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:
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.
To access the Annual Report 2017/20 click here
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 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.
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.
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.
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: