Equality, diversity and inclusion
For more information on equality, diversity and inclusion at Central London Community Healthcare NHS Trust contact a member of the team:
- Steph Griffin
Head of organisational development
Our vision, as set out in the equality, diversity and inclusion strategy is:
"to provide healthcare in and for our diverse communities. We are committed to creating a fair, honest and inclusive workplace - where staff can feel valued, supported and respected to deliver the best possible care to our patients and service users".
- Equality, diversity and inclusion strategy 2019-22
As a public authority, we show due regard to our general duty under the Equality Act 2010 by completing an equality analysis for all key strategies and policies that are being developed or revised.
We engage with a range of formal and informal networks and forums on all key developments which impact on our workforce and service users. These include our Joint Staff Consultative Committee, staff-side representatives and our three equality staff networks.
Currently CLCH facilitates the Rainbow Network for LGBT+ staff, the Disability and Wellness Network (DAWN) and the Race Equality Network. These networks meet regularly and organise events and discussion forums throughout the year across the Trust to promote the voices of their members.
CLCH has a lesbian, gay, bi-sexual and trans (LGBT) staff network, called the Rainbow Network, for all LGBT staff and straight allies.
Our Rainbow Network provides a safe and confidential space in which issues of relevance to LGBT people can be discussed openly and within a confidential environment.
They represent the views of LGBT staff and advocate for LGBT patients/ service users within CLCH.
Most importantly, the members work with CLCH to eliminate discrimination and inequality particularly on the grounds of sexual orientation or gender identity for our patients.
To improve access and experience for LGBT patients the network supports the public health messages in LGBT communities and improves service delivery and engagement.
The network now has a core membership of over 30 members. The key achievements include:
- Inputted into the revised special leave policy to make sure we are supporting same sex couples through the IVF process.
- Promoted the Stonewall Leadership programme across CLCH which is for lesbian, gay and bisexual senior managers.
- Representing CLCH at the London Gay Pride Marches
- Built links with other LGBT NHS Staff Networks including University College London Hospital and Central North West London Mental Health Trust.
Stonewall health surveys
We raise awareness amongst our health professionals of the health inequalities and health outcomes facing lesbian and bi-sexual women as well as gay and bi-sexual men.
Using the Stonewall research (available below via the links below) we explain why ensuring equality for lesbian, gay and bi-sexual patients is so important.
We are part of the Diversity Champions Programme, run by Stonewall, the UK's leading gay rights organisation.
This is to continue our positive equality work for all employees and patients by becoming Diversity Champions.
The Stonewall Diversity Champions are actively working to create working environments that are free from fear, free from discrimination and where staff can be valued as individuals.
The National Workforce Race Equality Standard (WRES) is a benchmarking tool introduced by NHS England to assess annually the progress of race equality within NHS organisations, following an initial evidence baseline gathered in 2015. It is designed to improve outcomes for Black, Asian and Minority Ethnic (BAME) staff when compared with white staff, by analysing quantitative and qualitative data against nine indicators, with a view to closing the gap between the experience of BAME and white staff over time through an action plan.
CLCH has been publishing its results annually since 2015.
The WRES Action Plan 2018-19 was aimed at addressing the findings of the report and was developed by our WRES taskforce.
This has now been updated in our 2019 report and action plan.
For more information on the WRES reports and action plans, please contact: email@example.com.
Training podcast for line managers - 'Managing diverse teams'
'Managing diverse teams' is a training podcast lasting approximately 20 minutes. It consists of a conversation between the Head of Equality & Diversity and the Head of Organisational Development & Talent.
A number of topics are discussed including:
- Building Trust
- Attitude to work hierarchy
- Attitude towards conflict
- Communication styles
- Attitude towards risk
- Time management
The information in the podcast will help line managers and supervisors to manage staff members from different cultures and backgrounds to ensure that we are working productively together to provide the best healthcare for our patients. It covers discussion points for line managers to think about how they manage their staff and different ways to line manage.
There are a number of important local support agencies for LGBT people:
- Stonewall exists to let all lesbian, gay, bi and trans people, know they're not alone. They partner with organisations that help us create real change for the better.
- London Friend provides support services for LGBT people including counselling, social and support groups, drug and alcohol support service and telephone advice.
- The Albert Kennedy Trust supports LGBT young homeless people. Telephone: 020 7831 6562.
- Galop gives advice and support to LGBT people who have experienced bi phobia, homophobia, trans phobia, sexual violence or domestic abuse. Helpline: 020 7704 2040.
- Opening Doors London supports older LGBT people to provide social opportunities. Telephone: 020 7239 0446.
There is also a very useful LGBT safety guide available online that aims to give people the confidence and tools to protect themselves when using the internet.