Equality and diversity
Public Sector Equality Duties
Equality data monitoring
The Equality Act 2010 introduced a general public sector equality duty, which public bodies, including Acute Trusts, have to meet. The general duty has three aims and requires public bodies to have due regard to the need to:
- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010
- advance equality of opportunity between people from different groups. This involves considering the need to:
- remove or minimise disadvantages suffered by people due to their protected characteristics
- meet the needs of people with protected characteristics
- encourage people with protected characteristics to participate in public life or in other activities where their participation is low
- foster good relations between people from different groups. This involves tackling prejudice and promoting understanding between people from different groups
The duty is underpinned by specific duties. The specific duties aim to help public bodies perform better in meeting the general equality duty and require NWLH NHS Trust to publish:
- equality objectives, at least every four years (by April 2012)
- information to demonstrate their compliance with the equality duty, at least annually (by 31 January 2012)
Why is equality data monitoring important, and how can I use this information?
It is both a requirement and good practice to know the composition of our patients and workforce so that issues of under-representation can be addressed and needs provided for. The Trust uses equality data to understand whether people from all backgrounds are being treated fairly. Even in equality areas where there is no legal requirement to monitor, it is good practice for the Trust to know whether its services are accessible and used by all groups, so that issues of under-representation can be addressed.
Monitoring gives equal opportunities credibility and integrity and it is the basic foundation for evaluating the extent of diversity. The results of equality monitoring can inform the effective use of resources, improve competitiveness by attracting and retaining staff, and enhance service delivery by understanding who our patients and service users are.
Equality data can be used to monitor the effects of policies, practices and activities on staff, patients and service users from all equality groups and identify where there may be an adverse effect on particular groups. Without equality monitoring, the Trust will never know whether its equality policies are working. In turn, this can help to identify positive changes that can be made to improve equality and diversity in every aspect of The Trust, including access and levels of satisfaction amongst patients and service users through to staff recruitment employment or training.
By clicking on the tabs on the right hand side of this page you can see the information we hold for our staff and patients. Much of this information is presented in tables. We will be adding a narrative for this information shortly.
If you would like more information about anything contained within the reports, or if you require the information in alternative formats (for example, braille, large print or audio), please contact email@example.com