Equality, Diversity and Inclusion

Cheshire and Wirral Partnerships commitment to Equality, Diversity & Inclusion underpins our commitment to person centred care for people who access services, their carers, friends and Families and for our people who work at Cheshire and Wirral Partnership.

  • Personal Fair and Diverse Practice

    We remain committed to delivering personal, fair and diverse services for communities across the whole of the Trust’s geographic footprint. We recognise the different needs of communities and always look to develop services in line with this principle to ensure the care we provide is accessible to all. We believe passionately in creating positive and diverse workplaces for all our staff. We recognise the value employees from all backgrounds bring to their role and the importance of having teams that reflect the diversity of the community they serve.

  • The Equality Act 2010

    In October 2010 the Equality Act came into effect. Prior to this time there had been over 100 pieces of legislation covering equalities protections and alongside them there are three associated public duties for race, gender and disability. The Equality Act has nine protected characteristics defined as:

    • Age
    • Disability
    • Gender
    • Gender Reassignment
    • Marriage and Civil Partnership
    • Pregnancy and Maternity
    • Religion or belief – this includes lack of belief
    • Sexual Orientation
    • Ethnicity/Race
  • Public Sector Equality Duty (Equality Act 2010)

    The public sector equality duty (the equality duty) is made up of a general equality duty which is supported by specific duties.  The equality duty was created by the Equality Act 2010 and replaces the race, disability and gender equality duties.  The equality duty came into force in April 2011 and covers age, disability, gender, gender reassignment, pregnancy and maternity, race, religion or belief and sexual orientation.

  • General Duty

    Section 149 of the Equality Act 2010 puts various requirements on NHS organisations when exercising their functions. The general duty requires NHS organisations to have due regard to:

    • eliminate discrimination, harassment and victimisation 
    • advance equality of opportunity between different groups 
    • foster good relations between different groups

    By publishing relevant equality information it is hoped that it will make public boards more transparent about their decision-making processes and accountable to people who access CWP services. It also aims to give the public the information they need to be able to hold public bodies accountable for their performance on equality.

  • Equality, Diversity & Inclusion Annual Monitoring Report

    The CWP Annual Equality, Diversity & Inclusion Monitoring Report updates the Board on the progress in relation to the Trusts work around Equality, Diversity & Inclusion. The report provides details of our current performance, how the Trust is meeting its legal obligations, ongoing work to date, identified challenges and sets key actions for moving forwards.

     http://webstore.cwp.nhs.uk/reports/EqualityDiversityandInclusionAnnualMonitoringReport.pdf

  • 4 Year Equality Objective Plan

    The Equality Act 2010 requires all public sector organisations including Cheshire and Wirral Partnership NHS Foundation Trust, to publish equality objectives every four years.

    The Trust has to publish details of engagement work that has taken place to develop and evidence the Trust’s Equality Objectives and also how the Trust will measure its progress against them. This personal, fair and diverse commitment explains to staff and the public our approach to equality and diversity and our equality objectives.

    CWP 4 Year Equality Objective Plan

  • Workforce Race Equality Standard (WRES)

    Workforce Race Equality Standard (WRES) was introduced in 2015. The WRES seeks to prompt inquiry to better understand why it is that BME staff often receive much poorer treatment than White staff in the workplace and to facilitate the closing of those gaps,

    http://webstore.cwp.nhs.uk/WRESReport2018-19.docx

  • Equality Delivery System 2 (EDS2)

    The main purpose of the EDS2 was, and remains, to help local NHS organisations, in discussion with local partners including local populations, review and improve their performance for people with characteristics protected by the Equality Act 2010. By using the EDS2, NHS organisations can also be helped to deliver on the Public Sector Equality Duty.

    http://webstore.cwp.nhs.uk/2018-19EDS2AssessmentSummary.pdf

  • NHS England Accessible Information Standard

    Accessible Information – the ‘Accessible Information Standard’ – directs and defines a specific, consistent approach to identifying, recording, flagging, sharing and meeting the information and communication support needs of patients, service users, carers and parents, where those needs relate to a disability, impairment or sensory loss.

    By 1 April 2016 all organisations that provide NHS or publicly funded adult social care must identify and record information and communication needs with service users:

    • At the first interaction or registration with their service
    • As part of on-going routine interaction with the service by existing service users.

    NHS England Accessible Information Standard

  • CWP Gender Pay Gap Report

    From 6 April 2017 employers in Great Britain with more than 250 staff are required to publish their gender pay gap information annually, using six different measures, covering pay and bonuses. This is the second report for Cheshire and Wirral Partnership NHS Foundation Trust (CWP) and provides a snapshot of pay data on 31/3/18 which is also published on the Gender Pay Gap Reporting pages of the Gov.uk website.  The purpose of the reporting is to increase awareness, improve pay transparency and to encourage closing the gap. 

    Read our latest CWP Gender Pay Gap Report 2018

  • Workforce Disability Equality Standards (WDES)

    Workforce Disability Equality Standard (WDES) was introduced in 2018. It consists of a set of specific measures to enable us to compare the experiences of disabled and non-disabled staff since research shows that a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and improved patient safety

    http://webstore.cwp.nhs.uk/WDESReport2018-19v2.docx

  • Interpretation and Translation Pathway

Browsealoud - Browsealound aims to improve access for all CWP Trust website visitors the Trust use an innovative support software package Browsaloud that adds speech, reading, and translation to websites facilitating access and participation for people with Dyslexia, Low Literacy, English as a Second Language, and those with mild visual impairments and online content can be read aloud in multiple languages.

 

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