Equality statement
"Ealing Hospital actively promotes equality and diversity for all"
Our healthcare organisation must be a place where all staff, whatever their differences, feel valued and have a fair and equitable quality of working life. One where we accept the differences between individuals and value the benefits that diversity brings to the staff, the organisation and to patients and clients in particular. We all want to be part of a workforce that feels valued and confident.
This section covers some of the key areas of work the Trust is undertaking:
Race Relations Amendment Act 2000 and Equality Strategy
Like all public authorities Ealing Hospital is committed to promoting race equality. The Trust recognises that embracing diversity is good for business. Substantial evidence shows that well managed, diverse groups, out-perform homogenous groups in responding to change and providing high quality services. This is particularly true in relation to providing better patient care and improved clinical outcomes.
Our race equality scheme and working strategy outlines our progress and commitments but also covers our priorities for equalities legislation including disability.
Disability Equality Duty
The ongoing duty for public bodies to promote the rights of disabled people came into effect in December 2006. The Disability Equality Duty (DED) affects around 45,000 bodies in the way they plan and deliver services to the UK's 10m disabled people.
Bodies, including the NHS, have to publish a plan showing how they intend to meet their obligations.
Learning disabilities
The Trust held a study day on learning disability, covering issues like understanding learning disability, capacity and consent, protection of vulnerable adults and where to get more information and help.
Most importantly, the day included people with a learning disability talking about their experience of hospital, bringing the issues to life for health professionals.
The day had a multi-disciplinary attendance, and feed back was very positive. It was described as ‘practical and useful’ and the input from people with a learning disability ‘enhanced the day’.
Improving Patient Experience Group (IPEG) (IPEG)
The Trust has established an improving patient experience group which is looking at the care provided to patients ensuring their needs are met. The group recognises the need to embrace the diverse community we serve and provide services that will meet these needs.
Example
In the hepatitis clinic on level 8 the consultant has made a number of dvds in a range of languages explaining Hepatitis C and its treatment. These are played to the patients prior to starting treatment. They also have a number of leaflets in different languages for both Hepatis C and HIV. Patients are able to collect their medication from the unit pharmacy. This cuts down the waiting time for patients and enables staff to go through the medication with both the patient and a family member. As a majority of the patients seen do not have English as a first language this is of benefit. The unit pharmacy has been in operation since the HIV unit opened in order to make things easier for very debilitated patients with compromised immune systems. It continues to be of the greatest value.
Although the treatment of Hepatitis C is usually self-administered by the patient, staff have set aside time to give the injection to a number of patients in the clinic. This is due to language difficulties. As the injections are given weekly it also enables staff to give more support to those who find it difficult to understand the treatment regimen. Clinic times do take into account, as much as possible, patients’ commitments.
Single equalities strategy and frameworks
Public sector equality duties are central to new and existing legislation around race, disability and gender. With the move towards a single Commission for Equality and Human Rights, organisations are increasingly required to demonstrate how outcomes will be measured and inequalities removed.
At Ealing we are developing a single equalities strategy, which brings together responses to all three duties covering race, disability and gender. It also addresses other areas such as religion, belief, age and sexual orientation. This has advantages such as identifying and responding to issues of multiple discrimination.
Employment monitoring
The Human Resources Committee regularly reviews employment- monitoring statistics to ensure our workforce reflects the diversity of the population of Ealing at all levels of the organisation.
Equality Impact Assessments (EIA)
The Trust has worked in active partnership with Ealing Race Equality Council on equality impact assessments. Three EIA's have been conducted.
The equality impact assessment was undertaken for the following areas:-
- Recruitment and selection policy
- Bullying and harassment
- Patient access policy/Services for outpatients
During 2008/09 further EIA's will be conducted and these will be published on this website in due course.
Language and interpreting services
Ealing is a diverse borough with over 100 languages being spoken across the community. As a Trust we recognise the need to ensure that our services are accessible to those with language needs. We have been working with members of the public and voluntary and community organisations to improve the information and access to services we provide. We now have in place.
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A language pocket poster in 18 community languages displayed throughout the Trust and language cards for patients
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A new language and communications policy which has been launched to staff, patients and visitors
Ethnic health handbook
The ethnic health handbook, produced in partnership with our Chaplaincy Team, is available to all staff and contains information about the religious and cultural needs of our local community. This enables staff to be more aware of the different needs of our communities and therefore provide more culturally sensitive care that will meet their needs.
Ealing Health Race and Social Care Forum
Working in partnership with residents, patients and the voluntary and community sector is important to us. The Ealing health race and social care forum was launched in January 2003 in conjunction with Ealing Primary Care Trust, West London Mental Health Trust and Ealing Social Services. The forum is one way of ensuring that a wider range of stakeholders are able to be involved in the planning, development and reviewing of services locally.
Ealing Black and Minority Ethnic (BME) NHS Staff Network
September 2002 saw the successful launch of the Ealing BME network. Over 200 members of staff from Ealing Hospital, Ealing Primary Care Trust and West London Mental Health Trust attended. Since the launch of the network the following key areas have been identified.
