Equality is about creating a fairer society where everyone has the opportunity to fulfil their potential. The Trust recognises the right of all patients, visitors and employees to be treated fairly and considerately in access to service and employment, irrespective of age, gender, marital status, religious belief, ethnic background, nationality, sexual orientation, disability and social status.
We believe that Equality and Diversity (E&D) is central and is significant to what we do.
This commitment has been demonstrated by the Head for Equality and Diversity for Patient Services along with the Workforce Diversity Manager who have lead on the E&D agenda at a strategic level. The Head of Equality & Diversity for Patient Services and the Workforce Diversity Manager work collaboratively along with a number of Departments at the Trust. Our attitude determines the way that we view and relate to others we meet and work with. A working definition might be ‘Diversity is the word used to describe the relative uniqueness of each individual’. Our uniqueness includes our skills, interests, experience, values and ambitions. Each of us is rich with possibilities. The Equality and Diversity department seeks to encourage all of us to value the possibilities in each other and explore the opportunities that difference brings.
We have the following staff networks that meet bi-monthly and which offer advice and support to staff as well as helping to shape and contribute towards the Trust’s E&D agendas. The staff networks welcome all staff to join.
Staff are invited to get involved in network meetings, providing a forum for staff to meet on a bi-monthly basis. They are open to all staff and we actively encourage allies to join us at network meetings. Allies are staff who believe everyone should experience full equality in the workplace. Please click on Staff Network leaflet to find out more.
We are committed to creating an inclusive environment by striving to build a workforce which is valued and whose diversity reflects the communities it serves.
The Trust believes that this commitment will lead to improved services for our patients and greater equality of opportunity for our staff. By showcasing our role models, the Trust is able to provide real life examples of where staff have accomplished their goals and strived to better themselves professionally and personally. It is hoped this will act as motivation and inspiration for all of our staff to do the same.
We believe that our environment should be supportive and that everyone is valued equally and treated with dignity and respect. Our role models campaign looks not only to celebrate our diverse workforce and the contribution our staff make, but to show and encourage others to have the confidence to shine and progress in their career here.
To do this, we offered our staff the opportunity to come forward and tell us their story of why they would like to be a role model for others. Please take a moment to read these stories, which tell of their career and the challenges that they have faced getting to where they are today.
They wanted to inspire you to know that “I can do it – so can you”. Please click here
Birmingham Heartlands & Solihull NHS Trust (Teaching) is committed to providing a working environment where all employees are treated with dignity and respect and free from harassment and bullying. All employees should be clear about both the Trust’s commitment to tackling harassment and bullying at work through its positive actions, and their own responsibilities under this policy which should be complied with.
The Trust believes that by supporting flexible working arrangements which help staff to strike a balance between their career and commitments outside the workplace, the organisation will recruit and retain skilled, motivated staff.
Modern Slavery Please take a look at the Modern Slavery Action Plan 2016-17The Modern Slavery Act 2015 is an Act of the Parliament of the United Kingdom. It is designed to tackle slavery in the UK and consolidates previous offences relating to trafficking and slavery. Please click the links below to find out more about the Trust’s Single Equality Scheme and Interpreting Service Policy:
The following attachments/links form comprehensive guidelines/support for staff when caring for a patient with a Learning Disability. Further support/contact details can be obtained via the “Learning Disability Health Facilitation Nurses” web section.Hospital Assessment – Traffic Light System
Equality Impact Assessment [EIA] is the primary function to determine the extent to which policies, procedures, practices and services impact upon individuals and groups in relation to one or more of the equality categories [gender, age, sexuality, religion or belief, disability, transgender and transsexual people]. If the policy, procedure, practice or service is found to have an adverse impact, the author/s or service developers must consider all other alternatives, which may more effectively achieve the promotion of equality of opportunity. This may include the development of specific measures to mitigate the adverse impact.
Introduce policy makers and service developers to impact assessment.
Steer policy makers and service developers to where to seek help, including key requirements and additional information sources.
Provide a useful source of research information to support the assessment process.
The process of conducting an EIA should not be seen as the completed package, it should be recognised that the aim of the assessment is the promotion of equality of opportunity and therefore the outcomes/resulting development plans are of primary concern.
In conducting an EIA there are specific methods and procedures that must be considered:
In order to assess policy, procedure and practice a full analysis of relevant data is required.
All people who are likely to be effected by Trust policies, procedures, practices and services must be consulted throughout the assessment process.
Policies, procedures, practices and new services should be reviewed, revised or reorganised in light of the above consultation.
Data analysis should include the gathering of all relevant knowledge and should include: Demographic data and other statistics, including census findings and staff equal opportunity information.
Available research findings and best practice.
Comparisons with similar policies, procedures and services in other organisations, especially those from partnership organisations such a local Primary Care Trusts.
Do you need to contact a Learning Disability Health Facilitation Nurse? The Equality and Diversity Department, in association with South Birmingham Community Health and Solihull Care Trust, is leading on the agenda/support for patients with a Learning Disability. Please contact the Health Facilitation Nurse, on the admission of a patient with a Learning Disability. Please provide:- the patient’s name; hospital number; ward number; hospital site; GP details; date of admission; reason for admission. The Health Facilitation Nurse will complete an assessment to ascertain the patient’s needs/requirements/concerns and provide advice/support to you/the patient during their stay. For further information and LD Health Facilitation Nurse contact details please click here
The event was attended by more than 90 people including Trust staff and external partners from local healthcare providers and social sector organisations. The event was a huge success, receiving positive feedback from those present. A panel of experts explored the topic of “The end of racism?” with an emphasis on health inequalities for BAME people. Read more here.
Stonewall Workplace Equality Index – Trust rises 192 places up the index!
The Workplace Equality Index (WEI) is a benchmarking tool for employers to assess LGBT inclusion within their organisation. Throughout 2017, the Trust has worked tirelessly to address the areas which were highlighted as in need of development or improvement in the 2017 index. This has meant working in partnership with Birmingham LGBT to offer staff specific LGBT training, new policy development including a policy to support individuals who are transgender (staff and patients), the growth and success of a LGBT staff network, the Role Model campaign and continually implementing initiatives in an effort to create an inclusive environment for our staff and patients. And these efforts have paid off with the results of the 2018 WEI seeing HEFT rise a staggering 192 places up the index. We are delighted with this result however we know there is still much work to do. To find out more, please contact Sally Lawson, Workforce Diversity Manager, email@example.com
Celebrating LGBT History Month with first Trust conference
Heart of England NHS Foundation Trust celebrates the results of the 2018 WEI seeing the Trust rise a staggering 192 places up the index and held its first LGBT conference this month, exploring sexual orientation and gender identity. The day was a huge success with over 120 people attending, comprising of Trust staff and guests from partner organisations, including Pete Mercer from Stonewall, Peter Tatchell, Rikki Arundel and Dame Julie Moore. To find out more about the conference click here: https://hgs.uhb.nhs.uk/celebrating-lgbt-history-month-with-first-trust-conference/