Equality and Diversity Update Sue Hamilton – Head of HR Business Partnering and Equality Pennine Care NHS Foundation Trust

Introduction Outline the current approach to the Trusts equality and diversity objectives Share Pennine Care’s equality and diversity priorities Consider local focus of activities within Oldham

Background Organisational Change Transfer of Oldham Community Services to Pennine Care

Progress and direction of travel EAA training – an 8 month schedule of training was completed in July 12. Development of additional trained EAA reviewers. Workforce data collection and reporting being addressed and improved Equality and diversity objectives set and communicated with staff Trust board approval and support for EDS Performance management reports

Progress and direction of travel HR BPs and governance leads involvement EDHR training – aimed at management EDS – Task and finish group: workshop planned EDSG refresh

Progress and direction of travel One integrated Equality and Diversity Plan Bringing together of equality monitoring data such as workforce and service user data through the EDSG, publishing this twice yearly Patient Experience model includes equality data collection

Oldham Equality Information MeasurementBangladeshiPakistani Population7.3%10.1% Service (CMHS)5.3%9% Workforce0.67%2%

Over view of Equality Workforce Profile 94% are Female 6% are Men 2.68% declared a disability 92% of the workforce are reported as White British With the next highest figures at 2% being Asian British- Pakistani And the third highest at 1% being Asian British – Indian 57% of Staff within OCS have declared Christianity as their religious belief, with 28% of staff not declaring Majority of staff within OCS are heterosexual reporting at 70% with 0.6% are Gay and 0.40% Bisexual

Oldham Public Membership Total Number of Members in Oldham = *2,186 Breakdown of Members per ethnicity, excluding White British = *1,689

Principles of Care (POC) All developments and modernisation of services are carefully reviewed against the POC and a full EIA carried out Examples are: Meaningful and individualised “would I be happy for my relative to be cared for” Engaging and valuing “How do we know patients value and benefit from the care we provide” No decision about me without me. Clear and Open Communication “I have a voice”

POC Butler Green The Pennine Care Board of Directors is delighted to announce that the overall winner of the Principles of Care Award is Butler Green Intermediate Care Facility. The team has made a huge contribution to improving the safe discharge and transfer of people from The Royal Oldham Hospital. They have worked in collaboration with the hospital to share case studies, improve systems and processes and develop a jointly- agreed pathway.

Oldham Pride festival This year Pennine Care sponsored Oldham Pride which took place on 27 July. The event was successful

Positive action Oldham Work with Community Support Workers to support local people with applying for post Local career fairs and part of the strategic recruitment plan

Areas of Concern Fully reflecting our local population within our workforce meeting the needs of that population Developing a greater sophistication in our monitoring systems Mandatory equality and diversity training compliance Publication of equality information EDS resource requirements

Areas of Further Improvement Equality monitoring and analysis of complaints – monitoring has begun, analysis and reporting to be developed Undertake an equality information audit to identify gaps in data and plan for improvement EDS self assessment – evidence collection Equality and diversity integration – embedded Local focused recruitment

Closing remarks Local CCG’s Partnership working Significant cultural change, e.g. EAAs Welcome ongoing dialogue with key stakeholders such as: GMCSU Local Authority