mail: [email protected] We will use it to shape and develop our work in delivering equality and embracing diversity.
1. Rapid Impact Checklist
Which groups of the population do you think will be affected by this proposal? Other groups: • minority ethnic people (incl. gypsy/travellers, refugees & asylum
seekers) • women and men • people in religious/faith groups • disabled people
• older people, children and young people • lesbian, gay, bisexual and transgender people
• people of low income • people with mental health problems • homeless people • people involved in criminal justice system • staff
What positive and negative impacts do you think there may be? N.B. The word proposal is used below as shorthand for any policy, procedure, strategy or proposal that might be assessed. Which groups will be affected by these impacts? What impact will the proposal have on lifestyles? For example, will the changes affect: • Diet and nutrition? • Exercise and physical activity? • Substance use: tobacco, alcohol or drugs? • Risk taking behaviour? • Education and learning, or skills?
Increased understanding of patients and service users and their needs, gained through more efficient data collection processes, patient surveys and community involvement, will enable us to plan and tailor services to target particular concerns, e.g. health conditions known to be prevalent amongst particular groups/sections of the community
Will the proposal have any impact on the social environment? Things that might be affected include • Social status • Employment (paid or unpaid) • Social/family support • Stress • Income
Involvement and consultation initatives will help to increase understanding and relationships between groups.
Will the proposal have any impact on • Discrimination? • Equality of opportunity? • Relations between groups?
The strategy is designed to embed the principles of equality and diversity within the Board, eliminating discrimination, improving equality of opportunity and access both to services and employment across all sections of the community.
Will the proposal have an impact on the physical environment? For example, will there be impacts on: • Living conditions? • Working conditions? • Pollution or climate change? • Accidental injuries or public safety? • Transmission of infectious disease?
Equal access to healthcare and patient-centred care will improve individual health and wellbeing.
Will the proposal affect access to and experience of services? For example, • Health care • Transport • Social services • Housing services • Education
Sets out a coherent approach in working towards removing any real or perceived barriers in access to healthcare services for all sections to the community.
Rapid Impact Checklist: Summary Sheet
Positive Impacts (Note the groups affected) Equality issues are placed at the forefront of planning and decision-making processes within the Board. Barriers to access in service provision and employment are identified and eliminated. Adoption of a single strategy ensures that all equality areas are seen as equally important, lessening the possibility of ‘cross-strand’ discrimination
Negative Impacts (Note the groups affected) No evidence of any potential negative impacts on any group.
Additional Information and Evidence Required
From the outcome of the RIC, have negative impacts been identified for race or other equality groups? Has a full EQIA process been recommended? If not, why not?
Manager’s Signature: Date:
SINGLE EQUALITY STRATEGY ACTION PLAN 2008-2010
Key to Abbreviations DED = Disability Equality Duty RED = Race Equality Duty GED = Gender Equality Duty SO = Sexual Orientation DHR = Director of Human Resources SDM = Staff Development Manager DFin = Director of Finance CSM = Corporate Services Manager DCS = Director of Clinical Services DSI = Director of Service Improvement ADIS = Assistant Director of Service Improvement DPH = Director of Public Health HPM = Health Promotion Manager PCM = Primary Care Manager HCC = Head of Community Care ND = Nurse Director PFPI = Patient Focus Public Involvement
Strategic Aim 1: To ensure demonstrable leadership and governance across all Board functions of Service Improvement, Clinical Services, including Planning & Policy, Finance, Human Resources and Public Health, in relation to addressing inequalities and health, challenging discrimination and, prioritising and monitoring cultural change within and across functions. Objectives Action Lead
Accountability Support Timescale Legislative Applicability
1.1) To maximise responsibility for Corporate Directors in relation to equalities legislation - being visible and credible as a Leader in delivering the Strategic Aim
1.1.1)Corporate Directors to deliver against personal objectives in relation to equality and diversity agenda for their organisational areas. Directors can provide examples of how/where they have demonstrated positive leadership in this area – measured on cascading and delivering objectives and ensuring that all direct reports have measurable, outcome-focused objectives set for staff that will aid the delivery of positive behaviours.
All Corporate Directors including Chief Executive
1.1.2) Equality and
Diversity becomes a standing item on Staff Governance Committee agenda with updates from Corporate Directors on progress of embedding equality and diversity in their organisational areas.
All Corporate Directors
1.2) To ensure Corporate Frameworks for policy, planning and performance integrate the need for implementation of the Equalities Legislation
1.2.1) To maximise responsibility for Senior Operational Managers in relation to NHS Shetland Annual Planning Cycle and financial planning to encompass requirements of equalities legislation.
DHR and DFin 2008-2010
1.2.2) Corporate policy development to be taken forward within the context of addressing inequalities.
1.2.3) Equality proofing of existing performance indicators to be undertaken.
1.2.4) Development of performance indicators which reflect meaningful measures for the implementation of the single equality scheme
DHR SDM 2008-2009
1.3) All staff have understood how their work impacts on delivering equality and diversity principle
1.3.1) All staff under Agenda for Change to have a KSF Outline for their posts.
Process: DHR Implemen-tation: All Corporate Directors
1.3.2) All Staff under other employment contracts, including Executive Cohort, to have specific equality and diversity objectives agreed as part of the relevant job planning or appraisal process
Chief Executive Medical Director/Lead GP’s/Chief Administrative Dental Officer
1.3.3) Performance appraisal within the year will measure their understanding of their individual responsibilities in relation to equality and diversity.
Corporate Directors/ Heads of Dept
DHR & SDM
2008-2009 and ongoing
1.4) To monitor the embedding of equality and diversity across the organisation including changes to behaviour and culture
1.4.1) Personal objectives for Senior Operational Managers/HODs to include devolved responsibility for the embedding of equality and diversity in their areas.
All Corporate Directors
2008-2009 and ongoing
1.4.2) Annual progress reporting to NHS Board, Senior Management Team.
DHR All Directors
2008-2010 and ongoing
1.5) To ensure a process of continuous improvement in relation to the Single Equality Strategy
1.5.1) Production of Annual Report aggregating progress across the system.
All Directors/Local Diversity Task-force
Strategic Aim 2: To ensure ownership of and responsibility for implementation of the Equality Scheme across the Board, in line with Planning Cycle Objectives Action Lead
DED RED GED SO FAITH AGE 3.1) To build capacity across the organisation in terms of induction, training and learning, to develop an appropriate skills and knowledge base within all staff groups to facilitate understanding, and address discrimination and harassment across all equality strands
3.1.1) To inform all new staff of the organisations commitment to addressing discrimination and harassment.
SDM and HODs
3.1.2) To produce an implementation plan that identifies an appropriate training and development framework for all staff (i.e. clinicians, practitioners, managers, administration, ancillary and estates).
3.1.4) To ensure the Single Equality Strategy is communicated effectively to staff.
3.1.5) To disseminate guidelines on tackling inequalities across the organisation.
DHR Board 2008-2010
3.2) To improve the collection and analysis of data in relation to ethnicity, disability, gender and sexual orientation, in order to provide a sound basis for planning and service delivery, within the context of national development.
3.2.1) To review current arrangements for collection of equalities related data and bring forward a plan to address shortfall. 3.2.2) To establish routine collection and utilisation of sex, race, disability, gender, faith and sexual orientation disaggregated data in relation to clinical and organisational priorities within the Equality Scheme. 3.2.3) To ensure guidance is disseminated to enable staff to understand the need to collect these data and how to do so appropriately and sensitively. 3.2.4) To implement a delivery plan for the collection of routine data.
DSI All Directors DSI All Directors
2008-2009 2008-2010 2008-2009 2008-2009
3.3) To deliver improvements to ensure that NHS Shetland services are physically accessible to all in line with DDA requirements
3.31) To ensure implementation of phased 3 year programme for implementing changes to existing facilities in compliance with DDA requirements. 3.3.2) To ensure that developments of all new builds, and adaptations to existing facilities, are fully compliant with the requirements of the DDA
DSI and DCS Capital Projects Manager and Estates Manager
3.4) To ensure that the attraction, recruitment, support and retention of staff maximizes equality of opportunity
3.4.1) To analyse equalities monitoring data collected as part of recruitment processes in order to identify any potential inequalities or any stage of the process that may inadvertently disadvantage any individual or group.
3.4.2) To monitor
application and outcomes of complaints of harassment and discrimination in line with national directives. 3.4.3) To implement the SWISS project to ensure accurate data on staff are available in relation to different strands of inequality. 3.4.4) To engage more deeply with staff regarding the requirement to collect equalities monitoring data and the purpose for which it is used in order to overcome reluctance to provide it.
DHR DHR DHR DHR
Ongoing Ongoing 2008-2009
3.5) To ensure that users of NHS Shetland services are treated with dignity and respect in an environment that is free from discrimination
3.5.1) To ensure effective communication to all staff of the above policies and provide guidance on how to address and challenge discrimination. 3.5.2) To develop a Transgender Policy to ensure that transsexual and transgender people are afforded access to services and are protected from harassment and discrimination. 3.5.3) To develop a system for analysing complaints to identify issues emerging for specific populations.
DHR Nurse Director DSI
DCS DCS CSM
Ongoing 2008-2009 2008-2010
3.6) To develop a mechanism for ensuring that the 3 national clinical priorities (i.e. Cancer, CHD, Mental Health and Nation Sexual Health Strategy) are prioritised for action across the continuum of care in relation to addressing gender, disability, ethnicity and sexual orientation inequality
3.6.1) To develop a systematic and detailed programme of activity for Cancer, CHD, Mental Health and Sexual Health planning, that brings together all the above component parts for effective compliance with equalities legislation. 3.6.2) To deliver the above plan across all identified priorities.
3.7) To ensure that all purchases and contracted services comply with the requirements of equality legislation
3.7.1) To ensure that contractors understand the equality requirements of the contract. 3.7.2) To include performance conditions, where relevant, to ensure compliance with legislation.
Strategic Aim 4: To make consultation with patients and communities integral to all Board functions, and ensure that information accrued informs the development of corporate and local priorities Objectives Action Lead
Accountability Support Timesca
le Legislative Applicability
4.1) Establish meaningful involvement with communities through the nexus of community engagement structures across the organisation, to inform the Equality Scheme Action Plan and on-going service planning and delivery
4.1.1) Establish baseline of equality population group. 4.1.2) Develop Action Plans to ensure involvement of equalities population groups within each part of the organisation utilising PFPI structures. 4.1.3) Utilise information from involvement processes to inform and write Action Plans and on-going service planning and delivery. 4.1.4) Ensure that outcomes from the National Patient Experience Survey, “Better Together” are incorporated into local action plans as appropriate.
DPH/DCS Nurse Director All Directors Nurse Director
2008 2008 2008-2010 2008-2009
4.1.5) Develop a process to review the extent to which the service user involvement process has been inclusive of equalities population groups as part of the Annual Review of the Single Equality Strategy Action Plan. 4.1.6) Develop a process to capture the learning across all parts of the organisation on good models of involving people and disseminate widely.