All public bodies must treat people from different groups and backgrounds fairly and equally. This could be in our services, our jobs and through the money we spend.
The Equality and Inclusion team looks after all areas of equality, diversity and inclusion, and works to make sure the Trust actively thinks about inclusion in all of its work. The team supports the Trust to meet its legal requirements under the Equality Act 2010, for staff and service users.
We work to ensure that all staff, students, service users and visitors are treated fairly and with dignity and respect. We also work closely with our third sector partners particularly from underrepresented communities, to make sure everyone has a voice and is listened to.
As a Trust we have a duty to:
- Stop unlawful discrimination, harassment or victimisation,
- Make sure we provide equal opportunities, and
- Foster good relations.
Reverse mentoring - a mentee and mentor experience
Reverse mentoring is when a senior member of the team, such as an Executive Director, is mentored by a less senior colleague. The mentor supports the mentee to increase their knowledge and understanding of a topic, using the mentor’s unique experience and insight. At Northamptonshire Healthcare NHS Foundation Trust (NHFT) we use mentors from Black, Asian and Minority Ethnic (BAME) backgrounds to support our Executive Directors to learn about race equality, ethnicity and diversity.
The Equality Act 2010 applies to all organisations that provide a service to the public.
The Act protects people from being discriminated against because of a certain characteristic. These are known as Protected Characteristics. They are:
- Gender reassignment
- Pregnancy and maternity
- Race (this includes ethnic or natural origin, colour and nationality)
- Religion or belief
- Sex (male or female)
- Sexual orientation
- Marriage or civil partnership
It is against the law to discriminate against, harass or victimise a person when providing a service or function. For more information about the Equality Act, click here.
Patient equality and diversity data
Here at NHFT, equality and inclusion is a high priority for us. We believe that understanding the equality and diversity data for those we care for h to improving will help us to improve patient care and outcomes. Understanding our patient and service user backgrounds can make a real difference to the services we provide and care we deliver, making sure that individual needs are considered and patient care remains high quality. This includes patient and service user characteristics outlined in the Equality Act 2010 above.
Why do we collect this data?
We recognise people may be protective over their personal data and will want to know why it is needed and how we are going to use it. We collect this data for a number of reasons which are outlined below:
- Assurance - we need to be sure that the services we deliver meet our patient groups and we need to identify any disadvantages in our service offering
- Getting it right - we monitor the data collected to inform us, so we are able to provide the correct and high quality care to meet our county’s demographics and needs
- Our duty – we have a statutory (legal) duty as part of the Equality Act 2010 to ensure no-one, including staff, patients, service users, carers and their families is discriminated against through our Trust or the services or care we provide
- Early warning – it helps us identify any trends and early health inequalities, so we can really concentrate on these areas and address any inequalities to make a difference
- Service access – the data helps us to understand who is really accessing our services and who isn’t. It may be that there are specific groups that don’t access our services at all, and we need to understand the reasons for this
- Services of a high standard - The data helps us to provide high quality, culturally sensitive and clinically appropriate services
How do we collect this data?
We collect E&D data through conversations with every patient that accesses our services . This data is important as it is forms part of their patient clinical record, so must be correctly completed and up to date at all times.
Where is the data kept?
All patient data is kept completely confidential. Data is used anonymously to monitor and report on our services to ensure we are providing an equitable and equal service.
How has this data made a difference?
Data like this has made a difference in a number of different projects and initiatives - from engagement projects and community events to services such as our Diabetes Multi-Disciplinary Team and Improving Access to Psychological Therapies. As well as so many more!
Throughout the United Kingdom, evidence showed Black, Asian and Minority Ethnic (BAME) communities had worse mental health outcomes and poorer experience of services. For some individuals, limited knowledge of available support and how to access it meant their mental health problems became more difficult to cope with.
In response to this, in 2015 we embarked on our ‘Moving Ahead’ project to improve access and services for BAME communities. Since then, the project has grown significantly, focusing on key areas where there has been a need for change and improvement, as well as launching the community engagement programme in early 2018.
Throughout 2018 we provided Moving Ahead training to local communities which covered challenging subjects such as race equality, racial prejudice, typical assumptions made about BAME communities, unconscious bias and information about how the NHS works and how to access services. A total of over 100 people have attended our Moving Ahead training programme and feedback has been positive. Trainees have come from our own staff body, BAME project members and stakeholder representatives from partner organisations. Find out more about the Moving Ahead project here.
Who should I contact for more information on this?
For more information please contact the equality and inclusion team on EqualityIncusionTeam@nhft.nhs.uk
NHS Equality Delivery System 2 (EDS2)
The main purpose of the EDS2 is to help NHS organisations, in discussion with local partners and communities, to review and improve their performance for people with characteristics protected by the Equality Act 2010. By using the EDS2, the Trust is further supported to deliver its Public Sector Equality Duty.
There are four EDS2 goals that relate to issues that matter to people who use, and work in, the NHS:
1.Better health outcomes for all
2.Improved patient outcomes and experience
3.A representative and supported workforce
To view the documents please see below in the document library folder called 'NHS Equality Delivery System 2' .
Under the Equality Act 2010, the Trust is required by law to carry out an equality analysis before making any decision. In this we have to ensure that we think about the needs of service users based on their protected characteristics. However, our approach to equality analysis has to be relevant and in proportion, which means focusing on areas that are significant for specific protected groups.
The analysis involves using equality information, as well as talking to people from protected groups and others, to understand the actual effect or the possible effect of the decision. It helps the Trust to take practical steps to tackle any negative effects or discrimination, to advance equality and to foster good relations.
BAME staff development network
The aim of the Black, Asian and Minority Ethnic (BAME) staff network is to provide a free and effective voice for BAME patients, staff, service users, carers and community. We aim to ensure that NHFT fulfils its duties by working in partnership with the Trust’s Equality and Inclusion Team to champion race equality and make sure NHFT processes do not discriminate based on race. We recognise all the protected categories set out in the Equality Act 2010, but race equality is the overall principle of the BAME Network.
Who we are
The BAME staff network is made up of black, asian and minority ethnic staff from across the Trust. Non-BAME colleagues with an interest in raising awareness of racial equality and cultural issues can become ‘champions’ of the network.
The BAME staff network has an executive committee, which meets on a regular basis to discuss network business and to meetings that are easy to access for all members of the network.
Staff disability and allies network
The staff disability and allies network provides a safe space to share and discuss work related experiences, in order to gain support and advice around disabilities.
The network hopes to raise awareness, signpost training, offer community engagement, give support to employees (staff and managers) and advise on Trust policy improvements. This will create a culture of disability confidence for all employees.
The group will make every effort to ensure confidentiality for those who attend.
Who we are
The aim of the Staff Disability network is to help NHFT become more disability friendly. The network champions are people with disabilities and their allies, a disability could be:
- Mental health.
An ally is a colleague who does not have a disability, and does have an interest in promoting awareness of disability issues.
What we do
As a network we aim to:
- Raise awareness of disabilities amongst staff at all levels
- Create a culture of disability confidence for all employees
- Engage with local organisations to organise regular work-focused training and meetings, as well as supporting social engagement activities with local groups.
LGBTQ staff and allies network
The Lesbian, Gay, Bisexual,Transgender and Questioning (LGBTQ) staff and allies network has been established to help NHFT become more LGBTQ friendly for both staff and service users.
Who we are
The LGBTQ Network champions are made up of staff who identify as LGBTQ or their allies. These are staff who work across different levels of the organisation.
What is an ally?
An ally is someone who doesn’t identify as being LGBTQ, and has an interest in supporting LGBTQ issues and promoting equalities for this group.
What we do
As a network we aim to:
- Raise awareness of LGBTQ health inequalities, and give support to staff and service leads
- Engage with local organisations to arrange work-focused training and meetings, as well as supporting social engagement activities with local groups
- Create a culture of confidence in LGBTQ issues for all employees, including creating a culture where staff and service users are happy to disclose their sexual orientation without worry.
Gender pay gap reporting
Employers in the UK with more than 250 staff are required by law to publish their gender pay gap data. A gender pay gap is the difference between the average hourly earnings of males and females with the figure expressed as a proportion of male earnings, however it is important to note that it is separate from equal (or unequal) pay.
The data for NHFT’s gender pay gap as of March 2019 is highlighted below:
Gender Pay Gap:
Women’s median hourly rate is 6.4% lower than men’s. In other words when comparing median hourly rates, women earn 94p for every £1 that men earn.
Women’s mean hourly rate is 20.1% lower than men’s. In other words when comparing mean hourly rates, women earn 80p for every £1 that men earn.
Pay quartiles are calculated by splitting all employees in an organisation into four even groups according to their level of pay. Looking at the proportion of women in each quartile gives an indication of women's representation at different levels of the organisation. Our workforce profile by gender is 85% women, 15% men
|Quartile||Female %||Male %|
To recognise the staff contribution to our improved Care Quality Commission (CQC) rating in 2017 a £12 payment was made to 100% of women and men in the organisation.
Women’s bonus pay is 83% lower (mean) than men and the same at £12 for the median payment.
*The bonus pay gap includes bonuses in the form of money, vouchers, securities, securities options, or interests in securities which relate to profit sharing, productivity, performance, incentive or commission.
Equality information report
If you have any questions relating to the Equality Information Report please email:
- Lenea Nyamapfeka, Equality Inclusion Manager: Lenea.Nyamapfeka@nhft.nhs.uk
- Beth Brand, Head of Patient Experience: Beth.Brand@nhft.nhs.uk
- Diana Belfon, Equality Community Engagement Manager: Diana.Belfon@nhft.nhs.uk
Equality Objectives 2020 - 2024
The Public Sector Equality Duty (PSED) section 149 of the Equality Act (2010) requires public organisations to publish Equality Objectives at least every four years, to show progress in equality for protected groups and beyond. NHFT is dedicated to embedding Equality, Diversity and Inclusion (EDI) in all activities in the Trust.
The Equality Objectives 2020 - 2024 document outlines NHFT’s new Equality Objectives which relate to patients, service users, carers and those working for the Trust. Setting these objectives helps us to show how we continue to meet the needs of our diverse workforce and provide services that improve outcomes and experience for all our protected groups in our local community.
As part of our work to embed equality into health services, we engage with stakeholders which include our Equality Inclusion Assurance Board (EIAB) members, patient experience pathway groups, Patient and Public Experience Steering PEG members which include partner organisations, Volunteers and Governors.
To create our new Equality Objectives 2020-2024, we drew on the experiences and data analysis of patients, services users and the public as we believe that this is needed to shape services that are high quality and are meet the needs of our diverse community.
The Equality Objectives were ratified by the Trust Board on 26 March 2020, click here to read the Trust Board report. We intend to review progress every year in order to identify any emerging needs or issues and adjust our objectives to respond to this.
In response to the unprecedented pressure and uncertainty presented by the COVID-19 pandemic, the Trust Board has agreed to pause progression of the new Equality Objectives until further notice. This is so we can focus on delivering the best possible care to our patients at this time. This decision will be reviewed in July 2020.