Equality and Inclusion

Midlands Partnership NHS Foundation Trust (MPFT) was formed on 1 June 2018 following a merger between South Staffordshire and Shropshire Healthcare NHS Foundation Trust and Staffordshire (SSSFT) and Stoke on Trent Partnership NHS Trust (SSOTP).

The Trust is currently developing strategies and setting revised timelines so that we can align our equality statutory, mandatory and/or any voluntary or good practice publishing requirements and commitments. These requirements include:

  1. Information about the Equality Act 2010
  2. The Inclusion and Equality Strategy
  3. The Equality Delivery System 2
  4. The Public Sector Equality Duty
  5. Workforce Race Equality Standard
  6. Workforce Disability Equality Standard
  7. Gender Pay Gap
  8. Sexual Orientation Monitoring
  9. Staff Inclusion Networks
  10. Integrated Language and Communication Support Services
  11. Contact Details

 

During this period a range of consultation, engagement and discussion activities will be undertaken. As a result, some of the publishing duties in relation to the statutory and mandated requirements maybe deferred or delayed. Please be assured that once agreement has been sort and confirmed usual publishing dates/requirements will be resumed. If you have any concerns relating to this statement or require further information in the first instance, please contact This email address is being protected from spambots. You need JavaScript enabled to view it.

The signing of the Deaf Charter at the Annual Members' Meeting 2018

The signing of the Deaf Charter at the Annual Members' Meeting 2018

 

Information about the Equality Act 2010

In line with the Equality Act 2010, there is a duty for all public bodies to consider how their activities as employers and service providers affect people who share different ‘protected characteristics' covering:

  • Age
  • Disability
  • Gender
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race, including ethnic or national origins, colour or nationality
  • Religion or belief
  • Sex
  • Sexual orientation

There is also a responsibility for public bodies to consider how the decisions they make affect people who share different protected characteristics. The Trust also looks at how its decisions affect the Health Inclusion groups.

The Trust is determined to continue to be a beacon and leader of enlightened Equality, Human Rights and Inclusion policies and practices in Staffordshire. We aspire to add to our record of working with, and for, all the diverse communities we serve, to consistently improve standards of care and increase the benefits our communities enjoy. The Trust will continue to build on the best practice that existed within the legacy Trusts: SSSFT and SSOTP.

 

The Inclusion and Equality Strategy

The Trust’s Equality and Inclusion Strategy 2018 confirms our commitment to workforce and service equality, access, experience and outcomes in reference to delivering personal, fair, diverse and inclusive practices. It sets out the governance arrangements to monitor progress against the Equality Objectives we have established following a gap analysis of work across the legacy Trusts. Governance for the Equality and Inclusion work will be via the Workforce and Development Committee and the Quality Governance Committee; both are sub-committees of the Trust Board.

The Strategy is a dynamic document and is developed and reviewed in partnership with community and staff groups. It is the aim that each objective will have an operational plan linked to it. This enables further analysis on progress and areas for action and development.

MPFT Equality and Inclusion Strategy 2018

Equality Objective 1: The Trust will commit to and deliver effectively on the Deaf Charter Pledges by working in partnership with local community groups. The Deaf Charter Forum will monitor and support the implementation of a compliance plan which will support this objective. This objective links with the EDS2 Goals 1, 2 & 3.

Equality Objective 2: The Trust will achieve and evidence Trust wide compliance to the Accessible Information Standard (AIS). An AIS action group will develop, implement and review a compliance plan which will support this objective. This objective links with EDS2 Goals 1, 2 & 3 and meets all five areas for CQC assessment.

MPFT AIS Compliance Plan January 2019

Equality Objective 3: The Trust will become an Employer of Choice through increasing its diversity profile and staff reporting a good experience of working within the Trust. The Trust believes this will be achieved by the effective delivery of the Workforce Race Equality Standard (WRES) and the Workforce Disability Equality Standard (WDES) action plans which will be established in the Trust and by utilising the support of staff networks to become ambassadors / champions. This objective links with EDS2 Goals 3 & 4 and will support the Trust to meet all five areas of the CQC in particular the Well Led elements.

Equality Objective 4: The Trust will deliver services that are responsive to people’s needs through the improvement of capturing and recording equality data for service uptake and using the information to inform service development. This objective extends to the use of equality data within the Trust’s Equality Analysis Process and within service improvement and re-designs/activities. This objective links with EDS2 Goals 1, 2 & 3 and meets the Safe, responsive and effective elements of the CQC assessment.

Equality Objective 5: The Trust will have an integral and robust approach to undertaking an Equality Analysis (EA) where there is service planning / redesign, within procurement and contracts as well as at the heart of transformation. This objective links with EDS2 Goals 1, 2, 3 & 4. This will support the Trust to deliver on all five areas of the CQC assessment.

Equality Objective 6: The Trust needs to review and develop a robust and inclusive communication involvement and engagement strategy which will provide the opportunity for staff to engage with communities who would not / do not actively present in engagement and involvement activities including in-patient surveys, consultations, membership events, complaints and compliments.

 

The Equality Delivery System 2

The Trust will utilise the Equality Delivery System 2 (EDS2) to provide assurance on the progression of the Equality Objectives 1 and 2. The Trust will undertake an internal assessment by end January 2019 and then formal consultation is aimed for March / May 2019. It is to be noted that staff, governors, members and service users will have an opportunity to become lay assessor members of the EDS2 to support the facilitation and grading over March / May 2019. This will enable the Trust, at the end of its first year (June 2019), to have a graded EDS2 for Objectives 1 and 2 against the EDS2 Goal 2.

The trust has maintained compliance to the Public Sector Equality Duty (PSED) the annual workforce data equality analysis was undertaken and findings reported to the subcommittee of Workforce Matters in 2018. The reports were based on the data extracted from the legacy Trusts and a separate report compiled for each Trust. The data used was that held during the period April 2017 to March 2018.

EDS2 Nov 2018 - WD Committee Cover Sheet Report

 

The Public Sector Equality Duty

The public sector Equality Duty, part of the Equality Act 2010, is made up of a general duty, which is the overarching requirement and the specific duties, which are intended to help performance of the general duty.

The general duty has three aims and it applies to most public authorities, including the NHS Commissioning Board and all NHS Trusts (and bodies exercising public functions such as private healthcare providers), who must, in the exercise of their functions, have due regard to the need to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited under the Act.
  • Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it.
  • Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

Under the specific duties of the public sector Equality Duty, All NHS Trusts are required to publish in a manner that is accessible to the public.

1. Information to demonstrate its compliance with the public sector Equality Duty at least annually.

This information must include, in particular, information relating to people who share a protected characteristic who are:

  • its employees – (public authorities with fewer than 150 employees are exempt)
  • people affected by its policies and practices.

2. Equality objectives at least every four years. All such objectives must be specific and measurable.

 

The two legacy organisations reported this information in different ways.

Staffordshire and Stoke on Trent Partnership report

Workforce Equality Data Analysis Report 2018 and Appendix A which contains the raw data and accompanies the report on the website in line with publication compliance for the PSED. This report has been presented to the then Workforce Matters Committee. The Services Uptake Equality Data Analysis 2018 and Appendix B were completed in May 2018.

SSOTP Workforce Data Analysis Report 2017-2018

Appendix A Workforce Equality Data Analysis Report 2017-2018

SSOTP Services Equality Data Analysis Report 2017 2018 Services

Appendix B 2017 2018 Services Equality Data Analysis

The South Staffordshire and Shropshire Healthcare NHS Foundation Trust Workforce and Service Uptake Report 2018

A combined report and presented to the then Workforce and Development Committee.

SSSFT Equality Information Report 2017

 

Midlands Partnership NHS Foundation Trust will produce its Public Sector equality Duty Reports Equality reports in May 2019 these will be in the format of two separate reports one for Workforce and the second for Service Uptake. Data will be extracted from April 2018-end March 2019.

 

Workforce Race Equality Standard

The NHS Workforce Race Equality Standard (WRES) was introduced in April 2015. It aims to ensure employees from black and minority ethnic (BAME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. From 2015/16, WRES has included in the NHS standard contract.

The Trust has submitted the WRES 2018 for both legacy organisations and a WRES Priority Improvement Plan is established to capture the actions identified from the WRES data analysis.

Workforce Race Equality Standard Priority Improvement Plan 2018-08

The Trust has successfully become a participant within the NHS England WRES EXPERT Programme which will enable sustainable actions and change to improve Race Equality across the Trust and improve the experience of BAME staff particularly within the field of development and promotion. The Trust is part of the wider Staffordshire Transformation Programme and the Stepping Up Programme (BAME Leadership Programme) has been successfully delivered to a number of the Trust’s Staff.

 

Workforce Disability Equality Standard

The Trust remains part of the Pioneers group for the early development and implementation of the Workforce Disability Equality Standard (WDES). The WDES is due to become mandatory in April 2019. This group is led by the NHS Employers Head of Equality and Inclusion. The Trust has supported the pilot metrics and will comply with the WDES reporting and submissions April 2019.

 

Gender Pay Gap

The mandatory Gender Pay Gap Analysis requires public organisations such as the Trust to report on workforce data across gender and pay bands and its set criteria requires a “snap shot” view of staff and pay to be published by 31st March 2018 with plans to address any gaps or over/under representation within 12 months of the snapshot. The Trust's data is published in the following documents: Gender Pay Gap Report and Gender Pay Gap Action Plan. The Trust reported on the data as two legacy organisations in March 2018.

SSSFT Gender Pay Gap Report 2018-03

SSSFT Gender Pay Gap Reporting Action Plan 2018-03

SSOTP Gender Pay Gap Report March 2018

SSOTP Gender Pay Gap Reporting Action Plan March 2018

 

Sexual Orientation Monitoring

The Trust will comply with the Sexual Orientation Monitoring (SOM) which was published by NHS England in October 2017. The SOM information standard provides a consistent mechanism for recording the sexual orientation of all patients/service users aged over 16 years across all health services in England. It will also cover local authorities with responsibilities for adult social care in all service areas where it may be relevant to record this data using a standardised format.

This standard provides the categories for recording sexual orientation but does not mandate a collection. The SOM has been based on research conducted by the Office for National Statistics (ONS) and the Equality and Human Rights Commission (EHRC), and on current practice by those organisations which monitor sexual orientation. This is a significant milestone in promoting Lesbian Gay Bisexual equality in England. Recording sexual orientation will allow policy makers, commissioners and providers to better identify health risks and will help support targeted preventative and early intervention work to address the health inequalities for people who are Lesbian, Gay or Bisexual.

The Trust will report sexual orientation through its Workforce Equality Data Analysis reports and its Services Equality Data Analysis reports from May 2019. Currently the Trust is using the standard and guidance to support and improve the quality of equality data recorded.

 

Staff Inclusion Networks

The Trust’s Staff Inclusion Networks were designed to support staff to fulfil their potential in the workplace and empower them to support the development of Trust wide policies, practices and initiatives to be fair, accessible and inclusive. The Trust will undertake Listening in Action activities and review and relaunch staff equality networks which meet the needs of the staff and wider Trust equality commitment. This will be monitored by the Workforce and Development Committee. Further information can be obtained from This email address is being protected from spambots. You need JavaScript enabled to view it.

Staff Inclusion Networks - WD Committee Cover Sheet Report

MPFT Modern Slavery Statement

 

Integrated Language and Communication Support Services

The Integrated Language and Communication Support Services are managed by the Head of Equality and Inclusion. The service provides a Single Point of Access for staff, service users, community members and provider organisations to access the support of interpreters, communication support and/or translation. The service provides face to face language interpreters, telephone language interpreters, face to face British Sign Language (BSL) and Lip Speakers and the formatting and translation of documents.

The service can be contacted via:
Telephone: 01782 227772
E-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.
SMS Text: 07972 659493

The organisation is accountable for continuously improving the quality of service and safeguarding high standards of care. For people with specific communication needs, it is imperative that we adopt a robust and sustainable integrated language and communication service across the geographical area we serve in order to reduce risks and improve the equality in health and social care services we deliver.

 

Contact Details

If you wish to discuss anything in relation to Equality and Inclusion and access to services, information or experience then please contact:


E-mail: This email address is being protected from spambots. You need JavaScript enabled to view it.
SMS Text: 07515 191603

The Trust will publish an annual Equality and Inclusion report which will include the progress made in relation to the commitment and compliance to equality and inclusion. The purpose of the report will be to gain an understanding and direction of the work delivered and in progress. The report will provide assurance that legal compliance in relation to the Equality and Inclusion agenda is being met and we are promoting the Trust as an exemplar employer and provider organisation. The Trust will publish this report July 2019.