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					         Single Equality Scheme and Action Plan
                                    2009 – 2012
      (Incorporating Race, Disability & Gender Equality Duties)




Single Equality Scheme and Action Plan, 2009 – 2012       i
5 Boroughs Partnership NHS Trust
Further information about this document:

 Document name                  Single Equality Scheme and Action Plan, 2009 – 2012
 Author                         Dave Thompson
 Contact for further            Assistant Director of Inclusion & Partnerships
 information about this         Telephone: 01925 664074
 document                       Email: dave.thompson@5bp.nhs.uk
                                5 Boroughs Partnership NHS Trust
                                Equality, Diversity & Inclusion Unit
                                Nursing, Governance & Performance Directorate
                                Hollins Park House
                                Hollins Park
                                Hollins Lane
 Published by                   Winwick
                                Warrington
                                WA2 8WA

                                Main Telephone Number: 01925 664000
                                Main Fax Number: 01925 664052
                                Website: www.5boroughspartnership.nhs.uk


 This document can be made available in a range of alternative
 formats including:
     various languages,
     large print,
     braille and
      audiocassette

                                Emma Parkes
 For copies of this             Communications Manager
 document please
                                Telephone: 01925 664002
 contact
                                Email: emma.parkes@5bp.nhs.uk
 Document status                Approved by Trust Board on 22nd January 2009

A general note to readers on the terminology used in this document
The term equality target groups is used throughout this document and refers to race,
ethnicity, cultural background, religion, belief, disability, gender, sexual orientation,
age, employment or HIV status, or responsibilities as a carer.




Single Equality Scheme and Action Plan, 2009 – 2012                               ii
5 Boroughs Partnership NHS Trust
Contents

                                                                       Page No

          Contents                                                       iii

          Foreword by the Chairman and Chief Executive                    v

Section

1         Introduction                                                   1

2         Our Role and Functions                                         1

3         Our Values, Vision and Commitment                              2

4         The Population that we Serve                                   3

5         Our Staff and Budget                                           4

6         Our Governance and Management Structures                       4

7         Working in Partnership with non-NHS organisations              5

8         Equality & Diversity – The Legal Framework                     5

          Meeting our statutory obligations surrounding Equality and
9                                                                        9
          Diversity

10        Aims of this Single Equality Scheme and Action Plan            10

11        Accountability for Developing the Single Equality Scheme       10

12        How will we put the Single Equality Scheme into practice?      11

13        Complaints about this Single Equality Scheme                   12

          Identifying and Assessing policies, procedures, services,
14                                                                       13
          functions and strategies

15        Involvement and Consultation                                   13

16        Ongoing Monitoring                                             16

17        Publishing and Communicating the Outcomes                      16



Single Equality Scheme and Action Plan, 2009 – 2012                       i
5 Boroughs Partnership NHS Trust
18        Access to information and services                                 17

19        Training for managers and staff                                    19

20        Meeting the Specific Duties for Employment                         19

21        Procurement and Purchasing                                         21

Appendices

A         Census 2001 Data for ethnicity, religion, disability               22

B         Trust Staffing Profile                                             26

C         List of Policies We Have Assessed                                  28

D         Activity undertaken regarding our duties in respect of Race,
          Disability and Gender equality duties and Age, Religion / Belief   30
          and Sexual Orientation responsibilities

E         Summary of Outcomes from our Equality Scheme 2005 - 2008           36

F         Partners in Consultation and Engagement                            41

G         Action Plan 2009 – 201                                             43




Single Equality Scheme and Action Plan, 2009 – 2012                          ii
5 Boroughs Partnership NHS Trust
Foreword by the Chairman and Chief Executive

We are pleased to present our Single Equality Scheme and Action Plan for 2009 to
2012. As leaders of the Trust we have key responsibility to ensure that members of the
trust board, executive team, managers and all staff promote equality, fair treatment and
social inclusion at all times. As a Trust we aim to eliminate any unlawful discrimination
through ensuring that the values relating to Equality, Diversity and Human Rights are
central to our policymaking, service delivery, employment practices and community
involvement.

We accept that this may create challenges to the culture of the organisation; however
we know that the rewards and benefits to our service users, carers, staff and other
stakeholders will make every effort worthwhile.

We aim to promote equality and value the diversity of people from all equality target
groups regardless of their race, ethnicity, religion, belief, disability, gender, sexual
orientation, age, employment or HIV status, or responsibilities as a carer.

Whilst actively supporting this inclusive agenda we have chosen to focus this Scheme
on our actions relating to the Race Relations (Amendment) Act 2000, Disability
Discrimination Acts 1995 & 2005 and the Equality Act 2006.

We acknowledge that one key to measuring the success of our actions is to ensure that
service users, carers, staff and other stakeholders have opportunities to share their
experience with us and that we use these shared experiences to inform the design of
future services. In particular, we understand that only by recognising the value of
service user, carer and staff experiences can we have due regard for human rights,
dignity and respect. As part of our commitment to this agenda we have supported the
development of a nationally recognised Equality, Diversity & Inclusion Unit, which is part
of the Nursing, Governance & Performance Directorate based at our Headquarters at
Hollins Park. The role of the Unit is to promote and support the mainstreaming of
equality & diversity, patient & public involvement and social inclusion throughout the
Trust.

We encourage service users, carers, staff and other stakeholders to let us know what
they think about this scheme and action plan.

Thank you.

Simon Barber                                           Bernard Pilkington
Chief Executive                                        Chair




Single Equality Scheme and Action Plan, 2009 – 2012                              iii
5 Boroughs Partnership NHS Trust
1.      INTRODUCTION

1.1.    This Single Equality Scheme and Action Plan is the 4th revision of our Equality
        Schemes. The Scheme covers Duties introduced by the Race Relations
        (Amendment) Act 2000, Disability Discrimination Acts 1995 & 2005 and Gender
        Equality Duties introduced by the Equality Act 2006.

1.2.    Although this Scheme focuses on Race, Disability and Gender Equality Duties
        other actions identified by the wider framework of equality legislation are also
        covered, including age, sexual orientation, carers, religion and beliefs.

1.3.    The actions covered by the Scheme will assist us in delivering Standards for
        Better Health and Delivering Race Equality in Mental Health, progress against
        which is monitored by the Healthcare Commission as part of the Annual Health
        Check.

1.4.    The Director of Nursing, Governance & Performance is the „Lead Director‟ for the
        Single Equality Scheme and Action Plan, supported by the „Lead Manager‟, the
        Assistant Director of Inclusion & Partnerships. Together with other members of
        our Equality, Diversity & Inclusion Steering Group, they will monitor the
        implementation of the Action Plan.

1.5.    Progress will be reported via the Integrated Governance Committee, which is a
        sub Committee of the Trust Board.

1.6.    Our Single Equality Scheme and Action Plan will be reviewed annually. A
        summary of the outcomes will be included in an Annual Report and made
        available on our website www.5boroughspartnership.nhs.uk

2.      OUR ROLE AND FUNCTIONS

2.1.    5 Boroughs Partnership NHS Trust was established following public consultation
        on 1st April 2002.

2.2.    We provide a range of adult and older persons‟ mental health, child and
        adolescent mental health and specialist learning disability services across the
        boroughs of Halton, Knowsley, St Helens, Warrington and Wigan.

2.3.    We deliver these services from over 100 locations that we own, lease or share
        with other organisations. These locations include hospitals, clinics and general
        offices.

2.4.    Our services are commissioned on behalf of local people by four Primary Care
        Trusts (PCTs). They are NHS Ashton, Leigh and Wigan PCT, NHS Halton and St
        Helens PCT, NHS Knowsley and NHS Warrington.



Single Equality Scheme and Action Plan, 2009 – 2012                               1
5 Boroughs Partnership NHS Trust
2.5.    As a specialist Partnership Trust we work with many other statutory and non-
        statutory organisations, including six Local Authorities, to deliver the services for
        and with local people.

2.6.    These are a sample of the services we deliver through our in-patient units, clinics
        and community teams:

           Adults of Working Age Mental Health Services

           Older Peoples Mental Health Services

           Specialist Learning Disability Services

           Secure Services

           Prison Health Care Services

           Child & Adolescence Mental Health Services

           Community Homes Team

           Psychology Services

           Psychotherapy Services

           Early Intervention Services

           Home Treatment

           Assertive Outreach

3.      0UR VALUES, VISION AND COMMITMENT

3.1.    The following values are central to the Trust:

           promotion and implementation of meaningful service user, carer and public
            involvement at all levels of the organisation;

           delivery of high quality care provided by dedicated staff within a framework of
            equality and diversity;

           focus on local services and local solutions for the benefit of local people;

           integrating services across health and social care organisations;



Single Equality Scheme and Action Plan, 2009 – 2012                                  2
5 Boroughs Partnership NHS Trust
           developing joint management and delivery of local services in partnership
            with local authorities, service users and carers and other stakeholders.

3.2.    To ensure that we continue to develop and deliver on these values we have
        developed an Equality, Diversity and Inclusion Unit, which provides a focus on
        equality and diversity, patient and public involvement, and social inclusion.

3.3.    The Unit has established Service Level Agreements to deliver Equality and
        Diversity support and training to the North West NHS, six NHS Trusts and co-
        ordinates the North West NHS Equality and Diversity Forum.

3.4.    The Unit has a national reputation for its innovative approach to embedding and
        going beyond legislative requirements. This demonstrates our commitment to
        embracing cultural diversity and equality.

3.5.    We are particularly committed to ensuring that we hear the voices of service
        users, carers and staff and use their experiences to influence changes in our
        services. We seek every opportunity to gather these opinions, using the National
        Patient Survey, the National Staff Survey, Patient Opinion Website, Patient
        Experience Surveys, Service User and Carer forums and other forms of direct
        engagement.

3.6.    We see the Trust as the “first choice” provider for specialist mental health
        services for the local population and a key priority will be to ensure that the
        quality and timeliness of services are such, that the we will continue to be the
        provider of choice for the population we currently serve.

4.      THE POPULATION THAT WE SERVE

4.1.    We serve the combined population of approximately 938,000 people across a
        mixture of urban and rural communities.

4.2.    We cover the geographical areas covered by the following local authorities:

           the whole of Halton Borough Council;

           part of Knowsley Council;

           the whole of St Helens Council;

           the whole of Warrington Borough Council;

           the whole of Wigan Council.

4.3.    The proportion of 'White British' across the Trust is approximately 97.2%. This is
        comparably higher than in England and Wales with 87.5% and the North West

Single Equality Scheme and Action Plan, 2009 – 2012                                3
5 Boroughs Partnership NHS Trust
        with 92.2%. Proportionately Black and            Minority   Ethnic   groups    are
        correspondingly smaller across the Trust.

4.4.    With 22.2% of our combined population declaring they have a long-term illness
        or disability, this is comparably higher than the North West average of 20.7% and
        18.2% in England and Wales. Across our area, it ranges from 18% in Warrington
        and 25% in Knowsley.

4.5.    Ten percent of the North West‟s population declared they are unpaid carers,
        including 11.7% of the Trust‟s combined population, 10.4% of Warrington‟s
        population compared with 13.3% of Knowsley‟s population.

4.6.    Further details about the local results from the 2001 National Census are
        available in Appendix A.

5.      OUR STAFF AND BUDGET

5.1.    We employ around 2,300 staff (see Appendix B for profiling) to undertake our
        functions with an annual budget of around £98 million.

6.      OUR GOVERNANCE AND MANAGEMENT STRUCTURES

6.1.    We have a statutorily established Board comprising of a Chairman, Chief
        Executive Officer (CEO), six Non-Executive Directors and seven Directors.

6.2.    The business of the Board is taken forward through bi-monthly public meetings,
        attended by members of the Board. Representatives from service users, carers
        and other stakeholders, from both statutory and voluntary organisations, are also
        invited to attend.

6.3.    The Board has various sub-committees with delegated responsibility and
        decision-making powers for key areas of business. The membership of these
        sub-committees includes service users, carers, staff side organisations and other
        stakeholders.

6.4.    Our Chief Executive is ultimately responsible for providing leadership to the
        organisation in the promotion of equality and diversity. Members of the Board
        collectively and individually are responsible for supporting the Chief Executive in
        this objective.

6.5.    The day-to-day management of the Trust is the responsibility of the Chief
        Executive supported by the Directors Team. The Directors are accountable for
        the delivery of our services and the activities that support them.




Single Equality Scheme and Action Plan, 2009 – 2012                               4
5 Boroughs Partnership NHS Trust
7.       WORKING IN PARTNERSHIP WITH NON-NHS ORGANISATIONS

7.1.     We work in partnership with a number of non-NHS organisations including local
         authorities, educational establishments, police, prison service, probation,
         Commission for Equality and Human Rights, Healthcare Commission,
         Department of Work and Pensions, trade unions, the private sector and not-for-
         profit and community groups.

7.2.     We are particularly proud of the close links with Social Services, voluntary
         sector, service user and carer groups. This provides a range of opportunities to
         promote the equality & diversity agenda.

7.3.     Details of how we communicate with these and other groups can be found in
         Appendix F.

8.       EQUALITY & DIVERSITY – THE LEGAL FRAMEWORK

8.1.     Equal Pay Act 1970

8.1.1.      The Equal Pay Act 1970 enshrined the principle of „equal pay for equal work‟
            and allows people who believe they are paid less than others who do similar
            work, or work of an equal value, to claim for equality of pay.

8.2.     Race Relations 1976 and (Amendment) Act 2000

8.2.1.      The 1976 Act outlawed discrimination in employment and training, the
            provision of goods, facilities and services, education, housing and other
            specific activities.

Single Equality Scheme and Action Plan, 2009 – 2012                             5
5 Boroughs Partnership NHS Trust
8.2.2.      The Race Relations (Amendment) Act 2000 was a direct result of the Home
            Secretary‟s response to the Stephen Lawrence Inquiry, the Act outlawed race
            discrimination in those public authority functions not already covered by the
            1976 Act and placed public authorities under a general duty to promote race
            equality. This general duty applies to all public authorities, including the
            National Health Service.

8.2.3.      Under the general duty, we must pay “due regard” for the need to:

               Eliminate unlawful racial discrimination

               Promote equality of opportunity

               Promote good race relations between people of different racial groups

8.2.4.      It also introduced a specific duty to publish a Race Equality Scheme. Our
            Single Equality Scheme incorporates these requirements and highlights our
            ongoing commitment to meeting the general and specific duties.

8.3.     Disability Discrimination Act 1995 and 2005

8.3.1.      The Disability Discrimination Act was introduced in November 1995. Sections
            of the Act have been gradually introduced and amended.

8.3.2.      Definition of a disabled person - Section (1) sets out the definition of a
            disabled person. “A disabled person is a person that has or has had a physical
            or mental impairment which has a substantial and long term adverse effect on
            his ability to carry out normal day to day activities”.

8.3.3.      The Disability Discrimination Act 2005 makes substantial amendments to the
            Disability Discrimination Act 1995. The main element places a General Duty
            on all public authorities to promote disability equality. This duty requires public
            authorities to have due regard to:

               The need to eliminate discrimination that is unlawful under the Act

               The need to eliminate harassment that is unlawful under the Act

               The need to promote equality of opportunity between disabled persons
                and other persons

               The need to take steps to take account of disabled persons‟ disabilities,
                even where that involves treating disabled persons more favourably than
                other persons

               Promote positive attitudes towards disabled persons

Single Equality Scheme and Action Plan, 2009 – 2012                                   6
5 Boroughs Partnership NHS Trust
               Encourage participation by disabled people in public life

8.3.4.      The General Duty brings the Disability Discrimination Act 2005 in line with the
            Race Relations (Amendment) Act 2000.

8.3.5.      The main element of this is the requirement to produce a Disability Equality
            Scheme. We have chosen to produce this Single Equality Scheme, which
            includes actions required to comply with the general and specific duties.

8.4.     Human Rights Act (1998)

8.4.1.      Includes the provision for service users that ensures that their human rights
            are fully taken into account when decisions regarding access to treatment and
            services are taken.

8.4.2.      The Act also covers the right to life or quality of life by providing a mechanism
            for demanding life saving treatment and for non-life saving treatment where
            denial would have a severe impact upon the quality of that individual‟s life.
            Failure to facilitate equal access to health care can also breach The Human
            Rights Act.

8.5.     Sex Discrimination (Gender Reassignment) Regulations 1999

8.5.1.      These regulations extended the Sex Discrimination Act (1975) to cover
            discrimination on grounds of gender reassignment in employment and
            vocational training. Vocational training, in this case, includes all higher
            education students.

8.5.2.      Any reference to discrimination in employment against men or women in parts
            II and III of the Sex Discrimination Act (1975) also applies to individuals who
            have gender dysphoria. A case, therefore, can be brought against an
            employer or individual person for any unlawful discrimination, including
            harassment.

8.6.     Employment Equality Sexual Orientation Regulations 2003

8.6.1.      Makes it unlawful to discriminate against the following: persons of the same
            sex, persons of the opposite sex, persons of the same sex and of the opposite
            sex. The regulations promote recognising and being respectful of individual‟s
            sexual orientation, maintaining confidentiality about their sexual orientation
            and not deliberately disclosing a person‟s sexuality.

8.7.     Employment Equality Religion or Belief Regulations 2003




Single Equality Scheme and Action Plan, 2009 – 2012                                   7
5 Boroughs Partnership NHS Trust
8.7.1.      Makes it unlawful to discriminate on the grounds of religion or belief defined as
            being any religion, religious belief or similar philosophical belief. Including
            accommodating religious needs such as, requests for time off to attend
            religious functions, acceptance of a persons religious/belief system,
            accommodating a person‟s specific dietary requirement, such as, Halal or
            Kosher food and prayer facilities

8.8.      Carers (Equal Opportunities) Act 2004

8.8.1.      Introduced on the 1st April 2005 the Act gave carers rights:

               Section 1of the Act places a duty on local authorities and their partners to
                inform Carers of their right to a Carer‟s Assessment.

               Section 2 ensures that when a Carer‟s Assessment is being completed it
                must take into account whether the carer works or wishes to work,
                undertakes or wishes to undertake any courses and any other leisure
                activities the carer undertakes or wishes to undertake.

8.8.2.      The Act gives local authorities powers to enlist the help of other agencies
            including housing, health, education and other local authorities in providing
            support to carers.

8.9.      Employment Equality Age Regulations 2006

8.9.1.      Makes it unlawful to discriminate against anyone in relation to his or her age
            and employment. Key issues whilst applying this legislation include
            recruitment and selection offering equal opportunity regardless of their age,
            offering equal access to training opportunities regardless of age,
            acknowledgement of long service and supporting staff who have caring
            responsibilities.

8.10.     Equality Act 2006

8.10.1.     The Equality Act 2006 includes a mandatory Gender Equality Duty for all
            public authorities (including NHS Trusts), as well as prohibiting discrimination
            on the grounds of religion or belief and sexual orientation.

8.10.2.     The Equality Act 2006 is in four main parts:

               To establish a single Commission for Equality and Human Rights and
                define its purpose and functions

               To make unlawful (subject to exemptions set out in the Act) discrimination
                on the grounds of religion or belief in the provision of goods, facilities and
                services, the disposal and management of premises, education, and the
                exercise of public functions

Single Equality Scheme and Action Plan, 2009 – 2012                                   8
5 Boroughs Partnership NHS Trust
                 To make unlawful (subject to exemptions set out in the Act) discrimination
                  on the grounds of sexual orientation in the provision of goods, facilities and
                  services, the disposal and management of premises, education, and the
                  exercise of public functions.

                 To create a duty on public authorities to promote equality of opportunity
                  between women and men, and to prohibit sex discrimination in the
                  exercise of public functions.

8.11.     Public Sector Duty on Gender Equality (Gender Duty)

8.11.1.       A public sector duty on gender equality was introduced in the Equality Act
              2006. The duty has been modelled along the lines of the existing race and
              disability duties, with a clear focus on outcomes.

8.11.2.       The Equality Act sets out the framework for the gender duty by legislating for a
              general duty (the equivalent of an overarching obligation), which requires
              public bodies to:

                 To eliminate unlawful discrimination and harassment on the grounds of
                  gender

                 To promote equality of opportunity between women and men.

                 This duty was extended to trans-gender service users in December 2007

8.11.3.       We have chosen to produce a Single Equality Scheme, which includes actions
              required to comply with the general and specific duties.

9.        MEETING OUR STATUTORY OBLIGATIONS SURROUNDING EQUALITY &
          DIVERSITY

9.1.    Our priorities are to:

             ensure the provision of services that are equally accessible to all sections of
              the community regardless of their race, ethnicity, cultural background,
              religion, belief, disability, gender, sexual orientation, age, employment or HIV
              status, or responsibilities as a carer;

             identify, review and monitor services, policies and procedures that may have
              any adverse impact in relation to providing equality for all;

             employ, develop and retain a workforce at all levels, which can respond to the
              diverse needs of the communities we serve;


Single Equality Scheme and Action Plan, 2009 – 2012                                    9
5 Boroughs Partnership NHS Trust
           build and maintain positive and productive relationships with all sections of
            the community, especially those currently under represented in any area of
            our activities including employment, use of services and through involvement
            with the public;
           use our purchasing power and resources, wherever possible to promote
            equality and eliminate discrimination, inequality and social exclusion;

           ensure that the promotion of equality and diversity becomes a mainstream
            activity and is visible in our core business and day-to-day activities;

           ensure that we provide a range of opportunities to involve our service users,
            carers and staff in designing, developing and monitoring Trust services.

10.     AIMS FOR THIS SINGLE EQUALITY SCHEME AND ACTION PLAN

10.1.   This Single Equality Scheme 2009 – 2012 outlines activities we are currently
        undertaking or planning to undertake to ensure that we meet our obligations
        under existing legislation. For the purposes of this Single Equality Scheme there
        is an enhanced emphasis on the:

           Race Relations (Amendment) Act 2000

           Disability Discrimination Acts 1995 and 2005

           Equality Act 2006, in particular sections relating to Gender Equality Duties.

10.2.   The Action Plan 2009 – 2012 will provide a transparent and effective framework
        that sets out what needs to be done, when it will be done and who is responsible
        for the actions to be taken for compliance.

11.     ACCOUNTABILITY FOR DEVELOPING THIS SINGLE EQUALITY SCHEME

11.1.   We are ultimately accountable to our staff, service users, carers and the public
        that we either employ, serve, or who have been involved in the development of
        this Scheme.

11.2.   The Chief Executive is accountable to our Trust Board for the development,
        monitoring and review of the Single Equality Scheme, in accordance with the
        legislation, and for providing leadership in the development of equality and
        diversity.

11.3.   The Director of Nursing, Governance and Performance will chair our Equality,
        Diversity & Inclusion Steering Group, which will oversee the implementation of
        the Single Equality Scheme and Action Plan.




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5 Boroughs Partnership NHS Trust
11.4.   Under the direction of the Equality, Diversity & Inclusion Steering Group, all
        managers will be responsible to promote and support the mainstreaming of
        equality and diversity throughout the Trust.

11.5.   Regular update reports will continue to be provided to our Integrated
        Governance Committee, a subcommittee of our Trust Board.

12.     HOW WILL WE PUT THIS SINGLE EQUALITY SCHEME INTO PRACTICE?

12.1.   The Equality, Diversity & Inclusion Steering Group will meet regularly to provide
        guidance and monitor the implementation of this Single Equality Scheme.

12.2.   Staff from our Equality Diversity & Inclusion Unit will work closely with managers,
        staff, service users, carers and relevant organisations to ensure that best
        practice is maintained in the delivery of our services, promoting employment
        opportunities, and involvement with the public, service users and carers.

12.3.   We will ensure we fulfil our obligations involving general and specific duties by
        the following arrangements:

           involving staff, service users, carers and partners in the development of the
            Single Equality Scheme and Action Plan;

           monitoring our existing and new policies, procedures, strategies and services
            for any adverse impact on the promotion of equality;

           publishing the results of assessment, consultation and monitoring on our
            website;

           monitoring our employment practices for any adverse impact on the
            promotion of equality;

           monitoring services to ensure that they are being accessed by equality target
            groups;

           monitor services to ensure that they meet the diverse needs of people from
            equality target groups;

           ensuring that the individual communication needs of all service users are met
            including language support through qualified interpreters, equipment and
            aides including induction loop systems, and information in a range of formats
            including languages, Braille, large print, pictures, symbols or audio cassette;

           providing equality and diversity training for all staff, and include the
            requirements of the general and specific duties.


Single Equality Scheme and Action Plan, 2009 – 2012                               11
5 Boroughs Partnership NHS Trust
13.     COMMENTS ABOUT THIS SINGLE EQUALITY SCHEME

13.1.   We welcome comments from individuals and / or organisations who wish to
        discuss any issues relating to this Single Equality Scheme, whether they are
        complimentary or raise complaints or concerns. We will respond to all the
        comments that we receive.

13.2.   Please address all your comments to:

                        Dave Thompson
                        Assistant Director of Inclusion & Partnerships
                        5 Boroughs Partnership NHS Trust
                        Hollins Park
                        Warrington
                        WA2 8WA
                        Telephone: 01925 664074
                        Email:        dave.thompson@5bp.nhs.uk

13.3.   As we are part of the NHS we have formal processes for handling complaints
        and concerns

           For the public (including somebody acting on an individual’s behalf) - we have
            a Complaints Policy.
           Information about this Policy is available from:

                        Chris Peake
                        Complaints Manager
                        5 Boroughs Partnership NHS Trust
                        Telephone: 01925 664237
                        Email:      complaints@5bp.nhs.uk

        Alternatively individuals can obtain advice and support from our Patient Advice
        and Liaison (PALS) Co-ordinator or externally the Independent Complaints
        Advocacy Service.

        For more details please contact:

                        Dennis Dewar
                        Patient Advice and Liaison Co-ordinator
                        5 Boroughs Partnership NHS Trust
                        Telephone: 01925 664042
                        Email:       dennis.dewar@5bp.nhs.uk




Single Equality Scheme and Action Plan, 2009 – 2012                             12
5 Boroughs Partnership NHS Trust
13.4.   Staff concerns can be directed to line managers, staff side representatives or
        more formally by following procedures set out in our Public Interest Disclosure
        Policy and Grievance Policy.

14.     IDENTIFYING AND ASSESSING POLICIES, PROCEDURES, SERVICES,
        FUNCTIONS AND STRATEGIES

14.1.   It was clear from the work undertaken to produce the initial Equality Schemes
        that almost all of our policies, procedures, services, functions and strategies are
        relevant to the general or specific duties of the legislation. Therefore we will
        involve all departments across the Trust.

14.2.   All of our policies are revised and ratified by a formal process. During this
        process our policies are assessed for adverse impact against equality legislation
        using our Equality Impact Assessment Template.

14.3.   We have produced guidelines for managers on how to undertake equality impact
        assessments and we offer regular training.

14.4.   Examples of our completed assessments are available on our website
        www.5boroughspartnership.nhs.uk

14.5.   A copy of our equality impact assessment template is available on the website
        and we have identified a future action to review this template within the next 12
        months.

15.     INVOLVEMENT AND CONSULTATION

15.1.   We are committed to learning and sharing with staff, service users, carers, the
        public and partners from the voluntary sector, Local Authorities and Primary Care
        Trusts.

15.2.   We involve staff through:

           One to One meetings with managers

           Directorate Meetings

           Team meetings

           National Staff Survey

           Staff Networks including Black & Minority Ethnic, Disability & Long-term
            Illness and Carers

           In Touch weekly newsletter

Single Equality Scheme and Action Plan, 2009 – 2012                              13
5 Boroughs Partnership NHS Trust
           Team Briefs

           The Bigger Picture, our monthly internal staff newsletter

15.3. We also involve service users, carers, their families and the public through:

           One to One meetings with staff delivering care

           Open invitation to our Joint Service Users and Carers Forum bi-monthly
            meetings which include “Take it to the Top”, where Directors attend for the
            first hour of each meeting to take and answer questions from service users
            and carers

           We have been involved in the development of LINk‟s (Local Involvement
            Networks) in Warrington, Halton and St Helens

           Involvement of managers and staff through local disability networks, mental
            health, learning disability and carers forums and partnership boards

           1 to 1 following compliments and complaints

           In the Picture, our public newsletter

           Our Service Users and Carer Involvement Scheme coordinates involvement
            in committees and working groups, developing and delivering staff training,
            audits such as essence of care, PEAT and Health Care Commission In-
            Patient review and other reviews

           Direct involvement with staff from the Equality Diversity & Inclusion Unit
            including the Pals Co-ordinator (Patient Advice and Liaison Service), Social
            Inclusion Co-ordinator and Equality and Diversity Advisors

           We organise an annual involvement event for service users, carers and
            voluntary sector partners

           Our Valuing Carers Scheme, previously known as Carers Inside Out involves
            staff who have caring responsibilities in addition to their paid employment and
            carers of our service users

           Annual National Patient Survey, which invites service users to rate their
            satisfaction with the service they receive, the results are used to inform
            service delivery and where necessary influence change. Since 2004 we have
            shown a year-on-year improvement in the rating of our services by service
            users and in 2008, we were amongst the top 20% of Mental Health Trusts in
            the country

Single Equality Scheme and Action Plan, 2009 – 2012                              14
5 Boroughs Partnership NHS Trust
              The annual Count Me In Census, undertaken on March 31st every year,
               provides a snapshot of the levels of use of our services by people from black
               and minority ethnic communities, disabled people, people from different
               religions and with lesbian, gay and bisexual people

              We have been the sole Trust involved in redesigning the Patient Opinion
               website for mental health, a service which allows service users to leave
               public comments on their experiences of health services, and which gives
               Trusts the ability to reply. We will use the findings to influence service
               delivery

              We have developed a Patient Experience Survey that will be used across the
               Trust to assess the experience of our service users and carers. We will use
               the findings to influence service delivery.

15.4.       We have established a network of local Black and Minority Ethnic Mental Health
            Community Development Workers aimed at reaching out into the community.

15.5.       Through our work with Service Users and Carers, we have organised working
            groups to visit other Mental Health service providers in order to gain insight into
            the recovery model of Mental Health. Recent visits include Norfolk and Waveney
            Mental Health Trust, and Denver, Colorado USA. The findings from these visits
            have influenced service delivery.

15.6.       We involved staff, service users and carers in developing and reviewing our
            previous Schemes that covered Race, Disability and Gender. This included
            several Disability Equality Duty workshops held jointly with partners from health,
            social care and education.

15.7.       We invite service user and carer representatives to attend bi-monthly public
            meetings of our Trust Board. Recent presentations have included service users
            from learning disability services and a group of young people from our Child and
            Adolescence Mental Health service.

15.8.       Staff from our Equality, Diversity & Inclusion Unit are involved in regional and
            national consultation through the NHS North West Equality & Diversity Forum.

15.9.       We recognised that the views and opinions of young people were not being
            heard. To counter this, we developed an Investing in Children project that aims
            to build systems for involvement of children and young people using our
            services.

15.10. We were invited to join a national working group with the Health Care
       Commission reviewing best practice for mental health service delivery.




Single Equality Scheme and Action Plan, 2009 – 2012                                  15
5 Boroughs Partnership NHS Trust
15.11. See Appendix F for a list of statutory and voluntary sector organisations we
       invited to review our Scheme and Action Plan.

16.     ONGOING MONITORING

16.1.   To ensure that we are meeting the general duty to promote equality and the
        specific duties, members of the Equality Diversity & Inclusion Unit work closely
        with all departments to facilitate improvements aimed at removing any adverse
        impact in service delivery, employment or patient and public involvement.

16.2.   We are committed to developing and promoting a range of options that provide
        service users and carers with opportunities to share their experiences of our
        services. This is aimed at influencing change and provides us with rapid
        feedback for monitoring a range of issues.

16.3.   Our Human Resources Directorate collects and monitors data relating to the
        ethnicity, age, disability, gender, sexual orientation, religion and belief of
        applicants applying for employment within the Trust. They also monitor the
        results of the Annual Staff Survey.

16.4.   The Service Involvement Strategy Group monitors the results of the National
        Patient Surveys and has regular contact with our Joint Service Users and Carers
        Forum and Local Involvement Networks (LINk‟s).

16.5.   Managers and staff from across the Trust regularly attend local forums and
        meetings of local community groups.

17.     PUBLISHING AND COMMUNICATING THE OUTCOMES

17.1.   We promote activities surrounding equality and diversity through our:
           Equality Diversity & Inclusion sections of our intra and internet sites.

           Internal In-Touch E-Newsletter and The Big Picture Newsletter and external
            In The Picture Newsletter.

           Trust Board, Board Committees, Directors Team meetings, Leadership
            Forum and Heads of Services meetings.

           Core Briefing process via Team meetings.

           Attendance and presentations at internal and external meetings including
            staff networks, Joint Service Users and Carers Forum, Local Involvement
            Network (LINk‟s), local service users, disability and carers forums.




Single Equality Scheme and Action Plan, 2009 – 2012                                    16
5 Boroughs Partnership NHS Trust
           Displaying the “Two Ticks Symbol” positive about disabled people, which was
            awarded to us in recognition of our commitment to promoting equality for,
            disabled people in employment.

           Through working in partnership with a range of stakeholders including Local
            Authorities, Primary Care Trusts, Voluntary Sector Organisations and Black &
            Minority Ethnic Community Mental Health Workers.

           Equality and Diversity Training is used to communicate recent findings, the
            trust priorities and the significant findings from any of our equality impact
            assessments.

18.     ACCESS TO INFORMATION AND SERVICES
18.1.   Our website www.5boroughspartnership.nhs.uk contains information about our
        services and a revised and updated website will be launched in 2009.

18.2.   All documents produced by the Trust can be made available in various formats
        including different languages, large print, Braille, audiocassette, pictures and
        symbols.

18.3.   Face-to-face interpreters or telephone interpreting services can be made
        available. 80% of the requests for assistance during the last 12 months were for
        British Sign Language interpreters.

18.4.   We have produced guidelines for staff on providing communication support. The
        guidelines cover different languages, large print, Braille, audiocassette, pictures,
        symbols, face-to-face interpreters or telephone interpreting services, induction
        loop systems, minicoms and advocacy services.

18.5.   We have established systems to monitor the usage of communication support
        services.

18.6.   We have provided induction loop systems in all front line services. Fixed systems
        are available at all reception points and portable systems are available to
        community teams.

18.7.   Managers and staff regularly attend           public   meetings    and   undertake
        presentations to promote our services.

18.8.   Managers and staff work in partnership with other local NHS organisations, Local
        Authorities and voluntary sector organisations to promote information and
        services.

18.9.   We have undertaken audits on disability access and facilities of our premises
        that resulted in a programme of work that included improved access and facilities
        in line with Part III Section 21 of the Disability Discrimination Act 1995.

Single Equality Scheme and Action Plan, 2009 – 2012                               17
5 Boroughs Partnership NHS Trust
18.10. Staff from our Equality, Diversity & Inclusion Unit and Estates Department work
       closely with architects and builders on all major refurbishment and new build
       projects.

18.11. We have established a range of minimum standards for disability related access
       and facilities that are used in all major refurbishment and new build projects.

18.12. Guidelines for staff on meeting Multi-Faith and Cultural Needs of Service Users
       are available on our website.

18.13. A range of Multi-Faith materials have been made available in all main in-patient
       units including prayer mats and religious books.

18.14. Service users and carers worked with us to develop a standard template for the
       design of Family Visiting Rooms in in-patient units. Facilities have been provided
       in various services across the Trust.

18.15. Single sex accommodation has been provided in all new and refurbished in-
       patient areas.

18.16. We have supported the transition of the Patient and Public Involvement Forum
       into the new Local Involvement Network (LINks) services.

18.17. We have established bi-monthly meetings of our Joint Service Users and Carers
       Forum that includes the “take it to the top session” that involves Directors
       attending the first hour of the meeting to provide updates and take questions.

18.18. Our Valuing Carers Scheme, previously known as Carers Inside Out sets out a
       range of measures that aim to support staff who have additional caring
       responsibilities and carers of Trust service users.

18.19. We have developed a Service Users and Carers Involvement Scheme that
       provides systems and support to enable involvement across all areas of the
       Trust including recruitment panels, corporate meetings, work groups,
       investigations, reviews and audits. The scheme includes the offer of payments
       for involvement and tax and benefits checks.

18.20. We have developed a network for Black and Minority Ethnic Mental Health
       Community Development Workers from partner organisations that help us
       promote our services and communicate areas of concern.

18.21. We have produced a Mental Health Resource File, which contains over 40
       information booklets on mental health conditions, support and advice. The files
       have been made available in all wards and public facing departments.



Single Equality Scheme and Action Plan, 2009 – 2012                            18
5 Boroughs Partnership NHS Trust
18.22. We have produced and information booklet on the revisions to the Mental Health
       Act, aimed at service users and carers.

18.23. We have started a project to provide service users in in-patient areas with
       access to computer equipment.

19.     TRAINING FOR MANAGERS AND STAFF

19.1.   Our equality and diversity training sessions are designed in line with Level 2 of
        Core Dimension 6 of the National Knowledge Skills Framework.

19.2.   We have developed a range of half-day programmes including mandatory staff
        induction, Essentials for Managers, Essentials for Clinicians, Essentials for
        Admin and annual staff development programme.

19.3.   Members of our Board have attended training on equality and diversity.

19.4.   Managers and staff responsible for the development of services, policies and
        procedures have received training on how to apply an equality impact
        assessment template.

19.5.   Training and briefing sessions on equality and diversity have been held at
        various management and staff development events.

19.6.   Our annual staff development programme includes half-day sessions on Equality
        & Diversity, Disability Awareness and Age, Disability and Carers Related
        Benefits and Concessions.

19.7.   A two day training programme is available covering Recovery and Mental Health.

19.8.   We have developed and delivered briefing sessions for staff on providing
        communication support.

19.9.   We have developed and delivered a pilot training programme on Delivering Race
        Equality in Mental Health that promotes cultural sensitivity. This will be rolled out
        to all of our front line staff.

20.     MEETING THE SPECIFIC DUTIES FOR EMPLOYMENT

20.1.   Our Equality and Diversity Policy aims to ensure that no job applicant, or
        employee, is discriminated against either directly or indirectly on the grounds of
        his or her race, ethnicity, cultural background, religion, belief, disability, gender,
        sexual orientation, age, employment or HIV status, or responsibilities as a carer.

20.2.   Our managers have attended training on equality & diversity that includes
        guidance on supporting staff.


Single Equality Scheme and Action Plan, 2009 – 2012                                 19
5 Boroughs Partnership NHS Trust
20.3.   Our managers and staff can access a wide range of information on equality &
        diversity from our intranet and internet websites.

20.4.   We record the personal, employment and pay roll details of all staff on our
        Electronic Staff Records (ESR) system; this includes details on ethnicity, gender,
        disability and age.

20.5.   Staff can access equality and diversity related support via managers, Human
        Resources, Occupational Health Department and staff from the Equality,
        Diversity & Inclusion Unit. This support includes advice to managers and staff on
        issues relating to recruiting and retaining disabled employees.

20.6.   We provide information and support to ensure that employees can make use of
        the resources available through Access to Work.

20.7.   We achieved the Improving Working Lives Practice accreditation that included
        measures appertaining to equality & diversity.

20.8.   We achieved Positively Diverse status from NHS Employers that recognises that
        we operate processes that promote equality and value diversity.

20.9.   We have received the 2 Ticks – Positive About Disabled People accreditation
        from Job Centre Plus in recognition to operating to agreed national standards in
        relation to the recruitment and retention of disabled people.

20.10. Analysis of the results of the Staff Surveys is used to inform workforce
       developments for issues relating to equality and diversity.

20.11. We operate various family friendly policies aimed at offering staff a range of
       options when balancing life and work. They include Flexible Working, Job
       Sharing, Flexible Retirement, Maternity, Paternity and Co-Parenting, Career
       Break Scheme, Home Working, and Purchasing Additional Leave.

20.12. Our Work-life Balance Unit provides a range of support to staff including advice
       and support relating to carers and childcare vouchers and play schemes. They
       have evidence of supporting both men and women.

20.13. Our Valuing Carers Scheme, previously known as Carers Inside Out sets out a
       range of measures that aim to support staff who have additional caring
       responsibilities and carers of Trust service users.

20.14. During 2006 all eligible posts were assessed under the national “Agenda for
       Change” process which aims to ensure equality in pay and conditions across the
       NHS regardless of gender, supporting and protecting the principles of the Equal



Single Equality Scheme and Action Plan, 2009 – 2012                             20
5 Boroughs Partnership NHS Trust
        Pay Act 1970. We plan to conduct further pay reviews and analyses to work
        towards equal pay.

20.15. We have produced a Respect at Work Policy.

20.16. We have evidence that the range of measures introduced by our Security
       Management Specialist has led to a reduction of verbal and physical assaults on
       staff.

20.17. We have established networks for Black & Minority Ethic and Disabled staff.

20.18. Through principles established in the development of our Positive Action
       Employment Scheme we promote and support employment opportunities for
       people that have mental health problems. Staff can access support from our
       Social Inclusion Co-ordinator.

20.19. We have produced an Equality and Diversity policy, clearly setting out the
       importance of the equality and diversity agenda for our trust,

21.     PROCUREMENT & PURCHASING

21.1.   In meeting our statutory duties we ensure that companies and organisations that
        supply us with goods and services promote equality and value diversity.

21.2.   We have included an equality and diversity section within our contract application
        process. This requires all contractors to show how they will support and deliver
        the aims of the general duties set out in the Race Relations (Amendment) Act
        2000, Disability Discrimination Act 2005 and Gender Equality Duty 2007.




Single Equality Scheme and Action Plan, 2009 – 2012                             21
5 Boroughs Partnership NHS Trust
                                                                                                                               Appendix A
          Census 2001 Data



  Ethnic Group

                All People in People People                 People in   People    People People People      People in People in People      People in
              people ethnic in ethnic  in                     ethnic       in        in     in      in        ethnic     ethnic     in        ethnic
                     groups: groups: ethnic                  groups:    ethnic    ethnic ethnic ethnic       groups:    groups:   ethnic     groups:
                      White: White: groups:                  Mixed:     groups    groups groups: groups:    Asian or Asian or groups         Black or
                     British   Irish  White:                White and       :         :  Mixed: Asian         Asian      Asian   : Asian      Black
                                      Other                   Black     Mixed:    Mixed: Other      or       British:   British:    or       British:
                                      White                 Caribbean    White     White Mixed Asian        Pakistani Bangladeshi Asian     Caribbean
                                                                          and       and          British:                        British:
                                                                         Black     Asian          Indian                          Other
                                                                        African                                                   Asian

 Wigan        301,415 294,149          1,744      1,613         416      199       382     164        149     400         72       173        194

Knowsley      150,459 146,437           872        773          407      342       218     275        678      76         11        40        114

St Helens     176,843 172,853          1,054       880          228       77       200     296        681     109         79        85         59

 Halton       118,208 115,396           824        563          221      151       169     286        275      32         45        47         54

Warrington 191,080 183,676             1,585      1,735         336      176       357     169        409     673         73       177        160




          Single Equality Scheme and Action Plan, 2009 – 2012                                    22
          5 Boroughs Partnership NHS Trust
Ethnicity Continued

                 People in   People in       People in      People in
                   ethnic      ethnic     ethnic groups: ethnic groups:
                  groups: groups: Black Chinese or         Chinese or
                 Black or     or Black     other ethnic other ethnic
                   Black   British: Other     group:      group: Other
                  British:      Black        Chinese      Ethnic Group
                  African

   Wigan             302               43             488     258

 Knowsley            113               90             365     90

 St Helens            73               37             398     133

   Halton             55               23             240     75

 Warrington          169               34             729     249




Single Equality Scheme and Action Plan, 2009 – 2012                       23
5 Boroughs Partnership NHS Trust
                    Religion

                                    Total    Christian Buddhist Hindu Jewish Muslim Sikh   No
                                  population                                             Religion


                      Wigan         301,415       261,781      265   508   83         1,008   51    20,726

                   Knowsley         150,459       128,834      111   173   41         257     20    8,791

                    St Helens       176,843       153,636      165   294   49         349     34    11,107

                      Halton        118,208           99,096   116   100   40         149     33    10,273

                   Warrington       191,080       156,747      232   366   120        1,109   267   19,600




Single Equality Scheme and Action Plan, 2009 – 2012                              24
5 Boroughs Partnership NHS Trust
        Health and the provision of unpaid Care

                             All      Disabled Provision of Provision of Provision Provision of
                           people      People unpaid care: unpaid care: of unpaid unpaid care:
                                               people who     people who     care:    people who
                                                 provide    provide unpaid people       provide
                                               unpaid care     care: 1-19    who      unpaid care:
                                                             hours a week provide 50 or more
                                                                            unpaid      hours a
                                                                          care: 20-49    week
                                                                           hours a
                                                                             week

            Wigan         301,415       67,308        33,887     21,800       4,225      7,862

          Knowsley        150,459       37,103        17,360     9,143        2,911      5,306

          St Helens       176,843       41,665        21,519     13,308       2,955      5,256

            Halton        118,208       25,440        13,528     7,942        1,887      3,699

          Warrington      191,080       34,177        19,976     13,562       2,304      4,110




Single Equality Scheme and Action Plan, 2009 – 2012                           25
5 Boroughs Partnership NHS Trust
                                                                            Appendix B
5 Boroughs Partnership NHS Trust – Staffing Profile
(As at October 2008)

       Gender:                              Ethnicity:                   Age:
                                                                  Under 25 – 72 (3.5%)
           All Staff       White, British – 1925 (93%)            25-29 - 148 (7.1%)
                           White, Irish – 23 (1%)                 30-34 - 215 10.4%)
Female – 1545              White, other – 8 (0.4%)                35-39 - 221 (10.7%)
(75%)                      White and Black Caribbean - 2 (0.1%)   40-44 - 377 (18.2%)
Male – 528 (25%)           White and Black African –1 (0.05%)     45-49 - 431 (20.8%)
                           White and Asian –1 (0.05%)             50-54 - 304 (14.7%)
                           Other mixed –6 (0.3%)                  55-59 - 191 (9.2%)
                           Indian – 24 (1.2%)                     60-64 - 85 (4.1%)
                           Pakistani – 5 (0.2%)                   65-69 - 28 (1.4%)
                           Bangladeshi – 1 (0.05%)                70+    - 1 (0.05%)
                           Other Asian – 9 (0.4%)
                           Black Caribbean – 2 (0.1%)
                           Black African – 14 (0.7%)
                           Other Black – 1 (0.05%)
                           Chinese – 0
                           Any other – 6 (0.3%)
                           Not Stated – 35 (1.7%)

In addition, 269 (13%) members of our staff declared that they had a disability.

Data Collection and Analysis

Monitoring the diversity of our workforce is a mandatory requirement of existing
equality legislation. Members of our Equality, Diversity & Inclusion Steering Group
have developed a template for data collection that is analysed in the following areas:

The workforce, broken down into:

   Number of employees by contractual status, i.e. whole time or part time, gender,
    ethnicity, age, religion/beliefs, sexual orientation, disability and carers. (The
    analysis is categorised by National Occupation Codes used by the Trusts Human
    Resources Team)

   Recruitment activity, under the headings of applications, those short-listed and
    those successful, broken down into gender, ethnicity, age, religious beliefs, sexual
    orientation, disability, and carers.




Single Equality Scheme and Action Plan, 2009 – 2012                                26
5 Boroughs Partnership NHS Trust
Overview of Operational HR & Workforce Development, broken down into:
 Number of applications of Special Leave by gender, ethnicity, age, religious beliefs,
  sexual orientation, disability, and carers.

   Number of Grievances by gender, ethnicity, age, religious beliefs, sexual
    orientation, disability, and carers.

   Number of Disciplinaries by gender, ethnicity, age, religious beliefs, sexual
    orientation, disability, and carers.

   Number of staff attending Training by gender, ethnicity, age, religious beliefs,
    sexual orientation, disability, and carers.

   Overview of leavers and the reasons given for leaving by gender, ethnicity, age,
    religious beliefs, sexual orientation, disability, and carers.

It is accepted that the data collection and storage systems we currently use do not
provide the full range of information required to populate all areas covered by the
template. This has highlighted the areas where further work was required. Action plans
have been developed to address the shortfalls.

Quarterly reports are presented to our Equality, Diversity & Inclusion Steering Group
and an annual analysis is made available on our website.

The findings from the analysis inform our Workforce Strategy and work relating to our
Equality, Diversity & Inclusion agenda.




Single Equality Scheme and Action Plan, 2009 – 2012                                 27
5 Boroughs Partnership NHS Trust
                                                                          Appendix C

Policies, Functions and Strategies We Have Assessed (As of 5th November 2008)

Bathing and Showering of Service Users
CAMHS PAS Implementation Project
Change for the Better
Cleaning Standards
Clinical Coding
Clinical Risk Assessment
Clinical Supervision
Development Review
Domestic Abuse (Staff)
Domestic Abuse (Service Users)
Drug and Alcohol Management
Electro-Convulsive Therapy
Equality & Diversity
European Working Time Directive
General Library
Grievance Policy
Incident Management Policy and Procedure Investigation Procedure
Information Governance
Intellectual Property
Liaison with Local Authority Overview and Scrutiny Committee
Mandatory Training Policy
Medicine Code
Moving and Handling
Non-medical Prescribing
Pay Protection
Performance Review and Development Review
Personal Mobile Phone
Policy Development Manual
Rapid Tranquilisation
Recruitment and Selection Managing Performance
Respect at Work Policy
Resuscitation Policy and Guide on Decisions to Resuscitate
Retirement Policy and Procedure
Staff Mental Health & Managing Stress Policy
Trade Union Recognition Agreement and Joint Consultation and Negotiation
Waste Management
Work-life Balance

Copies of all completed Equality Impact Assessments are posted on our website.
Regular reviews are reported to our Equality, Diversity & Inclusion Steering Group.


Single Equality Scheme and Action Plan, 2009 – 2012                             28
5 Boroughs Partnership NHS Trust
It is now mandatory that all of our policies are assessed against our Equality Impact
Assessment Template before the Policy Ratification Panel ratifies them.

A copy of our Equality Impact Assessment Template is available on our website.




Single Equality Scheme and Action Plan, 2009 – 2012                             29
5 Boroughs Partnership NHS Trust
                                                                              Appendix D

Summary of current activities we are undertaking regarding Race, Disability and
Gender equality duties and Age, Religion / Belief and Sexual Orientation equality
responsibilities

Race Equality Duty

   Our original Equality Scheme and Action Plan 2005-2008 covered Race and
    Disability. This has been replaced by our Single Equality Scheme & Action Plan
    2009 – 2012

   We undertake monitoring of ethnicity in workforce and recruitment including
    applications, short listing and successful applicants

   We have contracts in place to provide telephone and face to face interpreting, and
    translation services, and usage is monitored by Equality, Diversity and Inclusion
    Steering Group

   We include monitoring of ethnicity in service delivery and results in our business
    reports

   We undertake an annual Count Me In census on 31st March and the results are
    checked against the local Black and Minority Ethnic statistics and found to be
    reflective

   We have developed guidelines for staff on delivering culturally sensitive services

   We provide multi-faith resources for service users in in-patient areas

   We have developed guidelines for staff on the use of multi-faith resources for all
    staff

   We have developed guidelines on meeting the dietary needs of staff and service
    users from multi-faith backgrounds

   We have developed guidelines for staff on dealing with racial incidents, including
    racial harassment

   Our staff are involved in local Black & Minority Ethnic community networks

   Our Equality & Diversity training for staff includes issues relating to race and
    ethnicity

   Our Equality Impact Assessment template includes issues relating to race and
    ethnicity

Single Equality Scheme and Action Plan, 2009 – 2012                                    30
5 Boroughs Partnership NHS Trust
   We have provided training on Equality Impact Assessment template undertaken
    across the Trust

   We provide training on Delivering Race Equality in Mental Health

   Achievement of „Positively Diverse‟ status, including trained staff in post.

   We have established a network of local Black and Minority Ethnic Mental Health
    Community Development Workers

   We have established a Black and Minority Ethnic staff network

   Black and Minority Ethnic staff from the Trust were involved in the NHS North West
    60th Anniversary celebrations

   „Essence of Care‟ is assessed against the Equality Impact Assessment template to
    ensure equality and quality of delivery

   We have used the Delivering Race Equality Dashboard to develop actions relating
    to Race Equality.

Disability Equality Duty

   Our original Equality Scheme and Action Plan 2005-2008 covered Race and
    Disability. This has been replaced by our Single Equality Scheme & Action Plan
    2009 – 2012

   Disabled people were involved in developing, designing and reviewing our
    Scheme, initially through local Disability Equality Duty workshops held jointly with
    partners from health, social care and education, and now on-going through our
    Joint Service Users and Carers Forum

   We have undertaken monitoring of disability in recruitment including applications,
    short listing and successful applicants

   We have contracts in place to provide British Sign Language interpreting, and
    transcription services (Including Braille, Audio Cassette, etc)

   We have received the Two Ticks Accreditation – Positive About Disabled People

   We have developed a Positive Action Employment initiatives for mental health
    service users




Single Equality Scheme and Action Plan, 2009 – 2012                                31
5 Boroughs Partnership NHS Trust
   We have a range of policies aimed at supporting recruitment and retention of
    disabled staff including Flexible Working, Job Share Policy, Return to Work Policy,
    Equality & Diversity, etc

   We developed a policy on Respect in the Workplace, covering bullying and
    harassment

   Staff from our Equality, Diversity and Inclusion Unit are involved in local disability
    networks, mental health, learning disability and carers forums and partnership
    boards

   We sponsor and exhibit at the North West Disability Awareness Day, and exhibit
    and support other local disability events

   Our Equality & Diversity training for staff includes issues relating to disability

   Our Equality Impact Assessment template includes issues relating to disability

   The training on Equality Impact Assessment template is undertaken across the
    organisation

   We undertake access and facilities audits for our premises, undertaking remedial
    works to improve access as necessary

   We use the Access and Facilities Minimum Standards document in Estates,
    developed in partnership with local disabled people, in all refurbishment and new-
    build works

   Refurbishment and new-build projects in in-patient areas now include specially
    designed facilities, including assisted bathrooms with a door to wheelchair-
    accessible bedrooms to ensure privacy, dignity and respect

   We have provided evacuation chairs for wheelchair users on floors with lift access

   We offer Disability Awareness training for staff

   Induction Loop systems are available in all our customer-facing areas

   Minicom / Type Talk services are promoted across the Trust

   Achievement of „Positively Diverse‟ status, including trained staff in post

   Independent living equipment such as wheelchairs, adjustable height examination
    couches, hoists and specialist bathing and toilet facilities are available in all
    relevant areas


Single Equality Scheme and Action Plan, 2009 – 2012                                      32
5 Boroughs Partnership NHS Trust
   „Essence of Care‟ is assessed against the Equality Impact Assessment template to
    ensure equality and quality of delivery

   We have developed a Service Users and Carers Involvement Scheme that
    provides systems and support to enable involvement across all areas of the Trust
    including recruitment panels, corporate meetings, work groups, investigations,
    reviews and audits. The scheme includes the offer of payments for involvement
    and tax and benefits checks

   We have been the sole Trust in redesigning the Patient Opinion website for mental
    health, a service which allows service users to leave public comments on their
    experiences of health services, and which gives Trusts the ability to reply. We will
    use the findings to influence service delivery

   We have developed a Patient Experience Survey that will be used across the Trust
    to assess the experience of out service users and carers. We will use the findings
    to influence service delivery

   Our Joint Service Users and Carers Forum bi-monthly meetings include “Take it to
    the Top”, where Directors attend for the first hour of each meeting to take and
    answer questions from service users and carers

   Through our work with Service Users and Carers, we have organised working
    groups to visit other Mental Health service providers in order to gain insight into the
    recovery model of Mental Health. Recent visits include Norfolk and Waveney
    Mental Health Trust, and Denver, Colorado USA. The findings from these visits
    have influenced service delivery.

Gender Equality Duty

   Our Equality Scheme and Action Plan 2005-2008 included an Appendix on Gender
    Equality to reflect the Gender Equality Duty. This has been replaced by our Single
    Equality Scheme & Action Plan 2009 – 2012

   We undertake monitoring of gender in workforce and recruitment including
    applications, short listing and successful applicants

   We conduct monitoring of gender in service delivery

   We developed a policy on Respect in the Workplace, covering bullying and
    harassment

   Our Equality & Diversity training for staff includes issues relating to gender

   Our Equality Impact Assessment template includes issues relating to gender


Single Equality Scheme and Action Plan, 2009 – 2012                                  33
5 Boroughs Partnership NHS Trust
   Our training on Equality Impact Assessment template is undertaken across the
    organisation

   We have a range of family friendly policies including Equality & Diversity, Flexible
    Working, Maternity, Work-life Balance, Flexible Retirement, Guidance on Special
    Leave, and the Career Break Scheme

   Our Work-life Balance Unit provides advice and support on childcare vouchers and
    play-schemes, and has evidence of supporting men and women

   During 2006 all eligible posts were assessed under the national “Agenda for
    Change” process, which has ensured equality in pay and conditions across the
    NHS regardless of gender

   Achievement of „Positively Diverse‟ status, including trained staff in post

   Service users and carers worked with us to develop a standard template for the
    design of Family Visiting Rooms in in-patient units. Facilities have been provided in
    various services across the Trust

   Single sex accommodation has been provided in all new and refurbished in-patient
    areas

   Our Valuing Carers Scheme, previously known as Carers Inside Out sets out a
    range of measures that aim to support staff who have additional caring
    responsibilities and carers of Trust service users

   Chaperoning services are available

   „Essence of Care‟ is assessed against the Equality Impact Assessment template to
    ensure equality and quality of delivery

   We have developed a Service Users and Carers Involvement Scheme that
    provides systems and support to enable involvement across all areas of the Trust
    including recruitment panels, corporate meetings, work groups, investigations,
    reviews and audits. The scheme includes the offer of payments for involvement
    and tax and benefits checks.


Other Activities

   Our Single Equality Scheme & Action Plan 2009 – 2012 includes aspects of
    Employment Regulations covering Age, Sexual Orientation, Religion and Beliefs,
    and the Carers Equal Opportunities Act



Single Equality Scheme and Action Plan, 2009 – 2012                               34
5 Boroughs Partnership NHS Trust
   Monitoring of Sexual Orientation, Age, Religion and Beliefs is undertaken in
    recruitment including applications, short listing and successful applicants
   We conduct an annual staff survey and analysis of the results of the Staff Survey is
    used to inform workforce developments for issues relating to equality and diversity

   Monitoring of age in service delivery

   We have amended our Retirement Policy to reflect changes in age duties

   Our staff are involved in local Age, Carer and Family community networks

   Equality & Diversity training for staff includes issues relating to age, sexual
    orientation, carers, religion and beliefs

   Equality Impact Assessment template also includes issues relating to age, sexual
    orientation, carers, religion and beliefs

   Achievement of „Positively Diverse‟ status, including trained staff in post

   Members of our Trust Board and Equality, Diversity and Inclusion Steering Group
    have undergone equality and diversity training in respect of both our statutory
    duties and general responsibilities

   We are a Corporate Member of Stonewall, the UK‟s leading organisation for gay,
    lesbian and bisexual rights

   We are Corporate Members of the Gender Trust, one of the UK‟s leading
    organisations for transgendered people.




Single Equality Scheme and Action Plan, 2009 – 2012                                   35
5 Boroughs Partnership NHS Trust
                                                                            Appendix E

Summary of Outcomes from our Equality Scheme 2005 - 2008

Young People

Service Users

We recognised that children and young people are citizens now and not just as they
reach adulthood. As part of our commitment to empowering and enabling children and
young people to share their views of using mental health services we have signed up
to the nationally acclaimed Investing in Children Project.

Managers and staff from our Child and Adolescent Mental Health Services (CAHMS)
have attended training designed by children and young people. We have also run 5
local workshops where children and young people have been able to share their
thoughts about services and produce local reports on services. As a result 4 young
people were invited to present the findings of their reports to members of the Trust
Board at their meeting on the 24th July 2008.

Staff

Staff are currently working with young people through project groups to improve
services based on the recommendations they made in their reports and we are
developing a bid for two full time workers to co-ordinate this area of our work and to
extend the opportunities for children and young people to become involved in our
business.

Older People

Service Users

We recognised that by operating age limited services this caused additional frustration
and anxiety for services users and their families as they reached the age of 65 which
meant they would be moved to our older people‟s service. As a result we have
integrated most of our adult and older people in-patient services. This has led to a
reduction in the number of older service users needing to change services as a result
of their age.

Staff

In response to measures set out in the Employment Equality Age Regulations 2006 we
have reviewed and amended our Retirement Policy. The Policy sets out clear
procedures that provide guidance for managers and staff including advice for those
wishing to continue working past their 65th birthday. This has helped to reduce the
level of anxiety for staff that are approaching 65.


Single Equality Scheme and Action Plan, 2009 – 2012                               36
5 Boroughs Partnership NHS Trust
Sexual Orientation

Staff and Service Users

We recognise that we have a great deal to learn in relation to supporting the needs of
staff and service users who are gay, lesbian and bi-sexual. Therefore we have signed
up as a corporate member of the UK‟s leading advisory charity, Stonewall. We will
work with the organisation to develop systems to address this area of our work.

Transgender

Staff and Service Users

We recognise that we have a great deal to learn in relation to supporting the needs of
staff and service users who are transgender. Therefore we have signed up as
corporate members of the UK‟s leading advisory charity, the Gender Trust. We will
work with the organisation to develop systems to address this area of our work.

Gender

Staff

During 2006 all eligible posts were assessed under the national “Agenda for Change”
process, which has ensured equality in pay and conditions across the NHS regardless
of gender.

Our Work-life Balance Unit provides advice and support on childcare vouchers and
play schemes, and has evidence of supporting men and women.

Service Users

Single sex accommodation has been provided in all new and refurbished in-patient
areas. Women service users have commented that this has led to the feeling of safer
environments.

Disability

Service Users

We involve service users at all levels of our business, from recruiting senior managers,
corporate meetings including the Trust Board, task and finish working groups including
service monitoring, audits, reviews and redesign, designing and delivering staff
training and as members of investigation teams. In recognition to the value we place



Single Equality Scheme and Action Plan, 2009 – 2012                             37
5 Boroughs Partnership NHS Trust
on this involvement we have developed a remunerations scheme whereby we offer
payments and expenses.

Recommendations received from disabled people involved in our Disability Equality
Duty events have been included in our Disability Access and Facilities - Minimum
Standards document that is used by our Estates Department whilst working on all
refurbishments and new build schemes in the Trust. This has led to the provision of
facilities that meet the needs of disabled people including providing a door between
assisted bathrooms to a wheelchair-accessible bedroom. This is aimed at respecting
the privacy and dignity of service users who use a wheelchair or have severe mobility
impairments.

Staff

We have directly supported various disabled people through recruitment, development
and retention. We have two disabled members of staff that act as advisors to our
Occupational Health and Human Resources Teams. Our Positive Action Employment
Scheme offers pre-application coaching which has lead to the success recruitment of
several service users to the Trust.

We have undertaken access and facilities audits of our buildings across the Trust. One
outcome resulted in the purchasing of Emergency Evacuation Chairs that have been
allocated to all buildings where services are located on first or upper floors. Disabled
staff joined our estates department in choosing the product.

Religion & Beliefs

Guidelines have been produced for managers on meeting the religious needs of staff.
As a result of discussions with Muslim staff we developed specific guidance in relation
to Ramadan.

Staff

The recommendations have been incorporated into our Equality & Diversity training
that is a mandatory requirement of our staff development programme.

We have introduced prayer rooms and quiet rooms suitable for prayer across the Trust
area, accessible for both staff and service users.

Service Users

Recommendations from service users, staff and local faith leaders led us to develop a
range of initiatives covering religion and beliefs including the production of guidelines
for staff on delivering culturally sensitive services covering interpreters and translation,
dietary needs, cultural sensitivity, same sex examinations and religion. We have also
provided a range of multi-faith resources to all in-patient areas including prayer mats,


Single Equality Scheme and Action Plan, 2009 – 2012                                 38
5 Boroughs Partnership NHS Trust
beads, compass, religious books and guidelines for staff on the use of the multi-faith
resources.

Race and Ethnicity

Staff

We have launched a Black and Minority Ethnic Staff Network that aims to provide
mentoring and mutual support for Black and Minority Ethnic staff. Members have
agreed to analyse the current systems of support, results from workforce monitoring,
the national Count Me In Census and staff survey.

We have developed guidelines for staff on dealing with racial incidents, including racial
harassment. Combined with the work undertaken by our Security Specialist this has
contributed to reduce the number of incidents against staff and service users. Staff
have commented that they feel safer and more valued.

Service Users

We have also developed a network for the Black and Minority Ethnic Mental Health
Community Development Workers from partner organisations across the Trust, aimed
to help us to reach out to individuals and groups from Black and Minority Ethnic
communities. The network is also intended to promote social inclusion and community
cohesion through greater awareness of individual needs and Mental Health services.

After discussions with local Black and Minority Ethnic communities we reviewed
systems for providing telephone and face to face interpreting, and translation services.
As a result we produced guidelines for staff that includes a policy statement that we
will always enlist the support of professional service providers. The outcome of this
work has provided staff with clear procedures that ensure quality services.

Carers

Staff

As a result of discussions with staff who have additional caring responsibilities outside
of their paid employment with the Trust we produced a carers section on the Trusts
inter and intranet websites and included the information in the Trusts staff handbook.
We also promote the support and activities available through local Carers Centres
through the websites and staff newsletters.

Service Users

Carers were involved in developing the Carers Inside Out Scheme, now known as
Valuing Carers Scheme. Together we produced a template for the design of family
visiting rooms in in-patient areas. Within 2 weeks of the completion of the template we


Single Equality Scheme and Action Plan, 2009 – 2012                               39
5 Boroughs Partnership NHS Trust
started work on 2 Family Visiting Rooms in Halton. Others have been developed
across the Trust. Service users, their carers and families have commented that the
rooms provide a safe and quiet environment away from the ward.




Single Equality Scheme and Action Plan, 2009 – 2012                            40
5 Boroughs Partnership NHS Trust
                                                                        Appendix F
Partners in Involvement and Consultation

Consultation

A draft copy of our Single Equality Scheme and Action Plan was distributed to the
following organisations and promoted throughout the Trust to directors, managers and
staff;
 5 Boroughs Partnership NHS Trust Service Users And Carers Forum

   Halton Borough Council

   Knowsley Borough Council

   St Helens Council

   Warrington Borough Council

   Wigan Council

   Making Space

   Halton Voluntary Action

   Cheshire Deafness Support

   Warrington Disability Partnership

   Knowsley, St Helens, Warrington and Wigan & Leigh Voluntary Services

   Leigh Asylum Seekers & Refugee Support

   Ashton Leigh & Wigan PCT Black and Minority Ethnic

   Wigan & Leigh Against Racism

   The Sunflower Project

   Leigh Mosque & Madressa

   Wigan Mosque

   Montgomery Road Multi Agency Centre

   Halton Disability Service


Single Equality Scheme and Action Plan, 2009 – 2012                         41
5 Boroughs Partnership NHS Trust
   Halton MIND

   Warrington & Widnes Society for the Blind

   Knowsley Disability Concern

   Merseyside Society for Deaf People
   Deafness Resource Centre
   Warrington Mencap
   Runcorn Carers Centre
   Widnes Carers Centre
   Carers UK Wigan Carers Centre
   Wigan & Leigh Crossroads
   Princess Royal Trust for Carers Warrington Carers Centre
   St Helens Carers Centre
   Warrington Black and Minority Ethnic Community Development Service
   Halton & St Helens Black and Minority Ethnic Community Development Service
   Ashton, Leigh & Wigan Black and Minority Ethnic Community Development Service
   Knowsley Black and Minority Ethnic Community Development Service
   Warrington multi Cultural Forum
   Cheshire, Halton & Warrington Race Equality Council
   Warrington Ethnic Community Association
   Warrington Council for Faiths
   Warrington Hindu Cultural Organisation
   Traveller Education Services
   CVS Black and Minority Ethnic Community Network
   Travellers Education Service Wigan

   All Local Authorities, Acute and Primary Care NHS Trusts across the 5 Boroughs,
    including, Halton, Warrington, St. Helens, Knowsley, Wigan and Leigh.


Single Equality Scheme and Action Plan, 2009 – 2012                         42
5 Boroughs Partnership NHS Trust
                                                                             Appendix G
5 Boroughs Partnership NHS Trust
Single Equality Scheme Action Plan: 2009 - 2012

For the purpose of the published Action Plan we have left out the columns detailing
evidence of progress. This will be included in the working document used by our
Equality, Diversity & Inclusion Steering Group.

For internal purposes, they have been divided into Corporate, Staff and Service User
actions.

                                                                               Target
               Task               Evidence of achievement     Named lead
                                                                                date
Corporate Actions
1.    To review our              Produced a draft Single    Chief             Sept 08
      original Equality          Equality Scheme and Action Executive
      Scheme & Action            Plan 2009 –2012
      Plan 05/08 and to
      produce a draft
      Single Equality
      Scheme & Action
      Plan for 2009 – 12
2.    To consult on the          Forward draft Single         AD Inclusion & Sept 08
      Single Equality            Equality Scheme to staff,    Partnerships
      Scheme with our            service users, carers and
      staff, service users,      organisations listed in
      carers and                 Appendix F
      organisations F.
                                 Received feedback on the     AD Inclusion & Oct 08
                                 Single Equality Scheme       Partnerships

                                 Recommendations added to AD Inclusion & Nov 08
                                 Single Equality Scheme   Partnerships

                                 Submit the Single Equality   Dir Nursing,    Jan 09
                                 Scheme to the Board for      Governance &    Board
                                 approval                     Performance     Meeting


                                 Publicise final Single       AD Inclusion & Feb 09
                                 Equality Scheme on Trust     Partnerships
                                 intranet and website



Single Equality Scheme and Action Plan, 2009 – 2012                              43
5 Boroughs Partnership NHS Trust
                                                                                 Target
               Task               Evidence of achievement        Named lead
                                                                                  date
3     To review our              Revised the Equality Impact     AD Inclusion & Apr 09
      Equality Impact            Assessment Toolkit and          Partnerships
      Assessment Toolkit         reviewed its usage in the
      and its use in the         policy ratification and
      policy ratification        strategy development
      and strategy               processes.
      development
      processes.
4.    We will review all         Completed review of current     AD Inclusion & Mar 09
      completed equality         equality impact                 Partnerships
      impact assessments         assessments and assured
      to ensure that any         that any actions identified
      actions identified         have been or are being
      have been or are           undertaken.
      being undertaken.
5.    We will ensure that        Findings summarised and         AD Inclusion & Mar 09
      the findings of our        fed into „Lessons Learned‟      Partnerships
      equality impact            programme
      assessment
      processes are
      incorporated into
      the „Lessons
      Learned‟
      programme
6.    Review our systems         To have established a           AD             May 09
      for recording and          robust system of recording      Governance &
      monitoring incidents       and monitoring incidents        Performance
      or complaints              and complaints in relation to
                                 Equality & Diversity and to
                                 have agreed procedures of
                                 feeding the results into the
                                 evidence requirements of
                                 policy development and
                                 business planning




Single Equality Scheme and Action Plan, 2009 – 2012                                44
5 Boroughs Partnership NHS Trust
                                                                                      Target
               Task               Evidence of achievement           Named lead
                                                                                       date
7.    To review our data         Systems in place to record        Dir Human        Mar 09
      collection and             the numbers of staff in post      Resources &
      reporting systems          in relation to ethnicity,         Organisational
      on recruitment and         gender, age, disability,          Development
      workforce data and         carers, sexual orientation,
      analysis.                  religion and belief. Includes
                                 data on:
                                      Job applicants, short
                                         listed and successful
                                      Staff applying for and
                                         accessing training
                                      Staff who are
                                         involved in grievance
                                         procedures
                                      Staff who are the
                                         subject of disciplinary
                                         procedures
                                      Staff who cease
                                         employment and the
                                         reasons why
                                      Staff who benefit or
                                         suffer detriment from
                                         our performance
                                         management
                                         processes
                                 Workforce statistical report      Dir Human        April 09
                                 produced and analysed             Resources &      and twice
                                 against local demographic         Organisational   yearly
                                 data from national Census.        Development      thereafter


8.    To review usage            Reviewed usage and                Head of          April 09
      and quality of             assessed the quality of           Procurement      and twice
      communication              communication support                              yearly
      support (such as           accessed across the Trust                          thereafter
      interpreters and
      translation).




Single Equality Scheme and Action Plan, 2009 – 2012                                     45
5 Boroughs Partnership NHS Trust
                                                                                   Target
               Task               Evidence of achievement        Named lead
                                                                                    date
9.    To ensure that             Trust Business Plans         Chief              Apr 09 and
      Equality & Diversity       include actions that support Executive          annually
      is mainstreamed            the delivery of our Single                      thereafter
      throughout all Trust       Equality Scheme and Action
      Business Plans             Plan 2009 - 2012
10    To ensure that all         Reviewed current               Head of          April 09
      organisations              contracting, monitoring and    Procurement
      contracted to deliver      performance management
      Trust services             arrangements, and produce
      comply with their          an equality statement that
      responsibilities           contractors will be required
      under the equality         to sign up to, and abide by,
      legislation                and developed guidance for
                                 contractors delivering
                                 services for the Trust

11.   Ensure lessons             Lessons learned from the       Dir Nursing,     Ongoing
      learned from the           results of:                    Governance &
      results of surveys,             National Patient         Performance
      audits, complaints                Survey
      and other systems
                                      National Staff Survey    Dir Human
      that gather
                                      Patient Opinion          Resources &
      feedback from staff,                                      Organisational
      service users,                  Patient Experience       Development
      carers and the                    Surveys
      public are used to              PEAT Audits
      inform service
      developments.                   Service Reviews
                                      Serious Untoward
                                        Incidents,
                                 plus other systems that
                                 gather feedback from staff,
                                 service users, carers and
                                 the public are used to
                                 inform service
                                 developments.




Single Equality Scheme and Action Plan, 2009 – 2012                                  46
5 Boroughs Partnership NHS Trust
                                                                                   Target
               Task               Evidence of achievement          Named lead
                                                                                    date
12.   To review and              To have update information       AD Inclusion & Ongoing
      regularly update the       on the Equality Diversity &      Partnerships
      contents of the            Inclusion section of our intra
      Equality Diversity &       and internet sites.
      Inclusion section of
      our intra and
      internet sites.
13    To work with NHS           Achieved Positively Diverse      AD Inclusion & Mar 09
      Employers on               accreditation                    Partnerships
      becoming a lead                                             and Dir
      site for Positively                                         Human
      Diverse                                                     Resources &
                                                                  Organisational
                                                                  Development
14    To review national         Reviewed national guidance       AD Inclusion & April 09
      guidance relating to       and developed systems to         Partnerships
      the Human Rights           meet the necessary               and AD
      Act and wherever           recommendations                  Governance &
      necessary develop                                           Performance
      systems to meet the
      recommendations
15    To review the              Terms of reference               AD Inclusion & Mar 09
      existing Equality,         reviewed and published           Partnerships
      Diversity and
      Inclusion steering
                                 Membership reviewed and          AD Inclusion & Mar 09
      group
                                 revised as appropriate           Partnerships

16    To review the use of       To have developed an             AD Inclusion & April 09
      the Delivering Race        action plan relating to the      Partnerships
      Equality Dashboard         Delivering Race Equality
                                 Dashboard
17    To monitor, review,        Published annual report    Chief                Dec 09
      and update the             outlining activities       Executive            and
      Action Plan                undertaken inline with our                      annually
                                 Single Equality Scheme and
                                 Action Plan




Single Equality Scheme and Action Plan, 2009 – 2012                                  47
5 Boroughs Partnership NHS Trust
                                                                                Target
               Task               Evidence of achievement       Named lead
                                                                                 date
                                 Revised and amended our    AD Inclusion & At least
                                 Single Equality Scheme and Partnerships   annually
                                 Action Plan in line with
                                 requirements of relevant
                                 changes in equality
                                 legislation



Actions for Staff
18    To review our              To have reviewed the          AD Human       April 09
      Equality & Diversity       content and delivery of our   Resources &
      Training                   Equality and Diversity        Organisational
      programme.                 Training Programme            Development
                                 including:                    & AD Inclusion
                                      Staff induction,        & Partnerships
                                      Essentials sessions
                                        for managers,
                                        clinicians and admin
                                      Equality Impact
                                        Assessments
                                      Equality & Diversity
                                      Disability Awareness
                                      Deaf Awareness
                                      Who Cares for
                                        Carers?
                                      Delivering Race
                                        Equality in Mental
                                        Health
                                      Recovery & Social
                                        Inclusion
                                      Customer Care
                                 Developed opportunities for   AD Human       April 09
                                 service users and carers to   Resources &
                                 be involved in the delivery   Organisational
                                 of staff training sessions    Development
                                                               & AD Inclusion
                                                               & Partnerships




Single Equality Scheme and Action Plan, 2009 – 2012                               48
5 Boroughs Partnership NHS Trust
19    To ensure all              All managers and staff have     Dir Human        Mar 2010
      managers and staff         attended training on            Resources &
      receive training on        Equality & Diversity relevant   Organisational
      Equality & Diversity.      to their roles                  Development
20    To further develop         To have established             AD Inclusion & April 09
      networks for staff         networks for staff who have     Partnerships
      who have a long-           a long-term illness or are
      term illness or are        disabled people, unpaid
      disabled people,           carers, gay, lesbian or bi-
      unpaid carers, gay,        sexual, or from black or
      lesbian or bisexual,       minority ethnic groups
      or from black or
      minority ethnic
      groups
21    Develop a policy           To have developed a policy      Dir Human        May 09
      and procedures on          and procedures on               Resources &
      supporting                 supporting transgender staff    Organisational
      transgender staff.         in line with DoH guidance.      Development
22    Review current             To have developed a             Dir Human        Aug 09
      systems relevant to        framework for black and         Resources &
      black and minority         minority ethnic mentoring       Organisational
      ethnic staff               support                         Development
      mentoring scheme
      and establish a
      trust-wide support
      network.
23    We will undertake          Produced a report on the        Dir Human        May 09
      analysis of the pay        analysis of the pay scales of   Resources &
      scales of staff from       staff from various equality     Organisational
      various equality           groups including Ethnicity,     Development
      groups including           Gender, Age and Disability.
      Ethnicity, Gender,
      Age and Disability.
24    Review systems of          Produced our Valuing            AD Inclusion & April 09
      support to staff that      Carers Strategy.                Partnerships
      have additional
      caring
      responsibilities.
25    To establish a             Produced a clear standard       AD Inclusion & Apr 09
      standard workplace         format and procedure for        Partnerships
      assessment system          Trust workplace
      for Trust staff with a     assessments.
      disability.


Single Equality Scheme and Action Plan, 2009 – 2012                                  49
5 Boroughs Partnership NHS Trust
Actions for Service Users and Carers
26 To review current      To have completed a                     AD Inclusion & April 09
     links and levels of  mapping exercise of                     Partnerships
     involvement with     organisations that represent
     community support    people from equality target
     organisations        groups and to have
                          established links.
                                 To have developed                AD Inclusion & April 09
                                 sustainable partnerships         Partnerships
                                 with local communities that
                                 are currently under-
                                 represented in various
                                 areas including service
                                 user, carer and public
                                 involvement, employment
                                 and use of our services.
27    Review systems to          Produce an updated report        Head of        May 09
      ensure that people         and action plan on the           Estates
      from equality target       findings of disability related
      groups have equal          access & facilities audits of
      access to our              premises owned or used by
      services.                  the Trust.
                                 All service users and carers     Operations     April 09
                                 assessments and care             Directors
                                 plans include ethnicity,
                                 gender, disability, age,
                                 religion, sexual orientation
                                 and status as a carer and
                                 independent living needs
                                 Developed a policy and           Operations     April 09
                                 procedure on supporting          Directors
                                 transgender service users.
                                 Reviewed single sex              Operations     May 09
                                 accommodation on in-             Directors
                                 patient areas.
                                 The design brief of all new      Head of        Mar 09
                                 capital developments and         Estates        and
                                 major refurbishments will                       ongoing
                                 follow standards set out in
                                 our Disability Minimum
                                 Standards Document.



Single Equality Scheme and Action Plan, 2009 – 2012                                  50
5 Boroughs Partnership NHS Trust
                                 Reviewed and analysed the      AD Inclusion & April 09
                                 referral processes for Black   Partnerships
                                 and Minority Ethnic services
                                 users.
                                 Developed systems to           AD Inclusion & April 09
                                 analyse gender related data    Partnerships
                                 to assess equal access to
                                 services for men and
                                 women.
28    To continue to        To employ staff to continue         AD Children & April 09
      develop our           to develop our Investing in         Learning
      Investing in Children Children project.                   Disability
      project.                                                  Services and
                                                                AD Inclusion &
                                                                Partnerships
29    Review systems of          Produced our Valuing           AD Inclusion & April 09
      support to service         Carers Strategy.               Partnerships
      users and those
      with caring
      responsibilities.
30    Review systems             Systems reviewed for           AD Inclusion & April 09
      that provide service       gathering service user and     Partnerships
      users and carers           carer experiences
      with opportunities to
                                 Systems developed for          AD Inclusion & April 09
      share their
                                 using feedback to influence    Partnerships
      experiences of our
                                 service delivery
      services, aimed at
      influencing service
      delivery




Single Equality Scheme and Action Plan, 2009 – 2012                                51
5 Boroughs Partnership NHS Trust

				
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