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Equality Information

Public bodies subject to the specific duties must publish information to show their compliance with the Equality Duty. This means that the information they publish must show that they had due regard to the need to:

  • eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Act;
  • advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
  • foster good relations between people who share a protected characteristic and people who do not share it.

How Wrightington, Wigan and Leigh NHS Foundation Trust has given due regard to the Specific Duties of the Public Sector Equality Duty:

Inclusion and Diversity Annual Reports

The Trust produces an Inclusion and Diversity Annual Monitoring Report each year for the period 1st April until 31st March.

Inclusion and Diversity Annual Monitoring Reports

 Read our Annual Inclusion and Diversity Monitoring Report 2016/17
 View our Annual Inclusion and Diversity Service Users Equality Data 2016/17
 View our Annual Inclusion and Diversity Workforce Equality Data 2016/17 (to follow)

PDF Document Read our Annual Inclusion and Diversity Monitoring Report 2015/16
PDF Document View our Annual Inclusion and Diversity Service Users Equality Data 2015/16  
PDF Document View our Annual Inclusion and Diversity Workforce Equality Data 2015/16

Inclusion and Diversity Annual Employment Monitoring Reports   

 PDF Document Read our Annual Joint Employment & Service Monitoring Report 2014/15
 PDF Document Read our Annual Employment Monitoring Report 2013/14
 PDF Document Read our Annual Employment Monitoring Report 2012/2013 
 PDF Document Read our Annual Employment Monitoring Report 2011/2012

Inclusion and Diversity Annual Service Monitoring Reports  

 PDF Document Read our Annual Service Monitoring Report 2013/14
 PDF Document Read our Annual Service Monitoring Report 2012/2013 
 PDF Document Read our Annual Service Monitoring Report 2011/2012

Equality Delivery System (EDS2) 
The Trust has implemented the Equality Delivery System (EDS2) launched by the Department of Health in 2011.   

Internal Link Visit the Equality Delivery System web page

Equality Information

The Trust’s Inclusion and Diversity Strategy 2016-2020 provides the background to the setting of our Equality Objectives to meet the Public Sector Duties of the Equality Act 2010.

Internal Link Visit the Equality Strategy web page

Compliance Against National Standards

PDF Document View our progress on compliance against national standards

Equality Impact Assessments (EIAS)

An Equality Impact Assessment is a tool used by the Trust to analyse all new/existing policies and services in order to identify what impact or likely impact it will have on different groups within the community.  The purpose of conducting equality impact assessments is to make sure that service user’s needs are met, and that there is no discrimination against any groups and that, where possible, the Trust is actively promoting equality.

Internal Link Visit the Equality Impact Assessment web page

Inclusion & Diversity Champions

The Trust has a number of Inclusion and Diversity Champions – Their role is to drive forward Inclusion and Diversity within their Divisions and to provide support and training to others undertaking Equality Impact Assessments. Champions attend quarterly Inclusion and Diversity Champion Meetings, chaired by the Trust's Inclusion and Diversity Leads.

Staff Inclusion & Diversity Focus Groups

In November 2013 we held the first of our planned  Focus group events for staff.  The first Focus Group was specifically for BME staff.  A disability focus group followed in September 2014 and further sessions were held in 2015/16. These sessions are a way for us to engage with staff, seek feedback, listen to what matters to staff and identify follow up actions.

Trust policies / practices

The Trust has a number of policies / practices in place which demonstrates compliance with the Public Sector Equality Duty:

These are as follows:

  • Being Open and Duty of Candour Policy
    A culture of openness is essential to improve patient safety, experience and service quality.
  • Code of Conduct
    Outlines the minimum standards of behaviour expected of employees and the key behaviours that all persons in the Trust should follow.
  • Values and Behaviours Framework
    A new framework has been developed by staff for staff.  It outlines what we value as a Trust and what attributes we expect our staff to exhibit.
  • Same Sex Accommodatin Policy
    To enable staff to monitor when the mixing of sexes occurs and continue to improve the delivery of clean, safe, care with privacy and dignity.
  • Investigation of incidents, complaints and Claims Policy
    To ensure there is a systematic approach to the analysis of incidents, complaints and claims on an aggregated basis, and that safety lessons are learnt and shared widely.
  • Incident Reporting Policy
    To ensure there is a systematic approach to the reporting of all incidents.  To identify systems and processes which could be improved to promote safety and reduce all types of risk within the Trust.
  • Raising Concerns Policy
    Making it easier for patients and their carers to raise concerns about the care they are receiving or have received.
  • Safeguarding Vulnerable Adults Policy
    To ensure all staff are fully committed to the principles of safeguarding vulnerable adults.
  • Child Protection Policy
    To ensure all staff are fully committed to the principles of safeguarding children.
  • Interpreting and Translation Policy
    To address the formal process for staff for accessing interpreter and translation services. To ensure fair and equitable access to all Trust Services.

Health and Well Being
The Trust has a Health and Well Being Group, which has been set up to support staff's health and well being. 

For more details about this Group / Minutes of previous meetings, please contact:

Senior Human Resource Business Partner / I&D Employment Lead:
Wrightington, Wigan and Leigh NHS Foundation Trust
Human Resources Department
Buckingham Row
Brick Kiln Lane
Wigan
WN1 1XX Telephone: 01942 773848

Engagement
The Trust has a Patient Experience Strategy and Consultation Policy which outlines the Trust's values and objectives in relation to community engagement and acts as a mechanism for driving corporate consultation and co-ordinating patient engagement across the Trust.

For a copy of this Policy, please contact:

Head of Engagement
Patient and Public Engagement Department
Royal Albert Edward Infirmary
Wigan Lane
Wigan
WN1 2NN
Telephone: 01942 8222193

Evidence of recent engagement activities are summarised within the Inclusion and Diversity Annual Monitoring Reports (For more information, please download the Inclusion and Diversity Annual Monitoring Reports at the top of this page).

Staff Training:
The Trust provides a range of training opportunities for all staff to benefit from relevant inclusion and diversity training.

Evidence of training opportunities are summarised within the Inclusion and Diversity Annual Monitoring Reports (For more information, please download the Inclusion and Diversity Annual Monitoring Reports at the top of this page).

Further Information

For further information / copies of policies / evidence, please contact: 

Inclusion and Diversity Lead (services)
Wrightington, Wigan and Leigh NHS Foundation Trust
Patient and Public Engagement Department
Royal Albert Edward Infirmary
Wigan Lane
Wigan
WN1 2NN
Telephone: 01942 822217

Senior Human Resource Business Partner / I&D Employment Lead:
Wrightington, Wigan and Leigh NHS Foundation Trust
Human Resources Department
Buckingham Row
Brick Kiln Lane
Wigan
WN1 1XX Telephone: 01942 773848

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