1. Equality Delivery System (EDS) Grading presentation to Healthwatch 17
Equality Delivery System (EDS) Grading presentation to Healthwatch Andrea Smith, E & D Manager

2. Equality Objectives agreed April 2012
Extend patient profiling (equality monitoring) data collection to all protected characteristics by April 2013 – Green
Introduce robust equality performance reporting and monitoring on all protected characteristics by April 2013 – Amber
Develop readily available accessible patient information including patient information leaflets, corporate reports and appointment letters by April Green
Conduct an equal pay audit in Green
Set workforce diversity targets to develop a more representative workforce by April Green
Develop ED competence in the workforce – Green

3. Grading EDS 2013 Grade Total Outcome Achieving 14
1.1, 1.2, 1.3, 1.4, 1.5, 2.2, 2.3, 3.1, 3.2, 3.3, 3.4, 3.5, 3.6, 4.3
Excelling 3
2.1, 4.1, 4.2
Developing 1
2.4

4. Goal 1 – Better Health Outcomes for all
Improvement outcome
Baseline
Proposed
Progress
Plans
1.1 Services are commissioned, procured, designed and delivered to meet the health needs of local communities,
Achieving
Excelling
Patient equality performance reports produced & data quality targets set, equality dashboard developed for services to view equality data at a glance
Continual awareness of EIA policy and online webtool in place
Top performer in Stonewall Healthcare Equality Index 2013 and entry in 2014 (results due April 15)
Equality monitoring film produced to raise awareness of importance of equality monitoring for understanding access and performance to improve services
Equality monitoring training provided to all booking clerks in 2014
Successful in applying for DH Stonewall health champion programme 2014
New LD Lead nurse appointed
Continue to increase quality of equality data
Increase awareness and use of equality dashboard at service level to improve services
Devolve EDS2 to divisional level

5. Goal 1 – Better Health Outcomes for all
Improvement outcome
Baseline
Proposed
Progress
Plans
1.2 Individual peoples health needs are assessed and met in appropriate and effective ways
Achieving
Routine equality analysis of survey results
EO monitoring complaints & risks
Equality monitoring data used to develop flagging system for patients with LD & visual impairment in the hospital to ensure appropriate support in place
Liverpool Access Forum involvement engaged in redevelopment plans and representative of E & D sub-committee
Increase data
quality and
use of
equality data
in meeting
patient needs
1.4 When people use NHS services their safety is prioritised and they are free from mistakes, mistreatment and abuse
Expect Respect & say something about bullying continued awareness raising
New protocol implemented for managing trans patients records
EO monitoring of incidents & risks
Trust launched as a 3rd party hate crime reporting centre with hate crime champions in 2014
Flagging systems implemented to highlight patients with impairments to lead nurses

6. Goal 2 – Improved Patient Access & Experience
Improvement outcome
Baseline
Proposed
Progress
Plans
2.1 People, carers and communities can readily access hospital, community health or primary care services and should not be denied access on unreasonable grounds.
Excelling
Same
Routine EO data analysis
Improvements to interpreting & translation services including disclaimer for patient choice
Improvements to current buildings and to plans for new hospital using disabled go access information
Improved accessibility of appointments system through raising awareness of Typetalk and links with action on hearing loss
I & T feedback survey introduced
Ongoing assessments of induction loops
Developing a fully accessible contact call centre/appointment system that includes webchat, , and communication/reminders in other languages and formats
Introducing a local I & T service to meet the needs of the top 5 languages & BSL in the hospital

7. Goal 2 – Improved Patient Access & Experience
Improvement outcome
Baseline
Proposed
Progress
Plans
2.4 People’s complaints about services are handled respectfully and efficiently
Developing
Achieving
Equality monitoring introduced for complaints
Routine reporting and analysis of EO monitoring of complaints

8. Goal 3 – A representative and supported workforce
Improvement outcome
Baseline
Proposed
Progress
Plans
3.1 Fair NHS recruitment and selection processes lead to a more representative workforce at all levels
Achieving
Health and employment positive action initiative developed with Jobcentre plus, skills for health, LCH & Merseycare to address disproportionality identified in recruitment & selection, supported regionally to be a rolling programme by LETB
Unconscious bias testing and training introduced
Ongoing participation in community engagement to attract diverse applicants e.g. Diversity conference, pride, cultural food feast
Introduction of WRES indicator for all protected characteristics in 2015
Increasing completion of unconscious bias testing and training

9. Goal 3 – A representative and supported workforce
Improvement outcome
Baseline
Proposed
Progress
Plans
3.3 Training and development opportunities are taken up and positively evaluated by all staff
Achieving
Excelling
Access to training and development is routinely equality monitored.
Where any under representation is identifed action has been taken to encourage particular groups to attend training via the EHRP’s and positive action statements in advertising training opportunities
Introduction of new WRES indicator reports and actions across all protected characteristics
3.4 When at work, staff are free from abuse, harassment, bullying and violence from any source
Ongoing awareness raising of Expect Respect
Targeted work in 2014 re high incidence of staff reporting physical violence in work in the staff survey
Annual say something about bullying event including diverse speakers Stop Hate UK, Sophie Lancaster Foundation, Navajo
Routine monitoring of formal B & H cases and equality analysis of staff survey results
3rd Party hate crime reporting centre and hate crime champions introduced

10. Goal 3 – A representative and supported workforce
Improvement outcome
Baseline
Proposed
Progress
Plans
3.4 Flexible working options are available to all staff consistent with the needs of the service and the way people lead their lives
Achieving
Excelling
Flexible working policy updated and reviewed in line with updates to best practice and national handbook updates
Routine equality monitoring of all flexible working requests
Reasonable adjustments policy reviewed and updated in line with best practice and guidance from the Business Disability Forum
Ongoing awareness raising of policy and promotion of best practice
3.6 Staff report positive experiences of their membership of the workforce
N/a new indicator
Developing
F & F test introduced for staff in corporate areas in 2015
Deep dive OD engagement underway
Routine analysis of staff survey results from an equality perspective
Introduction of new WRES indicators across all protected characteristics in 2015

11. Goal 4 – Inclusive Leadership at all levels
Improvement outcome
Baseline
Proposed
Progress
Plans
4.1 Boards and senior leaders routinely demonstrate their commitment to promoting equality within and beyond their organisations
Excelling
Same
National benchmarking annually
Ongoing awareness of Say something about bullying and expect respect
EDS2 in Quality Account and annual report
Trust represents NHS providers on the national EDG of the Staff Council and regional EDI reference group
Sharing best practice speaking at national EDS2 events and as a case study referenced by the Foundation Trust network and widening participation projects
HEI top performer status nominated and shortlisted for make a difference awards 2014
Renewal of accreditations for positive employment practice
HRD & Chief Exec support for E & D initiatives including 3rd party hate crime reporting and say something about bullying
Host British Institute of Human Rights Event 2014
Equality & Diversity conference sponsor 2014
Identify non-exec lead for E & D

12. Goal 4 – Inclusive Leadership at all levels
Improvement outcome
Baseline
Proposed
Progress
Plans
4.2 Papers that come before the board and other majpr committees identify equality-related impacts including risks and say how these risks are managed.
Achieving
Board report template includes equality
Requirement to complete EIA’s on all org change, service redesign and policies highlighted to seniro team and recorded on the risk register
All service redesign/transformation is being scoped out for EIA eligibility
4.3 Middle managers and other line managers support their staff to work in culturally competent ways within a work environment free from discrimination
ED training sustained at over 95% completion.
Training suite including mgrs training, deaf & visual impairment awareness training, lgbt awareness , LD & physical disability & managing cancer in the workplace
Ongoing development of EHRPs & LD Champions
ED competencies assessed in appraisals
Unconscious bias training & testing introduced
Business disability forum toolkit guidance and resources purchased and made available to all staff
Good practice toolkit launched
Increase uptake of additional E & D awareness training
Re-assess interest in staff networks & relaunch

13. Questions & Answers