Equality and Diversity
The Public Sector Equality Duty requires the trust to publish equality objectives at least every four years. The Trust’s Corporate Equality Objectives 2019 - 2022 are as follows (derived from GMMH Equality, Diversity and Inclusion Strategy for 2019-2021):
- We will improve the access and experience of our service users
- To work towards better health outcomes from our service users
- To ensure our workforce is representative and supportive
- Promote an inclusive leadership culture
Equality into Action Strategy 2016 - 2019
Our vision and strategy for equality are set out in the GMMH062 Equality into Action Strategy 2016-2019 (1.0) - A4 Brochure[pdf] 115KB. The strategy includes how the Trust approaches equality and diversity to improve access, experience and outcomes for our service users, relatives, carers and staff. The strategy includes an annual work schedule which incorporates publication of our annual equality report, setting local equality objectives and the delivery of Equality into Action Workshops which meet the statutory duty set out in Equality Delivery System 2.
Equality Act 2010: Public Sector Equality Duty (PSED) Publication of Information
The Equality Act 2010 introduced a general equality duty placing requirements on organisations in relation to the protected equality characteristics of age, disability, gender reassignment, pregnancy and maternity, race, religion or belief, sex and sexual orientation.
The Public Sector Equality Duty further requires us to publish information demonstrating our compliance with this general equality duty. The Equality Act 2010: Public Sector Equality Duty (PSED)[pdf] 2MB describes how we have embraced the general equality duty in relation to our workforce and our service users in the context of our established strategic approach to equality, inclusion and recovery. Analysis of the data on the protected characteristics of our staff and service users will inform our priorities in setting future equality objectives within the Trust.