Equality, Diversity & Inclusion
Lancashire & South Cumbria NHS Foundation Trust is committed to ensuring that everyone involved in the Trust including staff, service users and carers are treated equitably and with dignity and respect. The Trust is working hard to ensure the workforce reflects the diversity within Lancashire and that services meet the needs of all diverse service users and carers.
Trust employees have collaborated to define what Equality, Diversity and Inclusion mean to them.
Equality is about treating individuals fairly and ensuring that they have the same opportunities to fulfil their potential, even if this means doing things differently for different people sometimes.
The Equality Act 2010 protects individuals and groups of individuals from discrimination so they cannot be treated less favourably, no matter what their age, disability, race, religion or belief, sex, sexual orientation or circumstances in relation to gender reassignment, marriage and civil partnership, pregnancy or maternity.
A culture which values variety of ideas, experiences and practice where differences are respected and celebrated for the benefit of ourselves, LSCFT and the communities we serve.
When individuals with diverse needs are included without prejudice or discrimination, societies can access a wider pool of talent, commitment and experiences, taking the best from all backgrounds.
Human Rights Act 1998
This act came into force in the United Kingdom in October 2000. It meant that the protections in the European Convention on Human Rights became UK law.
Ideas about human rights have evolved over many centuries. But they achieved strong international support following the Holocaust and World War II. To protect future generations from a repeat of these horrors, the United Nations adopted the Universal Declaration of Human Rights in 1948. For the first time, the Universal Declaration set out the fundamental rights and freedoms shared by all human beings.
What are human rights?
Human rights are the basic rights and freedoms that belong to every person in the world.
Human rights are based on core principles like dignity, fairness, equality, respect and autonomy. They are relevant to your day-to-day life and protect your freedom to control your own life, effectively take part in decisions made by public authorities which impact upon your rights and get fair and equal services from public authorities. All public bodies (such as courts, police, local governments, hospitals, publicly funded schools, and others) and other bodies carrying out public functions have to comply with the Convention rights.
The Act sets out the fundamental rights and freedoms that individuals in the UK have access to. They include the right to life, freedom from torture and inhuman or degrading treatment, respect for your private and family life, home and correspondence, freedom of thought, belief and religion, freedom of expression and the right to marry and start a family.
Equality and Diversity Statement of Intent 2015-2020
In order to ensure that we take practical steps to live up to our commitment to equality, diversity and inclusion at Lancashire and South Cumbria NHS Foundation Trust, it is important to have a clear and common understanding of what this actually means to every employer, patient, service user or carer and member of the public.
This Statement of Intent outlines this understanding, as well as some strategic and operational aims for the next five years. It also explains some of the methodologies we will use to measure our progress and celebrate our achievements.
Equality and Diversity Annual Report 2019
We think it's important to celebrate our successes and some of our 2019 highlights can be found here.
Gender Pay Gap Report
On 31 March 2017, the Government introduced legislation that made it statutory for all organisations, with 250 or more employees, to report annually on their gender pay gap.
Government departments are covered by the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 that came into force on 31 March 2017. These regulations underpin the Public Sector Equality Duty and require organisations to publish their gender pay gap data annually, including mean and median gender pay gaps, the mean and median gender bonus gaps, the proportion of men and women who received bonuses, and the proportions of male and female employees in each pay quartile.
The gender pay gap shows the difference in the average pay between all men and women in a workforce and is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same or similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.
We recognise that not all employees identify with a binary gender but currently staff record systems require them to be categorised as such and this report is reflective of that situation and not the organisation's view on non-binary gender.
Equality Delivery System 2
The Equality Delivery System was updated in November 2013 and is now known as EDS2. We review progress against this at events throughout the year. Our most recent event was held in November 2018 and you can read about it here.
Interpreters and Translation
We provide face to face interpreters in a variety of languages including BSL for all health appointments as and when required with Language Empire. We also provide telephone interpretation services for instant interpreting with Language Line
Equality Impact Assessments
All Trust policies and services are Equality Impact Assessed. Please click here to view all completed Equality Impact Assessments.
HR and Workforce Data
Please find below details of the Equality and Diversity HR and Workforce data.