Equality, diversity and inclusion

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Equality Delivery System 2022 (previously referred to as EDS3) is an improvement tool that can assist with improving equality and equity for both patients and staff within the NHS, through action plans based on the collection and assessment of evidence. All NHS organisations are expected to use the EDS to help them improve their equality performance for patients, communities and staff, as well as helping them to meet the requirements of the PSED (Public Sector Equality Duty).

The EDS 2022 improvement tool requires CLCH to work within our ICS/ICB structures, in partnership or individually, to cumulatively score our equality provision within three domains: 1) health inequalities, 2) workforce health and wellbeing and 3) inclusive leadership.

·        Domain 1 is designed to feed into the NHS long-term plan and wider ICS.

·        Domains 2 and 3 have been designed to be delivered within individual organisations.

It is a public health equalities approach; EDS 2022 views staff as patients which requires CLCH to ensure the health needs of colleagues and service users are met and that no inequality occurs as a result of protected characteristics. To do this, CLCH engaged a review panel of service users, patients, the public, staff, staff networks, Faith groups, peers from other NHS providers, and trade unions to score the work we are doing in equalities.

You can access the full publication on our regulatory publications page on our website.

Our strategy for promoting equality and tacking inequality reflects changes in the national, regional and local health policy context, along with a renewed focus on health and workplace inequalities due to the COVID-19 pandemic.

At the heart of our strategy, we aim to enable values-based cultural change in which equality, diversity and inclusion become part of everything we do and is embedded at every level of our organisation. Our ongoing work will be underpinned by the principles of effective leadership, partnership, collaboration and enablement.

The full strategy and an accompanying summary infographic can be viewed at the links below.

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 annually assess 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 NHS Workforce Disability Equality Standard (WDES) is a benchmarking framework aimed at improving outcomes for staff with disabilities. The WDES is a set of specific measures (metrics) that will enable NHS organisations to compare the experiences of disabled and non-disabled staff. This information will then be used by organisations to develop a local action plan, and enable them to demonstrate progress against the indicators of disability equality.

CLCH published its first WDES report in September 2019, when the framework was being piloted.

You can view our latest WRES and WDES reports for 2021-22, as well as reports from previous years, below:

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.

Click here to download and listen

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.

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