Annual Report and Financial Accounts 2010/11
Business Review
The Trust has rewritten its Single Equality Scheme in line with the new requirements for Public Sector Services as outlined in the Equality Act 2010.
The Single Equality Scheme sets out new equality objectives which will be regularly reviewed and addressed through the Trust’s Diversity Committee.
The Board of Directors continues to be committed to ensuring equal treatment is at the heart of all its policies, procedures and guidelines. Ensuring that the needs of all patients are addressed is an integral part of this approach and it requires us to gain a better understanding about the needs of our patients, which often stem from the patient’s personal circumstances and their cultural background.
The Trust will engage with, encourage and empower patients, the public and staff to improve the patient experience, sharing good practice with the local community and other health care providers.
The Trust continues to be committed to the Mindful Employer Charter, supporting employees to deal with mental health issues. The Trust holds the Disability Two Ticks symbol, indicating that job applications from disabled people are welcome and supported. Applicants are given the opportunity to indicate they have a disability and are offered a guaranteed interview if they meet the essential criteria for the job.
How is employee performance monitored?
Performance is monitored on an annual basis. All formal disciplinary, grievances, harassment and capability
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cases are recorded by the Trust. In addition, formal sickness absence is also recorded. Monitoring is analysed in terms of ethnicity, age and gender of staff. Any trends or adverse impacts on particular groups are identified and appropriate action taken. Results are published annually on the Trust’s website at
www.rbch.nhs.uk. The Bullying and Harassment Policy has also been reviewed in 2010 and complies with the NHSLA (NHS Litigation Authority) Standards.
There is a statutory requirement for the Trust to provide training to all staff on race equality, and case law has established that public bodies need to ensure their staff members are aware of all their obligations under the Equality Duty. This is also a best practice approach. Equality and diversity issues are promoted within the Trust’s diversity training programme. This includes a one-hour mandatory session called ‘An Introduction to Diversity,’ giving all staff a basic understanding of diversity issues. Compliance rates across the Trust are currently at 54%. This course is delivered to all new starters as part of the Core Induction Programme and is included on the Non-Clinical Mandatory Training day.
The programme also includes three additional half-day modules, which have been designed for people that require more detailed knowledge and specific skills in relation to diversity at work. These modules are: Diversity for Managers and Leaders, Diversity for the Frontline and Conducting Equality Impact Assessments (EIA). These courses are designed to try to address issues that may be encountered by individuals in specific roles. All modules are delivered
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