Equality and Diversity

Annual Equality Reports:

 Annual Equality Report 2018 [pdf] 5MB

 Workforce Race Equality Scheme GMMH 2017 [pdf] 22KB

Annual Equality Report GMW 2017 [doc] 3MB

Annual Equality Report MHSC 2017 [docx] 26MB

Annual Equality Report 2016 [pdf] 547KB

Annual Equality Report 2015 [pdf] 1MB

Workforce Race Equality Scheme(WRES)[pdf] 266KB

 

The Public Sector Equality Duty requires the trust to publish equality objectives at least every four years.  The Trust’s corporate equality objectives April 2012-April 2016 are:

  • To strengthen data collection of the protected characteristics of our service users
  • To strengthen data collection of the protected characteristics of our workforce
  • To collate and monitor data on the protected characteristics of our service users who make complaints
  • To set local equality objectives in our business development plans
  • To undertake equality impact assessments on our policies and business development plans to ensure they meet the needs of, and do not disadvantage, service users of any protected characteristics

Local 2017-18 Objectives:

  • Bolton directorate staff encouraged to improve recognition  of young carers. Enable staff to identify young carers, record on PARIS and develop awareness of resources for young carers in Bolton. (age)

  • Identify a perinatal champion for Bolton directorate responsible for gathering and disseminating information among mental health staff to promote good practice and enhance expertise locally. ( pregnancy and maternity)

  • Promote MH staff engagement with local existing equality groups and forums to ensure GMMH is well represented, local equality information is made more accessible.

  • Ensure environment and information developed for the new single sex wards on the Bolton inpatient unit fully observe and promote needs of MH patients with LD promote the work of the Trust Equality Inclusion and recovery group to achieve more diverse representation

  • To review current initiatives in the provision of training to staff in secondary care mental health services, on working with service users who have a learning disability and make recommendations for a comprehensive roll-out.

  • To increase the percentage of service users who have their disability status recorded on PARIS

  • To hold an event to raise awareness among black and ethnic minority communities about dementia and the dementia services available in Salford

  • Improve protected characteristic recording of people admitted for inpatient care especially learning disability

  • Moving and handling training for inpatient staff

  • Assess the number of meeting rooms with disabled access for Community Mental Health Services in Trafford

  • Review Moorside’s doors and how easy they are to open for disabled people

  • Review access to interpretation services at Moorside

  • Review Equality Impact Assessment process

  • Develop an Equality Network in Trafford

Read about our Chaplaincy Services here.

Equality into Action Strategy 2016 - 2019

Our vision and strategy for equality are set out in the Strategy for Equality into Action 2016.pdf [pdf] 115KB. The strategy includes how the Trust approaches equality and diversity to improve access, experience and outcomes for our service users, relatives, carers and staff. The strategy includes an annual work schedule which incorporates publication of our annual equality report, setting local equality objectives and the delivery of Equality into Action Workshops which meet the statutory duty set out in Equality Delivery System 2.

Equality Act 2010: Public Sector Equality Duty (PSED) Publication of Information

The Equality Act 2010 introduced a general equality duty placing requirements on organisations in relation to the protected equality characteristics of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

The Public Sector Equality Duty further requires us to publish information demonstrating our compliance with this general equality duty. The Equality Act 2010: Public Sector Equality Duty (PSED)[pdf] 2MB describes how we have embraced the general equality duty in relation to our workforce and our service users in the context of our established strategic approach to equality, inclusion and recovery. Analysis of the data on the protected characteristics of our staff and service users will inform our priorities in setting future equality objectives within the Trust.

Recovering the Spirit: A Spiritual Care Strategy for the Trust September 2013 – September 2016

Our vision and objectives specifically in relation to the characteristic of religion or belief are set out in Recovering the Spirit A Spiritual Care Strategy for the Trust September 2013 – September 2016.pdf [pdf] 230KB . Recovering the Spirit describes our approach to ensuring equal opportunity for recovery for people of all religions and spiritualties.