Equality & Diversity

Equality & Diversity

Equality & Diversity Annual Report 2015/16

Our Equality and Diversity Annual Report details the activities and work carried out by City Health Care Partnership CIC (CHCP) towards equality and diversity during the period 1st April 2015 to 31st March 2016. To download a copy click here

City Health Care Partnership CIC is committed to equality and fairness for all in our employment and care and will not discriminate on any protected characters, identified within the Equality Act 2010 as: Age, Disability, Gender Reassignment, Marriage and Civil Partnership, Pregnancy and Marriage, Race, Religion and Belief, Sex, Sexual Orientation.  We oppose all forms of unlawful and unfair discrimination.  Our patients, their carers and our staff deserve the very best we can give them in an environment in which all feel respected, valued and empowered.

What is Equality?

Equality is about making sure people are treated fairly and given fair chances. Equality is not about treating everyone in the same way, but it recognises that their needs are met in different ways.

What is Diversity?

Diversity is about valuing individual difference. So 'diversity' is much more than just a new word for equality. A diversity approach aims to recognise, value and manage differences in order to make our organisation a better place for everyone.

One mechanism to ensure we fulfil this is the adoption of our Equality Strategy. We intend to inform our staff, our service users, their carers, visitors, the commissioners and partner organisations of how we propose to address issues of equality and diversity.

The legislative context

The core commitment of CHCP CIC is to provide fair, accessible services for all and equality of opportunity for staff is underpinned by equality legislation.  Legislation of central importance to our Equality Strategy is:

  • Equality Act 2010
  • Public Sector Equality Duty

The Equality Act 2010 replaces previous anti-discrimination laws with a single act making the law easier to understand and strengthening protection in some situations. 

Patient Information and Literature

All our patient information and literature is available in alternative languages upon request to ensure equality of access to all the services we provide.

CHCP CIC complies with Accessible Information, a requirement of the Health and Social Care Act 2012.  A selection of literature is available for patients and health providers. Click here to access.

Further Information

To view the CHCP CIC Equality and Diversity strategy, click here.
To discuss an equality and diversity issue, please telephone 01482 347675 or email equalityanddiversity@chcphull.nhs.uk

 

Equality Delivery System for the NHS

The EDS2 report shows how well we are doing in comparison with other NHS organisations in terms of equality and diversity. To read the report, click here.

Workforce Race Equality Standard

From 1st April 2015 all providers of NHS services have been required to submit an annual report to demonstrate how they are addressing race equality issues in a range of staffing areas, through a nine point Workforce Race Equality (WRES) standard metric.  CHCP CIC has completed its report with baseline data which will be compared on a year on year basis; to read the report, click here.

Investors in Diversity

City Health Care Partnership CIC has been successful in achieving the Investors in Diversity stage 2 awarded by The National Centre for Diversity.

The journey taken to gain this award started in April 2014 with an online survey to staff and external stakeholders, whcih showed us where there was room for improvement. A working group consisting of representatives from across the organisation, the Equality Steering Group and the advisor from The National Centre for Diversity developed an action plan.

In November 2014 a review resulted in the organisation receiving a conditional achievement with the aim of continuing to progress towards full achievement.

A second on line survey took place in April 2015 to establish any improvements on the previous results, after which a number of staff were invited to attend an interview with the assessor.  The outcome of both the survey and the staff interviewed determined the final report from which showed a marked improvement and it was recommended that the organisation be awarded the full Investors in Diversity at Stage 2.