Equality, Diversity and Inclusion

Our commitment

At The Clatterbridge Cancer Centre we are committed to providing an environment that is equally welcoming to people of all backgrounds, cultures, nationalities and religions and 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 and our aim is to have a workforce that is truly representative of all sections of society and that each employee feels respected and able to give of their best.

The Equality Act 2010

The Equality Act was introduced in October 2010, replacing all previous anti-discrimination legislation. The Equality Act provides protection for people with each of the following characteristics:

  • Age
  • Disability
  • Gender Reassignment
  • Race
  • Religion or Belief
  • Sex
  • Sexual Orientation
  • Marriage and Civil Partnership
  • Pregnancy and Maternity.

Statutory obligations

In order to meet our obligations under The Equality Act 2010 The Clatterbridge Cancer Centre must:

  • Eliminate unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Act
  • Advance equality of opportunity between people who share a protected characteristic and those who do not
  • Foster good relations between people who share a characteristic and those who do not.

As a public body, the Trust is committed to meeting our statutory obligations under the single equality duty (2011).

Please see below The Clatterbridge Cancer Centre publications to identify how the Trust is meeting the specific duties and paying due regard to the general duty of the Equality Act 2010.

Equality Delivery System 2 (EDS2)

EDS2 is a toolkit and framework for assessing how organisations are performing with regards to Equality, Diversity and Inclusion. It requires the Trust to self-assess and report our progress towards excellence in equality of outcomes for everyone, this includes both patients and staff, regardless of their sex, race, disability, sexual orientation, transgender background, religion or belief, age or marital status.

Workforce Race Equality Standard (WRES)

The main purpose of WRES is to help local and National NHS organisations to review their data against the nine WRES indicators, to produce action plans to close the gap in workplace experience between White, Black and Minority Ethnic (BME) staff, and to improve BME representation at the Board level of the organisation. The “business case” for race equality in the NHS, and for the Workforce Race Equality Standard, is now a powerful one. NHS England and The Clatterbridge Cancer Centre NHS Foundation Trust, is committed to tackling race discrimination and creating an NHS where the talents of all staff are valued and developed – not least for the sake of our patients.

Workforce Disability Equality Standard (WDES)

WDES provides a self-assessment framework for NHS Trusts and NHS Foundation Trusts in relation to the employment of disabled people. WRES is a set of ten evidenced-based metrics that will enable NHS organisations to compare the experiences of disabled and non-disabled staff. NHS organisations are required to publish the results and develop action plans to address any discrepancies. This enables the Trust to demonstrate progress against the indicators of disability equality and introduce new measures and practices which will help improve workforce disability equality.

Gender Pay Gap Report

The Equality Act 2010 (Specific Duties and Public Sector Authorities) Regulations 2017 (‘the regulations’) apply to public bodies with 250 or more employees and requirements largely mirror those for the private sector. Public sector organisations are required to publish an annual ‘snapshot’ of pay information as at 31 March.

This report provides the required ‘snapshot’ of gender pay information for trust employees for the pay period that includes 31 March 2018 and where possible, compares this to the March 2017 position which was reported in March 2018. The required information contained within this document will remain on the trust website for a period of 3 years.

The Equality Diversity and Inclusion Committee (EDI)

Oversight of Equality, Diversity and Inclusion is through the EDI Committee. The EDI Committee is a sub-committee of the Workforce and Organisational Development Committee (WOD) and has delegated responsibility to:

  • Ensure the Trust remains compliant with Public Sector Equality Duties.
  • Provide assurance and support in respect of compliance and delivery.

The EDI Committee meets quarterly and is chaired by the Director of Nursing, members are representative of each service we provide and of the catchment area in which we are located.

Workforce Equality, Inclusion & Diversity Annual Report 2017

To access the Annual Report 2017 click here.

Workforce Equality, Inclusion & Diversity Annual Report 2018

To access the Monitoring Report 2018, click here.