Gender Equality Scheme - The Royal Wolverhampton Hospitals ...

royalwolverhamptonhospitals.nhs.uk

Gender Equality Scheme - The Royal Wolverhampton Hospitals ...

should help the public sector, and those working with it, to identify and respond tostereotyping, sex discrimination and sexism, resulting in improvements for all.The duty requires the Trust to identify and tackle discrimination, to preventharassment, and to ensure that their work promotes equality of opportunitybetween men and women. It is a form of legally enforceable ‘gendermainstreaming’ – building gender equality into the core business thinking andprocesses of an organisation. It is different from previous sex equality legislationin two crucial respects:• the Trust must to be proactive in eliminating discrimination andharassment, rather than waiting for individuals to take cases against them.• the Trust must be proactive in promoting equality of opportunity andnot just avoiding discrimination.The aim of the duty is not to establish processes but to make visible and fasterprogress towards gender equality. Indicators of progress might include:• Service-users notice that services are more accessible and better tailored totheir needs, and service outcomes by gender begin to improve.• Women and men are making greater use of services that their sex hadpreviously under-used.• Service-users with caring responsibilities have improved access to healthcarewhere crèche facilities are made available.• Fathers receive greater support for their childcare responsibilities from publicservices and employers.• Girls have higher aspirations for their future careers.• Women and men from all groups feel effectively engaged in decision andpolicymaking around issues that have a direct effect on them.• Women and men are represented at all levels of the workforce and in all areasof work.• Harassment and sexual harassment of staff, service users and others is dealtwith promptly and systematically, according to agreed procedures, and toleranceof harassment drops within the organisation as a whole.• The reported level of discrimination experienced by pregnant staff and staffreturning from maternity leave reduces significantly and is eventually eliminated.• The gap between women and men's pay narrows and is eventually eliminated.• Employees with caring responsibilities are receiving greater support from the6


Therapy ServicesBlack and Minority Ethnic Staff Support GroupPCT Black and Minority Staff Support GroupAfrican Caribbean Strategic Health Allied NetworkMoreland TrustInspirational Ladies GroupAfrican Caribbean Community InitiativeMount Shiloh Health Advisory CentreLesbian, Gay, Bisexual and Transgender communityTrust Functions, Policies and ProceduresThe Trust considers its policies and functions relevant to gender equality and isrequired to review this list at least every three years.The services and functions that have been assessed as relevant to the generalduties of gender equality are listed below. A list of the relevant policies can befound in appendix 2.9


SERVICE PROVISION AND FUNCTIONSPatient Activity by Gender for the period 2005 – 2006.The Trust currently comprises of approximately 620 beds and the patient activityis detailed below for 2005 -2006. The range of services provided is given on page11Finished ConsultantsEpisodes 2005 - 2006Type Male Female TotalBirth 1787 1617 3404Day Cases 11383 12920 24303Elective 7438 7111 14549Emergency 20720 20520 41240Maternity 8859 8859Regular Day admissions 6277 4238 10515Transfers 1325 757 2082Out Patients Attendance 2005- 200648930 56022 104952Patient Type Male Female TotalNew 54354 70341 124695Review 111074 140296 251370165428 210637 376065Accident & EmergencyAttendees By Gender2005/2006New CrossVisit Type Description Male Female TotalFIRST VISIT 42742 34977 77719CLINIC PATIENT 3431 2255 5686UNPLANNED RETURN VISIT 1414 896 2310Total 47587 38128 85715Eye InfirmaryVisit Type Description Male Female TotalFirst Visit 6797 10835 1763210


Services currently providedInpatients Day Cases Out patients Open Access?General Surgery Breast Clinic Urology Orthopaedics Foot Surgery Ophthalmology Gynaecology Obstetrics ENT Hearing ServicesPaediatrics General Medicine GenitourinaryMedicineGastroenterology Haematology Neurology Thoracic Surgery Rheumatology Plastic Surgery Pain Management Cardiology RadiotherapyDermatology Radiology Pathology Physiotherapy Occupational TherapyDieteticsPsychology GA DentalAnaesthetics Maxillo-FacialOrthodonticsMaternity RenalEndoscopyNeonatal (Exc NIC) 11


Staff Activity by GenderThe Trust employs 4755 staff which comprises of clinical and non clinical staff groups.The table below provides details of staff by gender and pay bands.Pay bandings 1 to 8 refer to pay banding under Agenda for Change. Agenda for Change is a new pay system to ensure fairpay and a clearer system for career progression.Staff employed by Gender and pay bandingGrade Gender Core Management Corporate Services Division 1 Division 2 Facilities Management Grand TotalBand 1 Female 16 4 23 16 358 417Male 16 16Band 1 Total 16 4 23 16 374 433Band 2 Female 80 35 345 342 53 855Male 1 13 43 26 110 193Band 2 Total 81 48 388 368 163 1048Band 3 Female 18 31 56 87 26 218Male 2 2 2 12 18 36Band 3 Total 20 33 58 99 44 254Band 4 Female 18 44 80 85 6 233Male 7 8 3 2 32 52Band 4 Total 25 52 83 87 38 285Band 5 Female 11 22 381 369 1 784Male 9 17 63 42 9 140Band 5 Total 20 39 444 411 10 924Band 6 Female 16 27 293 238 2 576Male 21 13 56 14 3 107Band 6 Total 37 40 349 252 5 683Band 7 Female 8 14 103 146 271Male 8 10 25 10 5 5812


Band 7 Total 16 24 128 156 5 329Band 8 Female 2 8 25 37 1 73Male 4 5 12 9 2 32Band 8 Total 6 13 37 46 3 105Directors/Non execs Female 4 4Male 9 9Directors/Non execs Total 13 13Local Female 1 25 1 1 1 29Male 20 1 10 9 40Local Total 1 45 2 11 10 69Medical & Dental Female 1 83 103 187Male 1 222 188 411Medical & Dental Total 2 305 291 598Whitley Female 1 6 6 13Male 1 2 1 4Whitley Total 1 1 8 7 17YTS & Students Female 39 39Male 2 2YTS Students Total 41 41Grand Total 223 355 1825 1744 652 4799%'s Female 76.23% 71.83% 76.49% 82.00% 68.71% 7.08%Male 23.77% 28.17% 23.51% 18.00% 31.29% 22.92%13


Equality and Diversity Impact AssessmentsThe Trust’s Equality and Diversity Impact assessment tool will identify anyadverse effects or disadvantages in relation to gender equality. It will alsoidentity areas where there could be better promotion of equality of opportunityfor men and women.This process will be carried out on all policies, practices, procedures,strategies and other areas such as leaflets available to the public. Thisprocess will take time to complete on all the areas mentioned above and isincluded within the action plans.The Process - Partnership Working and InvolvementThe Royal Wolverhampton Hospitals NHS has been working in partnershipwith• Wolverhampton Primary Care Trust,• Wolverhampton City Council Corporate Equalities team and cabinetlead for equalities• Women of Wolverhampton• Inspire Black Country• University of Wolverhamptonto involve and engage its staff and service users within Wolverhampton. Thisjoint working not only saves resources but also lessens involvement fatiguethat may be experienced by some disabled people. A joint group called theGender Equality Partnership Group was set up in November 2006 tospecifically look at the implementation of the Gender Equality Duty with theinvolvement of staff and service user’s from the onset.The group is representative of staff and service users from the partnerorganisations within the local community.The function of the Gender Equality Partnership Group is to offer a support indeveloping partner organisation’s gender equality scheme, to act as anadvisory, guidance and consultative group, to share good practices with itspartners, areas for development and debate management solutions. Thegroup is also involved with the impact assessment process.The duty in relation to transsexual and transgender peopleCurrent sex discrimination legislation protects transsexual people fromdiscrimination and harassment on the grounds of gender reassignment inemployment and vocational training. There is currently no legal requirementfor the Trust to take action for people who do not meet current legal definitionof transsexual. This includes people who choose to live as a member of theopposite sex without intention of undergoing medical gender reassignment.This group of people experience significant amount of harassment and14


discrimination. In such instances the Trust Harassment and Bullying Policywould be implemented.Also there is currently no legal requirement for the Trust to promote equalitybetween transsexual or transgender people and non transsexual ortransgender people. However, the Government ‘s Discrimination Law Reviewwill look at extending protection to cover transgender and transsexual peopleas a part of the Single Equalities Act.Under the European Goods and Service Directive, gender reassignmentdiscrimination and harassment will be unlawful in the access to goods andservices. From late 2007 onwards the Trust will be legally required to takeinto account the government regulations under that duty.Reporting ProgressProgress on the action plans will be reported to the Trust Management Teamannually. This will be reported through existing mechanisms, whilst the resultof equality and diversity impact assessment will be reported as they arecarried out. In addition we will ensure that we use every mechanism availableto us to communicate the progress we are making such as:1) RWHTs Internet site www.royalwolverhamptonhospitals.nhs.uk2) RWHTs Intranet3) Trust Monday BriefingReviewing the SchemeThe Royal Wolverhampton NHS Trust is obliged to review the Scheme everythree years; however this scheme will be harmonised into a single equalityscheme in line with direction form the Department of Health and in keepingwith the Single Equalities Act.15


Employment ActionObjective Step to Achieve OutcomesrequiredEnsure equalpay betweenmale andfemale staffCompleteimplementationof Agenda forChange andensure it isreviewedAction Plan to deliver Gender Equality SchemeEqual pay for allstaff regardlessof genderTimescales Resourcesrequired2010 Agenda forChangeprojectteamResponsibleTeam/PersonDirector ofHumanResourcesTrust & Core NHSObjective met*Annual Healthcare Plan(AHP) Objective Five:staff focus 5.1 &5.2Arrange genderequalityawarenesstrainingReview allemploymentpolicies forimpact ongender equalityTrainingsessions;Guidance onintranetConductevaluation ofeffectiveness oftrainingUse Equality andDiversity ImpactAssessmentpolicy within OP1All staff will beaware ofequality issuesand considerthese in theirdealings withcolleagues andcustomersAll employmentpolicies areequality proofedOngoingBy April2010Access toonlinetrainingpackageStaff timeto receivetraining onconductingequalityanddiversityimpactassessmentEducationand TrainingDirector ofHumanResourcesObjective Five: stafffocus 5.4Objective Five: stafffocus 5.116


Service Delivery ActionObjective Step to Achieve OutcomesrequiredTimescalesResourcesrequiredResponsibleTeam/PersonTrust & CoreNHS Objectivemet*All policiesimpact equallyon men andwomenLearning fromGood PracticeUse Equality andDiversity ImpactAssessmentpolicy within OP1Develop adatabase of goodpracticeAll policies areequality proofedImprovedservice deliveryfor men andwomenAs policiesareintroduced orreviewedApril 2007onwardsStaff time toreceivetraining onconductingequality anddiversityimpactassessmentStaff resourcesto develop andmaintaindatabaseAppropriateDirectorDirector ofHumanResourcesDirector ofNursing &MidwiferyObjective 2;Patient Focus2.3, 2.4, 2.5, 2.7Objective 3;Patient Focus3.1, 3.2,3.3Single sexprovision ofgoods servicesand facilitiesNew HospitalprojectProvision ofservices andfacilities that areaccessible bymen and womenBy 2012Director ofEstates andFacilities,The Core NHS Objectives for each of the above actions met are as follows:17


The NHS Operating Framework 2007-2008• Reducing health inequalities is at the heart of NHS planning and performance systems which requires anevidence based approach, targeted action and a cycle of evaluation.The Commissioning Framework• The connection between commissioning activity and addressing health inequalities is implicit, as properlydesigned and executed commissioning both reduces health inequalities and can act to promote equality ofaccess and health outcomes.Standards for Better HealthEquality and human rights runs through a number of core standards e.g.,• C7e: 'enable all members of the population to access services equally';• C6: 'ensure that patients’ individual needs are properly managed';• C13 'have systems in place to ensure that staff treat patients and relatives and carers with dignity and respect';• C17: 'The views of patients, their carers and others are sought and taken into account in designing, planning,delivering and improving healthcare services'.National Service Frameworks• National Service Frameworks set national standards and identify key interventions for a defined service or caregroup and frequently refer to the need to tackle health inequalities.LegislativeThe Employment Equality (Sex Discrimination) Regulations 2005 (SI (2005/2467) (including amendments to Equal Pay Act1970-pregnancy and maternity leave).*The Trust Objectives met column refers the Trust Objective for 2006/2007 as detailed in the Trust’s Annual HealthcarePlan (AHP). Objective Five covers ‘staff focus’ and the related activities the Trust will undertake to ensure it is the‘Employer of choice’ the Objectives that the above objectives in the first column will enable the Trust to meet are 5.1Human Resource Framework, 5.2 Improving Working Lives, 5.4 Training and Development.18


Appendix 1GENDER DUTY CONSULTATION SURVEY.The Gender Equality Duty (GED) requires public authorities to promoteequality between women and men and eliminate unlawful sexdiscrimination and harassment. This means, public sectors will have todevelop policies, design services and have employment practices withthe different needs of women and men in mind. This GED comes intoforce in April 2007.On January 10 th , 2007 Gender Equality Partnership commenced theirconsultation. This initial consultation took place at the RoyalWolverhampton NHS Trust in the main Event area. A total of 32questionnaires were issued and 30 were returned, the consultationperiod on this occasion was four and half hours, during peak period11.30am – 4.00pm. Respondents consisted of both staff and serviceusers.Below is a copy of the questionnaire, a copy of the responses isavailable on request from the Trust Equality and Diversity Facilitator.Q.1 Do you think men and women are treated equally with respect anddignity?Q.2 What affects you as a female/male in terms of treatment? Pleasespecify belowQ.3 Do you feel that there are jobs at the following public sectors that aregender biased due to the type of qualifications, nature of work, hours ofwork and experience asked for?Wolverhampton City CouncilYes No Don’t know No responseRoyal Wolverhampton Hospitals NHS TrustYes No Don’t know No responseUniversity of WolverhamptonYes No Don’t know No response19


Q.4 Generally, do you agree or disagree that recruitment and promotion atthe following public sectors is NOT biased towards one gender oranother?WolverhamptonCity CouncilRoyalWolverhamptonHospitals NHSTrustUniversity ofWolverhamptonStronglyagreeAgreeNeitheragree nordisagreeDisagreeStronglydisagreeNoresponseDon’t KnowQ.5 Do you feel that men and women are under or over represented in anyjob area?Yes No Not Sure No responseQ.6 Have you ever suffered harassment or victimisation at the followingpublic sectors?WolverhamptonCity CouncilRoyalWolverhamptonHospitals NHSTrustUniversity ofWolverhamptonYes No Both No ResponseQ.7 Do you feel there is equal access in the provision of services for menand women?Yes No No responseQ.8 Do you feel that the health needs of women are catered for far morethan that of men’s health needs?Yes No No responseQ.9 Are there any services which you think should be generic or separatefor men and women? Please specify below.20


Q.10 Although evidence shows that girls are now performing betteracademically than boys, they are still going into stereotyped jobs,resulting in lower pay for women and skills shortages for employers.What do you feel Educational Establishments should do about this?Please specify below.Q.11 Please specify below 3 – 5 key gender equality employment and orservice delivery issues/objectives the following public sectors shouldaddress in their gender equality action plan.Personal Details requestHow do you wantus to contactyou? (please tickWrittenE-mailPhone) Other, please specifyAudio tapeFloppy diskCDGender No response Male FemaleAge(please tick )Ethnic Origin, towhich ethnic groupwould you say youbelong?Tick one boxonly please19-30 31-55 56-65 Not statedWhite BritishWhite IrishOther White backgroundMixed White and Black CaribbeanMixed White and Black AfricanMixed White and AsianAny other mixed backgroundAsian or Asian British – IndianAsian or Asian British – PakistaniAsian or Asian British – BangladeshiAny other Asian backgroundBlack or Black British CaribbeanBlack or Black British AfricanAny other Black backgroundChineseAny other ethnic groupNot given/refusedDo you have a disability,long term health conditionor impairment? If soplease describe21


Appendix 2Strategies, Policies and ProceduresStrategies• Integrated Governance Strategy 2006-2007• Patient and Public Involvement Strategy• Infection Control Strategy 2006-2009• Health and Safety Strategy• Wolverhampton Discharge from Hospital and Transfer of CareStrategy• Safeguarding Adults Strategy• Records Management Strategy• Education and Training Strategy 2006-2007Policies and ProceduresHuman Resource Policies• HR 02 Career Break Policy• HR 03 Disciplinary Policy• HR 05 Employee Communication• HR 07 Disability in Employment• HR 08 Managing Diversity in the Workplace• HR 13 Job Share Policy• HR 14 Maternity Leave Policy and Procedure• HR 17 Code of Practice – Protection of Children• HR 18 Protection of Pay and Conditions of service Policy• HR 20 Recruitment and Selection Policy• HR 22 Sickness Absence Policy• HR 23 Special Leave Policy• HR 25 Work Experience Policy• HR 28 Prevention of Harassment and Bullying• HR 29 Secondment Policy• HR 30 Rehabilitation for Work Policy• HR 31 Flexible Retirement• HR 36 Appraisal Policy• HR 38 Employee Capability• HR 41 Stress Policy• HR 42 Flexible Working Policy• HR 43 Study Leave Policy and Procedure• HR 44 Staff Dress Code• HR Human Resource FrameworkOrganisational Policies• OP 20 Management of Deceased Patients• CP 36 Chaperoning of Patients and Clients• OP 39 Patient Access Policy• OP 47 Guidance on how to access interpreting services to aid22


communication services for patients• OP 52 Patient Identification Policy• OP 53 Missing Patients• OP 60 Being Open• OP 62 Breaking Bad or Significant News• OP 67 Escort of Patients• OP 68 Volunteer Policy• OP 69 Overseas Visitors Policy• OP 70 Private Patient PolicyClinical Policies• CP 04 Discharge Policy• CP 06 Policy Statement of the Trust in the respect of theconsent of Patients to Examination of Treatment• CP09 Palliative Care and care after Death for Infants andChildren• CP 10 Advance Directives for Terminally lll Patients• CP 11 Do Not Attempt Resuscitation (DNAR) Orders• CP 14Inter Agency arrangements for Safeguarding Childrenfrom Harm and Abuse• CP 36 Chaperoning of Patients & Clients• CP 41 Safeguarding Children in Hospital• CP 47 Emergency Assessment Unit Operational ProcedureGeneral Policies, Guidelines and Regulations• Race Equality Scheme• Disability Equality Scheme• Single Equality SchemeAppendix 3Glossary of TermsWhat is ‘Gender Mainstreaming’?23


The new duties require a significant change in policy and practice and whathas been described as ‘gender mainstreaming’. This means fully integratingan awareness of male and female health needs strategically and operationallythroughout an organisation. It means moving beyond the assumption that‘gender’ is limited to occasional awareness campaigns on sex-specific issues.The Equality Act requires health organisations to develop and deliver effectivework to improve men’s health on a wide-ranging and systematic basis.Gender ReassignmentIs defined as a process which is undertaken under medical supervision for thereassigning a person’s sex by changing physiology or other characteristics ofsex and includes any part of such a process.TransgenderThe state of one's "gender identity" (self-identification as male, female, both orneither) not matching one's "assigned gender" (identification by others asmale or female based on physical/genetic sex). Transgender does not implyany specific form of sexual orientationTranssexualismA transsexual person self idenitifies as a member of the gender opposite tothe one assigned to them at birth.24

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