At North Cumbria Integrated Care NHS Foundation Trust, everyone is equal. We do everything we can to ensure all our environments are free of discrimination, victimisation and harassment. We do this by:
- encouraging equality and diversity
- stopping unlawful discrimination, harassment and victimisation
- making sure our services are accessible to everyone
The Equality Act 2010 came into force in October 2010. It replaced a range of anti-discrimination laws with one single Act. The aim of the Act is to:
- strengthen the law
- fight discrimination in all its forms
- help to make equality real for everyone
Under the Act, we as a public authority must do everything we can to:
- end discrimination, harassment and victimisation
- advance equality of opportunity
- foster good relations between different parts of the community
It’s unlawful to discriminate anyone because of the following protected characteristics:
- race or nationality
- gender reassignment
- sexual orientation
- religion or belief
- marriage and civil partnership
- pregnancy and maternity
It’s our duty to make sure that we:
- make sure people with protected characteristics do not suffer from any disadvantages
- meet the different needs of people with protected characteristics
- encourage people with protected characteristics to participate more in public life and activities
Each year we’re required to publish information about our equality objectives and how we're meeting them. You can read our latest Equality, Diversity and Inclusion (EDI) information here:
|Overview||Workstreams||What we will do|
|Clarify||“The organisations stance and values”||Zero Tolerance||Update and improve on verbal abuse and cover hate crime|
|Sponsorship and Events||Sponsor and attend local events and organisations related to EDI|
|Inclusive Recruitment||Undertake further review of recruitment and improve based on best practice|
|100 faces of NCIC||Implement profiles of NCIC workforce to showcase diversity|
|Communicate||“Messages are consistent and ensure that communication is two way”||Improve Disclosure rates||Develop and promote information on why we want to know|
|Inclusive Patient Guidance||Develop guidance to support patients with sensory impairments|
|Encourage incident reporting||Engage with zero tolerance work to promote reporting of any abuse incidents|
|Listening panels||Embed EDI into current and future developed listening and Q&A events|
|Inclusive language||Develop guidance to support inclusive language|
|Connect||“Talking openly, creating an environment of respect and safety, and to share experiences and learn from each other”||Values Ambassadors||Offer specific EDI training and support to staff within the care groups|
|Staff Networks||Engage and involve staff in specific areas of interest|
|EDI Representatives||Engage and involve staff in EDI across the Trust|
|EDI Leaders||Trained support to assist for specific job roles within care groups|
|Leadership and Succession||Promotion of leadership training including BAME specific|
|Inclusion training offer||Further develop EDI training opportunities to include Disability and BAME|
|Commit||“to sustained action, visible leadership and willingness to change”||TIDE Submission||Completed TIDE submission for more in depth understanding of current position|
|Reciprocal Mentoring||Commit to 2 year culture change programme led by Leadership Academy|
|Leadership sponsorship||Director level sponsorship of EDI through staff networks|
|Compliance||“ensuring the Trust meets its statutory duties”||Workforce Race Equality Standard||Complete WRES return|
|Equality Delivery System||Refresh EDS2 based on newly formed NCIC|
|Accessible Information Standard||Monitor and advise on implementation of AIS compliant communications|
|Workforce Disability Equality standard||Complete WDES return|
|Gender Pay Gap||Complete GPG return|
|Equality Diversity and Human Rights Annual Report||Complete Trust annual report submission and progress to EDS2|
To help us achieve our duties under the Act, we’ve implemented something called the NHS Equality Delivery System 2 (EDS2). EDS2 has 4 goals:
- Better health outcomes for all.
- Improved patient access and experience.
- Empowered, engaged and included staff.
- Inclusive leadership at all levels.
Our performance is graded against these goals to form a series of objectives. For our latest progress towards EDS2 please review our annual report.
We have a statutory duty to assess how our policies and services affect our staff and patients. We call this an Equality Impact Assessment (EQIA). The purpose of the EQIA is to stop discrimination of all kinds.
You can read our latest EQIA here.
If you like to know more about Equality and Quality Impact Assessments, email our Workforce Futures and Inclusion team on email@example.com or call 01768 245415.
Employers with 250 or more staff must publish information about their gender pay gap. The gender pay gap compares men and women’s average pay across the organisation. It is not the same as equal pay, which is about making sure men and women doing the same or comparable jobs get the same pay.
We publish the following:
- gender pay gap (mean and median averages)
- gender bonus gap (mean and median averages)
- proportion of men and women receiving bonuses
- proportion of men and women in each quartile of the organisation’s pay structure
|Gender Pay Gap Analysis|
The Trust’s gender pay information is also published on the Government website.
The Trust encourages equality and diversity. We do everything we can to be free of discrimination, victimisation and harassment. The Trust is committed to providing an inclusive environment in which staff share the same core values. So diverse employees can work together, develop and shine.
We support this through the continued development of our 150+ EDI representatives and 4 staff networks
- Armed Forces
- Cultural Diversity
Members actively engage and contribute towards promoting awareness of equality, diversity and inclusion within the Trust. For further information or to become an EDI representative or join a staff networks please contact EqualityandDiversity@ncic.nhs.uk
If English is not your first language, we can arrange for an interpreter to come to your appointment.
If you need a translation of any of our publications or a different format like:
- large print
Please email the Communications team on firstname.lastname@example.org or call 01228 603890. You can also write to them at:Communications Team
We ask our staff to complete an annual survey. We use the results of the survey to make improvements to working conditions and patient care.
Cumbria Partnership NHS Foundation Trust 2019 Staff Survey results:
North Cumbria University Hospitals 2019 Staff Survey results: