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Equality Information Report 2012-13

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Equality Information Report 2012-13 Royal Free London Equality Information Report 2012 -2013 Foreword The Royal Free London NHS Foundation Trust is proud to share the 2012-2013 Annual Equality Information Report. We wish to demonstrate the strides we are making to embed equality within our World Class Care Values. We are a prominent employer and service provider in North East London and the diversity of our workforce and people who access our services bring a richness of cultures and lifestyles. This also brings a number of challenges and opportunities that our business of health and wellbeing needs to be ready to tackle to support us to continue to deliver a World Class Care service. This report is an important tool to our continued success in meeting the requirements of the Equality Act 2010. It demonstrates our commitment and understanding that equity is key to our future business success. Our workforce and people using our services know that these services and how they are delivered need to be responsive to change. Therefore to be successful, we are working in partnership with our staff, people using our services and key stakeholders to reduce health inequalities. We will support our staff in their responsibility to ensure the Equality Delivery System and Equality Analysis are embedded in all parts of the Royal Free London NHS Foundation Trust . “It gives me great pleasure to introduce this annual account of our equality achievements and our plans for going forward” Deborah Sanders - Director of Nursing Royal Free London NHS Foundation Trust - Equality Information Report January 2014 2 Contents Chapter 1 Putting Patients First page 4 Trust Equality Statement page 6 Chapter 2 Legislation page 7 2.1 Equality Act 2010 page 7 2.2 Trust Delivery and Monitoring Structures page 10 Chapter 3 Our Patients and Services page 20 3.1 Characteristics of the Local Population page 21 3.2 Our Hospital Population page 34 3.3 Well at the Free page 40 3.4 Patient Experience page 44 3.5 PALS and Patient Affairs Department page 51 Chapter 4 Workforce Report page 59 4.1 Equality Structures and Monitoring page 60 4.2 Our Workforce page 68 4.3 Employee Relations Data page 77 4.4 What next – Workforce? Page 88 We want to share the information contained in this report with our staff, patients their families, carers and our professional and community partners. We can provide this report in different formats such as large print, Braille, audio version or in alternative languages. Please contact our Communication Department: Telephone: 020 7794 0500 [email protected] Royal Free London NHS Foundation Trust - Equality Information Report January 2014 3 Chapter 1 Putting Patients First Why equality and diversity has a fundamental role in helping us to achieve this aim Some of you may be familiar with the paragraph below, an extract from the foreword of Equity and excellence: Liberating the NHS 2010. “First, patients will be at the heart of everything we do. So they will have more choice and control, helped by easy access to the information they need about the best GPs and hospitals. Patients will be in charge of making decisions about their care.” At the Royal Free, well before liberating the NHS, the trust recognised the importance of making patients central to everything we do and in order to achieve this as a trust we needed to ensure all our arrangements for care and services are equitable and accessible to all. All Royal Free London staff have a role to play in contributing to this aim; it is embedded within both our corporate objectives and our world class values and therefore each of us every day on attending for work at the Royal Free London will understand that the business of the trust is healthcare provision to patients and our local population regardless of our specific role or job. Our Trust’s equality objectives are outcome focused, and we aim for these to be challenging, measurable and achievable. We are mainstreaming the Trust’s equality objectives into our business planning and decision making by ensuring that they are compatible within our own key business objectives and that they can be driven through our mainstream operations. Our Foundation trust status gives us more control over the services we provide and new ways to involve local communities in the bigger healthcare decisions we make. The EDS work programme embedded across a number of specialities helps us to engage our staff in shaping how we operate, and make sure the views of service users, their carers and families are central to everything we do. Royal Free London NHS Foundation Trust - Equality Information Report January 2014 4 The Equality and Diversity Agenda is being embedded at the Royal Free London through our World Class Care Values and those we work within. Positively Visibly Welcoming reassuring Royal Free London NHS Foundation Trust World Class Care Values Clearly Actively communicating Respectful Royal Free London NHS Foundation Trust - Equality Information Report January 2014 5 The Trust Equality Statement This statement has been developed to be an integral part of all Trust Policies, Procedures, Strategies and Business Plans. ‘The Royal Free London NHS Foundation Trust is committed to creating a positive culture of respect for all individuals, including job applicants, employees, patients, their families and carers as well as community partners. The intention is, as required by the Equality Act 2010, to identify, remove or minimise discriminatory practice in the nine named protected characteristics of age, disability (including HIV status), gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation. It is also intended to use the Human Rights Act 1998 to treat fairly and value equality of opportunity regardless of socio-economic status, domestic circumstances, employment status, political affiliation or trade union membership, and to promote positive practice and value the diversity of all individuals and communities. This document forms part of the trust’s commitment. All staff are responsible for ensuring that the trust’s policies, procedures and obligation in respect of promoting equality and diversity are adhered to in relation to both staff and service delivery. Royal Free London NHS Foundation Trust - Equality Information Report January 2014 6 Chapter 2 Legislation 2.1 Equality Act 2010 The Equality Act 2010 has clearly created a positive structure for the implementation and embedding of the Equality agenda to ensure The Trust is equality compliant. We have to comply with Public Sector Equality duty which has two parts: 1. The general equality duty requires public authorities, in the exercise of their functions, to have due regard to the need to: eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Equality Act advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it foster good relations between people who share a relevant protected characteristic and those who do not share it 2. The specific duties require public bodies to: publish relevant, proportionate information demonstrating their compliance with the general equality duty by 31 January 2014 to set and publish specific, measurable equality objectives by 6 April 2014 The three processes supporting our equality agenda are: 1. Public Sector Equality Duty (PSED) – Collection, collation and analysis of equality data, functions and information. 2. Equality Delivery System (EDS) – public engagement and involvement process leading to the setting and implementation of equality objectives over a two-year period. 3. Equality Analysis – assurance that Trust documentation is equality compliant Royal Free London NHS Foundation Trust - Equality Information Report January 2014 7 What evidence are we required to provide through these processes? The Equality and Human Rights Commission (EHRC) will seek evidence we are actively working to improve staff support and working experience, access to our services, the patient experience and quality of care. We will also publish this information by protected characteristics as far as possible. This would include: Patients, Carers and families • The Nine Protected Workforce Characteristics evidence of race, disability, gender and age access to services • Age distribution of our workforce at different grades, customer satisfaction with services a full or part time including any complaints • Disability an indication of the likely representation on sexual orientation and religion and belief, performance information for functions which are relevant to the • Gender Reassignment provided that no-one can be identified as a result aims of the general equality duty an indication of any issues for transsexual staff, complaints about discrimination • Marriage and Civil Partnership and other prohibited conduct from based on engagement with transsexual staff or patients equality organisations details and feedback of • Maternity and Pregnancy gender pay gap information information about occupational segregation engagement with patients quantitative and qualitative • Race grievance and dismissal research e.g. patient surveys complaints about discrimination and other records of how we have had due • Religion and Belief prohibited regard to the aims of the duty in engagement with staff and trade unions outcomes of staff surveys decision-making , including any • Sex assessments of impact on equality
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