Note: This document has been sent out for consultation. The final analysis document will be uploaded onto the Trust website by 06.04.2012
The Equality Act : Data Analysis
Dr Christine Rivers January 2012 Contents
1.0 Introduction ……………………………………………………………………………………………………………………..…………………………...…………..……….…..3 1.1 Equality Delivery System…………………………………………………………………………………………………………………………………………..…………..…….6 1.2 Local Population Data……………………………….……………………………………………………………………………………………………………..….…..…………7 1.3 Structure of the report…………………………………….………………………………………………………………………………………………………..……....…….…..9
2.0 Service User Analysis ….……………………………….……………………..……………………………………………………………………………...... …10 2.1 Engagement…………………...……………………………………………………………………………………………………………………………………..…………...…11 2.2 Equality and Human Rights Training ………………….……………………….………………..…………………………………………………………………..…………....12 2.3 Gender…………………………………………………………………………………………………………………………………………………..……………….………..….13 2.4 Race/ethnicity………………………………………………………………………………………………………………….……...…………………………………….……….13 2.5 Age…………………………………………………………………………………………………………………………………………………………….…………….………..15 2.6 Sexual Orientation……………………………………………………………………………………………………………………………………………...…….……….…….15 2.7 Religion/Belief……………………………………………………………………………………………………………………………………………………………………..…16 2.8 Transgender………………………………………………………………………………………………………………………………………………………..………..…..…..16 2.9 Pregnancy/Maternity…………………………………………………………………………………………………………………………………………………………..…….17 2.10 Disability………………………………………………………………………………………………………………………………………………………………….…….…...17 2.11 Civil Partnership/marriage……………………………………………………………………………….……………………………………………………………………..…18
3.0 Workforce Analysis……………………………………...……………….………………………………………………………………………………………………….…….19 3.1 Engagement……………………………………………………………….………………………………………………………………………………………………….....…..19 3.2 Training data……………………………………………………………………………………………………………………………………………………………………..…..19 3.3 Gender………………………………………………………………………………...……………………………………………………………………………………………...19 3.4 Race/Ethnicity…………………………………………………………………………..……………….……………………………………………………………………..….…20 3.5 Age……………………………………………………………………………..……………………………………………………………………………………………...….…..22 3.6 Sexual Orientation …………………………………………………...………………………………………………………………………………………………………..……22 3.7 Religion……………………………………………………………………………………………………………………………………………………………...……….……….23 3.8 Transgender……………………………………………………………………………………………………………………………………………………………...... …….…23 3.9 Pregnancy/maternity……………………………………………………………………………….……………………………………………………………………….……....23 3.10 Disability………………………………………………………………………………………...………………………..…………………………………………….….…...…..24 3.11 Civil Partnership/marriage…………………………………………………………………………………………………………………………………………….….……….24
4.0 Objectives …………………………..……………………………………………………………………………………………………….…………….……...... …….…..……25
Appendix A Data Sources…………………..……………………………………………………………………………………………………………………………………..…..27 Appendix B Meeting the General Duty………..………………………………………………………………………………………………….…………...... 29 Appendix C Scoping Document….……………………………………………………………………………………………………………………………………………………33 2 1.0 Introduction This report reviews equality data in Oxleas NHS Foundation Trust, providing the Trust with a series of ‘health checks’, showing areas where data is lacking, or where the data itself flags up areas that lead into existing or future equality objectives. It also provides the Trust, stakeholders, service users, staff, carers and partner organisations with a factual overview of equality, which allows for informed discussion about priority areas. This data also provides some of the groundwork for the delivery of the Equality Delivery System (EDS); this is a new framework for delivering action on equality, and is outlined in more depth in section 1.1. The Trust’s objectives, which are built from the analysis in this report, are outlined on page 25. In addition, the report provides an overview of views gathered through consultation with staff, staff networks, service users, third sector organisations and a wide-ranging series of datasets. The collation of this data provides Oxleas NHS Foundation Trust with information, which can then be used to understand local communities, the workforce and the way that services are provided. The report focuses on the nine protected characteristics outlined in the Equality Act (2010); these are gender, race/ethnicity, disability, pregnancy and maternity, age, sexual orientation, religion and belief, gender reassignment, civil partnership/marriage 1 This analysis draws from existing quantitative documents such as the Workforce Reports, Complaints, Incidents and Total Service User Reports. In addition, the report draws from qualitative data such as the Annual Equality Report, Patient Experience Survey, Borough Focus Groups and discussions with the staff networks. Most of the data is available in summary form on the Trust website 2. The report also highlights gaps in the data, as well as existing initiatives to improve data capture or embed data in existing structures. In a period of significant change for NHS organisations, this review offers an opportunity to scan existing equality practices and structures within the Trust, and integrate Equality Act (2010) recommendations into the Trust’s business planning, quality improvement, patient experience, stakeholder engagement, and Human Resources (HR) processes. The report has been written to signal how the Trust is delivering compliance with the general duty of the Equality Act (2010), which requires that public bodies pay due regard to:
• Foster good relations between different groups
• Eliminate unlawful discrimination, harassment and victimisation
• Advance equality of opportunity between different groups
1 The Equality Act (2010) includes civil partnership/marriage, but this area is included only in the duty to eliminate unlawful discrimination. 2 Equality data, available at http://www.oxleas.nhs.uk/equality-and-diversity/equality-data/
The report also reflects a wider aim, which is to develop equality objectives in the spirit of the Equality Act (2010), as well as ensure compliance with the Act’s legal requirements. Equality and diversity has been an area of significant change over the last two years, with the introduction of a new and strengthened law, along with the addition of new protected characteristics and changes to the Public Sector Equality Duty (PSED). There are also forthcoming changes, for example in Age discrimination in the delivery of goods and services. These changes have posed challenges for the organisation and the composite elements that make up the Trust’s core functions, as well as for the delivery of a range of services across the Trust. These are briefly outlined below: Challenges
• A shifting external environment, in which the NHS as a whole is being shaped differently, with changing priorities, a period of transition and a tighter financial environment
• Diverse agendas across a wide service remit, including mental health, learning disability, prison and community health services
• A wide geographical area with three Boroughs, each with differing demographic, socioeconomic and health profiles
• Disparate professional groups, with differing equality profiles
• A context of recent change and cuts to local third sector organisations, affecting equality provision and particularly affecting some BME communities
• A historical context of a separate equality scheme, and consequent lack of integration into core trust functions, systems and processes
• The diversity, plurality and complexity of the equality agenda itself; structurally defined as one area, but with legal responsibilities towards 9 areas; each with sub-categories, and with duality (crossover) between the categories
• A lack of explicit links to Care Quality Commission (CQC) core standards, inspection and monitoring requirements, and Monitor regulations; a separate legal framework and regulator
• The need to pay attention to individual protected characteristics and their subsets (for example, learning disability, as a subset of disability), whilst integrating these into whole Trust systems that cut across all groups
• The need to establish a cultural shift, both in understanding the Equality Act (2010) and its rationale, and moving the equality agenda forwards for all protected characteristics
4 • The settling of the new equality legislation, with new areas, further development of the legal duties in progress, and the continuing development of guidance
• Diversity of response to equality requirements across the sector, with a lack of standardisation in relation to the provision of information, action points and the measurement of progress The EDS (see 1.1 below) will support change in relation to some of the challenges above, as systems and information requirements move towards a common framework. In addition to the challenges posed by the legislation and the need to scope the Trust’s position, there are also a series of drivers that present opportunities for close and increasingly integrated co-operation with equality and human rights, providing the Trust with opportunities to use existing areas of development and momentum to embed equality within them: Drivers
• Increasing accountability through members and governors
• Increasing emphasis on service user and carer experience, and the importance of this in moving forwards towards GP commissioning structures
• Moving towards more integrated, personal and holistic care
• Development of the Quality agenda
• Increasing engagement with LINks (and the new Health Watch bodies) The aim is to develop structures that will sustain and embed equality; that will produce results but, at the same time, support the delivery of a wider Trust agenda in areas such as quality, commissioning, business planning, accountability, engagement, and joint working. The aim is to move from equality as a fairly separate, specialist area to the development of an integrated and self-sustaining model that is embedded and central to the delivery of services and employment. The development of a new kind of model for equality needs to consider the data and the gaps, but also to engage with the complexity of a large multifunctional organisation, which provides employment to 3,200 people and delivers healthcare to 160,000 people in different health areas (mental health, health visiting, podiatry) across a wide geographical area. The equality analysis provides an opportunity to start to ask new questions – for example:
• What can be established using a whole system approach - eg monitoring, IT systems, training, audit, PPI
• What needs a local directorate or a service specific approach
5 • What are the opportunities for development through engagement, quality, audit, integration?
• What current systems are changing and/or being developed now?
• Are changes to the structure of equality and human rights in the Trust needed, in order to effectively deliver the objectives and the EDS? These questions form a basis for discussion through the development and through the implementation of the objectives and the EDS. 1.1 Equality Delivery System (EDS) The EDS is an equality delivery framework with 18 outcomes, covering workforce and service delivery. It is promoted by the Department of Health, and is set up to support NHS organisations in meeting the general and specific duties required by the Equality Act. The EDS is not mandatory, but Trusts are strongly encouraged to use the EDS to evaluate performance and set equality objectives. It seeks to standardise equality across the NHS, to track progress through the publication of scores, and to mainstream equality into a Trust’s core functions. The EDS also supports NHS organisations to meet the equality aspects of the NHS Constitution, the NHS Outcomes Framework, Care Quality Commission’s Essential Standards, and the Human Resources Transition Framework. The EDS is a key mechanism through which the NHS can deliver its commitment to local transparency on performance, doing so through the active involvement of staff, service users and the public. The EDS requires Trusts, in consultation with LINks, staff groups and local interests, to benchmark their position using a RAG rated grading system. The grading system measures progress against data comprehensiveness, rating organisations highly when they show evidence of consultation with local communities and provide data relating to all of the 9 protected characteristics in the Equality Act. Once finalised, the grades are published, allowing Trusts to benchmark and compare progress against others. Using the results of the grading exercise, Trusts then set and agree objectives with local partners. These are then embedded centrally in business planning and with key Trust functions. The Trust is working towards the implementation of the EDS, but has decided to take more time to set up structures and engage with local LINks and key partners. The timeframe for delivery of the EDS in Oxleas has therefore been extended to autumn 2012; funding has been secured for a full-time EDS coordinator post, in order to develop meaningful discussion within the Trust and with partners, and a sustainable EDS framework for the Trust’s future delivery and monitoring of equality objectives. The legal requirement to publish equality outcomes for the Trust by April 2012 presents challenges, as the objectives have to be finalised whilst the EDS is being developed. This report reviews the data, providing essential information for the development of the EDS, and develops objectives based on the data. This information will be used in the evidence for the EDS as it develops throughout 2012.
6 In summary, the report is designed to serve the following functions: 1. To lay the groundwork for the implementation of the EDS 2. To review the dataset in it’s own right, exposing data gaps 3. To analyse the existing data, using this to inform priority areas for the Trust; these will feed into the EDS priorities as they are developed during 2012. 1.2 Local population data Oxleas covers the three London Boroughs of Bexley, Bromley and Greenwich. Whilst Bexley and Greenwich have populations around the same size, Bromley is larger, with around a third more people. Of the three Boroughs, Greenwich has the highest numbers of people from ethnic minority communities, and also the highest levels of socioeconomic deprivation, whilst Bromley has the highest numbers of older people. Each Borough has areas of socioeconomic deprivation and affluence. A brief outline of the demographic breakdown of each Borough is provided below, with further and more detailed information available at http://neighbourhood.statistics.gov.uk/dissemination/ . The ethnicity statistics are the Office of National Statistics (ONS) 2007 estimated percentages; data relating to all other areas are based on the 2001 census data, and a table giving comparison figures is included on page 8. Greenwich The London Borough of Greenwich has a population of 214,403 people; of these, 47.9% are male, and 52.1% are female. The largest religion is Christianity, at 62%, with the second largest category, no religion at 19%, followed by Muslim at 4%. In ethnicity, Greenwich is the most diverse Borough, with the lowest number of people in the White British group, compared to the other Boroughs. White British: 65.3%, followed by Black or Black British- African at 8.9%, Other White, at 6.1% and finally, Asian or Asian British – Indian at 4.4%. In Age, Greenwich roughly aligns with Bexley, but both Boroughs have younger populations compared to Bromley. The largest group is the 30-44 age group, at 24.8%, followed by 65+, at 16.8%, and aged 15 or under at 21.7% 3. The mean age for Greenwich is 35.76. For the category of disability (defined as persons with a limiting long term illness), 17.36%, of the Borough have a long-term illness, which is higher than the London average of 15.49%, and also higher compared with Bexley or Bromley.
3 http://openlylocal.com/councils/28-London-Borough-of-Greenwich
7 Bexley Bexley has a population of 218,307, divided into 48.2% male and 51.8% female. In religion, the largest religion is Christianity (72.94%), which is roughly similar to Bromley, but 10% higher than Greenwich. No Religion is the second largest group (14.73%) followed by Muslim 1.41%, Sikh 1,35% and Hindu 0.89%. For Race/ethnicity, Bexley has the highest percentage of people in the group White British (82.5%), the highest of the three Boroughs. The second largest group is Black or Black British African (4.8%), followed by Asian – Indian (3%), and then White Other (2.8%). In Age, the largest group is the 30-44 age group (23.42%), which is roughly consistent with the other two Boroughs. The second largest age group is aged 15 or under (21.03%), followed by 65+ (15.8%). The Mean age for the Borough is 38.45, higher than Greenwich, and lower than Bromley. Finally, 15.60% of the population in Bexley have a disability (persons with a limiting long term illness), which is close to the London average of 15.49%. Bromley Bromley has a population of 295,532 persons, divided into 52% female, and 48% male. The largest religion is Christianity (72.03%), followed by No Religion, 16.34%. The next two largest religions are smaller compared to Greenwich, but similar to Bexley; Muslim 1.67% and Hindu 1.13%. Bromley has a White British population comparable to Bexley, at 81.6%. The second largest group is White Other 4.6%, followed by Black or Black British African 2.2%, and Asian or Asian British – Indian 2.1% In Age, the largest group is the 30-44 age group (23.88%), which is similar to Bexley and Greenwich. However, the second largest age category is 65+, at 21.55%, roughly 10% higher than the other two Boroughs. The third largest is 15 or under, 19.92%. The mean age for Bromley is 39.35, which is closer to Bexley (38.45), but higher compared to Greenwich (35.76) and London (35.95). Finally, 15.04% of the population in Bromley have a disability, which is lower compared to the other two Boroughs and also to the London average (15.49%)
Figures are based on Greenwich Bexley Bromley the 2001 census (except ethnicity)
Population 214,403 218,307 295,532
Gender Male Female Male Female Male Female 47.9% 52.1% 48.2% 51.8% 48% 52%
8 Religion Christianity None Muslim Christianity None Muslim Christianity None Muslim 62% 19% 4% 72.94% 14.73% 1.41% 72.03% 16.34% 1.67%
Ethnicity White Black White Asian White Black Asian White White White Black Asian British African Other Indian British African Indian Other British Other African Indian (based on ONS 2007 estimates) 65.3% 8.9% 6.1% 4.4% 82.5% 4.8% 3.0% 2.8% 81.6% 4.6% 2.2% 2.1%
Age 30-44 15 and 65+ 30-44 15 and 65+ 30-44 65+ 15 and under under under 24.8% 16.8% 23.42% 15.8% 23.88% 21.55% 21.7% 21.03% 19.92%
Disability 17.36% 15.60% 15.04%
1.3 Structure of report The report has been divided into two main areas: analysis of service user data (pages 10-18) and analysis of workforce data (pages 19- 24). The analysis concludes with a series of objectives on page 25, which are informed by the data in the report. These will be expanded following the development of the EDS in the Trust. The protected characteristics are covered in the same order, in both sections. Further data is available in the annual equality report, the workforce reports and the service user report; these are all available on the Trust website. The appendices provide additional information: A – Data Source Table (provides a summary of the data sources for the equality analysis) B - Evidence Table: Meeting the General Duty (provides examples of how the Trust is meeting the requirements of the General Duty, outlined in the Equality Act). C – Scoping Document (reviews the data across Rio categories)
9 2.0 Service User Analysis Service user data is recorded through the Trust electronic records system, RIO. Summary reports draw data from RIO, but are limited by the fields that Rio provides for the collection of the data. Variables such as drop-down limited option boxes, open text boxes, optional or mandatory fields, and where data can be added into a page all influence what and how data is recorded, and thus how the data can be extrapolated, collated and reported. Individual trusts are not able to make changes to Rio; this process is managed through a pan- London group with representatives from the Trusts using the system. Changes frequently take time to be decided and implemented. In order to support the improvement of data collection, a scoping document has been produced (this is attached as Appendix C), which reviews the protected characteristics against the following criteria:
• Rio fields, including optional and mandatory fields (reportability)
• Data quality reports (internal reports to increase data recording)
• Regulatory requirements (for example, the fields required by Monitor, the health regulator)
• Percentage completion rates against each protected characteristic, and across different Directorates The scoping document has been discussed at the Equality and Human Rights Steering Group. Following this discussion, the areas of religion, gender, ethnicity, age, civil partnership/marriage, disability have been standardised across the Trust and added to the data quality reports. These are produced on a monthly basis, and are used to monitor and improve the collection of data in Rio. Information about transgender and pregnancy/maternity are not recorded in collectable fields in Rio, and other methods will need to be developed, in order to be able to report on these fields. The collection of data in relation to sexual orientation has also been discussed, with an agreement to develop a training video before adding sexual orientation to the data quality reports. In addition to the scoping document, the Trust is currently developing a standardised monitoring form (a folded A4 leaflet) asking for information on each of the 9 protected characteristics. It is anticipated that this will be sent to all services and given to service users to fill in, or used as a tool to ask and record data where this is not appropriate or possible. The collection of data, whilst important for the planning, development and commissioning of services, is also a vital tool to enable discussions about important aspects of a person’s life – for example, religious beliefs, the involvement of a same sex partner in discussions about care, or the relevance of a disability on the person’s health and healthcare needs. Collecting this important data in a systematic way at the beginning of a healthcare encounter, and integrating this into healthcare systems, such as CPA, will support the embedding of equality as a central part of healthcare provision.
10 2.1 Engagement The Equality Delivery System (EDS) presents an opportunity to develop engagement, consultation and feedback systems; resources in the form of a temporary post have been secured to support the development and implementation of the EDS. The trust has decided to delay the implementation of the EDS, in order to spend time setting up engagement, consultation and development work with LINks and other partners. In preparation for the EDS, the trust is currently developing systems that embed protected characteristics into existing engagement, consultation and feedback routes, rather than organising individual, separate events for specific groups across different services and Boroughs. This process, although more difficult to implement, means that in time, teams, services and Directorates will engage directly with the people who use their services, increasing service level awareness and accountability. Moving forwards within the Trust, this incorporates two interconnected elements: First, in consultation or engagement, collecting demographic information on all protected characteristics, so that the diversity of the group is known. A demographic profile of the people who were present a consultation event, for example, could provide information about which groups were present (and absent), and a general sense of the ‘representativeness’ of the feedback. Collecting demographic data at events, or at the end of an interview or consultation, and including this data in the evaluation and conclusions means that people’s statements can be understood within their context, and future activity or events can include planning for groups that were not present. Second, developing links between this information and people’s comments, views or statements, so that the Trust can understand what women, BME service users, LGB and transgender service users say about their experiences and the service they have received, allowing for a more nuanced picture of how services take equality into account. This requires ways of capturing people’s specific voices, such as by providing tables for specific groups such as BME service users (as well as ‘general’ tables) or feedback areas at events (for example, providing a Board, and asking women to give their views on post-it notes). Linking feedback to protected characteristics when evaluating and collating data, and incorporating this into the conclusions also allows for people’s views to be more specifically related to their experience. How women answer questions about safety, for example, may be different from how men answer the same question, and this would be relevant information for the delivery of services. However, this also requires recognition that some groups may be less likely to feel comfortable in speaking in groups or at events, and may be less likely to attend events. Examples might be people who speak English as an additional language, transgender or LGB service users. There is thus a need to have a series of ways of engaging, directly, collectively and sometimes separately with service users in obtaining information about their experiences. A number of actions are in place, whilst others are in development, aimed at integrating equality into existing engagement systems across the trust:
11 • Guidance for staff in conducting consultation activity, including events, questionnaires, interviews etc. This includes collecting information on all the protected characteristics, linking this to feedback, and incorporating equality into the conclusion data. This has been produced and is being monitored through the Equality and Human Rights Steering Group
• Standardising demographic questions and making this available on the intranet, so that this is accessible to, and used by researchers, teams planning events etc
• Membership forms now include demographic information on all protected characteristics
• Linking demographics into the Patient Experience Survey –this is a trust-wide programme, in which volunteers visit a ward, clinic or service to interview people about their experiences. Gender and ethnicity information is collected, and included as profile data, but the data analysis does not currently weave in any differences across gender and ethnicity. Three Borough Focus groups were organized for staff and service users in early 2012, one in each of the Boroughs. The Borough Focus Groups raised some key areas that impact on several or most protected characteristics, including the need to provide more information to service uses and carers, the need to provide more integrated care, and the loss or reduction in capacity of third sector organisations, through cuts or loss of funding. The data has been collated in a report, to be presented to the Trust Board. 2.2 Equality and Human Rights Training The Trust provides a mandatory equality and human rights e-learning module, which is also mandatory for new staff through the induction programme. An alternative half-day face to face training is also provided. Staff are required to complete this course at least every three years. Completion levels and targets are monitored quarterly at the Equality and Human Rights Steering group. In addition, following the new responsibilities brought in with the Equality Act, the Equality and Human Rights steering group set a target for all staff to complete the mandatory e-learning module (or face to face alternative) by September 2012; to date, there is a 71.28% completion against the 3 year completion rate, and a 40% completion rate against the one year target. The training currently provided by the Trust is: Mandatory: e-learning module or half day face to face training Optional : Specific e-learning modules on each of the protected characteristics : Equality e-learning module for managers : LGBT lives: improving practice (one day) : LGBT lives: training for managers (one day)
12 2.3 Gender The data shows that there are slightly more women than men using mental health and learning disability services (women 53%, men 47%), with the exception of mental health forensic services, which have a significantly higher number of men (82%). For community health services, the number of women is higher overall, at 66%, although there is a more nuanced picture across specific services, with women/girls higher in health visiting, podiatry, district nursing, and men/boys higher in speech and language, school nursing and paediatrics. These figures compare against local population figures of around 48% men, and 52% women across the three Boroughs. The National Count Me In Census (2010) indicates that nationally, mental health inpatient units have higher numbers of men (58%). In the Trust, men are more likely to be involved in incidents, to raise issues through PALS, and are slightly more likely to make a formal complaint to the Trust. There are MARAC representatives across each Borough, who liaise with local councils and the police in relation to domestic abuse; training is also provided for staff in responding to, and dealing with domestic violence and abuse. The trust has also developed a privacy and dignity policy, which includes the provision of same sex accommodation and consideration of gender in a range of healthcare settings and interventions. A new CQUIN is being developed, which focuses on pregnancy and maternity service provision. 2.4 Race/Ethnicity There are a number of datasets relating to race/ethnicity. In addition to Rio data reports, the trust produces complaints and Mental Health Act section data divided by ethnicity groups. The community development workers (CDWs) are working on the delivery of the Greenwich Race Equality strategy (see the Annual Equality Report for further details), and a CQUIN is currently in progress, using a case note review and focus groups to understand access to mental health services for BME service users. The findings of the CQUIN will be reported in May 2012, and learning will be disseminated to relevant teams across the trust. Ethnicity recording is a standing item for Directorate reports in the Equality and Human Rights Steering Group, and more detailed analysis of the service user group in relation to the Mental Health Act and formal complaints is provided in the service user report, available on the trust website. In brief, compared to local populations all service sectors show lower proportions of service users in the groups: Asian - Pakistani, Bangladeshi, Indian, Other Ethnic, Chinese and White British. There are still lower proportions of service users in the group Black-African across CAMHS, ALD and Older Adults across the Trust. The Bracton, a forensic unit, does not correlate against a local population, but continues to show lower proportions of service users in the groups White - British and higher proportions in the groups: Black – African, Black – Caribbean and Any Other Ethnic Group Oxleas Mental Health Act data shows that White British, Asian or Asian British - Indian, Bangladeshi and Pakistani, and Chinese groups are less likely to be sectioned, whilst Black or Black British – Any other background and Any Other Ethnic group are more likely to be
13 sectioned. Other groups show figures closer to the local population comparator. Some people may have been erroneously included in the less specific ‘any other’ categories. In the mental health minimum dataset (MDMA) 4, all Black and minority ethnic groups (BME) are more likely to access mental health services, with the exception of Asian groups. In the MDMA dataset, people from the groups Black African, Caribbean and Any other Black background show higher rates of section. Count Me In data 5 from 2010 shows similar patterns, with the numbers of detained patients under the Mental Health Act higher than average amongst the Black, White/Black Caribbean Mixed and Other White groups. The higher rates of section for some groups were detailed in a report that compared Oxleas section data against other Trusts and against the mental health service user population, presented to the Clinical Effectiveness Group (CEG) in December 2010. The BME CQUIN is further developing the work in this area. In incidents, compared to the service user group as a whole, White British, Black Caribbean and Black –Any Other Group are more likely to be involved in incidents, while White - Any Other and Black African are less likely. The analysis of staff incidents or racist abuse, discussed in section 3.3 below, also impacts on service users, who may witness incidents towards staff. The working group, due to be set up to look at discrimination, will consider the needs of, and impact on service users. In complaints, the group White-British are more likely to make a formal complaint and to raise a matter with PALS, compared with other groups. National data on complaints, for comparison, is hard to come by; a report entitled Data on Written Complaints in the NHS 2010- 11 6 does not include any equality information about the complainants. The development of leaflets and recent review of the complaints leaflet has emphasised the need to ensure that information about how to make a complaint is widely available and accessible to all groups. The national patient survey (2011) included a demographic summary, but this was not linked with the data 7; the patient experience visits across the trust also include demographic questions on age, ethnicity and gender, but these are not linked to the analysis, as discussed in 2.1 above; the development of the survey to include more areas and link them to demographic data is currently being discussed. A report commissioned by the Department of Health in 2004 8 concluded that Gypsy, Irish and Roma Travellers have significantly poorer health outcomes and higher morbidity, compared to the general population. Informal links exist between teams, services and the
4 http://www.mhmdsonline.ic.nhs.uk/ 5 http://www.cqc.org.uk/organisations-we-regulate/mental-health-services/count-me-2010-census 6http://www.ic.nhs.uk/webfiles/publications/002_Audits/Data_on_written_complaints_NHS_2010_11/Data_on_written_complaints_in_the _NHS_2010_11.pdf 7 http://www.nhssurveys.org/Filestore/documents/MH11_RPG.pdf 8 http://www.shef.ac.uk/polopoly_fs/1.43714!/file/GT-final-report-for-web.pdf 14 Traveller communities, particularly in Bromley, which is believed to have one of the largest groups of Gypsy and Traveller groups in England 9. Contacts were made in preparation for a focus group within the BME CQUIN, but were unfortunately unsuccessful because of the closely set timescales defined by the project. Mental health teams in Bromley have been developing links with the Traveller community, and future development work, led by the community development workers is being discussed. 2.5 Age The trust provides age specific services, including the Older Adult (OA) Directorate, Children and Adolescent Mental Health Services (CAMHS), school health and health visiting services. A report for Older Adults has recently been written, discussing the implications of the proposed changes in Goods, Facilities and Services relating to Age in the Equality Act (2010) 10 . The Older Adult Directorate has organised a day for Oxleas staff, ‘Getting Older Living Well’ (March 2012), which aims to increase knowledge within mainstream services about the needs of older people. Trust-wide, the youngest age group, under 10 has the highest numbers (35% of service users). Excluding this group, 48% of service users in the Trust are between the ages of 25 and 44. In incidents, children and young adults under 16 have the lowest numbers of incidents, contrasting with all other age groups, which have proportionately higher numbers; the 18-24 age group has the highest number relative to their distribution across Trust services. Complaints numbers are low, but formal complaints are more likely to come from the 25-34 and 45-54 age groups, a pattern that is repeated in PALS data. The Telehealth programme, which is provided in community health services, allows nursing staff to monitor key health outcomes electronically, using computing technology to review test results via the telephone. The telehealth scheme supports the sharing of critical clinical data between the patient and their care coordinator, allowing older service users to stay in their homes, with fewer clinic appointments, whilst health continues to be monitored on a regular basis. Five hand held devices are being piloted to support the discharge of people with Constructive Obstructive Pulmonary disease (COPD) from accident and emergency departments. 2.6 Sexual Orientation The Trust records system, RIO, added a field that included sexual orientation in September 2011. Prior to the inclusion of this field, the trust was not able to collect any data relating to a person’s sexual orientation or civil partnership status (civil partnership was included in RIO, but recorded in a joint option of ‘civil partnership/marriage’; as a result, data could not be pulled out separately).
9 Bromley Council (2009) Improving the wellbeing of Gypsies and Travellers: Draft Strategy bromley.gov.uk 10 http://www.homeoffice.gov.uk/publications/about-us/parliamentary-business/written-ministerial-statement/equalities-age- consultation/?view=Standard&pubID=864153
15 Following the inclusion of sexual orientation as a field in Rio, a series of actions are being put in place, including information in the Rio newsletter, guidance for staff, training for staff and a monitoring leaflet (see 2.2 above). These actions are being discussed with the LGBT network and will be part of the work of the Stonewall Diversity champions meetings (which replaces the Healthy Lives Programme). The Healthy Lives Programme has been working on a series of actions, including a leaflet for LGBT service users (which has been sent to all Trust sites), and several poster campaigns. The trust is also in discussions with a local third sector LGBT organisation, the Metro, to jointly run a LGBT service user group, and is organising a national ALD/LGBT conference, planned for autumn 2012. 2.7 Religion/Belief Data on religion is collected through Rio, although this field is left blank for the majority of records (over 80% are blank for community health services, 30-50% for mental health and learning disability directorates). These figures are complicated further by the large number of listed religions in Rio, with over a hundred different options; many are denominations of the ‘main’ religions, or aspects of non-religious or other belief (for example, own belief system, believe in God). This means that only broad statements can be made, from amalgamating the different categories into larger groupings. Of the 25% of service users where religion is recorded, 15% are recorded as ‘no religion’, Christianity is the main religion (6%), with very small numbers for other religions: Islam 0.63%, Hindu 0.17%, Buddhism 0.12%, Judaism 0.06%. Data from complaints, incidents and PALS do not show any results relating to religion, although collecting and recording the detail of incidents is made more difficult because of the recording system’s categorisation codes. The new incident data tool will allow for more accurate collection of data for future reporting purposes. The State of Equality in London report (2009) 11 referred to high levels of perceived unsafety (2009:14) amongst Hindus (51%) and Muslims (60%); this number has stayed constant despite a reduction in the number of religious hate crimes in the last five years. The Trust is in the process of setting up a new chaplaincy service, with opportunities for future feedback and qualitative data through this service. 2.8 Transgender Rio does not record transgender status; data relating to transgender service users is transferred to a new record under the person’s ‘new’ gender identity, ensuring that the ‘new’ gender is recognised, but making the data capture in Rio more difficult. The ongoing work with Stonewall to increase the visibility of LGB lives, the LGBT staff network and the plans to set up a service user group, along with the engagement work planned in setting up the Equality Delivery System will increase the awareness of the number and experiences of transgender service users. The planned monitoring form, discussed in 2.0 above, will also include transgender for the future collation of data, and the incorporation of the needs of transgender service users, where relevant.
11 http://legacy.london.gov.uk/mayor/publications/2009/docs/soeil-report-300709.pdf
16 2.9 Pregnancy/Maternity Rio does not record pregnancy or maternity; this is included in freetext areas such as care planning, or progress notes. Thus, the data capture in this field presents challenges in recording and monitoring. The trust provides health visiting to all new mothers through community health services, and is developing feedback systems through consultation and patient experience visits (see above). A CQUIN focusing on pregnancy/maternity services is being developed in 2012, and results will be disseminated and used for service improvement. Bexley’s immunization coverage exceeds the targets for children under 12 months, and is typically over 85% coverage for children at 24 months and 5 years. Bexley continues to offer baby cafes to support breastfeeding. 2.10 Disability A report, including disability data extracted from Rio, was discussed at the Equality and Human Rights Steering Group in February 2011. This report provided limited information about service user disabilities across Trust services, showing that 7% of service users have a recorded disability (see page 2 of the service user report for further information). The report principally highlighted the inconsistencies in recording disability in Rio. Since the disability report in February 2011, a newer version of Rio (version 5) is now in use, along with the addition of a field for recording disability, added in September 2011. The addition of the new field has been publicised by the Rio team, and the collection of data has been reviewed as part of the scoping document, outlined in section 2.0 above. In addition to the recording of disability, the inclusion of reasonable adjustments (and their recording within progress notes, care plans and other relevant documents) is also an area where information has been hard to collect. As the Trust provides services for specific disabilities (mental health, learning disabilities), this includes people with learning disabilities (PWLD) in mental health and community health services, and people with mental illness in learning disability and community health services. The CPA training, delivered to teams across the trust, includes a section on reasonable adjustments; example care plans also include reasonable adjustments. A recent ombudsman report outlined specific healthcare examples in which disability had either not been recorded, or had been recorded, but without evidence of reasonable adjustments. The Trust is implementing an ALD protocol, which includes actions for PWLD in mental and community health services (including information in induction, training and ways of identifying a learning disability). The ombudsman’s report has been uploaded onto the front page of the intranet, and reasonable adjustments are included as a standing item in the Directorate reports, monitored quarterly against action plans at the Equality and Human Rights Steering Group. The Social Inclusion group has a wide range of activities, events and links with local organisations, and has developed a range of initiatives aiming to reduce stigma and discrimination for people with disabilities. This includes the annual Health and Wellbeing Festival, the Volunteer to Work (V2W) scheme, a peer support scheme (currently in development), and Researchnet (a research group, led by service users). Further information is available in the Annual Equality report, on the Trust website.
17 The telehealth scheme, discussed in the section on Age (2.5) above, has also been extended to support people with learning disabilities. 2.11 Civil Partnership/Marriage Rio does not currently allow figures on civil partnership/marriage to distinguish between someone in a civil partnership and someone who is married, because of the drop-down box option. This field has been added to the data quality reports, with future reports able to report numbers. The Equality Act only includes civil partnership/marriage in relation to discrimination, and not to the other two parts of the general duty. The work of the Diversity Champions programme is seeking to develop further equality for LGBT people in civil partnerships, linking this to sexual orientation monitoring – for example, including civil partners in discussions and decisions about treatment and care.
18 3.0 Workforce Analysis The Trust uses a system called the Electronic Records system (ESR) to record workforce data; information is uploaded onto the system from a successful applicant’s job application form. This presents some challenges for reporting data from ESR: whilst new staff details are routinely uploaded, there is less information about the existing staff group. This is particularly the case in areas where collecting demographic information has changed over time, in the areas of sexual orientation, disability and religion. ESR does not include a field for transgender or pregnancy/maternity. In order to obtain a more accurate database of the workforce, a staff equality survey has been developed, and is due to be sent to all staff electronically. This will include a unique user ID, so that staff can add their data to a secure website, and can choose whether their details are added to the ESR record, or collected and used anonymously for monitoring purposes only. A workforce report is reviewed annually at the Trust Board and the Equality and Human Rights Steering Group. The data sources used for this equality analysis are listed in the table in Appendix A, and the workforce report is available on the Trust website. 3.1 Engagement The Trust has a series of mechanisms for engaging with staff; some are embedded in the governance structure of the Trust, including the Staff Partnership Forum (SPF), the LGBT and BME staff networks (who have representatives on the Equality and Human Rights Steering Group) and focus groups, led by staffside. In addition, the Trust commissioned a development day and report for the BME network in October 2011; the day was led by an external facilitator. The LGBT network also had a half day development session in November 2011, also led by an external facilitator. Additional consultation activities have also been included in this report, for example, the focus groups relating to the employee assistance scheme, and feedback from the BME mentoring scheme. 3.2 Training data A new training database has recently been put in place, with data linked to the Electronic Staff Record (ESR). Data on staff training by protected characteristic has not therefore been included in this report, but will be examined with the 2011-12 workforce dataset, later in the year. Data on the uptake of mandatory equality and human rights training is monitored separately, and is discussed in section 2.2, above. 3.3 Gender The Trust employs significantly more women, compared to men (75% of all employees are women), a factor that has increased with the transfer of Community Health Services into the Trust. The majority of part-time employees (90%) are women; women are more likely to be working in the lower pay bands, with higher proportions of women at bands 5, and higher proportions of men at bands 8b and above. The pay gap shows a £7,000 difference in the pay between men and women, and the starting salary data shows that men are more likely to start at a higher salary band when entering the Trust from a private employer, or from previous Non-NHS employment. Grievances,
19 and bullying and harassment statistics show small numbers and little gender difference. Recruitment data shows that women are slightly more successful in interview, with women showing higher figures of appointment relative to shortlisting, when compared to men. The 2010 staff survey did not highlight any areas of concern relating to women, but did report that men are more likely to experience harassment and abuse from service users, carers or members of the public. Equality analysis of the staff survey is conducted every year, and the 2011 staff survey results will be discussed at the Equality and human rights steering group in May. Equality analysis of disciplinary data is also conducted annually. Analysis of the 2010-11 disciplinary statistics shows a higher rate of men compared to women (10:1), which is consistent with previous years. The Trust is currently working on the development of leadership programmes for diversity, which will include schemes for women. Programmes and policies that provide support to women, who are more likely to be carers and have childcare responsibilities, are provided through flexible working, childcare co-ordinators and through policies such as special leave and flexible working. In the 2010 staff survey, the Trust scored slightly below average (65%) against the average for mental health and learning disability trusts (67%) for staff using flexible working options. The 2010 staff survey also showed high levels (3.8 on a scale of 1-5) of staff confidence in the Trust’s commitment to work-life balance; the Trust is in the top 20% of mental health and learning disability services in this area. The recording of incidents related to sexual harassment has been low; a specific report focusing on sexual and racial harassment, conducted by the Trust in 2010 indicated that sexual harassment incidents against staff comprised 9% of all incidents of verbal abuse, and 3% of all incidents of physical assault over a 9 month period 12 . A new Datix reporting tool (for complaints and incidents) has recently been put in place, and will be able to provide more information and give better support to analysis in this, and other equality areas. 3.4 Race/Ethnicity Around 73% of the workforce is made up from two groups: A - White British (54%) and N- Black African (19%); these two groups have remained constant over the last four years. 46% 13 of the total workforce are ethnic minority staff (BME), this figure reduces to 39% if the White British, White Irish and White Other groups are excluded. In senior management, the group N – Black African has the lowest percentage difference relative to the workforce as a whole, although this figure increased in 2011. There are lower numbers of BME staff in senior management posts, particularly for posts at Agenda for Change levels 8b and above. Following a BME development day commissioned to support the expansion of the BME Network, a recent report (October 2011) highlighted that BME staff are concerned by the low numbers of BME staff at senior management levels. This is echoed in feedback from the trust’s internal BME mentoring scheme, and is reflected to a lesser degree in the 2010 staff survey. The pay
12 The total number of incidents during this period were 175 physical assaults and 89 incidents of verbal abuse 13 calculated from the workforce total, excluding group A - White British
20 gap data, although a crude denominator, also shows a lower average pay for BME staff, with a £4,000 difference between groups A (White-British) and N (Black- African). The number of BME staff at senior pay bands has been included as a workforce risk, and a number of actions are in place including the BME mentoring scheme, the support of diversity leadership schemes and the development of the BME network. A further and more detailed analysis of the senior staff group has looked at seniority and influence, considering the difference in responsibility across differing professional groups. Analysis of this data shows that White and Asian groups have higher representation at senior levels compared to the workforce as a whole, whilst the groups Black- African and Black-Caribbean have lower representation at senior levels. In recruitment, there is disparity in application/appointment for BME staff, particularly applicants in the Black or Black British – African group. A new recruitment data system is in place, and the data between application/shortlisting/appointment requires further scrutiny, along with data related to professional group. Analysis of the 2010 disciplinary data shows that there are no significant patterns for BME staff in this year or, using year on year comparison data, patterns across the last four years. The disciplinary analysis is conducted annually, with a report and PowerPoint presentation at the Trust Equality and Human Rights Steering Group, Staff partnership Forum and Workforce Learning and Development Group. The analysis pays particular attention to BME staff, who frequently have higher rates of disciplinary rates compared to other groups in the NHS. Grievance, bullying and harassment data does not show any significant areas, although analysis of the staff survey showed that BME staff were more likely to experience discrimination on the basis of ethnicity from patients and relatives, a theme that was echoed, but less strongly, by other groups in the staff survey. Incidents related to racist abuse or violence were analysed in a specific report focusing on sexual and racial harassment, conducted in 2010. The report involved reading through all incidents over a nine-month period; all incidents were scanned, because the categorisation of incidents under the heading ‘racial abuse’ was not able to capture those that were categorised under other headings. For example, an incident principally involving a physical assault and categorised under this heading may have contained racist abuse within the incident. The report concluded that 15% of the verbal abuse, and 5% of incidents involving physical assaults contained racist abuse towards staff 14 . Discrimination from service users was also raised in the BME network development report, which followed a development day attended by 60 staff, as a concern for BME staff. The new Datix reporting tool will be able to provide more information and give better support to analysis in this, and other equality areas. Feedback from Salomons (the Oxleas employee assistance scheme) report stated that there are equal numbers of BME and White British staff using the service, whilst the majority of staff who access the service are nursing and administrative staff. The report stated that discrimination was not a significant factor for staff accessing the scheme. Focus groups reviewing the two Employee Assistance schemes (Oxleas and GCHS) also did not raise discrimination (or other equality issues or concerns), when asked about reasons for using the service.
14 The total number of incidents during this period were 175 physical assaults and 89 incidents of verbal abuse.
21 The Trust is due to set up a working group to look at discrimination from patients/relatives, review the Prejudicial and Discriminatory Behaviour Against Staff Policy, look at structures to prevent and manage discriminatory behaviour, and support staff following incidents. 3.5 Age The workforce data shows that the workforce is predominantly aged 30+, with younger people less likely to enter employment from application. The Trust has lower numbers of younger people (under 24), and younger people are at lower pay bands within the Trust. Whilst there are smaller number of people in the 55+ age groups across the workforce as a whole, people in this age group are more likely to hold senior roles and are more successful in recruitment compared to their younger counterparts. The requirement of a qualification for many posts within the NHS means that this pattern is reflective of a predominantly qualified workforce. The Trust employs a small number of staff over the age of 70, but the biggest challenge for the Trust is the needs of an ageing workforce and the implications of large number of staff reaching or nearing retirement age in the next decade. Occupational health data suggests that there are proportionately larger numbers of younger people (under 30) accessing occupational health services, possibly as a result of the higher numbers of women with children, and the stress arising from childcare and family related responsibilities, coupled with less seniority, and therefore less income. The focus group, looking at the use of the Employee assistance schemes did not raise any concerns relating to younger, or older staff. Age is a relatively new protected characteristic; the Trust provides schemes such as supporting staff into retirement, along with health checks through the promotion of healthy living and healthy lifestyles. Flexible working may also support younger people balancing caring responsibilities, and allow older people to work part time up to and beyond retirement age. 3.6 Sexual Orientation The numbers for sexual orientation are low, showing 24 lesbian, gay and bisexual people, making up 0.8% of the workforce. Based on an estimated GLA London figure of 10% 15 , this data suggests that the figures do not reflect the workforce numbers of LGB employees. The Trust has been working jointly with Stonewall in developing the ‘Healthy Lives Programme’ over the last year, raising the visibility of LGB lives and working with the LGBT 16 network over a series of actions, including poster campaigns, an information stand at the Annual Members Meeting, LGB awareness training (focusing on improving clinical practice), a review of the Trust website for gay friendliness, an LGBT champion, the development of the LGBT network and several internet blogs. LGBT staff raised concerns in their network half day
15 http://legacy.london.gov.uk/mayor/equalities/docs/soes_report.pdf
16 Stonewall’s Healthy Lives Programme supports work to improve the lives of lesbian, gay and bisexual (LGB) staff and service users. The staff network is open to LGB and transgender (T) staff.
22 away day in November 2011 about the impact of religion on LGBT staff, as some staff feel unsafe in coming out to their colleagues and within their teams. The existing data, based on small numbers, suggests that there are no current concerns about representation at senior levels for LGB staff, and the pay gap data similarly suggests that ‘out’ LGB staff occupy senior levels within the Trust. The limited information on starting salaries indicates that LGB employees are included in this field. The planned staff equality survey will add further data, allowing for more specific analysis. The Trust will continue to work towards gaining entry into Stonewall’s Workplace Equality Index of Top 100 Employers. Healthcare providers do not tend to perform highly in the index; in the 2012 index submission, Oxleas scored 85 points of a possible 200, and were positioned at around the 50% point of all entries. The Healthy Lives programme ended in December 2011; Oxleas has joined the Stonewall Diversity Champions programme, and will continue to develop the positive work to reduce stigma and discrimination, and raise the visibility of LGB people. 3.7 Religion/belief (including non-belief) As with sexual orientation and disability, the Trust holds very little data on religion. The existing data suggests that Christianity is the largest religion across the workforce (24.52%), followed much further behind by atheism (3.79%), followed by Hinduism (1.04%). There are sites for prayer across the Trust, although some provision still needs to be developed in some office areas. The staff equality survey will provide more data for future analysis. Staff needs in relation to religion have not been raised as a concern through the consultation processes, including consultation with staff side, and the BME network day and subsequent report. 3.8 Transgender The data for Transgender is qualitative, rather than quantitative; the staff recording system, ESR, does not have a field for Transgender status and therefore this data cannot be recorded. The Trust has been working to provide an equal service for Transgender staff through equality analysis of policies. To date, the numbers of known Transgender staff in the organisation is very small (under 10). Transgender has been included on the forthcoming staff equality survey, and the LGBT network includes and supports the involvement of Transgender staff. However, given the small numbers, the Trust needs to continue to develop systems, policies and processes that will ensure the support and prevent discrimination towards transgender staff members. 3.9 Pregnancy/Maternity The Trust has not been able to collect data in this area, which presents particular challenges for data gathering and grounding an understanding of the issues for this protected characteristic. As women make up 75% of the workforce, pregnancy and maternity is likely to impact on a large proportion of the workforce as a whole. As discussed above, the Trust has policies and advisers to support childcare, along with policies supporting maternity and adoption leave.
23 3.10 Disability The disability data across the workforce is limited, meaning that very little can be gleaned from the small figures currently held. A staff equality survey is due to take place, which will ask staff for further information in areas where the trust has data gaps. This will allow for more detailed analysis of existing staff with disabilities within the workforce as a whole. Equality analysis of the staff survey data reported that staff with disabilities experience higher levels of stress, along with lower levels of confidence in the organisation to manage incidents of violence or aggression. The Trust does not have a disability network for staff with disabilities, and has recently designed a questionnaire to all staff asking about knowledge about reasonable adjustments and interest in a staff network. The Trust is a member of the Mindful Employer Scheme, and also runs a volunteer to work scheme (V2W), supporting people with disabilities into volunteering roles within the Trust. Further information about the V2W scheme is discussed in the Annual Equality Report. According to The State of Equality in London report (2008) Rates of employment for people with disabilities in London (in 2009) in London Boroughs is around 3.7% 17 (2008:29). The Trust figures, bearing in mind the high rates of staff in the category ‘undeclared’, is 1.44%. Taking the figure of staff who have answered whether they have a disability or not (622), there are 36 staff with disabilities (5.79%). This figure may be higher because of the likelihood that staff may not disclose a disability. Policies and toolkits, such as the special leave policy and the reasonable adjustment toolkit, are in place to support and advise staff in relation to the provision of reasonable adjustments; staff are also required to complete the mandatory equality and human rights training, which includes information about the need to make reasonable adjustments. Human Resources staff were trained in equality and diversity in 2010. The Trust is in the process of developing information to support actions in this area. 3.11 Civil Partnership/Marriage 52% of the staff group are married, compared with 29% single, and 0.16% in civil partnerships. The data does not appear to suggest that there are any areas of discrimination for civil partnership/marriage, the only arm of the law that applies to this protected characteristic.
17 http://legacy.london.gov.uk/mayor/publications/2009/docs/soeil-report-300709.pdf
24 4.0 Objectives
Workforce Objectives
Area Objective Measurement Timescale
Disability To improve morale, job satisfaction and Questionnaire April 2013 reduce stigma for staff with disabilities Staff survey Internet and intranet
Ethnicity To increase the numbers of BME staff at Workforce data April 2013 senior levels by 5% by April 2013
Sexual Orientation To increase the score in the Stonewall Stonewall Equality Index April 2013 Top 100 Workplace Equality Index in 2013 by 10%
Discrimination To reduce the proportion of incidents of Staff survey April 2013 discrimination from service users and (All) patients by 5% Incident Data
Leadership To increase the numbers of staff with Workforce data December 2013 protected characteristics attending (All) leadership training (including shadowing, secondment and mentoring) by 20%
Training To achieve 80% completion of the Workforce data December 2012 mandatory Equality and Human Rights (All) Training by December 2012
25 Service Delivery Objectives
Area Objective Measurement Timescale
Ethnicity BME CQUIN: Develop recommendations Audit April 2013 for mental health practice and devolve these to mental health teams.
Disability To increase the recording of reasonable Audit December 2013 adjustments by 10%
Engagement and To increase the availability of information Trust website figures December 2012 Information relating to third sector organisations, where to get help
Engagement To improve coordination and increase the Trust figures April 2013 engagement of stakeholders and third sector organisations in the Trust
26 Appendix A: Data Sources
Data Source
Workforce Data Parts Oxleas Website http://www.oxleas.nhs.uk/equality-and-diversity/equality-data/ 1 and 2
BME and LGBT Feedback from development day and report (BME network) Networks
BME Mentoring Internal feedback Scheme
National Staff Survey http://www.nhsstaffsurveys.com/cms/ National staff survey – Annual Equality Report (oxleas website) equality analysis http://www.oxleas.nhs.uk/equality-and-diversity/equality-data/
Disciplinary Analysis Internal report
Stonewall Healthy Internal minutes and reports. Brief information at Lives Programme http://www.oxleas.nhs.uk/equality-and-diversity/stonewall-healthy-lives-progra/
Staffside (SPF) Internal minutes
GLA website http://www.london.gov.uk/who-runs-london/mayor/publications/society/mayors-equality-framework-equal-life- chances-all
JSA – Bexley, Joint Strategic Needs Assessments Bromley and Greenwich Bexley http://www.bexley.nhs.uk/About-Us/jsna.htm Bromley: Greenwich:http://www.selondon.nhs.uk/documents/1717.pdf
27 ONS population data http://neighbourhood.statistics.gov.uk/dissemination/
Total Service User Internal report dataset
Incident data http://www.oxleas.nhs.uk/equality-and-diversity/equality-data/
Complaints data http://www.oxleas.nhs.uk/equality-and-diversity/equality-data/
PALS data http://www.oxleas.nhs.uk/equality-and-diversity/equality-data/
The State of Equality http://legacy.london.gov.uk/mayor/publications/2009/docs/soeil-report-300709.pdf in London Report (2008)
Mental Health http://www.mhmdsonline.ic.nhs.uk/ Minimum Dataset
Count me In census http://www.cqc.org.uk/organisations-we-regulate/mental-health-services/count-me-2010-census results
Home Office: Age and http://www.homeoffice.gov.uk/publications/about-us/parliamentary-business/written-ministerial- the Equality Act statement/equalities-age-consultation/?view=Standard&pubID=864153
CQC Patient Survey http://www.nhssurveys.org/Filestore/documents/MH11_RPG.pdf Report
Improving the bromley.gov.uk wellbeing of Gypsies and Travellers: Draft Strategy (Bromley)
The Health Status of http://www.shef.ac.uk/polopoly_fs/1.43714!/file/GT-final-report-for-web.pdf Gypsies and travelers in England
28 Appendix B: Meeting the General Duty
How is Oxleas meeting the General Duty?
The tables below provide a summary overview of the mechanisms and projects that Oxleas has in place, showing how the Trust is meeting the requirements of the general duty. This document is not meant to provide detailed evidence of compliance; this can be found in the main EDS report, the equality analysis and the Trust’s annual report. The General Duty is set out in the Equality Act, and requires public bodies (with more than 150 employees) to pay ‘due regard’ to the following:
i. Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act ii. Advance Equality of Opportunity between people who share a protected characteristic and those who do not iii. Foster good relations between people who share a protected characteristic and those who do not
These are sometimes referred to as the three aims / arms of the general equality duty. Due regard for advancing equality involves:
• Removing or minimising disadvantages suffered by people due to their protected characteristics.
• Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
• Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low. i. Eliminate unlawful discrimination, harassment and victimisation
Group Action Date staff Bullying and harassment advisers Ongoing Bulling and harassment policy and procedure staff Equality and human rights training (mandatory) 3 year repeat Ongoing, progress (completion) monitored quarterly Staff Equality and human rights training – specific e-learning Available to all staff modules on each of the protected characteristics; LGB face to face training (one day) Staff and Equality and Human Rights policy In place 29 service users staff Prejudicial behaviour against staff policy Under review staff Reasonable adjustment toolkit In place staff Workforce report and analysis Annually (last report September 2011) Staff and Estates and facilities review: Disability Access Report February 2012 service users staff Disciplinary analysis Annually (last report December 2011) staff Staff survey analysis Annually (last report May 2011) Staff BME and LGBT networks Ongoing Staff Disability Questionnaire Sent February 2012 Staff Grievance and collective disputes procedures In Place Staff and Raising a Matter of Concern (whistleblowing) policy In Place service Users Service Users BME CQUIN Due May 2011 Service Users Pregnancy/maternity CQUIN In 2012/13 financial year Service Users MHA data and analysis December 2010 Service Users Analysis of incidents, pals data, complaints, discharge Ongoing survey, patient experience visits Service Users Review of and response to CQC inspection data, MHA Ongoing inspection reports, Mock CQC inspections Staff ALD/LGBT conference Planned for October 2012 Staff Family Inclusive Practice Training Delivered to teams across the Trust
ii. Advance Equality of Opportunity Group Action Date Staff Leadership opportunities for specific groups (such as CLN Real, BME Ongoing mentoring, mentoring for diversity, Stonewall Leadership programme) Staff Stonewall Workplace Equality Index – yearly entry Annually in September Staff and Volunteer to work (V2W) scheme Ongoing service Users Staff and Mindful Employer Scheme, two ticks Ongoing service Users Staff and Stonewall Healthy Lives Programme (now Stonewall Champions Ongoing service Users Programme) 30 Service Users Community Development Workers (2 WTE posts) Ongoing Service Users Health Festival Annual in May Service Users Work and jobs fair Sept 2011 Staff and Annual Equality Report Annually in July Service Users Staff Retirement and Long Service Recognition Policy In place Staff Experts by experience in Trust induction Ongoing Staff and Mental health First Aid Training Ongoing Service Users Service Users Social Inclusion Team Tool Ongoing Service Users Researchnet and DevelopARTS Ongoing
iii. Foster Good Relations Group Action Date staff Black History Month Event Annually – last October 2011 staff BME network ongoing staff BME network development day October 2011 staff Leadership programmes Advertised – in development and for launch early 2012 Staff and Equality analysis of Policies ongoing service users Staff and Shaw Trust accredited, accessible, inclusive Website – including Ongoing service users equality stories and areas (such as the LGBT blogs) Staff and Media stories including equality issues – Oxleas One, Oxleas Ongoing service users Exchange staff LGBT network Ongoing staff LGBT network development half day November 2011 Staff and Consultation activities – patient survey Ongoing service users Staff and Posters, inclusive information and leaflets, the ‘Can I understand this?’ Ongoing service users group (an ALD service user group that edit documents for use by ALD service users) Staff and Stonewall healthy lives programme (ended December 2011) moving Ongoing service users into Stonewall Champions Programme (from jan 2012) 31 staff Staff partnership forum (SPF) Meets quarterly Staff and BME and LGBT network representation on the Equality and Human Ongoing Service Users Rights Steering Group Staff and LGBT champion Elected annually Service Users Staff and Media articles: Black history month and equality and diversity (Oxleas Ongoing Service Users Exchange), LGBT articles (internet)
32 Equality Act 2010 Scope Doc K Weekes
Appendix C
Scope Document for Equality Act 2010 - Equality and Human Rights Commission Reporting
Version Control
No Date Updated by Notes
1 21/02/2012 K Weekes V1 Document completed
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Purpose of Document
The purpose of this document is to provide scope for the development for a new set of reports for the Equality and Human Rights Commission. This document will detail which of the nine required data items feature in each of the RIO systems it will also provide details on how these are populated and which values are available.
1. Data Items Currently Captured per System
Data Item Mental Health Bexley Greenwich Community Community
Gender Y Y Y
Ethnicity Y Y Y
Disability Y Y Y
Pregnancy/Maternity
Age Y Y Y
Sexual Orientation Y Y Y
Religion Y Y Y
Gender Re- assignment
Preferred Language Y Y Y
Marital Status Y Y Y
2. Workflow for Capturing Items
2.1 RIO Registration Screen
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2.2 Amend Details
Data Items Required
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2.3 Capture additional information
Select Additional Information
2.4 Additional Information Screen (Part 1)
Select Not Assessed, Yes or No
Select Type of Disability
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2.5 Additional Information Screen (Part 2)
Select Sexual Orientation
3. Reference data held in RIO.
The following reference tables are consistent throughout all three RIO instances with the exception of the Religion reference table.
3.1 Gender
Table Name = GenGender
Code CodeDescription Deleted SpineCode
F Female 0 2
M Male 0 1
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Code CodeDescription Deleted SpineCode
U Unknown 0 0
X Not Specified 0 9
3.2 Ethnicity Table Name = GenEthnicity
Code CodeDescription Deleted NationalCode SortOrder
A White - British 0 A 1
B White - Irish 0 B 2
C White - Any other background 0 C 3
C2 White - Northern Irish 0 A 21
C3 White - Other/Unspecified 0 C 22
CA White - English 0 A 23
CB White - Scottish 0 A 24
CC White - Welsh 0 A 25
CD White - Cornish 0 A 26
CE White - Cypriot (part not stated) 0 C 27
CF White - Greek 0 C 28
CG White - Greek Cypriot 0 C 29
CH White - Turkish 0 C 30
CJ White - Turkish Cypriot 0 C 31
CK White - Italian 0 C 32
CL White - Irish Traveller 0 C 33
CM White - Traveller 0 C 34
CN White - Gypsy/Romany 0 C 35
CP White - Polish 0 C 37
CQ White - All Republics of former USSR 0 C 38
CR White - Kosovan 0 C 36
CS White - Albanian 0 C 39
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CT White - Bosnian 0 C 40
CU White - Croatian 0 C 41
CV White - Serbian 0 C 42
CW White - Other Republics of former Yugoslavia 0 C 43
CX White - Mixed White 0 C 44
CY White - Other European 0 C 45
D Mixed - White & Black Caribbean 0 D 4
E Mixed - White & Black African 0 E 5
F Mixed - White & Asian 0 F 6
G Mixed - Any other mixed background 0 G 7
GA Mixed - Black and Asian 0 G 46
GB Mixed - Black and Chinese 0 G 47
GC Mixed - Black and White 0 G 48
GD Mixed - Chinese and White 0 G 49
GE Mixed - Asian and Chinese 0 G 50
GF Mixed - Other/Unspecified 0 G 51
H Asian or Asian British - Indian 0 H 8
J Asian or Asian British - Pakistani 0 J 9
K Asian or Asian British - Bangladeshi 0 K 10
L Asian or Asian British - Any other background 0 L 11
LA Asian or Asian British - Mixed Asian 0 L 52
LB Asian or Asian British - Punjabi 0 L 53
LC Asian or Asian British - Kashmiri 0 L 54
LD Asian or Asian British - East African Asian 0 L 55
LE Asian or Asian British - Sri Lanka 0 L 56
LF Asian or Asian British - Tamil 0 L 57
LG Asian or Asian British - Sinhalese 0 L 58
LH Asian or Asian British - British 0 L 59
LJ Asian or Asian British - Caribbean Asian 0 L 60
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LK Asian or Asian British - Other/Unspecified 0 L 61
M Black or Black British - Caribbean 0 M 12
N Black or Black British - African 0 N 13
P Black or Black British - Any other background 0 P 14
PA Black or Black British - Somali 0 P 62
PB Black or Black British - Mixed 0 P 63
PC Black or Black British - Nigerian 0 P 64
PD Black or Black British - British 0 P 65
PE Black or Black British - Other/Unspecified 0 P 66
R Other Ethnic Groups - Chinese 0 R 15
S Other Ethnic Groups - Any Other Group 0 S 16
SA Other Ethnic Groups - Vietnamese 0 S 67
SB Other Ethnic Groups - Japanese 0 S 68
SC Other Ethnic Groups - Filipino 0 S 69
SD Other Ethnic Groups - Malaysian 0 S 70
SE Any Other Group 0 S 71
SF Other Ethnic Groups - Buddhist -1 S 86
SG Other Ethnic Groups - Hindu -1 S 87
SH Other Ethnic Groups - Jewish -1 S 88
SI Other Ethnic Groups - Muslim -1 S 89
SJ Other Ethnic Groups - Sikh -1 S 90
SK Other Ethnic Groups - Arab 0 S 72
SL Other Ethnic Groups - North African 0 S 73
SM Other Ethnic Groups - Other Middle East 0 S 74
SN Other Ethnic Groups - Israeli 0 S 75
SO Other Ethnic Groups - Iranian 0 S 76
SP Other Ethnic Groups - Kurdish 0 S 77
SQ Other Ethnic Groups - Moroccan 0 S 78
SR Other Ethnic Groups - Latin American 0 S 79
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SS Other Ethnic Groups - South/Central American 0 S 80
ST Other Ethnic Groups - Maur/SEyc/Mald/StHelen 0 S 81
V84AA Not Known (Not Requested) 0 99 17
V84AB Not Known (Unable to Request) 0 99 18
V84AC Not Stated (Client Refused) 0 Z 19
V84AD Not Stated (Client unable to Choose) 0 Z 20
Z Not Stated (Not Requested) -1 Z 17
ZR Not Stated (Client Refused) -1 Z 18
ZZ Not Known -1 Z 18
ZZZ Information not yet obtained -1 Z 19
ZZZZ Refused -1 Z 20
3.3 Religion
DB = RIO Mental Health
Table = GenReligion
Code CodeDescription Deleted NationalCode
AG Agape 0 6
AGN Agnostic 0 305
AM African Methodist 0 5
AMI Amish 0 7
ANG Anglican 0 8
ANI Animism 0 348
ANW Ancestor Worship 0 306
AOG Assemblies of God 0 10
APC Apostolic Church 0 9
AS Associate Synod 0 11
ASA Asatru 0 307
ATH Atheist 0 898
BAH Baha'i 0 308
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Code CodeDescription Deleted NationalCode
BAP Baptist 0 12
BCCC Belfast Chinese Christian Church 0 13
BI British Israelite 0 18
BOC Bulgarian Orthodox Church 0 115
BOG Believe in God 0 14
BPC Bible Pattern Church 0 15
BR Brethren 0 16
BRC Brethren in Christ 0 17
BRK Brahma Kumari 0 309
BUD Buddhist 0 300
CAC Catholic Apostolic Church 0 19
CAR Church of All Religion 0 347
CC Chinese Church 0 26
CCC Coleraine Christian Centre 0 42
CCH Congregational Church 0 44
CEC Celtic Christian 0 109
CEP Celtic Pagan 0 343
CFC Christian Fellowship Church 0 29
CGP Church of God of Prophecy 0 34
CHA Chapel 0 22
CHD Christadelphian 0 27
CHF Christian Fellowship 0 28
CHG Child of God 0 25
CHM Charismatic 0 24
CHR Christian 0 200
CHU Church 0 31
CIW Church in Wales 0 23
CLG Church of the Living God 0 37
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Code CodeDescription Deleted NationalCode
CM City Mission 0 41
CMP Combined Methodist and Presbyterian Church 0 43
COC Church of Christ 0 40
COE Church of England 0 32
COF Confucianist 0 311
COG Church of God 0 33
COH Church of Harmony 0 111
COI Church of Ireland 0 3
COL Church of the Living 0 118
CON Church of the Nazarene 0 38
COO Cooneyite 0 45
COP Church of Prophecy 0 36
COR Celtic Orthodox Church 0 21
COS Church of Scotland 0 20
COW Church on the Way 0 39
CS Christian Scientist 0 30
CSP Christian Spiritualist Church 0 119
CXC Coptic Orthodox Church 0 46
DCG Day Church of God 0 110
DEI Deist 0 312
DIL Divine Lightmission 0 313
DOC Disciples of Christ 0 47
DRC Dutch Reformed Church 0 48
DRU Druidism 0 314
DRZ Druze 0 315
ECK Eckankar 0 316
ECU Ecumenical 0 50
ELC Elim Church 0 51
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Code CodeDescription Deleted NationalCode
EMM Emmanuel Mission 0 52
EOC Eastern Orthodox Church 0 49
EPC Evangelical Presbyterian Church 0 56
EPI Episcopalian 0 53
EV Evangelical 0 54
EVA Evangelical Alliance 0 55
EVU Evangelical Union 0 57
FAM Faith Mission 0 58
FCL Free Church of Love 0 352
FCS Free Church of Scotland 0 61
FEC Free Evangelical Church 0 62
FGA Full Gospel Assembly 0 67
FIE Fellowship of Independent Evangelical Churches 0 59
FPS Free Presbyterian Church of Scotland 0 65
FPU Free Presbyterian Church of Ulster 0 66
FRM Free Methodist 0 63
FRP Free Presbyterian 0 64
FRT Free Thinker 0 317
FSG Four Square Gospel 0 60
GO Greek Orthodox 0 68
GRC Greek Catholic 0 116
HAR Hare Krishna 0 318
HC House Church 0 69
HEA Heathen 0 897
HIN Hindu 0 301
HUM Humanist 0 319
IND Independent 0 70
INE Independent Evangelist 0 71
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Code CodeDescription Deleted NationalCode
INL Interdenominational 0 73
INM Independent Methodist 0 72
INT Internationalist 0 346
JAI Jain 0 320
JEW Jewish 0 304
JW Jehovah's Witness 0 74
LUT Lutheran 0 75
MCI Methodist Church in Ireland 0 4
MCW The Methodist Church in Wales 0 108
MEC Metropolitan Church 0 78
MEN Mennonite 0 76
MET Methodist 0 77
MNK Monk 0 113
MOR Church of Jesus Christ of Latter Day Saints (Mormons) 0 35
MOV Moravian 0 79
MUS Muslim (Islam) 0 302
MYS Mysticism 0 321
NAC Native American Church 0 322
NEW New Age 0 324
NOD Non Denominational 0 81
NON Nonconformist 0 80
NSE Unsectarian 0 106
NSP Non-subscribing Presbyterian 0 82
OAC Orthodox Catholic Church 0 83
OBS Own Belief System 0 344
OCC Occult 0 325
OTH Other Religions 0 700
OXC Orthodox Church 0 84
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Code CodeDescription Deleted NationalCode
OXP Orthodox Presbyterian 0 85
PAG Pagan 0 323
PAN Pantheism 0 326
PCI Presbyterian Church in Ireland 0 2
PCW Presbyterian Church in Wales 0 89
PEN Pentecostal 0 86
PRA Presbyterian Apostolic 0 88
PRE Presbyterian 0 87
PRM Protestant (Mixed) 0 209
PRO Protestant 0 91
PSC Presbyterian Secession Church 0 90
RAJ Raja Yoga 0 327
RAS Rastafarian 0 328
RAT Rationalist 0 329
RC Roman Catholic 0 1
REA Realist 0 351
REF Reformed 0 92
REP Reformed Presbyterian 0 93
ROC Russian Orthodox Church 0 95
RSP Religious Society of Friends (Quakers) 0 94
SA Salvation Army 0 96
SAM Sant Mat 0 342
SAN Santeri 0 330
SAT Satanism 0 331
SCI Scientology 0 332
SCP Scottish Presbyterian 0 117
SDA Seventh Day Adventist 0 98
SEC Scottish Episcopal Church 0 97
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Code CodeDescription Deleted NationalCode
SET Secularist 0 333
SKH Sikh 0 303
SOC Serbian Orthodox Church 0 112
SPR Spiritualist 0 334
TAO Taoist 0 335
THE Theism 0 336
TIN Tin Tao 0 345
TWR Chinese Religions 0 310
UCC United Church of Canada 0 103
UCS United Free Church of Scotland 0 104
UKC Ukrainian Catholic 0 114
UNB United Brethren 0 102
UNC Unification Church 0 100
UNI Universalist 0 338
UNT Unitarian 0 101
UNU Unitarian-Universalist 0 337
UOC Ukrainian Orthodox Church 0 99
URC United Reformed Church 0 105
VOD Vodun 0 339
WIC Wicca 0 340
WMT Whitewell Metropolitan Tabernacle 0 107
XXX None 0 899
ZOR Zorastrian 0 341
DB = RIO Bexley Community and Greenwich Community
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Table = GenReligion
Code CodeDescription Deleted NationalCode
V82AA Advaitin Hindu 0 0
AM African Methodist 0 5
AG Agape 0 6
AGN Agnostic 0 305
V82AB Ahmadi 0 0
AMI Amish 0 7
V82AC Anabaptist 0 0
ANW Ancestor Worship 0 306
ANG Anglican 0 8
ANI Animism 0 348
V82AD Anthroposophist 0 0
APC Apostolic Church 0 9
V82AE Armenian Catholic 0 0
V82AF Armenian Orthodox 0 0
V82AG Arya Samaj Hindu 0 0
ASA Asatru 0 307
V82AH Ashkenazi Jew 0 0
AOG Assemblies of God 0 10
AS Associate Synod 0 11
ATH Atheist 0 898
BAH Baha'i 0 308
BAP Baptist 0 12
BCCC Belfast Chinese Christian Church 0 13
BOG Believe in God 0 14
BPC Bible Pattern Church 0 15
V82AI Black Magic 0 0
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Code CodeDescription Deleted NationalCode
BRK Brahma Kumari 0 309
BR Brethren 0 16
BRC Brethren in Christ 0 17
BI British Israelite 0 18
BUD Buddhist 0 300
BOC Bulgarian Orthodox Church 0 115
V82AJ Calvinist 0 0
CAC Catholic Apostolic Church 0 19
V82AK Catholic: non Roman Catholic 0 0
CEC Celtic Christian 0 109
COR Celtic Orthodox Church 0 21
CEP Celtic Pagan 0 343
CHA Chapel 0 22
CHM Charismatic 0 24
CHG Child of God 0 25
CC Chinese Church 0 26
V82AL Chinese Evangelical Christian 0 0
TWR Chinese Religions 0 310
CHD Christadelphian 0 27
CHR Christian 0 200
V82AM Christian Existentialist 0 0
CHF Christian Fellowship 0 28
CFC Christian Fellowship Church 0 29
V82AN Christian Humanist 0 0
CS Christian Scientist 0 30
CSP Christian Spiritualist Church 0 119
CHU Church 0 31
CIW Church in Wales 0 23
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Code CodeDescription Deleted NationalCode
CAR Church of All Religion 0 347
COC Church of Christ 0 40
COE Church of England 0 32
COG Church of God 0 33
CGP Church of God of Prophecy 0 34
COH Church of Harmony 0 111
COI Church of Ireland 0 3
MOR Church of Jesus Christ of Latter Day Saints (Mormons) 0 35
COP Church of Prophecy 0 36
COS Church of Scotland 0 20
COL Church of the Living 0 118
CLG Church of the Living God 0 37
CON Church of the Nazarene 0 38
COW Church on the Way 0 39
CM City Mission 0 41
CCC Coleraine Christian Centre 0 42
CMP Combined Methodist and Presbyterian Church 0 43
COF Confucianist 0 311
CCH Congregational Church 0 44
COO Cooneyite 0 45
CXC Coptic Orthodox Church 0 46
DCG Day Church of God 0 110
DEI Deist 0 312
DOC Disciples of Christ 0 47
DIL Divine Lightmission 0 313
DRU Druidism 0 314
DRZ Druze 0 315
DRC Dutch Reformed Church 0 48
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Code CodeDescription Deleted NationalCode
V82AO Eastern Catholic 0 0
EOC Eastern Orthodox Church 0 49
ECK Eckankar 0 316
ECU Ecumenical 0 50
ELC Elim Church 0 51
EMM Emmanuel Mission 0 52
EPI Episcopalian 0 53
V82AP Ethiopian Orthodox 0 0
EV Evangelical 0 54
EVA Evangelical Alliance 0 55
EPC Evangelical Presbyterian Church 0 56
EVU Evangelical Union 0 57
V82AQ Exclusive Brethren 0 0
FAM Faith Mission 0 58
FIE Fellowship of Independent Evangelical Churches 0 59
FSG Four Square Gospel 0 60
V82AR Free Church 0 0
FCL Free Church of Love 0 352
FCS Free Church of Scotland 0 61
FEC Free Evangelical Church 0 62
V82AS Free Evangelical Presbyterian 0 0
FRM Free Methodist 0 63
FRP Free Presbyterian 0 64
FPS Free Presbyterian Church of Scotland 0 65
FPU Free Presbyterian Church of Ulster 0 66
FRT Free Thinker 0 317
V82AT French Protestant 0 0
FGA Full Gospel Assembly 0 67
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Code CodeDescription Deleted NationalCode
V82AU Goddess 0 0
GRC Greek Catholic 0 116
GO Greek Orthodox 0 68
HAR Hare Krishna 0 318
V82AV Haredi Jew 0 0
V82AW Hasidic Jew 0 0
HEA Heathen 0 897
HIN Hindu 0 301
HC House Church 0 69
HUM Humanist 0 319
IND Independent 0 70
INE Independent Evangelist 0 71
INM Independent Methodist 0 72
V82AX Indian Orthodox 0 0
V82AY Infinite Way 0 0
INL Interdenominational 0 73
INT Internationalist 0 346
V82AZ Ismaili Muslim 0 0
JAI Jain 0 320
JW Jehovah's Witness 0 74
JEW Jewish 0 304
V82BA Judaic Christian 0 0
V82BB Kabbalist 0 0
V82BC Liberal Jew 0 0
V82BD Lightworker 0 0
LUT Lutheran 0 75
V82BE Mahayana Buddhist 0 0
V82BF Masorti Jew 0 0
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Code CodeDescription Deleted NationalCode
MEN Mennonite 0 76
V82BG Messianic Jew 0 0
MET Methodist 0 77
MCI Methodist Church in Ireland 0 4
MEC Metropolitan Church 0 78
MNK Monk 0 113
MOV Moravian 0 79
V82BH Mormon 0 0
MUS Muslim (Islam) 0 302
MYS Mysticism 0 321
NAC Native American Church 0 322
V82BI Nazarene Methodist 0 0
V82BJ Neo-Christian 0 0
NEW New Age 0 324
V82BK New Kadampa Tradition Buddhist 0 0
V82BL New Testament Pentacostalist 0 0
V82BM Nichiren Buddhist 0 0
NOD Non Denominational 0 81
NON Nonconformist 0 80
XXX None 0 899
NSP Non-subscribing Presbyterian 0 82
V82BN Not Religious 0 0
OCC Occult 0 325
V82BO Old Catholic 0 0
V82BP Open Brethren 0 0
OAC Orthodox Catholic Church 0 83
OXC Orthodox Church 0 84
V82BQ Orthodox Jew 0 0
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Code CodeDescription Deleted NationalCode
OXP Orthodox Presbyterian 0 85
V82BR Other - Religion 0 0
OTH Other Religions 0 700
OBS Own Belief System 0 344
PAG Pagan 0 323
PAN Pantheism 0 326
V82BS Patient Religion Unknown 0 0
PEN Pentecostal 0 86
V82BT Peyotist 0 0
V82BU Plymouth Brethren 0 0
PRE Presbyterian 0 87
PRA Presbyterian Apostolic 0 88
PCI Presbyterian Church in Ireland 0 2
PCW Presbyterian Church in Wales 0 89
PSC Presbyterian Secession Church 0 90
PRO Protestant 0 91
PRM Protestant (Mixed) 0 209
V82BV Pure Land Buddhist 0 0
V82BW Quaker 0 0
RAJ Raja Yoga 0 327
RAS Rastafarian 0 328
RAT Rationalist 0 329
REA Realist 0 351
V82BX Reform Jew 0 0
REF Reformed 0 92
V82BY Reformed Christian 0 0
REP Reformed Presbyterian 0 93
V82BZ Reformed Protestant 0 0
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Code CodeDescription Deleted NationalCode
V82CA Religion not given - patient refused 0 0
RSP Religious Society of Friends (Quakers) 0 94
RC Roman Catholic 0 1
V82CB Romanian Orthodox 0 0
ROC Russian Orthodox Church 0 95
SA Salvation Army 0 96
SAM Sant Mat 0 342
SAN Santeri 0 330
SAT Satanism 0 331
SCI Scientology 0 332
SEC Scottish Episcopal Church 0 97
SCP Scottish Presbyterian 0 117
SET Secularist 0 333
SOC Serbian Orthodox Church 0 112
SDA Seventh Day Adventist 0 98
V82CC Shakti Hindu 0 0
V82CD Shaman 0 0
V82CE ShiÆite Muslim 0 0
V82CF Shinto 0 0
V82CG Shiva Hindu 0 0
V82CH Shumei 0 0
SKH Sikh 0 303
SPR Spiritualist 0 334
V82CI Sunni Muslim 0 0
V82CJ Syrian Orthodox 0 0
TAO Taoist 0 335
MCW The Methodist Church in Wales 0 108
THE Theism 0 336
Page 55 of 82 Equality Act 2010 Scope Doc K Weekes
Code CodeDescription Deleted NationalCode
V82CK Theravada Buddhist 0 0
V82CL Tibetan Buddhist 0 0
TIN Tin Tao 0 345
UKC Ukrainian Catholic 0 114
UOC Ukrainian Orthodox Church 0 99
UNC Unification Church 0 100
UNT Unitarian 0 101
UNU Unitarian-Universalist 0 337
UNB United Brethren 0 102
UCC United Church of Canada 0 103
UCS United Free Church of Scotland 0 104
URC United Reformed Church 0 105
UNI Universalist 0 338
NSE Unsectarian 0 106
VOD Vodun 0 339
WMT Whitewell Metropolitan Tabernacle 0 107
WIC Wicca 0 340
V82CM Wiccan 0 0
V82CN Yoruba 0 0
V82CO Zen Buddhist 0 0
ZOR Zoroastrian 0 341
V82CP Zwinglian 0 0
3.4 Marital Status
DB= RIO Mental Health
Page 56 of 82 Equality Act 2010 Scope Doc K Weekes
Table = dbo_GenMaritalStatus
Code CodeDescription Deleted NationalCode CDSCode
C Co-habiting -1 M
D Divorced/Person whose Civil Partnership has been dissolved 0 D D
M Married/Civil Partner 0 M M
N Not Disclosed 0 N N
P Separated 0 P P
S Single 0 S S
W Widowed/Surviving Civil Partner 0 W W
X Same Sex Partner -1 M
ZZ Not Known 0 9
DB = RIO Bexley Community and Greenwich Community
Table = dbo_GenMaritalStatus
Code CodeDescription Deleted NationalCode CDSCode
C Co-habiting 0 S
D Divorced/Person whose Civil Partnership has been dissolved 0 3 D
M Married/Civil Partner 0 2 M
N Not Disclosed 0 9 N
P Separated 0 2 P
S Single 0 1 S
W Widowed/Surviving Civil Partner 0 4 W
X Same Sex Partner 0 S
3.5 Sexual Orientation
Page 57 of 82 Equality Act 2010 Scope Doc K Weekes
DB = RIO Mental Health
Table = dbo_UserMasterSexualOrientation
Code CodeDescription Deleted
CD03AA Heterosexual/Straight 0
CD03AB Gay man/Lesbian 0
CD03AC Bisexual 0
CD03AD Other 0
CD03AE Prefer not to say 0
DB = Bexley Community and Greenwich Community
Table = dbo_UserMasterSexStatus
Code CodeDescription Deleted
CD03AA Bisexual 0
CD03AB Gay man 0
CD03AC Gay woman/ lesbian 0
CD03AD Heterosexual/ straight 0
CD03AE Prefer not to say 0
CD03AF Other 0
3.6 Disabled
dbo_UserMasterv82YesNoNotAssessed
Code CodeDescription Deleted SORTORDER v82a Not Assessed 0 3
Page 58 of 82 Equality Act 2010 Scope Doc K Weekes
Code CodeDescription Deleted SORTORDER
v82b Yes 0 1
v82c No 0 2
Note: In addition to the above values being selected there are three check boxes that can be selected on the additional personal information form these relate to three fields in the UserAssessafapi table that are marked true or false.
3.7 First Language
RIO Mental Health = GenLanguage
Code CodeDescription Deleted NationalCode SpineCode a1-AK Akan (Ashanti) 0 1 AK a2-AL Albanian 0 2 SQ a3-AM Amharic 0 3 AM a4-AR Arabic 0 4 AR aa Afar 0 NULL AA ab Abkhazian 0 NULL AB ae Avestan 0 NULL AE af Afrikaans 0 NULL AF am Amharic 0 NULL AM an Aragonese 0 NULL AN as Assamese 0 NULL AS av Avaric 0 NULL AV ay Aymara 0 NULL AY az Azerbaijani 0 NULL AZ b1-BSY Bengali & Sylheti 0 5 BN b2-BSO Brawa & Somali 0 6 SO b3-BSL British Signing Language 0 7 Q4 ba Bashkir 0 NULL BA be Belarusian 0 NULL BE bg Bulgarian 0 NULL BG
Page 59 of 82 Equality Act 2010 Scope Doc K Weekes bh Bihari 0 NULL BH bi Bislama 0 NULL BI bm Bambara 0 NULL BM bo Tibetan 0 NULL BO br Breton 0 NULL BR bs Bosnian 0 NULL BS c1-CA Cantonese 0 8 ZH c2-CV Cantonese & Vietnamese 0 9 ZH c3-CR Creole 0 10 HT ca1 Catalan 0 NULL CA ca2 Valencian 0 NULL CA ce Chechen 0 NULL CE ch Chamorro 0 NULL CH co Corsican 0 NULL CO cr Cree 0 NULL CR cs Czech 0 NULL CS cu1 Church Slavic 0 NULL CU cu2 Church Slavonic 0 NULL CU cu3 Old Bulgarian 0 NULL CU cu4 Old Church Slavonic 0 NULL CU cu5 Old Slavonic 0 NULL CU cv Chuvash 0 NULL CV d1-DA Danish 0 200 DA d1-NL Dutch 0 11 NL dv1 Dhivehi 0 NULL DV dv2 Divehi 0 NULL DV dv3 Maldivian 0 NULL DV dz Dzongkha 0 NULL DZ e1-EN English 0 12 EN e2-ET Ethiopian 0 13 AR ee Ewe 0 NULL EE eo Esperanto 0 NULL EO
ES Castilian 0 NULL ES et Estonian 0 NULL ET
Page 60 of 82 Equality Act 2010 Scope Doc K Weekes eu Basque 0 NULL EU f1-PER Farsi (Persian) 0 14 FA f2-FI Finnish 0 15 FI f3-FL Flemish 0 16 NL f4-FR French 0 17 FR f5-FRC French creole 0 18 HT ff Fulah 0 NULL FF fj Fijian 0 NULL FJ fo Faroese 0 NULL FO fy Western Frisian 0 NULL FY g1-GA Gaelic 0 19 GD g2-DE German 0 20 DE g3-EL Greek 0 21 EL g4-GU Gujarati 0 22 GU ga Irish 0 NULL GA gd Scottish Gaelic 0 NULL GD gl Galician 0 NULL GL gn Guarani 0 NULL GN gv Manx 0 NULL GV h1-HAK Hakka 0 23 ZH h2-HAU Hausa 0 24 HA h3-HE Hebrew 0 25 HE h4-HI Hindi 0 26 HI ho Hiri Motu 0 NULL HO hr Croatian 0 NULL HR ht1 Haitian 0 NULL HT ht2 Haitian Creole 0 NULL HT hu Hungarian 0 NULL HU hy Armenian 0 NULL HY hz Herero 0 NULL HZ i1-IB Igbo (Ibo) 0 27 IG i2-IT Italian 0 28 IT ia Interlingua 0 NULL IA id Indonesian 0 NULL ID
Page 61 of 82 Equality Act 2010 Scope Doc K Weekes ie Interlingue 0 NULL IE ii Sichuan Yi 0 NULL II ik Inupiaq 0 NULL IK io Ido 0 NULL IO is Icelandic 0 NULL IS iu Inuktitut 0 NULL IU j1-JA Japanese 0 29 JA jv Javanese 0 NULL JV k1-KO Korean 0 30 KO k2-KU Kurdish 0 31 KU ka Georgian 0 NULL KA kg Kongo 0 NULL KG ki1 Gikuyu 0 NULL KI ki2 Kikuyu 0 NULL KI kj1 Kuanyama 0 NULL KJ kj2 Kwanyama 0 NULL KJ kk Kazakh 0 NULL KK kl1 Greenlandic 0 NULL KL kl2 Kalaallisut 0 NULL KL km Central Khmer 0 NULL KM kn Kannada 0 NULL KN kr Kanuri 0 NULL KR ks Kashmiri 0 NULL KS kv Komi 0 NULL KV kw Cornish 0 NULL KW ky1 Kirghiz 0 NULL KY ky2 Kyrgyz 0 NULL KY l1-LI Lingala 0 32 LN l2-LU Luganda 0 33 LG la Latin 0 NULL LA lb1 Letzeburgesch 0 NULL LB lb2 Luxembourgish 0 NULL LB li1 Limburgan 0 NULL LI li2 Limburger 0 NULL LI
Page 62 of 82 Equality Act 2010 Scope Doc K Weekes li3 Limburgish 0 NULL LI ln Lingala 0 NULL LN lo Lao 0 NULL LO lt Lithuanian 0 NULL LT lu Luba-Katanga 0 NULL LU lv Latvian 0 NULL LV m1-MAK Maketon (Sign Language) 0 34 Q5 m2-MAL Malayalam 0 35 ML m3-ZH Mandarin 0 36 ZH mg Malagasy 0 NULL MG mh Marshallese 0 NULL MH mi Maori 0 NULL MI mk Macedonian 0 NULL MK mn Mongolian 0 NULL MN mo Moldavian 0 NULL MO mr Marathi 0 NULL MR ms Malay 0 NULL MS mt Maltese 0 NULL MT my Burmese 0 NULL MY n1-NO Norwegian 0 37 NO na Nauru 0 NULL NA nb Norwegian Bokmal 0 NULL NB nd North Ndebele 0 NULL ND ne Nepali 0 NULL NE ng Ndonga 0 NULL NG nl1 Flemish 0 NULL NL nn Norwegian Nynorsk 0 NULL NN nr South Ndebele 0 NULL NR nv1 Navaho 0 NULL NV nv2 Navajo 0 NULL NV ny1 Chewa 0 NULL NY ny2 Chichewa 0 NULL NY ny3 Nyanja 0 NULL NY o1-XX Other 0 200 NULL
Page 63 of 82 Equality Act 2010 Scope Doc K Weekes oc1 Occitan 0 NULL OC oc2 Provencal 0 NULL OC oj Ojibwa 0 NULL OJ om Oromo 0 NULL OM or Oriya 0 NULL OR os1 Ossetian 0 NULL OS os2 Ossetic 0 NULL OS p1-PAS Pashto (Pushtoo) 0 38 PS p2-PAT Patois 0 39 HT p3-PO Polish 0 40 PL p4-PR Portuguese 0 41 PT p5-PU Punjabi 0 42 PA pi Pali 0 NULL PI q1 Braille 0 NULL Q1 q2 American Sign Language 0 NULL Q2 q3 Australian Sign Language 0 NULL Q3 qu Quechua 0 NULL QU r1-RU Russian 0 43 RU rm Romansh 0 NULL RM rn Rundi 0 NULL RN ro Romanian 0 NULL RO rw Kinyarwanda 0 NULL RW s1-SE Serbian/Croatian 0 44 HR s2-SI Sinhala 0 45 SI s3-SO Somali 0 46 SO s4-ES Spanish 0 48 ES s5-SW Swahili 0 49 SW s6-SV Swedish 0 50 SV s7-SY Sylhethi 0 51 BN sa Sanskrit 0 NULL SA sc Sardinian 0 NULL SC sd Sindhi 0 NULL SD se Northern Sami 0 NULL SE sg Sango 0 NULL SG
Page 64 of 82 Equality Act 2010 Scope Doc K Weekes sk Slovak 0 NULL SK sl Slovenian 0 NULL SL sm Samoan 0 NULL SM sn Shona 0 NULL SN sr Serbian 0 NULL SR ss Swati 0 NULL SS st Sotho/Southern 0 NULL ST su Sundanese 0 NULL SU t1-TAG Tagalog (Filipino) 0 52 TL t2-TAM Tamil 0 53 TA t3-TH Thai 0 54 TH t4-TIG Tigrinya 0 55 TI t5-TR Turkish 0 56 TR te Telugu 0 NULL TE tg Tajik 0 NULL TG tk Turkmen 0 NULL TK tn Tswana 0 NULL TN to Tonga (Tonga Islands) 0 NULL TO ts Tsonga 0 NULL TS tt Tatar 0 NULL TT tw Twi 0 NULL TW ty Tahitian 0 NULL TY u1-UR Urdu 0 57 UR ug1 Uighur 0 NULL UG ug2 Uyghur 0 NULL UG uk Ukrainian 0 NULL UK uz Uzbek 0 NULL UZ v1-VI Vietnamese 0 58 VI ve Venda 0 NULL VE vo Volapuk 0 NULL VO w1-WE Welsh 0 59 CY wa Walloon 0 NULL WA wo Wolof 0 NULL WO xh Xhosa 0 NULL XH
Page 65 of 82 Equality Act 2010 Scope Doc K Weekes y1-YO Yoruba 0 60 YO yi Yiddish 0 NULL YI za1 Chuang 0 NULL ZA za2 Zhuang 0 NULL ZA
Zu Zulu 0 NULL ZU
Applies to Greenwich and Bexley community Health
Table = GenLanguage
Code CodeDescription Deleted NationalCode SpineCode
a1-AK Akan (Ashanti) 0 1 AK
a2-AL Albanian 0 2 SQ
a3-AM Amharic 0 3 AM
a4-AR Arabic 0 4 AR
aa Afar 0 NULL AA
ab Abkhazian 0 NULL AB
ae Avestan 0 NULL AE
af Afrikaans 0 NULL AF
am Amharic 0 NULL AM
an Aragonese 0 NULL AN
as Assamese 0 NULL AS
av Avaric 0 NULL AV
ay Aymara 0 NULL AY
az Azerbaijani 0 NULL AZ
b1-BSY Bengali & Sylheti 0 5 BN
b2-BSO Brawa & Somali 0 6 SO
b3-BSL British Signing Language 0 7 Q4
ba Bashkir 0 NULL BA
be Belarusian 0 NULL BE
bg Bulgarian 0 NULL BG
bh Bihari 0 NULL BH
Page 66 of 82 Equality Act 2010 Scope Doc K Weekes
bi Bislama 0 NULL BI
bm Bambara 0 NULL BM
bo Tibetan 0 NULL BO
br Breton 0 NULL BR
bs Bosnian 0 NULL BS
c1-CA Cantonese 0 8 ZH
c2-CV Cantonese & Vietnamese 0 9 ZH
c3-CR Creole 0 10 HT
ca1 Catalan 0 NULL CA
ca2 Valencian 0 NULL CA
ce Chechen 0 NULL CE
ch Chamorro 0 NULL CH
co Corsican 0 NULL CO
cr Cree 0 NULL CR
cs Czech 0 NULL CS
cu1 Church Slavic 0 NULL CU
cu2 Church Slavonic 0 NULL CU
cu3 Old Bulgarian 0 NULL CU
cu4 Old Church Slavonic 0 NULL CU
cu5 Old Slavonic 0 NULL CU
cv Chuvash 0 NULL CV
d1-DA Danish 0 NULL DA
d1-NL Dutch 0 11 NL
dv1 Dhivehi 0 NULL DV
dv2 Divehi 0 NULL DV
dv3 Maldivian 0 NULL DV
dz Dzongkha 0 NULL DZ
e1-EN English 0 12 EN
e2-ET Ethiopian 0 13 AR
ee Ewe 0 NULL EE
eo Esperanto 0 NULL EO
ES Castilian 0 NULL ES
et Estonian 0 NULL ET
eu Basque 0 NULL EU
Page 67 of 82 Equality Act 2010 Scope Doc K Weekes
f1-PER Farsi (Persian) 0 14 FA
f2-FI Finnish 0 15 FI
f3-FL Flemish 0 16 NL
f4-FR French 0 17 FR
f5-FRC French creole 0 18 HT
ff Fulah 0 NULL FF
fj Fijian 0 NULL FJ
fo Faroese 0 NULL FO
fy Western Frisian 0 NULL FY
g1-GA Gaelic 0 19 GD
g2-DE German 0 20 DE
g3-EL Greek 0 21 EL
g4-GU Gujarati 0 22 GU
ga Irish 0 NULL GA
gd Scottish Gaelic 0 NULL GD
gl Galician 0 NULL GL
gn Guarani 0 NULL GN
gv Manx 0 NULL GV
h1-HAK Hakka 0 23 ZH
h2-HAU Hausa 0 24 HA
h3-HE Hebrew 0 25 HE
h4-HI Hindi 0 26 HI
ho Hiri Motu 0 NULL HO
hr Croatian 0 NULL HR
ht1 Haitian 0 NULL HT
ht2 Haitian Creole 0 NULL HT
hu Hungarian 0 NULL HU
hy Armenian 0 NULL HY
hz Herero 0 NULL HZ
i1-IB Igbo (Ibo) 0 27 IG
i2-IT Italian 0 28 IT
ia Interlingua 0 NULL IA
id Indonesian 0 NULL ID
ie Interlingue 0 NULL IE
Page 68 of 82 Equality Act 2010 Scope Doc K Weekes
ii Sichuan Yi 0 NULL II
ik Inupiaq 0 NULL IK
io Ido 0 NULL IO
is Icelandic 0 NULL IS
iu Inuktitut 0 NULL IU
j1-JA Japanese 0 29 JA
jv Javanese 0 NULL JV
k1-KO Korean 0 30 KO
k2-KU Kurdish 0 31 KU
ka Georgian 0 NULL KA
kg Kongo 0 NULL KG
ki1 Gikuyu 0 NULL KI
ki2 Kikuyu 0 NULL KI
kj1 Kuanyama 0 NULL KJ
kj2 Kwanyama 0 NULL KJ
kk Kazakh 0 NULL KK
kl1 Greenlandic 0 NULL KL
kl2 Kalaallisut 0 NULL KL
km Central Khmer 0 NULL KM
kn Kannada 0 NULL KN
kr Kanuri 0 NULL KR
ks Kashmiri 0 NULL KS
kv Komi 0 NULL KV
kw Cornish 0 NULL KW
ky1 Kirghiz 0 NULL KY
ky2 Kyrgyz 0 NULL KY
l1-LI Lingala 0 32 LN
l2-LU Luganda 0 33 LG
la Latin 0 NULL LA
lb1 Letzeburgesch 0 NULL LB
lb2 Luxembourgish 0 NULL LB
li1 Limburgan 0 NULL LI
li2 Limburger 0 NULL LI
li3 Limburgish 0 NULL LI
Page 69 of 82 Equality Act 2010 Scope Doc K Weekes
ln Lingala 0 NULL LN
lo Lao 0 NULL LO
lt Lithuanian 0 NULL LT
lu Luba-Katanga 0 NULL LU
lv Latvian 0 NULL LV
m1-MAK Makaton (Sign Language) 0 34 Q5
m2-MAL Malayalam 0 35 ML
m3-ZH Mandarin 0 36 ZH
mg Malagasy 0 NULL MG
mh Marshallese 0 NULL MH
mi Maori 0 NULL MI
mk Macedonian 0 NULL MK
mn Mongolian 0 NULL MN
mo Moldavian 0 NULL MO
mr Marathi 0 NULL MR
ms Malay 0 NULL MS
mt Maltese 0 NULL MT
my Burmese 0 NULL MY
n1-NO Norwegian 0 37 NO
na Nauru 0 NULL NA
nb Norwegian Bokmal 0 NULL NB
nd North Ndebele 0 NULL ND
ne Nepali 0 NULL NE
ng Ndonga 0 NULL NG
nl1 Flemish 0 NULL NL
nn Norwegian Nynorsk 0 NULL NN
nr South Ndebele 0 NULL NR
nv1 Navaho 0 NULL NV
nv2 Navajo 0 NULL NV
ny1 Chewa 0 NULL NY
ny2 Chichewa 0 NULL NY
ny3 Nyanja 0 NULL NY
o1-XX Other 0 200 NULL
oc1 Occitan 0 NULL OC
Page 70 of 82 Equality Act 2010 Scope Doc K Weekes
oc2 Provencal 0 NULL OC
oj Ojibwa 0 NULL OJ
om Oromo 0 NULL OM
or Oriya 0 NULL OR
os1 Ossetian 0 NULL OS
os2 Ossetic 0 NULL OS
p1-PAS Pashto (Pushtoo) 0 38 PS
p2-PAT Patois 0 39 HT
p3-PO Polish 0 40 PL
p4-PR Portuguese 0 41 PT
p5-PU Punjabi 0 42 PA
pi Pali 0 NULL PI
q1 Braille 0 NULL Q1
q2 American Sign Language 0 NULL Q2
q3 Australian Sign Language 0 NULL Q3
qu Quechua 0 NULL QU
r1-RU Russian 0 43 RU
rm Romansh 0 NULL RM
rn Rundi 0 NULL RN
ro Romanian 0 NULL RO
rw Kinyarwanda 0 NULL RW
s1-SE Serbian/Croatian 0 44 HR
s2-SI Sinhala 0 45 SI
s3-SO Somali 0 46 SO
s4-ES Spanish 0 48 ES
s5-SW Swahili 0 49 SW
s6-SV Swedish 0 50 SV
s7-SY Sylhethi 0 51 BN
sa Sanskrit 0 NULL SA
sc Sardinian 0 NULL SC
sd Sindhi 0 NULL SD
se Northern Sami 0 NULL SE
sg Sango 0 NULL SG
sk Slovak 0 NULL SK
Page 71 of 82 Equality Act 2010 Scope Doc K Weekes
sl Slovenian 0 NULL SL
sm Samoan 0 NULL SM
sn Shona 0 NULL SN
sr Serbian 0 NULL SR
ss Swati 0 NULL SS
st Sotho/Southern 0 NULL ST
su Sudanese 0 NULL SU
t1-TAG Tagalog (Filipino) 0 52 TL
t2-TAM Tamil 0 53 TA
t3-TH Thai 0 54 TH
t4-TIG Tigrinya 0 55 TI
t5-TR Turkish 0 56 TR
te Telugu 0 NULL TE
tg Tajik 0 NULL TG
tk Turkmen 0 NULL TK
tn Tswana 0 NULL TN
to Tonga (Tonga Islands) 0 NULL TO
ts Tsonga 0 NULL TS
tt Tatar 0 NULL TT
tw Twi 0 NULL TW
ty Tahitian 0 NULL TY
u1-UR Urdu 0 57 UR
ug1 Uighur 0 NULL UG
ug2 Uyghur 0 NULL UG
uk Ukrainian 0 NULL UK
uz Uzbek 0 NULL UZ
v1-VI Vietnamese 0 58 VI
V82AA Asanti 0 NULL AK
V82AB Fante 0 NULL AK
V82AC Romani 0 NULL ROM
ve Venda 0 NULL VE
vo Volapuk 0 NULL VO
w1-WE Welsh 0 59 CY
wa Walloon 0 NULL WA
Page 72 of 82 Equality Act 2010 Scope Doc K Weekes
wo Wolof 0 NULL WO
xh Xhosa 0 NULL XH
y1-YO Yoruba 0 60 YO
yi Yiddish 0 NULL YI
za1 Chuang 0 NULL ZA
za2 Zhuang 0 NULL ZA
Zu Zulu 0 NULL ZU
5. Currently Captured in DQ Reporting
The following table details which data quality reports each of the data items can be found on.
Data Item Mental Health Bexley Greenwich Community Community
Gender Y Y
Ethnicity Y Y Y
Disability
Pregnancy/Maternity
Age Y Y
Sexual Orientation
Religion
Preferred Language
Gender Re- assignment
Marital Status Y
Current values (November 2011)
MH = G:\Business Reports\2011-12\Data Quality\DQ 31102011
Page 73 of 82 Equality Act 2010 Scope Doc K Weekes
Data Item Mental Health Bexley Greenwich Community Community
Gender 100% 100%
Ethnicity 83% 90% 69%
Disability
Pregnancy/Maternity
Age 100% 100%
Sexual Orientation
Religion
Preferred Language
Gender Re- assignment
Marital Status 78%
6. Mandatory Values
The following table shows which values are mandatory in RIO either by process or by the system.
Data Item Mental Health Bexley Greenwich Community Community
Gender MT MT MT
Ethnicity MT MT MT
Disability MP MP NM
Pregnancy/Maternity NA NA NA
Age MT MT MT
Sexual Orientation NM MP NM
Religion NM NM NM
Page 74 of 82 Equality Act 2010 Scope Doc K Weekes
Preferred Language NM NM NM
Gender Re- NA NA NA assignment
Marital Status NM NM NM
Key
MP = Mandatory via Process MT = Mandatory via tech
NM = Not Mandatory
7. Current Values for Equality Measures
7.1 Percent of fields populated with a value (Based on all client data currently on the system)
Data Item Mental Health Bexley Greenwich Community Community
Gender 100% 100% 100%
Ethnicity 97% 100% 100%
Disability 0% 0% 0%
Pregnancy/Maternity NA NA NA
Age 98.4% 100% 100%
Sexual Orientation 0.1% 0% 0%
Religion 59.4% 17.8% 0.7%
Preferred Language 42.8% 4% 27.3%
Gender Re- NA NA NA assignment
Marital Status 82.8% 19.7% 1.5%
Page 75 of 82 Equality Act 2010 Scope Doc K Weekes
7.2 Based on clients currently on the caseload (As per DQ Reporting)
NOTE: For Ethnicity and Marital status all codes relating to not stated or not known are counted as not having a valid entry on the system for DQ reporting. This accounts for the difference between the two tables.
Data Item Mental Health Bexley Greenwich Community Community
Gender 100% 100% 100%
Ethnicity 85.5% 53.5% 69.4%
Disability 0% 0% 0%
Pregnancy/Maternity NA NA NA
Age 100% 100% 100%
Sexual Orientation 0.4% 0% 0%
Religion 47.7% 21.3% 0.9%
Preferred Language 20.2% 3.4% 17.9%
Gender Re- NA NA NA assignment
Marital Status 79.8% 6.5% 1.7%
Page 76 of 82 Equality Act 2010 Scope Doc K Weekes
8. Captured in other Monthly Reporting
8.1 RIO Mental Health
Data Item Present in Report
Report Gender Ethnicity Disability Pregnancy Age Sexual Religio Gender Marital / Orientatio n Re- Status Maternity n assignmen t
Activity Report
RAP Report Y Y
Caseloads Y Y Y Y
Carer Assessments
Appointments
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Page 78 of 82 Equality Act 2010 Scope Doc K Weekes
8.2 RIO Bexley Community
Data Item Present in Report
Report Gender Ethnicity Disability Pregnancy Age Sexual Religio Gender Marital / Orientatio n Re- Status Maternity n assignmen t
Activity Report
RAP Report
BCHS Dashboard Y
Page 79 of 82 Equality Act 2010 Scope Doc K Weekes
8.3 RIO Greenwich Community
Data Item Present in Report
Report Gender Ethnicity Disability Pregnancy Age Sexual Religio Gender Marital / Orientatio n Re- Status Maternity n assignmen t
Activity Report
RAP Report
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Page 81 of 82 Equality Act 2010 Scope Doc K Weekes
9. Data items currently reported to monitor
Source: Monitor Compliance Framework 2011/12 (Data Completeness Quarterly reports) (Need report names)
Data Item Reported to Monitor
Gender Y
Ethnicity Y
Disability
Pregnancy/Maternity
Age Y
Sexual Orientation
Religion
Preferred Language
Gender Re-assignment
Marital Status Y
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