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EDI-Page-Header.pngRoyal Papworth Hospital is committed to promoting equality, diversity and inclusion (EDI) and human rights with the highest possible standards of care and outcomes for patients and staff.

We acknowledge the benefits of having an organisation that tackles inequalities and promote equity, equality, diversity and inclusion will allow the trust to achieve its strategic objectives.

As part of the Trusts Workforce strategy EDI is a focal and integral part, one of our objectives is Belonging and inclusion for all - ensuring we are an organisation where everyone is welcome, everyone is respected, everyone can grow and everyone feels their voices are heard.

We will seek to create an inclusive environment that is supportive to our diverse workforce and be an employer of choice delivering compassionate care to all communities we serve, and continue to link all that we do to those six strategic aims and our staff and colleagues role model the Trust’s values compassion excellence collaboration.

At Royal Papworth our equality objectives are;

  • We will ensure all Executive and Non-Executive Directors to have specific, measurable individual EDI objectives that articulates their individual and collective accountability for our progress on EDI.
  • We will embed fair and inclusive recruitment processes and talent management strategies that target under-representation and lack of diversity as well as equity of career progression opportunities for staff of all protected characteristics. 
  • We will ensure that we have comprehensive induction, onboarding and development programmes for internationally recruited staff that encompasses both professional and pastoral support for these colleagues. 
  • We will revise the policy framework for addressing abuse, violence and aggression against staff and develop a training and communication programme to support implementation of the policy. 
  • We will continue to support, promote and value the contribution of staff networks
  • We will develop and support a cohort of Cultural Ambassadors and integrate this role into our employee relations and recruitment processes to remove any potential bias in those processes.
  • We will run further cohorts of the Transformational Reciprocal Mentoring Programme and promote and communicate the goals and outcomes of the programme. 
  • We will ensure that we have accessible, well- known and flexible routes for staff to raise concerns and that we respond in a timely way to concerns. We will ensure that we respond to staff who raise concerns in a timely way and that we utilise and share the learning from the concerns raised.

ROYAL PAPWORTH hospital STAFF NETWORK EDI STRATEGY - 2022-23

Public Sector Equality Duty

The Public Sector Equality Duty requires public bodies to have due regard to the need to eliminate discrimination, advance equality of opportunity and foster good relations between different people when carrying out their activities. The Trust as a Public Sector organisation is required to publish sufficient information to demonstrate our compliance with the public sector equality duty. This requirement arises from the Equality Act 2010.

The following documents feature staff data which is provided on an annual basis to the staff and public.

Equality Delivery System 2022 (EDS2)

The Equality Delivery System (EDS) is a system that helps NHS organisations improve the services they provide for their local communities and provide better working environments, free of discrimination, for those who work in the NHS, while meeting the requirements of the Equality Act 2010.  The EDS was developed by the NHS, for the NHS, taking inspiration from existing work and good practice.

What is the Equality Delivery System?

First introduced in November 2011 and re-launched as EDS2 in 2013,  the EDS is designed to support NHS commissioners and providers to deliver better outcomes for patients and communities. It also aims to deliver more personal, fairer and more diverse working environments for staff. The EDS is all about making positive differences to healthy living and working lives.

The EDS is a tool for NHS organisations – in partnership with patients, the public, staff and staff-side organisations - to use to review their equality performance and to identify future priorities and actions. It offers local and national reporting and accountability mechanisms.

At the heart of the EDS is a set of 18 outcomes grouped into four goals. These outcomes focus on the issues of most concern to patients, carers, communities, NHS staff and Boards. It is against these outcomes that performance is analysed, graded and action determined.

The four EDS goals are:

  • Better health outcomes for all
  • Improved patient access and experience
  • Empowered, engaged and included staff
  • Inclusive leadership at all levels

The grades are as follows:

  • Excelling (purple)
  • Achieving (green)
  • Developing (amber)
  • Underdeveloped (red)

What does the EDS cover?

The EDS covers all those people with characteristics protected by the Equality Act 2010. There are nine characteristics in total.

  • Age
  • Disability
  • Gender re-assignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race including nationality and ethnicity
  • Religion or belief
  • Sex
  • Sexual orientation

Evidence was gathered against each of the 18 outcomes; this was reviewed and graded by a range of local stakeholders and staff. Below you can find information for 2016/17.

The WRES was introduced into the NHS in April 2015 to tackle the ‘…consistently less favourable treatment of the Black and Ethnic Minority (BME) workforce...’.  Its main purpose is to help NHS organisations, locally and nationally, to review their data against nine WRES indicators, to produce action plans to close gaps in workplace experience between White and Black Ethnic Minority (BME) staff, and to improve BME representation at Board level in organisations.

The first report for Royal Papworth Hospital was completed in July 2015 and establishes the baseline data against which progress can be measured.  Subsequent WRES reports will be produced annually.

The Workforce Disability Equality Standard (WDES) is mandated by the NHS Standard Contract and will apply to all NHS Trusts and Foundation Trusts from April 2020. The WDES is a data-based standard that uses a series of measures (Metrics) to improve the experiences of Disabled staff in the NHS.

Accessible Information Standard (AIS)

The Accessible Information Standard (AIS) aims to make sure that people who have a disability, impairment or sensory loss are provided with information that they can easily read or understand with support so they can communicate effectively with health and social care services. It is the responsibility of all staff to:

  • Identify and record individual need: Finding out if someone has any information or communication needs and record them if they do.
  • Share and check individual needs: Passing on information about someone's needs to people who are looking after them.  It also means checking their needs are met to the best of our capacity, every time they come to the service.
  • Take action/meeting their needs: Making sure that the person's needs are met, for example sending them information in the right format or providing the communication support they need (i.e. arranging for translation/interpretation services).

Further information on AIS can be found under useful links

https://www.cqc.org.uk/guidance-providers/meeting-accessible-information-standard

https://www.england.nhs.uk/ourwork/accessibleinfo/

Equality impact assessments

Equality impact assessments ensure that our policies, services and legislation do not discriminate against anyone and that, where possible, we promote equality of opportunity.

The equality impact assessment is a systematic and evidence-based tool, which enables us to consider the likely impact of work on different groups of people. Completion of equality impact assessments is a legal requirement under race, disability and gender equality legislation.

The RPH Equality Analysis Impact Assessment Guidance and Form can be found through the policy - DN756_Equality_and_Diversity_Policy.pdf[pdf] 186KB

More information can also be found https://www.gov.uk/government/publications/equality-impact-assessments-2010

Equality Diversity Staff Networks

Race Equality Network (REN)

The Trust has an active Race Equality Network (REN) that meets bi-monthly.

Disability & Difference and Working Carers Network

The purpose of this network is to drive forward and promote the interests of WDES staff employed at Royal Papworth Hospital, identify ways of challenging discrimination and stereotyping among colleagues and patients, and to promote mutual support to WDES staff.​​​​​​

LGBT+ Network

The purpose of this group is to promote the interests of LGBT+ staff employed at Royal Papworth Hospital, identify ways of challenging discrimination and stereotyping among colleagues and patients, and to promote mutual support to LGBT+ staff.

Women's Network

The purpose of the group is to support, promote and acknowledge gender issues within the trust and raise awareness, improve the working environment, and boost employee confidence.

Related documents

 

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