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Single Equality Scheme Summary consultation document We have produced a draft single equality scheme and action plans, which demonstrate our commitment to equality as a commissioner (buyer of services), provider of services and as an employer. Your views and responses to this consultation document will help us to get our equality priorities right and also make sure that our activities in the action plans are realistic and achievable.

Purpose and scope of consultation The purpose of this consultation is to seek views from service users, stakeholders, staff and the public about the draft scheme and its priorities. These views will inform the final scheme, ensuring that it both reflects the needs of the people we serve and meets our legal obligations. –1–


Your views are important to us. They will be taken into account in our final scheme, which will be published in December 2010. Before responding to this consultation, you may find it useful to look at our website www.kirklees. nhs.uk to see the kind of work we do. If you would like a hard copy of this document or in a different format, such as large print, easy read or a different language, please telephone 01484 464074 or email communications@kirklees.nhs.uk. A copy of the full draft scheme can be found at www.kirklees.nhs.uk/public-information/equalityand-diversity or you can contact the Equality and Diversity Manager at kate.bell@kirklees.nhs.uk tel: 01484 464039.

Responding to the consultation We would like to know what you think about our proposals so we have included a response form in this document. The consultation runs from 16 August until 7 November 2010 and there are a number of ways you can give us your comments.

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Fill in the response form in this document You can send this, no stamp needed, to: NHS Kirklees, FREEPOST RSHB-GRJU-ALSL, Patient and Public Involvement, Broad Lea House, Bradley Business Park, Dyson Wood Way, Bradley, Huddersfield, HD2 1GZ. Fill in the form online on our website at: www. kirklees.nhs.uk/public-information/equality-anddiversity/consultation-survey Call us: 01484 464024 / 5 to comment Email your response to: ppi@kirklees.nhs.uk

Meetings for voluntary and community groups/ organisations If you would like someone to meet with you to discuss these proposals, please phone 01484 464024/5 or email ppi@kirklees.nhs.uk and we will try to arrange this.

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More information If you would like to discuss this consultation in more detail, please contact the Equality and Diversity Manager on 01484 464039 or email kate.bell@kirklees.nhs.uk

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Introduction Who we are and what we do As the leader of the local NHS, NHS Kirklees has the explicit aim of addressing health inequalities, improving health outcomes and focusing on the health and wellbeing of the population. NHS Kirklees was established in 2006 from three former Primary Care Trusts (PCT) in Huddersfield and north Kirklees. We have the same boundaries as Kirklees Council and organise our work across the same seven localities, which are shown on the map below. In common with other PCTs, we have three main functions: 1. engaging with our local population to improve health and well-being; 2. commissioning a comprehensive and equitable range of high quality, responsive and efficient services within allocated resources, across all service sectors; and 3. directly providing high quality, responsive and efficient services where this gives best value. As a PCT, we are responsible for making sure that NHS services are in place to meet the needs of –5–


local people. The PCT is accountable for making sure that these services are safe, accessible, high quality and provide value for money. In line with national developments, NHS Kirklees has recently internally separated its commissioning function from its community health services. Kirklees Community Healthcare Services (KCHS) is the provider arm of NHS Kirklees and remains accountable to the board of NHS Kirklees.

Our vision

Working together to achieve the best health and well being for all the people of Kirklees.

Our values • To recognise that people are at the heart of everything we do. • To support people in taking responsibility for their own health and well being. • To show understanding, dignity and respect for all our clients, partners and staff. • To encourage open, clear and honest communication. • To value diversity and challenge discrimination.

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• To encourage innovation and continuous improvement and celebrate the contribution made by our staff. • To be accountable for the decisions we make, the work we do, the resources we use and the impact on the environment.

Our strategic goals • Raise male and female life expectancy at birth so that it is not significantly below the national average in any part of Kirklees. • Improve health outcomes for children and young people, working in partnership to improve life chances and safeguard children. • Target individuals and populations to tackle health and well being inequalities, focusing on the priority issues identified locally. Provide advice, support and care to these individuals, families and communities, in the form of high quality targeted interventions known to work, to increase the control they have over their own health and wellbeing. • Empower those people in Kirklees with a long term condition to exercise control over their own –7–


lives and be central to the decision making about their own care, so preventing problems arising or worsening and enabling them to independently manage their own health and well being.

The population we serve Kirklees comprises both urban and rural communities. The total population in 2009 was approximately 427,700. By 2025 the population is predicted to increase by 6.4% to nearly 455,000. Currently, nearly one in four of the population are aged under 19 years. Half the population is of working age and just under one in seven aged over 65 years. By 2025 the proportion in the working age group will have reduced and those aged over 65 will have increased to nearly one in five as people live longer than before. The increase in those aged over 65 includes a large increase in the proportion living over 85 years. Overall the numbers of births are slightly increasing, particularly among families of South Asian origin. More than one in four young people under 19 are now of South Asian origin. Kirklees has a diverse ethnic mix, with a higher proportion of our population from ethnic minorities than for England as a whole. The –8–


largest ethnic minority groups in Kirklees are Pakistani (7%) and Indian (4%). There is a small African Caribbean population mainly located in Huddersfield. Kirklees is the 82nd most deprived local authority area out of 354 in England. More than 70,000 people locally are now classed as income deprived. This varies across the localities with Dewsbury and Mirfield having 46% of its population living in the 20% most deprived areas, Batley, Birstall and Mirfield 38% and Huddersfield South 37%. Denby Dale and Kirkburton and The Valleys have the lowest proportion of their population living in deprived areas.

What is a single equality scheme? As a public authority, we have a legal requirement to promote equality in relation to gender, race and disability. The new Equality Act 2010 will extend our legal obligations to cover age, sexual orientation, religion and belief and gender reassignment. This scheme helps us meet our legal duties, promote equality and focus on what is important to our workforce and the community we serve. It explains why equality is important and how –9–


we can fulfil our objectives in a way that will be meaningful to our stakeholders and promote equality for all our staff and the population of Kirklees. The development of a single equality scheme provides a framework to integrate equality and diversity into all that we do so that it becomes an integral part of how we carry out our day to day work. Our first ever single equality scheme was published in 2007. Since then we have continuously strived to meet and understand the changing needs of our staff and the people living in Kirklees. The single equality scheme will build on the good work we have already done and will help us to harmonise and coordinate our approach to meeting our equality duties. Our single equality scheme is a ‘living’ document that will develop and evolve in line with legislative and policy changes, feedback from stakeholders and changing priorities.

What do we mean by equality and diversity? Equality means treating everyone with equal dignity and worth regardless of particular characteristics such as their age, disability, gender, – 10 –


ethnicity, religion or belief, or sexual orientation. People have different needs, situations and goals. Thus, achieving equality requires the removal of discriminatory barriers that limit what people can do and can be. We recognise that people can experience inequality in terms of: • Outcomes • Access to services • Inequality to treatment, through direct and indirect discrimination or disadvantage imposed by other individuals, groups, institutions or systems intentionally or inadvertently. Diversity encompasses acceptance and respect. It means understanding that each individual is unique and recognising our individual differences. Diversity builds on equality and focuses on how individual differences and their strengths can be valued for the benefit of both the organisation and the individual.

What have we achieved so far? The PCT has been working hard in many areas over several years to promote equality for our service users and employees. Listed below are examples of progress made by NHS Kirklees: – 11 –


1. In 2007, we established an equality and diversity steering group chaired by a nonexecutive director of the PCT, which reports to the communications and public relations committee. The steering group meets on a bi-monthly basis and includes senior representation from all directorates. 2. In October 2009, we appointed a permanent part-time equality and diversity manager who is our strategic lead for equality and human rights. 3. Equality and diversity training is compulsory for all staff and we include general equality and diversity awareness as part of the mandatory training programme for all new starters. Board members have received bespoke equality and diversity training and HR provides an annual employment update for managers. 4. Diversity driver assessment workshop delivered in January 2009. 5. There are regular reports on the workforce, which includes a range of monitoring data that show the profile of staff by race, gender, disability, religion, age and sexual orientation. We also monitor the progression of staff through the recruitment and selection process, sickness absence and staff undergoing the performance process. – 12 –


6. NHS Kirklees publishes an annual report, which includes the range of workforce monitoring data as well as details of key work carried out and a summary of findings from the annual staff survey. 7. In 2009, all the PCT buildings were audited for DDA compliance. As a result issues identified at Holme Valley Hospital were addressed as part of the Hawthorne Ward scheme and an induction loop was included in the reception design for the new HQ along with braille signage. Other issues identified have been proiritised within the PCT’s overall estate plans. 8. In 2010, the Patient and Public Involvement (PPI) team added an equality monitoring section to the Pharmaceutical Needs Assessment questionnaire used for public consultation, so that feedback could be disaggregated by equality group. 9. The PPI team is currently developing a stakeholders database in partnership with Voluntary Action Kirklees (VAK). The database will include details of seldom heard groups. 10. As part of the public health Women of Childbearing Age (WocBA) project, a new dropin centre called Auntie Pam’s has been set up in Dewsbury. The project has been designed for – 13 –


local women by local women and is staffed by volunteers with personal experience of pregnancy and parenthood. It is targeted at pregnant women, aged 15 – 25, who are not engaged with services. 11. A free stop smoking club for women, ‘Time for Me’, has recently been launched in Batley.

Our key priorities We have decided on five priority areas for the scheme action plan, these are; • Leadership, corporate commitment and governance • Embedding equality impact assessment (a process used to review our work) • Consulting and engaging with our communities • Accessibility and communications • Workforce and training (being a good employer).

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Single Equality Scheme Action Plan 2010-2013

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Timescale

Lead

Outcome

Action

SES compliant with legal duties

Leadership, corporate commitment and governance 1. a. Ratify the single Stakeholders Director of December ✓ ✓ ✓ ✓ ✓ ✓ equality scheme and are informed of Corporate 2010 action plans. the trust’s work Services/ and progress Equality and on the equality Diversity b. Publish SES on Manager website and intranet and diversity agenda.

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Outcome Action plans monitored and stakeholders informed of progress

Action

2. Carry out an annual review of the SES and publish a report on progress against the action plans

Lead Director of Corporate Services/ Equality and Diversity Manager

Timescale

December ✓ ✓ ✓ ✓ ✓ ✓ 2011 – then annually

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

3. Review the SES following implementation of the new equality duties

Timescale

Lead

Outcome

SES compliant Equality and May 2011 ✓ ✓ ✓ ✓ ✓ ✓ with legal duties Diversity Manager / Equality and diversity steering group

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

4. Identify nonexecutive equality champions to lead on the promotion of equality at Board level 5. Identify equality champions in each directorate to support and advise staff All Directors

August 2010

Outcome Improved capacity and support on equality and diversity issues across the organisation

Lead

August 2010

Timescale

Equality and Director of diversity issues Corporate are championed Services at Board level

✓ ✓ ✓ ✓ ✓ ✓

✓ ✓ ✓ ✓ ✓ ✓

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

6. Revise the Board cover sheet to include the requirement for the completion of an equality impact assessment before proposals are submitted to Board 7. Set equality objectives for all Directors and include in annual appraisal document

Outcome

Equality and Diversity Manager

Lead

Increased Chief leadership Executive engagement in equality and diversity issues.

Equality and diversity is embedded in the Trust’s governance arrangements

Timescale July 2010 – set annually

✓ ✓ ✓ ✓ ✓ ✓

September ✓ ✓ ✓ ✓ ✓ ✓ 2010

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Lead

Action

Portfolio Manager Clinical Governance/ Equality and Diversity Manager Embedding equality impact assessment (EqIA) 1. Assess policies All functions All directors and functions and policies for relevance to screened for equalities relevance and embedded in three year EqIA planning cycle

Outcome

8. Provide briefing to Board Board on the Equality understand the Act 2010 implications of the new equality legislation.

Timescale August 2010

✓ ✓ ✓ ✓ ✓ ✓

December ✓ ✓ ✓ ✓ ✓ ✓ 2010

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Outcome

Action

2. Develop and publish Three year a three year EqIA EqIA timetable programme in place and accessible to the public 3. Develop a new EqIA Toolkit is fit for toolkit and publish purpose and on website easy to use by staff

November ✓ ✓ ✓ ✓ ✓ ✓ 2010

✓ ✓ ✓ ✓ ✓ ✓

Equality and Diversity Manager

Lead

October 2010

Timescale

Equality and Diversity Manager

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

4. Provide EqIA training for equality champions

Outcome Equality champions are equipped with the skills they need to carry out equality impact assessments and cascade the training to colleagues

Lead Portfolio Manager Clinical Governance/ Equality and Diversity Manager

Timescale

November ✓ ✓ ✓ ✓ ✓ ✓ 2010

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

5. Cascade EqIA training to lead officers in each directorate

Outcome Staff are equipped with the skills they need to carry out equality impact assessments

Lead Equality Champions/ Equality and Diversity Manager

Timescale

December ✓ ✓ ✓ ✓ ✓ ✓ 2010 onwards

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

6. Integrate actions from EqIA’s into service planning framework and monitor progress through equality and diversity steering group 7. Publish completed EqIAs on website and intranet

Outcome A robust and transparent EqIA process

EqIA actions mainstreamed into service planning framework

Lead Head of Communications

All Directors

Timescale Ongoing

✓ ✓ ✓ ✓ ✓ ✓

April 2011 ✓ ✓ ✓ ✓ ✓ ✓

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

8. Develop mechanisms for involving people from equality groups in the EqIA process

Lead

Outcome People from Head of PPI equality target groups have greater influence in the design and development of trust policy and practice

Timescale

November ✓ ✓ ✓ ✓ ✓ ✓ 2010

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Lead

Outcome

Action

Consulting and engaging with our communities 1. Carry out equality Establish Head of PPI monitoring of the whether the PPI ‘get involved’ database is database representative of the local population of Kirklees 2. Promote Database Head of PPI opportunities to ‘get reflects the local involved’ to under population of represented groups Kirklees

Timescale

✓ ✓ ✓ ✓ ✓ ✓

March ✓ ✓ ✓ ✓ ✓ ✓ 2011, then ongoing

March 2011

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

3. Develop stakeholder database in partnership with VAK, making sure that the database reflects groups from the six equality groups 4. Make sure all questionnaires produced by and in conjunction with the PPI Team include equality monitoring forms

Outcome Trends can be monitored by equality group

Improved consultation and engagement with equality target groups

Lead Head of PPI

Head of PPI

Timescale March 2011

March 2011

✓ ✓ ✓ ✓ ✓ ✓

✓ ✓ ✓ ✓ ✓ ✓

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

5. Support the Disability Rights Network to review it’s current role and remit with a view to developing an effective engagement framework for disabled people

Outcome Improve the quality of life for disabled people living, working and studying in Kirklees

Lead Head of PPI/ Equality and Diversity Manager

Timescale August 2010

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Outcome

Action

Improving equality monitoring data 1. Review existing A compreavailability of equality hensive analysis data from providers of our data capture for equality groups is carried out 2. Identify areas for The capture of improvement and equality data necessary actions to from providers improve equality data is improved recording

September ✓ ✓ ✓ ✓ ✓ ✓ 2011

Assistant Director of Information Analysis and Data Quality

Lead

March 2011

Timescale

Assistant Director of Information Analysis and Data Quality

✓ ✓ ✓ ✓ ✓ ✓

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


Trends can be monitored by all equality strands and action taken to address any concerns

4. Monitor complaints/ PALS by equality group

Action

The reporting and monitoring of equality data is improved

Outcome

3. Identify information requirements of the equality and diversity steering group and establish regular reporting mechanisms.

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Lead Head of PALS and Complaints

Assistant Director of Information Analysis and Data Quality

Timescale

September ✓ ✓ ✓ ✓ ✓ ✓ 2010

September ✓ ✓ ✓ ✓ ✓ ✓ 2010

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

5. To continue to collect and analyse equality data of our workforce to identify any areas of potential discrimination and inequality and take appropriate action to address any imbalances. Publish workforce data report on an annual basis

Outcome Any areas of inequality are identified and addressed through positive action measures

Timescale

Lead

Director April ✓ ✓ ✓ ✓ ✓ ✓ of Human 2010, then Resources and annually Organisational Development

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Outcome

Action

Accessibility and communications 1. Make sure that all All our our publications publications are available in are accessible different formats to service users and languages, as and the public appropriate and where requested 2. Produce ‘easy People who read’ versions of have difficulty key publications reading and and publish on our writing have website access to key publications

✓ ✓

March 2011

Head of Communications

Lead

September ✓ ✓ 2010

Timescale

Head of Communications

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

3. Ensure our website is accessible to people with different language and communication needs. Involve disabled people in the process. 4. Use sign language or subtitles and audio description on all new DVDs or similar types of media we produce

September 2010

Outcome People with Head of visual and Communihearing cations impairment can access videos and DVDs

Lead

September ✓ ✓ 2011

Timescale

Our website is Head of accessible to all Communiour service users cations and the public

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Outcome

Action

Workforce and training 1. Monitor number and All our staff are outcome of reported treated with complaints/ incidents dignity and of harassment, respect at work victimisation, bullying and discrimination by equality group and address issues identified. Report findings annually to the equality and diversity steering group.

Timescale

Lead

Director March ✓ ✓ ✓ ✓ ✓ ✓ of Human 2012, then Resources and annually Organisational Development

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


Action

2. a. Review the mechanism for ensuring that reasonable adjustments are made and in place - including making best use of support systems, eg, Access to Work Scheme. Involve disabled staff in this process.

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Outcome Disabled staff are fully supported in all areas of their employment.

Timescale

Lead Director March of Human 2012 Resources and Organisational Development

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

b. Monitor responses from staff survey relating to reasonable adjustments for staff with disabilities

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin

Timescale

Lead

Outcome


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Action

3. Establish a working group to consider where positive action can be used to target applicants and staff from BAME groups to take up employment opportunities, particularly within nursing and allied health professionals.

Outcome Improve our workforce diversity to reflect the communities we serve.

Lead Director of Human Resources and Organisational Development

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin

Timescale


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Outcome

action to improve representation. Report findings annually to the equality and diversity steering group.

Eliminate profile (including unlawful applications, shortlists, discrimination. leavers, training Improve our and promotion) for workforce each equality strand diversity to quarterly to identify any reflect the potential discrimination communities we and/or areas for serve.

Action

4. Review workforce

Timescale

Lead

Director March ✓ ✓ ✓ ✓ ✓ ✓ of Human 2011, then Resources and annually Organisational Development

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Outcome Staff from diverse groups feel valued and supported in the workplace.

Action

5. Consult with staff to assess the feasibility of establishing staff networks for under represented groups.

Timescale

Lead

Director September ✓ ✓ ✓ ✓ ✓ ✓ of Human 2011 Resources and Organisational Development

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

b. Develop strategies to encourage women and men into areas where they are under-represented.

6. a. Activity promote flexible working practics across the organisation.

Outcome Reduce the gender pay group within NHS Kirklees.

Timescale

Lead Director March of Human 2012 Resources and Organisational Development

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

c. Promote mentoring schemes to encourage recognition of women into higher grades.

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin

Timescale

Lead

Outcome


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Action

7. Establish a working group to review our range of equality and diversity training to make sure that it is fit for purpose. Report findings to the equality and diversity steering group.

Outcome Our staff are aware of their responsibilities under the equality duties and wider equality legislation.

Lead Portfolio Manager Clinical Governance/ Equality and Diversity Manager

Timescale March 2011

✓ ✓ ✓ ✓ ✓ ✓

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Outcome

Action

Kirklees Community Health Services 1. Identify nonEquality and executive equality diversity issues champions to lead are championed on the promotion at Board level of equality at Board level 2. Identify equality Improved champions in each capacity and service to support support on and advise staff equality and diversity issues across the organisation

September ✓ ✓ ✓ ✓ ✓ ✓ 2010

Clinical and Operations Lead

Lead

August 2010

Timescale

Managing Director

✓ ✓ ✓ ✓ ✓ ✓

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

3. Assess standard operating procedures and functions for relevance to equalities

Lead

Outcome All functions Clinical and and SOPs Operations screened for Lead relevance and embedded in three year EqIA planning cycle

Timescale

September ✓ ✓ ✓ ✓ ✓ ✓ 2010

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


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Action

4. To continue to collect and analyse equality data of our workforce to identify any areas of potential discrimination and inequality and take appropriate action to address any imbalances. 5. Develop further actions for KCHS following consultation with staff and the public Clinical and Operations Lead

✓ ✓ ✓ ✓ ✓ ✓

October 2010

Outcome KCHS has a robust equality and diversity plan in place

Lead

April ✓ ✓ ✓ ✓ ✓ ✓ 2010, then annually

Timescale

Any areas HR Lead of inequality are identified and addressed through positive action measures

Human Rights

Race Disability Gender Age Religion/ Belief Sexual orientatioin


Your views and comments Please give your views on the proposals in this document by filling out this questionnaire. An online version of this form is also available at www.kirklees.nhs.uk/public-information/equalityand-diversity/consultation-survey 1. Is our single equality scheme easy to understand? Yes No If not, why not?................................................... ........................................................................... 2. What in your opinion are the most important priorities for equality and diversity? ........................................................................... ........................................................................... 3. Do you think we have covered your priorities adequately? Yes No – 47 –


If not, why not?................................................... ........................................................................... 4. Do you agree with the key actions in the action plans? Yes No If not, why not?................................................... ........................................................................... 5. What, if any, other actions would you like to see included in the action plans? ........................................................................... ........................................................................... 6. How can we improve equality and diversity as an employer? ........................................................................... ........................................................................... 7. How can we improve the way we communicate with you and other people in the community? ........................................................................... ........................................................................... – 48 –


8. Do you have any other comments on our draft scheme or action plans? ........................................................................... ........................................................................... It would be helpful for us to know who has provided feedback. Even if you wish to remain anonymous, we would be grateful if you would complete the following section: (please tick all the boxes that apply to you). I am; (please indicate yes or no as Yes appropriate): A service user or carer A member of the public An employee of NHS Kirklees or Kirklees Community Health Services A representative of another NHS organisation A representative of a public sector organisation A representative of a voluntary or community organisation or group Any other, please specify:

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No


If you are responding on behalf of a voluntary or community organisation, does your organisation mainly represent people from a specific group or community? Please indicate yes or no as Yes No appropriate: Ethnicity (please state which ethnic group) Disability Gender Sexual Orientation Age Religion or belief Carers Any other, please specify:

Please complete this form so we know we have asked the views of people who represent a cross section of the people in Kirklees. This information will be kept confidential.

Monitoring form

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Personal details 1. What is your gender? (Tick one box only)

Male

Female

Prefer not to say

2. What is your age?

Age

Prefer not to say

3. Are your day-to-day activities limited because of any health problem or disability which has lasted, or is expected to last at least 12 months? (Tick one box only)

Yes, limited Yes, limited a little No Prefer not to say

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4. Do you look after, or give any help or support to family members, friends, neighbours or others because of long-term physical or mental ill-health / disability or problems related to old age? (Tick one box only)

Yes No Prefer not to say

5. What is your ethnic group? (Tick only box only) A. White British Irish Any other white background, write below ...........................................................................

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B. Mixed White and Black White and Black African White and Asian Any other mixed background, write below ........................................................................... C. Asian, or Asian British Indian Pakistani Bangladeshi Any other Asian background, write below ........................................................................... D. Black or Black British Caribbean African Any other Black background, write below ...........................................................................

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E. Chinese, or other ethnic group Chinese Any other, write below ........................................................................... F. Other Prefer not to say 6. What is your religion or belief? (Tick one box only) None Christian Buddhist Hindu Jewish Muslim Sikh Prefer not to say Other, write below

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

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7. Which of the following best describes your sexual orientation? (Tick one box only) Only answer this question if you are aged 16 years or over Heterosexual/straight Lesbian / gay woman Gay man Bisexual Prefer not to say Other, write below

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

Further involvement If you would like to be involved in any future consultations on equality and diversity issues for NHS Kirklees, please provide your name and contact details. We will only retain your details for the purposes set out above, and will not share them with any external organisations. – 55 –


Contact details Name................................................................... Organisation........................................................ Address............................................................... ........................................................................... Telephone number............................................... Email................................................................... When you have filled in this form please return it (no stamp needed) to: NHS Kirklees, FREEPOST RSHB-GRJU-ALSL, Patient and Public Involvement, Broad Lea House, Bradley Business Park, Dyson Wood Way, Bradley, Huddersfield, HD2 1GZ.

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Appendix 1

Our equality duties

In revising our single equality scheme, we have extended its coverage to include the new areas of equality (age, religion/belief, sexual orientation and transgender) and human rights that will be coming into force in the new equality bill in spring 2010. Below we have listed our legal obligation in relation to each equality area.

Race We have to pay due regard to the following requirements of the race equality duty: • Eliminate unlawful discrimination • Promote equality of opportunity • Promote good relations between people of different racial groups

Disability We have to pay due regard to the following requirements of the disability equality duty: • Eliminate unlawful discrimination • Eliminate harassment of disabled people that is related to their disabilities – 57 –


• Promote equality of opportunity between disabled people and others • Take steps to take account of disabled people’s disabilities, even where that involves treating them more favourably than others • Promote positive attitudes towards disabled people • Encourage participation by disabled people in public life

Gender We have to pay due regard to the following requirements of the gender equality duty: • Eliminate unlawful sex discrimination • Eliminate unlawful harassment • Promote equality of opportunity between men and women

Transgender The requirements under the Gender Equality duty to eliminate unlawful sex discrimination and harassment also include the duty to eliminate discrimination and harassment on the basis of gender reassignment. – 58 –


Age The Employment Equality (Age) Regulations 2006, makes it unlawful to discriminate against individuals on the grounds of age in employment (including promotion, recruitment, terms and conditions including retirement and redundancy, pay and pensions), vocational training and in respect of membership and representation in professional organisations.

Religion or belief The Employment Equality (Religion or Belief) Regulations 2003 makes it unlawful to discriminate against workers because of religion or similar belief. These regulations apply to vocational training and all facets of employment – including recruitment, terms and conditions, promotions, transfers, dismissals and training. The Equality Act 2006 extends these rights to the provision of goods and services.

Sexual orientation The Employment Equality (Sexual Orientation) Regulations 2003 outlaws discrimination and harassment on the grounds of sexual orientation – 59 –


in workplaces throughout Great Britain, both in private and public sectors. They cover all aspects of the employment relationship including recruitment, pay, working conditions, training, promotion, dismissal and references. The Equality Act (Sexual Orientation) Regulations 2007 extends these rights to the provision of goods and services.

NHS Kirklees Broad Lea House Bradley Business Park Dyson Wood Way Bradley Huddersfield HD2 1GZ Date of publication: October 2010 Print ref: KB3726 large print version ©Kirklees Primary Care Trust

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