1. Equality Standard Equality, Diversity and Inclusion Equality Standard Equality, Diversity and Inclusion Equality Delivery System (EDS2) 2015/18 Ricky Somal: Equality and Diversity Manager

2. Enabling our staff to connect with our vision, values and behaviours Responding to our quality, safety, operational and financial obligations Attracting, developing and retaining skilled and committed people Equality Standard Roadmap to 2018 Welcome to our Equality Standard, our plan to integrate equality and diversity in everything we do.

3. Vision, Values and Behaviours Our inclusive culture will be defined by our organisational values: Caring We will deliver person centred care through EDS2 Objective: Improving patient access and experience Helpful We will forge relationships through EDS2 Objective: Empowered, engaged and supported staff Open and Honest We will deliver value through EDS Objective: Better health outcomes for all Teamwork We will release ambition through EDS2 Objective: Inclusive leadership at all levels

4. Equality Act 2010 The protected characteristics contained within the Equality Act 2010 are:

5. Equality Standard Integration criteriaImproving our EDS2 performance 1. Equality Impact Group (EIG)Governance and Reporting 2. Equality StandardOrganisational and Cultural Development 3. VOX POPWorkforce and Customer Engagement 4. Diversity MomentsLearning, Education and Development 5. Diversity ScorecardEmployee Relations Performance We aim to integrate equality and diversity through the following 5-point integration plan:

6. Corporate Equality Objectives: September 2015 – March 2016 ObjectiveAction StrategyDesign and launch of a brand new equality and diversity strategy ‘Equality Standard’ Equality AnalysisUndertake a full review of the current equality and diversity policy and procedure and review clinical and non-clinical policy and procedures to ensure equality and diversity implications are addressed appropriately Public Sector Equality Duty (PSED) Compile an up to date Workforce Diversity Scorecard (including WRES) and publish on website and design WRES implementation plan Learning, Education and Development Engage with the Learning and Development team to review current E&D training and launch Diversity Moments initiative Communication and Marketing As part of a communication and marketing plan of the E&D service re-design, we will review and update the information published on the Trust website to ensure we respond to our legal and regulatory requirements

7. EDS2 2015/18 To meet the requirements of the EDS2 we have launched a brand new Equality Standard The Equality Standard aims to embed a sustainable service delivery model for equality, diversity and inclusion. With the aim to mainstream the EDS2 and WRES; clinical and corporate services work towards detailed standard criteria and offers incremental recognition of improvement with three levels of award: bronze, silver and gold. The standard criteria has been established for each outcome of the EDS2 The Equality Standard toolkit includes a guidance document outlining standard criteria and a Provider Compliance Assessment (PCA) to record evidence.

8. Equality Standard Award Bronze A bronze award recognises that the Division has a solid foundation for eliminating unlawful discrimination and developing an inclusive culture that values all staff. Silver In addition to the requirements for a bronze award, a silver award recognises a significant record of activity and achievement by the Division in promoting equality and diversity and in addressing challenges across the Division. Gold In addition to the requirements of the bronze and silver award, a gold award recognises a significant record of activity and achievement by the Division towards the EDS2 and WRES outcomes.

9. Monitoring our Performance Workforce Equality Information 2014/15 The trust has published its Workforce Race Equality Standard: http://www.northmid.nhs.uk/Work-With-Us/Equality-and-Diversity http://www.northmid.nhs.uk/Work-With-Us/Equality-and-Diversity A WRES Implementation plan has been designed and will be consulted on (March 2016) and be launched in April 2016 - March 2017 (see next slide for overview of actions)

10. Workforce Race Equality Standard (WRES) 2.2 Workforce Race Equality Standard (WRES) A WRES Implementation Plan has been designed to help deliver positive and measurable outcomes in response to the WRES metrics. The WRES Implementation Plan includes innovations such as: Strategic WRES Action: Diverse Data Analysis Leveraging metrics and data from multiple data sources in order to understand and design the WRES work program Undertake a root cause analysis of BME disciplinary cases to identify trends/themes in behaviours and an action plan to address key findings. Strategic WRES Action: Workforce Engagement Strategic ‘WRES Engagement Programme’ to improve the development, engagement and retention of employees within the organisation identifying the on- boarding experience of protected groups identifying staff who have been in post for 3 years or longer and working in partnership with the HR Business Partners to engage and identify experience. utilising the experience based co-design method in the consultation of policies and organisational change WRES - Listening in Action Survey (LiA) Strategic WRES Action: Learning, Education and Development Leadership development module (Leading a culturally diverse workforce) for senior leaders (Band 7-8). Directors and senior leaders to have training and development in EDS2 and WRES improvement Interactive learning development course ‘Diversity Moments’. Twelve action learning sets specifically aimed at embedding inclusion in the workforce and clinical strategy. Strategic WRES Action: Organisational Development (to be consulted during April 2016-March 2017). Workforce Race Equality Charter (WREC) - an extension of our Equality Standard, the WREC provides specific guidance that aims to improve the representation, progression and success of BME staff. The WREC specifically aims to embed a cultural organisational development change in response to meeting the WRES metric requirements.

11. EDS2 Innovations to look out for in 2016 Customer (patient) Involvement and Experience In-depth Review Toolkit This audit toolkit provides a detailed baseline assessment to understand what services have done or are planning to do in key areas, including: obtaining regular customer feedback to ensure that people have a positive experience of services; and involving customers in the planning, delivery and development of services Organisation's can use this information to: develop a database of all customer experience and involvement activity; and monitor developments to show how the organisation is actively engaging with customers to improve their experience of services Interpreting and translation In-depth review toolkit The purpose of this review is to provide a comprehensive picture of how services understand and use interpreting and translation (I&T) services to improve patient access and experience. The evidence gained from this audit will be used to: develop a database of interpreting and translation activity across the Trust clarify reporting/governance protocols both internally and externally monitor activities to demonstrate how the Trust is engaging with patients to identify their communication needs make I&T service offerings more visible and transparent share best practice across the whole organisation

12. Diversity Moments This learning and development programme aims to embed equality, diversity and inclusion into the clinical and workforce strategy. Associated guidance or diagnostic toolkits accompany each Diversity Moment in order to embed the learning across the organisation. Diversity Moments include a series of high impact, interactive training opportunities including: Organisational Diversity MomentsPatient Diversity MomentsWorkforce Diversity Moments EDS2 - understanding roles and responsibility (this includes the Equality Standard Toolkit) Delivering Person Centred Care – a Diversity Roadmap Delivering the behavioural components of excellent customer service WRES – Understanding roles and responsibility (this includes the WRES Strategy and Implementation Plan) Improving Diverse Patient Insight and Experience Improving workforce health and wellbeing Embedding Values Based DiversityTranscultural Healthcare Practice – identifying factors that define transcultural nursing and methods to promote culturally competent nursing care Unconscious Bias and its impact on clinical and corporate decision making Understanding and completing Equality Analysis Understanding Health Inequalities and Wellbeing for groups protected by the Equality Act 2010 Systems Thinking – Improving the cultural capability of the workforce

13. Ricky Somal Equality and Diversity Manager Email: rickysomal@nhs.netrickysomal@nhs.net Mobile: 07584 408097