This site uses cookies to enhance your experience. By scrolling or continuing to use this site without changing your browser settings, you are consenting to our Cookie and Privacy Policy.

Frimley Health Values Logo

Equality objectives for Frimley Health 2015 – 2019

Corporate equality & diversity objectives

Equality Delivery System - A plan for implementing the EDS performance management system (compulsory from 1 April 2015) has been produced and actions such as stakeholder engagement are under way.

Public Sector Equality Duty - training: Equality update training delivered through workbook and e-learning at least once every three years, statistics to be monitored quarterly by the Equality and Diversity Steering Group.

Equality analysis: New equality analysis template and guidance in place and analyses are underway. Advice and guidance being offered to all those responsible for undertaking equality analysis.

Developing objectives 2015-2019: The trust will continue to consider its employment and service equality and diversity data annually (July) and should new findings become apparent revised or new objectives will be added.

Service equality & diversity objectives

Use of demographic data: To work with Head of Information Governance to develop guidance for the use of patient demographic data in support of Public Sector Equality Duty.

Service resources: Developing and updating caring for patients directories, religious and cultural guides to support clinical staff in communicating with and caring for patients from vulnerable groups

Interpretation and translation: Produce policy to ensure consistency of process and procedure across the trust and put in place a single provider for interpretation services for the trust.

Patient/public engagement: To undertake at least one engagement survey every year with a protected group in line with EDS planning priorities, patient and trust needs.

To identify opportunities to benefit both our trust and our patients from protected groups through promotion and education about hospital services.

LGBT (lesbian, gay, bisexual, and transgender) groups: Positively make contact with at least two local groups or representatives of gay, bi-sexual, lesbian and transgender individuals. Enquire and feedback about their experiences of the services we offer.

Patient satisfaction: Review the results of patient surveys by demographic group in order to identify patient satisfaction trends for the different protected groups.

Review complaints by demographic group in order to identify patient satisfaction trends for the different protected groups.

Commissioning of services for patients: Work alongside the Associate Director of Public and Patient Involvement to collate various information relating to patient demographics to inform the design and delivery of services

Employment equality & diversity objectives

Electronic Staff Record (ESR) data accuracy: Continue to improve data accuracy by repeating staff database validation exercise every two years and by promoting reasons for collection of sensitive personal data. Improve disclosure of disability, religion and belief and sexual orientation by 20%.

Representation of protected groups in roles and grades (workforce race equality standard): Develop strategies to encourage more BME representation in senior roles (Band 7 and above).

Develop strategies to encourage more female representation in Chief of Service or equivalent roles.

Disabled staff: Work with external organisations to place disabled people with the aim of developing their skills and confidence to support long-term employment prospects. This includes provision of support to these individuals for applying for permanent posts within the organisation.

Improve the experience of disabled staff in the workplace as measured each year by the national NHS Staff Survey.

Equal pay: Undertake gender and ethnicity pay audits.

Age: Develop strategies to encourage employment and retention of people in the age 20 to 30 bracket.

Develop strategies to assist the trust in managing an increasingly older workforce.

BME (black and minority ethnic) staff (workforce race equality standard): Reduce the incidence of harassment and discrimination reported by BME staff in the NHS Staff Survey.

Improve perception of BME staff regarding career progression opportunities as measured in the NHS Staff Survey.

Bullying and harassment (workforce race equality standard): Monitor reporting of complaints of bullying and harassment from the Fair Treatment at Work Adviser Service and where relevant ensure information is shared with HR business partners.

Employee relations (workforce race equality standard): Track numbers of disciplinary, grievance and capability cases by protected characteristic to ensure equality of treatment is applied for all staff.

Staff retention: Contribute to the development of strategies to increase retention of staff from protected characteristics and by staff group.

Flexible working: Monitor and report on change in staff working patterns by protected characteristic.