Human rights, equality and diversity - Barts Health NHS Trust

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COR/POL/079/2013-001Contractorsc) making transparent, fair and equitable decisions onpromotion, pay rise or incremental pay increasesand staff development.d) applying Trust policies and procedures with anunderstanding of the application of human rights,equality and diversity in this context.e) Allocating training and benefits using positive actionwhen necessary to target training for underrepresentedgroups of staff in line with theprotected characteristics and fair practices inemployment.f) Conducting fair and transparent appraisals.g) Dealing fairly and transparently with requests forflexible working.h) Ensure staff involvement and implementation ofstaff consultation exercises making reasonableadjustments when necessary.i) Making fair and equitable selection for transfer,redundancy and retirement.j) Dealing assertively with harassment, bullying andvictimisation – ensuring appropriate responses tothe types of harassment and bullying behaviourwhich occurs in reference to each respectiveprotected characteristic e.g. an appropriateresponse to homophobic bullying or harassmentmay differ from the response required for sexistbullying or harassment.k) Dealing assertively with reported incidents ofharassment, bullying or discrimination by patients,service users or their relatives towards a memberof staff – ensuring that staff are supported and thematter is dealt with fairly and transparently.complaints made under this policy are dealt with in afair and consistent mannercontractors working within the Trust adhere to theprinciples of this Policythey demonstrate the elimination of discrimination andpromotion of equality, diversity human rights withintheir service area and in service delivery to patientsand their families.All contractors working within the Trust must adhereto the principles of this Policy4 MONITORING THE EFFECTIVENESS OF THIS POLICYThe success of the policy depends upon the degree of commitment of all employees.Therefore, the Trust will monitor its equality and diversity policy as a means of measuringits success, impact and progress.Page 8 of 13
COR/POL/079/2013-001The monitoring process will allow both quantitative and qualitative analysis of the Trust'semployment practices and service delivery on a regular basis.For employment practices, the analysis will include:Analysis of employees within each Directorate by post and grade, indicating race,disability, sex, age, and sexual orientation.Data concerning the employment of disabled peopleRecording and monitoring of all aspects of the employment process by race,disability, sex, age, and sexual orientation, including training and development.Recording numbers of reported incidents of bullying and harassment by race, sex,age, sexual orientation, disability and religion/belief.Utilising the NHS staff survey results to action planIdentifying groups of employees who are over or under represented in certain jobsor pay grades; amongst applicants and those selected; and exits from the Trust.The Trust will assess the reasons for this and where appropriate, make use ofcurrent legislation to take positive action.The results of this monitoring will be published on an annual basis and will beanalysed to facilitate the investigation of any of the processes that have resultedin any identified differences and to allow action to be taken to remove barriers orfailings and promote equal opportunities.For service delivery, the analysis will include:Collection and analysis of relevant patient data against indicators and targets set bythe requirements of the Equality Act 2010NHS National Patient Satisfaction survey resultsPatient Experience feedback and ComplaintsFeedback from the consultation and engagement with representative communitygroupsTo facilitate this process the Trust will maintain records of race, disability, sex, age, andsexual orientation of all employees and job applicants. Such records will be used solely forthe purpose of monitoring equal opportunities and the provisions of the Data Protection Actwill protect confidentiality. Monitoring statistics will be produced at least twice yearly.Should the monitoring process identify groups of employees who are over or underrepresented in certain jobs or departments or among applicants, the Trust will assess thereasons for this and, where appropriate, make use of current legislation to take positiveaction.Feedback on the effectiveness of this policy and its implementation will be made to theTrusts Interim Partnership Board and Public Health and Equality Committee with an annualreport made available to staff, staff side and the wider public on the internet, through theTrust‟s Equality Information Report. The Policy will be reviewed every three years orsooner subject to any legislative or operational requirements.Issue beingmonitoredMonitoringmethodResponsibilityFrequency Reviewed andfollowed up byCompliancewith dutiesrequiredwithin TheEquality Act2010Annual publicationof Trust‟s EqualityInformationDirectors forOrganisationalDevelopment andHumanResourcesAnnual Director ofHumanResourcesPage 9 of 13
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Human rights, equality and diversity - Barts Health NHS Trust

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