The NCA routinely, and with permission, collects equality data on patients and colleagues. This is used to meet our statutory duties under the Equality Act 2010 and the Public Sector Equality Duty (PSED), alongside commitments within the NHS general contract.
Our reports form our evidence base of our commitment to:
- Eliminate discrimination, harassment, and victimisation
- Advance equality of opportunity between people who share a protected characteristic and those who don’t
- Foster good relations between people who share a protected characteristic and those who don’t
- Understand the impact of policies, services, and practice on people with different protected characteristics
The Equality, Equity and Inclusion (EEI) Team write and publish a report every year to share the Trust’s progress against our equality objectives and highlight the Trust’s achievements. The report is a crucial document to understand and communicate our progress against equality objectives and targets. It serves as a transparent overview of the efforts made throughout the year to ensure fair treatment of all colleagues and the people we serve.
The EEI Annual Report forms part of the Trust’s compliance with the Public Sector Equality Duty, the specific guidelines that underpin the Equality Act. However, the report goes beyond mere compliance with legal obligations. By documenting Trust achievements and challenges, we can set measurable goals for the future, ensuring continued progress in creating equitable opportunities for all.
The Equality Delivery System (EDS) is the basis of equality improvement within the NHS. Through active conversations with interested parties, including patients and colleagues it supports plans to improve equity that are meaningful and impactful.
The EDS provides a focus for organisations to assess the impact of discrimination, stress, and inequality, providing an opportunity for organisations to support a healthier and happier workforce, which in turn can increase the quality of care provided for patients and service users.
The Gender Pay Gap is a legal requirement of the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017. These are the regulations that underpin the PSED and require the NCA to submit data on the Gender Pay Gap yearly.
As part of our work to build an inclusive culture we report on the Workforce Race Equality Standard (WRES). The standard is a set of metrics that requires NHS organisations to demonstrate progress against several measures of race equality.
These metrics are outcome-focused and analysis of them shows the underlying challenges.
The aim of the WRES is to support the experience and career development of black and minority ethnic colleagues. Ensuring the Trust workforce is representative of the communities it works in.
Workforce Race Equality Standard Reports:
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures that will enable NHS organisations to compare the experiences of colleagues with a disability with those that don’t.
The implementation of the WDES enables us to better understand the experiences of colleagues who have a disability. It supports positive change for existing employees and enable a more inclusive and supportive environment for people with a disability working at the Northern Care Alliance.
Workforce Disability Equality Standard: