Equality and diversity

Equality and diversity contacts

For more information on equality and diversity at Central London Community Healthcare NHS Trust contact a member of the team.

Steph Griffin
Head of Organisational Development
E: steph.griffin@clch.nhs.uk

 

Vision and achievements

  

Vision

We believe that equality is key for achieving our mission to provide the best healthcare for people in their homes and in their community.

We recognise we work in a multi-cultural and diverse community and we are committed to ensure:

  • that we treat all individuals fairly
  • with dignity and respect
  • that the healthcare we provide is open to all
  • that we provide a safe, supportive and welcoming environment for patients and staff

In particular we will:

  • Endeavour to ensure that our health services and the information we provide are accessible to people with disabilities.
  • Ensure that our services are culturally sensitive and responsive to the meet the diverse needs of different groups and individuals.
  • Assess the needs and impact on lesbian, gay, bisexual and trans patients when producing policies and strategies and developing our health services.
  • Respect and are sensitive to our patients' religious and spiritual beliefs in delivering healthcare.
  • Be aware of the differing needs of our male and female patients and develop responsive services that meet those needs appropriately.
  • Ensure we promote age equality and that our policies, practices and attitudes of our staff are not discriminating against patients based upon their age. 

We were proud to be recognised as an Equality and Diversity Partner by NHS Employers in 2011/12 - the only Trust in London to receive this recognition.

Achievements 2012 onwards

The Annual Equality and Diversity Report 2014/15 summarises our achievements and progress from April 2014 to March 2015. This report shows how we have considered equality in all aspects of our healthcare services and in our support for our diverse workforce.

See Our Equality Achievements in 2012 report here. The Easy Read version is available here.

You can also read our Equality, Diversity and Human Rights Annual Report 2010/11 here.

  

Equality information

  

Health Services

Our Patient Equality Data Report 2014 details the equality profile of our patients who used our services between January and December 2013. This data helps us to better understand the equality issues in service delivery and identify any under-representation of access issues for services.

Please click here for:

Patient Equality Data Report 2013
Patient Equality Data Report 2012 

Our Patient Experience Surveys: Equality Data Summary Report 2014 builds upon previous reports (see below) and now includes patients' sexual orientation and religion / belief status. We have analysed the experience of our patients based upon their equality background to make sure there are no significant differences between difference groups of patients such as those with disability and those without a disability.

Click here for our 2011/12 Patient Experience Surveys: Equality Data Summary Report  shows the patient feedback surveys (PREMs) results according to the patients' ethnicity, age, gender and disability status.

Workforce

Our Workforce Equality Report 2012/13 helps us to monitor and understand the key equality issues facing our diverse workforce.

  

Equality analysis

  

As a public authority, we have a legal requirement to undertake and publish Equality Impact Assessments (EIA). An EIA is a way of making sure that we do not unintentionally discriminate due to changes to our policies or services for both our staff and patients. The process involves anticipating the consequences of a policy or service change and the impact upon people from different equality groups. For example, how any changes will affect people from different age groups, people with disabilities or people from ethnic minority backgrounds.

We use this Equality Analysis Assessment form.

The following Equality Impact Assessments have been completed:

  

Equality objectives 2012 - 2016

  

We also have a legal duty to publish a number of reports to meet the requirements of the Equality Act 2010.

Our Equality Objectives for 2012-16 help improve access to services, experience and outcomes of treatment and care; and ensure we have a motivated and committed workforce to provide quality healthcare. The Action Plan 2012 - 2016 details the practical steps that we will take to achieve our equality objectives. For the Action Plan in larger print please click here.

We have measured our progress in achieving our six equality objectives over the past year (2013/14). Download our Equality Achievements - Progress Report April 2014

Using the NHS Equality Delivery System (EDS), which aims to improve the way in which people from different equality groups are treated as patients, service users, carers, and employees we have completed a baseline assessment of our equality and diversity performance. The assessment has involved gathering evidence for each of the NHS EDS goals and outcomes from data, and feedback from patients and staff.

We undertook a number of equality and delivery system engagement exercises with patients and interest groups in early 2012.

  

Equality objectives 2016 - 2018

  

Our equalities objectives for 2016-2018 under the Public Sector Equality Duty are contained in the Trust's Equality & Diversity Strategy which was agreed by the Trust Board in June 2016. 

  

Sexual orientation equality

  

We have a Lesbian, Gay, Bi-sexual and Trans (LGBT) staff network. The network is called CLCH Rainbow Network, for all LGBT staff and straight allies.

The Rainbow Network provides a safe and confidential space in which issues of relevance to LGBT people can be discussed openly and within a confidential environment. They represent the views of LGBT staff and advocate for LGBT patients/ service users within CLCH. Most importantly, the members work with CLCH to eliminate discrimination and inequality particularly on the grounds of sexual orientation or gender identity for our patients.

To improve access and experience for LGBT patients the network supports the public health messages in LGBT communities and improves service delivery and engagement.

The network now has a core membership of 30 members. The key achievements include:

Pride 2013

  • Improving our placing in the Stonewall Workplace Index from 202 in 2011 to 153 place in 2012.  
  • Inputted into the revised special leave policy to make sure we are supporting same sex couples through the IVF process.
  • Promoted the Stonewall Leadership programme across CLCH which is for lesbian, gay and bisexual senior managers.
  • Represented CLCH at the London Gay Pride March in 2012 and 2013 (pictured).
  • Built links with other LGBT NHS Staff Networks including University College London Hospital and Central North West London Mental Health Trust.

Stonewall Health Surveys

We raise awareness amongst our health professionals of the health inequalities and health outcomes facing lesbian and bi-sexual women as well as gay and bi-sexual men. Using the Stonewall research we explain why ensuring equality for lesbian, gay and bi-sexual patients is so important.

See below for the research from Stonewall:

http://www.stonewall.org.uk/documents/prescription_for_change_1.pdf

http://www.stonewall.org.uk/documents/stonewall_gay_mens_health_final_1.pdf

We are part of the Diversity Champions Programme, run by Stonewall, theUK's leading gay rights organisation. This is to continue our positive equality work for all employees and patients by becoming Diversity Champions. The Stonewall Diversity Champions are actively working to create working environments that are free from fear, free from discrimination and where staff can be valued as individuals.

Stonewall diversity 2013

  

Health champions - Stonewall

  

We have successfully joined the 'Health Champions' programme run by Stonewall. Funded by the Department of Health, the programme will offer member organisations practical advice to help achieve real improvements in the care they provide to local gay people and their families.

We will receive free consultancy from Stonewall and access NHS specific training on sexual orientation equality. This will lead to us entering Stonewall's Healthcare Equality Index to benchmark our progress year on year.

  

Workforce race equality standard

  
The Workforce Race Equality Standard (WRES) has been developed as a tool to measure improvements in the workforce with respect to Black & Minority Ethnic (BME) staff with many of the methods being transferable to focusing on other groups. It is an NHS intiative that has been conceived by the national NHS Equality & Diversity Council; through collaboration with NHS staff and independant researchers.

The challenge to ensure BME staff are treated fairly and their talents valued and developed is one that all NHS organisations need to meet because:

 

  • Research shows that unfair treatment of BME staff adversely affects the care and treatment of all patients
  • Talent is being wasted through unfairness in the appointment, treatment and development of a large section of the NHS workforce
  • Precious resources are wasted through the impact of such treatment on the morale, discretionary effort, and other consequences of such treatment
  • Research shows that diverse teams and leaderships are more likely to show the innovation, and increase the organisational effectiveness, the NHS needs
  • Organisations whose leadership composition bears little relationship to that of the communities served will be less likely to deliver the patient focussed care that is needed


There have been a number of approaches within the NHS, in past years, to tackle issues of inequity in the workforce, however this is the first time that a set of measurable indicators has been developed to help organisations track progress.

CLCH is committed to addressing any inequalities that exist for BME staff and see the WRES as a tool to show, transparently, where improvements made be needed so as to establish and maintain inclusive workplaces for all.

Should you have any queries about the WRES please email Melissa.berry@clch.nhs.uk or call 0207 798 0868

 

The Diversity and Inspire Network provides a forum for staff with the aims of increasing BME staff representation at senior levels in CLCH and the wider NHS. The network runs celebratory events such as Black History Month, and develops training and mentoring schemes.

Black history month 2012

Read our Diversity and Inspire Network Terms of Reference

The Diversity & Inspire Network has grown in strength in 2012. There are over 100 members and the 2012 activities included:

  • Bite-size training on interviewing tips and creative conflict resolution.
  • Making formal responses to the consultations on restructuring proposals.
  • Having a fundraising event for the African Caribbean Leukaemia Trust (ACLT) to celebrate Black History Month. The aim of ACLT is to increase the number of Black, Mixed Race and Ethnic Minority people on the UK Bone Marrow Register.
  • We held a Black History Month event to hear the career stories of leading BME health professionals in the NHS. We heard from Mary Clarke CBE, formerly Associate Chief Nurse for NHS London and Karen Bonner, Matron GI Inpatients at Guy's & St Thomas NHS Foundation Trust (pictured).

Black History Month film: Michael Parker

Watch Michael Parker, Chair of King's College Hospital NHS Trust, talking about his career and tips for success as part of Black History Month 2010.

  

Podcasts

  

Training podcast for line managers - 'Managing diverse teams'

'Managing diverse teams' is a training podcast lasting approximately 20 minutes. It consists of a conversation between the Head of Equality & Diversity and the Head of Organisational Development & Talent.  

A number of topics are discussed including:

  • Building Trust
  • Attitude to work hierarchy
  • Attitude towards conflict
  • Communication styles
  • Attitude towards risk
  • Time management

The information in the podcast will help line managers and supervisors to manage staff members from different cultures and backgrounds to ensure that we are working productively together to provide the best healthcare for our patients. It covers discussion points for line managers to think about how they manage their staff and different ways to line manage.

Click here to download and listen

  

Useful links

  

There are a number of local support agencies for LGBT people:

London Friend - provide support services for LGBT people including counselling, social and support groups, drug and alcohol support service and telephone advice.

The Albert Kennedy Trust support LGBT young homeless people.
Tel. 020 7831 6562

Galop gives advice and support to LGBT people who have experienced bi phobia, homophobia, trans phobia, sexual violence or domestic abuse.
Helpline 020 7704 2040. 

Opening Doors London - supports older LGBT people to provide social opportunities.
Tel.020 7239 0446
nick.maxwell@ageukcamden.org.uk

  
 
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