1. Equality, Diversity & Inclusion Report 2016 - 17
Devon Partnership Trust
Equality, Diversity & Inclusion Report
Our achievements, our activity and our ambitions
Published November 2017

2. Contents Page 1 Introduction 2
Page 1
Introduction 2
How did we progress our day to day EDI business 3
Staff profile, learning and development
What was the experience of people that accessed services? 4
How did we provide assurance
Questions about this information?
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3. This report serves as a general and genuine reflection on Trust activity to support the delivery of Equality, Diversity and Inclusion (EDI) and meeting the need of those with protected characteristics (as defined by the Equality Act 2010). It considers Trust achievements and Trust Equality Data.

4. How did we progress our day to day EDI business?

5. Trust Strategic Aim of Inclusion, is
To challenge discrimination and stigma and to champion recovery, inclusion and wellbeing

6. Developing Trust leadership and accountability
Trust Equality Leads (Champions)
Vary in staff experience, characteristic and profession
They continue to share information with colleagues and champion EDI
They have a scrutinising role and consider EDI issues through Action Learning Sets.
 Directorate Leads:
Report back to the Trust Equality Leads Steering Group on progress/ risks/ issues
Report back to Directorate Governance Board and enable effective communication on progress/ risks/ issues through identified local governance
Advise on local EDI requirements and measures
Act and steer the local EDI Agenda
With the Trust Equality Lead, support the monitoring and delivery of the Directorate Action Plan

7. Engaging with local communities
Celebrating Devon’s Diverse communities Devon Autism Service had an excellent time at Exeter Respect Festival 2017.
Raising the rainbow flag for Exeter Pride 2017
To mark Exeter Pride on Saturday 7 May, Trust staff joined Devon County Council at a flag raising ceremony to raise the Rainbow Flag.
"It’s great to have these conversations, thank you for being here." Is just some of the feedback that we got from visitors to the Trust stall at Exeter Pride 2017.
A fantastic and colourful event - we spoke with people that use Trust services, staff, prospective volunteers and people that are interested in sustaining good mental health and wellbeing.

8. Staff profile, learning and development

9. Workforce demographic
(Please see Appendix 1 EDI Data Book)
Largest staff age group is and next highest age group are aged
There is a higher percentage of staff declaring that they have a disability than the previous year and there is a lower percentage that submitted ‘undefined’ (than the previous year).
Approximately 65% are full time staff and 35% are part time.
92% of staff are from White heritage, approximately 3% from BME (including White European).
70% are female and 30% are male.
With regard to Religion/ Belief: 41% are Christians; 25% do not wish to disclose their belief; 16% are Atheists; with diverse religions of Buddhism; Islam; Sikh; Hinduism and Other.
With regard to Sexual Orientation: 76% are Heterosexual; 1.2 Gay (increase from the previous year); 15% do not wish to disclose; 1% Lesbian and 0.7 Bisexual.

10. Staff learning and development
Revised EDI e-learning module: As at 31 March 2017, 99% of Trust staff were compliant.
Workforce induction training: face to face EDI is delivered to all staff, with consistent good feedback from participants that this session prompts them to think and reflect further on EDI issues.
Equality Leads learning and development session: Local and Directorate leads explored their Adaptive Leadership skills, facilitated by the Trust’s Workforce Transformation Lead.
Senior Staff Forum: Trust Senior Staff were briefed on the Accessibility Information Standard and heard from colleagues on embedding EDI through Directorate leadership.
Directorate Learning and Development Trust Directorate EDI Leads and Local EDI Leads are briefed on the duties and responsibilities such as the WRES and Accessibility Information Standard.
Expanding e-learning: A Disability Awareness module and an Accessible Information Standard are now available on the Trust’s Learning Management System.

11. Improving staff experience
The Trust has established BME and LGBTI+ Networks.
Actions are agreed with the Networks that consider improving (BME & LGBTI+) staff and patient experience.
Issues are raised in confidence, with agreed actions to address.

12. What was the experience of those accessing services?

13. Friends and Family Test Responses
(Please see Appendix 1 EDI Data Book)
How likely would Patients recommend the Trust to Friends and Family?
Lower age group were likely to recommend the service.
Males were more likely and extremely likely to recommend the service than females.
Those with physical impairment were likely to recommend. Fairly negative responses from people with a learning disability and long term health condition. Mixed responses from those with Mental Health issues.
Fairly mixed responses from those with diverse faiths.
Those who identified as Bisexual had fairly positive responses.
Those with Black British heritages were unlikely to recommend. Those with Asian and Other heritages were likely and extremely likely. Those with White British and White Other heritages were mixed responses.

14. Answering quiz questions based on protected characteristics
 Building on the success of last year, another interactive session at The Dewnan’s Discovery Centre with patients resulted in: 
Answering quiz questions based on protected characteristics
Viewing films on patient experience
Tasting food from around the world
Patients feeding back that this was one of the best sessions they had attended, were engaged on this topic and learnt about the different characteristics

15. How did we provide assurance?

16. Workforce Race Equality Standard (WRES)
The NHS Equality and Diversity Council published the 2016 NHS Workforce Race Equality Standard (WRES) Data Analysis Report. The WRES requires organisations to demonstrate progress against nine indicators of workforce race equality. The indicators focus upon Board level representation and differences between the experience and treatment of White and Black and Minority Ethnic (BME) staff in the NHS. Although the Trust demonstrated significantly favourable results for BME staff across the indicators, it recognises that BME staff can often receive much poorer treatment than White staff in the workplace and aims to address these gaps through planned Trust action and working with the Trust’s BME staff network.

17. WRES: What has changed since last year?
2015/16 Action Plan is more robust and focused
BME Network scrutinised and fed back on proposed activity, including their involvement in delivery
Directorate ownership and accountability of WRES Action Plan through Directorate Action Plans
BME Network focused on Trust practice and protocol for reporting racist incidents; recommendations were made to the EDI Steering Group
WRES Local Implementation Team conducts monthly ‘Deep Dive’ approach to WRES Actions enabling detailed consideration of activity and progress.

18. Equality Impact Assessment (EIA)
EIAs continue to be embedded in Trust policy. QEIA’s have helped the Trust’s to focus on the impact of any proposed changes in service provision. EIAs have been completed as part of the Trust Efficiency Projects for 2016/17 .

19. Meeting communication needs
A Trustwide Task and Finish Group supported the Trust to implement the NHS England Accessible Information Standard

20. What are we doing differently?
The Patient Experience Team are monitoring and recording communication needs
AIS requirements are integrated into the Trust Information Governance service
The main Trust Electronic Patient Record System provides an alert, the ability to record and monitor patient’s communication needs