Equality _ Diversity Action Plan

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					                                                                        HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                                            Appendix 1




          Issues to be addressed                         Action                         Outcomes                       Responsibility        Timescales              Progress
     Monitor all applicants who apply for       All applicants asked to    Quarterly monitoring to Equality &       Sarah Curtis        December 2007 with
     employment with Gloucestershire            provide information on     Diversity Committee                                          further report to Board in
     Primary Care Trust by: age, gender,        ethnic background, age,                                                                 April 2008
     ethnicity, disability                      disability and gender.
                                                                           The results and actions are published
                                                                           annually in the Equality and Diversity
                                                Establish baseline data
                                                                           in Employment Annual Report

                                                Record, report on and
                                                monitor number on a
                                                quarterly basis.

                                                Organisation actively
                                                monitors this information
                                                and develops actions when
                                                necessary
     Monitor shortlisted and appointed          All applicants asked to   Quarterly monitoring to Equality and      Sarah Curtis        December 2007 with
     applications by: age, gender, ethnicity,   provide information on:   Diversity Committee                                           further report to Board in
     disability.                                ethnic background, age,                                                                 April 2007
                                                disability and gender

     By internal and external applications      Establish baseline data    The results and actions are published                        Review systems for
                                                                           annually in the Equality and Diversity                       monitoring of internal
                                                                           in Employment Annual Report                                  applications by end of
                                                                                                                                        March 2008

                                                Monitoring systems to be  Organisation actively monitors this
                                                introduced to NHS Jobs on information and develops actions
                                                1st January 2008          when necessary


                                                Record, report on and
                                                monitor numbers on a
                                                quarterly basis




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                                       1
                                                                      HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                                     Appendix 1




          Issues to be addressed                           Action                         Outcomes                       Responsibility        Timescales
     Monitor numbers of staff in post by:       Record, analyse and          The results and actions are published Sarah Curtis           December 2007 with
     age, gender, ethnicity and disability      publish workforce statistics annually in the Equality and Diversity                       further report to Board in
                                                on an annual basis           in Employment Annual Report                                  April 2008


                                                Organisation actively        Data produced which can be used to
                                                monitors this information    set targets for workforce composition.
                                                and develops actions when    Monitor data for composition of
                                                necessary                    existing workforce, establish trends
                                                                             and benchmark against national data

     Monitors numbers of staff applying for:-
     Promotion                                Promotion                      The results and actions are published Sarah Curtis           Promotion monitoring by
     Training                                                                annually in the Equality and Diversity                       end December 2008.
     Register complaints of bullying and                                     in Employment Annual Report
     harassment that are involved in
     grievance cases, benefit or suffer
     detriment as a result of its performance
     assessment procedures and are subject
     of disciplinary procedures.

                                                Training                     To ensure equality of training                               by end October 2008
                                                                             opportunities
                                                Establish systems to         To ensure that the number of cases is
                                                monitor promotion and        not disproportionate to the number of
                                                complaints of bullying and   employees within diversity groups
                                                harassment, disciplinary
                                                and grievance cases.                                                                      from 1st October 2007

     Cease employment                           Analyse outcome of exit      Understand reasons why staff are                             Cease employment -
                                                interviews                   leaving                                                      begin monitoring
                                                                                                                      Sarah Curtis        January 2008

     All employees have an annual               Take part in appraisals and                                    Ruth Thomas                All employees by 31st
     performance appraisal.                     the subsequent personal     To ensure that all employees have                             March 2008
                                                development plans will be their performance monitored and have
                                                recorded.                   personal development plans
                                                                                                                                          To be determined




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                              2
                                                                      HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                                                                 Appendix 1




          Issues to be addressed                         Action                           Outcomes                       Responsibility        Timescales
     Developing PCT as employer of choice      Develop Healthy workplace Staff feel supported                     Staff benefits co-      Ongoing from January
                                               programme                                                          ordinators              2008
                                               Review Occupational       Ensure that service available to staff   Nuala Ring              By 31st March 2008
                                               Health                    equitably and that effective for service
                                                                         users

                                               Tender and appoint             Ensure that service available to staff   Nuala Ring         By 31st March 2008
                                               Employee Assistance            equitably and that effective for service
                                               Programme                      users                                                                                    Completed - Care First to
                                                                                                                                                                       commence 1st April 2008
                                               Monitor sickness reports by Ensure that there are no underlying       Sarah Curtis         To establish reports, roll
                                               ethnicity, disability, age and adverse implications and that                               out September 2008
                                               gender                         appropriate services are being made
                                                                              available to employees

                                               Undertake stress audit         Ensure that there are no underlying     Andrew Lazenby      By 1st September 2008
                                                                              adverse implications and that staff are
                                                                              appropriately supported and are
                                                                              aware of supportive mechanisms
                                                                              available to them.

                                               Develop PCT Stress             Ensure that employees feel supported Mark Parsons - Health & June 2008
                                               Management Policy              and that they are aware of the support Safety Committee
                                                                              that is available to them
     Recruitment and Selection appropriately                                  Recruitment process demonstrates
     addresses PCT priority to have a                                         legal compliance and includes best
     workforce profile that reflects the                                      practice in recruitment
     community the Trust serves:


     Recruitment processes to be reviewed 1) Appropriate media used                                                  Tina Ricketts        1) Completed
     to ensure compliance with legislation    to reach diverse population
     and best practice with regard to gender,
     age, disability and race equality


                                               2) Recruitment and                                                    Tina Ricketts        2) By March 2008
                                               Selection Policy reviewed

                                               3) Recruitment and                                                    Ruth Thomas          3) Course to commence
                                               Selection interview training                                                               June 2008
                                               for managers

                                               4) Develop Equality and                                               Sarah Curtis         4) By March 2008
                                               Diversity in Employment
                                               Policy




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                                                          3
                                                                           HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                                                                          Appendix 1




          Issues to be addressed                             Action                             Outcomes                      Responsibility            Timescales
     Disability profile reflects, at all levels Application for Positive                                                   Sarah Curtis            Application submitted
     within the organisation the community it about disabled people                                                                                January 2008
     serves                                     submitted to Job Centre
                                                Plus                                                                                                                           Completed - achieved March 2008

                                                  Develop Positive about                                                   Sarah Curtis            April 2008
                                                  Mental Health in
                                                  Employment Policy

                                                  Managers Guidance -                                                      Sarah Curtis            April 2008
                                                  develops on making
                                                  reasonable adjustments
                                                  Achieve mindful employer        Impact made on number of disabled    Sarah Curtis                From April 2008
                                                  status.                         people making applications and being
                                                  Monitor the number of           employed under the guaranteed
                                                  applicants given interviews     interview process.
                                                  through meeting criteria
                                                  and the success rates of
                                                  those applications                                                                                                           Completed
                                                                                  Establish the impact of the
                                                                                  guaranteed interview process

                                                  Carry out data validity audit   The rates of disability disclosure       Keith Dayment & Sarah   Data validity audit -
                                                  to establish staff disability   shows improvement. The number of         Curtis                  rolling programme to
                                                  profile and establish a         employees within the PCT with a                                  commence February
                                                  baseline comparison             disability increase                                              2008
                                                  against national data.

     Staff ethnicity profile reflects, at all levels Review staff ethnicity profile Ethnicity profile is comparable with   Sarah Curtis            Equality and Diversity in
     within the organisation, the community it and establish a baseline             national data                                                  Employment Annual
     serves                                          comparison against                                                                            Report December 2007
                                                     national data

                                                  Carry out data validity audit                                            Keith Dayment &         Data validity audit -
                                                                                                                           Sarah Curtis            rolling programme to
                                                                                                                                                   commence February
                                                                                                                                                   2008




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                                                                        4
                                                                        HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                                     Appendix 1




          Issues to be addressed                           Action                           Outcomes                        Responsibility          Timescales
     The Trust treats people fairly and          All racial harassment       Staff feel that organisation treats them Assistant Directors HR   On-going
     equitably                                   incidents are recorded,     fairly and this is reflected in the staff Operations
                                                 investigated and dealt with survey.
                                                 as a priority

                                                 Review PCT's Harassment Employees are aware how to report               Andrew Lazenby        December 2007
     Bullying and Harassment                     & Bullying Policy       any issues

                                                 Roll out training for                                                   Ruth Thomas           Roll out to begin April
                                                 Harassment team and          Employees are supported during any                               2008
                                                 managers                     investigation

                                                 Review PCT's Managing        Employees are aware of policies and        Sarah Curtis          June 2008
                                                 Diversity & Equal            procedures in place
                                                 Opportunities Policy
                                                 Review Whistle blowing       Employees are aware of policies and        Andrew Lazenby        December 2007
                                                 policy                       procedures in place

                                                 Develop Managing Leavers Employees are aware of policies and            Tina Ricketts         December 2007
                                                 Guidance                 procedures in place

                                                 Develop Good Practice in     Employees are aware of policies and
                                                 Employment Policy            procedures in place
                                                                                                                         Tina Ricketts         December 2007
     Staff are trained on their roles and        All staff receive Equality   Staff understand their roles and
     responsibilities in meeting the diversity   and Diversity training at:   responsibilities in meeting the Equality
     agenda                                                                   and Diversity agenda
                                                                                                                         Ruth Thomas           Completed
                                                 New staff induction          This is reflected in staff survey.

                                                 Respect for people and                                                  Ruth Thomas           To commence January
                                                 Welcoming Disabled           Employees are provided with an                                   2008
                                                 employees training to be     understanding of diversity issues and
                                                 rolled out to all staff in   their responsibilities in meeting the
                                                 organisation                 legislation

                                                 PCT Board - their                                                       Nuala Ring            April 2008 Board
                                                 responsibility in meeting                                                                     Meeting
                                                 Equality and Diversity
                                                 legislation, understanding
                                                 of risk in not meeting
                                                 compliance role.             PCT Board provides leadership

                                                 Develop Cultural                                                        Ruth Thomas           By end
                                                 Competence Training
                                                 (Communication across
                                                 cultures)




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                                5
                                                                     HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                                     Appendix 1




          Issues to be addressed                        Action                             Outcomes                    Responsibility            Timescales
     Equal Pay is in operation throughout the Undertake an Equal pay          Results published and an action plan Keith Dayment            Strategy by end 2008
     organisation                             audit                           developed to address any inequalities


                                              Develop Equal Pay               Promote strategy and develop          Sarah Curtis            Statement by April 2008
                                              Strategy and statement          monitoring plan

                                              Review salary policy            Clear policy wihich is consistently   Tina Ricketts           December 2007
                                                                              applied across organisation
     Provide employee information on family   Promote awareness of            Employees are fully aware of Trust    Susan Lewis & Shirley   June 2008
     friendly policies using a variety of     family friendly policies        policies                              Tawney
     communication methods to ensure          including flexible working
     knowledge and understanding of family    for all employees - to
     friendly support schemes                 include flexible working, job
                                              share, flexi-time.

                                              Managing Flexible working - Audit the uptake of flexible working to Sarah Curtis              April 2008 - ongoing
                                              Monitor the request for and determine our position in terms of
                                              take up of flexible working gender.
                                              including Part-time work by
                                              gender and tackle any in
                                              equity that may be
                                              highlighted.
                                                                          Conduct a full impact assessment on Sarah Curtis                  April 2008 - ongoing
                                                                          the flexible working policy and plan
                                                                          interventions to overcome any
                                                                          adverse effect detected for either sex.
                                              Managing Leave for              Audit the uptake by gender to         Sarah Curtis            April 2008 - ongoing
                                              parents and carers -            determine our position
                                              Ensure there is a fair and
                                              consistent approach to
                                              granting parental / carers
                                              leave for both male and
                                              female employees
                                                                              Conduct a full impact assessment and Sarah Curtis             April 2008 - ongoing
                                                                              plan interventions to overcome any
                                                                              adverse effect detected for either sex

                                              Managing Pregnancy and Review our maternity leave policy              Sarah Curtis            April 2008 - ongoing
                                              return from maternity leave -
                                              Ensure women are not
                                              disadvantaged in their
                                              careers as a result of
                                              maternity leave.
                                                                              Conduct full impact assessment to    Sarah Curtis             April 2008 - ongoing
                                                                              determine our position and ensure
                                                                              systems are in place to enable women
                                                                              returning from maternity leave to
                                                                              realise their full potential .




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                             6
                                                                       HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                                     Appendix 1




          Issues to be addressed                         Action                            Outcomes                      Responsibility            Timescales
     Age split of organisation is appropriate   Develop age strategy          Ensure that Trust aware of profile of
     for service needs                                                        workforce and potential implications of
                                                                              unbalanced age splits                   Sarah Curtis            September 2008

     Male under representation in the           Encourage more males to       Increased number of males applying      Tina Ricketts           Work to begin March
     workforce                                  consider the PCT as an        for positions. Careers teachers                                 2008
                                                occupation of choice          having a wider understanding of the
                                                through activities designed   opportunities within the PCT.
                                                to encourage male
                                                participation e.g. careers
                                                convention, schools
                                                promotions and work
                                                experience opportunities.
                                                                              Increased number of work experience
                                                                              opportunities available for males

                                                Add under representation
                                                statement to adverts and
                                                where possible have both
                                                male and female
                                                interviewee panels.
     Equality Impact Assessments (EQIA)         Develop assessment tool.      Appropriate tool communicated across Sarah Curtis               Completed
     are carried out on all PCT policies,                                     organisation.
     procedures, services and functions
                                                Provide mandatory training All relevant employees attend training Sarah Curtis                On-going
                                                for managers and policy
                                                makers
                                                Carry out EqIA             All new HR Policies have an EQIA       Responsibility for all HR   On-going
                                                assessments on all NEW     completed prior to approval.           employees
                                                policies, procedures,
                                                services and functions
                                              Carry out EQIA on all     Develop 2 year HR priority plan               Sarah Curtis            January 2008
                                              EXISTING policies,
                                              procedures, services and
                                              functions
     Address issues arising from staff survey Benchmark staff responses Actions formulated to address issues          Sarah Curtis            June 2008
     2007                                     on Equality and Diversity
                                              issues against national
                                              results



     Legal compliance                           Achieve Compliance in         The Trust is assured that it is          Sarah Curtis           January 2008
                                                Core standard C7e and         compliant in meeting the equality and
                                                C11a                          diversity agenda
                                                Develop HR Equality and       The HR Directorate is fully aware of its Sarah Curtis           Completed.
                                                Diversity Action Plan         role and responsibility and monitors
                                                                              action against progress.

                                                Equality and Diversity in Comprehensive review and analysis of Sarah Curtis                   December 2007 - further
                                                Employment Annual Report work against set equality and diversity                              report April 2008
                                                                          measures reported to Trust Board,
                                                                          Trust employees and the Public.




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                               7
                                                                      HUMAN RESOURCES EQUALITY AND DIVERSITY ACTION PLAN 2007-2010                            Appendix 1




          Issues to be addressed                         Action                             Outcomes                      Responsibility       Timescales
     The Trust develops close links with the   Appointment of a                The Trust is recognised as an           Tina Ricketts       Post to commence
     community it serves                       Recruitment Development         employer of choice.                                         March 2008
                                               Manager post for PCT.           The Trust has a workforce
                                               This role will be responsible   representative of the community it
                                               for managing careers fairs      serves by age, gender, disability and
                                               and open days, co-              ethnicity (with a focus on gender and
                                               ordinating work, experience     ethnicity)
                                               initiatives, be a proactive
                                               one in forging close links
                                               with the local community
                                               including school and
                                               colleagues to establish the
                                               PCT as employer of choice




Human Resources Equality and Diversity Action Plan 2007-2010 (v4 updated March 08)                                                                                     8