Equality & Diversity Annual Report 2014/15...Equality & Diversity Annual Report 2014/15 Creating an personal, fair, diverse and inclusive NHS. 2 Contents ... admissions to the Mental

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Equality & Diversity Annual Report

2014/15 Creating an personal, fair, diverse and inclusive NHS

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Contents Section Page

1. Executive Summary…………………………………………...3 - 5 2. Introduction……………………………………………………..5 - 6 3. Meeting the Public Sector Equality Duty (PSED)…………..6 - 18 4. Trust Equality Governance…………………………………..18- 19 5. Equality Profiles and Equality data………………………….19 - 29 6. Conclusion……………………………………………………..31 - 32

If you would like this Report in another format that would better suit your needs, or in another language, then please just let us know by contacting Paul Singh, Equality & Diversity Lead on: 01384 366517, or email [email protected]

If you have any comments about the contents of this report or would like to get involved, please contact us on the same details above.

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1. Executive Summary

The Trust is committed to ensuring that our services and employment practices are fair, accessible and appropriate for all patients, visitors and carers in the community we serve across Dudley & Walsall, as well as the talented and diverse workforce we employ. We recognise that different people have different needs, which are respected and valued.

The Trust understands the importance of being compliant with the various pieces of equality legislation and acknowledges the benefits and contribution that managing equality and diversity makes to the achievement of its business objectives in the areas of employment, service planning and service delivery. Promoting equality, embracing diversity and ensuring full inclusion for people who use our services is central to the vision and values of the Trust. Promoting equal opportunities, preventing discrimination and valuing diversity are fundamental to building strong communities and services. During 2014/15 the Trust has continued to fulfil its mission to embed equality and inclusivity throughout the organisation to enable the Trust to excel in equality, dignity and diversity practice. The Trust meets all of its Public Sector Equality Duty responsibilities as defined in the Equality Act 2010 and the Equality and Diversity lead and CDW Team supports the Trust in meeting these responsibilities. Tackling inequality and removing barriers in respect of equality, diversity and human rights through employment and the services provided remains a key strategic focus for the Trust. In relation to the workforce the focus has been on monitoring equality practices in terms of allegations of discrimination, bullying and harassment as well as removing any barriers that would prevent an individual from being able to fulfil their role. The Trust continues to recognise and promote equality and diversity through identification of improvement initiatives, engagement and education. This report seeks to highlight some of the good practice initiatives and key achievements that have been on-going throughout the Trust over the last 12 months. Further development on this agenda together with the continued progression of the Equality Delivery System 2 framework (EDS2) and the implementation of the NHS Workforce Race Equality Standard (WRES) will form the priorities for 2015/16.

1.1 Key Achievements The Trust has completed the following actions to meet its Public Sector Equality Duty (PSED) and to comply with the EDS2:

Achieved progress and compliance with Trust Equality Objectives 2014

Publication of equalities data by 31st January 2015

Achieved NHS Employers Equality and Diversity Partners Programme status 2015/16

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Trust awarded as a NHS Employers, Personal, Fair, and Diverse (PFD) Organisational Champion 2014.

Awarded Regional Leader of Inclusivity of the year 2014, Health Education West Midlands and The Leadership Academy

Engaging over 150 staff as ‘personal, fair and diverse’ champions;

Achieved EDS 2 self-assessment grading for 2014

Worked with stakeholders, staff, service users and communities of interest to provide continuous assessment of progress through the EDS 2 grading system

Delivered 7 public and staff engagement activities during NHS Equality & Diversity Week 2015

Increased E&D mandatory compliance targets to exceed 70%

Updated Human Resources and clinical policies to incorporate the Equality Act requirements

Carried out Equality Impact Analysis (Assessments) for policies, procedures and Trust service transformation areas.

Established good practice and triangular meetings with Human Resources, occupational health and staff side to review disability related cases.

Articles in Team Brief to inform all staff on the legislative changes and policy updates;

Refreshed E&D mandatory training materials to include, thought diversity, unconscious bias and inclusion imperative

Roll out of cultural competency training series for staff, which includes LGBT awareness, Migration Awareness and Cultural Awareness toolkit

Delivered 2 pilot sessions for staff on Deaf awareness

Equality, Dignity and Respect training embedded within the Trust Health Care Assistant and Nurse Development programme

Produced quarterly ethnicity data scrutiny reports of mental health act admissions to the Mental Health Act Scrutiny Committee.

Improved communications for staff and service users regarding access to translation and interpretation services

Widening the Equality & Diversity Steering Group to embrace newly acquired services and consolidating its membership and governance reporting;

Starting to collect more service user data; through service experience and patient experience reports and case studies

Producing a calendar for highlighting all major religious festivals to aid cultural competence

increased support and engagement with marginalised groups, particularly those with a learning disability, with dementia, carers and transgender patients;

Re-launch of multi-faith spaces and the upgrading of hospital facilities across Dudley & Walsall to cater for religious and spirituality needs

Delivered on numerous equality and well-being projects through the Community Development Workers team.

1.2 Focus for future Action:

Implement the requirements of the new Workforce Race Equality Standard;

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Trust Board Development session to focus on Equality & Diversity

Continue to Improve data collection for service users by all nine protected characteristics;

Further develop equality engagement with staff and service users. Identifying local and national organisations, groups and bodies as part of our consultation and involvement strategy;

Progression with Community Development Worker (CDW’s) work programme 2015/16.

Review and refresh the Trust’s equality and diversity objectives, by means of the establishment of EDS communities of interest grading focus groups;

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2. Introduction This has been a year of building on previous good work, achieving some new successes, building on others and facing up to new challenges. The Trust is well positioned to ensure that valuing equality, diversity and inclusion means that for the public, patients and staff there are no barriers for any group or individual getting a good health outcome. We recognise that people with mental health problems face adversity and stigma every day, and we are committed to tackling the inequalities faced by service users Although compliance with legislation is important, we are moving beyond compliance. We want our services to be an example of excellent practice in mental health. We can only achieve this if we involve service users in the design and delivery of services. We recognise that, in order for us to deliver change, equality and diversity must have the same priority as other outcomes on which organisations place value, the same amount of leadership attention and the same level of accountability to challenge poor performance. As we continue to operate and deliver services in a diverse environment we need to ensure that our processes, procedures and practices promote an environment which values diversity and difference. The Trust is committed to ensuring that we deliver on our Equality and Diversity Agenda through leadership, corporate social responsibility and accountability. These principles underpin all areas of work as we strive to ensure that service users are treated with dignity and respect. Engaging with equality and diversity helps to identify and acknowledge the various kinds of issues that are important which is guided by the Equality Act 2010. In being able to meet its business objectives and duties the Trust Board adopted the implementation of the refreshed Equality Delivery System (EDS 2) in 2014 to drive this area of work. The purpose of the EDS is to ensure that services promote the independence and well-being of staff, service users and carers and help them to maximise their potential, offer them protection when they need it and support their rights and choices.

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The Trust is committed to the benefits and contribution that managing equality and diversity makes to the achievement of its business objectives in the areas of employment, service planning and service delivery. It also understands the importance of being compliant with the various pieces of equality legislation As we continue to operate and deliver services in a diverse environment we need to

ensure that our processes, procedures and practices promote an environment which

values diversity and difference. The Trust is committed to ensuring that we deliver on

our Equality and Diversity Agenda through leadership, corporate social responsibility

and accountability. These principles underpin all areas of work as we strive to ensure

that service users are treated with dignity and respect.

In 2014/15 our continued progress has been around the implementation of the refreshed Equality Delivery System (EDS 2) and demonstrating our compliance with the Equality Act Public Sector Duties. Both of which are detailed in this report.

3. Meeting the Public Sector Equality Duty – Trust

continued commitment to Equality, Diversity and Inclusion

3.1 The Trust is committed to:

Developing policies, processes, procedures, practices and behaviours which challenges all forms of discrimination and promotes equality of opportunity at all levels

Creating an organisation that harnesses the different perspectives and skills of all staff and provides a working environment free from discrimination, harassment or victimisation

The Equality Duty consists of a General Duty with three main aims. It requires the Trust to have due regard to the need to:

Eliminating unlawful discrimination, harassment and victimisation and any other conduct which is unlawful under the Act 2010

Advance equality of opportunity between people who share a protected characteristics and those who do not; and

Foster good relations between people who share a protected characteristic and those who do not.

Having due regard means that the Trust must take account of these three aims as part of our decision making processes; in how we act as an employer, how we develop, evaluate and review policy; how we design, deliver and evaluate services; and how we commission and buy services from others. The general duty is also underpinned by a number of specific duties which include the need for the Trust to:

Set specific, measurable equality objectives;

Analyse the effect of our policies and practices on equality and consider how they further the equality aims (EIA’s);

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Publish sufficient information to demonstrate we have complied with the general equality duty on an annual basis.

3.2 The EDS 2 engagement and objective setting The Trust recognises that people have a right to be actively involved in decisions that affect their lives and wellbeing. Involving people encourages and empowers them as individuals and as communities. Engagement is the process of getting the public involved in the decisions about them in a sustained way. This includes planning, developing and managing services as well as activities that aim to improve health or reduce health inequalities. The Trust understands engagement is not consultation. Consultation is occasional and one-off explorations of patient, community and staff views on a particular topic, whereas the Trust’s engagement commitments will ensure a sustainable long term relationship with all of our stakeholders, staff, service users and carers.

Engagement is an intrinsic part of the NHS Equality Delivery System. The Trust encourages genuine qualitative and quantitative engagement with patients, volunteers, staff, public members, governors and local interest groups which are protected under the Equality Act. Since the publication of the last Equality Data analysis report the Trust has held key engagement events, which informed the Trust’s strategic Equality Objectives 2014- 2016 Engagement activities have been specifically aimed at identifying needs around: equality of access; further learning from both positive and negative patient experience, with an emphasis on understanding what sustainable engagement looks like for local community groups; and identifying any key learning’s around dignity and respect for patients and communities, staff and future governors. Engagement with service users on equality issues is proactive and multi-faceted. The Trust has a well-established dialogue with service users through the Mental Health Forum, and further feedback from service users with protected characteristics is obtained through patient stories, patient surveys and through engagement with our Community Development Worker Team and Expert by Experience Service Users and Carers. 3.3 EDS2 Trust Grading in Summary The Trust began its implementation of EDS2 in January 2014 to assist in delivering on the Public Sector Equality Duty (PSED) and ensuring compliance with the Equality Act 2010. The Trust has assembled evidence for analysing its equality performance and setting priorities. Assembling this evidence includes active consideration of any gaps in evidence. With engagement with staff, stakeholders and local interests, The Trust has analysed its performance on each EDS2 outcome, through various engagement activities between March 2014 to May 2014, taking into account of each relevant protected group, i.e. Age; Gender; Race; Disability; Marriage & Civil Partnership; Religion & Belief; Pregnancy & Maternity; Sexual Orientation and Gender Reassignment. Other disadvantaged groups have also been considered i.e. people

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who are homeless, people who live in poverty, people who are long-term unemployed, people in stigmatised occupations, people who misuse drugs, people with limited family or social networks and people who are geographically isolated. As a result of the analyses, an overall grade for each outcome has been agreed , taking into account any variations between protected groups and any variations in performance across the Trust The evidence/grading that has been assembled will be shared with the Trust’s wider local interests via the Trust’s Community Development Worker Team in accessible formats. 3.4 Final Grading for 2014

RAG Rating Final Grades

Number of Outcomes rated PURPLE 0

Number of Outcomes rated GREEN 6

Number of Outcomes rated AMBER 12

Number of Outcomes rated RED 0

3.5 EDS2 Engagement Plan 2015

Date Group Protected Characteristics Location

May 2015 Local Community Age / Disability / Race / Sex Dudley – Halesowen

May 2015 Support Group Pregnancy / Sex / Age Dudley - Dudley

June 2015 Voluntary Sector Sexual Orientation / Gender Reassignment /

Marriage & Civil Partnership Walsall - Brownhills

June 2015 Support Group Religion / Belief / Race / Age Dudley - Cradeley

July 2015 Local Community Marriage & Civil Partnership / Race / Gender

Reassignment Walsall - Darlaston

August 2015 Local Community Pregnancy / Sex / Disability Walsall - Walsall

August 2015 Support Group Sexual Orientation / Gender Reassignment /

Age / Race Dudley - Stourbridge

September 2015 Voluntary Sector Religion / Belief / Race / Age Walsall - Bloxwich

October 2015 Support Group Age / Disability / Race / Sex Dudley - Dudley

October 2015 Local Community Sexual Orientation / Gender Reassignment /

Age / Race Walsall – Pheasey

November 2015 Support Group Marriage & Civil Partnership / Race / Religion

and Belief Dudley – Gornal

November 2015 Voluntary Sector Pregnancy / Sex / Disability / Age Walsall – Willenhall

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Within the EDS2 engagement plan we aim to adequately represent the wider population that could possibly access services provided by the Trust. We will monitor the equality and diversity of the groups to ensure we are covering all of the 9 protected characteristics. A post engagement report will be produced providing key recommendations and grading analysis with a view to set priorities for 2016/17

3.6 Equality Objectives Progress for 2014 Below is a summary of the Trust’s actions and consequent progress against the EDS 2 action plan and Equality Objectives.

Objective 1: Review Trust Equality Impact Assessments (EIA’s) process and ensure that all new/revised policies and service transformation plans take equality fully into consideration

Developed new Equality Impact Assessment Tool and staff guidance

Delivered 10 Equality Impact Analysis (EIA) training sessions

Provided 15 one to one coaching sessions on EIA’s

Through Mandatory Equality & Diversity training and through implementation of the new Equality Monitoring policy staff are made aware of their responsibilities to collect equality data to elevate any adverse effects on protected groups

Used equality information to support the assessment of local needs and priorities.

Through engagement activities carried out by the CDW team public feedback has been used to inform the development of the Trust’s approach to Equality Impact Analysis

EIA monitoring is overseen and scrutinised by the Trust Policy & Procedure Focus group

E&D Lead and CDW’s continue to gauge public feedback through external forums.

Objective 2: Improve the way the Trust involves and engages service users from protected groups within mental health services, including involvement with staff from all levels.

CDW’s continue to promote patient experience through various engagement activities

Case studies are collated and Recovery star model is utilised

Re-Launch of Open Space at BFH, Prayer centre at DPH

E&D Lead and CDW team ensure that information is accessible in alternative formats

Over 500 self help guides and patient information leaflets have been translated into various formats and languages

New Interpreter and Translation Policy has been developed and implemented Trust wide

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Various Equality projects have been undertaken by the CDW team (further detail in sections below)

Bespoke training has been provided to staff which includes, Deaf Awareness Training , LGBT Awareness Training, cultural competency series, Health WRAP training and Migration Awareness training

Eight service user, carers and public engagement activities have been held across Dudley and Walsall as part on National NHS Employers E&D Week in May 2015

Carried out 12 Targeted Trust membership and engagement drives with protected groups encouraging a diverse range of public members

Objective 3: To provide a working environment that is free from abuse, harassment, bullying or violence and to eliminate discrimination in all aspects of an employees working life.

Through Equality, inclusion and unconscious bias training leaders have the right skills to support their staff to work in an environment free from abuse, harassment, bullying or violence

Implemented unconscious bias and dignity/respect training as part of the corporate management development training programme

Increased pool of ACAS trained mediators for different levels of the workforce.

Established 5 Work Place Adviser roles to support staff with issues around conflict

Established 15 Staff Engagement Advisers to support teams at different levels

Rolled out of Staff engagement focus groups in light of recent staff survey results

Reviewed and updated Human Resources related policies and staff guidance, in particular, staff well-being policy, bullying and harassment policy, grievance and disciplinary policies

Re-launched Staff Well-Being Committee to encompass a wider membership and greater focus

Objective 4: Show leadership on equality through our communication and behaviour – creating the importance of improving understanding, communication and openness on equality at all levels of the Trust.

Trust E&D Lead has Supported the Board, governors and Senior Leaders to promote equality and to foster good relations within the organisation and beyond

A Board Development session to focus on the WRES and Equality, Diversity and Inclusion is due to be held in August 15

Promote NHS Employers Personal, Fair, Diverse campaign at every level of the Trust by engaging staff to become champions

Trust has been active in Benchmarking Equality & Diversity with local and national organisations. Trust awarded Gold Standard (Top 5 employer for equality) by the Employers Network for Equality and Inclusion

E&D Lead awarded Regional Leader for Inclusion by Health Education West Midlands and the Leadership Academy

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Further promoted Equality & Diversity training for all staff, senior leaders, Board members across the Trust through internal communications

Provided 34 advice, guidance and Cultural Competence Training to staff to enable and support staff to work in culturally competent ways.

3.7 Equality & Diversity Training Bespoke training is provided for individuals, groups or departments that require specific training or have concerns/issues that require addressing. All recruitment managers are provided with training to raise awareness of best practice in relation to recruitment and selection protocols. Workforce statistics relating to recruitment and retention of staff are monitored by protected characteristic to ensure that the theoretical aspects are embedded within operational practice. Throughout 2014/15 the Trust continued to train staff in equality and diversity providing the opportunity for all new employees to receive this training as part of their induction, this method of delivery ensures all new employees are aware of the standards of behaviours that are expected of them upon commencement of their role. All the training provided fully recognises the Equality Act 2010 and is supported via the Trust Equality and Diversity Policy, Equality Monitoring Policy and Interpretation and translation policy, which makes it clear that the Trust is committed to maintaining an environment which is conducive to the health and welfare of all staff, patients and service users. The Trust compliance target for Equality & Diversity mandatory training is 70%. The Trust has exceeded this target, and overall each directorate has seen an increase of staff compliance with equality and diversity training. Between March 2014 to April 2015 the corporate directorate is at 91% compliance, followed by majority of the operational teams at 87% and the medical directorate stands at 81% 3.8 Equality Impact Assessments/ Equality Analysis

Equality Impact Assessments ensure our services systems and processes do not discriminate against people. EIAs are a tool to be used in evidence-based policy making and therefore should be an important part of good decision making by an organisation. They can assist public authorities in fully understanding the relevance and effect of policies and in identifying the most proportionate and effective responses. Delivery of public services depends on an understanding of the diverse communities to be served, and taking account of diversity. The Trust has made further progress on undertaking equality impact assessments. During 2014/15 we provided further Equality Impact Assessment Training for

managers and staff involved in assessments. The Trust has undertaken equality

analysis on 41 policies and 3 Service Transformation areas. During 2015/16 the Trust will undertake a further review of employment policies to ensure they are consistent with the Equality Act 2010 and other changes in employment law. Equality Analysis Assessments are now integrated into the Trusts core business. All Equality Impact Analysis are available on our website: www.dwmh.nhs.uk

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3.9 Equality Monitoring The Public Sector Equality Duty requires that public organisations take account of the needs of people with protected characteristics when designing and delivering services, therefore monitoring of protected characteristics is essential to demonstrate that consideration has been made and that we comply with the law. The community that the Trust serves is made up of different groups of people and we know that it changes. Monitoring is essential to understanding the needs of staff and service users and to providing targeted and effective interventions and services. In 2014 the Trust reviewed Equality Monitoring arrangements to identify improvements and a new equality monitoring policy has been introduced. The new policy fully explains the commitment that the Dudley & Walsall Mental Health Partnership NHS Trust has towards dealing fairly with issues of equality of opportunity and anti-discriminatory practice both in the provision of services and in our role as an employer. It is the intention of the Trust to eliminate unfair and unlawful discriminatory practices in line with current Equality and Human Rights legislation.

3.10 Interpretation and Translation Services

As part of the EDS objective setting, the Trust has reiterated its commitment to ensuring that people using services have access to high quality, accessible information. The contract for Pearl Linguistics, the Trust’s’ supplier of interpreting and translation services has been extended from January 2014 to January 2016. In order to ensure that patients receive high quality, accurate and reliable interpretation and translation, it is important that the Trust is assured that professionally qualified interpreters and translators are used at all times. The Equality & Diversity Lead manages and coordinates the service internally in terms access and facilitating any concerns or issues raised by staff or service users. In 2014 the Trust implemented its new policy on interpreting and translation. This policy and procedure provides a framework to support communication with service users and carers who are non-English speakers, people for whom English is a second language, people with hearing or visual impairment or who have learning disabilities. The policy also sets out clear standards across the organisation to promote good practice and minimise risks which stem from communication barriers and it covers the use of face to face, telephone interpreting, BSL and written translation services in accordance with identified need

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The table below highlights interpreter usage, 31st March 2014 – 1st April 2015

The uptake of Interpretation and Translation services has increased year on year, within the last 12 months a total of 1,322 interpreter bookings have taken place. Translations have also increased during this period, from 120 to 870. Telephone interpreting has remained consistent. 3.11 Community Development Workers (CDWs)

The role of Community Development Workers (CDW) was established, under the Government’s Delivering Race Equality in Mental Health Care (DRE) agenda (2005) and in response to the death of David Bennett, who died whilst detained in a mental health unit. The key aims of a CDW’s role was to work with Black and Minority Ethnic (BME) communities, and deliver four key areas, in order to raise mental health awareness and empower the community. The DRE was a 5-year initiative, since which the work of CDWs has continued and is governed by strategies including New Horizons (2009), Mental Health Promotion and Prevention (2011) and the Public White Paper (2011). The Community Development Worker’s, in addition to working with BME communities, ensure that an individuals’ rights under the Equality Act (2010), are met, and they are not treated unfairly Work undertaken by the CDW within the last 12 months includes:

Distribution of over 600 newsletters to staff, service users, carers and local communities covering subjects regarding BME mental health. The newsletter brings issues pertinent to BME communities and clinicians to promote discussion and raise awareness.

Provided family support and mediation for clinicians and service users centred around cultural needs and requirements.

35 Mental health awareness training sessions carried out to communities and faith leaders across Dudley & Walsall

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20 Cultural awareness competency training sessions delivered to specific teams and ward staff

Supported 198 service users and carer, involving improving access to Trust services, providing self-help material and advice on alternative therapies

Provided regular drop in surgeries within GP practices, Community Groups, Dorothy Patterson Hospital and Kings Hill Centre (Walsall Primary Care Team)

Projects to promote well-being and tackling stigma and mental health inequalities with: Walsall SUE, LGBT Network, Black Sisters Collective, Headway Black Country, Lye Salvation Army, Amble coat Christian Youth Group, Walsall College, Stourbridge College, Dudley College, Summit House Support, Dudley Learning Disability Youth Service, Age UK, Moxley Peoples centre, Alumwell sure start, Aisha Mosque, and New Testament Welfare Centre

Supported Bloxwich Hospital Dignity Champions events

Supporting ward staff with cultural and religious needs of service users

Continued support to Trust services, i.e. CRS, EAS, TTT, Older Adults and Early Intervention

Established working with new groups such as the Polish, Bangladeshi, Chinese, Men’s group and multi faith networks

3.12 Equality in Practice Below are two case study examples of the recovery star model which is utilised by the CDW’s when working with individual service users. Example 1 – Dudley

KH, is a male aged 26 from a mixed race background (White/Asian). He self-referred to the CDW service, after his friend attended an event which we were hosting and took away information about our service. KH had moved to Dudley from another town because of his

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gambling addiction, and was in specialist gambling rehabilitation accommodation in Dudley. He was also dealing with Drug and Alcohol misuse issues, although he felt that this was no longer so much of an issue for him anymore. KH is diagnosed with a psycho affective disorder, and is on medication to keep his mental health stable; KH has been sectioned under the mental health act in the past. After meeting up with KH to discuss what his needs were, it became obvious that KH wanted to move on with his life, he felt that his mental health was stable and that he would like some structure in his life. He asked if a CDW could help support him into voluntary or paid work, or something that would help him with managing his low self-esteem and his mental health. The client was informed of local support and Trust services, in addition to being given a crisis card. Crisis information was passed onto KH’s mother, in case his condition deteriorated further. This reassured KH that he would know what to do and who to contact, being new in the area. To build in structure, the client was referred to the DCVS Volunteer Coordinator, and the Public Health Coordinator, for volunteering opportunities. Additionally KH is willing to help out at Dudley Mind. A referral was also made to Rethink Mental Illness employment support project, who have been supporting KH to look for work. At the last meeting KH felt much happier within himself, and reported that his self-esteem had improved. By volunteering the client feels he is growing in confidence and that it will help him find work in the long run. The volunteering has added structure to his life, which he felt is important to keep him motivated and help with his mental health. It has additionally provided him with the opportunity to make new friends and a chance to socialise. Example 2 - Walsall

A lady started attending Pyari Sangat (Asian Women’s Support Group) who suffered

with depression. She requested a home visit where she explained that she was

experiencing new symptoms that included forgetfulness, memory lapses, sensitive

emotions and anxiety.

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She was very emotional, afraid and timid. She was encouraged to continue attending

the group and to also visit her GP as the first point of call. After a number of blood

tests and a visit to the memory clinic she was diagnosed with MCI (Mild Cognitive

Impairment).

The client was then referred to Pathways 4 Life where she started receiving one to

one support from a Dementia Outreach Support worker along with a CDW. She will

be monitored three monthly through home visits. During the period the client started

membership with Pyari Sangat, and has been attending the group monthly. She

started taking art classes and undertook an Expert Patients Program course.

She also has adapted to a healthier lifestyle by eating healthily and she takes regular

walks. She is now an active member of Pyari Sangat as a regular attendee

contributing to the running of the group. The client’s confidence has grown and both

social and physical aspects of her life have improved her overall wellbeing.

3.13 The NHS Employers Personal, Fair and Diverse Campaign (PFD)

A personal, fair and diverse NHS is one where:

everyone counts

services are personal, designed to give patients what they want and need

fairness is built in- so that everyone has equal opportunities and treatment

the skills and experiences of employees from all backgrounds are used and valued

people can choose the services they want and have as much support as they need

everyone is treated with dignity and respect, and when they complain - we listen and put things right

talent flourishes and nothing stops people going as far as they want

we are accountable and patients are informed and have more control

care doesn’t stop at the door, but helps people live healthier lives.

Dudley & Walsall Mental Health Partnership has achieved a national award for its commitment to the delivery of personal, fair and diverse services for the second time. The Partnership Trust is an ambassador organisation for the Personal, Fair and Diverse (PFD) campaign led by NHS Employers. As part of Equality, Diversity and Human Rights Week 2014, the Trust was the only NHS Trust in the West Midlands to be awarded the organisational champion award. The Trust has won this award because the organisation has demonstrated an on-going commitment to personalised care through inclusive behaviour which has

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helped to either improve patient outcomes or create a more inclusive workplace. The Trust was also acknowledged for going the extra mile to engage and encourage staff in the Trust to promote PFD and help further embed the values. Through the E&D Lead the Trust is helping the PFD campaign grow with the great work it is doing and by encouraging others to sign up to this growing network. This – in turn – means that they have pledged to take some action, however small, to help turn the vision of a personal, fair and diverse NHS into a reality. Over 150 members of staff have signed up as champions. Below are example statements from Trust Champions as to what a Personal, Fair and Diverse NHS means to them in practice.

“Being aware of people’s needs, different cultures and always treating people fairly” HR Assistant

“Inclusion of everyone in actively making sure I adopt my approach and style, language when meeting with staff, recognising that not everyone is the same – people are different and need to be treated fairly” HR Manager

“Equal Opportunities for everyone – treat everyone with respect and dignity”, CPN

“It will make a better NHS for everyone if all people providing a service became a PFD Champion”. Acute Ward, Activities Coordinator

“Respect, caring, equality, celebrating and appreciating difference.” CDW

“Equal access to all services” Occupational Therapist

“To be treated without bias and treated equally despite people background or circumstances” Service Experience Team member

“Treating people in a way that meets people’s expectations and needs” Senior manager

“Being engaging with all aspects of society without prejudice”, IT Support/Projects

“Everybody has the same rights and we all are human beings regardless of differences”. Expert by Experience Service User

3.14 NHS Employers Equality & Diversity Partners Programme 2015/16

In May 2015 the Trust was chosen as one of 26 NHS Equality and Diversity Partners. The Partners were selected by NHS Employers because of their strong equality and diversity programmes and commitment to addressing inequality.

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Beyond this we continue to contribute to the NHS Employers programme of work and promote good practice, learning and expertise throughout the NHS for the benefit of patients and staff. The Trust already used the network to enquire about good practice, for example in regard to addressing age discrimination, race equality in the workforce and in learning about best practice in regard to transgender patients on wards. The aim of this partnership is ultimately to promote a personal fair and diverse NHS.

The overall benefits of achieving partnership status are:

Increased profile of the Trust at network events, conferences and through the NHS Employers website and communications

Advice, guidance and assistance from NHS Employers in meeting the minimum requirements of the Equality Act 2010

Free access to training, development, coaching and mentoring for the Partner leads on the use of benchmarking tools within the programme

Opportunities to discuss, network and test out new concepts within the safe environment of Partner meetings

Opportunity to influence national policy direction

4. Equality Governance This section describes the current equality related work and governance infrastructure across the Trust. 4.1 Trust Board The Trust Board has ultimate overall responsibility for ensuring that the organisation is progressing against equality and diversity priorities and is compliant with all relevant legislation 4.2 Mental Health Scrutiny Committee The Mental Health Act Scrutiny Committee is a sub group of the Trust Board and is responsible for discharging all requirements of the Mental Health Act. The Trust Equality & Diversity Lead is a member of this committee and gauges information on BME statistics relating to Mental Health Act admissions. The role of the E&D Lead is also to review and monitor the use of the Act within the Trust, noting and ensuring investigation of any emerging trends with respect to service, age, gender, ethnicity, cultural background and other protected characteristics within the Equality Act 2010. 4.3 Governance and Quality Committee This formal sub-committee oversees equality and diversity on behalf of the Trust Board and receives regular reports from the ‘Equality and Diversity Steering Group’. 4.4 Equality and Diversity Steering Group (EDSG)

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The Equality and Diversity Steering group consists of staff from across the Trust. This includes senior managers, staff from Learning and Development, Human Resources, Communications, community development workers and expert by experience service users. The group is chaired by the Executive Director of People and Corporate Development. The Equality and Diversity Lead reports on progress to the Steering group and also utilises the group’s expertise in many areas of the Trust to mainstream equality into all business areas. The group also monitors and oversees the implementation of the EDS and key equality projects. The EDSG is a sub group of the Trust’s Governance and quality committee. Our Equality and Diversity Steering Group takes responsibility for monitoring and developing the EDS - and each year reviews the Equality priorities to ensure they are focused on advancing equality between equality groups - for service users, staff and anyone who comes into contact with our services. In 2014 the reporting and governance arrangements for this key forum were strengthened and the terms of reference were revised to ensure a better two-way flow of information between front line services and our strategic leaders. The EDSG meets quarterly and its actions are reported upwards to the Executive Team and to the Board of Directors. The Board of Directors is actively engaged with promoting equality and inclusion and its non-executive directors, all of whom have a keen interest in progressing equality and diversity for public, patients and staff alike.

5. Equality Profiles and Data This section of the report outlines equality profiles of the local population, Trust workforce and service users. The data released by the Office for national Statistics (ONS) reflects the results of 2011 census that is continued to be used as a comparison of the protected characteristics of our work force, service users and local and national populations. 5.1 Gender

Total Dudley & Walsall Population by Gender 2011

Male 49% (286138)

Female 51% (296110)

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There were no significant changes in the demographic make of up of Dudley and

Walsall As of 31st March 2015 there are 1020 members of staff , women are over-

represented when compared to both the local population and service users. This

trend is mirrored across the NHS as a whole and reflects the gender make-up of the

wider health care system. Figures provided by the Office for National Statistic (ONS)

indicate there is a higher female population both nationally and locally. Statistics

show that women have been increasing in numbers of employment within the NHS

over the last 10 years and the trend is still moving upwards. In line with the overall

gender profile of the Trust, women are more predominant in each pay-band. Overall

the Trust workforce is roughly representative of the national NHS workforce.

0

200

400

600

800

1000

Male Female

Workforce Gender Breakdown

0

2000

4000

6000

8000

10000

**Missing** (1) Female (9623) Male (9348) Unknown (88)

Gender of SU

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5.2 Ethnicity

Total Dudley & Walsall Population

by Ethnicity 2011

WhiteEnglish/Welsh/Scottish/N.Irish/British 83% 484288White Irish 0.4% (2351)

White Gypsy or Irish Traveller0.1% (639)

Other White 1% (6798)

White & Black Caribbean 1%(7789)

White & Black African 0.1%(571)

White & Asian 0.5% (1591)

Other Mixed Ethnic Group0.3% (1591)

Indian 4% (22239)

Pakistani 4% (24628)

Bangladeshi 1% (5591)

Chinese 0.3% (1869)

Other Asian 1% (5637)

0

100

200

300

400

500

600

700

800

900

Asian Black Mixed Not Stated Other White

Ethnicity of Staff

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Generally there has been no significant change in the ethnicity of Trust employees over time. The largest representation of employees is from White backgrounds, the next largest ethnic group is Asian (includes Asian British, Indian, Pakistani and Hindu), followed Black Caribbean. There are very small proportions of mixed (including Asian mixed and Black mixed). The other category includes ethnic groups such as Chinese, Polish and Irish. Representation from other groups has remained constant. The regional and national data provided by the Office for National Statistics reflect the pattern of our workforce, The data available also indicates that BME individuals may be slightly over-represented within services in comparison to local population. However, based on more detailed work undertaken, it is difficult to draw any firm conclusions as so many service users are shown as not stated. The ethnicity profile of Trust staff shows that BME people are slightly over-represented relative to the local population.

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5.3 Religion

Religion Prolife of staff

Majority of Trust workforce did not wish to disclose their religion, however Christianity is the highest reported religion. Nationally the census figures for 2011 show that the percentage of the population who stated their religion as Christianity fell by 13% from 72% to 59% from 2001 to 2011.

It is difficult to draw comparisons in relation to service user and staff religion demographics as there are large numbers of service users who assert to having no religion or this data is missing and large numbers of staff who do not define their religion. However, the highest religious category for both service users and staff is Christianity. Muslim and Sikhism is the highest non- white religion for both staff and service users, this is also in line with the Trust local populations.

0

200

400

600

800

Religion Profile of SU

**Missing** (11755)

Buddhist (4)

Christian (3289)

Hindu (49)

Jewish (2)

Muslim (352)

No Religious Group (3329)

Other (140)

Pagan (2)

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5.4 Disability

The table above highlights that a large percentage of our workforce disability status is ‘undefined’ (70.58%). Only 2.23% of staff state they have a disability and 18.72 % of staff confirm they do not have a disability. Although this figure has declined slightly from previous years the issue of incomplete data continues, this is currently being addressed with new starters and an ESR campaign, ensuring staff complete or disclose this protected characteristic. 5.5 Age

Disability Status of Staff

No

Not Declared

Undefined

Yes

0

50

100

150

200

250

300

350

16-20 21-30 31-40 41-50 51-60 Over 60

Age of Staff

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It is difficult to draw many conclusions here given that staff are drawn only from the population of working age and that the service user age profile is based on specific patterns of service delivery. However, the age profile of the Trust workforce is broadly reflective of that of the working population of the region. There are no significant changes in the demographic make of our workforce compared to previous years. The Trust recognises that it needs to take steps to ensure that younger people are better represented within the workforce. This is already being addressed, for example, by the decision to employ apprentice administrative staff throughout services. 5.6 Sexual Orientation

0

500

1000

1500

2000

2500

3000

Age of SU

Age of SU

Sexual Orientation of Staff

Bisexual

Gay

Heterosexual

I do not wish to disclosemy sexual orientation

Lesbian

Undefined

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Sexual orientation stands heavily undisclosed within Trust workforce data with 68.44% of staff grouping themselves under this category. There is very small total population of staff identifying themselves as gay and lesbian. Around a quarter of staff identify themselves as being heterosexual. Service user data also highlights that majority of Trust service users identify themselves as heterosexual. The 2011 census did not ask about sexual orientation, therefore we are unable to make comparisons with the national and regional profiles. 5. 7 Service Experience Desk Activity

The Trust’s Service Experience Desk is the central point of contact for all concerns and enquiries whether these are formal or informal, complaints, compliments or requests for information. The Trust welcomes feedback about its services and considers this a valuable source of insight into the quality of our services.

Being a patient, relative or carer can be a difficult, confusing and stressful time and the Service Experience Desk is there to offer advice, help and support.

During the period April 2014 to March 2015, we received a total of 127 formal complaints, 208 concerns and 375 compliments. SED handled 803 new cases, which involved over 8,400 contacts. 738 of cases are attributable to Service lines. The remaining 65 are attributable to corporate functions, trust generic or non-specific.

This includes complaints, concerns, compliments, suggestions and requests for information. This feedback comes from service users, carers or their representatives and from other organisations such as commissioners or MPs.

Sexual Orientation of SU

**Missing** (18615)

BIS (3)

GAYF (7)

GAYM (12)

HETEROSEXUAL (423)

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5.8 SED Activity by Type

Case type Number

Compliments 375

Informal concerns 208

Informal enquiries 89

Formal complaints 127

Suggestions 4

The Trust is structured into five operational service lines as show in figure 3: Acute, Community, Early Intervention, Older Adults and Recovery. The service line portfolios are shown below. SED activity is proportionate to the size of the service and the nature of the service users in those services, for example, the Trust finds that older adults and young people are less likely to complain than working age adults.

The Trust reports SED activity by Service Line and this is scrutinised at the quarterly performance reviews alongside all other performance data. The service lines are shown below.

5.9 Service Portfolio

Service Lines

Early Intervention Services

Community Services

Recovery Services

Older Adults Acute Services

Primary Care Mental Health

Improving Access to Psychological Therapies (Dudley)

Children & Adolescent Mental Health

Eating Disorders

Early Intervention in Psychosis

Deaf Child and Family Mental Health

Community Recovery Service Teams (CRS) inc. Assertive Outreach and Psychology

Transfer and Transition Team (TTT)

Criminal Justice/Offender Liaison

Day Services

Early Access service (EAS)

Rehabilitation Inpatients (Walsall)

Vocational services

Carers service

Crisis beds

Substance Misuse

Wards

Day Services

Community Mental Health Teams

Memory Service

Outpatients

Wards

Crisis Resolution Home Treatment

Psychiatric Liaison

Electro Convulsive Therapy

Medical Records

Mental Health Act Administration

Outpatients

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5.10. SED Feedback Received 2014/15

The chart above shows the number of complaints, concerns and compliments received by quarter during the year 2014/15 for the five service lines.

The number of complaints received is relatively small compared to the number of patients we see and treat each year.

The chart above shows SED activity by Type for the five service lines. Compliments are the largest category, with attitude of staff as the highest cause group within that.

Number of complaints, concerns and compliments by service line

370 of the 375 compliments

received were for the care and

treatment provided by our staff.

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5.11 Number of Formal Complaints Received

2014/15 Complaints and Concerns Summary

Informal Concerns Formal Complaints PHSO

Acute 88 53 0

Community 36 30 0

Early Intervention 38 20 1

Older Adults 14 12 0

Recovery 20 12 0

Total 196 127 1

During the period April 2014 to March 2015, we received a total of 127 formal complaints, 30 of which were withdrawn or closed. We responded to 45 cases within the target timescale; 21 cases remain open, 15 of which were still within target. These figures are correct at the time of writing

6. Conclusion The annual report provides a brief yet important overview of the various activities related to equality, diversity and inclusion. Given the great amount of change undertaken in the last few years, it is great testament to the people working at the Trust that have developed initiatives, services, training and undertaken many other activities to make the Trust a more aware, inclusive and provider of services that meet the needs of a very diverse region. The Trust has made good progress in addressing equality and diversity in its workforce and for patients, service users, carers and the public. This has been recognised by NHS Employers who welcomed the Trust into its national network set up to promote an Personal, Fair and Diverse NHS Agenda. This report evidences that the Trust has continued to strengthen its monitoring and reporting mechanisms in line with its statutory employment duties under the Equality Act 2010 The Trust has developed initiatives, services, training and undertaken many other activities to make the Trust a more aware, inclusive and provider of services that meet the needs of 2 very diverse boroughs. We recommend that our work to address inequality and to promote diversity continues as a high priority to the Board of Directors. This is, not only because it is a legal requirement, but also because it is the right thing to do. In this way we can continue to ensure our services are accessible to people with protected characteristics, no matter where they live within our geographical footprint.

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A few key future actions are summarised below: Short-term:

Board Development Session to focus on Equality, Diversity and Inclusion

Implementation of the NHS Workforce Race Equality Standard and publish baseline data

Provide bespoke equality, inclusion and mediation training to newly established work place advisors and engagement champion roles.

Monitoring of Published equality information including data from Equality Analysis

Monitor Equality Objectives.

Progress with CDW Team action plan in line with service specification 2014/15.

Long-Term:

Publish EDS2 grades and provide a comprehensive report on feedback from local interest focus groups.

Create a more even approach in delivering for all protected characteristics- while we have made significant progress on age, faith and race and disability, we need to do more on others including sexual orientation, pregnancy and maternity and marriage and civil partnership

Trust wide validation exercise will be conducted to collate a more comprehensive database which will better assist the Trust to analyse the workforce and service user data in the future