Single Equality Scheme

Annual Report

2009/2010

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Contents:

Page Acknowledgement 3 Introduction 4 Information about the SES action plan 6 What we have done in 2009-10 7 What we have done to improve healthcare services in 2009-10 9 A warm welcome to our Disability Champions 12 What do we plan to do in the future? 13 Appendices 1. SES Action Plan summary (traffic light) 2. Summary of groups and forums 3. Summary of the audit & review of equality, diversity and human rights (EDHR)

training 4. 2009 Staff Survey results relating to equality 5. Workforce monitoring data 6. Recruitment monitoring data 7. Information about Gateshead 8. Complaints monitoring

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Acknowledgement

Gateshead Health NHS Foundation Trust (“the Trust”) would like to thank the individuals, groups and organisations for their varied contributions towards the development of the Single Equality Scheme (SES) and ultimately this report. The links the Trust and its staff have with members, voluntary organisations and our partners across the local health community and the wider community are greatly valued and hugely important in the development and delivery of services. We are grateful for their support in helping us to promote equality for the people of Gateshead. This report contains a range of information that the Trust is required by law to publish about our services and our workforce. However the overarching aim of this report is to ensure people can access information about what we have done to promote equality during 2009/10. A short summary of this report is available upon request, and any information can be made available in alternative formats and languages. If you have any comments about our report or our SES, or if you need any further information, please contact Coleen Knox, Equality & Diversity Co-ordinator. You can telephone 0191 4453277, or email coleen.knox@ghnt.nhs.uk or write to her at the Hancock Building, Queen Elizabeth Hospital, Sheriff Hill, Gateshead, NE9 6SX.

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Introduction Gateshead Health NHS Foundation Trust provides a full range of acute services for elective (planned) and emergency care including in-patient, out-patient, day case and day care. In addition, we provide breast screening services covering Gateshead, South Tyneside, Sunderland and parts of Durham. We are also the North East Hub providing the pathology elements of the National Bowel Cancer Screening Programme. This covers an area across the North East, Yorkshire and Humberside – an eligible population of approximately eight million people. Our Trust is also the lead Trust in the South of Tyne Screening Centre (partnership/consortium between Gateshead, Sunderland and South Tyneside NHS Foundation Trusts) which provides the endoscopy procedures for the South of Tyne eligible population in the Bowel Cancer Screening Programme. The Trust has adopted a human rights based approach to promoting equality, diversity and human rights, which serves as a constant reminder that the patient is placed at the very heart of all that we do. This is reflected in our ‘Vision for Gateshead’, which promotes the core values of equality, respect, trust, dignity and openness. The aim is to ensure our services are accessible, culturally appropriate and equitably delivered to all parts of the community, by a workforce which is valued and respected, and whose diversity reflects the community it serves.

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In 2008 we made a decision to move away from different equality schemes for race, gender and disability. We wanted to develop a single equality scheme, to help us to provide better healthcare services and be a fair employer. In order to do this, we worked collaboratively with NHS North East and a number of other NHS organisations across the North East region. The SES was developed with regional consultation led by the Equalities Coalition, (a collection of voluntary and community sector organisations with an interest in equality and diversity issues). Members of the Coalition worked closely with people who were at risk of exclusion through discrimination and with the community groups that support them. The SES is broken down by equality strands into eight key areas:

1. leadership, corporate commitment, and governance 2. equality impact assessment (EIA) 3. partnership working, consultation, and involvement 4. accessibility and communications 5. workforce and training 6. commissioning and procurement 7. monitoring data, reporting and publishing 8. complaints

In June 2009 we published the first SES Annual Report to help show the progress we had made against our action plan. This is our second SES Annual Report, and in response to feedback, we have changed the format of the report to make it easier for people to read. The body of the report seeks to provide information about some of our achievements over the last twelve months. Equal opportunities monitoring and performance management data is contained in the appendices. Finally, it is important to point out that our SES remains a “live” document. As such the action plan will be shaped and refined following ongoing consultation and discussion with a range of internal and external groups, locally and regionally. In this way, we strive to ensure equality, diversity and respect for rights are embedded in our services. Peter J Smith Ian Renwick Chairman Chief Executive

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Information about the SES action plan Information about the SES action plan

The Trust has continued to work collaboratively with the NHS North East Equality Leadership Board. The annual completion of the SES Performance Framework enables the Trust to benchmark its performance against other NHS organisations. This informs future SES actions, and also enables the Trust to share best practice and

The Trust has continued to work collaboratively with the NHS North East Equality Leadership Board. The annual completion of the SES Performance Framework enables the Trust to benchmark its performance against other NHS organisations. This informs future SES actions, and also enables the Trust to share best practice and learn from regional consultation. learn from regional consultation. We are pleased to report that we have made good progress against the performance framework during the last twelve months. A traffic light summary (reviewed by the NHS North East) is enclosed in Appendix One. Please note indicators shaded green are met, indicators shaded amber are partially met, and we have no red indicators (not met). Please contact Coleen Knox, Equality & Diversity Co-ordinator, if you require any further details about the SES action plan.

We are pleased to report that we have made good progress against the performance framework during the last twelve months. A traffic light summary (reviewed by the NHS North East) is enclosed in Appendix One. Please note indicators shaded green are met, indicators shaded amber are partially met, and we have no red indicators (not met). Please contact Coleen Knox, Equality & Diversity Co-ordinator, if you require any further details about the SES action plan. Progress against the SES action plan is the result of a well established infrastructure within the Trust, which provides both leadership and governance. Ultimate accountability sits with the Board of Directors, which is supported by three main committees with delegated powers to make decisions relating to the day to day running of services. You can access further information about this work on the Trust internet site by following the following link: http://www.gatesheadhealth.nhs.uk/trust-

Progress against the SES action plan is the result of a well established infrastructure within the Trust, which provides both leadership and governance. Ultimate accountability sits with the Board of Directors, which is supported by three main committees with delegated powers to make decisions relating to the day to day running of services. You can access further information about this work on the Trust internet site by following the following link: http://www.gatesheadhealth.nhs.uk/trust-communications/reports The following groups also have responsibilities for particular aspects of equality, diversity and human rights, and a short summary of their work is included in the appendices:

• Equality & Diversity Steering Group • Health & Social Care Disability Forum • The Patient, Carer and Public Involvement Group • Privacy & Dignity Group • Carers Group • Mental Health Committee

There are other groups who have supported and implemented activities aimed at improving the services that we provide, addressing perceived inequalities, and promoting equality of opportunity. These include the Older People’s Champions network, Disability Champions network, Acute Care Collaborative for Learning Disability, Improving Working Lives Group, the Investors In People Group, Harassment Advisors, Chaplaincy and the Patient Advice and Liaison Service. At a more strategic level, the Trust is committed to pursuing positive supportive working relationships and joint developments with partner agencies and stakeholders, including the local community partners, in the interest of providing effective and seamless patient care.

What we have done in 2009-10 What we have done?

Why did we do it? What was the result? What have we learnt?

1. Reviewed the terms of reference for the Equality & Diversity Steering Group.

We wanted to make sure we had the right infrastructure to help manage the performance of the SES action plan.

During 2009/10 the membership of the group expanded, with representatives from different service areas across the Trust.

We have a core group of staff who remain very committed. Senior managers can more easily implement the work of the group, but they also have other responsibilities that mean they may not attend every meeting.

2. Maintained the two ticks Disability Award. This is a national symbol given by Jobcentre Plus.

We wanted to meet the five commitments regarding the employment, retention, training and career development of disabled employees.

We have used the symbol to advertise that we are an equal opportunities employer. It shows we have a positive attitude towards job applications from disabled people, and supporting disabled staff.

Our personnel processes and procedures promote disability equality, and pass the national standard for this award.

3. Participated in the Stonewall workplace equality index. This is an annual benchmarking exercise that showcases Britain’s top employers for lesbian, gay and bisexual staff.

To demonstrate our commitment to equality in the workplace, and to demonstrate support for lesbian, gay, and bisexual staff.

The Trust scored 114/200 points, which was good for a first assessment. We can use the findings to help identify areas for improvement.

Our E&D Steering Group needs to establish ways of working more closely with LBG staff.

4. Supported 4 BME staff to attend the national ‘Breaking Through Conference’.

To demonstrate our commitment to equality in the workplace for BME staff.

Staff fed back information to the OD & Training team about how BME staff can be supported through training and development.

People from different backgrounds can offer a useful perspective about training and development opportunities.

5. Achieved Silver in the Investors in People (IIP) award. This is a business improvement tool which has been designed to improve performance through the organisation’s people.

We use IIP to help us to plan, implement and review progress towards business objectives. It is a leading people management benchmark.

This was a very positive assessment resulting in obtaining sufficient evidence to satisfy 145 evidence criteria, which equates to the achievement of a Silver level of the extended framework. According to the assessors, this was a ‘fantastic achievement’ for an organisation of this size.

The feedback we get from an independent accredited assessment process is important because it helps us to improve.

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What we have done?

Why did we do it? What was the result? What have we learnt?

6. Audited and reviewed equality, diversity and human rights training.

To ensure staff receive regular and appropriate training to enable them to provide appropriate care to patients.

In the 2009 staff survey, 45% of staff said that they had received equality and diversity training (the definition of which included training on the awareness of age, disability, gender, race, sexual orientation and religion) in the last 12 months. The trust's score of 45% was above (better than) average when compared with trusts of a similar type

Regular audits are important to monitor the number of staff attending training. Consideration of feedback helps trainers to improve course content and delivery.

7. Held refresher training for the Board members on equality, diversity and human rights.

We want Executive and Non-Executive Board members to be aware of individual and corporate responsibilities.

Our Trust Board have been kept up to date with changes in equality legislation relating to employment and the provision of services.

Equalities legislation and the duties of the NHS grow. Board members want to be made continually aware of their responsibilities in this area.

8. We have amended our constitution to enable appointed governors from community groups to join the Trust.

We wanted to strengthen our links to local communities to gain a greater understanding of people’s needs in order to shape services.

We have representatives from the Youth Parliament and Jewish Council as appointed governors, and we are looking to fill the other vacancy from the Diversity Forum.

Appointed governors provide a useful perspective of our services. It can take time for partner organisations to identify representatives.

9. Worked in partnership with a regional co-ordinator and a local school to introduce work experience placements for young people with learning disabilities.

We want to ensure that our work placement scheme offered opportunities for local young people with learning disabilities.

The first students started working here in January, and the scheme has been expanded to other areas. We value the working relationship with Dryden School, and the students have helped us to produce a number of easy read leaflets.

Our work placement scheme has always been very popular. Making adjustments to schemes like this is very important, to ensure disabled people have the same vocational opportunities as other people.

10. Audited and reviewed theHarassment & Bullying policies and procedures. Developed an action plan to promote awareness of the harassment advisors.

We want staff to know there are procedures and support available if they feel they are experiencing any inappropriate behaviour in the workplace.

The procedures seem to be working effectively, however we have introduced a more effective monitoring system. Information about the harassment advisors is promoted to staff in equality training courses.

There are only about 20 contacts to the harassment advisors annually. Sometimes we can’t get in touch with staff very easily. Staff sometimes prefer to contact their trade union representative.

11. Asked all members of staff to complete the annual staff survey.

We want everyone to have the opportunity to provide feedback across a wide range of indicators.

The Trust scores better than average in all the equality indicators, and full details are provided in appendix Four.

It is important to promote the survey and encourage staff to respond. The Departmental breakdowns are helpful.

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What we have done to improve healthcare services in 2009-10 What we have done?

Why did we do it? What was the result? What have we learnt?

1. Promoted the NHS Constitution. This sets out the rights and pledges for patients, the public and staff, as well as the responsibilities.

The Trust is legally required to take account of the NHS Constitution as an employer and provider of healthcare services. We wanted staff and patients to be aware of the NHS Constitution, so that they understood their rights and responsibilities.

We developed a communication action plan to raise awareness. This included leaflets, information on the internet and posters. We have also changed the front cover of Trust Board papers to include a section which asks about impact on any equality group.

We will continue to reinforce the constitution through our equality training, and through the EIA process.

2. Developed a consultation protocol.

We want to ensure we work with local people and partners to ensure that they have a voice to influence the planning and delivery of health services.

We have a framework to guide us when considering service development and planning. This can help us to ensure harder to reach groups are involved.

We can learn lessons from what our patients tell us, and we can improve our services by engaging fully with the people we serve.

3. Developed a single sex accommodation delivery plan to help us to manage changes to ensure single sex accommodation for patients. Interviewed and surveyed patients to find out their views.

The Department of Health has given a clear public commitment to eliminating mixed-sex accommodation for hospital inpatients. Through our patient experience questionnaires, we know that patients have different concerns about privacy and dignity in mixed sex areas. We strongly believe in providing the best environment for our patients.

Work was been undertaken to make changes to wards, mainly on the medical corridor, to ensure that there was single sex washing, toilet and sleeping areas. The campaign to promote the importance of same sex accommodation was fronted by some of the Trust’s own doctors and nurses, and this received very positive feedback. Leaflets are sent out with all Outpatient appointments, to people who were coming for elective surgery, and placed in the file at the end of every surgery bed.

The Trust admits more women than men. The information we received through the patient experience questionnaires helped us to measure progress. It also helped the Privacy & Dignity Group inform their programme of work. It is important to feedback results to ward managers in areas that were surveyed.

4. Reviewed the interpreting policy, and developed promotional material to help staff access interpreters more easily. Updated information on the internet.

To ensure that patients and clients, whose first language is not English, have access to a qualified and confidential interpreting service.

The demand for the interpreting service has increased.

We will need to monitor the uptake of the service.

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What we have done?

Why did we do it? What was the result? What have we learnt?

5. Set up a working group with service user representation to develop guidelines for making patient information more accessible.

To enable people to access information in a way that is best for them.

We now have an ‘easy read’ patient information section on the internet. We have published several easy read leaflets. The procedures our Patient Information Group use to approve information have been changed to make sure leaflets are also produced in an easy read format where necessary.

Working with patients and disability groups is important when developing guidelines. People want to be involved.

6. Worked with a local disability advocacy group (Gateshead Access Panel) to undertake a fresh evaluation of the hospital site.

We wanted to look again at how we could improve access to our services.

We have a large number of very detailed audits, across the whole of our sites. The Health & Social Care Disability Forum will be considering the findings in 2010.

It is important to work with disability groups when identifying changes to physical access.

7. Worked with disability groups locally to update the Integrated Action Plan for Physical, Sensory and Learning Disabilities.

We understand that people who have very different impairments or disabilities often experience different barriers, and can have very different experiences when accessing and using a range of services, including healthcare. We want to make sure the work we do to improve services reflects the views of local disabled people.

We have a robust action plan, which is reviewed annually. Progress is reported to the Health & Social Care Disability Forum on a bi-monthly basis

Working with patients and disability groups is important when developing action plans. Disabled people want to be involved in the work we do to improve our services.

8. Reviewed the use of exit cards and launched new comment cards. Introduced electronic patient experience trackers across the Trust. Continued to monitor complaints by equal opportunities categories.

To improve the way we get feedback, to get information from a patient’s perspective, and to capture real time patient experiences to enable us to identify any trends for improvement.

Wards and groups receive information which can help them to provide more appropriate services. Electronic patient experience trackers were introduced in March 2010, and it is too early to draw conclusions. However the average monthly response rate has been good. There are a small number of industry specific contracts used in some services, which are not covered by the NHS contract.

It is important to look at different ways of getting patient satisfaction feedback. Because of the short duration of the surveys, it is not always practicable to obtain equal opportunities monitoring data. It is therefore very important to ensure reporting arrangements flag any equality issues to enable further consideration.

9. Changed the patient information system to capture data about patient’s disability status.

If we monitor this information, we can analyse it to help make improvements. For example, if we know that a lot of Deaf or hearing impaired patients use a

The PAS system has been changed, and we are in the process of changing forms to enable patients to declare their disability status.

It can take a long time for systems and procedures to be changed. It is important to ask local people what disability categories they would like to

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particular service, we can provide appropriate training for staff.

us to use.

What we have done?

Why did we do it? What was the result? What have we learnt?

10. Included EIA in the Policy on Policies. Introduced a reminder about EIA to policy writers who are reviewing existing policies.

To ensure all new and reviewed plans and policies are assessed for their impact on equality and human rights.

This helps the three main committees of the Trust Board when they approve policies. They can see where there has been consideration of any detrimental impact on any equality strand or minority group.

We are making progress, but not all our policies and service developments have been assessed. Managers want support to carry out EIA’s.

11. Arranged “drop in” sessions for managers involved in Equality Impact Assessment (EIA).

To provide timely and appropriate support, and achieve a consistent approach.

We have undertaken much more EIA’s this year, than last year.

Managers prefer this approach to the formal training course.

12. Changed the Trust Board report cover sheet to include a section on equality and diversity implications.

To improve the equality impact assessment process.

This has only recently been introduced, and there will be an audit and review later this year.

This has only recently been introduced, and there will be an audit and review later this year.

In addition, 2009/10 has seen many independent acknowledgements of our focus on the quality of the services we deliver for our patients:

o We were awarded a double ‘Excellent’ by the Care Quality Commission in the latest Annual Health Check process o We were acknowledged as one of the top 25 trusts in the country for reporting and submitting patient safety data by the

national Patient Safety First Campaign o We achieved full marks in an assessment by the NHS Litigation Authority – one of only 10 Trusts in the country to achieve

this. The Trust achieved full compliance across all 50 areas examined at level 3 -which is the highest level of assessment possible.

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A warm welcome to our Disability Champions

We welcomed a new group in 2009, when the Disability Champions network was established. 15 members of staff from across the Trust came together with the support of a nurse from the Practice Development team. The aim was to help raise awareness amongst staff of the barriers that disabled people face when accessing healthcare and employment. Since then more members have joined, and some have moved on. All disability champions have an interest in supporting people with disabilities. Some have a disability themselves, and others have worked or cared for disabled people. Since their formation, they have helped to:

• Promote the use of a Disability Resource File for staff • Review and improve the Disability Awareness Training Course • Carry out an annual base-line audit to benchmark progress • Carry out a survey about the positive and not positive experiences patients and staff

had, and suggestions for improvement • Support the work of the Health & Social Care Disability Forum, and the integrated

action plan for people with physical, sensory and learning disabilities

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What do we plan to do in the future? What do we plan to do in the future? The Equality Act received Royal Assent on 8th April 2010. As a result, the Regional Equality & Diversity Leads group is currently reviewing the SES and accompanying action plan. Further work will need to be undertaken when the non statutory guidance is published in July 2010. Of particular interest is the change in emphasis towards equality impact assessment outcomes rather than processes, and changes to public sector procurement. We aim to talk to local groups and forums later this year, about amendments to the scheme and the action plan. Further information about the Equality Act can be found at the Commission for Equality and Human Rights website: http://www.equalityhumanrights.com/

The Equality Act received Royal Assent on 8th April 2010. As a result, the Regional Equality & Diversity Leads group is currently reviewing the SES and accompanying action plan. Further work will need to be undertaken when the non statutory guidance is published in July 2010. Of particular interest is the change in emphasis towards equality impact assessment outcomes rather than processes, and changes to public sector procurement. We aim to talk to local groups and forums later this year, about amendments to the scheme and the action plan. Further information about the Equality Act can be found at the Commission for Equality and Human Rights website: http://www.equalityhumanrights.com/ In April 2010, we helped to introduce the NHS Help Card in the North East region. This card has been designed to provide help and support to patients when visiting any NHS hospital, doctor, dentist optician or pharmacist. Feedback from discussions with local groups has been very positive so far.

There are times when our staff come into contact with vulnerable individuals, whether patients, the general public, or colleagues. We work in partnership with a number of organisations to safeguard the health and wellbeing of vulnerable individuals. New requirements under the Safeguarding Vulnerable Groups Act (2006) were to be introduced from 26 July 2010. However the Home Secretary, Theresa May, announced on the 15th June, that the new vetting and barring scheme for people who work with children or vulnerable adults is to be “brought to a halt” pending a review. We will therefore take appropriate action following the review.

As part of work to review the ease with which people use our buildings, a series of detailed access audits was undertaken in 2009/10. As discussed earlier, the Health & Social Care Disability Forum will be considering the findings, and helping to identify priorities during 2010/11. We will also be reviewing the introduction of a new and improved halal menu for patients. This was launched in May 2010, and was the result of a group which worked with local people to improve the selection of meals on offer. The Trust will be developing a Health and Wellbeing Strategy, using existing work such as Improving Working Lives, Mindful Employer, Managing Attendance and Flexible Working. The Trust will also be using the IIP Health and Wellbeing Award, as it provides a useful framework with which to address the health and wellbeing issues within the workforce. The Patient, Carer and Public Involvement group will be developing a new PCPI strategy over the first part of 2010. This will consider how we include harder to reach groups in our consultation and involvement processes.

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SES Action Plan Summary 2009-10 Appendix One This summary is based on the information submitted to the NHS North East as part of the SES regional performance framework for the year ending March 2010. 1. Leadership, Corporate Commitment, and Governance Identify a Non Executive Equality and Diversity Champion Equality and Diversity structures and leadership roles are identified within the organisation Following further engagement with communities, the SES will be amended and presented to Trust board for approval Complete Learning Disabilities Performance and Self Assessment Framework Complete annual learning disabilities health action review and develop an action plan The Trust to participate in the Stonewall equality work place index Review the terms of reference and membership of the Equality & Diversity Steering Group Trust commitment to retain the baseline IIP Standard, and to achieve the higher ‘Profile Standard’ in particular indicators Trust to sign up for the ‘Mindful Employer’ charter Review of the Appointed Governor roles by Trust Board 2. Equality Impact Assessments Develop a SHA-wide equality impact assessment outcome databankContinue to ensure policies, procedures and services are Equality Impact Assessed on a minimum 3 yearly basis. Not all have been screened or assessed during the last 3 years Develop and pilot an Equality Impact Assessment tool which compliments the established Screening toolDevelop a training programme to support managers3. Partnership Working, Consultation, and Involvement The Trust must demonstrate that it works in partnership with it patients/service users, carers, staff and the public using a variety of methods (including those from minority groups)The Trust must demonstrate that it works in partnership with other statutory and community and independent sector organisations and groups using a variety of methodsWorking with staff, patients, carers and their support organisations to help evolve new and existing networks Ensure the E&D Steering Group work is represented regularly at other forums internally (PCPI, HSCDF etc) and also externally (Diversity Forum, GVEMG etc)PCPI to review the ‘Duty to Involve’ 4. Accessibility and Communications Ensure a clear interpreting policy in placeEnsure DDA audits of the Trust’s buildings are carried outAll information is appropriate and available in different formats on request to meet individual needEnsure information is available about all services provided by the TrustEnsure clear guidance is in place to enable the communication and access needs of all people are met including those people who are deaf, blind, deafblind or disabledHealthcare for All action plan Develop EDHR internet site

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5. Workforce and Training Equality, diversity and human rights is incorporated into all Induction trainingEquality and Diversity training is made mandatory and all staff to have received equality and diversity training every three years Identify the specific E&D needs of different staff groups in the annual training plan The Trust Board are to receive training on equality and diversity and an annual update thereafterAll HR policies to undergo an Equality Impact Assessment. Not all have undergone EIA in the last 3 years Continue to promote the Disability Award (2 tick symbol)The Trust must publish on an annual basis, a breakdown of its workforce by gender, age, ethnicity and disability (good practice would include a breakdown by sexual orientation and religion/belief.)The Trust must have policies in place to support staff who feel bullied, harassed or stressed Workforce planning considers how the local population can be reflectedUse of the Disciplinary Policy; Bullying and Harassment Policy; and Grievance Policy should be broken down by race, disability, gender, age, religion / belief, and sexual orientationIntroduction of appropriate E-learning package for EDHR trainingReview existing EDHR training to develop and improve the provision of training, awareness and support, and maintain relevance (for example incorporates Healthcare for All)6. Commissioning and Procurement All contracts and service level agreements (SLAs) must contain clauses and performance measures around duties and responsibilities under equality and diversity legislation (refer to good practice published by NHS Purchasing and Supply Agency.) There are a small number of industry specific contracts used in some services, which are not covered by the NHS contract. This is to be reviewed with the introduction of the Equality Act in 2010. Contract monitoring processes take into account equality and diversity issues to ensure compliance to E&D legislation. As above. 7. Monitoring Data, Reporting and Publishing A demographic breakdown of patients/service users by race, disability, gender, and age is published on an annual basis A demographic breakdown of the workforce by race, disability, gender, and age is published on an annual basis and this should include applicants for posts, successful applicants, applicants for training, training recipients, and staff leaving the organisation Ensure the outcomes of all equality impact assessments are published on the Trust website Publish on an annual basis a report which sets out the Trust’s progress in implementing this schemeEnsure that service usage is monitored to enable any areas of under representation to be identified8. Complaints Ensure that reports of all formal complaints are broken down by Race; Disability; Gender; and AgeIntroduce the collection of religion/belief and sexual orientation in complaints monitoring. This is to be reviewed in 2010. Ensure that reports of all PALS complaints are broken down by Race; Disability; Gender; and Age. This is to be reviewed in 2010.

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Summary of Groups Appendix Two What is the group?

What does it do? Who are members?

Membership Strengthens the Trust’s links to local communities

Over 10,000 members of the public and 3,400 members of staff

Equality & Diversity Steering Group

Advises the Trust in all aspects of equality, diversity and human rights in relation to policy-making, service delivery and employment

Non Executive lead Director lead Governor representative Members of staff

Health & Social Care Disability Forum

Steers the development and direction of health and social care disability work across the organisation. Reflects national directives and local need identified through partnership working. Manages an integrated action plan to help to improve our services for people with physical, sensory and learning disabilities

Deputy Director of Nursing Members of staff Gateshead Access Panel, Gateshead Deaf Forum, Learning Disability Service, Sightservice, Carers, Learning Disability Service user representatives

The Patient, Carer and Public Involvement Group

Works with local people and key partner organisations, to ensure that they have a voice to influence the planning and delivery of health services

Non Executive lead Director lead Head of Communications & Public Involvement Members of staff Representatives from a wide variety of partner organisations including the LINk

Privacy & Dignity Group

Privacy is a key principle which underpins human dignity and remains a basic human right. This group works to ensure all patients receiving care have their rights to privacy and dignity respected.

Deputy Director of Nursing Governor representative Members of staff

Carers Group This group works to help carers obtain the information they need to access help and support for themselves and the person for whom they care for.

Members of staff Carers Representatives from a wide variety of partner organisations including Gateshead Crossroads

Mental Health Committee

Promotes best practice in relation to the Mental Health Act, The Code of Practice, Data Protection Act, Mental Capacity Act 2005, Deprivation of Liberty, Best Interests Guidance, CPA and Supervised Community Treatment

Non Executive Directors Senior Managers Members of staff Representative from the Mental Health Trust External advisors as required

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Summary of the audit and review of EDHR training Appendix Three The Trust has a range of responsibilities under equality legislation to promote equality of opportunity, eliminate unlawful discrimination and harassment. There are also specific responsibilities associated with the race, disability, and gender equality duties. These aim to ensure that public policies, practices and services take into account the different needs of ethnic groups, disabled people, and men and women, and make real improvements to people’s lives. Training, along side awareness raising, access to information, resources and support, is an important activity to help to achieve these broad aims. The annual training plan identifies the specific equality and diversity needs of different staff groups in order to ensure training can be targeted effectively and appropriately. An audit and review was undertaken of training from January 2009 - March 2010. Course Duration Number of delegates

Mandatory (EDHR) Training:

½ hour 2,612

EDHR Training 1-3 hours 302

Corporate Induction Now 1 hour

314

Harassment & Bullying 1-3 hours 118

Disability Awareness

Full day 158

Trust Board training 1 hour 10

It should be noted that there are other training courses available to staff that include aspects of EDHR, that were not discussed in the review:

• Respecting Spiritual, Cultural and Religious Needs • Wellbeing at Work • Recruitment and Selection • Mental Capacity Act • Deprivation of Liberty Safeguards • Domestic Abuse

In addition, the following training programmes contain specific EDHR training: • Healthcare Development Programme • Foundation Doctors Induction (see Appendix C) • Senior Staff Nurse Manager Programme

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The audit and review identified two recommendations:

1. The annual review of EDHR training should fall in line with the reporting requirements of the Single Equality Scheme, April 2010 - March 2011.

• The Equality & Diversity Steering Group is responsible for developing, reviewing and supporting the implementation of the Trust’s Single Equality Scheme. It oversees the implementation of the Single Equality Scheme Action Plan across all Divisions and Services. EDHR training should continue to form part of the Trust Single Equality Scheme, and resulting action plan.

• The Health & Social Care Disability Forum annually reviews disability awareness training. Disability awareness training should continue to form part of their Integrated Action Plan for Physical, Sensory and Learning Disabilities.

2. EDHR training should continue to function as an ‘umbrella’ under which different aspects equality, diversity and human rights within healthcare are promoted. The Equality & Diversity Co-ordinator will report progress to the Equality & Diversity Steering Group in relation to EDHR training content and delivery. There are a number of areas for particular consideration during the next year (2010-11):

• Response to further analysis of the findings of the 2009 Staff Survey;

• Support for mental health training in connection with dementia, stroke, suicide prevention, risk assessment, race and cultural awareness;

• Support for staff mental wellbeing and the Mindful Employer initiative;

• Support for the safeguarding agenda generally, and in particular “Building Partnerships, Staying Safe” which aims to prevent violent extremism;

• Response to the requirement of the new Equality Bill, once it has completed the passage through parliament, and becomes law;

• Consideration about whether there is sufficient equality focus for the relevant levels of responsibilities and functions in the Trust, in particular to management levels and the “Managing EDHR” course; and

• Continued and improved involvement with local groups, for example carers, to ensure training content is valid and appropriate. (Using the Disability Awareness Training as a model of excellence).

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2009 Staff Survey results relating to equality Appendix Four KEY FINDING 3. Percentage of staff feeling valued by their work colleagues • The trust's score of 78% was above (better than) average when compared with trusts of a similar type. • It has not changed significantly since the 2008 survey when the trust scored 75%. KEY FINDING 8. Trust commitment to work-life balance • The trust's score of 3.58 was in the highest (best) 20% when compared with trusts of a similar type. • It is also a statistically significant increase since 2008 (i.e. a better score than in 2008) when the trust scored 3.53. KEY FINDING 10. Percentage of staff using flexible working options • The trust's score of 73% was above (better than) average when compared with trusts of a similar type. • It has not changed significantly since the 2008 survey when the trust scored 74%. their jobs, and line management support to succeed. KEY FINDING 11. Percentage of staff feeling there are good opportunities to develop their potential at work • The trust's score of 55% was in the highest (best) 20% when compared with trusts of a similar type. • It has not changed significantly since the 2008 survey when the trust scored 54%. KEY FINDING 25. Percentage of staff experiencing physical violence from staff in last 12 months • The trust's score of 2% was average when compared with trusts of a similar type. • It has not changed significantly since the 2008 survey when the trust scored 2%. KEY FINDING 27. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months • The trust's score of 11% was in the lowest (best) 20% when compared with trusts of a similar type. • It has not changed significantly since the 2008 survey when the trust scored 15%. KEY FINDING 28. Perceptions of effective action from employer towards violence and harassment • The trust's score of 3.70 was in the highest (best) 20% when compared with trusts of a similar type. • It is also a statistically significant increase since 2008 (i.e. a better score than in 2008) when the trust scored 3.64.

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KEY FINDING 38. Percentage of staff having equality and diversity training in last 12 months • The trust's score of 45% was above (better than) average when compared with trusts of a similar type. • It is also a statistically significant increase since 2008 (i.e. a better score than in 2008) when the trust scored 28%. KEY FINDING 39. Percentage of staff believing trust provides equal opportunities for career progression or promotion • The trust's score of 95% was in the highest (best) 20% when compared with trusts of a similar type. • It has not changed significantly since the 2008 survey when the trust scored 93%. KEY FINDING 40. Percentage of staff experiencing discrimination at work in last 12 months • The trust's score of 4% was in the lowest (best) 20% when compared with trusts of a similar type. • It has not changed significantly since the 2008 survey when the trust scored 5%. Disability

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Workforce monitoring data Appendix Five Ethnic Origin for Gateshead, by population and workforce:

Ethnic Background Estimated Population No.

% Workforce No.

%

White: British

180, 800 94.9 3,306 94.03

White: Irish

600 0.3 18 0.51

White: Other white

2, 800 1.5 31 0.88

Mixed: White and Black Caribbean

300 0.2 - -

Mixed: White and Black African

200 0.1 2 0.06

Mixed: White and Asian

400 0.2 4 0.11

Mixed: Other Mixed

300 0.2 5 0.14

Asian or Asian British: Indian

900 0.5 58 1.65

Asian or Asian British: Pakistani

800 0.4 11 0.30

Asian or Asian British: Bangladeshi

300 0.2 3 0.09

Asian or Asian British: Other Asian

500 0.3 21 0.60

Black or Black British: Black Caribbean

200 0.1 2 0.06

Black or Black British: Black African 900 0.5 21 0.60

Black or Black British: Other Black

100 0.0 7 0.20

Other Ethnic Group: Chinese

600 0.3 4 0.11

Other Ethnic Group: Other

700 0.4 22 0.63

Not stated

- - 1 0.03

Total

190,400 100 3,516 100

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Workforce profile by Ethnic origin: Ethnic origin White

BritishNo.

%Other

No.

% Total

No. %

Add Prof Scientific and Technical

123 96.9 4 3.1 127 3.6

Add. Clinical Services

572 97.9 12 2.1 584 16.6

Admin & Clerical

736 98.8 9 1.2 745 21.2

Allied Health Professionals

162 92.0 14 8.0 176 5.0

Estates and Ancillary

549 97.3 15 2.7 564 16.0

Healthcare Scientists

80 97.6 2 2.4 82 2.3

Medical & Dental

155 60.3 102 39.7 257 7.3

Nursing and Midwifery

923 94.7 52 5.3 975 27.7

Students

6 100 0 0.0 6 0.2

Total

3,306 94.0 210 6.0 3,516 100

Workforce profile by gender: Gender Female

No. %MaleNo.

%

TotalNo. %

Add Prof Scientific and Technical

86 68 41 32 127 3.6

Add. Clinical Services

512 88 72 12 584 16.6

Admin & Clerical

617 83 128 17 745 21.2

Allied Health Professionals

141 80 35 20 176 5.0

Estates and Ancillary

393 70 171 30 564 16.0

Healthcare Scientists 57 70 25 30 82 2.3

Medical & Dental

117 46 140 54 257 7.3

Nursing and Midwifery 890 91 85 9 975 27.7

Students 5 83 1 17 6 0.2

Total

2,818 80.1 698 19.9 3516 100

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Workforce profile by disability status: Workforce profile by disability status: 84 members of staff have declared they have a disability, and the proportion is as follows: 84 members of staff have declared they have a disability, and the proportion is as follows:

Workforce profile by Disability status Add Prof Scientificand TechnicAdd Clinical ServicesAdmin & Clerical

AHP's

Estates &AncillaryHealthcareScientistsMedical & Dental

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Information about promotion: Information about promotion: During 2009/10 126 members of staff were promoted. As the number of staff in some occupational areas is very small, information is not displayed by occupational areas. During 2009/10 126 members of staff were promoted. As the number of staff in some occupational areas is very small, information is not displayed by occupational areas.

Promotion by Gender

Female Male

Promotion by Ethnic Origin

White British Asian Indian Black AfricanChinese Not stated

Promotion by Disability status

Disabled Not disabled Undefined

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Information about staff turnover: Again, details of the 353 people who left the Trust during 2009/10 are not broken down into occupational areas:

Leavers by Ethnicity

White BritishNon White British

Leavers by Gender

MaleFamale

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Leavers by Disability status

DisabledNon disabledNot defined

Information about discipline: There were 20 formal disciplinary cases, of which 4 resulted in dismissal. There were 2 formal bullying and harassment cases, and … grievances. In view of the small number of cases we have provided a cumulative total here. Please contact Coleen Knox if you require further clarification. Discipline

No. %

Gender Female

12 60

Male

8 40

Ethnic origin White British

17 85

Other groups

3 15

Disability status Disabled

0 0

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Information about grievance and harassment: There were 3 formal harassment complaints, however one complaint was raised by 12 members of staff. There were 23 formal grievances, however one grievance was raised by 18 members of staff. Please contact Coleen Knox if you require further clarification. Grievance and harassment

No. %

Gender Female

18 47

Male

19 53

Ethnic origin White British

37 100

Other groups

0 0

Disability status Disabled

0 0

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Recruitment Monitoring Data Appendix Six

Gender Female

Applicant No.

%

Male

No.

%

Female Offered

No.

%

Male

No.

% Add Prof Scientific and Technical

218 56.7 166 43.3 11 61.2 7 38.8

Clinical Services

2016 76.2 631 23.8 112 83.5 22 16.5

Admin & Clerical

2690 70.1 1147 29.9 87 82.9 18 17.1

Allied Health Professionals

332 60.2 220 39.8 28 70 12 30

Estates and Ancillary

750 54.5 628 45.5 32 71.2 13 28.8

Healthcare Scientists

136 56.9 103 43.1 6 75 2 25

Medical & Dental

236 34.8 442 65.2 52 67.5 25 32.5

Nursing and Midwifery 930 88.1 126 11.9 130 92.8 10 7.2

Students

0 0 0 0 6 100 0 0

Total

7308 67.7 3463 32.3 464 80.9 109 19.1

NB:13 applicants did not disclose their gender

Disability Disabled

Applicants No.

%

Not Defined

No.

%

DisabledOffered

No.

%

Not Defined

No.

% Add Prof Scientific and Technical 17 4.5 367 95.5 0 0 16 100

Clinical Services

67 2.5 2582 97.5 1 0.8 124 99.2

Admin & Clerical

162 4.2 3681 95.8 1 1 98 98.9

Allied Health Professionals 15 2.7 539 97.3 1 2.5 39 97.5

Estates and Ancillary

47 3.5 1331 96.5 0 0 97 100

Healthcare Scientists

4 1.6 235 98.4 0 0 8 100

Medical & Dental 6 0.8 675 99.2 1 1.3 82 98.7

Nursing and Midwifery

26 2.4 1030 97.6 3 2.4 122 97.6

Students

0 0 0 0 0 0 5 0

Total 344 3.1 10440 96.9 7 1.2 591 98.8

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Race White British

Applicants No.

%

All others

No.

%

White British

Offered No.

%

All Others

No.

% Add Prof Scientific and Technical

252 65.6 132 34.4 10 90.9 1 9.1

Clinical Services

2203 83.2 446 16.8 63 91.4 6 8.6

Admin & Clerical

3383 88.1 460 11.9 102 97.2 3 2.8

Allied Health Professionals

281 50.8 273 49.2 36 90 4 10

Estates and Ancillary

1034 75.1 344 24.9 43 95.5 2 4.5

Healthcare Scientists

112 46.8 127 53.2 8 100 0 0

Medical & Dental

21 3.1 660 96.9 53 68.8 24 31.2

Nursing and Midwifery

767 72.6 289 27.4 135 96.5 5 3.5

Students

0 0 0 0 6 100 0 0

Total

8053 74.6 2731 25.4 456 91.1 45 8.9

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Information relating to Gateshead Appendix Seven

The Trust has contributed towards the Joint Strategic Needs Assessment (JSNA) for Gateshead. Please see the following website for full details. http://www.gateshead.gov.uk/Care%20and%20Health/jsna.aspx

The JSNA identifies the current and future health and well-being needs of the local population. The Trust uses this information when planning and developing services, in order to ensure they meet the current and future health care needs of the local community.

The population of Gateshead has been falling over the past 20 years. However, this decline has recently levelled off and the population is forecast to grow again over the next 20 years. In 1980 Gateshead’s population was close to 215,000. It now stands at 190,000 in 2007 and is forecast to rise to 198,000 by 2025. Compared to England the population of Gateshead has a higher proportion of older people. 18% of the population is currently aged 65 years and over compared with 16% across England and 17% across the North East. Older people use health and social care services more intensively than any other population group and so the high proportion of older people in Gateshead has strong implications for the planning of health and care services. Life expectancy is rising over time, and so the absolute size of the older population, and the size in proportion to the population as a whole, will grow. In Gateshead, it is forecast that the number of older people, 65 years and over, will rise from 34.000 in 2007 to 42,000 in 2025 – an increase of 25%. Among people over 85 years, the section of the population with the greatest care needs, the number of people in Gateshead will increase by nearly 80% from 3,700 to 6,600 over the same period. According to the Association of Public Health Observatories:

• Just under thirty-five per cent of the residents of Gateshead live in the most deprived areas of England, with just under five per cent living in the least deprived areas.

• Early deaths from heart disease and stroke and early deaths from cancer are worse than the England average.

• Life expectancy for both men and women is also worse than the national average. • Men from the least deprived areas of Gateshead live about eleven years longer than

those from the most deprived areas, and the difference for women is about six years.

• Over the last ten years, early deaths from heart disease and stroke have decreased markedly and early deaths from cancer have fallen faster than England's average.

• The percentage of children achieving at least 5 A* to C grade GCSEs is close to the England average.

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• The percentages of physically active children and obese children are worse than the England averages.

• The percentage of physically active adults is similar to the England average. • Hospital stays for alcohol related harm are worse than the average for England.

Local government and primary care goals for the future are: driving up life expectancy; choosing health, by improving mental wellbeing and lifestyles; investing in health, by improving GCSE attainment, life opportunities and the environment; and reducing inequalities, by encouraging community engagement and targeting the vulnerable. More information about health profiles can be found at http://www.healthprofiles.info

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Complaint monitoring summary Appendix Eight Our Complaints Managers and PALS service provide advice and support to patients, carers and the public to enable concerns to be addressed. We learn valuable lessons from complaints and this information can help us to improve our services. In addition, anonymous information is given to the Board of Directors, and is provided as evidence to support future developments in services. Gender Male

Female

20 (41.7%)

28 (58.3%)

Disability Disabled Non disabled Not declared

16 (33.3)

31 (64.6%) 1 (2.1%)

Age Under 18

18-29 years

30-64 years

65-74 years

75-84 years

Over 85 years

2 (4.2%)

4 (8.3%)

29 (60.4%)

6 (12.5%) 4 (8.3%)

3 (6.3%)

Ethnic background

White British

Other Not declared

37 (77.1%) 7 (14.6%) 4 (8.3%)