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					                      MAIDSTONE AND TUNBRIDGE WELLS NHS TRUST


             Race Equality Scheme Review 2009/10


Requested/
Required by:                    Race Relations (Amendment) Act 2000

Main author:                    Head of HR Policy and Information (Sarah James)

Other contributors:             MTW BME Chair, Cynthia Colston
                                HR Director, Terry Coode

Document lead:                  Head of HR Policy and Information (Sarah James)
                                Contact Details: sjames5@nhs.net
                                                Ext 31001

Supersedes:                     Race Equality Scheme 2005 - 2008

Approved by:                    BME Group (Chair’s approval), Month 2009

Ratified by:                    HR Sub Committee, 16th June 2009

Review date:                    April 2010




Race Equality Scheme Review and Action Plan 2009/10                               1
Written by: Head of HR Policy and Information
Review date: April 2010
Document Issue No. 3.0
Document History
Requirement                 Race Relations Act 1976
for                         Race Relations (Amendment) Act 2000
document:                   Core standard C7E
Cross                       Race Relations Act 1976
References /                Race Relations (Amendment) Act 2000
Associated                  2008 staff survey
Documents:                  Equality and Diversity strategy

Version Control:
Issue: Description of changes:                                     Date:
1.0
2.0                                                                April 2006
3.0     Updated scheme and action plan                             May 2009




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Values Statement for

Race Equality Scheme Review 2009/10
      1. Maidstone and Tunbridge Wells NHS Trust is committed to improving
         the quality of services for people of all backgrounds.
      2. We will take action to raise standards and make our services culturally
         sensitive, relevant and accessible to meet the needs of the community
         we serve.
      3. We will take action to recruit and promote people from all backgrounds,
         at every level and across all professions, in our organisation.
      4. We will demonstrate our commitment through actions and we will
         communicate both our intentions and our actions to our workforce and
         among the communities we serve.
      5. We want to be a model employer. Racial Discrimination and other
         forms of exclusion have no part in the provision of our services.
      6. We will not tolerate racism, harassment or direct or indirect
         discrimination.
      7. We will demonstrate our commitment as a model employer in our
         assessment of functions and policies and its actions to reduce and
         eliminate adverse impact.


We are pleased to endorse the attached Race Equality Scheme Review and action plan
2009 – 2010 and to describe the race equalities values statement which underpins our
endorsement.
The Trust will measure its performance against this statement and how it designs,
implements and monitors this Race Equality Scheme. We are committed to improving
our services and opportunities for staff to ensure that we identify and eliminate barriers,
in partnership with the MTW BME network and external partners such as the SEC BME
Network and the SEC Equality and Diversity Leads network.

Terry Coode                Cynthia Colston            Sarah James Whatman
HR Director                MTW BME Chair              Head of HR Policy & Information




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Review date: April 2010
Document Issue No. 3.0
Race Equality Scheme Review and Action Plan
2009/2010
1. Summary
1.1 This Race Equality Scheme covers the period May 2009 to April 2010. It replaces
the Race Equality Scheme 2005-2008.
1.2 It describes the legislative and service context and the steps which will be taken to
ensure that Maidstone and Tunbridge Wells NHS Trust develops as a model employer
whose staff are representative of the local community and have an equal contribution to
the delivery of high quality patient services.
1.3 It outlines a series of actions to be taken and monitoring arrangements to be
adopted expected of an employer which embraces equality and diversity standards.
1.4 This Race Equality Scheme is subject to ongoing consultation and review, with
formal reviews and reporting as described in the body of this document.
1.5 This Race Equality Scheme review and action plan will form part of a wider Equality
and Diversity strategy.

2. Review of progress to date
A review of the Trust progress Race Equality Scheme 2005-2008 has been completed
by Sarah James Whatman, Head of HR Policy and Information and Cynthia Colston,
MTW BME Chair in May 2009. The review involved a BME Capacity building workshop,
one to one discussions and the results of the 2008 staff survey. The product of that
review has been incorporated into this action plan, will support our action plan to
achieve core standard C7E and will form the basis of focus for the BME Network during
2009/10.

3. Introduction
3.1 All public authorities are required by the Race Relations (Amendment) Act 2000 to
produce a Race Equality Scheme.
3.2 The Race Relations Act 1976 as amended by the Race Relations (Amendment) Act
2000 (the Act) gives public authorities a general duty to promote race equality.
3.3 The intention behind this duty is to make race equality a central part of the way
public authorities work, by putting it at the centre of policy making, service delivery,
regulation and enforcement, and employment practice.
3.4 Under the general duty, when carrying out all their functions, public authorities must
have ‘due regard’ to the need to:
    eliminate unlawful racial discrimination;
    promote equality of opportunity; and
    promote good relations between people of different racial groups.
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Document Issue No. 3.0
The general duty is supported by two specific duties which detail the process and
method to be followed:
    A specific duty to prepare and publish a Race Equality Scheme setting out how it
     intends to meet the general duty.
    A specific duty to monitor its workforce and take action to ensure that it represents
     the diversity of the population and that minority groups in the workforce are not
     disadvantaged in any way.
3.5 Underlying these statutory duties is an expectation that an equality perspective will
be incorporated in all policies, at all levels and at all stages of the organisation.
3.6 This Race Equality Scheme covers the period from May 2009 – April 2010. The
MTW Trust will review improvements year by year. By the end of 2009/2010 the Race
Equality Scheme will be incorporated into a new Trust Single Equality Scheme.
We will:
    Review recruitment arrangements to ensure that our workforce is representative of
     the local community we serve.
    Set out arrangements for training of staff including induction of new staff.
    Assess our policies to ensure that they are relevant to the general duty to promote
     race equality and review these on a regular basis.
    Assess and consult on the impact of the promotion of race equality for new
     policies.
    Monitor any adverse impact of policies adopted.
    Take action to ensure that improved outcomes are achieved in respect of race
     equality.
    Publish the results of our assessment and monitoring.
    Ensure ethnic minorities have access to information and services.

4. MTW Policies
4.1 All MTW policies are subject to EQIA, outcomes of the EQIA are consulted upon for
a minimum of 2 weeks. Policies and EQIA are published on DATIX guidelines.

5. Introduction to the Scheme
5.1 MTW trust serves an ethnically diverse population. We recognise that we have a
legal duty to ensure that the services provided are accessible to, and appropriate for, the
local community. The Trust Management Board and individual directorates receive
quarterly reports showing ethnic breakdown compared to the 2001 national census.




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5.2 MTW Workforce data compared to the 2001 population census for the South East of
England shows a workforce makeup as follows (South East comparator in brackets):
White 74.6% (95.6%)
Mixed 1.5% (0.7%)
Asian 8.6% (2.2%)
Black 2.1% (0.8%)
Other 13.2% (0.7%)
5.3 MTW trust will develop a Single Equality scheme, including ethnicity, gender,
disability, age, sexual orientation, religion and within that Scheme this Race Equality
Scheme has been developed to meet the specific requirements of the Race Relations
(Amendment) Act 2000.

6. Targets and Indicators
6.1 MTW trust will expect to show continued measurable progress on the following:
    Supporting the removal of barriers to accessing local health service provision.
    Being an exemplar NHS public service organisation promoting and facilitating the
     access targets of the NHS plan and other policy directives.
    Identification and action against over representation of BME staff in disciplinary
     and capability cases.
    Increase in access to diversity training for Managers and staff.
    Increased numbers of Managers attending EQIA workshops.
    Reduction in the numbers of BME staff reporting they have experienced bullying or
     harassment in the staff survey 2009.
    An increase in the numbers of BME staff reporting they believe that MTW provides
     equal opportunity for career progression or promotion.
    An increase in the numbers of BME staff in band 6+ roles, achieving promotion and
     accessing training.
    Narrowing the inequality of health status and variations amongst
     different ethnic minority groups.
6.2 The Race Equality Scheme and its outcomes must be reviewed every three years.
6.3 MTW will review this Race Equality Scheme on an annual basis and report progress.




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Review date: April 2010
Document Issue No. 3.0
7. Arrangements for Assessing Compliance with Statutory Duties
7.1 MTW Trust is committed to the fulfilment of its Statutory Duties in all parts of its
work. Statutory Responsibility for the effective implementation of the Race Equality
Scheme lies with the Board of the Trust and the Chief Executive.
7.2 The HR Director will be accountable to the Board for the development, maintenance
and review of the Scheme in accordance with legislation, including any good practice or
guidance that may be issued by the Equality and Human Rights Commission, and the
Department of Health.
7.3 The point of contact within MTW trust, who will respond to any queries for all those
affected by the statutory duties, will be:

Head of HR Policy and Information
Maidstone and Tunbridge Wells NHS Trust
Pembury Hospital
Pembury
Kent
sjames5@nhs.net                     Tel: 01892 631001




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                                                                          APPENDIX ONE
Process Requirements

1.0 Implementation and Awareness of the Race Equality Scheme Review and
   action plan 2009/2010
1.1 The scheme review and action plan will be submitted to the HR board sub
committee and BME Network in June 2009. It incorporates findings from our regular
reporting, The BME Capacity network, the SEC BME Network review 2008 and detailed
conversations between the MTW BME Network Chair and HR.
1.2 The Trust will deliver equality and diversity training to managers and staff from
across the trust. We will also provide EQIA workshops for Managers.
This will be supported by an equality and diversity awareness session, introduction to
the BME Network and Bullying and Harassment and Whistleblowing policies for all staff
at induction.
1.3 The remit of the MTW BME Network will be expanded to monitor progress of the
implementation of this Race Equality Scheme.

1.4 The BME Network Chair has been invited to join the Trust Joint Consultative Forum,
to ensure that BME activities and issues are discussed with the widest possible
audience.
1.5 The HR Business Partnering team will support the scheme and actions by raising
awareness of the scheme, barriers identified and agreed actions.
1.6 Monitoring reports will be submitted to the HR board sub committee and BMW
Network on a quarterly basis, measuring workforce profile (% in post, % by band),
promotions, access to training, % involved in disciplinary, capability, consultations,
leavers and the recruitment process.
1.7 The BME Chair, Head of HR Policy and Information, Head of Clinical Governance
and Business Partnering team will be working in partnership to identify and address any
barriers for patients and staff.
This will be formally through groups such as:
    The Patient Information and Letters Group
    The Patient Experience
Informally through:
    Support for Managers at all levels with advice regards equalities and access to
     services and opportunities.




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Document Issue No. 3.0
2.0 Review
The Race Equality Scheme and its outcomes must be reviewed every three years.
MTW will review this Race Equality Scheme on an annual basis and report progress.

3.0 Archiving
The Trust intranet retains all superseded files in an archive directory in order to maintain
document history.




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Review date: April 2010
Document Issue No. 3.0
                                                                                       APPENDIX TWO
    CONSULTATION ON: Race Equality Scheme Review
    Consultation process – Use this form to ensure your consultation has been adequate for the
    purpose.
    Please return comments to: Sarah James Whatman sjames5@nhs.net__________
    By date: 8/6/2009
Name: List key staff appropriate for the             Date    Date reply       Modification      Modification
document under consultation. Select                  sent     received        suggested?          made?
from the following:                                                              Y/N               Y/N
Chief Executive and Directors                     29/5/09   29/5/09       N                   N/A
Director of Infection Control
Divisional Directors
Associate Director Operations
Deputy Director of Nursing
General Managers
Matrons
Divisional Risk Lead
Directorate Risk Lead
Clinical Director
Clinical Governance Lead
Clinical Governance Assistant
Senior Nurses Clinical Governance
Head of Estates
Director of Facilities
Corporate Business Manager
Head of Quality and Governance
Risk Manager
Quality and Patient Safety Manager
Health and Safety Advisor
Trust LSMS and LCFS
Trust Fire Officer
Trust RPA
Trust OH Manager
 BME chair                                        29/5/09   29/5/09       N                   N/A
Staff Side chair
Clinical Governance Assistant                     29/5/09   8/6/09        Y                   Y
Others




The role of those staff being consulted upon as above is to ensure that they have shared the policy for
comments with all staff within their sphere of responsibility who would be able to contribute to the
development of the policy.


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                                                                              APPENDIX THREE
Equality Impact Assessment
In line with race, disability and gender equalities legislation, public bodies like MTW are required
to assess and consult on how their policies and practices affect different groups, and to monitor
any possible negative impact on equality.
The completion of the following Equality Impact Assessment grid is therefore mandatory and
should be undertaken as part of the policy development and approval process. Please consult
the Equality and Human Rights Policy on the Trust intranet, for details on how to complete the
grid.
Please note that completion is mandatory for all policy development exercises. A copy of
each Equality Impact Assessment must also be placed on the Trust’s intranet.
Title of Policy or Practice                          Race Equality Scheme Review

What are the aims of the policy or practice?          To ensure that all process, services,
                                                      employment activity (recruitment,
                                                      promotion, appraisal, training) are
                                                      accessible to all staff, patients and
                                                      visitors regardless of their ethnicity.
                                                      Where barriers are identified to address
                                                      these proactively to reduce and eliminate
                                                      barriers.
Identify the data and research used to                SEC BME network report 2008
assist the analysis and assessment                    Race Relations Act 1976
                                                      Race Relations (Amendment) Act 2000
                                                      Core standard C7E
Analyse and assess the likely impact on               Is there an adverse impact or potential
equality or potential discrimination with             discrimination (yes/no). NO
each of the following groups.
                                                      If yes give details.
Males or Females                                      NO
People of different ages                              NO
People of different ethnic groups                     YES. White British people may perceive
                                                      this as a policy that does not provide any
                                                      particular benefit for them. However the
                                                      Trust will not tolerate racism of any type
                                                      and that does include bullying or
                                                      harassment of White British people on the
                                                      basis of their ethnicity. Where our
                                                      monitoring identifies that White British
                                                      people are at a disadvantage in any areas
                                                      then action will be taken to address this in
                                                      line with the steps highlighted above.
                                                      White British people are also encouraged
                                                      to be involved in the activities of the BME
                                                      network for information, knowledge and
                                                      support purposes.
People of different religious beliefs                 NO
People who do not speak english as a first            NO
language
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People who have a physical disability                 NO
People who have a mental disability                   NO
Women who are pregnant or on maternity                NO
leave
Single parent families                                NO
People with different sexual orientations             NO
People with different work patterns (part time,       NO
full time, job share, short term contractors,
employed, unemployed)
People in deprived areas and people from              NO
different socio-economic groups
Asylum seekers and refugees                           NO
Prisoners and people confined to closed               NO
institutions, community offenders
Carers                                                NO
If you identified potential discrimination is         YES
it minimal and justifiable and therefore
does not require a stage 2 assessment?
When will you monitor and review your                 Sep 2009 or sooner if issues are identified
EqIA?                                                 or legislation or good practice changes.
Where do you plan to publish the results of           DATIX Trust guidelines on staff intranet.
your Equality Impact Assessment?                      Public internet diversity pages.




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