We believe that healthcare services should respond to the diverse requirements of everyone we serve in Tameside & Glossop and beyond. We are committed to improving the health of our local population and reducing inequalities in healthcare provision.
Our five year strategy involves working collaboratively with our health & care partners to improve health outcomes. Amongst other things, this means giving people better knowledge and control of their own health needs and providing high quality care in whichever setting is most appropriate whether that be in peoples own homes, in community healthcare settings, or through our hospital provided services. We will only be able to achieve this by ensuring equality of access for all groups, whilst also being able to respond to the diverse needs of our community.
We recognise diversity and the individual needs of our staff and patients within the local community.
The Trust is committed to providing equality of opportunity in employment, in an environment which is free from discrimination where we uphold the values of dignity and respect for our patients, their families and carers.
Below you can read more about how we do this and the documents and reports that are available to you that we use to monitor our work in this area.
EQUALITY is about creating a fairer society where everyone can participate and has the opportunity to fulfil their potential. It is not about treating people the same, but recognising that everyone has different needs, which need to be met in different ways.
DIVERSITY is the many distinct characteristics that staff, patients, service users, carers bring to our Trust. We recognise and value differences within our communities and the workplace. We can learn from the differences of others and become more understanding.
As a public authority, the Trust has a legal requirement to promote equality and set out how we plan to meet the 'general and specific duties' specified in the Public Sector Equality Duty of the Equality Act 2010. The Act now gives protection to groups of people who experience discrimination and have protection from this legislation. These are known as protected characteristics. It is unlawful to discriminate on the grounds of:
Our overall Equality Objectives are:
The Workforce Race Equality Standard (WRES) has been developed via NHS England as a tool to measure improvements in the workforce with respect to Black & Minority Ethnic (BME) staff. The WRES tool comprises a total of nine indicators split across Workforce Data, National NHS Staff Survey and Trust Board Representation.
At Tameside we are committed to addressing any inequalities that exist for staff and welcome the WRES as a tool to show, transparently, where improvements may be needed so as to establish and maintain inclusive workplaces for all.
You can view our WRES outcomes in more detail here
In order to assess how we are doing in relation to Equality & Diversity, the Trust has implemented the NHS Equality Delivery System (EDS). This is a performance equality framework designed by the Department of Health to demonstrate how NHS trusts meet their public sector equality duty and work with stakeholders from across the protected characteristics to measure equality outcomes.
The Trust has undertaken Grading events against a number of EDS Standards:
In November 2016 the Trust held a grading assessment involving Governors and external stakeholders (from local community groups and the CCG) to help assess ourselves against two of the 4 goals. We were assessed against the “better health outcomes” and “improved patient access and experience” as achieving or developing against the standards. In July 2017 we repeated this exercise assessing ourselves against “representative and supportive workforce” and “inclusive leadership” and we were assessed as ‘achieving’ against the standards for both.
Employers with 250 employees and over will need to publish statutory calculations every year showing how large the pay gap is between their male and female employees. This will cover all employees who are employed under a contract of employment, a contract of apprenticeship or a contract personally to do work. This will include those under Agenda for Change terms and conditions, medical staff and very senior managers. All calculations will be made relating to the pay period in which the snapshot day falls. For the purposes of this report, the Trust is presenting the data as of 31st March 2018 which is required to be published by 30th March 2019.