South Central Ambulance Service NHS Trust by syz14012

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									Single Equality Scheme 2010 – 2012
Single Equality Scheme 2008-2011


                                                                    Contents
FOREWORD FROM CHAIR AND CHIEF EXECUTIVE ............................................................... 4
CHAIR                                                                     CHIEF
EXECUTIVEEXECUTIVE SUMMARY .......................................................................................... 4
EXECUTIVE SUMMARY ............................................................................................................... 5
INTRODUCTION ........................................................................................................................... 8
THERE IS WIDESPREAD SUPPORT FOR THE WORK WE ARE UNDERTAKING TO
PROVIDE A SAFE, RELIABLE, SUSTAINABLE AND EQUITABLE SERVICE ACROSS THE
WHOLE OF THE FOUR COUNTIES SERVED BY SCAS. .......................................................... 8
   ABOUT SOUTH CENTRAL AMBULANCE SERVICE NHS TRUST.......................................................... 9
   THE COMMUNITY WE SERVE .............................................................................................................. 9
   SOUTH CENTRAL AMBULANCE SERVICE NHS TRUST: M AIN FUNCTIONS ....................................... 9
INVOLVEMENT AND CONSULTATION .................................................................................... 11
   HOW WE HAVE INVOLVED THE LOCAL COMMUNITY IN THE DEVELOPMENT OF THE TRUST’S SINGLE
   EQUALITY SCHEME............................................................................................................................ 12
   DEVELOPMENT OF ACTION PLANS ................................................................................................... 14
   MONITORING – ALL EQUALITY ASPECTS .......................................................................................... 14
THE LEGAL CONTEXT FOR THE SOUTH CENTRAL AMBULANCE SERVICE SINGLE
EQUALITY SCHEME .................................................................................................................. 15
   THE DUTIES OF THE RACE RELATIONS (AMENDMENT) ACT 2000 .................................................. 15
   THE DUTIES OF THE DISABILITY DISCRIMINATION ACT 2005 .......................................................... 16
   THE DUTIES OF THE EQUALITY ACT 2006 ....................................................................................... 16
   OTHER EQUALITY LEGISLATION ....................................................................................................... 17
     Employment Equality Regulations (Religion and Belief) 2003 ..................................... 17
     Employment Equality Regulations (Sexual Orientation) 2003 ..................................... 18
     Employment Equality (Age) Regulations 2006 ................................................................. 18
CONCLUSION ............................................................................................................................. 19
APPENDIX 1 ............................................................................................................................... 20
   SOUTH CENTRAL AMBULANCE SERVICE: POPULATION CENSUS DATA 2001 ............................... 20
APPENDIX 2 ............................................................................................................................... 21
                                                                                                           TH
   SOUTH CENTRAL AMBULANCE SERVICE: WORKFORCE DATA AT 30 OCTOBER 2009 ............... 21
APPENDIX 2 ............................................................................................................................... 22
   SOUTH CENTRAL AMBULANCE SERVICE: SINGLE EQUALITY SCHEME ACTION PLANS ................. 23
APPENDIX 4 ............................................................................................................................... 30
   SOUTH CENTRAL AMBULANCE SERVICE NHS TRUST: EQUALITY IMPACT ASSESSMENTS ........... 30
     What is an Equality Impact Assessment? ......................................................................... 30
     What does the Trust mean by an ‘impact’? ....................................................................... 30
     What are the equality target groups? ................................................................................. 31
     When to carry out an EQIA. ................................................................................................... 31
     Equality Impact Assessment Section one: Screening ................................................... 32
     Equality Impact Assessment Section two: Detailed assessment ............................... 32
     Detailed Guidance for EQIA Section Two .......................................................................... 33
     Tips and general guidance .................................................................................................... 33
     Partnership projects ................................................................................................................ 34
   EQUALITY IMPACT ASSESSMENT FORM SECTION ONE – SCREENING ............................................ 35
   NOTES: .............................................................................................................................................. 37
   EQUALITY IMPACT ASSESSMENT FORM SECTION TWO – FULL ASSESSMENT ............................... 39


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  EQIA ACTION PLAN ...................................................................................................................... 43




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Foreword from Chair and Chief Executive


Introduction
We are personally committed to ensuring that South Central Ambulance Service
meets and exceeds its legal duties to promote equality and diversity of opportunity,
to promote good relations between the diverse communities we serve and to
eradicate discrimination at all levels.

The Trust provides a range of emergency and non-emergency services to the public
and the wider NHS within our footprint. Our staffs are often the first point of contact
for patients when they suddenly need medical attention and the ambulance service is
proud of its care and service it provides. To make sure we care for all our patients
and respect their individuality, we will place an emphasis on the training of our staff.
This includes awareness of cultural, religious and other needs that are separate from
the pure medical or clinical need the individual has. To that end, our patients are
seen as whole and complete individuals, whose social and medical needs are
interwoven.

The Trust has decided rather than have three separate equality schemes for race,
disability and gender respectively that these should be incorporated in to one
document that will also include age, faith and sexuality. In doing so, we recognise
that it is critical to reflect the different emphasis of each duty and means that the
Trust can use the highest standards or duties across all equality groups. This reflects
our commitment and determination to be a leading organisation in the
geographic area we serve and also within the health sector nationally.



  Neil Goulden                                                         Will Hancock
   Chair                                                               Chief Executive




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Executive Summary
The Single Equality Scheme outlines to staff and the public how the South Central
Ambulance Service NHS Trust intends to demonstrate its commitment to being an
organisation that embraces equality and human rights and its stand against
discrimination of any kind. The document incorporates the contents and requirements
of the Race Equality Scheme, the Disability Equality Scheme and the Gender
Equality Scheme which are currently a statutory duty; the Trust in anticipation of the
arrival of the new single Equality Bill will also embrace actions to eliminate
discrimination on the grounds of age, religion or belief, sexual orientation and gender
reassignment.

The SES explains the statutory duties of the Ambulance Trust under relevant
legislation, and incorporates appendices that: explains the structure of reporting and
monitoring the functions of the Trust in relation to equality and diversity; provides
details of the local population and workforce and includes an action plan.

Objectives of the Single Equality Scheme

The scheme outlines the objectives of the Trust. These focus upon:

Community satisfaction (in relation to equitable access to SCAS services)

Staff satisfaction (in relation to equitable access to employment, promotion and
training)

The organisation‟s demonstration of its commitment (in relation to how external
stakeholders view South Central Ambulance Service NHS Trust and its commitment
to Equality and Diversity).

The key aims of the Scheme are to:

Demonstrate the commitment of the Board to equality and diversity through equity of
access to services provided by and commissioned by South Central Ambulance
Service, specifically, our procurement team will work with budget holders during the
acquisition of goods and services, to embed equalities and human rights into all
stages of procurement, we will also make clear reference to our expectations in
relation to equalities and human rights in all our commercial activities.

Demonstrate the commitment of the Board to developing a human rights based
approach to its work, ensuring human rights principles and standards are at the heart
of Trust policy and service planning

Demonstrate the commitment of the Board to equality and diversity through equity of
access to employment, promotion and training

Impacts assess each policy, practice and procedure in order to identify any adverse
affects upon any diverse group within the communities we serve.

Identify what actions South Central Ambulance Service intends to take in order to
address any adverse impact upon diverse groups and how it will monitor to ensure
that discrimination is not taking place.

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Identify how members of the community can be actively engaged in supporting SCAS
to eliminated discrimination, promote diversity and the rights of individuals have
equity of access to services and employment.

The Single Equality Scheme includes clear guidance relating to the general and
specific duties under the Race Relations (Amendment) Act 2000, The Disability
Discrimination Act 2005 and the Equality Act 2006.

How South Central Ambulance Trust will meet its Duties within the Acts

The action plan (Appendix 3) includes the specific detail of how SCAS will meet its
statutory duty, business case and moral obligations as described in the SES. It
includes actions, those responsible for achieving the actions, and whether those
actions refer to a specific type of diversity, or all elements of diversity.

The action plan will be reviewed through the Equality and Diversity Steering Group
every two months in order to update and amend it. The outcomes of this regular
review are reported to the Board, so that they are made aware of successes and
areas that need urgent attention.

As new issues come to light through the focus/ sub groups of the Steering Group and
from internal and external sources, actions will be included and amended in the
overall action plan in order to meet our duties and moral obligations.

Each service and policy will be impact assessed according to the race, disability and
gender equality impact assessment guidance, (including age, religion/belief, sexual
orientation and gender reassignment) using a standard template, to ensure the
removal of any adverse effects in our service delivery to the communities we serve.

The Trust will respond to all enquiries and comments from members of its local
community and its staff with regard to services or policies that do not meet with the
general and specific duties, via the Patient and Public involvement process
(community) and the Joint Consultative Committee (staff).

The Trust will work collaboratively with a wide range of organisations and
partnerships such as the Racial Equality Councils across the four counties we serve,
the focus/sub group of the Equality and Diversity Steering Group will manage this
process and it will be monitored and evaluated through the Steering Group and its
reports to the Board.

The Trust will publish the results of monitoring of staff and patients, information
gathering, consultations and assessments in relation to race, disability and gender
equality via its website, annual report and through public Board meetings. The Trust
will make it clear how information that is gathered will be used to improve equity of
access to all diverse groups.

The Trust aims to provide all key information in a range of languages and in
alternative communication methods that are appropriate to members of the Health
Community at that time. It will make every effort to expand the coverage of
languages as it becomes aware of further diversity of cultures and races living and
working within the four counties covered by SCAS.



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This is in addition to responding to the requirements of members of the public who
have a disability and require information in a different format.

The Trust will ensure that all new staff and all line managers have had specific
training to assist their understanding of the Equality and Diversity agenda , and that
the duties contained within it are communicated to all staff via a variety of means.

The Trust will review the Equality and Diversity Scheme on a three-yearly basis.

The Trust will publish an Equality and Diversity Annual Report that will establish its
progress in meeting the targets laid down in the action plan (Appendix TBA) along
with demonstrating compliance with its statutory responsibilities.

The Trust invites any comments or complaints regarding the Equality and Diversity
Scheme to be addressed to:
Director of HR
South Central Ambulance Service NHS Trust
Northern House
Unit 7 & 8 Talisman Business Centre
Talisman Road
Bicester
Oxfordshire
OX26 6HR
Tel. 01869 365000
Fax. 01869 322814

This executive summary will be made available in alternative formats and Languages
as required.




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Introduction

Our Shared Vision


Our Vision is Towards Excellence, saving lives and taking healthcare to our patients
and our commitment is that we are with you when you need us, providing help and
professional mobile healthcare to you and your community. We have developed this
vision and commitment to drive the work we do. It is hoped that our vision will
resonate with our stakeholders as much as it does with all at South Central
Ambulance Service NHS Trust (SCAS).
There is widespread support for the work we are undertaking to provide a safe,
reliable, sustainable and equitable service across the whole of the four counties
served by SCAS.

In opting to produce a Single Equality Scheme the Trust recognises that none of the
equality strands can be considered in total isolation from each other. A single
equality scheme provides us with an opportunity to address combinations of
discrimination and provides us with a broad brush approach to providing solutions.

Many of the systems and processes for the advancement of equality are common to
all the strands and combining them also results in savings of time and money (e.g.
for consultation, data collection, equality impact assessment). In a single scheme we
can cover not only race, disability and gender but also age, religion or belief, sexual
orientation and gender reassignment as well as human rights.

The Single Equality Bill is currently going through Parliament with the expectation that
it will become law in the autumn of 2010. The Bill is designed to rationalise and
harmonise current legislation which can be confusing at times and also to “strengthen
the law to support progress on equality”.

The formation of the Equality and Human Rights Commission in October 2008 also
represents a growing trend towards a more unified approach. According to them,
“The Equality and Human Rights Commission exist for one purpose above all:
     To help create a society where our origins do not determine our destiny
     Where the dignity and equal treatment of the individual is unfailing and
    • Where the disadvantaged are protected and empowered”




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About South Central Ambulance Service NHS Trust

South Central Ambulance Service NHS Trust (SCAS) was formed on July 1st 2006
following the merger of four ambulance trusts covering the counties of
Buckinghamshire, Oxfordshire, Berkshire and Hampshire. The Trust covers a
geographical area of circa 4,600 square miles with a resident population of
approximately 4 million (see Appendix 1 for details). The Trust employs around
2300 staff (see Appendix 2 for details).

The Community We Serve

The communities we serve are increasingly diverse and reflect diverse experiences,
aspirations and needs. We value this diversity and acknowledge that the experiences
of traditionally under-represented groups and target groups are different from the
supposed majority. We also recognise that experiences vary between groups,
individuals and localities. We know that some groups are at particular, and
increased, risk of exclusion and/or discrimination. These groups include (but are not
limited to):
      Black and minority ethnic communities
      People with a disability
      Gypsy and Traveller communities
      Lesbian, gay, bisexual and transgender (LGBT) communities
      Older people
      Young people
      Women
      Carers/dependents
      Religious or faith groups
      People on low income
      Asylum seekers or refugee communities
      Prisoners and ex-offenders.


South Central Ambulance Service NHS Trust: Main Functions

The Trust‟s main functions are to provide:
    Accident and emergency call handling service
    Urgent transport call handling service
    Out of hours call handling
    Call handling service for Non-Emergency Ambulance Service
    Accident and emergency response treatment and transportation service to the
       resident population and visitors
    Urgent response, treatment and transportation service to the resident
       population and visitors
    Non-emergency ambulance services including voluntary car drivers
    Support to Accident and emergency
    Support to GP Practices
    Support to Police Custody Suite
    Employment
    Support services (e.g. Human Resources, Procurement, Information
       Communications and Technology, Finance and Audit, Communications
       services)

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      Education, Training and Development
      Emergency planning
      Information and data monitoring
      Communications/ patient and public involvement
       Also to:
      Ensure partnership working and integrated clinical care pathways
      Coordinate and facilitate first and community responder schemes.




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South Central Ambulance Service

The South Central Ambulance Service NHS Trust (SCAS) provides the ambulance
service across the south central region of England, excluding the Isle of Wight. The
Trust was established on 1 July 2006 following the merger of four ambulance trusts
in the counties of Berkshire, Buckinghamshire, Hampshire and Oxfordshire (see map
below). This area covers approximately 3,554 sq miles with a resident population of
over four million. Their emergency call centres handle more than 400,000 emergency
and urgent calls a year.




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Involvement and Consultation
How we have involved the local community in the development of the Trust’s
Single Equality Scheme


South Central Ambulance Service commissioned the Reading Council for Race
Equality to carry out a community engagement exercise to inform the Trust‟s Single
Equality Scheme.

Reading Council for Race Equality is part of a network of 19 stakeholders working
collaboratively across the South East including the Thames Valley and Hampshire
area, the group collectively known as “UNI” is a network promoting equality and
diversity across the region and provides consultation, monitoring and facilitation
support to public, business and voluntary sector bodies. UNI encourages, through its
practices that all areas of the equality agenda are embraced; including the Human
Rights Act and all discrimination legislation relating to race, gender, age, sexual
orientation, religion & belief, disability and gender reassignment, accordingly, the
consultation undertaken by the RCRE for SCAS will embrace all of the
aforementioned strands of diversity.

It was agreed that Reading Council for Racial Equality would involve our local
communities using the following methodology:-

Prepare a consultation questionnaire for organisations and survey up to 50 relevant
stakeholders

Prepare a questionnaire for individual citizens and to survey up 500 people across
the area serviced by SCAS

Prepare a qualitative questionnaire and hold 30 interviews

At the conclusion of this consultation exercise Reading Council for Racial Equality
will provide SCAS with a summary of the feedback received produce a written report
containing its findings and recommendations and formally present the results to up to
three stakeholder groups including the Board of South Central Ambulance Service
prior to the formal publication of the Single Equality Scheme.

The Trust as part of its consultation will engage in a peer review process by seeking
views and feedback from the ambulance services nationally, in an effort to mirror
best practice.

The Trust will also reviewed complaints and Patient Advice and Liaison (PALS)
information to examine whether there are particular issues, concerns or experiences
of users that need to be addressed.

As part of the consultation on the revised scheme the Trust will use the following
approach:-
   o 21 day internal consultation via e-mail and the Trust‟s Intranet and Internet;
   o Discussion and feedback through SCAS‟s internal focus group meetings;
   o Review of complaints and Patient Advice and Liaison (PALS) information to
       examine whether there are particular issues, concerns or experiences of
       users that need to be addressed;
Single Equality Scheme 2008-2011


   o   Sharing with the wider Health Economy through the Strategic Health Authority
       (SHA) and Ambulance Diversity Network meetings;
   o   Sharing with contacts from local voluntary and community sector
       organisations.




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Development of Action Plans

Action Plans were developed as a part of full impact assessments, where initial
assessments indicated an adverse or negative impact existed. The action plans
have been collated into a master that is set out in Appendix Three.

Monitoring – all Equality Aspects

Monitoring of the Equality and Diversity agenda will be a priority for the Trust and the
action plans contained in this scheme will be reviewed on a regular and ongoing
basis by the Equality and Diversity Steering Group. The Steering Group will meet 6
times per year and report directly to the Trust Board. The Trust Board will receive
quarterly reports. The Clinical Governance Board will receive reports quarterly.

Decisions on future developments will be supported by the information provided by
the Equality and Diversity Steering Group and analysis of this information will be
made available within Board minutes. Policy and future developments will be
disseminated to the Equality and Diversity Steering Group via the Executive Director
for Human Resources and Organisational Development, in conjunction with the
Equality and Diversity Manager.




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The Legal context for the South Central Ambulance
Service Single Equality Scheme
The SCAS Single Equality Scheme covers the public sector equality duties under the
Race Relations (Amendment) Act 2000, the Disability Discrimination Act 1995
(amended by the Disability Discrimination Act 2005), and the Equality Act 2006
(Gender Duty). The Scheme has been developed to look at a number of equality
strands, including those for which legislation is currently in place, those for which
legislation is soon to be in place, and those strands for which there is emerging
legislation.

The Duties of the Race Relations (Amendment) Act 2000

The Act requires the Trust to undertake certain actions within the general and
specific duties.

General Duties:
The law says the Trust must have “due regard” to the need to:
    Eliminate unlawful racial discrimination
    Promote equality of opportunity
    Promote good relations between people of different racial groups.

The elements of the duty are complementary and therefore all three aspects need to
be addressed in order to show that the duty is being complied with.

In addition, the Act places Specific Duties on South Central Ambulance Service
including:
     Publishing a Race Equality Scheme which sets out how we intend to meet the
        general duty outlined above and to review the scheme every three years.
     Assessing and consulting on the likely impact of proposed policies on the
        promotion of race equality
     Monitoring policies for any adverse impact on promoting race equality
     Publishing the results of any assessments, consultations and monitoring
     Ensuring public access to information and services provided; and
     Training staff on the Race Equality Duty

There is also a specific duty in relation to employment issues which requires South
Central Ambulance to monitor:
    Staff in post
    Applicants for employment, training and promotion
    Staff receiving training
    Staff who benefit or suffer detriment as a result of Performance Assessments
    Staff involved in Grievance procedures
    Staff involved in Disciplinary Procedures; and
    Staff ceasing employment.




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The Duties of the Disability Discrimination Act 2005

The Disability Discrimination Act 1995 was amended by the Disability Discrimination
Act 2005, so that there is now a duty on all public authorities, when carrying out their
functions to have due regard to general and specific duties.


General Duties:
   Promote equality of opportunity between disabled persons and other persons;
   Eliminate discrimination that is unlawful under the Act;
   Eliminate harassment of disabled persons that is related to their disabilities
   Promote positive attitudes towards disabled persons
   Encourage participation by disabled persons in public life
   Take steps to take account of disabled persons‟ disabilities, even where that
      involves treating disabled persons more favourably than other persons.

Specific Duties:
    Publish a Disability Equality Scheme which sets out how we intend to meet
       the general duty outlined above and to review the scheme every three years.
    Involve people with a disability in the development of the Scheme.

The scheme must include a statement of:
    The way in which we have involved disabled people in the development of the
      scheme
    Our methods for carrying out impact assessments
    The steps we will take to fulfil our General Duty (the Disability Equality Action
      Plan)
    Our arrangements for the gathering of information in relation to employment;
      and
    Our plans for effectively utilising the information that has been gathered, in
      reviewing the effectiveness of our action plan and in preparing subsequent
      Disability Equality Schemes.

The Trust must, within 3 years of the scheme being published, take the steps set out
in its action plan (unless it is unreasonable or impracticable for it to do so) and put
into effect the arrangements for gathering and making use of information. The Trust
must also publish a report containing a summary of the steps taken under the action
plan, the results of its information gathering, and the use to which it has put the
information.

The Duties of the Equality Act 2006

Discrimination on the basis of a person‟s gender is already prohibited in relation to
employment and the provision o goods, facilities and service, under the Sex
Discrimination Act 1975. However, since the introduction of the Gender Equality
Duty on 6th April 2007, public bodies are required to actively promote gender equality
as they undertake their key functions.

General Duties:
   Eliminate unlawful discrimination and harassment
   Promote equality of opportunity between men and women


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Specific Duties:
To support progress in delivering the General Duty, there is also a series of Specific
Duties:
    Prepare and publish a Gender Equality Scheme showing how it will meet its
        general and specific duties and setting out its gender equality objectives;
    In formulating its overall objectives, to consider the need to include objectives
        to address the causes of any gender pay gap;
    To gather and use information on how the Trust policies and practices affect
        gender equality in the workforce and in the delivery of services;
    To consult stakeholders (i.e. employees, service users and others, including
        trades unions) and take account of relevant information in order to determine
        its gender equality objectives;
    To assess the impact of its current and proposed policies and practices on
        gender equality
    To implement the actions set out in its scheme within 3 years, unless it
        unreasonable or impracticable to do this
    To report against the Scheme every year and review the Scheme at least
        every 3 years.

The organisation must also ensure that the Scheme:
    Demonstrates that services are provided fairly to men and women and that
       there is equality of access;
    Demonstrates that employment policies do not discriminate between men and
       women and have adequate provision for trans people;
    Demonstrates how the organisation ensures that there is no pay gap between
       men and women
    Demonstrates how the organisation intends to rectify any gender imbalance in
       terms of employment and services.

Other Equality Legislation

Employment Equality Regulations (Religion and Belief) 2003

These Regulations came into force in December 2003 and apply to vocational
training and all facets of employment, including recruitment, terms and conditions,
promotions, transfers, dismissals and training. They make it unlawful on the grounds
of religion or belief to discriminate directly or indirectly against anyone; subject
someone to harassment; victimise someone because they have made or intend to
make a compliant or allegation or intend to give evidence to a complaint of
discrimination on the above grounds or to discriminate or harass someone in certain
circumstances after the working relationship has ended. The Equality Act (2006)
extended the provisions of this legislation to make it unlawful for a public authority
involved in providing goods, facilities or services to discriminate on grounds of
religion or belief by:
      Refusing to provide a person with goods, facilities or services if they would
        normally do so to the public, or a section of the public to which the person
        belongs; and



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      Providing goods, facilities or services of an inferior quality rather than those
       which would normally be provided, or in a less favourable manner (for
       example, hostile or less courteous) or on less favourable terms than would
       normally be the case.



Employment Equality Regulations (Sexual Orientation) 2003

These Regulations came into force in December 2003 and apply to vocational
training and all facets of employment, including recruitment, terms and conditions,
promotions, transfers, dismissals and training. They make it unlawful on the grounds
of sexual orientation to discriminate directly or indirectly against anyone; subject
someone to harassment; victimise someone because they have made or intend to
make a compliant or allegation or intend to give evidence to a complaint of
discrimination on the above grounds or to discriminate or harass someone in certain
circumstances after the working relationship has ended. The Equality Act (2006)
extended the provisions of this legislation to make it unlawful for a public authority
involved in providing goods, facilities or services to discriminate on grounds of
religion or belief by:
      Refusing to provide a person with goods, facilities or services if they would
        normally do so to the public, or a section of the public to which the person
        belongs; and
      Providing goods, facilities or services of an inferior quality rather than those
        which would normally be provided, or in a less favourable manner (for
        example, hostile or less courteous) or on less favourable terms than would
        normally be the case.

Employment Equality (Age) Regulations 2006

These Regulations came into force in October 2006 and apply to vocational training
and all facets of employment, including recruitment, terms and conditions,
promotions, transfers, dismissals, and training. They make it unlawful on the
grounds of age to discriminate directly or indirectly against anyone; subject someone
to harassment; victimise someone because they have made or intend to make a
compliant or allegation or intend to give evidence to a complaint of discrimination on
the above grounds or to discriminate or harass someone in certain circumstances
after the working relationship has ended.




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Conclusion
South Central Ambulance Service NHS Trust‟s Single Equality Scheme is a living
document; it will be regularly revised as new legislation and policies are developed
by SCAS, and if SCAS takes on new functions. The Scheme will also change as we
receive more information from our partners and stakeholders. In particular, it will
change as we receive information and comments from our own staff and members of
the public. We have outlined key actions in the body of the Scheme and more
detailed actions in the action plan.

SCAS is moving forward on equality issues. We recognise that we still have a long
way to go. Our aim is to achieve best practice and to develop and implement health
policies and programmes that truly match the needs of the different communities we
serve.




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                                                              APPENDIX 1

       South Central Ambulance Service: Population Census Data 2001




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                                                                                                                APPENDIX 2

       South Central Ambulance Service: Workforce Data at 30th October 2009

                                    WORKFORCE (DISABLED STATUS, BY DIV, Oct 09)
                            SCAS                              BERKS                     BUCKS/OX                        HANTS
     Yes                                    19                               9                              0                         10
     No                                  586                            191                             63                           332
     Non-
     Disclosure                        1760                             415                         854                              491
     Total                             2365                             615                         917                              833


                                     WORKFORCE (BY ETHNICITY, DIVISION, Oct 09)
                        South Central  SCAS %
     Category                                     SCAS         BERKS         BUCKS/OX                                     HANTS
                        Population %
                               92.21%   73.44%
     White British
                                                                      1737              396                      683                658
     White other                    1.76%         7.86%                186               44                      99                  43
     Mixed                          1.14%         0.47%                11                 2                       8                   1
     Asian                          3.04%              0.47            11                 3                       8
     Black                          1.00%         0.80%                19                 8                      11
     Other                          0.85%              0.17             4                 2                       1                   1
     Not Stated                     0.00%         16.79%
                                                                       397              160                      107                130
     Total                                                            2365              615                      917                833

                                     WORKFORCE (BY AGE, DIVISION, Oct 09)
                                  SCAS                         BERKS                   BUCKS/OX                        HANTS
     <20                                         15                     10                          4                                1
     20-30                                    391                      106                        163                               122
     30-40                                    735                      193                        271                               271
     40-50                                    655                      165                        245                               245
     50-60                                    404                       91                        162                               151
     60-70                                    154                       46                         67                               41
     70-80                                       11                      4                          5                                2
     Total                                   2365                      615                        917                               833




                          WORKFORCE (BY GENDER, BY AFC PAY-BAND, Oct 09)
                     MALE (SIP)             MALE (%)             FEMALE (SIP)              FEMALE (%)                   Total SIP
     1-4 =
     Staff                    728                51%                             705          49%                               1433
     5-6 =
     Officer                  463                60%                             306          40%                                   769
     7=
     Manager                  58                 67%                             29           33%                                   87
     8a-8d =
     Snr
     Manager                  50                 66%                             26           34%                                   76



     Total
                       1299                      55%                   1066                   45%                               2365


                              WORKFORCE (SEXUAL ORIENTATION, BY DIV, Oct 09)
                              SCAS                            BERKS                    BUCKS/OX                        HANTS
     Gay /
     Lesbian                                17                           8                              8                            1
     Heterosexual
                                                                                                            Page 21 of 43
                                         378                           207                          94                              77
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      Non-
     Disclosure                        1970                            400                         815                              755
     Total                             2365                            615                         917                              833
                                                                                    APPENDIX 2

                      WORKFORCE (RELIGIOUS BELIEF, BY DIV, Oct 09)
               SCAS              BERKS               BUCKS/OX         HANTS
Atheism                 63                 34   14                            15
Buddhism                4                   3                    1
Christianity           248                139                   63            46
Hinduism
                        2                   1   1
Islam                   2                   2
Other                   50                 26                   15             9
Non-
Disclosure            1996                410                   823           763
Total                 2365                615                   917           833
                                                                                                 Single Equality Scheme 2008-2011


                             South Central Ambulance Service: Single Equality Scheme Action Plans

1 Leadership, Corporate Commitment and Governance                                                                        Appendix 3
REF     Action                            Outcomes                  Lead for Action   Equality       Evidence
                                                                                      Strand

        Appoint a Non Executive           Equality and Diversity    Trust Board       All equality   Non Executive
        Equality and Diversity            agenda is driven by the                     strands/HR     E&D
        Champion within the Board         Board                                                      Champion
                                                                                                     appointed

        The Board to be briefed on        The Board is               Director of HR   All equality   Minutes of
        Equalities and Human Rights       knowledgeable and         (OD &             strands/HR     board /public
        and the Impact Assessment         able to proactively       Workforce/E&D                    meetings.
        requirement                       maintain the Equality     Manager                          practical and
                                          and Human Rights                                           visible
                                          duties of the Trust.                                       outcomes

        The Board to ensure adequate      Equality and Human        The Board/Head    All equality   Improved
        E&D training for the workforce,   Rights embedded into      of Education      strands/HR     knowledge,
        including equality Impact         our “Core Business”                                        skills, cultural
        Assessment training for                                                                      competencies.
                                          Induction Training
        appropriate staff                                                                            Improved
                                          (E&D)
                                                                                                     outcomes for
                                          Managers Training                                          workforce,
                                          (E&D)(KSF)                                                 patients and
                                          Impact Assessment                                          Communities.
                                          Training




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REF     Action                           Outcomes                  Lead for Action    Equality       Evidence
                                                                                      Strand

        Develop a system for             Enable Steering Group                                       Reports
        Directorates to report to the    to report progress or     All Directorates   All equality   Steering
        Steering group on progress       action requiring prompt
                                                                                      strands/HR     Group
        made on E&D action plan          attention to the Board                                      minutes

        Ensure all senior/line           Achieve a thread          Director of    All equality       Team briefs,
        managers are aware of the        through/ cascade effect   Communications strands/HR         newsletters,
        SES and action plan.             of the E&D agenda         and Public                        Intranet,
                                         throughout the            Engagement
                                         organisation

        Complete review of the           Steering Group            Exe. Director of   All equality   Relevant
        existing Single Equality         approval of draft SES,    HR & OD/ E&D       strands/HR     Board minutes
        Scheme                           public/workforce          Manager                           confirming
                                         consultation and peer                                       approval,
                                         review                                                      Publish SES
                                                                                                     on Website

        Use equality and human rights    Ensure commissioned       Head of            All equality   Contracts/ EIA
        as one of the deciding factors   services contracts        Procurement        strands/HR
        in the procurement process       include standard E&D
                                         term and meet SCAS
                                         stated standards




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2 Equality Impact Assessments

REF     Action                           Outcomes                   Lead for Action    Equality       Evidence
                                                                                       Strand

        Develop mechanism to ensure      Create an audit trail,     Director of    All equality       Development
        all, policies, practices and     EIA document               Communications strands/HR         and
        procedures involve equality      management and             and Public                        Management
        impact assessments at earliest   ratification. quality      Engagement                        of Procedural
        stage                            assurance with central                                       Documents
                                         data base                                                    Policy.

        Equality Impact Assessment       Compliance                 Head of            All equality   ESR Records,
        training for staff with                                     Education          strands/HR     attendance
        policy/strategic/service                                                                      records
        development and procurement                                                                   training
        or commissioning capacity                                                                     materials

        Impact Assess existing and       Staff, service users and   All Directorates   All equality   Quality
        new policies, practices and      community involved in                         strands/HR     assured
        procedures                       planning and delivery of                                     ratified
                                         service ensuring no                                          policies,
                                         adverse impact /                                             practices and
                                         inequalities                                                 procedures


        Publish all quality assured      Accountability and                                           Published on
                                                                                       All Equality
        ratified Impact Assessments      Transparency               IT and E&D                        Trust website
                                                                                       strands/HR
                                                                    Manager




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3 Partnership Working Consultation and Involvement

REF     Action                           Outcomes                  Lead for Action   Equality       Evidence
                                                                                     Strand

        Develop external partnerships    Ensure sustainable        Director of    All equality      Service Level
        with appropriate stakeholders.   access to diverse         Communications strands/HR        Agreements
                                         communities to consult,   and Public                       Community
                                         advise and inform Trust   Engagement                       engagement
                                         strategy




        Analyse issues raised by         Inform the development    E&D Manager       All equality   Updated
        Single Equality Scheme           of the Single Equality                      strands/HR     Single
        consultation and develop         Scheme.                                                    Equality
        further actions as necessary                                                                Scheme

        Ensure diverse groups are       Community involvement      Director of    All equality      Meaningful
        engaged in planning and         in Impact Assessment       Communications strands/HR        Community
        service delivery via PALS, PPI, and Consultation.          and Public                       engagement
        Complaints                                                 Engagement

        Ensure mechanism for            Sustained community        Director of    All equality      Sustained
        feedback to participants of all engagement                 Communications strands/HR        partnerships
        advice/consultation/information                            and Public
                                                                   Engagement




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4 Trust as an Equal Opportunities Employer
REF       Action              Outcomes                         Lead for Action   Equality        Evidence
                                                                                 Strand

          Trust to promote    Public and staff confidence in   E&D manager       Disability      Symbol
          its status of “two  Trust objectives /policy on                                        featured on
          tick” symbol holder disability                                                         website,
                                                                                                 letter
                                                                                                 headings
                                                                                                 and public
                                                                                                 documents

          Develop the         Encourage a defined work life    Workforce         All equality    Equality
          Improving working   balance                          Directorate       strands/HR      opportunity
          lives concept and                                                                      policy,
          instigate good                                                                         working
          employment                                                                             group (focus
          practices                                                                              group)

          Acquire Stonewall Public and staff confidence in     E&D manager       Sexual          Membership,
          diversity champion Trust objectives/ policy on                         Orientation     meeting
          status             sexual orientation                                                  criterion
                                                                                                 (framework)

          Publish an annual   Identify trends, under           Workforce         All equality    EIA. action
          report on           representation, negative         Directorate       strands/HR      plans to
          recruitment         impact                                                             address
          statistics                                                                             identified
                                                                                                 issues



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Monitoring Data, Reporting and Publishing
REF       Action                  Outcomes                      Lead for Action   Equality       Evidence
                                                                                  Strand

          Review Data             Improved quality of data to   E&D manager       All equality   Improved
          harvesting for work     accurately inform Trust                         strands/HR     on current
          force and service       service delivery and                                           data
          users                   workforce satisfaction                                         position

          Programme of         As above                         Head of           All Equality   Better E&D
          training to address                                   Education/ E&D    strands/HR     Statistics
          knowledge gap on                                      manager
          data harvesting (new
          and existing staff)

          Marketing strategy      As above                      Operations        All equality   Better E&D
          by senior managers                                    Directorate,      strands/HR     Statistics
          extolling the virtues                                 Workforce
          of good data                                          Directorate,
          gathering at team/                                    Service
          management                                            development
          briefings

          PTS to harvest     As above                           Commercial        All equality   Better E&D
          patient data from                                     Directorate       strands/HR     Stats
          PCT(commissioners)
          or collect data at
          point of contact




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Appropriate interpreting and translating services available to patients
REF        Action                Outcomes                          Lead for Action   Equality       Evidence
                                                                                     Strand

           Review existing       Ensure accessibility to service   Director of       Race           Report to
           provision of          users and diverse                 Communications                   Equality &
                                                                                     Disability
           interpreting and      communities, including access     and Public                       Diversity
           translation           to complaints procedure.          Engagement                       Steering
           services                                                                                 Group




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                                                                                   APPENDIX 4

     South Central Ambulance Service NHS Trust: Equality Impact Assessments

What is an Equality Impact Assessment?
The purpose of an Equality Impact Assessment (EQIA) is to improve the work of South
Central Ambulance Service NHS Trust (SCAS) by making sure it does not discriminate
and that, where possible, it promotes equality.
It is a way to make sure individuals and teams think carefully about the likely impact of
their work on patients and stakeholders and take action to improve strategies, policies and
functions, where appropriate.
The EQIA focuses on assessing and recording the likely equalities impact of a GLA
strategy, policy or functions. It involves anticipating the consequences of policies and
functions on groups and making sure that, as far as possible, any negative consequences
are eliminated or minimised and opportunities for promoting equality are maximised.
1. Strategy refers to both those plans that are ratified at Service and Executive Board
   level, that touch on direct or indirect service delivery, inlcuding support service
   functions.
2. A policy is defined as a written document outlining an approved decision, principle, plan
   and/or set of procedures that influences and determines the way the Trust carries out
   its business externally and/or internally.
3. A function is a service, department or Directorate within the Trust and its methods of
   working, including
The Trust recognises that due to the nature of the Health Service it is, at times, subject to
external decision making and policy development, e.g. DOH circulars and directives –
however, it will ensure that the implications of equality are considered in line with the policy
review arrangements.
The EQIA is carried out by completing a form. The first section of the form is used for a
preliminary screening and the second section is used for a more detailed assessment.
The Trust‟s strategies undergo a more wide-ranging assessment. Not only are EQIAs
done for the planning stage, the draft stage and the final stage of ratification of the
strategies by the Board, but teams within SCAS comment on and review the strategies
and their equalities impacts on an ongoing basis.
What does the Trust mean by an ‘impact’?
The Trust looks at two possible impacts in its assessments:
•A negative or adverse impact; where the impact could disadvantage one equality target
group, or some equality target groups. This disadvantage may be differential, where the
negative impact on one particular group of individuals or one equality target group is likely
to be greater than on another.
It should be noted that some negative impacts may be intended. The EQIA provides an
opportunity to assess this.



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An event that was held in a building with no induction loop facilities would have a negative
or adverse impact on some attendees with a hearing impairment.
•An impact that will have a favourable or positive impact on an equality target group, or
some equality target groups, or improve equal opportunities and /or relationships between
groups. This positive impact may be differential, where the impact on one particular group
of individuals or one equality target group is likely to be greater than on another.
A targeted training programme for black and minority ethnic women would have a positive
differential impact on black and minority ethnic women, compared with its impact on white
women and all men. However, it would not necessarily have an adverse impact on white
women or men.
What are the equality target groups?
The Trust has defined equality target groups as: women; black and minority ethnic people;
young people and children; older people; disabled people; lesbians; gay men; bisexuals;
transsexual people and people from different faith groups.
The equality areas, or strands as they are commonly called, gender, race, disability, age,
faith and sexuality. The strands are inclusive of all people.
When to carry out an EQIA.
The following projects and policies require an EQIA:
   All Trust Strategies and all best value reviews
   Policies and/or functions that each of the Trusts directorates identify as requiring an
    EQIA, as part of the business planning process each year. These should be policies
    and projects that:
       -   are of relevance to the Trusts duty to promote equality
       -   and are primary high level functions, rather than support functions or sub-
           projects (see intranet link for guidance)
       -   and are in their initial planning stage or undergoing a revision.
It is part of the Trust‟s project management and business planning methodology that all
projects and capital purchases must go through an EQIA.
All project leaders are responsible for incorporating equalities into their projects or
strategies and for assessing the equalities impacts. This should be a continuous process,
starting at the very beginning of the project. Any project or policy team can use the EQIA
to help them assess the potential impact of their project, regardless of whether it has been
identified by the directorate as requiring an EQIA.
If there is any doubt as to whether a project or policy requires initial screening, project
leads should contact their manager or the Trust‟s Equality Lead. A list of strategies,
policies and projects requiring an EQIA in the current financial year is maintained on the
intranet.
The EQIA is done in two parts. In section one the project goes through a screening
process. In section two it undergoes a more thorough assessment. This second section is
further divided into two parts.


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Equality Impact Assessment Section one: Screening
Section one of the EQIA, the screening, should be carried out at the planning and
development stage of the project, strategy or policy. This section should be completed
before authorisation is obtained for the project to be initiated.
Some large projects will be made up of many different activities, some of which are in
themselves projects. As part of the screening, these activities should be listed and if any
of them are projects in themselves, the project lead should consider whether they need to
undergo a separate EQIA screening.
Once section one has been completed, the project is only required to go through the
second stage of the EQIA if:
   Any equality target group or sub section of an equality target group would be negatively
    affected
   And that impact is assessed as of high significance (see flow chart on page 19).
However, it may be useful for the project to go through the second stage even if only
positive impact has been identified, or the impact is of low significance. This would enable
a thorough assessment to take place.
The completed screening form should be kept on file.          It maybe required for audit
purposes.
Detailed guidance on completing the initial screening (EQIA section one), including
assessing the level of significance of an impact, is set out below.

Equality Impact Assessment Section two: Detailed assessment
Section two of the EQIA is used to examine projects which the initial screening indicated
may have an negative impact on certain equality target groups. Functions, projects,
strategies and policies go through this second stage if there is a danger that the negative
impact they have on these groups falls into one (or more) of the following categories:
1. It is assessed as of high impact.
2. It is not intentional.
3. It is illegal or possibly illegal (ie discriminatory according to anti-discrimination
   legislation).
Such projects must have a detailed assessment carried out, using section two of the EQIA.
Section two is in two parts:
Part A)         Provides an opportunity to assess, in some detail, the evidence for a
          possible negative impact. It ensures policy, strategy and project teams have
          researched and consulted with the equality target groups that may be affected.
Part B)         Completes the assessment and leads to an action plan that will aim to
          minimise any negative impacts and maximise positive impacts.
Copies of all full EQIAs should be retained on file, with a copy sent to the Trust‟s Equaliy
Lead. Please note that completed EQIA forms can be subject of a Freedom of Inofmration


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request. The method by which a member of the public can request to see them and
information about EQIAs is available on the GLA‟s website.
Detailed guidance on completing section two of the EQIA form is set out below.

Detailed Guidance for EQIA Section Two
Tips and general guidance
 Equality Impact Assessments are designed to be a challenging process, but they are
  not intended to be over complicated or about „getting it right‟. It is not an exact science
  and project leads should take a common sense approach.
 Project leads need to be prepared for changes to the project, strategy or policy that the
  EQIA identifies as necessary. It should not be a last minute check.
 The aim should be to try to take the perspective of some one outside of the Trust, such
  as a potential beneficiary or user, when carrying out an EQIA.
 The form does not need to be completed by one person in isolation. Neither does the
  EQIA form require completion all in one go. In fact part (b) of section two may need to
  be completed some months after the rest of the EQIA.
 Completing the form is similar to doing a risk assessment. It involves predicting and
  assessing what the implications of a function, policy, strategy or project will be on a
  wide range of people with different and varied needs. This can be a difficult thing to do
  and it is not intended that project leads complete the form without the support and
  advice of others in the project team, the Trust‟s Equalities Lead, the PPI Forum or
  managers. Completing the form with a colleague, who can provide a different
  perspective, will help.
 Do not spend too long on the initial screening. At the screening stage, the Trust is
  trying to assess obvious negative or positive impact or, importantly, gaps in our
  knowledge about likely impact.
 The screening should make full use of the following:
         project lead‟s and the project team‟s professional knowledge of the issue and/or
          personal experience.
         previous consultation results
         analysis of previous complaints, comments, evaluations and monitoring
         research and reports
         library searches
         internet searches
         advice from internal and external specialists
         staff with previous involvement of direct implementation of a similar
          project/policy.




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 It is particularly important that project leads realise they have a legal duty to assess the
  impact of the strategy, policy or project on black and minority ethnic communities and
  to consider the promotion of race, disability and age equality.
 Question 4 of section one of the EQIA form can be difficult to answer in areas where
  there is little, or no information. In these cases, it is recommended to note the lack of
  data and move on to the next part of the form. The lack of data should not be a reason
  to halt the process or not complete the form.
 If the likely impact on the different equality target groups is not known, then the project
  lead or project team needs to take action to acquire that information.
 The best way to find out if a policy or project is likely to impact negatively or positively
  on equality target groups is to find out if research or data already exists or to directly
  consult representatives of those groups or relevant specialist organisations. Details of
  such organisations can be sought from the Trust‟s Equalities Lead.
 Following the completion of an EQIA, the project lead should outline any changes
  required to the policy or project and other actions required. The need for the Trust to
  collect or obtain data on certain issues could be one such action (such as
  commissioning research or carrying out monitoring).
Partnership projects
The Trust aims to be an exemplary organisation in relation to equalities and to champion
equal opportunities across Buckinghamshire, Oxfordshire, Berkshire and Hampshire. The
statutory requirements to assess the impact of policies and functions on race, age and
disability equality apply to partnerships and contractual relationships.
The EQIA procedures apply to all projects and policies where the Trust is the lead agency
in a multi-agency project or a Trust group project. The Trust is the lead agency if the
project or policy was initiated by the Trust and the monitoring, evaluation and strategic
overview of the implementation lies with the Trust, even if the Trust is not the operational
lead.
On joint projects and initiatives where the Trust is not the lead organisation, the Trust
employee should raise the issue of the need to carry out an equalities assessment in order
to comply with the requirements of the Acts. The Trust should carry out an EQIA
screening before deciding to participate in the project.




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Equality Impact Assessment Form Section One – Screening
Name of Function, Policy or Strategy:…………………………………………….
…………………………………………………………………………………………..
Officer completing assessment:……………………………………………………..
Telephone...........................................................................................................

1.        What is the main purpose of the strategy, function or policy?




2.    List the main activities of the function or policy? (for strategies list the
main policy areas)




3.        Who will be the main beneficiaries of the strategy/function/policy?




4.        Use the table overleaf to indicate the following:-
          a. Where do you think that the strategy/function/policy could have an
             adverse impact on any equality group, i.e. it could disadvantage
             them?
          b. Where do you think that there could be a positive impact on any of
             the groups or contribute to promoting equality, equal opportunities
             or improving relations within equality target groups?
                                   Positive Impact – it   Negative Impact – it   Reasons
                                   could benefit          could disadvantage
         Women
GENDER
         Men
         Asian or Asian British
         People
         Black or Black British
         People
RACE     Chinese people and
         other people
         People of Mixed Race
         White people (including
         Irish people)
         Disabled People
         Lesbians, gay men and
         bisexuals
         Transgender people
         Older People (60+)
AGE      Younger People (17 to
         25) and children
         Religion/belief Groups
         Equal Opportunities
         and/or improved
         relations
Single Equality Scheme 2008-2011



Notes:
Religion or belief groups cover a wide range of groupings, the most common of which are
Muslims, Buddhists, Jews, Christians, Sikhs and Hindus. Consider religion or belief categories
individually and collectively when considering positive and negative impacts.
The categories used in the race section refer to those used in the 2001 Census. Consideration
should be given to the specific communities within the broad categories such as Bangladeshi
people and to the needs of other communities that do not appear as separate categories in the
Census, for example, Polish.

5.     If you have indicated that there is a negative impact, is that impact:

                                                                   Yes                No

Legal (it is not discriminatory under anti-discriminatory law)

Intended

                                                                  High               Low

Level of Impact

If the negative impact is possibly discriminatory and not intended and/or of high impact then
please complete a thorough assessment after completing the rest of this form.

6(a). Could you minimise or remove any negative impact that is of low significance? Explain
how below:




6(b). Could you improve the strategy, function or policy positive impact? Explain how below:




7.    If there is no evidence that the strategy, function or policy promotes equality, equal
opportunities or improves relations – could it be adopted so it does? How




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Please sign and date this form, keep one copy and send one copy to the Trust‟s Equality Lead.


Signed:…………………………………………………………………


Name:………………………………………………………………….


Date:……………………………………………………………………




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Equality Impact Assessment Form Section Two – Full Assessment
Name of Function, Policy or Strategy:…………………………………………….
…………………………………………………………………………………………..
Officer completing assessment:……………………………………………………..
Telephone...........................................................................................................
Part A
1.     Looking back at section one of the EQIA, in what areas are there concerns that the
strategy, policy or project could have a negative impact?
Gender
Race
Disability
Sexual Orientation/Transgender
Age
Religion or Belief


2.        Summarise the likely negative impacts:-


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................
3.      Using the table below, give a summary of what previous or planned consultation on this
topic, policy, function or strategy has or will take place with groups or individuals from the equality
target groups and what has this consultation noted about the likely negative impact?

Equality Target Groups                        Summary of consultation planned or taken place

Gender


Race


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Disability


Sexual Orientation
/Transexuality

Older People


Younger People


Religion or Belief


4.     What consultation has taken place or is planned with Trust staff including staff that have or
will have direct experience of implementing the strategy, policy or function?


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................
5.      Check that any research, reports, studies concerning the equality target groups and the
likley impact have been used to plan the project and guide or indicate what research you intend to
carry out:-

Equality Target Groups                        Title/type of/details of reserach/report

Gender


Race



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Disability


Sexual Orientation
/Transexuality

Older People


Younger People


Religion or Belief



6.    If there are gaps in your previous or planned consultation and research, are there any
experts/relevant groups that can be contacted to get further views or evidence on the issues?

Yes       Yes (Please list them and explain how you will obtain their views)

............................................................................................................................................................

............................................................................................................................................................

............................................................................................................................................................

          No

Part B
Complete this section when consultation and research has be carried out
7a.    As a result of this assessment and available evidence collected, including consultation,
state whether there will be a need to be any changes made/planned to the policy, strategy or
function.
7b.    As a result of this assessment and availabe evidence is it important that the Trust
commission specific research on this issue or carry out monitoring/data collection?
(You may want to add this information directly on to the action plan at the end of this assessment
form)


............................................................................................................................................................


............................................................................................................................................................



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............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................
8.          Will the changes planned ensure that negative impact is:

Legal?
(not discriminatory, under anti-discriminatory legislation)

Intended?

Low impact?

9a.   Have you set up a monitoring/evaluation/review process to check the successful
implementation of the strategy, function or policy?

Yes                                             No

9b.    How will this monitoring/evaluation further assess the impact on the equalioty target
groups/ensure that the strategy/policy/function is non-discriminatory?
Details:


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................


............................................................................................................................................................
Please complete the action plan overleaf, sign the EQIA, retain a copy and send a copy of the full
EQIA and Action Plan to the Trust‟s Equality Lead.

Signed:.....................................................                       Name:......................................................................

Date:.........................................................




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Single Equality Scheme 2008-2011


EQIA ACTION PLAN
Issue         Action            Lead        Timescale   Resource       Comments
              Required          Officer                 Implications




Please continue on a another sheet if you need to.




                                                                       Page 43 of 43
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