Reporting and Monitoring

Equality Delivery System 2 (EDS2)

The Equality Delivery System (EDS) for the NHS was originally published on 29 July 2011. Many staff across the NHS in England had contributed to its development, along with patient and community groups and other stakeholders.

The EDS has since been refined and refreshed into EDS2, which remains a tool for NHS organisations in discussion with their local partners including local populations to assess how they are doing in respect of equality and diversity and to help identify future priorities and objectives.

The use of EDS2 supports organisations to review and improve their performance for people with characteristics protected under the Equality Act 2010 and achieve their legal requirements.

If you are interested in finding out more about the EDS2 in general you may find the following documents helpful:


The EDS and the NHS

EDS Grades Manual

EDS Easy Read Report

EDS Powerpoint information

 

Workforce Race Equality Standard (WRES)

Implementing the Workforce Race Equality Standard (WRES) is a requirement for NHS commissioners and NHS provider organisations. The NHS Equality and Diversity Council announced on 31 July 2014 that it had agreed action to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.  In April 2015, after engaging and consulting with key stakeholders including other NHS organisations across England, the WRES was mandated.

The WRES has been part of the NHS standard contract, starting in 2015/16 and included in the 2016/17 NHS standard contract.  NHS trusts produced and published their first WRES baseline data on 1 July 2015 and the first WRES report, which provides analysis and an overview of their data returns, was published in June 2016. With over one million employees, the NHS is mandated to show progress against a number of indicators of workforce equality, including a specific indicator to address the low numbers of BME board members across the organisation.  In collating the data related to these indicators NHS organisations are able to assess areas for further action in addressing any identified inequities.

By using the EDS2 and WRES, NHS organisations can help deliver on the Public Sector Equality Duty.

 

Gender Pay Gap Reporting

Following government consultation, it became mandatory on 31 March 2017 for public sector organisations’ with over 250 employees to report annually on their gender pay gap (GPG). 

The GPG data will be available before 30 March 2018; and thereafter information will be published annually for all employees who are employed under a contract of employment, a contract of apprenticeship or a contract personally to do work. This will include those under Agenda for Change terms and conditions, medical staff and very senior managers.  

In collating this data, organisations will be able to highlight and review any anomalies between the pay of female and male employees and in turn required actions.  

 

What we are doing as a Foundation Trust

HHFT continues to undertake a range of activities to sustain and improve its reputation as a fair place to work.

  • Updated face to face equality and diversity training has been delivered supporting employees to better understand how equality and diversity principles incorporate into their day to day working life.  A booklet option was implemented to provide an alternative delivery style.
  • The Employee Equality and Diversity Network Group, RESPECT, is working raising awareness across the Foundation Trust of equality and diversity issues in relation to staff and service delivery. 
  • All of the Foundation Trust policies underwent equality impact analysis ensuring compliance with the Equality Act.
  • HHFT underwent a review and achieved two ticks ‘positive about disabled people’ accreditation. 
  • Carers’ pages have been developed for our website.  They provide information and contact details for organisations that can provide support to carers.  A carers’ information leaflet has also developed. 
  • Service benchmarks have been completed to identify how flexible individual services are at meeting the specific needs of individual patients.  The benchmark was based on the nine protected characteristics in the Equality Act 2010.  The reviews were used as a basis for this year’s equality delivery system gradings and to form divisional equality action plans.  The individual service benchmark review documents and other supporting documentation can be found on our Equality and Diversity pages.

 


Updated 3 July 2017

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