Equality, Diversity and Human Rights
The Clatterbridge Cancer Centre respects and values the diversity of our patients, relatives, carers, visitors, staff and volunteers. We are committed to providing services that are appropriate, accessible, fair and culturally sensitive.
We are committed to eliminating discrimination and encouraging diversity amongst our workforce. Our aim is to have a workforce that is truly representative of all sections of society and where each employee feels respected and able to give of their best.
We have processes and policies in place to ensure equality and diversity is incorporated into all aspects of our work and that it informs our values and behaviours:
- Putting people first
- Achieving excellence
- Passionate about what we do
- Always improving our care
- Looking to the future
- We ensure that all our staff – whether part-time, full-time, permanent or temporary – are treated fairly and with respect.
- Selection for employment, promotion, training or any other benefit is on the basis of aptitude and ability.
- All employees are encouraged to develop their full potential and the talents and resources of the workforce are fully utilised to maximise our efficiency.
- We ensure that staff are well trained in equality, diversity and anti-discriminatory behaviour and operate zero tolerance of discriminatory behaviour, including intimidation, bullying and harassment.
The Trust promotes equality, diversity and human rights in line with national policy and is committed to ensuring that:
- Respect for equality, diversity and human rights is a fundamental principle in all Workforce and Organisational Development (W&OD) policies and procedures. All policies and procedures are effectively promoted and used equitably across the organisation.
- We employ staff who are motivated because they feel valued for the contributions they make and the diversity they bring to the Trust, who are well trained, and who reflect at all levels the diversity of the population the Trust serves.
- Respect for equality and diversity is embedded into our policies and procedures and our everyday practice.
- We regularly monitor and report on our Equality Objectives, on patient and workforce information, and on Equality Analysis Assessments to evaluate how we are doing and to set goals and actions in response.
- The Trust values the diversity of its staff as an asset for us to build on and we encourage all staff to reach their full potential. We encourage a healthy balance between home and work life through flexible working patterns and special leave arrangements where these are appropriate.
- The Trust provides equality of opportunity and does not tolerate discrimination on grounds of gender, gender identity, marital status, sexual orientation, race, colour, nationality, religion, age, disability, HIV positivity, working pattern, caring responsibilities, trade union activity or political beliefs.
- All staff, partner organisations, patients and visitors understand and follow the standards of behaviour needed for the management of equality, diversity and human rights. This is led by the executives and senior management team.
- All services procured for the Trust and all staff working on behalf of the Trust understand and support our commitment to promoting equality and diversity in everything we do.
- We demonstrate positive employment practices through attainment and ongoing maintenance of accreditations e.g. Two Ticks Positive about Disabled People.
Compliance with our statutory duties
As a public body, the Trust is committed to meeting our statutory obligations under the single equality duty (2011). In line with the Equality Act 2010, The Clatterbridge Cancer Centre publications below identify how we meet the specific duties and pay due regard to the general duty of the Equality Act 2010.
Equality and Diversity Annual Report 2017
To access the Equality and Diversity Annual Report 2017 click here
Gender Pay Gap Report
The Trust published our first Gender Pay Report in March 2018. In line with legislation, all employers with 250 or more employees must publish their gender pay gap as at 31st March each year. The information is published on the Government website and here.
The data in the report is provided by the Electronic Staff Record (ESR) system which holds all our employee information and is a snapshot taken as at 31st March 2017. Led by the Trust Board, this report will enable us to analysis the data further and develop a pro-active action plan to address any inequalities or challenges with regard to the Gender Pay Gap.
The Equality in Action Steering Group
The Equality in Action Steering Group meets quarterly and is chaired by the Director of Nursing. Its members represent each service we provide and the catchment area in which we are located.
Equality and Diversity Forums
- Equality in Action Steering Group
- Cheshire Equality Liaison Forum (multi-agency)
- North West Equality Forum (NHS)
- Merseyside Equality & Diversity Leeds Forum
- Equality Leads Wirral Health Trusts, the CSU and Healthwatch Wirral
List of Protected Characteristics with definitions
Age – This can refer to a person belonging to a particular age (e.g. 32-year-olds) or range of ages (e.g. 18 - 30 year olds).
Disability – A person has a disability if s/he has a physical or mental impairment which has a substantial and long-term adverse effect on that person's ability to carry out normal day-to-day activities.
Gender Reassignment – The process of transitioning from one gender to another.
Marriage and Civil Partnership – Since the Marriage (Same Sex Couples) Act 2013, marriage now refers both to a union between a man and a woman and a marriage between two people of the same sex. Civil partners must be treated the same as married couples on a wide range of legal matters. ‘
Pregnancy and Maternity – Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.
Race – The protected characteristic of race refers to a group of people defined by their race, colour, nationality (including citizenship), ethnic or national origins.
Religion and Belief – Religion has the meaning usually given to it but belief includes a range of religious and philosophical perspectives including lack of belief (e.g. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition.
Sex – Someone being a man or a woman.
Sexual Orientation – Whether a person's sexual attraction is towards their own sex, the opposite sex or to both sexes.
Internal Support Services
Relations at Work (RAW) Group
This is a confidential service supported by the Trust Board. It provides an impartial sounding board and signposting service for staff members who believe they may be affected in any way by bullying or harassment and thus provide a harmonious, respectful and successful working environment.
Occupational Health Service (OHS)
The Occupational Health Department provides a comprehensive, proactive service delivered by a team of qualified specialists in a range of medical, nursing and psychology fields. Its role is to advise employees and employers.
The team can advise on the following:
- Sickness absence referrals / advice
- Rehabilitation support to return to work
- Stress management and counselling services
- Pre-employment health assessments
- Immunisation and screening for occupational disease
- Health surveillance
- Health promotion
- Workplace assessments
- Ill-health retirement
- Government Equalities Office website
- Equality & Human Rights Commission (EHRC)
- NHS Employers
- NHS England
- Equality Delivery System (EDS 2)
- British Institute of Human Rights (BIHR)
- Refugee Council
- Irish Community Care Merseyside (ICCM)
- Wirral Multicultural Organisation (WMO)
- Press for Change
- Action on Hearing Loss (RNID)
- Department of Health
- Equalities Office
- Age UK
Equality Resources The Essential Guide to the Public Sector Equality Duty