Equality and Diversity
We are committed to ensuring equality and diversity is central to the way we deliver healthcare services and how we support our staff.
Norfolk Community Health and Care seeks to improve the quality of people’s lives, in their homes and community by providing the best in integrated health and social care. We want to do that by offering care that is compassionate and personal to individuals. This means recognising and responding to their different needs and circumstances to provide care consistently to everyone. We will work together with the public and our patients to overcome barriers to delivering good care. As an employer we will give equal opportunities to our staff and value the diversity of our workforce.
As an NHS Trust we also have legal duties with which we must comply. These relate to individuals who receive care from us or work for us. Very simply this means that people cannot be treated less favourably because of, for example, their race, age, gender, disability, religion or sexual orientation.
We will use a process used across the NHS called the Equality Delivery System 2 to help us fulfil our duties. The work will be led by our Equality and Diversity steering group and overseen by the Board of Directors who lead the Trust.
We encourage everyone to support our commitment to equality and diversity and work with us to implement the Equality Delivery System 2.
If you would like more information, click here.
Advocacy is important to NCH&C and we have appointed and trained a number of advocates and champions to help guide and support patients, members of the public and our staff. If you have a query, please contact PALS on 01603 697300 or email [email protected]
The Equality and Diversity Committee
Norfolk Community Health and Care NHS Trust is committed to ensuring that it delivers a fair and equitable service to all patients and provides fair and equitable employment to all employees.
An Equality and Diversity Committee meets every two months to oversee service delivery, workforce data and to steer the organisation to address any emerging issues.
This committee began as a steering group aiming to develop the single equality scheme in response to the Equality Act 2010. It is chaired by the Director of Strategy and Transformation and membership includes a Non Executive Director, PALS, Health Watch, expert service users as well as interested staff.
Work over the next year will be overseeing all the E&D activities, making sure they are embedded into our daily business by influencing the thinking and behaviour of the organisation and its members and the development of the Equality Delivery System 2 (EDS). The Board approved action plan can be found here.
The committee will be responsible for demonstrating compliance with statutory duties, monitoring and celebrating change.
If you would like to be involved, please contact [email protected] or [email protected] for an informal chat.
The Public Sector Equality Duty
Eliminate unlawful discrimination Advance equality of opportunity Foster good relationships
As an organisation we intend to demonstrate that we are achieving this by publishing progress against our objectives.
To improve the equality performance of this organisation, making it part of mainstream business for the Board and all staff to meet the requirements of the Equality Act and to involve patients and communities to achieve: Better health outcomes for all Improved patient access and experience Empowered, engaged and included staff Inclusive leadership at all levels
Scrutiny is provided by the steering group report which reports through the Boards Quality and Risk Assurance Committee.
NHS Equality Delivery System and the Equality Act 2010
We will use the Equality Delivery System (EDS) to safeguard individuals from unfavourable treatment because of ‘protected’ characteristics, identified in the Equality Act 2010. Age Disability Gender reassignment Marriage and civil partnerships Pregnancy and maternity Race, including national identity and ethnicity Religion and belief Sex – as in is someone male or female Sexual orientation
Workforce Race Equality Standard
In April 2015, NHS England introduced the WRES to bring focus on ensuring the workforce represents the populations it serves.
With nine standards, the Trust is required to publish data relating to these standards.
The following documents provide more information on what the WRES is, how NCH&C responds to the WRES and where to get more information
Gender Pay Gap
In accordance with the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, employers with 250 or more employees are required to publish Gender Pay Gap calculations.
The following document provides NCHC's Gender Pay Gap calculations:
NCHC Gender Pay Gap - March 2019
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