PSED: Equality Data Information Report - DWMH NHS€¦ · PSED: Equality Data Information Report...

PSED: Equality Data Information Report

Creating an Inclusive, Personal, Fair and Diverse NHS

31st January 2018

DWMHPT Public Sector Equality Duty Information Report 31

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Contents Page

1. Introduction…………………………………………………………..3 2. About DWMHPT……………………………………………………3-6 3. Equality Profiles and Data………………………………………6-13

If you would like this Report in another format that would better suit your needs, or in another language, then please just let us know by contacting Paul Singh, Equality & Diversity Lead on: 01384 366517, or email [email protected]

If you have any comments about the contents of this report or would like to get involved, please contact us on the same details above.

mailto:[email protected]


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1. Introduction

1.1 The General Equality Duty The Equality Act 2010 introduced a general equality duty requiring organisations, in the exercise of their functions, to have due regard to the need to:

Eliminate unlawful discrimination, harassment, victimisation and other conduct prohibited by the Act;

Advance equality of opportunity between people who share a protected characteristic and those who do not; and

Foster good relations between people who share a protected characteristic and those who do not.

The Trust will do this by:

Removing or minimising disadvantages suffered by people due to their protected characteristics;

Taking steps to meet the needs of people from protected groups where these are different from the needs of other people; and

Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

1.2 Protected characteristics: The protected characteristics covered by the Equality Act 2010 are:

Age Disability

Gender reassignment Pregnancy and maternity

Race Religion or belief

Sex Sexual orientation

Civil Partnerships and Marriage 1.3 The Public Sector Equality Duty (PSED) The Public Sector Equality Duty (PSED), which came into force on 6 April 2011, places additional specific duties on public authorities (September 2011) including NHS Trusts. One such duty is a requirement on public authorities to publish sufficient information annually to demonstrate compliance with the general equality duty

2. About DWMHPT

The Trust is a multi-site provider (26 sites) serving the Black Country boroughs of

Dudley and Walsall within the West Midlands. The Trust’s headquarters are situated

in Dudley, approximately 10 miles north-west of Birmingham.


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The Black Country region demonstrates cultural, economic and educational diversity.

Walsall, along with Sandwell and Wolverhampton, experience high levels of multiple

deprivation.

Since formation, the Trust has made significant progress in the development of the

organisation, engaging with its communities and taking stock of service quality and

performance.

We are proud of:

Small and flexible organisation, respond to change and challenge, quickly and effectively

Openness and transparency

Robust relationships with commissioners and excellent local health economy knowledge

Reputation for good service quality and governance

Good engagement with service users, carers, agencies and community groups

Consistent high performance

Successful integration of two culturally and operationally different services

2.1 Our Vision

The Trust’s vision is one of a recovery oriented service. The vision, encapsulating

the concept of the benefits arising from a single mental health trust for the

populations of Dudley and Walsall, is shown below:

The Trust’s vision has been guided by national, regional and local intelligence and

strategies where there is a growing emphasis on the well-being of the population and

a focus on prevention, together with early detection and intervention.

2.2 Our Values

Our values are the essence of our identity. They describe what we are and what we

stand for. They support our vision, shape the culture and more importantly represent

the behaviours that staff value as employees.

In 2015/16 we refreshed our values in close partnership with staff. This was a

process that engaged all staff in revisiting what they felt were important values for us

and that would shape our guiding principles and underpin the way we work.

Better Together - delivering flexible, high-quality, evidence-based services to enable people to achieve

recovery.


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After extensive discussion and review, we chose the following new values:

These new values also reflect the NHS Constitution and are significant in that they inform attitudes and therefore behaviours of staff. Underpinning our new values is a behavioural framework that supports recruitment, personal development, performance and organisational culture.

2.3 Our Strategy

The Trust has a clear, focused strategy that underpins the delivery of mental health

services for the populations of Dudley and Walsall. In protecting its long term

viability, the Trust explores opportunities that support the delivery of mental health

services across the wider health economy, building on the skills of the Trust and

meeting unmet or emerging needs.

In developing its strategy, the Board stated its commitment to be flexible in its on-

going consideration of the scope of services it provides in order to reflect the genuine

needs of service users and carers and delivery of the Five Year Forward View

(5YFV).

Strategic aims

The Trust’s strategy has three overarching domains that together, achieve the

Trust’s vision:

1. Transform services

to improve the

patient experience

and the quality of

services

2. Become the preferred provider

of prevention and recovery

services for mental health and

wellbeing within the Black

Country and beyond

3. Develop the

organisational culture

and capabilities to

support high quality

service delivery

2.4 Our Services

Mental health conditions are very common with 1 in 4 people experiencing some

kind of mental health problem in the course of a year. These are split into two

categories; “common mental health problems”, which include conditions such as


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depression and anxiety, and “severe and enduring mental health problems” such as

schizophrenia and bipolar disorder.

The Trust provides a full range of mental health treatment and rehabilitation services

that manage both categories of mental health conditions. The Trust’s range of

services spans GP based primary care counselling and psychological therapies for

common mental health problems through to the treatment and care of people

detained under the Mental Health Act.

Core services are provided predominately to Dudley and Walsall, but also to

neighbouring Trusts in Worcestershire, Staffordshire, Birmingham and Warwickshire.

We provide:

• Community mental health services for children, adults & older people

• Inpatient services for adults and older people

• Primary Care Mental Health services (including IAPT)

• Mental Health Social Care Services (via local authority partnerships)

• Psychological Therapies

• Employment, education and training support for people with mental health problems

• Specialist Deaf CAMHS (national hub)

In 2009, the Trust was selected by the National Commissioning Group to be one of

four centres in England to deliver a national Deaf Service for children up to the age

of 18 and their families.

3 .Equality Profiles and Data

This section of the report outlines equality profiles of the local population, Trust

workforce and service users. The data released by the Office for National Statistics

(ONS) reflects the results of 2011 census that is continued to be used as a

comparison of the protected characteristics of our work force, service users and local

and national populations.

3.1 Gender

Gender profile of DWMHPT staff


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As of the 30th December 2018, Trust workforce consists of 1,010 members of staff,

women are over-represented when compared to both the local population. This

trend is mirrored across the NHS as a whole and reflects the gender make-up of the

wider health care system. Figures provided by the Office for National Statistic (ONS)

indicate there is a higher female population both nationally and locally. Statistics

show that women have been increasing in numbers of employment within the NHS

over the last 10 years and the trend is still moving upwards. In line with the overall

gender profile of the Trust, women are more predominant in each pay-band. Overall

the Trust workforce is roughly representative of the national NHS workforce. The

gender split for service users is relatively even, although there are more female

service users accessing trust services than males.

3.2 Ethnicity

Ethnicity profile of DWMHPT staff

9814 9780

48 0

20000

Female Male Unknown

Gender of SU's


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Generally there has been no significant change in the ethnicity of Trust employees

over time. The largest representation of employees is from White backgrounds,

which is 76.2%. The next largest ethnic group is Asian (includes Asian British,

Indian, Pakistani and Hindu), which is 10.2% followed Black Caribbean, which is

1324 57 315 119 55 114 550 78

15019

179 15 416 76 639 466 43 11 166

0

2000

4000

6000

8000

10000

12000

14000

16000

Ethnicity of SU's


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8.2%. There are very small proportions of mixed, (including Asian mixed and Black

mixed). The other category includes ethnic groups such as Chinese, Polish and

Irish,1.2%.

The Trust has a majority white British Service User profile. Over 1300 SU data

regarding ethnicity is missing (7%) suggesting some work needs to be done with

Staff to improve this. This is also highlighted as a Trust equality objective to work on

improving disclosure and data completion for all protected characteristics.

The regional and national data provided by the Office for National Statistics reflect

the pattern of our workforce, The data available also indicates that BME individuals

may be slightly over-represented within services in comparison to local population.

However, based on more detailed work undertaken, it is difficult to draw any firm

conclusions as so many service users are shown as not stated. The ethnicity profile

of Trust staff shows that BME people are slightly over-represented relative to the

local population.

3.3 Religion

12714

4

3046

54 1 1 319 3221

142 2 138 0

2000400060008000

100001200014000

Religion of SU's


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Majority of Trust workforce did not wish to disclose their religion, this being 61%

however Christianity is the highest reported religion. Nationally the census figures

for 2011 show that the percentage of the population who stated their religion as

Christianity fell by 13% from 72% to 59% from 2001 to 2011.

It is difficult to draw comparisons in relation to service user and staff religion

demographics as there are large numbers of service users who assert to having no

religion or this data is missing and large numbers of staff who do not define their

religion. However, the highest religious category for both service users and staff is

Christianity. Muslim and Sikhism is the highest non- white religion for both staff and

service users, this is also in line with the Trust local populations.

3.4 Disability

Disability profile of DWMHPT staff

The table above highlights that a large percentage of our workforce disability status

is ‘undefined’ (57.2%). Only 2.3% of staff state they have a disability and 34.4 % of

staff confirm they do not have a disability. Although this figure has declined slightly

from previous years the issue of incomplete data continues, this is currently being

addressed with new starters and an ESR campaign; ensuring staff complete or

disclose this protected characteristic.

3.5 Age

Age profile of DWMHPT staff


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It is difficult to draw many conclusions here given that staff are drawn only from the

population of working age and that the service user age profile is based on specific

patterns of service delivery. However, the age profile of the Trust workforce is

broadly reflective of that of the working population of the region. This years’ service

15

3129 3084 2573 2505 2503

1628 1381 1775

1049

0

1000

2000

3000

4000

Age Band of SU's


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user data highlights a slight over representation of younger people within services

compared to older people.

3.6 Sexual Orientation

Sexual Orientation profile of DWMHPT staff

Sexual orientation stands heavily undisclosed within Trust workforce data with 58.8%

of staff grouping themselves under this category. There is very small total population

of staff identifying themselves as gay and lesbian. 40.4% of staff identify themselves

as being heterosexual. Service user data also highlights that majority of Trust

service users identify themselves as heterosexual. Most Service User data

regarding sexual orientation is missing therefore it is difficult to action or draw

information from.

The 2011 census did not ask about sexual orientation, therefore we are unable to

make comparisons with the national and regional profiles.

19190

3 9 10 430 0

5000

10000

15000

20000

25000Sexual Orientation of SU's

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