Our aim is to actively promote equality, inclusion and human rights, tackling discrimination and promoting the rights of the many and diverse communities we serve to ensure that we provide a safe environment, free from discrimination, and a safe place where all individuals are valued and treated fairly.

MTW is committed to creating a culture that promotes equality and embraces diversity in all its functions as both an employer and a service provider. You can find out more in our Annual Equality Report.

The Trust adheres to legal requirements and seeks to mainstream the principles of equality and diversity through all its policies, procedures and processes.

To achieve this, we operate in accordance with these values:

  • Treat everyone with respect and dignity at all times
  • Challenge discriminatory behaviour and practice
  • Recognise and embrace diversity
  • Ensure equal and easy access to services
  • Ensure equal access to employment and development opportunities
  • Consult and engage with staff, patients and their families to ensure that the services and the facilities of the Trust meet their needs

The public sector equality duty

The equality duty was developed in order to harmonise the equality duties and to extend it across the protected characteristics. It consists of a general equality duty, supported by specific duties which are imposed by secondary legislation.  In summary, those subject to the equality duty must, in the exercise of their functions, have due regard to the need to:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
  • Advance equality of opportunity between people who share a protected characteristic and those who do not.
  • Foster good relations between people who share a protected characteristic and those who do not.

These are sometimes referred to as the three aims or arms of the general equality duty. The Act explains that having due regard for advancing equality involves:

  • Removing or minimising disadvantages suffered by people due to their protected characteristics.
  • Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
  • Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

The Act states that meeting different needs involves taking steps to take account of disabled people’s disabilities. It describes fostering good relations as tackling prejudice and promoting understanding between people from different groups. It states that compliance with the duty may involve treating some people more favourably than others.

The equality duty covers the nine protected characteristics: age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation.  Public authorities also need to have due regard to the need to eliminate unlawful discrimination against someone because of their marriage or civil partnership status. This means that the first aim of the duty applies to this characteristic but that the other aims (advancing equality and fostering good relations) do not apply.

The Trust takes a zero tolerance approach to all forms of discrimination, harrassment and victimisation and will make every effort to ensure that no patient or employee is disadvantaged, either directly or indirectly, on the basis that they possess any of the ‘protected characteristics’ as defined by the Equality Act 2010.

The Trust is fully committed to a policy of equality of opportunity in all its employment practices and all protected groups have equal access to employment, training and promotion opportunities.

employer_smallThe Trust is committed to taking positive action for disabled people and is recognised as a Disability Confident Employer.

Watch this short film ‘Love has no labels’.

 

Equality Delivery System 2 (EDS2)

The main purpose of the EDS2 it to help local NHS organisations, in discussion with local partners including local people, review and improve their performance for people with characteristics protected by the Equality Act 2010. EDS2 has 18 outcomes which are grouped under four goals:

1) Better Health Outcomes 2) Improved patient access and experience 3) A represented and supported workforce 4) Inclusive leadership.

EDS2 can help MTW respond to the Public Sector Equality Duty specifically by publishing information to demonstrate compliance and prepare and publish specific and measureable equality objectives at least every four years.

See the EDS2 report for 2016/17

Equality analysis

Public authorities covered by the general equality duty must ensure that:

  • Decision-makers are aware of the general equality duty’s requirements.
  • The general equality duty is complied with before and at the time a particular policy is under consideration and when a decision is taken.
  • They consciously consider the need to do the things set out in the aims of the general equality duty as an integral part of the decision-making process.
  • They have sufficient information to understand the effects of the policy, or the way a function is carried out, on the aims set out in the general equality duty.
  • They review policies or decisions, for example, if the make-up of service users changes, as the general equality duty is a continuing duty.
  • They take responsibility for complying with the general equality duty in relation to all their relevant functions. Responsibility cannot be delegated to external organisations that are carrying out public functions on their behalf.
  • They consciously consider the need to do the things set out in the aims of the general equality duty not only when a policy is developed and decided upon, but when it is being implemented.

Carrying out analyses helps us to gain a real understanding of the ways in which our policies and practices affect people from different protected groups.

Recruitment

MTW is committed to equality and valuing diversity within its workforce and we know that people perform better when they can be themselves. We encourage job applications from BME, disabled and LGBT people – we embrace difference, we don’t just tolerate it and we are focussed on developing diverse talent within the Trust.