Equality Objectives

Equality Objectives

The Trust has used a recent review of the revised NHS Equality Delivery System (known as EDS2) to help set equality objectives for 2016-2017.  The objectives are detailed below, in line with the Trust’s Public Sector Equality Duty.  These were approved by the Trust Board in March 2016. 

The four equality objectives are:

1 - To continue to seek to improve the diverse representation of the workforce with particular focus on:

-          Improving levels of employment from BME communities, measured through improving non-white Black and Minority Ethnic Groups from the current level of 2.97% and Non-White British Groups from the current level of 5.2%.

-          To improve levels of representation of women in operational management and leadership positions from 22.7%.

2 - To deliver improvements in staff experience of bullying, harassment and violence at work as measured through annual staff survey results.

3 - To map gaps in available patient data and identify options for improvement.

4 - To map the current provision of services offered to and by the Trust to appropriately manage patients presenting with dementia; identify gaps and plan the Trust’s future dementia strategy.

Progress on these objectives will be published here on an annual basis. 

Previous Equality Objectives

The Trust previously had equality objectives under the main headings of the original Equality Delivery System.  This section states the previous objectives and details some of the progress that the Trust made in meeting each objective over the period 2012-2016. 

1 - Better Health Outcomes for all- The objective related to engagement with individuals who access mental health services, their representatives and other service providers to assess patient needs in terms of service access and referral pathways and make recommendations for service improvement.


-          The Trust carried out a mapping exercise on protocols, policies and procedures relating to the assessment and treatment of patients who are lacking capacity. 

-          The Trust facilitated various patient engagement sessions, including with the Richmond Fellowship for Mental Health and Well Being Group and REMIND, to capture patient and carer views. 

-          A North West regional policy and guidance was developed in conjunction with the police forces of the North West about conveying mental health patients.  The Trust has participated in other multi-disciplinary meetings with voluntary groups, Mental Health Trusts and local government teams to discuss all aspects of care including ambulance service access and referrals. 

-          Changes to training were implemented for those on paramedic degree and diploma courses, as well as the development of e-learning modules and staff attendance at external training events. 

-          The Trust has developed the Community Specialist Paramedic role to offer bespoke support at a community level across a range of groups of patients.  A range of initiatives have been developed to support patients, including project on Falls referrals, review of action in event of End of Life calls received by 111.  NWAS continues to develop clinical leadership roles in the use of audit to examine patient outcomes.

2 - Improved Patient Access and Experience

The Trust had two distinct objectives under this heading. 

The first objective here related to the development of monitoring and reporting systems relating to a wide range of groups, including mental health and learning disability, in order that the information collected to can be used to better inform the Trust about accessibility and areas of improvement. 


-          BME patient data collection has now been incorporated into the mandatory training.  This action, along with the inclusion of BME monitoring into CPI indicators has led to an improved rate of BME patient data collection. 

-          The development of Community Specialist Paramedic role offers bespoke support at a community level across a range of groups of patients.  This includes mental health and learning disability groups.  Ongoing development of clinical leadership roles in the use of audit to examine patient outcomes.  This has extended to the assessment process used to recruit to such roles too. 

-          The Communications Team regularly examine Trust membership and after analysis, increase engagement with particular groups.  One recent example of this activity has been engagement with the Bangladeshi community.

-          Ongoing CFR recruitment to respond in particular parts of the NWAS footprint, with a view to increasing accessibility.  

-          Work with external partners to benefit patients, including Fire service responders and a pilot for NWAS presence in a police control room.

The second objective related to the views of patients and ensuring that feedback from the range of groups is embedded into service delivery plans. 


-          Patient Experience Programme of work - face to face surveys were conducted with over 1000 patients. Postal surveys and comment cards were used on PES and PTS. Feedback was analysed and fed into service recommendations

-          Within the Community Engagement Plan, 10 Focus groups were facilitated, using the Trust designed board game face to face with vulnerable groups, patients and carers completed.  The protected characteristics of attendees were monitored at these events and feedback incorporated into service recommendations.

-          Themes arising from learning disability engagement and specific issues on access to complaints supported the Trust Learning Disability Action Plan. 

-          The Trust has attended numerous events to engage with a range of individuals and groups, including Manchester Pride, EID, Disability Awareness and Spirit of Bolton.   

-          Feedback collated from community engagement with protected groups ‘what does dignity mean to you’ supported the Trust Dignity and Respect Task Group.    

3 - Empowered, engaged and well supported staff

At the time the previous objectives were set, the Trust expected to carry out limited external recruitment.  As such, the objective focused on age and sought to increase the employment of young people through the implementation of apprenticeship schemes, however efforts would still be made to improve diversity in all other areas too. 


-          NWAS involvement in Health and Social Care cadet programmes.  The Trust has also taken on administrative apprentices. 

-          NWAS hosted a Health and Employment programme with Skills for Health during February 2015.  Pre-employment programmes have been established with 3 cohorts starting during the first year 2015-2016. 

-          Other programmes of work included the exploration of barriers to employment with the Merseyside Refugee Support Network (2015), a course with Preston College to recruit to Emergency Medical Dispatcher roles and engagement with the armed forces.  The Trust also carried out some international recruitment and appointed staff from Poland and Finland to boost the paramedic workforce.   

-          Values based recruitment was embedded.  Recruitment data was analysed which overall indicated a fair process.  However the review of recruitment processes is ongoing and recent changes include a statement about the underrepresented groups on NHS Jobs adverts and initiatives to remove panel access of application forms at interviews as part of some assessment centres. 

-          Successful bid for HEE funding for pre-paramedic degree pilot with focus on increasing diversity within paramedic career pathways. 

-          Two ticks accreditation maintained.  Relaunch of Trust LGBT network 2015.  ‘Women in Leadership’ conference held February 2016 with over 150 attendees. Increase in ethnic diversity of staff.     

There was a second objective relating to empowering and engaging staff which related to ensuring staff were confident and competent to deliver appropriate services to diverse communities. 


-          Chartered Management Institute (CMI) courses delivered at the Trust have equality and diversity embedded. 

-          HR Masterclasses have been reviewed to ensure equality and diversity is appropriately covered. 

-          A web-based equality and diversity module has been incorporated into an online learning package and web-based resources are being developed. 

-          A review of core induction content has started.  Specialised courses are available. 

-          Trust values have been incorporated into the revised appraisal process with effect from February 2015 to include dignity and respect. 

4 - Inclusive Leadership at all levels

The objective set for this area focused on the ability of middle and line managers to support diverse staff. 


-          Mental health awareness has been raised across the Trust through a range of initiatives. 

-          Changes to job descriptions as part of the action plan resulting from the Francis report. 

-          NHS constitution and values promoted as NWAS values.

-          A review of the appraisal process was completed. 

-          The development of values based recruitment for management staff included a review of the competence framework. 

-          Specialised courses have been offered, including Diversity Awareness, disability awareness and sexual orientation awareness. 

More information is available on any of these areas.  Please email nwas.communications@nwas.nhs.uk if you require further information.