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Corporate Documents

Further Information and Related Documents

Key Legislation

In 2010 the various Acts of discrimination legislation were replaced under one banner of,

The Equality Act (2010). The Equality Act protects from unlawful discrimination against the following 9 protected characteristics;

  • Age
  • Disability
  • Gender Reassignment
  • Marriage and Civil Partnership
  • Pregnancy and Maternity
  • Race
  • Religion or Belief
  • Sex
  • Sexual Orientation

Forms of discrimination are described in more detail in the Trust policies on Harassment and Bullying at Work (PP4) and the Equality, Diversity and Human Rights Policy (PP6).

Public Sector Equality Duty

The Public Sector Equality Duty ensures that public bodies consider the needs of all individuals in their day to day work which should help to provide equality of opportunity for all. This is based on what you know to be discriminatory practices, and improving or changing services if needed. The 3 aims are:

  1. Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act;
  2. Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
  3. Foster good relations between people who share a protected characteristic and people who do not share it

The Trust is able to demonstrate its commitment of this through the Trust Equality Scheme and compliance with EDS2 – Please see below for further information.

Trust Equality Strategy

The Trust Equality Strategy document sets out the commitment to taking Equality, Diversity and Human Rights into account in everything that we do. The Strategy is designed to meet the requirements of the Public Sector Equality Duty along with the Equality Delivery System 2 (EDS2).

A copy of the current Trust Strategy can be found below in the document section.

Workforce Race Equality Standard (WRES)

From April 2015, all NHS organisations are required to demonstrate how they are addressing race equality issues in a range of staffing areas. The Workforce Race Equality Standard (WRES) will help organisations to achieve this.

All NHS organisations will be required to demonstrate through the nine-point WRES metric how they are addressing race equality issues in a range of staffing areas.

South Tyneside NHS Foundation Trust has published in the documents section below the most recent WRES submission from August 2016 and the supporting action plan.

Equality Delivery System (EDS2)

The Trust has to annually demonstrate that it meets the requirements of the Public Sector Equality Duty. To enable NHS organisations to do so the Equality Delivery System was developed in 2010 and then re-launched in 2013 as EDS2. EDS2 is a tool for self-assessment within the Trust based on 4 broad criteria,

1)      Better Health Outcomes

2)      Improved Patient Access and Experience

3)      A Representative and Supported Workforce

4)      Inclusive Leadership

The 4 broad criteria are broken down further and looked at in more detail. Depending on where the Trust assesses itself, the Trust Equality Objectives are formulated for the year.

A copy of the Trust Equality Delivery System assessment can be found below in the document section.

Equality Impact Assessments (EIA)

Under the general equality duty, trusts are required to analyse the effect of existing and new policies and practices in relation to equality. This can includes the use of Equality Impact Assessments (EIA). EIA’s are designed to identify and address existing or potential inequalities.

EIA’s should be part of the policy making process and carried out every time an existing policy is reviewed or a new one created. Once completed they need to be scored and given an outcome as detailed in the EIA guidance below, and then a copy sent to the Personnel Department.

Equality, Diversity and Human Rights - Documents