Western Sussex Hospitals NHS Trust is committed to promoting equality of opportunity for everyone within the community it serves and eliminating discrimination.
The Trust recognises the value of a diverse workforce capable of understanding the needs and cultures of all patients, and of communicating effectively with them.
To formalise this commitment, the Trust has an active Diversity Matters Steering Group, which is chaired by the Chief Executive and has representation from executive, non-executive, senior management, line management and staff side levels.
In addition, the Trust has both BME and Disability Forums and is in the process of establishing both an LGBT and a Religion/Belief Forum.
Our previous Single Equality Scheme and Action Plan are available to read or download from the links at the foot of this page, in addition to our latest Annual Equality and Diversity Annual Monitoring Report and Equalities Action Plans.
The Trust has also recently agreed and published its equality objectives, as part of the requirements of the Equality Act 2010, using the Equality Delivery System. The main E&D objectives are:
1. To improve the number, quality and range of internal and external groups and contacts that represent the nine protected characteristics, by April 2013.
(This is related to EDS Goal 1 and is directly in relation to outcome 1.3) Objective lead: Head of Communication and Engagement
2. By April 2014, to ensure that data is requested and where possible collected, reported and analysed for all patients and for the number of complaints received, by protected group and to ensure that all protected groups are aware of the complaints process.
(This is related to EDS Goal 2 and is directly in relation to outcome 2.4 and in response to findings from the annual E&D monitoring report) Objective lead: Director of Nursing and Patient Safety
3. To ensure, by September 2012, a process is in place and reports are analysed and monitored to ensure that all flexible working options are made available to all staff consistent with the needs of the patients and the way people lead their lives.
(This is related to EDS Goal 3 and is directly in relation to outcome 3.5 and in response to findings from the annual E&D monitoring report) Objective lead: Deputy Director of Human Resources
4. To educate and motivate middle and other line managers to encourage their staff to work in culturally-sensitive ways within a work environment free from discrimination, by April 2013.
(This is related to EDS Goal 4 and is directly in relation to outcome 4.2) Objective lead: Deputy Director of Human Resources
5. To significantly reduce the level of staff feeling discriminated against within the Trust by March 2013
(This is in response to findings within the annual E&D monitoring report and from the results of the 2011 national staff survey) Objective lead: Deputy Director of Human Resources
A copy of the full Trust Board report and the EDS grading document can also be found on this page. Full action plans linked to each of the above objectives will be published as they are completed.
If you need any more information please contact:
Natalie Mowbray
Workforce Manager - Equalities & Partnership
Western Sussex Hospitals NHS Trust
Natalie.Mowbray@wsht.nhs.uk
Mobile: 07818011422
Worthing Hospital: 01903 205 111 ext 4616
