sheffield teaching hospitals annual equality, diversity ... · diversity and inclusion. what we did...

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Sheffield Teaching Hospitals

Annual Equality, Diversity and

Inclusion

Report 2016 – 2017

Patient data and Information people that accessed our

services by Protected Characteristics

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Introduction

The Trust is committed to treating everyone who visits or works in its services with

respect and as individuals taking into account individual differences, personal values

and perspectives.

The Public Sector Equality Duty and the NHS Equality Delivery System Two are

frameworks which support this commitment.

The Public Sector Equality Duty

Everyone is different but sometimes differences can mean that people are

disadvantaged because of that difference. Equality law protects people or groups

who share characteristics that may lead to disadvantage. These characteristics are

Age

Disability

Race (Ethnicity)

Religion or Belief

Sex (Gender)

Sexual Orientation

Pregnancy and Maternity

Gender Reassignment

Marriage and Civil Partnership

The ‘Public Sector Equality Duty’ is a legal duty which applies to most public

organisations. The ‘Public Sector Equality Duty’ means that the Trust needs to

consider three key areas, these are:

To eliminate unlawful discrimination, harassment, victimisation and any

other conduct prohibited by the Equality Act 2010.

To ‘take forward (advance) equality of opportunity’ between people who

share a protected characteristic and people who do not share it; and

To ‘foster good relations’ between people who share a protected characteristic

and people who do not share it.

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This means the Trust must consciously think about these three areas in the way the

Trust acts as an employer and when the Trust develops and reviews policy,

including how it designs delivers and evaluates its services and when purchasing

services from other parties.

This report describes what the Trust has done between the 1st of April 2016 and the

31st of March 2017 to support the aims of the Public Sector Equality Duty and the

goals of the NHS Equality Delivery System Two.

This report should be read in conjunction with other reports that the Trust produces

which reflect the Trusts activities and plans which are also relevant to Equality,

Diversity and Inclusion.

What we did in 2016/17 to eliminate unlawful discrimination harassment and

victimisation

The Trust has a range of policies which aim to ensure that the Trust does not

discriminate as an employer or when providing services. The Trust aims to keep its

policies up to date and introduce new policies from time to time.

All new and updated policies are reviewed for their impact on groups protected under

equality legislation. Many Trust policies directly support equal opportunity, respect

for diversity and the elimination of discrimination.

We also review the need for equality analysis on local projects in care and corporate

groups by discussing these with Trust Operational Equality Leads.

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The Equality Delivery System 2

The NHS Equality Delivery System 2 (EDS2) has been developed by the NHS to

support NHS organisations to meet equality duties. The Trust aims to embed action

to achieve the goals of the NHS Equality Delivery System 2 into its day to day

activity and in the action the Trust takes to meet its Equality Objectives and to

support the Public Sector Equality Duty.

The Goals of the NHS Equality Delivery System 2 are:

Better health outcomes

Improved patient access and experience

A representative and supported workforce

Inclusive leadership

In 2015/16 using the EDS2 framework, the Trust worked in partnership with health

and social care commissioners and providers in the city to review equality data and

use this to identify good practice and inform new equality objectives.

Information that the Trust used to inform this work included a review of reports and

data relevant to protected characteristic groups in the city and national reports. The

Trust worked in partnership with public health to look at areas relevant to groups that

might be affected by health inequalities; this was linked to project work being

undertaken as part of the Sheffield Health and Wellbeing Board city plan for action to

‘Improving access to services in order to reduce health inequalities’1 .

The Sheffield Equality Engagement group provided feedback on the areas reviewed

and also provided information about priority areas that they have identified. In July

2015 a health focused engagement event was organised by the Sheffield City

Council Equality Hubs, feedback from this event was also considered.

Workforce elements of the EDS have been considered internally – priorities are

being reviewed but updated objectives are likely to focus on Race, Disability, Gender

and the LGBT workforce.

Equality Objectives and the NHS Equality Delivery System (2)

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Trust Equality Objectives

The Trust has linked EDS2 aims and the Trust Equality Objectives to six Trust aims

these are:

Our services are accessible to all

Patients have equitable outcomes and experience

To work in partnership to promote equality and inclusion

To have systems and processes that function well to promote equality and

inclusion

Staff do not experience discrimination and have equal opportunities

To promote good relations, giving regard to tackling prejudice and promoting

understanding

Aim 1 – Our Services are accessible to all

To support this aim we have three objectives:

To improve the range of information we have about Patients in protected groups

and how this is used.

Ethnicity - Over the last four years we have maintained or slightly improved ethnicity

reporting.

We review the use of interpreting services annually and shared this information to

assist in identifying need in the city and specifications for the new Trust interpreting

and translation contract.

Disability - We have flags on Trust systems for recording that a person has learning

disability, sight impairment or hearing impairment. With the implementation of the

Accessible Information Standard (AIS) in April 2016 the Trust have been developing

systems and processes in which to respond and comply with this. This work will

continue into the next reporting period with the further development of the Trusts

Electronic Patient Record (EPR) Lorenzo to ensure that all appropriate Patient

Information is held to enable the most suitable provision to be in place. In addition to

this the provision of Training and Development for staff will be a priority for 2017/18.

Sexual Orientation – We are limited in terms of recording sexual orientation

because the scope of information we are able to record is defined nationally. The

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Sexual Orientation Monitoring (SOM) Standard has been developed by NHS

England in partnership with the LGBT Foundation and is due to be implemented in

April 2017. We plan to take action in line with the standard where appropriate in

2017/18.

Religion and beliefs – This has been monitored and reviewed throughout the

reporting period and it is planned to develop in areas such as Cultural Competence

and Religious Literacy in the period 2017/18 for employees to develop awareness

and understanding and meet the individual needs of patients in a more informed

way.

Aim 2 - Patients have equitable outcomes and experience

To support this aim we have one objective:

To learn lessons’ from the approach taken for learning disabilities and roll out

good practice models

During 2016/17 data was continues to be collected regarding outcomes amongst

groups with protected characteristics. Further analysis is required to identify areas of

action, which is planned during the next year. In the meantime however discussions

have started with Stonewall regarding the experience of LGBT patients nationally in

terms of access and outcomes. We hope to learn from nationally emerging patterns

and use this to inform our actions and communications.

Aim 3 - To work in partnership to promote equality and inclusion

In terms of patients we will welcome feedback from representative groups to improve

knowledge and perspective. In the last twelve months we have sought to do so in

relation to religious groups in order to better understand experience and will continue

to seek opportunities to do so.

Aim 4 - To have systems and processes that function well to promote equality

and inclusion

This objective has been focussed on the workforce and is addressed under the

WRES action plan.

Aim 5 - Staff do not experience discrimination and have equal opportunities

This aim relates to the workforce and is therefore not addressed in this paper

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Aim 6 - To promote good relations, giving regard to tackling prejudice and

promoting understanding

To support this aim we have linked action to the broader Trust objective

To ‘Develop a vibrant system of engagement within the local community’

This is an ongoing aim for the Trust and one which is very important in continuing to

support the healthcare of the community. The work undertaken with regard to the

Accessible Information Standard will help us to reach more patient sin more effective

ways and through inviting community groups in to the Trust and planning external

visits we will continue to promote the Trust in our community as far as possible

throughout the next year.

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Supplementary Information

The supplementary Information document contains the following information:

1. Local and National population information

2. Patient data and Information people that accessed our services by Protected Characteristics.

3. Current Priorities and Actions

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1.1 The Age of the Sheffield population on the 31st of March 2011

Overall there are slightly more women (50.7%) in Sheffield than men (49.3%).

The variation between age groups can be seen below

1.2 The Ethnicity of the Sheffield population on the 31st of March 2011

Nearly 81% of the Sheffield population describe themselves as White -

English/Welsh/Scottish/Northern Irish/British.

This is higher than the overall population in England but lower than the population of

Yorkshire and the Humber.

0 5,000 10,000 15,000 20,000 25,000 30,000

0 ‒ 4

10 ‒ 14

20 ‒ 24

30 ‒ 34

40 ‒ 44

50 ‒ 54

60 ‒ 64

70 ‒ 74

80 ‒ 84

90 and over

Women

Men

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Of the remaining 19% the highest alternative ethnicity reported in Sheffield is the Asian /

Asian British Pakistani group (4%). The 2011 Census included two new groups ‘gypsy and

Irish traveller’ and ‘Arab’. The percentage of people in Sheffield who describe their ethnicity

as Arab (1.5%) is higher than the percentage population in England and in Yorkshire and the

Humber.

1.3 Languages Spoken In Sheffield on the 31st of March 2011 The Census suggested that only 9232 of the population on the 31st of March said they could

not speak English or could not speak English well. The table below shows a breakdown in

numbers of people and the main language used by the person, other than English, the table

includes British Sign Language.

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1.4 Religion of the Sheffield population on the 31st of March 2011 Just over 50% of Sheffield people stated in the Census they had a Christian religion, 31% no

religion and 7.7% Muslim.

All tables in this section are adapted from data from the Office for National Statistics licensed under

the Open Government Licence v.1.0.

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2. Patient data and Information people that accessed our services by Protected Characteristics

Introduction The Information in this section relates to the position on the 31st of March 2017 or to

the time period 1st April 2016 to the 31st of March 2017.

The information we collect and how we use it Patients are asked to provide personal information which is stored in the trusts

patient records system (Lorenzo). It is important for the Trust to have accurate

information about patients to identify areas where action may be needed. Patients

always have the option of saying that they do not wish to provide this information.

Trust Equality Objectives Information in this report is one source of information used to inform Trust Equality

Objectives.

2.1 Patient Profile – Age High level breakdown compared to the Sheffield and national population. Patients using: In-patient services Outpatients Emergency Services

Service Category 0-9 10-19 20-29 30-39 40-49 50-59 60-69 70-79 80 and above

Emergency 0.02% 3.21% 18.12% 14.46% 8.56% 10.31% 11.82% 15.18% 18.33%

In-Patient 0.21% 2.43% 10.86% 10.29% 11.26% 16.33% 18.63% 18.34% 11.65%

Out-Patient 1.56% 4.04% 8.52% 9.59% 12.84% 16.35% 18.08% 17.86% 11.16%

Sheffield Population 11.63% 13.12% 17.17% 12.81% 13.75% 10.82% 9.55% 6.77% 4.38%

Age Profile (people who accessed STH Services)

0.00%

5.00%

10.00%

15.00%

20.00%

0-9 10-19 20-29 30-39 40-49 50-59 60-69 70-79 80 andabove

Emergency

In-Patient

Out-Patient

Sheffield Population

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2.2 Patient Profile – Disability

High level breakdown compared to the Sheffield and national population.

Of the records identified above the number of contacts at Sheffield Teaching

Hospitals for both inpatient and outpatient are summarised below:

This will be a focus for the period 2017/18 and further implementation of the

AIS will incorporate robust training for staff as well as raising awareness of all

Sensory and Learning Disabilities.

No of Registrations Alert Name

25 HEARING IMPAIRMENT

13 LEARNING DISABILITY

364 VISUAL IMPAIRMENT

402 Total

No of patient registered on Lorenzo with disability alerts

HEARING IMPAIRMENT

LEARNING DISABILITY

VISUAL IMPAIRMENT

Contacts Alert Name



343 VISUAL IMPAIRMENT

409 Total

Inpatient

HEARING IMPAIRMENT

LEARNING DISABILITY

VISUAL IMPAIRMENT

Contacts Alert Name



3,178 VISUAL IMPAIRMENT

3,463 Total

Outpatient

HEARING IMPAIRMENT

LEARNING DISABILITY

VISUAL IMPAIRMENT

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2.3 Patient Profile – Ethnicity

High level breakdown compared to the Sheffield and national population. Patients using: In-patient services Outpatients Emergency Services

Serv

ice C

ate

gory

AN

Y O

TH

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AS

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BA

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GR

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AN

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AN

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ET

HN

IC G

RO

UP

AN

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MIX

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BA

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GR

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ND

BA

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SH

I

BLA

CK

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AN

BLA

CK

CA

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BE

AN

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MIX

ED

WH

ITE

& A

SIA

N

MIX

ED

WH

ITE

& B

LA

CK

AF

RIC

AN

MIX

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WH

ITE

& B

LA

CK

CA

RIB

BE

AN

PA

KIS

TA

NI

Emergency 1.19% 0.95% 3.14% 0.56% 0.36% 1.20% 0.91% 0.47% 0.50% 0.30% 0.14% 0.54% 3.59%

In-patient 0.80% 0.57% 1.99% 0.34% 0.32% 0.85% 0.70% 0.31% 0.53% 0.19% 0.10% 0.36% 2.76%

Out-patient 0.85% 0.64% 1.95% 0.44% 0.32% 1.08% 0.79% 0.35% 0.53% 0.23% 0.13% 0.38% 2.89%

Sheffield Population 1.05% 0.55% 2.24% 0.55% 0.60% 2.09% 1.00% 1.34% 1.06% 0.63% 0.23% 0.99% 3.98%

Black & Asian Minority Ethnicity analysis of patients accessing our services compared to the Sheffield population

0.00%

0.50%

1.00%

1.50%

2.00%

2.50%

3.00%

3.50%

4.00%

4.50%

Emergency

In-patient

Out-patient


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Serv

ice C

ate

gory

AN

Y O

TH

ER

WH

ITE

BA

CK

GR

OU

ND

WH

ITE

BR

ITIS

H

WH

ITE

IRIS

H

NO

T K

NO

WN

NO

T S

TA

TE

D

Tota

l

Emergency 2.18% 76.61% 0.48% 2.15% 4.73% 100.00%

In-patient 1.60% 78.98% 0.40% 4.03% 5.16% 100.00%

Out-patient 1.68% 78.20% 0.41% 4.17% 4.97% 100.00%

Sheffield Population 2.25% 80.85% 0.52% 0.00% 0.00%

White Ethnicity analysis of patients accessing our services compared to the Sheffield population

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

80.00%

90.00%

ANY OTHER WHITEBACKGROUND

WHITE BRITISH WHITE IRISH

Emergency

In-patient

Out-patient


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2.4 Interpretation and Translation data

The top ten languages requesting remain the same as in the previous reporting year

with some changes in the position as explained below.

This data demonstrates some shifts in language/interpretation requests this can be

seen, for example, within Arabic, Urdu, and Mandarin. There is also a marginal

decrease in access of British Sign Language interpreters this may be further

analysed in line with the AIS data.

Language Number of bookings % of all bookings Language Number of bookings % of all bookings

Slovak 4020 32% Slovak 3748 27%

Arabic 1576 12% Arabic 2283 16%

Polish 787 6% Urdu 826 6%

Urdu 611 5% Polish 712 5%

British Sign Language 447 4% Farsi 528 4%

Somali 431 3% Mandarin 516 4%

Farsi 420 3% Tigrinian 460 3%

Mandarin 348 3% Somali 445 3%

Tigrinian 335 3% British Sign Language 421 3%

Punjabi 281 2% Punjabi 343 2%

2016/172015/16

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2.4 Patient Profile – Religion


Religion of the Sheffield population on the 31st of March 2011 Just over 50% of Sheffield people stated in the Census they had a Christian religion, 31% no

religion and 7.7% Muslim.

Patient Profile – Religion


The data demonstrates that our Patent population corresponds with the demographics of the city with a slight increase within the Christian category in Emergency, In-patient and Outpatient.

Religion Buddhist Christian Hindu Jewish Muslim

No

Religion

Other

Religion

Religion

Not Stated Sikh Grand Total

Emergency 0.1% 57.7% 0.3% 0.2% 7.9% 30.3% 0.2% 3.1% 0.1% 100.0%

In-Patient 0.1% 62.0% 0.3% 0.1% 5.7% 25.6% 0.2% 5.8% 0.2% 100.0%

Out-Patient 0.1% 64.0% 0.2% 0.1% 4.8% 23.9% 0.2% 6.5% 0.1% 100.0%

Sheffield Population 0.4% 52.5% 0.6% 0.1% 7.7% 31.2% 0.4% 6.8% 0.2% 100.0%

Religion Profile (people who accessed STH services)

0.0%10.0%20.0%30.0%40.0%50.0%60.0%70.0%

Buddhist Christian Hindu Jewish Muslim NoReligion

OtherReligion

ReligionNot

Stated

Sikh

Emergency

In-Patient

Out-Patient


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2.5 Patient Profile – Gender High level breakdown compared to the Sheffield and national population. Patients using: In-patient services Outpatients Emergency Services

Service Category Female Male

Emergency 50.86% 49.14%

In-Patient 56.54% 43.46%

Out-Patient 53.48% 46.52%

Sheffield Population 50.66% 49.34%

Age analysis of patients accessing our services compared to the Sheffield population

0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

Female Male

Emergency

In-Patient

Out-Patient


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2.6 Patient Profile – Sexual Orientation No data held on Lorenzo

2.7 Patient Profile – Pregnancy and Maternity No requirement or data

2.8 Patient Profile – Gender Reassignment Human Resources are in the process of changing electronic forms to incorporate

unknown gender and Mx.

2.9 Patient Profile – Marriage or Civil Partnership No requirement or data

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3. Current priorities and actions

The current priorities that are being considered within the Trust in line with the

protected characteristics are as follows:

• Accessible Information Standard (AIS), work is progressing to develop systems

and processes in which to implement the AIS along with appropriate development

opportunities to raise awareness and assist with the ongoing implementation of the standard.

• Religion or Belief

- Multi-faith Resource for Healthcare Staff – this has been develop in line

with good practice guidelines and in consultation with the Equality and

Diversity Operational Leads. This will be introduced in late 2017.

- Cultural Competence – this is an e-Learning package developed for NHS

organisations and will be rolled out alongside further development for

Equality, Diversity and Inclusion.

• Sexual Orientation

- Sexual Orientation Monitoring Standard (SOM) - SOM Information

Standard provides the mechanism for recording the sexual orientation of

all patients/service users aged 16 years and over across the whole of

health and social care in England.

There is ongoing work with a pilot area as well as Sexual Health services

to understand the implementation of this standard for patients. This will be

reported within the period 2017/18.

• Gender Reassignment

- Trans and Non Binary Policy (Patients and Workforce) – Policy

development is a priority for the Trust this will have operational and

learning and development implications as this will need to embedded

within Diversity and Inclusion Awareness.

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Support for employees when dealing with patients

Zero Tolerance of Third Party Harassment - This policy applies to incidents

of harassment or alleged harassment that are not covered by the Trust

Bullying and Harassment Policy. This mainly applies to Patients, members of

the Public and Visitors but also covers harassment experienced by employees

if aligned with discrimination according to the Equality act.

Unconscious Bias Training – This is a suite of development offers to all staff

across the Trust with some specific designed for Managers and Leaders and

those with operational responsibilities for activities such as resourcing and

performance review.

Equality and Diversity Operational Leads

- This is a group of Senior Leaders across the organisation within directorates

and Care Groups that support he Equality, Diversity and Inclusion agenda by

raising awareness and influencing change within their service areas. They

require support from the Equality, Diversity and Inclusion Manager to remain

up to date with the pace of change within the agenda and also the directives

and initiative organisationally and nationally. The group would also benefit

from a more structured support mechanism for each other as peers to develop

their expertise and knowledge on this agenda.

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