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 was introduced in October 2010, replacing all previous anti-discrimination legislation. The Equality Act provides protection for people with each of the following characteristics:
In order to meet our obligations under The Equality Act 2010 The Clatterbridge Cancer Centre must:
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.
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.
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 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.
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:
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.
To access the Annual Report 2017 click here.
To access the Monitoring Report 2018, click here.