Equality, diversity and inclusion
We are committed to providing outstanding care and we will do this by working with and involving our patients, partners and stakeholders to tackle health inequality in Walsall.
Equally, we are committed to making sure our workforce, many of whom live in Walsall, live our values at work and can contribute to our comprehensive improvement programme to achieve our vision of being an outstanding provider by 2022. We will create an inclusive culture, by celebrating the diversity of our workforce and borough, by learning from best practice and by identifying and taking positive action to reduce any evident inequality. We want Walsall Healthcare NHS Trust to be recommended as a place to work and recommended as a place to be treated.
Walsall Healthcare Trust’s aim is to ensure the diverse needs of our patients, partners, communities, service users and staff are provided for and that we improve patient involvement and experience when using our services and improve the reputation of the Trust as a place to work for staff during their employment with the Trust.
The Trust Board is committed to further improve our workforce performance and culture and have signed up to this pledge:
“We, your Trust Board, pledge to demonstrate through our actions that we listen and support people.
We will ensure the organisation treats people equally, fairly and inclusively, with zero tolerance of bullying. We uphold and role model the Trust values chosen by you”.
We will use the governance and accountability frameworks in place within the Trust to measure and evaluate our performance on the action plan being developed to support our strategy.
This will take place through the Equality, Diversity and Inclusion Group which is a multi-disciplinary staff group including EDI champions, patient experience lead,
staff side representatives, Executive lead and is chaired by a Non-Executive Director of the Trust Board. The People and Organisational Development Committee which is a sub-committee of the Trust Board will take oversight and review progress on a regular basis in order to provide assurance to the Trust Board.
Our strategy provides an initial framework to help us progress this ambition; it is a dynamic and iterative document that will be continuously reviewed to align with the Trust’s improvement programme. The next step is to work with stakeholders to co-create the detailed action plan that will support the delivery of EDI outcomes.
Our inclusion strategy describes our vision and direction when implementing equality and diversity and inclusion within our Trust both for our service users and workforce. The Strategy sets out our aim and objectives and key priorities for the next three years (2019-2022), this will be based on an iterative approach and the strategy will be reviewed on a regular basis.
We recognise the importance of ensuring our services are fair and equitable to all and that the diversity of our staff, service users, partners and any visitors to our services is celebrated. We expect everyone who visits our hospital or any of our community sites, comes into contact with any of our services or works for the Trust to be able to participate fully and achieve their potential in a safe and supportive environment. We welcome all service users and members of staff inclusive of race, sex, disability, sexual orientation, gender reassignment, marriage and civil partnership, pregnancy and maternity, age, religion or belief.
Walsall is a diverse borough; however, there are significant areas of deprivation and differentials in health outcomes across the borough, we are the 30th most deprived borough in England with black and minority ethnic residents representing 27% of our borough’s population. Within our workforce there are differentials in workplace experience and career outcomes. This strategy is part of the Trust’s improvement ambition and will be refined as we build the programme, the development of the action plan will be an iterative process as we learn from others and design and develop outcomes with stakeholders.
The Equality Objectives for 2019 to 2022
Empowerment and Support
|To have a workforce that is more representative of the community it serves with measurable improvement evidenced by 2022 through effective recruitment, selection and promotion in order to positively attract, retain and support the progression of all staff at all levels across the Trust||All staff understand their responsibilities around Equality, Diversity & Inclusion and how they can contribute to creating a supportive place to work
Establish staff networks that promote best practice for supporting people from protected groups at work and celebrate workplace contributions
Publish an Annual Equalities report and develop plans to ensure our workforce is representative of the communities we serve at all levels of the
Trust and to use people management metrics to measure outcomes. To explicitly detail outcomes expected from WDES/WRES/Gender Pay Gap Reporting and EDS2 and to review outcomes bi-annually.
For staff and stakeholders to co-design an action plan with meaningful milestones for EDI improvement based on learning from best practice nationally.
|Induction Training, mandatory training and workshops. Throughout 2019 each month.
April – July 2019
July 2019 – Annual Equalities Report to Trust Board through undertaking the NHS Employers:
December 2019 and July 2020: To review progress against milestones on a bi-annual basis at PODC and Trust Board
|Inclusive Leadership||To ensure our leadership is committed to and positively promotes the creation of an environment that acts upon the FREDA principles to understand, promote and value equality, diversity and inclusion and to ensure these principles are embedded in the improvement program and all that we do.
To ensure the Trust values and behaviour framework are reported as experienced by all.
To build the outcomes of best practice in EDI Leadership to ensure our processes, systems and procedures positively promote equality, diversity and inclusion in delivery.
|Deliver EDI masterclass for the board and all leaders
Ensure the Trust Board are engaged in WRES & WDES, Gender Pay Gap and EDS2 reporting in understanding the issues and challenges. Quarterly report to People and OD committee Bi-annual report to Trust Board.
The Board act as champions for EDI and hold to account on the Board Pledge.
Empower and improve leadership opportunities for under-represented groups and review existing provision of career development opportunities through developing the Trust approach to talent management.
|To train all leaders by December 2019.
Annual Equalities Report to Trust Board to identify the evidence-based issues July 2019 and reviewed December 2019.
Quarterly pulse check surveys for staff and patients on values and behaviours include values within the Accountability Framework.
Bi-annual review on the delivery of the Trust Board pledge July and December each year.
Introduce equality, diversity and inclusion outcomes and metrics within the Trust Accountability Framework.
Implement the NHS Leadership Academy approach to talent management for review December 2019.
|Accessibility||Improve accessibility of our services by ensuring a robust comprehensive
Equality Analysis underpins all service provision and ensure the implementation of Accessible Information Standards for people who have a disability or sensory loss.
|Ensure Equality Impact Assessments are undertaken for all Trust activity
Improve communication and information access for those who have a disability, sensory loss, who do not speak English as their first language and those who have difficulty in reading or writing. To record and monitor communication needs.
|Ensure compliance by the end of the calendar year 2019|
|Patient and Service Delivery||Involve those who use our services in the design and delivery of those services by reviewing the systems, processes and procedures to positively promote equality, diversity and inclusion in delivery, and co-create a framework for this by March 2020.||Engage stakeholders and local communities in the EDS2 grading process, WRES, WDES and Accessible Information standards.
Widen our involvement with local communities for patient experience and involvement.
Develop accessible and inclusive engagement processes so that patients, carers and service users are empowered to influence patient experience of healthcare and reduce health inequalities.
|Annual review and update on EDS2 to be published on the website by 30th March 2019
Review September 2019
The links below show a range of data regarding staff in post, click on relevant years to find out more.