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Equality & Diversity

Our hospital represents the rich, diverse mix of communities in the UKThe 275,000 patients we see each year are a natural reflection of the rich, diverse mix of communities and cultures in the UK. We are committed to serving everybody equally, without prejudice.

Alder Hey is an inclusive, supportive environment with warm and friendly staff. As an organisation we are mindful of the differing needs of individuals or groups and we aim to meet all expectations of us. To make sure we do this and develop our services where necessary, we actively engage with local community organisations.

If you are visiting Alder Hey as a patient, parent or carer, you might be interested to read our wheelchair and assisted access information.

What’s it got to do with me?

We use Equality and Diversity monitoring to help us get things right, and we never use your personal information. Even if it’s on the same form, it’s dealt with separately and the information you give isn’t linked back to you, we are committed to keeping all your information secure and confidential.

Monitoring is about collecting general statistics on who uses our services so we can make improvements for the people who need them – without the data we can only guess!

You can find out more by downloading this leaflet.

Our obligations under the Equality Act 2010

Our Public Sector Equality Duty under the Equality Act 2010 ensures the Alder Hey Children’s Trust remains committed to equality and diversity. To demonstrate our progress in a transparent way, we have adopted the NHS Equality Delivery System. To speak in confidence about issues at Alder Hey, please call Hannah Ainsworth, our Equality & Diversity Manager on 0151 252 5913.

Our progress is monitored, and our reports are available to download from the Trust Publications page.

The Equality Delivery System: A refreshed equality delivery system for the NHS – EDS2

The Equality Delivery System (EDS) was commissioned by the national Equality and Diversity Council in 2010 and launched in July 2011. It is a system that helps NHS organisations improve the services they provide for their local communities and provide better working environments, free of discrimination, for those who work in the NHS, while meeting the requirements of the Equality Act 2010. The EDS was developed by the NHS, for the NHS, taking inspiration from existing work and good practice.

A refreshed EDS – known as EDS2 – was made available in November 2013 and is available here.

The main purpose of the EDS2 was, and remains, to help local NHS organisations, in discussion with local partners including local populations, review and improve their performance for people with characteristics protected by the Equality Act 2010. By using the EDS2, NHS organisations can also be helped to deliver on the Public Sector Equality Duty.

EDS2 is more streamlined and simpler to use compared with the original EDS. It is aligned to NHS England’s commitment to an inclusive NHS that is fair and accessible to all.

There are 4 goals and 18 outcomes with the key question ‘how well do people from protected groups fare compared with people overall?’ There are four grades underdeveloped, developing, achieving and excelling based on evidencing if two or less, three to five, six to eight or all nine protected groups fare well compared with people overall.

The 2015 EDS2 assessment concluded the Trust was ‘developing’ in relation to the following outcomes:

1.3       Transitions from one service to another, for people on care pathways, are made smoothly with everyone well-informed

2.3       People report positive experiences of the NHS

2.4       People’s complaints about services are handled respectfully and efficiently

3.2       The NHS is committed to equal pay for work of equal value and expects employers to use equal pay audits to help fulfil their legal obligations

3.5       Flexible working options are available to all staff consistent with the needs of the service and the way people lead their lives

3.6       Staff report positive experiences of their membership of the workforce

4.2       Papers that come before the Board and other major Committees identify equality-related impacts including risks, and say how these risks are to be managed

The Trust is committed to continually improve its performance in relation to EDS2 where outcomes will form equality objectives for the following 12 months.  Click here to see our latest EDS2 summary report

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