NHS Forth Valley’s vision is to be a just and inclusive organisation in which everyone who receives services or works for us has the opportunity to fulfil their potential.
This cannot be achieved if there is prejudice, discrimination, alienation, or social exclusion. Services need to be accessible, appropriate and sensitive to the needs of all service users. No-one should be excluded or experience particular difficulty in accessing and effectively using our services due to their age, disability, gender reassignment, marriage/civil partnership, pregnancy/maternity, race/ethnicity, religion or belief, sex or sexual orientation.
As an Equal Opportunities employer we strive to have staff with the right skills to deliver equitable and quality services. We are committed to ensuring that our employees are not discriminated against and are appropriately supported in the workplace.
NHS Forth Valley is committed to developing an organisational culture that promotes Equality and Diversity.
The current NHS Forth Valley Integrated Health Care Strategy sets out the Board’s vision and objectives for the period 2011 to 2014. The Board’s strategic vision is in line with the Scottish Government’s 20:20 vision and the objectives and values are as follows:
- Improve health & provide high quality healthcare to the people of Forth Valley
- Improve Health, address inequalities & modernise services
- Improve the quality of care, experience & safety for patients in a person centred way
- Maximise efficient & productive use of resources focusing on integration and partnership and shifting the balance of care closer to home
- Financial stability, living within our means and ensuring best value
- Be Person centred – Treating staff and patients as individuals
- Be Ambitious – High expectations to deliver world class healthcare
- Have Integrity – Be accountable open and honest
- Be Respectful – Treat each other, our partners and people who access our service with dignity and respect.
What is Equality and Diversity?
Equality is about creating a fairer society where everyone has an equal level of opportunity to participate and to fulfill their potential as an individual. The nine protected characteristics are:
Diversity is about recognising and valuing differences to be found between individuals. Diversity results from differences including age, disability, gender, gender reassignment, marriage & civil partnerships, pregnancy & maternity, race/ethnicity, religion/belief, and sexual orientation, employment circumstances or background. All of these factors provide different experiences, perspectives and knowledge, which in turn can be of value to other people or organisations.
NHS Forth Valley Equality Strategy 2014-17
NHS Forth Valley is proud to introduce its Equality and Diversity Strategy.
Underpinned by our vision and values, this strategy supports the implementation of our public sector equality duty requirements as well as our guarantee to promote equality throughout the planning and development of services; whilst appreciating and respecting the diversity of our local community and staff.
This strategy will support our commitment to give everyone in the community the opportunity to be heard and give their opinions about local healthcare services. It will also allow us to continue to have open, honest and two-way conversations – at times and in ways that are appropriate for our stakeholders.
NHS Forth Valley Mainstreaming Report 2013 – 17 Employees
NHS Forth Valley is committed to ensuring that all our employment policies and practices for staff are fair, advance equality of outcome, eliminate discrimination and foster good relations.
To inform our areas of improvement we gather quality monitoring data covering all our staff.
We will publish an annual summary on line of the employment monitoring data we have collated and considered in our workforce equality and diversity reports.
We are delighted to publish our mainstreaming report which reflects work completed to date to mainstream equality within our working practice. This report includes details on:
- NHS Forth Valley E&D Employment Report 2013 (Employees) & Workforce Diversity Monitoring
- Gender Pay Gap Comparisons
- Equal Pay Statement
Easy Read Version – This information is currently under development and will be made available in the near future.
Equality Impact Assessment Screening completed on the: NHS Forth Valley Equality Delivery Mainstreaming Report 2013 – 17
Equality Duty 2010
The public sector equality duty in the Equality Act 2010 came into force in April 2011 – this is often referred to as the ‘general duty.’ Scottish public authorities must have ‘due regard’ to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations. Under the public sector equality duty specific duties we have published: NHS Forth Valley Equality Delivery Mainstreaming Report 2013 – 17:
- Includes information on how we are mainstreaming the equality duty
- Award criteria and conditions in relation to public procurement
- Separate Mainstreaming Appendices Report which includes evidence collated and hyperlinks to additional information used to inform our equality outcomes
- Evidence from involvement activities completed
- How we complete ongoing assessment and review of policies and practices
NHS Forth Valley Outcomes Are:
Long term NHS outcome 1: Within NHS Forth Valley, everyone has the best start in life and is able to live longer and healthier lives.
Outcome 1a: LGB &T, Disabled, ethnic minority and people of various ages have a positive experience of services that are equality informed and are sensitive to their diverse needs and potential impact of discrimination
Long term NHS outcome 2: Within NHS Forth Valley everyone has a positive experience of health care.
- Outcome 2a: NHS Forth Valley promotes and delivers on patient centred care to people meet best practice standards in relation to equality and diversity.
- Outcome 2b: All healthcare developments, polices and plans are informed by information on profile/protected characteristics of patients in the community
- Outcome 2c: NHS Forth Valley is equitable in the way it employs and supports its workforce.
Long term NHS outcome 3: Within NHS Forth Valley, people are able to live well in the community.
- Outcome 3a: People in Forth Valley are confident that diversity is respected; discrimination challenged and actively encouraged to report hate incidents motivated by malice or ill will based on racism, religious discrimination, homophobia, transphobia
- Outcome 3 b. In collaboration with partner agencies, NHS Forth Valley will improve the early identification of women and men experiencing Gender Based Violence within local health services; particular focus on A&E, Mental Health, Substance Abuse, Community Care, Sexual Health and Women and Children’s Services
- Outcome 3c: NHSFV Employees (women and men) affected by GBV, including those with protected characteristics, are confident that they will receive support in the workplace and improved safety, health and well being
- Outcome 3d Through the ‘Keep Well’ health promotion initiative, NHS Forth Valley in partnership with other agencies will increase opportunities for health improvement and disease prevention in deprived and vulnerable populations
Local Census figures for 2011
The following gives a breakdown of the protected characteristics of people living within the NHS Forth Valley area.
- Equality & Diversity Census Figures 2011
- Additional census information available to date can be found at http://www.scotlandscensus.gov.uk/en/
NHS Forth Valley Scottish Public Sector Equality Duty Progress Report 2015
In our initial reports, in 2013, we set out the ways in which we would ensure that equality became an integral part of how we operate. We made firm commitments to equality then, and this report gives you the opportunity to see how we are building on those commitments, and to determine how well you think we are doing.
In 2014 we published an interim report; however the 2015 Progress Report shows the difference we have made since we published our first mainstreaming report in April 2013 and the actions we have taken to make equality part of our core business.
We have included an update on:
- Where we are with our published equality outcomes,
- Identified the actions we have to take during 2015 -17 to mainstream equality
- Identified areas of best practice
- Provided employee information together with details of the progress made in gathering and using the information to better meet the duty;
- Updated our gender pay gap information.
This report provides the opportunity for us to share our progress and what we are going to be doing in the forthcoming year. There is a lot to be done, but we are confident that we are well placed to maintain our progress. If you have any comments or suggestions in relation to the contents of this report, please forward them either by post or by e-mail to Lynn Waddell
- Equality Delivery Mainstreaming and Progress Report 2013-15
- Equality & Diversity Annual Report 2014
- Equality Outcomes – Progress to date
- Equality and Diversity Annual Report 2016
Why is equality data monitoring and profiling important and how will we use this information?
We need information about our services, our service users and our staff to see whether or not we are offering high quality services which ensure that the local population have better health, live longer and can access our services more easily than the national or regional data suggests. This is why we ‘monitor’ and collect information where possible about people’s age, disability, ethnicity, gender (sex), gender reassignment, marriage or civil partnership status, pregnancy or maternity status, religion or belief and sexual orientation.
Monitoring is anonymous and non patient identifiable but does give credibility and integrity to our data and it is the basic foundation for evaluating the extent of diversity. The results of equality monitoring can inform the effective use of resources, improve competitiveness by attracting and retaining staff, and enhance service delivery by ensuring that barriers to services are removed.
Equality data can also be used to monitor the effects of policies, practices and activities on staff and services from all equality groups and identify where there may be an adverse effect on particular groups.
If you have or are likely to have, regular contact with services in NHS Forth Valley, then linking your personal equality and diversity information to your name can improve the support you receive. This is called ‘your equality profile’.
This allows us to meet your diverse needs allows us to deliver Person Centred Care.
The enclosed booklet explains any questions you may have. It has also been translated into a range of languages.
- Equality and Diversity Data Monitoring
- Equality and Diversity Data Monitoring – Cantonese
- Equality and Diversity Data Monitoring – Hungarian
- Equality and Diversity Data Monitoring – Lithuanian
- Equality and Diversity Data Monitoring – Mandarin
- Equality and Diversity Data Monitoring – Polish
- Equality and Diversity Data Monitoring – Punjabi
- Equality and Diversity Data Monitoring – Russian
- Equality and Diversity Data Monitoring – Urdu
What are human rights?
Human rights are the basic rights and freedoms which everyone is entitled to. We are all entitled to human rights in order to live with dignity.
Human rights demand recognition and respect for the inherent dignity and value of every human being, and provide the shared values and the legal basis to ensure that everyone is protected against abuses which undermine their dignity, and give the opportunities they need to realise their full potential, free from discrimination.
Scottish Human Rights Commission
The Scottish Human Rights Commission promotes and protects the human rights of everyone in Scotland. They work to increase awareness, recognition and respect for human rights, and make them more relevant and easier to apply in everyday life. The Commission is dedicated to helping everyone understand their rights and the shared responsibilities we all have to each other and to our community. The Commission is independent of the UK and Scottish Parliaments and Governments.
- Department of Health and BIHR, Human Rights and Health Care: a framework for local action, 2nd edition, 2008
Information on previous Equality Schemes and Annual Reports can be found within our archived section of the Equality and Diversity web site.