St Helens PCT
Race Equality Scheme
& Action Plan 2005 – 2008
Revised November 2005
This document can be made available in a range of alternative formats
including various languages, large print, braille and audiocassette.
For more details contact the PCTs Communications Department on:
Telephone Number : 01744 457221
If you would like to discuss the contents of this document please contact
Carl Dixon Human Resources Manager:
Telephone Number : 01744 626658
Contents Page No.
1 Introduction 5
2 Halton & St Helens Primary Care Trust 6
3 Corporate Objectives 7
4 Halton & St Helens PCT - Governance and Management 7
5 Halton & St Helens PCT –
Executive Management Structure & Functions 8
6 Halton & St Helens PCT – Corporate Behaviours’ 9
7 Halton & St Helens PCT –
Working in Partnership with Non-NHS Organisations 10
8 Equality and Diversity – NHS Framework 10
9 Equality and Diversity – The Legal Framework 12
9a Why a Race Equality Scheme is important to the PCT 12
10 PCT Aims in relation to meeting our statutory obligations 13
surrounding Equality and Diversity
11 Why an Race Equality Scheme is important to the PCT 16
12 Aims of the Race Equality Scheme and Action Plan 17
13 Accountability – Developing the Race Equality Scheme 17
14 How will the PCT put its Race Equality Scheme into practice 17
15 Key Priorities for 2005 -2008 18
16 Complaints or concerns about non-compliance
with the Race Equality Scheme 18
17 Delivering our Race Equality Scheme 19
18 Assessing functions and policies 19
19 Consultation 22
20 Monitoring for any adverse impact on the promotion 23
of race equality
21 Publishing the results 24
22 Ensuring the public has access to information and services 25
23 Training for managers and staff 26
24 Meeting the specific duties for employment 26
Appendix 1 Workforce Information
Appendix 2 Core Functions
Appendix 3 Relevance Assessments
Appendix 4 Action Plan
Appendix 5 Useful Websites
Forward by Chief Executive and Chair
We are very pleased to finally publish and promote this document which is the
culmination of a great deal of time and effort of the Equality and Diversity Steering
Group and other colleagues in the Primary Care Trust (PCT) and the local authority.
This PCT is well aware of the obligations that it has as a public body in respect of
Race relations. However, our commitment to equality is not just based on our legal
responsibility but in our aim to provide the best possible healthcare service to our
local populations, regardless of ethnicity, age, gender, disability, sexual orientation,
religion and belief or lifestyle.
We see it as our responsibility to challenge all aspects of potential discrimination
and to celebrate the diversity that exists within our local communities. We believe
that in this way peoples’ talents will be recognised and we as both a commissioner
and provider of healthcare services, will be able to work with these communities, to
combat some of the health inequalities and challenges that we face.
We therefore endorse this document and support our staff, patients, clients and
other stakeholders in meeting this challenging agenda.
We hope that staff, service users, carers and our partners will read the document
and respond, especially on how we might improve, monitor or amend it.
We look forward to hearing from you.
Signature of Chair – Jim Wilson
Signature of Chief Executive – Rebecca Burke-Sharples
The Race Relations (Amendment) Act 2000 is a direct result of the Home
Secretary’s response to the Stephen Lawrence Inquiry. It gives public authorities a
general duty to promote race equality. The duty applies to all public authorities,
including the National Health Service (NHS).
The duty’s aim is to make race equality a central part of the way we work, by putting
it at the centre of policymaking, service delivery and employment practice. Under the
general duty, there must be “due regard” for the need to:
Eliminate unlawful racial discrimination
Promote equality of opportunity; and
Promote good race relations between people of different racial groups.
The general duty is supported by a series of specific duties. The specific duties are
not ends in themselves but provide the steps, methods or arrangements to be
followed in order to help organisations meet the general duty. One of the specific
duties is the requirement to publish a Race Equality Scheme by 31st May 2002. The
PCT produced its first Equality Scheme in 2003. This document is the first revision
of the scheme and action plan.
This Race Equality Scheme and Action Plan will be re-developed over a three year
cycle with annual reviews and updated action plans. The scheme will be overseen
by the Chief Executive and Director of Workforce and Service Provision.
Representatives from the PCT’s Equality and Diversity Knowledge group will
support the PCT in monitoring and overseeing the implementation of the Action
This Equality Scheme and Action Plan will be totally reviewed in May 2008.
2. St Helens PCT
Halton and St Helens is a sizeable Primary Care Trust serving a population of
approximately 350,000 people. The PCT was established and became operational
on October 1st, 2006, bringing together two former Primary Care Trusts – St Helens
PCT and Halton PCT. The PCT directly employs approximately 1758 staff and holds
an annual budget in excess of £500 Million.
The PCT delivers health care through Nursing services, Dental services, General
Practitioners and other independent health care contractors. The PCT also
commissions health care services from other NHS Trusts and providers. A sample
of the services delivered through our clinics and community teams are:
Community Dental Services
Walk in Centre
Human Resources and Training
Psychosexual Medicine and Counselling
The PCT is also responsible for Family Health Services delivered through:-
35 General Practices
29 General Dental Practices
3. Corporate Objectives
The PCT has a well developed Business Plan for 2006/7, which identifies a
programme of work to reflect its core responsibilities and mission statement, this
“Together we will provide the best possible health and healthcare for the
people we serve.”
Three overarching objectives underpin the strategic direction of the organisation in
its continued commitment to improve the health of the community of Halton and St
Helens. These are:
1. Patient Led NHS
2. Working in Partnership with Local Strategic Partners
3. Creating effective organisation
The PCT continues to work closely with other public authorities in particular the local
Hospital, Mental Health Trusts and Halton and St Helens Borough Councils.
4. Halton and St Helens PCT– Integrated Governance and Management
A statutorily established Board comprising of a Chairman, Chief Executive, 6 Non-
Executive Directors and 5 Executive Directors governs the PCT. The Board are
joined by 3 Associate Directors.
The business of the Board is taken forward through the Management and Executive.
The Board has various sub-committees with delegated responsibility and decision-
making powers for key areas of business.
The day-to-day management of the PCT is the responsibility of the CE supported by
an Executive Management Team and Clinical Executive Committee. Members of the
Executive Team are accountable to the CE for the delivery of our services and the
activities that support them.
The CE is responsible for providing leadership to the PCT in the promotion of
equality and diversity, supported by the Executive Lead: Director of Workforce and
Service Development. Members of the PCT Board collectively and individually are
responsible for supporting the CE in this objective.
5. Halton and St Helens PCT - Executive Management Structure &
Overall accountability and responsibility for the PCT
Director of Finance/ Deputy Chief Executive:
Information & Technology
Director of Public Health
Health Improvement Strategy
Director of Strategic Commissioning
Director of Workfoce & Service Provision
Service Delivery for Community Based Services
Health and Safety
Director of Corporate Services
Chief Executive Private Office Functions
6. Halton and St Helens PCT – Corporate Behaviours
In October 2006 the newly appointed Chief Executive issued key corporate
behaviours. These are summarised as follows-
1 Gives clear direction by:
a. making clear statements of objectives and policy which are
communicated to, and understood by, all staff;
b. developing action plans which specify who is responsible for doing
what, by when; and
c. setting achievable targets for individuals and teams in consultation
2 Develops effective leadership by:
a. implementing necessary changes in a planned way, monitoring
progress and reviewing results;
b. encouraging managers and staff to lead by example;
c. being honest and open with staff at all levels; promoting good
d. fostering team spirit.
3 Continually searches for a ‘better way’ by:
a. appropriate use of new technology;
b. simplifying systems and cutting out paperwork; and
c. encouraging innovation.
4 Recognises the importance of its patients and stakeholders:
a. finding out what patients want and need and responding positively;
b. ensuring that all staff are properly trained in customer care;
c. improving the presentation of the service;
d. actively managing public partnership and involvement.
5 Demonstrates that employees are valued by:
a. listening to them and implementing their ideas, when practical to do
b. devoting appropriate resources to staff recruitment, induction and
c. developing individuals to their full potential through systematic
coaching, training and team building;
d. delegating the responsibility and power to allow staff to take ownership
of their work and to develop pride in performance;
e. encouraging the use of initiative by removing the fear of failure;
f. recognising and addressing poor performance; and
g. acknowledging good performance and recognising success.
These are underpinned by a desire and intention to act with integrity and
characterised by interaction with service users, carers, staff and partners with
7. Halton and St Helens PCT – Working in Partnership with non-NHS
The PCT works in partnership with a number of non-NHS organisations including
local authorities and educational establishments.
8. Equality & Diversity – NHS Framework
The following list includes some of the guidelines and initiatives that have been
introduced by the NHS and which Halton and St Helens PCT uses to inform actions
in relation to the Equality & Diversity agenda.
The Vital Connection – an Equalities Framework for the NHS (DoH 2000). Promotes
the connection between recruiting a diverse workforce and the provision of
appropriate services to diverse communities. It has been promoted by the
Department of Health (DoH) as a basis for all strategies relating to equality and
The NHS Plan. Recognises that people live in a diverse society and sets out core
principles to shape its services around needs and preferences of individual patients,
their families and their carers.
Race Equality Action Plan - DoH February 2004. Promotes leadership and race
equality in the NHS. The ten-point plan has five service delivery targets and five staff
development targets. Among these is the requirement of senior managers in the
NHS to offer mentorship to staff from black and ethnic minority groups.
Positively Diverse (DoH). Promotes an audit tool kit and a programme of change
management and organisational change contained within a field book, which is used
to assess ‘Where an organisation is now, where it wants to be’
Performance Management of Race Equality – (DoH). Whilst recognising that Trusts
have not responded sufficiently well to the General and Specific Duties required of
Public Authorities under the Race Relations (Amendment) Act 2000, Strategic
Health Authorities are now required to performance manage trusts in the area of
race equality. In July 2004 Cheshire & Merseyside SHA undertook an initial baseline
audit to assess local Trusts. The completed assessment framework provides Trusts
with a direction for actions required for compliance.
Delivering Race Equality In Mental Health Care (DRE) takes the form of an action
plan constructed to achieve equality and challenge racial discrimination within
mental health services for all visible and non-visible Black and Minority Ethnic
The Government’s response to the independent inquiry into the death of David
Bennet - This document details the Government’s formal response to the positive
recommendations made into the inquiry into David Bennet’s death. In conjunction
with the above document, the result is a coherent programme for achieving equality
in mental health services.
The Improving Working Lives standard focuses on employment practices and
requires NHS employers to demonstrate that they are: tackling discrimination and
harassment, and providing healthy and safe workplaces, together with other
measures to support staff and improve retention. In 2004 the PCT achieved IWL
Practice Plus and is now moving towards model employer status.
Human Resources Performance Management requires Trusts to show year on year
that the make up of their workforce more closely resembles the make up of the local
population. Similarly, that the incidence of cases of bullying and harassment of staff
National Standards, Local Action – Health and Social Care Standards and Planning
Framework (DoH) 2005 – 08. Sets out a standards based framework for health and
social care, and in NHS healthcare to be used in planning, commissioning and
delivering services. It promotes the use of Health Equity Audits in identifying health
Working Together – Securing a Quality Workforce for the NHS, is the National
Human Resources Strategy, it says: “The link between quality service and quality
management of staff is at the heart of all good employment practice”.
The NHS Knowledge and Skills Framework (NHS KSF) and Development Review
Guidance - is cross referenced with “Agenda for Change” and includes Core
Dimension 6: Equality, Diversity and Rights which sets out actions and
responsibilities of staff including attending training on equality & diversity.
All of these NHS documents promote the importance of valuing equality & diversity
in relation to providing fair and equitable conditions for NHS staff and the importance
of providing high quality health care for our diverse local communities. (Links to
these documents are to be put onto the PCT website)
9. Equality & Diversity – The Legal Framework
9a. Why a Race Equality Scheme is important for the PCT
The 1976 Race Relations Act outlawed discrimination in employment and training,
the provision of goods, facilities and services, education, housing and other specific
activities. It enabled people who had been discriminated against to bring
proceedings and claim damages and it provided for the establishment of the
Commission for Racial Equality. However it did not cover all functions of public
authorities that could be covered.
The Race Relations (Amendment) Act 2000 is 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.
The duty’s aim is to make race equality a central part of the way a public authority
works by putting it at the centre of policymaking, service delivery and employment
practice. Under the general duty, the PCT must have “due regard” for the need to:
Eliminate unlawful racial discrimination
Promote equality of opportunity
Promote good race relations between people of different racial groups
To help ensure their better performance of the general duty, the Home Secretary
has imposed specific duties on public authorities, backed up by enforcement powers
given to the Commission for Racial Equality. The specific duties cover functions,
policies and procedures in service delivery and employment practice.
The specific duties include publishing a Race Equality Scheme. The PCT’s Revised
Equality Scheme incorporates these requirements and in addition welcomes the
opportunities this provides the organisation to promote an organisation which values
diversity, gives everyone an equal chance to work, learn and be free from
discrimination, prejudice and racism. This will continue to allow the PCT to:-
Improve access to services and information
Improve service user consultation and involvement
Improve the confidence of black and ethnic minority communities that their needs
will be met
Improve and manage performance in the promotion of race equality and diversity
Secure and retain a workforce at all levels that reflect the diverse community the
Develop and improve staff training to promote racial equality and diversity
Ensure that the PCTs contracting process and contractors promote racial
equality and build good race relations.
10. PCT aims in relation to meeting our statutory obligations surrounding
Equality & Diversity
The PCT aims to:
Provide 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, and responsibilities as a carer or
Eliminate from 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 reflects the
diverse profile of the communities we serve, and lead by example by
promoting employment opportunities for our service users.
Build and maintain a positive and productive relationship with all sections of
the communities that the PCT provides services for, especially those
currently under represented in any area of the PCT’s activities including
employment, use of services and through involvement with the public and
Use the PCT’s purchasing power and resources, wherever possible to
promote equality and redress discrimination, inequality and social exclusion.
Ensure that the promotion of equality & diversity becomes a mainstream
activity and is visible in the PCT’s core business and day-to-day activities.
11. Why a Race Equality Scheme is important for the PCT
It is a mandatory requirement for all public authorities to produce a race equality
scheme. The PCT is also committed to building a workforce, which is a reflection of
the communities where services are provided. In supporting the “Improving Working
Lives” initiative, the PCT aims to develop into an organisation that people want to
work for, and is viewed as a leader in good employment practice locally and
nationally. The PCT wants all of our staff to realise their full potential, in an
environment characterised by dignity and mutual respect, free from bullying and
The PCT accepts that to deliver the best possible healthcare to everyone, with
services that are appropriate to meet their diverse needs it must support managers
and staff to develop a greater awareness and understanding of their needs. The
PCT is committed to working with community groups to ensure that it develops this
greater understanding and builds sustainable partnerships aimed at improving
12. Aims of the Race Equality Scheme and Action Plan
The Equality Scheme outlines any activity that the PCT is currently undertaking or
planning to undertake to ensure that it meets its obligations under the:
Race Relations (Amendment) Act 2000
The Action Plan 2005 – 2008 (Appendix 4) will provide a transparent and effective
framework that sets out what needs to be done, when it will be done and who is
13. Accountability - Developing the Race Equality Scheme
The PCT has developed an accountability framework whereby the Chief Executive
is accountable to the PCT Board for the development, maintenance and review of
the scheme in accordance with the legislation and to provide leadership in the
development of equality and diversity.
The nominated chair of the PCTs Equality & Diversity Steering Group is the
Director of Workforce and Service Provision, they will lead and overview the
implementation of the Race Equality Scheme and Action Plan (alongside other
members of the Steering group).
Regular update reports will continue to be provided to the PCT Board via the
Integrated Governance Board.
14. How will the PCT put its Race Equality Scheme into practice?
The Equality and Diversity Knowledge Group will meet regularly to provide support,
guidance and monitor the implementation of the scheme and action plan.
The PCT will ensure that it fulfils its obligations involving the general and specific
duties by the following arrangements:
Assessing existing policies and procedures
Screening new policies and procedures to ensure that they promote race
Consulting service users, carers, staff and partners about the scheme and action
Monitoring our policies, procedures and services for any adverse impact on the
promotion of race equality.
Publishing the results of assessment, consultation and monitoring
Monitoring our employment practices for any adverse impact on the promotion of
Ensuring public access to information and services that we provide
Training staff in connection with the general and specific duties.
15. Key priorities for 2005 – 2008
The PCT will:
Review, prepare and republish a Race Equality Scheme
Reassess policies and procedures in relation to service delivery and
employment, and produce a list of priorities in terms of high, medium and low
relevance to race and disability equality
Undertake full impact assessments as and when necessary
Continue to develop systems to deliver equality & diversity training to all staff
Continue to develop sustainable partnerships with local communities that are
currently under represented in various areas of PCTs activities including
patient and public involvement, employment and use of our services
Continue to work with disadvantaged groups to promote employment
opportunities (ie homelessness) within the PCT to people from equality target
groups, especially our service users, carers, and people from ethnic
Continue to improve monitoring systems in service delivery and employment
Continue to develop services that are sensitive to the needs of people from
Through the Equality Steering Group develop Staff Support Networks.
Work with voluntary organisations to further develop volunteering
opportunities across the PCT.
16. Complaints or concerns about non-compliance with the Equality
The PCT welcomes contact from individuals and/or organisations that wish to
discuss any issues relating to the scheme. All complaints or concerns expressed by
service users and or carers will receive a response in line with the PCT’s Complaints
Complaints can be made by telephone, letter or by email. If an individual is unable to
pursue the complaint individually, someone else, usually a relative or close friend,
can communicate the complaint on his or her behalf. For more details contact the
Complaints Manager on 01744 457225
Staff complaints or concerns can be directed to line managers, staff side
representatives or more formally by following procedures set out in the Equality and
Diversity Policy. Copies are available in all departments, Human Resources
Department and the intranet site.
17. Delivering our Race Equality Scheme
Relevance Assessment of Policies and Functions
Under the Race Relations Act (1976), the Trust has an obligation to assess for
relevance (Appendix 2) all its policies and functions. The purpose of this
assessment is to identify those functions and policies, which are relevant to race
equality and through the use of monitoring data and other evidence to identify those
that are impacting on the duties defined in the Act.
Assessing every policy and function within the Trust is a significant task but it is
important to start to identify the key areas of concern and prioritise actions. To this
end we have undertaken an initial screening assessment to identify those activities
and policies, which are most relevant, and then to prioritise areas where action
should be focused either because evidence of impact existed or because monitoring
needed to take place. The process used to undertake this initial relevance
assessment is outlined below.
The PCT has also devised a full impact assessment process that will be used for
assessing the relevance and impact of new and revised policies and changes in
function or operational delivery. This process considers whether the policy has any
relevance to the duty defined in the Act and also whether there is the potential or
evidence of an adverse impact. In this way the PCT can either review the policy
again prior to implementation or ensure that monitoring is in place to check that
there is no detrimental impact from its implementation.
The PCT also recognises that it is part of the wider Health Service and as such it is
subject to levels of decision-making and policy generation, which are external to the
PCT. Examples include Strategic Health Authority plans, Department of Health
initiatives, circulars and directives. Whilst the Trust is mindful of, and fully
committed to promoting equality and good relations, in respect of its functional
policies, it recognises that in some instances, it is governed by external decision-
How did we carry out our initial relevance assessment?
The Equality and Diversity Steering Group was established in 2004 and has
membership from each Directorate of the PCT, and the PCT Board. The group
meets on a regular basis. Each member liaises and consults with team members
from their respective services for completion of actions identified by the Group.
The E&D Group, following advice from the Cheshire and Merseyside Strategic
Health Authority E&D Group decided on a process for the Equality Scheme.
The process used involved the following steps:
Identification of policies and functions across the PCT, and split by
The individual responsible for the policy (in consultation with their Teams)
carried out an assessment of the potential for the policy or function
(applicable to their Directorate) to adversely affect different groups
Assessment of whether there was evidence of an adverse impact or public
concern about the function
The policies were then rated to allow the PCT to prioritise action areas or
areas for further investigation. Each function and policy was prioritised as
high, medium or low impact.
The Group will meet to fully review the scores in order to go through a
levelling process to ensure that a consistent approach has been applied
across the PCT.
Priorities will be established across the PCT.
An Action plan has been produced to address areas raised by assessment.
( Appendix 2)
Assessment of relevance
The policies and functions were identified.
They were then rated for relevance to the General Duty to see which of the 3
aspects it relates to:
Promoting equal opportunities
Promoting good relations
Staff and managers jointly considered whether the policy and function had a
potential to affect minority groups differently.
The function /policy was then assessed for degree of relevance by identifying
whether data was available for analysis.
It was then reviewed whether there was evidence of public concern that
function / policies are being operated in a discriminatory manner.
The policy was then given a rating.
High, Medium, Low
The rating relates to the relevance of the function, strategy or policy in
promoting race equality or equality and diversity. This may be direct or
indirect and relative to the impact, benefit or risk the function, policy or
strategy will have on the public or your staff. For example if the function or
policy relates to patients accessing services this will be High. If there is
limited contact with the public, patients or staff the Priority will be Low.
The PCT is aware that it did not have a significant amount of monitoring in
place to review public concern, and that current systems are not easily
adapted to enable monitoring to take place. In view of this it was not easy to
clearly identify through data whether these policies were actually affecting
race equality adversely.
The key policies and functions identified are listed in Appendix 2 and 3
Once the scores are identified across the PCT, the actions will range from the
revision of policies, the development of new initiatives, or the introduction of
monitoring to provide hard evidence of whether functions and policies are having an
adverse impact on different groups. The Action plan in place is constantly being
reviewed. (Appendix 4)
18. The Full Impact Assessment Process
The PCT has introduced a full impact assessment tool and guidance process that
will be used to assess proposed policies and any changes to service delivery. The
Impact Assessment Tool has been adapted from Cheshire & Merseyside Strategic
Where the functions and policies listed in Appendix 3 are not changed they will also
be re-assessed for relevance on a 3 yearly basis using this process. This will take
place in 2008 at the latest.
The process will involve completion of a standard template to assess new policies
and major changes in service delivery e.g. the implementation of a new booking
system. The template will as a minimum require information on the following:-
- Aims and objectives of the policy or changed policy
- Who is affected by the services or by the policy?
- Why the change is taking place e.g. as a result of data analysis,
feedback of business need, etc?
- Evidence Assessment
- Any available data to support the change
- How the proposal will be monitored
- Who has been consulted
- Feedback from consultation
- Assessment of any groups who may be disadvantaged and how
could the proposal damage community relations or relations between
- What, if any, changes have been made as a result of consultation or
- How the PCT will monitor, review and evaluate the policy post
Summary evidence of the final impact assessment will accompany the final policy or
proposal to the Executive Team or relevant Director prior to approval of
implementation of the policy or change.
If the PCT identifies through impact assessment that a change to current policy or
the introduction of a new policy will impact adversely on an equality target group this
will be fedback to the equality and diversity steering group who will look at
alternative solutions that reduce impact or will set up monitoring systems to assess
Impact assessment results and including consultation data will be retained and
published on the intranet.
Details of the process that the PCT will follow to deal with any barriers to equitable
access to information and services will be publicised.
If following an impact assessment an adverse impact is identified, the PCT will,
following consultation with appropriate external groups, seek alternative solutions
that will reduce impact or will set up monitoring systems to assess adverse impact
seeking guidance from the Commission for Racial Equality and SHA.
The PCT will deliver training to all managers and staff who will be responsible for
carrying out the impact assessments and work with senior managers to assist them
in applying a full equality impact assessment wherever necessary.
What the PCT does now
The PCT works closely with members of the Patient and Public Involvement Forum
and has developed a range of consultation activities that help to inform service
development. More details about this can be found in the PCT’s Patient and Public
Involvement Strategy. As part of the strategy a number of Patient Satisfaction
Surveys were undertaken and there has also been participation in the National NHS
The PCT holds bi-monthly open Board meetings. The chair of the PPI Forum
attends these meetings and is joined by other members of the PPI Forum.
Staff from the PCT Equality and Diversity Steering Group, are involved in regional
and national consultation through the Strategic Health Authorities Equality &
What the PCT will do
The PCT’s Equality and Diversity Steering Group and the (PALS) Service and
members of the PCTs Patient and Public Involvement Steering Group need to work
closely with a wide range of local ethnic and disability community support groups.
The PCT needs to develop a greater understanding of the diverse needs of people
from some of the smallest ethnic community groups located across the PCT, with
members of the Equality & Diversity Steering Group regularly attending meetings
held in the community.
The PCT needs to develop a range of consultation activities that help to inform
The PCT’s Equality & Diversity Steering Group will develop an action plan as a
result of consultation with local ethnic minority groups. As changes are
implemented, consultation will continue to be undertaken to monitor the effects on
The PCT will ensure that consultation on all relevant policies and procedures is
thorough and targeted at relevant groups including service users, carers, managers,
staff and partnership organisations. This will include attending meetings of local
community support groups.
20. Monitoring for any adverse impact on the promotion of race equality
What the PCT does now
To ensure that the PCT is meeting the general duty to promote race equality and the
specific duties, the PCTs Equality & Diversity lead will work closely with all
departments to facilitate improvements aimed at removing any adverse impact in
service delivery, employment or patient and public involvement.
Via the PCT’s HR Department the PCT collects and monitors data relating to the
ethnicity of applicants applying for employment within the PCT.
The results from the PCT’s Patient Satisfaction Surveys and complaints are
examined for any concerns relating to equality & diversity.
What the PCT will do
The PCT will:
Review the toolkit and guidelines on undertaking impact assessments and create
an action plan in line with its obligation to undertake impact assessments.
Develop systems to monitor any areas of adverse impact that have been
reported via the PCTs Incident Recording System. This includes issues
received by the Complaints Department.
Analyse data from various employment and service monitoring systems in
conjunction with information from the 2001 census. This will provide us with the
strategic direction for future actions.
Work with local ethnic groups with a view to developing strategies in line with
their concerns and/or the findings.
Continue to work in partnership with other agencies including the Commission for
Racial Equality, Local Authorities, Educational Institutes ,Job Centre Plus and
the voluntary sector.
21. Publishing the results
The PCT promotes our achievements surrounding Equality & Diversity:
In the PCTs annual general report
Through the PCTs internal Team Brief document
Through presentations at internal and external meetings
Through displaying the “Two Ticks Symbol” positive about disabled people which
was awarded to the PCT in recognition of the its commitment to promoting
equality for disabled people in employment.
Through displaying the IWL Practice Plus logo
Through displaying the “Age Positive” logo which was awarded to the PCT in
recognition of the its commitment to promoting equality for people of all ages in
The PCT will:
Make the revised Race Equality Scheme and Action Plan available to all service
users, carers, staff, and organisations
Utilise the PCT’s web site to promote the scheme and associated activities,
Produce an annual summary report of all assessments, monitoring, and
Ensure that any information we publish is made available in a range of
22. Ensuring the public has access to information and services
What the PCT does now:
Produces an annual report which highlights the services offered by the PCT,
promotes achievements from the past year, sets out financial, development,
accreditation and issues relating to Equality & Diversity,
All departments produce information about their services. For more details
please contact the Patient Advice Liaison Service on 01744 457334
The PCT has a website with up to date information on the PCT. For more details
visit www.sthelens.nhs.uk. All documents produced by the PCT can be made
available in various formats including different languages, large print, Braille,
audiocassette, pictures and symbols.
The PCT has contract agreements with organisations to provide a range of
communication services including face-to-face interpreters, telephone
interpreting services, advocacy and various translation services including
language, Braille, audiocassette, pictures and symbols.
PCT staff attend a wide variety of meetings and undertake presentations to
promote our services.
Guidelines on culturally sensitive information have been advised and circulated
to all Head of Service.
What the PCT will do:
The PCT will produce an equality statement aimed at promoting the availability of
information in various formats including languages, large print, Braille and
audiocassette. This will be added to all public documents produced by the PCT.
The PCT will promote and monitor the effectiveness of interpreting and
Set up PCT working groups that monitor, review and develop service delivery.
Staff from the Equality & Diversity Steering Group, are involved in developing
sustainable partnerships with local ethnic and disability community support
The PCT will monitor the results of PCTs Patient Satisfaction Surveys and the
National Patient Survey, working with managers and staff to make necessary
changes to policies and procedures.
The effectiveness of these services will be monitored through the work with local
ethnic and disability groups.
23. Training for managers and staff
What the PCT does now:
Managers and staff responsible for the development of services, policies and
procedures receive training on how to apply an impact assessment grid against
New staff attend a comprehensive induction programme, which includes a
session on equality and diversity.
Existing staff can access a full day programme on Equality & Diversity training.
Staff from the PCT’s HR Department, are involved in the introduction of the
National Knowledge Skills Framework initiative which includes Core Dimension
Six which promotes the competencies of staff to deal with equality and diversity.
The PCT has delivered training on Equality & Diversity at various management
and staff development events.
What the PCT will do:
The PCT will involve service users, carers, staff and managers in a review of its
Equality and Diversity training programme, and include issues raised through the
work with local ethnic and disability groups.
The PCT will continue to research a variety of initiatives to offer greater choice in
the delivery of training and further education on equality & diversity. This
includes, face-to-face training, workbook and computer based packages.
To ensure that the PCT is compliant with the Race Relations (Amendment) Act
2000 and Disability Discrimination Act 1995 we will employ external consultants
to review the contents and process of training for managers .
In line with Core Dimension Six of the Knowledge Skills Framework initiative the
PCT will continue to develop opportunities to promote training on Equality &
24. Meeting the Specific Duties for Employment
What the PCT does now
The PCT’s policy on Equal & Diversity in Employment aims to ensure that no job
applicant, or employee, is discriminated against either directly or indirectly on the
grounds of sex, race, ethnicity, disability, age, sexual orientation, religion or
belief, or social background.
The PCT has developed a comprehensive Equal Opportunities Monitoring Form,
which is sent to all job applicants. The data includes details on ethnicity, age,
The PCT Human Resources Department records the personal, employment and
pay role details of all staff on the PCTs Electronic Staff Records System, which
includes details on ethnicity, and ways are currently being investigated in order
to use this data to inform the PCTs recruitment strategies.
The PCT has been awarded the “Age Positive” accreditation. This is reviewed
annually and underlines the commitment to recruiting and retaining employees of
Analyses the results of the Staff Surveys for any issues relating to equality &
diversity and take any necessary action.
Currently undertaking a variety of employment-focussed initiatives to monitor the
numbers of applicants and staff in relation to their ethnicity. This includes:
Monitoring data received from applicants who have completed the PCT’s
Equal Opportunities Monitoring Form.
Applicants for promotion and the outcome
Staff who benefit or suffer detriment as a result of its capability procedures
Staff involved in Mentoring as a mentor or mentee
Staff that are involved in grievance procedures
Staff that are the subject of disciplinary procedures and
Staff that cease employment with the PCT.
The PCT will continue to develop a workforce, which is a reflection of the
communities where it provides services. In supporting the Improving Working
Lives Practice Plus initiative the PCT aims to develop into an organisation that
people want to work for, and is seen as a leader in good employment practice
locally and nationally. The PCT wants all of its staff to realise their full potential,
in an environment characterised by dignity and mutual respect, free from bullying
Through the Improving Working Lives initiative the PCT will look at strategies to
reduce bullying and harassment.
Workforce Profile for St Helens PCT
Staff in post by staff group:
Staff Group Headcount
(excludes dual posts)
Total Staff In Post 1832
Staff in post by Gender:
Staff Group Female Male
Total 1625 207
Staff in post by Ethnicity:
Ethnicity Group Headcount
(excludes dual posts)
Any Other British White 13
White / Black Carribbean 0
White / Black African 2
White / Asian 0
Any Other Mixed Background 3
Any Other Asian Background 1
Any Other Black Background 1
Any Other Ethnic Group 3
Not Stated 54
Total Staff In Post 1832
Within Halton and St Helens Primary Care Trust there are 1832 employees. Of these 72 (4%) employees are from ethnic
EQUALITY RELEVANCE ASSESSMENTS TEMPLATE
Lead Person Responsible for Race Equality and Equality and Diversity:
Lead Contact Number:
STRATEGY (IF ) IMPACT Monitoring Evidence DATE REVIEW
POLICY OR TITLE IF IMPACT WHAT ARE H, OF COMPLETED
AND POLICY FOR RACE THE POTENTIAL M REVIEW BY
REFERENCE EQUALITY ISSUES or L PERSON
NUMBER OR RESPONSIBLE
CORE FUNCTIONS TEMPLATE
Assessment of Core Business Function
B. C D. E.
F. PUBLIC / STAFF
CORE BUSINESS CONTACT NAME BRIEF DESCRIPTION OF OUTLINE OF FUNCTIONS
G. ACTION PLAN
AND NUMBER SERVICE(S) Number each one
SCHEME IN THIS
EQUALITY IMPACT ASSESSMENT
1. Title of Policy, procedure or Function:
Aims: Please identify the main aims of the policy, procedure or function?
2. Impact upon different sections of the Community / Staff Groups: Please indicate in the table below how the needs
of different community or staff groups were identified and taken into account in relation to the policy, decision, service or
Checklist – Impact upon different sections of the Community / Staff
Service User Proposals: It is essential that policies, decisions, services and functions promote equality of opportunity
and good relations within the community, and do not leave the PCT vulnerable to discrimination claims.
‘Issue’ Column For each of the Equality Groups consider issues that may be relevant, such as physical access,
accessible information, translation & interpretation, eligibility criteria, staff training, monitoring & consultation, marketing
& promotion, cultural needs, etc. Insert a new row for each issue.
‘How will this be taken into account?’ Column. Explain how the issue is taken into account or state the actions you
will take to address the issue.
Staffing Proposals: It is essential that decisions on staffing issues do not leave the PCT vulnerable to equal pay or
discrimination claims. The PCT policy is to ensure equality across all departments within its pay and grading process.
This means that decisions must promote consistency in structure, job description/qualifications and pay grading. You
must seek advice from HR before proceeding.
Equality Group Issue How will this be taken into account?
Black & Minority Ethnic
Gay or Lesbian People.
Religious or belief groups
People Disadvantaged by
3. Indirect discrimination
Are there any rules or requirements in the policy / decision that:
a Can be met by a considerably smaller proportion of people from a particular section of the community?
b Is to the disadvantage of that group?
c Cannot be justified by the aims and importance of the policy?
If all three conditions apply then there may be evidence of indirect discrimination.
Please list the rules or requirements that apply
Checklist – Example for question 3
A policy requirement that ‘only female staff clean female toilets’ is a rule that excludes male staff and is to their
disadvantage from an employment perspective, but this rule can be justified on the grounds of privacy or
In contrast a change in policy that proposes a new regime that ‘all staff must work the nightshift on a rotating basis’ is
the type of policy change that has been judged in case law to discriminate indirectly against women.
Statistics show that women are still the main carers within society. Because of this a considerably smaller number of
women will be able to meet the nightshift requirement. The proposed change is to women’s disadvantage from an
employment perspective. Finally, this is unjustified, as the Sex Discrimination Act states that flexible working
alternatives should be considered in all such proposals.
Sections 4 to 7 are only completed if there is evidence of an actual or potential impact upon a community group that
cannot be addressed within steps 1 to 3. If the issues have been addressed within sections 1-3 then go straight to
This section calls for further research, consultation and review of the proposals
4. Consider other ways of addressing the actual or potential impact: Consider alternatives and best practice examples
Please state alternative options
5. Consult the Equality and Diversity Lead and people who are likely to be affected by the actual or potential impact. Ask
directly what could be done to remove the impact. Ensure all consultation is conducted with advice from the
PPI Team. Ensure that the consultation report includes
Details of how it was conducted. (Methodology)
The use of equality profile (age, gender, disability, ethnicity, etc) within the questionnaire to enable the analysis of
results to identify if there are any particular issues for particular sections within the community.
A summary of the replies received from consulted people.
Highlights the responses received, particularly concerning any adverse impact on promoting race equality.
Summary of Consultation Outcomes
6. State clearly how the actual or potential impact has been addressed: Any policy or function with an actual or
potential impact upon an equality group will not gain approval. Therefore, make the necessary amendments, and state
clearly how the impact has been addressed.
List of amendments
7. State how the amended policy or function will be monitored to ensure equality in its delivery.
How will the policy or function be monitored?
8. Publishing the results of the assessment:
If you are assessing the equality impact of a Function that is being ‘contracted out’ then remember it is this completed
Equality Impact Assessment from your computer that must be attached to the Contracts Database.
This Equality Impact Assessment Report must be published as an appendix of the Policy.
This Equality Impact Assessment Report must be published as a separate document and forwarded to the Equality and
St Helens PCT RACE EQUALITY ACTION PLAN 2005-2008
Key Task Target Who is responsible How will we know it has been done
Review the Equality and
Diversity Scheme in light of
Republishing of Equality and Diversity
new legislation and creation Dec 2006 Equality and Diversity Lead
(Race Equality Scheme)
of new organisation (Halton &
St Helens PCT)
Review Functions and
Prioritised set of policies, functions and
Procedures in relation to their
Ongoing Heads of Service procedures and publish within Equality
impact upon equality and
and Diversity (Race Equality Scheme)
Review policies and their Evidence of relevance assessments and
potential to disadvantage impact assessments – development of
Ongoing Integrated Governance and
against people from different coversheet/proforma to accompany all
groups policies to evidence this
Manager Responsible for
Evidence of relevance assessments and
Impact Assess all new policy – provision of
December impact assessments – development of
policies for new organisation refresher training for
2006 coversheet/proforma to accompany all
(Halton & St Helens PCT) mangers to be
policies to evidence this
commissioned by Equality
and Diversity Lead
Review the equality and
Minutes of meetings – information
diversity structures to ensure December Equality and Diversity
regarding any new structures to be
they are working effectively 2006 Steering Group
included in Equality Scheme
and meeting their objectives –
review in light of new
Apply the impact assessment
tool against the high, medium
Evidence via Annual reports, Workforce
and low priorities to ensure Relevant Managers –
Medium – Monitoring Reports. Action plan to be
compliance Monitored by Equality and
2006/07 updated by the Steering group
Diversity Steering Group
Reflection in the minutes of meetings.
Relevant Managers –
Impact Assess all Policies in December Evidence of relevance assessments and
Monitored by Equality and
Halton and St Helens PCT 2006 impact assessments – development of
Diversity Steering Group
coversheet/proforma to accompany all
policies to evidence this
Provide equality and diversity Board will have an up to date awareness
January Equality and Diversity Lead
training for new Halton & St of current legislation and the need to
2007 to commission training
Helens PCT board meet the general and specific duties
Equality and Diversity
Continue to provide equality Evidenced via PDR paperwork -
Steering Group and Staff
and diversity training for staff 2005/2006 Knowledge and Skills Core Dimension,
Review of training across new PCT.
Ensure the improving working
Reflection in the minutes of meetings in
lives work is continued and Equality and Diversity
Ongoing combination with HR Action plan in
reported back through the Steering Group
relation to Staff Survey
E+D Steering Group
Equality and Diversity Feedback from consultation is evidenced
Continue to develop Steering Group in within Equality Scheme and any
sustainable partnerships with conjunction with PPI appropriate actions included in action
local communities Manager plan.
Number of Complaints, Staff Survey
Continue to improve
Equality and Diversity results, Workforce Monitoring Reports,
monitoring systems in service Ongoing
Steering Group Annual Progress report
delivery and employment
Continue to develop services
that are sensitive to the needs Impact assessments take place when
Ongoing Service Managers/PCT Board
of people from ethnic groups revising/introducing services
and disabled people
EQUALITY & DIVERSITY – USEFUL WEBSITES
A Practical Guide for Disabled People or Carers (DOH)
Disability Services Team – DOH: leaflets
- Doubly Disabled – Equality for Disabled People in the New NHS
- Welcoming Patients with Disabilities – Disability Awareness Training Qs & As
- Implementing Section 21 of the DDA 1995 in the NHS
- Access for Disabled People to healthcare premises: audit Checklist
NHS Direct Patient Fact Sheets (English & Arabic plus list of languages)
Merseyside Racial Harassment Prevention Unit – Racist Incident Hotline – 0800 138 1688 or in emergency tel.
Language Line- General Enquiries for feedback & materials
Tel: 020 7520 1430
Commission for Race Equality (CRE) Good Practice – The duty to promote race equality
Putting race equality to work in the NHS – DOH
Harpweb resources including & Multilingual Appointment Card
Asylum Seeker Patient Held Record - DOH
AFIYA Trust – working to reduce inequalities in health for racialised groups
Muslim Health Network
British Ethnic Health Awareness Foundation (BEHAF)
North West Ethnic Health – Information & Intelligence for Ethnic Health in the North West
ACAS Guidance: Employment Equality (Sexual Orientation) Regs. 2003
Transsexual People, Gender Recognition Bill: dept of Constitutional Affairs
Equality & Diversity: AGE MATTERS – Age Consultation 2003 A summary (DTI)]
AGE MATTERS – Towards Equality & Diversity: report of Responses on Age June 2003 (DTI)
AGE CONCERN (England)
ACAS Guidance: Employment Equality (Religion or Belief) Regs. 2003
NHS Chaplaincy - Meeting the religious and spiritual needs of patients and staff – DOH flyer 2003
Business Case for Diversity & Equality – Women & Equality Unit (DTI)
www.womenandequalityunit.gov.uk Publications to download
GENERAL EQUALITY & DIVERSITY
Human Rights Act 1998
Advisory, Conciliation & Arbitration Service (ACAS) Q & As on Discrimination
Positively Diverse – A National Programme which provides a mechanism for NHS organisations to ensure that
staff are treated fairly and equitably regardless of their background.
POSITIVEQUALITY – An essential guide to Diversity Training produced by the NHS in the North West and TMP