AH ANNUAL REPORT 2018

Segmentation
Alder Hey has been placed in segment 2, which is
defined as ‘providers offered targeted support’.
This segmentation information is the Trust’s position as
at 31st March 2018. Current segmentation information
for NHS trusts and foundation trusts is published on the
NHS Improvement website.
Finance and Use of Resources
The finance and use of resources theme is based
on the scoring of four measures from 1 to 4, where
1 reflects the strongest performance. These scores
are then weighted to give an overall score. Given that
finance and use of resources is only one of the five
themes feeding into the Single Oversight Framework,
the segmentation of the trust disclosed above might not
be the same as the overall finance score here.
The Trust scored an overall 1 at the end of 2017/18
which represents an improved score compared to
the plan submitted to NHS Improvement, which was
forecast as 2.
SCORING OF 4 MEASURES
1 BEING THE STRONGEST
4
3
VOLUNTARY
DISCLOSURES
2
EQUALITY REPORT
1
THE TRUST
SCORED AN
OVERALL 1
AT THE END OF 2017/18
REPRESENTING AN
IMPROVED SCORE
AS FORECAST AS 2
Alder Hey continues with its commitment to try
to ensure that its services offer equal access for
all communities who need to use them and that
all employees experience equal opportunity in
employment. This means that we actively seek to
engage with patients, parents and carers, as well as
members of staff, to ensure that we do not discriminate
against any individual and that the diversity of each
individual is valued. The principles of equality and
diversity are core elements of the Trust’s Values, which
are reinforced through the Trust’s induction programme
and personal development review for all staff.
Whilst aspiring to greater achievement in the area
of equality and diversity, the Trust also recognises
the need to implement realistic approaches which
can deliver measurable improvements in day to day
experience for all concerned. This reflection has
contributed to a revision of the overall Equality and
Diversity process, in order to most effectively prioritise
those areas of development that will bring the greatest
benefit to those most disadvantaged.
During 2017, the Trust has continued to present updates
of progress alongside quality and patient experience
aspects to local Healthwatch groups, as part of
continuing development of the NHS Equality Delivery
System (EDS2). The EDS 2 outcomes relate to all areas
of the Trust’s functions, having four main goal areas
– better health outcomes (goal 1), improved patient
access and experience (goal 2), a represented and
supported workforce (goal 3) and inclusive leadership
(goal 4). The Trust is taking a collaborative approach
being adopted by several Trusts in the area to improve
existing EDS2 goals 1 & 2 (patients) in close partnership
with Merseyside Clinical Commissioning Groups, this
work is ongoing and will identify priorities for 2018/19.
EDS2 goal 3 (workforce) is supported by the Trust staff
Black and Minority Ethnic (BME) Network and Disability
Network that represent the views of these staff groups.
The BME network also supports the progress of the
Workforce Race Equality Standard (WRES) action plan.
Implementing the Workforce Race Equality Standard
(WRES) is a requirement for all NHS healthcare
providers, and is designed to ensure employees from
black and minority ethnic (BME) backgrounds have
equal access to career opportunities and receive fair
treatment in the workplace. This is important because
studies shows that a motivated, included and valued
workforce helps deliver high quality patient care,
increased patient satisfaction and better patient safety.
The WRES action plan agreed a number of actions to
improve the experience of BME staff working at Alder
Hey, and also agreed a target of a 1% year on year
increase over the next 5 years in the numbers of BME
staff employed by Alder Hey to ensure the numbers
reflect the local community population.
In compliance with the Public Sector Equality Duties
the Trust publishes equality information annually about
its service users and staff, identifying where data
needs to be improved in both patient and staff profiles.
The self-service aspects of the employee staff record
system has been implemented and has provided staff
with greater control over their personal data including
demographic data. The Trust continues to strive to
improve the diversity of the workforce, particularly
from Black and Minority Ethnic (BME) groups. This
commitment is included in the Trust’s Recruitment
Strategy and is reinforced via the underpinning
Equality, Diversity and Human Rights Policy which sets
out the Trust’s commitment to creating an inclusive
Alder Hey Children’s NHS Foundation Trust 68
Annual Report & Accounts 2017/18