Equality page SP

In line with the Equality Act 2010, there is a duty for all public bodies to consider how their activities as employers affect people who share different ‘protected characteristics' covering:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race, including ethnic or national origins, colour or nationality
  • Religion or belief
  • Sex
  • Sexual orientation

There is also a responsibility for public bodies to consider how the decisions they make affect people who share different protected characteristics.

The Partnership Trust is determined to continue to be a beacon and leader of enlightened Equality, Human Rights and Inclusion policies and practices in Staffordshire, and to add to our record of working with, and for, all the diverse communities we serve, to consistently improve standards of care and increase the benefits our communities enjoy.


The Trust’s Equality Statement sets out our commitments to workforce and service equality, access, experience and outcomes in reference to delivering personal, fair, diverse and inclusive practices.

The Equality and Inclusion report highlights the progress we have made in relation to Equality and Inclusion over 2016-2017. The purpose of the report is to gain an understanding and direction of the work delivered and in progress. This report provides assurance that legal compliance in relation to the Equality and Inclusion agenda is being met and we are promoting the Trust as an exemplar employer and provider organisation.

In compliance to the Public Sector Equality Duty (PSED) the annual workforce data equality analysis was undertaken and findings reported to the subcommittee of Workforce Matters in 2017.  The Workforce Equality Data Analysis Report 2017 analyses data held during the period April 2016 - March 2017.  The report’s Appendix A contains the raw data and accompanies the report on the website in line with publication compliance for the PSED. This report has been presented to the Workforce Matters Committee. 

The NHS Workforce Race Equality Standard (WRES) was introduced in April 2015. It aims to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. From 2015/16, WRES was included in the NHS standard contract.

The Trust has submitted the WRES 2017 both within the NHS England WRES template and as a formal Trust WRES Report 2017 to the Workforce Matters Committee

The 2017 National WRES Analysis Report provides an overview of the data on all nine WRES indicators from all NHS organisations. The Trust was acknowledged amongst other Trusts within the report for improvement in WRES metric 2: relative likelihood of BME staff being appointed from short listing.  

The Trust is part of the Pioneers group for the early development and implementation of the Workforce Disability Equality Standard (WDES). The WDES is due to become mandatory in April 2018. This group is led by the NHS Employers Head of Equality and Inclusion. The Trust has supported the pilot metrics and will comply with the WDES reporting and submissions April 2018. 

The mandatory Gender Pay Gap Analysis requires public organisations such as the Trust to report on workforce data across gender and pay bands and its set criteria requires a “snap shot” view of staff and pay to be published by 31st March 2018 with plans to address any gaps or over/under representation within 12 months of the snapshot. The Trust's data is published in the following documents: Gender Pay Gap Report and Gender Pay Gap Action Plan. The Workforce Equality Data Analysis includes data of staff across pay bands within Appendix A.

The Trust will comply with the Sexual Orientation Standard (SOM) which was published in October 2017. The SOM information standard provides a consistent mechanism for recording the sexual orientation of all patients/service users aged 16 years across all health services in England. It will also cover local authorities with responsibilities for adult social care in all service areas where it may be relevant to record this data using a standardised format.

This standard provides the categories for recording sexual orientation but does not mandate a collection. The SOM has been based on research conducted by the Office for National Statistics (ONS) and the Equality and Human Rights Commission (EHRC), and on current practice by those organisations which monitor sexual orientation. This is a significant milestone in promoting Lesbian Gay Bisexual equality in England.  Recording sexual orientation will allow policy makers, commissioners and providers to better identify health risks and will help support targeted preventative and early intervention work to address the health inequalities for people who are Lesbian, Gay or Bisexual.

The Trust reports sexual orientation through its Workforce Equality Data Analysis reports and its Services Equality Data Analysis reports using the standard and guidance will support the Trust to improve the quality of data recorded.

The Trust’s Staff Support Networks were designed to support staff to fulfil their potential in the workplace and empower them to support the development of Trust wide policies, practices and initiatives to be fair, accessible and inclusive.  The networks meet on a bi-monthly basis.

Over the year the networks have been advertised and a calendar of meetings advertised in order to support and encourage staff to attend.  Further information can be obtained from the equality team equality.adminteam@ssotp.nhs.uk

In response to compliance with the Public Sector Equality Duty (PSED) the annual Services Equality Data Analysis Report was produced.  The data analysis was for data held during the period April 2017 - March 2018 the report’s Appendix B includes the raw data.

The Equality Delivery System2 (EDS2) has been consulted and graded EDS2. The resulting feedback has informed the Equality Strategy through the Equality Objectives 2016-2019.

Key Points and areas reported to the senior management of the Trust in relation to the involvement of staff, public and partner organisations and the feedback were:

  • Grades for internal assessment downgraded by wider consultation/ evidence.
  • RED grades to be noted: EDS2 Goal 4 Inclusive Leadership is picked up within the Trust's Well Led improvement plan which is monitored and reported to the CQC.

The EDS grading for 2017-2018 will take place from January - March 2018. This will focus on the work undertaken to deliver the equality objectives. The final grading will be available in April 2018.

Equality & Inclusion Objectives and Strategy 2016-2019 is a dynamic document and is developed and reviewed in partnership with community and staff groups respectively. It is the aim that each objective will have an operational plan linked to it. This enables further analysis on progress and areas for action and development. You can read the document here.

Equality Objective 1:  The Trust will deliver effectively on the Deaf Charter Pledges by working in partnership with local community groups: Deaf Charter Community Forum. This objective links to the EDS2 Goals 1, 2 & 3.

Equality Objective 2: The Trust will achieve Trust wide compliance to the Accessible Information Standard (AIS). The AIS steering group will undertake a gap analysis and will be working to develop an operational plan. This objective links to the EDS2 Goals 1, 2 & 3.

Equality Objective 3: The Trust will be an employer of Choice through increasing its diversity profile and through staff reporting a good experience of working within the Trust.  The Trust believes this will be achieved by the effective delivery of the WRES and WDES action plans established in the Trust and by utilising the support of the staff support networks to become ambassadors/ champions.

The WRES and WDES action plans will be within the E&I Strategy under this objective This objective links to the EDS2 Goals 3 & 4. 

Equality Objective 4: The Trust will deliver services that are responsive to people’s needs through the improvement of capturing and recording equality data for service uptake and using the information to inform service development. This objective links to the EDS2 Goals 1, 2 & 3.

Click to view the Modern Slavery and Human Trafficking Annual Statement.

The Integrated Language and Communication Support Services are managed by the Equality and Inclusion team. The service provides a Single Point of Access for staff, service users, community members and provider organisations to access the support of interpreters or translation.  The service provides face to face language interpreters, telephone language interpreters, BSL and Lip Speakers face to face and formatting and translation of documents.

The service can be contacted via:

Telephone: 01782 227772

E-mail: Interpreterservices@ssotp.nhs.uk

SMS Text: 07972 659493

The organisation is accountable for continuously improving the quality of service and safeguarding high standards of care.   For people with specific communication needs, it is imperative that we adopt a robust and sustainable integrated language and communication service across the geographical area we serve in order to reduce risks and improve the equality in health and social care services we deliver.

If you wish to discuss any information in relation to Equality and Inclusion in access to services information or experience then please contact

E-mail: balwinder.kaur@ssotp.nhs.uk

SMS Text: 07515 191603


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