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PSED: Equality Information Report

Creating a Personal, fair, diverse and inclusive NHS

January 2015

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1. Background 1.1 The General Equality Duty The Equality Act 2010 introduced a general equality duty requiring organisations, in the exercise of their functions, to have due regard to the need to:

(a) Eliminate unlawful discrimination, harassment, victimisation and other conduct prohibited by the Act;

(b) Advance equality of opportunity between people who share a protected characteristic and those who do not; and

(c) Foster good relations between people who share a protected characteristic and those who do not.

The Trust will do this by:

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; and

Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

1.2 Protected characteristics:

The protected characteristics covered by the Equality Act 2010 are:

Age

Disability

Gender reassignment

Pregnancy and maternity

Race

Religion or belief

Sex

Sexual orientation

Civil Partnerships and Marriage 1.3 The Public Sector Equality Duty (PSED)

The Public Sector Equality Duty (PSED), which came into force on 6 April 2011, places additional specific duties on public authorities (September 2011) including NHS trusts. One such duty is a requirement on public authorities to publish sufficient information annually to demonstrate compliance with the general equality duty.

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2. Equality in Dudley & Walsall Mental Health Partnership Trust Dudley & Walsall Mental Health Partnership Trust provides a wide range of Mental health services to a multi-cultural population of around 550,000 across Dudley & Walsall. 20% of the population of Walsall are from black and ethnic minority backgrounds compared to around 10% in Dudley The Trust employs some 1500 staff across Dudley & Walsall. Recognising the multi-cultural nature of the population it serves and the staff it employs, the Trust has committed itself to ensuring that equality is at the heart of all we do to ensure the Trust achieves its vision for the delivery of mental health services across Dudley & Walsall, which is: “The Dudley and Walsall Mental Health Partnership NHS Trust aims to deliver flexible, high quality, evidence based services to enable people to achieve recovery We are also committed to achieving equality and diversity within our workforce. We strive to reflect the local population in our workforce and are committed to ensuring we are recognised as an employer who welcomes and promotes diversity and that we have a work culture where staff feel safe and where their contribution is valued. 2.1 Trust Values • Respect and dignity

• Commitment to quality of care

• Compassion

• Improving lives

• Working together for patients

• Everyone counts (Mental Health is everyone’s business) 2.2 Trust Commitment The Trust’s commitment to equality and diversity is not simply to ensure legislative requirements are met, but to continuously improve our working practices so that we create an organisation which is recognised both internally and externally for embracing diversity and demonstrating equality. The Trust is committed to putting the principles of equality and diversity into practice, both for our workforce and in the services we offer and we pledge we will:

Promote equality and diversity and work towards eliminating all forms of discrimination

Develop a culture that values individuals and groups regardless of their backgrounds

Provide responsive and accessible services to the population we serve

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Forge partnerships with users, carers, staff and stakeholders to influence the development and improvement of services.

We will achieve this by:

Developing and improving our services and mainstreaming equality and diversity into our policies, procedures and service planning

Having a robust performance framework to monitor and assess progress

Forging partnerships with users, carers, staff and stakeholders to influence the developing of our workforce through training

Having transparency in decision making

2.3 Our vision for Equality Our goals and measures of success, across all communities and groups, include:

Treating all service users, carers and members of staff with respect and as individuals, and welcoming their involvement in ensuring equality in service provision and employment

Increased levels of satisfaction with our services for service users and carers across all communities and groups

Increased success in ensuring equality in outcomes for service users, and responding to their diverse needs

Full compliance with the equality standards set by the Care Quality Commission (CQC), the Equality Act 2010 and the EDS2

Being at the forefront of developing and applying best practice

Increased staff satisfaction

A workforce representative of communities and groups at all levels and across all occupations

A workforce where there are no differences in staff experiences which we cannot justify

Developing a service that involves communities and staff and uses this involvement to improve how we work

Embedding equality and diversity considerations in all the key management decision making and policy development processes

3. Equality Profiles and Data This section of the report outlines equality profiles of the local population, Trust workforce and service users. The data released by the Office for national Statistics (ONS) reflects the results of 2011 census that is continued to be used as a comparison of the protected characteristics of our work force, service users and local and national populations.

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3.1 Gender

There were no significant changes in the demographic make of up of Dudley and

Walsall. As of 1st January 2015 there are 1020 members of staff , women are over-

represented when compared to both the local population and service users. This

trend is mirrored across the NHS as a whole and reflects the gender make-up of the

wider health care system. Figures provided by the Office for National Statistic (ONS)

Total Dudley & Walsall Population by Gender 2011

Male 49% (286138)

Female 51% (296110)

0

200

400

600

800

1000

Male Female

Workforce Gender Breakdown

0

2000

4000

6000

8000

10000

**Missing** (1) Female (9623) Male (9348) Unknown (88)

Gender of SU

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indicate there is a higher female population both nationally and locally. Statistics

show that women have been increasing in numbers of employment within the NHS

over the last 10 years and the trend is still moving upwards. In line with the overall

gender profile of the Trust, women are more predominant in each pay-band. Overall

the Trust workforce is roughly representative of the national NHS workforce.

3.2 Ethnicity

Total Dudley & Walsall Population

by Ethnicity 2011

WhiteEnglish/Welsh/Scottish/N.Irish/British 83% 484288White Irish 0.4% (2351)

White Gypsy or Irish Traveller0.1% (639)

Other White 1% (6798)

White & Black Caribbean 1%(7789)

White & Black African 0.1%(571)

White & Asian 0.5% (1591)

Other Mixed Ethnic Group0.3% (1591)

Indian 4% (22239)

Pakistani 4% (24628)

Bangladeshi 1% (5591)

Chinese 0.3% (1869)

Other Asian 1% (5637)

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Generally there has been no significant change in the ethnicity of Trust employees over time. The largest representation of employees is from White backgrounds, the next largest ethnic group is Asian (includes Asian British, Indian, Pakistani and Hindu), followed Black Caribbean. There are very small proportions of mixed (including Asian mixed and Black mixed). The other category includes ethnic groups such as Chinese, Polish and Irish. Representation from other groups has remained constant.

0

100

200

300

400

500

600

700

800

900

Asian Black Mixed Not Stated Other White

Ethnicity of Staff

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The regional and national data provided by the Office for National Statistics reflect the pattern of our workforce, The data available also indicates that BME individuals may be slightly over-represented within services in comparison to local population. However, based on more detailed work undertaken, it is difficult to draw any firm conclusions as so many service users are shown as not stated. The ethnicity profile of Trust staff shows that BME people are slightly over-represented relative to the local population. 3.3 Religion

Religion Prolife of staff

Majority of Trust workforce did not wish to disclose their religion, however Christianity is the highest reported religion. Nationally the census figures for 2011 show that the percentage of the population who stated their religion as Christianity fell by 13% from 72% to 59% from 2001 to 2011.

0

200

400

600

800

Religion Profile of SU

**Missing** (11755)

Buddhist (4)

Christian (3289)

Hindu (49)

Jewish (2)

Muslim (352)

No Religious Group (3329)

Other (140)

Pagan (2)

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It is difficult to draw comparisons in relation to service user and staff religion demographics as there are large numbers of service users who assert to having no religion or this data is missing and large numbers of staff who do not define their religion. However, the highest religious category for both service users and staff is Christianity. Muslim and Sikhism is the highest non- white religion for both staff and service users, this is also in line with the Trust local populations. 3.4 Disability

The table above highlights that a large percentage of our workforce disability status is ‘undefined’ (70.58%). Only 2.23% of staff state they have a disability and 18.72 % of staff confirm they do not have a disability. Although this figure has declined slightly from previous years the issue of incomplete data continues, this is currently being addressed with new starters and an ESR campaign, ensuring staff complete or disclose this protected characteristic. 3.5 Age

Disability Status of Staff

No

Not Declared

Undefined

Yes

0

50

100

150

200

250

300

350

16-20 21-30 31-40 41-50 51-60 Over 60

Age of Staff

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It is difficult to draw many conclusions here given that staff are drawn only from the population of working age and that the service user age profile is based on specific patterns of service delivery. However, the age profile of the Trust workforce is broadly reflective of that of the working population of the region. There are no significant changes in the demographic make of our workforce compared to previous years. The Trust recognises that it needs to take steps to ensure that younger people are better represented within the workforce. This is already being addressed, for example, by the decision to employ apprentice administrative staff throughout services. 3.6 Sexual Orientation

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500

1000

1500

2000

2500

3000

Age of SU

Age of SU

Sexual Orientation of Staff

Bisexual

Gay

Heterosexual

I do not wish to disclosemy sexual orientation

Lesbian

Undefined

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Sexual orientation stands heavily undisclosed within Trust workforce data with 68.44% of staff grouping themselves under this category. There is very small total population of staff identifying themselves as gay and lesbian. Around a quarter of staff identify themselves as being heterosexual. Service user data also highlights that majority of Trust service users identify themselves as heterosexual. The 2011 census did not ask about sexual orientation, therefore we are unable to make comparisons with the national and regional profiles. 3.7 Service Experience Desk Activity

The Trust’s Service Experience Desk is the central point of contact for all concerns and enquiries whether these are formal or informal, complaints, compliments or requests for information. The Trust welcomes feedback about its services and considers this a valuable source of insight into the quality of our services.

Being a patient, relative or carer can be a difficult, confusing and stressful time and the Service Experience Desk is there to offer advice, help and support.

During the period April 2014 to January 2015, we received a total of 127 formal complaints, 208 concerns and 375 compliments. SED handled 803 new cases, which involved over 8,400 contacts. 738 of cases are attributable to Service lines. The remaining 65 are attributable to corporate functions, trust generic or non-specific.

This includes complaints, concerns, compliments, suggestions and requests for information. This feedback comes from service users, carers or their representatives and from other organisations such as commissioners or MPs.

Sexual Orientation of SU

**Missing** (18615)

BIS (3)

GAYF (7)

GAYM (12)

HETEROSEXUAL (423)

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3.8 SED Activity by Type

Case type Number

Compliments 375

Informal concerns 208

Informal enquiries 89

Formal complaints 127

Suggestions 4

The Trust is structured into five operational service lines, namely: Acute, Community, Early Intervention, Older Adults and Recovery. The service line portfolios are shown below. SED activity is proportionate to the size of the service and the nature of the service users in those services, for example, the Trust finds that older adults and young people are less likely to complain than working age adults.

The Trust reports SED activity by Service Line and this is scrutinised at the quarterly performance reviews alongside all other performance data. The service lines are shown below.

3.9 Service Portfolio

Service Lines

Early Intervention Services

Community Services

Recovery Services

Older Adults Acute Services

Primary Care Mental Health

Improving Access to Psychological Therapies (Dudley)

Children & Adolescent Mental Health

Eating Disorders

Early Intervention in Psychosis

Deaf Child and Family Mental Health

Community Recovery Service Teams (CRS) inc. Assertive Outreach and Psychology

Transfer and Transition Team (TTT)

Criminal Justice/Offender Liaison

Day Services

Early Access service (EAS)

Rehabilitation Inpatients (Walsall)

Vocational services

Carers service

Crisis beds

Substance Misuse

Wards

Day Services

Community Mental Health Teams

Memory Service

Outpatients

Wards

Crisis Resolution Home Treatment

Psychiatric Liaison

Electro Convulsive Therapy

Medical Records

Mental Health Act Administration

Outpatients

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3.10. SED Feedback Received 2014/15

The chart above shows the number of complaints, concerns and compliments received by quarter during the year 2014/15 for the five service lines.

The number of complaints received is relatively small compared to the number of patients we see and treat each year.

The chart above shows SED activity by Type for the five service lines. Compliments are the largest category, with attitude of staff as the highest cause group within that.

Number of complaints, concerns and compliments by service line

370 of the 375 compliments

received were for the care and

treatment provided by our staff.

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3.11 Number of Formal Complaints Received

2014/15 Complaints and Concerns Summary

Informal Concerns Formal Complaints PHSO

Acute 88 53 0

Community 36 30 0

Early Intervention 38 20 1

Older Adults 14 12 0

Recovery 20 12 0

Total 196 127 1

During the period April 2014 to January 2015, we received a total of 127 formal complaints, 30 of which were withdrawn or closed. We responded to 45 cases within the target timescale; 21 cases remain open, 15 of which were still within target. These figures are correct at the time of writing