Equality and diversity

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@nhs.net

Key documents:

  • Equality and Diversity Strategy
  • Workforce Race Equality Standard action plan
  • EDS2 toolkit self assessment

  • 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.

    Equality objectives 2016-18

    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 and reviewed and refreshed in September 2017.


    EDS2 is a toolkit designed to help us identify priority areas for action in relation to equalities and comply with the Public Sector Equality Duty. In 2016 we conducted an initial self-assessment of our progress against the requirements in the tool. This is a cautious self-assessment as the final assessment relies on feedback from patients and other stakeholders based on their experiences. The stakeholder consultation will take place in Q3 2017/18. The outcomes from the final assessment will inform the objectives for the Trust's new Equality and Diversity Strategy for 2018-20.

    Equality objectives 2012-16

    We 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 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:

    Sexual orientation equality

    Stonewall 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:
    • 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.
    • Representing CLCH at the London Gay Pride Marches
    • 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:

    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.

    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.

    Managing diverse teams - training podcast

    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