4.0
May 2022
Joint Consultative Committee
May 2022
Arfan Bhatti - Head of Equality, Diversity & Inclusion (Workforce)
Funmi Onamusi - Director of Equality, Diversity & Inclusion
30th November 2025
Trust-wide Readership: All Staff NHSLA / HSE / IGT etc.): N/A
pg. 2 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Arfan Bhatti - Head of Equality, Diversity & Inclusion (Workforce)
Simon O'Donoghue - Head of Equality, Diversity & Inclusion (Patients & Communities)
Panagiotis Samartzis - EDI Facilitator
Rebekah Johnson - EDI Officer
Chelsie Sills - Violence Reduction Matron
Damian McGuinness - Chief People Officer
Funmi Onamusi - Director of EDI
Keely Penalver - Community Lead Orthoptist & BOSTU Rep/Staffside Secretary
Inclusion of the Equality Act 2010 and relevant definitions
Kingsdocs
Contacts and Group updated Johnny Kersse pg. 3 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
3.0 July 2018 Minor General update
Reference to Disability
Confident accreditation
Reference to Diversity Matters strategy
Removal of Kingsflex from policy
Updated links to Staff Diversity Networks Anthony Shivbarat 4.0 April 2022 Minor Re-structure to:
(a) strengthen alignment to protected characteristics (b) more effectively signpost to relevant policies relevant to EDI
Arfan Bhatti
All staff Kingsdocs HR N/A Replacement on Kingsdocs
Staff Side Committee 4.0 March 2022 Format update. Diversity Network Chair's 4.0 March 2022 Clarify on network "supporting" role on Trust EDI agenda. EDI Delivery Group 4.0 13 April 2022 Add anti-discrimination statements Policy Review Group 7.0 27 April 2022 EDI Delivery Group
TBC 11 May 2022 Joint Consultative Committee TBC 25 May 2022
pg. 4 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
1. INTRODUCTION
1. 2. OBJECTIVES 5
3. SCOPE
2. 4. DEFINITIONS 3.
5. ROLES & RESPONSIBILITIES
6. PROTECTED CHARACTERISTICS
7. POSITIVE ACTION 15
8. VIOLENCE & ABUSE FROM PATIENTS & VISITORS 15
9. EQUALITIES RISK ASSESSMENT FRAMEWORK 16 10. MONITORING 16
11. USEFUL CONTACTS
12. ASSOCIATED DOCUMENTS
APPENDIX A: CHECKLIST FOR THE REVIEW AND APPROVAL OF TRUST-WIDE POLICIES
pg. 5 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
1. INTRODUCTION
King's Co llege Hospital Foundation Trust's Strong Roots, Global Reach strategy has embedded the Trust's commitment to ensure "equality, diversity and inclusion is at the heart of everything we do" as one of four overarching objectives.
It also means creating a culture of psychological safety, where every staff member feels supported to speak up about concerns, or any experiences of bullying, discrimination, or harassment.
To help achieve this, we believe equality, diversity and inclusion is everyone's responsibility and is core to our ways of working. Under the direction of our Equality, Diversity and Inclusion team, all of our people at King's (including partners and subcontractors) will have a clear understanding of their part in the equality, diversity and inclusion agenda, why it matters, and the expectations that go with it.
We are determined to be known for our commitment to a culture that is wholly supportive of equal opportunities and cultural difference, and which stands resolutely against discrimination. Everyone who comes across King's will be welcomed and valued equally, and without prejudice.
King's values of "kind, respectful, team" also provide a behavioural framework for staff that help highlight no form of bullying, harassment, hate crimes, victimisation or bullying will be tolerated.
This policy also replaces what was previously known as the "Equal Opportunities" policy and is underpinned by a legal framework, most notably the Equality Act 2010.
2. OBJECTIVES
The overarching purpose of this policy is to embed King's commitment to ensure all staff are treated fairly in all aspects of their employment and do not experience discrimination, bullying, harassment, abuse, victimisation and hate crimes or hate incidents.
This policy aims to do so by: - Outlining roles and responsibilities of everyone employed at King's - Clarifying how staff can be discriminated against via the protected characteristics - Highlighting relevant sections of other King's polices which promote EDI
3. SCOPE
Diversity can cover many elements of an individual. Ordinarily, we talk about diversity as an individual or set of demographics that an individual belongs to.
APPENDIX B: EQUALITY RISK ASSESSMENT FORM
However, diversity is something that goes beyond protected characteristics and can also encompass socio-economic backgrounds, accent, hair colour, body modification such as tattoos and body size.
The second element this policy aligns to is Inclusion, which is where people's differences are valued and used to enable everyone to thrive at work. An inclusive working environment is one in which everyone feels th at they belong , that their contribution matters and they are able to perform to their full potential, no matter their background, identity or circumstances. An inclusive workplace has fair policies and practices in place and enables a diverse range of people to work together effectively.
The rights and obligations set out in this policy therefore apply equally to all colleagues, whether part time or full time, on secondment, or have a substantive or fixed -term contract, and also to associated persons such as agency staff, contractors and others employed under a contract of service.
In particular, the policy covers persons who share one or more of the nine protected characteristics in the Equality Act 2010 as listed below. 4. DEFINITIONS Protected characteristics Age A person belonging to a particular age (for example 32 year olds) or range of ages (for example 18 to 30 year olds).
Disability A person has a disability if they have a physical or mental impairment which has a substantial and long -term adverse effect on that person's ability to carry out normal day-to-day activities.
Gender Reassignment
The process of transitioning from one gender to another. Marriage and civil partnership
A union between two people. Civil partners must not be treated less favourably than married couples (except where legally permitted).
Pregnancy and maternity
The condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context.
Race It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.
Religion & belief Religion refers to a particular system of faith and worship, especially via a personal God or gods.
Belief means those who possess religious or non -religious beliefs; sometimes referred to as 'philosophical belief' and includes things like humanism, atheism and secularism.
A political belief is not a philosophical belief. The belief must also be acceptable in a democratic society and not conflict with the fundamental rights of others.
pg. 7 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Sex The biological aspects of an individual as determined by their anatomy, which is produced by their chromosomes, hormones and their interactions.
Something that is assigned at birth. (Most often male or female).
Sexual orientation A person's identity in relation to the gender they are attracted to.
Discrimination Direct discrimination
Treating someone less favourably because of a protected characteristic.
Indirect discrimination
When a provision, criterion or practice is applied in the same way but puts people from a protected characteristic at a disadvantage.
Bullying
It can be described as unwanted behaviour from a person or group that is either:
- offensive, intimidating, malicious or insulting - an abuse or misuse of power that undermines, humiliates, or causes physical or emotional harm to someone
Harassment
Unwanted behaviour that is offensive because you have or are believed to have a protected characteristic.
Hate crime or hate incidents
Any incident or crime where the perpetrators hostility or prejudice against an identifiable group of people is a factor in determining who is victimised.
A hate incident or crime does not necessarily constitute a criminal offence, but cause alarm, distress or harassment where it appears that the victim has been targeted because of a protected characteristic.
Hate Crimes or incidents can include verbal abuse, threatening behaviour, offensive graffiti, harassment, malicious communications, damage to property and violence.
Victimisation Treating someone badly because they have:
- made a claim or complaint of discrimination - helped someone make a claim - made an allegation regarding a breach of the Equality Act - done anything else in relation to the Equality Act
5. ROLES & RESPONSIBILITIES
It is the responsibility of everyone at team King's to uphold our values of "Kind, Respectful, Team".
All Colleagues
- adhere to this policy
pg. 8 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
- treat all individuals with respect and dignity
- bring to the attention of management behaviours that contravene this policy
- if appropriate and if able, challenge unwanted behaviour at the first instance
- not victimise or attempt to victimise individuals on the grounds that they have made complaints or provided information on discriminatory practice
- attend training on equality, diversity and inclusion, including Active Bystander training
- ensure all patients, carers, and other visitors are treated fairly
- recognise the need to work in partnership and work with other support services that are available and signpost to colleagues as required
- seek guidance from other agencies (such as the Patient and Public Access Group) and services to ensure that special needs are met
- ensure equality, diversity and inclusion underpin day to day behaviour
Managers
- demonstrate commitment to equality, diversity and inclusion and lead by example
- apply this policy fairly and consistently
- set standards of expected behaviour in accordance with the policy
- intervene swiftly when they become aware of colleagues who are in breach by reference to King's policies and procedures
- demonstrate compliance with legislation by keeping records of recruitment and selection decisions, appraisals, training and development in line with Trust requirements
- complete an equality impact assessment when necessary, requesting advice and support from the EDI team where required
- ensure staff involvement in staff consultation exercises making reasonable adjustments when necessary
- support staff to attend training on equality, diversity and inclusion
- make transparent, fair and equitable decisions on promotion, pay rise or incremental pay increases and staff development
- deal fairly and transparently with requests for flexible working
- deal proactively with harassment, bullying and victimisation allegations in the workplace
- ensure appropriate and transparent responses to the types of harassment and bullying behaviour which occurs in reference to each respective protected pg. 9 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
characteristic, (e.g.: an appropriate response to homophobic bullying or harassment may differ from the response required for sexist bullying or harassment)
Staff networks
A staff network is a collection of employees who want to come together to support each other and organise to create change in the workplace. Most commonly, staff networks are groups of employees who identify as an underrepresented or a minority group.
King's current staff networks (listed in section 12 of this policy) play a crucial role in championing inclusion, supporting colleagues and challenging inequality which supports the Trust to achieve our objectives.
Managers should recognise colleagues' contribution to staff networks during their appraisals and also provide flexibility for network activity when operationally possible.
Contractors
All contracts for goods, facilities or services should include a clause prohibiting unlawful discrimination by contractors, their staff as well as any sub-contractors and their staff.
King's Facilities Management (KFM) Supplier Code states: "The supplier shall comply with all laws applicable to its business. The supplier should support the principles of the United Nations Global Compact , the UN Universal Declaration of Human Rights as well as the 1998 International Labour Organisation Declaration on Fundamental Principles and Rights at Work, in accordance with national law and practice."
6. PROTECTED CHARACTERISTICS
If a staff member believes that they or someone may have suffered discrimination due to any of the protected characteristics staff should in the first instance discuss with their line manager or another colleague in a relevant position of seniority.
The below is an illustrative (and therefore not exhaustive) outline of how this may occur:
Age
Staff must not be discriminated against because:
- staff are (or are not) a certain age or in a certain age group
- someone thinks a colleague is (or is not) a specific age or age group, this is known as discrimination by perception
- a staff member is connected to someone of a specific age or age group, this is known as discrimination by association
Age groups can be quite wide (for example, 'people under 50' or 'under 18s'). They can also be quite specific (for example, 'people in their mid -40s'). Terms such as 'young person' and 'youthful' or 'elderly' and 'pensioner' can also indicate an age group
The following sections of King's policies also help ensure equality for disabled staff:
- King's Retirement Guidance highlights t he default retirement age is no longer pg. 10 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
applicable in accordance with equality legislation and so colleagues may choose their own retirement date depending on when is most appropriate to their circumstances.
Disability
Staff must not be discriminated against because they:
- have a disability
- someone thinks a colleague has a disability (this is known as discrimination by perception)
- a staff member is connected to someone with a disability (this is known as discrimination by association)
- failure to consider reasonable adjustments
A 'reasonable adjustment' is a change that must be made to remove or reduce a disadvantage related to:
- an employee's disability when doing their job
- a job applicant's disability when applying for a job
What is reasonable depends on a number of factors, including the resources available to the organisation making the adjustment, examples include making changes to:
- the workplace
- equipment or services provided (both current or new services), for example an appropriate keyboard for someone with arthritis
- the ways things are done
Managers should note as the majority of disabilities are acquired during employment, conversations around reasonable adjustments should occur regularly (for example during annual appraisals) and not just occur when a colleague begins employment.
The following sections of King's policies also help ensure equality for disabled staff:
- Recruitment Policy states person specifications will be limited to those requirements that are necessary for the effective performance of the job
- Disability Confident Level 2 accreditation ensures we will offer an interview to any person with a disability who meets the minimum essential criteria for a vacancy.
- Sickness Absence Policy states where an individual's sickness absence is related to a disability, such cases will be managed in accordance with the Equality Act 2010 and advice on specific cases will need to be sought from Occupational Health and Employee Relations Team. Where a manager is unclear of whether there is an underlying health issue, a referral to Occupational Health should be made prior to initiating the formal stages of the process.
pg. 11 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
It is not unlawful discrimination to treat a disabled person more favour ably than a non-disabled person; this is known as positive action and more information is provided in section 7 of this policy. Staff also do not have to share the fact they have a disability.
Gender reassignment
Staff must not be discriminated against because they:
- are transgender (when your gender identity is different from the sex assigned to you when you were born. For example: someone assigned female at birth identifies as a man and so transitions to live as a man)
- someone thinks a colleague is transgender, for example because they occasionally cross-dress or are gender variant
- a staff member is connected to a transsexual person, or someone wrongly thought to be transsexual
To be protected, a staff member does not need to have undergone any specific treatment or surgery to change from your birth sex to your preferred gender. This is because changing your physiological or other gender attributes is a personal process rather than a medical one.
A specific Transgender Policy is in the latter stages of development in 2022, which will contain comprehensive information in relation to policy for the gender reassignment protected characteristic. Significantly, the policy encompasses inclusion for non -binary colleagues, which is a gender identity that falls outside the gender binary, meaning an individual does not identify as strictly female or male.
Marriage & civil partnership
Staff must not be discriminated against in employment because you are married or in a civil partnership.
Staff do not possess this protected characteristic if they are:
- single - living with someone as a couple neither married nor civil partners - engaged to be married but not married - divorced or a person whose civil partnership has been dissolved Discrimination against married couples or civil partners, heterosexual or same-sex are taken very seriously, and offending individuals will be subject to possible disciplinary action.
Pregnancy & maternity
Staff must not be discriminated against because they are:
- pregnant - experiencing a pregnancy-related illness - breastfeeding pg. 12 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
- have recently given birth For staff on maternity leave, the protected period ends when the maternity leave ends or when you return to work, if this is earlier. All King's staff have the right to take maternity leave. If staff are treated unfavourably after this, they could still be protected against discrimination because of your sex.
The following King's policies and guidelines help ensure equality for staff who are pregnant or on maternity leave:
- Parents Policy enables employees to take 52 weeks maternity leave commencing any time from 11th week before the expected week of childbirth. The partner may be entitled to take Maternity Support (formerly Paternity) Leave
- King's Pregnancy & New Mother's at Work Safety Guidelines embed the Trust's legal duty in relation to the Management of Health and Safety at Work (MHSW) Regulations 1999 for employees who are pregnant, have given birth in the previous six months or who is breastfeeding. Once the risks have been assessed, King's are required to put in place the appropriate health and safety measures to control the identified risks.
- The Parents Policy includes more information
- The Parents Policy and the Flexible Working policy "Keeping in touch" (KIT) days: colleagues are entitled up to ten paid KIT days during maternity/adoption leave.
- Flexible Working policy also provides a wide range of arrangements: term time working, hourly patterns to support caring responsibilities
- Job sharing posts can also help divide duties and responsibilities for a full time post between two people
The Trust's Work-Life Balance & Childcare Adviser can advise on:
- Applying for places in King's Day Nurseries
- The Trust's Nursery Fees Salary Sacrifice Scheme, which offers staff the opportunity to save on their monthly fee if they have a child in one of the Trust's nurseries
- Maternity/paternal leave
- Flexible working options
As parents' advocate, the Work-Life Balance & Childcare Adviser offers an independent listening ear to members of staff wanting help to think through their childcare and/or flexible working options.
Race
Staff must not be discriminated against due to:
- colour of skin - nationality (including citizenship) - ethnic or national origins (which may not be the same as current nationality) pg. 13 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
A racial group can be made up of two or more distinct racial groups, for example black Britons, British Asians, British Sikhs, British Jews, Romany Gypsies and Irish Travellers.
Staff may be discriminated against because of one or more aspects of your race, for example people born in Britain to Jamaican parents could be discriminated against because they are British citizens, or because of their Jamaican national origins.
The following sections of King's policies and requirements also help ensure equality for Black, Asian and Minority Ethnic staff:
- Recruitment Policy states "Selection panels must reflect the organisation's employee base, with regard to gender and ethnicity unless it is impractical to do so."
- Disciplinary & Conduct Standards Policy states: " Panels must be diverse in representation and cater for factors such as BAME status, disability status. Panel members will be selected to achieve this, and where appropriate additional panel members will be recruited."
- Prevention & Management of Violence & Aggression Policy outlines the Trust's commitment to ensure the health and safety of its workforce. This policy seeks to highlight aggression which can include racial or sexual remarks, gestures or behaviour
- Implementing the Workforce Race Equality Standard (WRES) is a requirement for King's through the NHS standard contract. WRES has helped to highlight a number of inequalities which have led to the following areas of policy
Religion or belief
Staff must not be discriminated against because:
- are (or are not) of a particular religion or belief
- hold (or do not hold) a particular philosophical belief
- someone thinks a colleague belongs to a particular religion or hold a particular belief
- a staff member is connected to someone who has a religion or belief (this is known as discrimination by association)
In the Equality Act religion or belief can mean any religion, for example an organised religion like Christianity, Judaism, Islam or Buddhism, or a smaller religion like Rastafarianism or Paganism, as long as it has a clear structure and belief system.
The Equality Act says that a philosophical belief must be genuinely held and more than an opinion. It must be cogent, serious and apply to an important aspect of human life or behaviour.
For example: an employee believes strongly in man -made climate change and feels that they have a duty to live their life in a way which limits their impact on the earth to help save it for future generations: this would be classed as a belief and protected under the Equality Act
The Equality Act also says that a belief must also be worthy of respect in a democratic society and not affect other people's fundamental rights. For example: an employee believes that white people are a superior race to others and tells their colleagues so: this would not be classed as a belief protected under the Equality Act. pg. 14 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
The following sections of King's policies and guidelines also help ensure equality for staff who have a religion or belief:
- Annual Leave Policy states approval for annual leave will normally be "first come first served" basis. However, where a number of employees apply for leave during the same period, decisions as to which should be approved by the line manager may take into consideration the need to observe a religious holiday not already recognized with bank or public holiday entitlements in England. Managers will be expected to consider such requests in accordance with service needs and accommodate these wherever possible.
- Unpaid Leave Policy also provides an agreed framework for employees wishing to take unpaid leave which is granted at the Trust discretion.
- Dress Code & Uniform Policy aims to value the diversity of cultures, religions, disabilities and other protected characteristics of its staff and takes a sensitive approach when this affects dress and uniform requirements.
Sex
Staff must not be discriminated against because they:
- are (or are not) a particular sex
- someone thinks a colleague is the opposite sex (this is known as discrimination by perception)
- a staff member is connected to someone of a particular sex (this is known as discrimination by association)
In the Equality Act, sex can mean either male or female, or a group of people like men or boys, or women or girls.
Legal gender pay gap regulations require King's to c ategorise across men and women, and King's gender pay gap is driven by the fact that propor tionately more men are found in higher paid, senior roles - most notably within the medical Consultant staff group.
Sexual orientation
Staff must not be discriminated against because they:
- are heterosexual, gay, lesbian, bisexual, queer, asexual and other sexual orientation minorities
- a colleague thinks you have a particular sexual orientation (this is known as discrimination by perception)
- a staff member is connected to someone who has a particular sexual orientation (this is known as discrimination by association)
In the Equality Act, sexual orientation includes how you choose to express your sexual orientation, such as through your appearance or the places you visit.
pg. 15 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Lesbian, Gay, Bisexual and other non -heterosexual identities (LGB+) colleagues working at King's should be able to work in a safe environment where they can perform to the best of their ability and be valued for their hard work without fear of discrimination.
We also recognise that many people do not wish to share such information with their colleagues and recognise some colleagues may be fearful that by making a complaint they will be outed. We take such actions very seriously and offending individuals may be subject to disciplinary action.
As such, personal information of staff will be maintained (within GDPR guidance) and in the strictest confidence. Managers should not forget that even basic information such as partner's name may be confidential, nor should they assume that it is common knowledge.
The following sections of King's policies and guidelines also help ensure staff are not discriminated on the basis of their sexual orientation:
- Disciplinary & Conduct Standards Policy intends to ensure that a fair, systematic and uniform approach is taken when conduct falls short of the required standard in accordance with the principles of Just Culture. Just Culture encourages a culture of fairness, openness and learning where staff feel confident to speak up when things go wrong rather than fearing blame.
- Parents Policy provisions such as paternity apply to everyone and actions or comments contrary to this will be construed as misconduct.
7. POSITIVE ACTION
In limited circumstances, King's can take positive action by taking targeted steps to address underrepresentation or disadvantage experienced by people with characteristics.
The Equality Act states that positive action can be taken when the following three conditions have been met:
- You reasonably believe that a particular group of people that hold a protected characteristic could have a disadvantage as a result of their characteristic or have a disproportionately lower level of participation.
- The action that you plan to take will meet the needs of the group, encourage or enable them to minimise or overcome that disadvantage and encourage or enable the group to participate in the intended activity.
- The action taken is proportionate - meaning that alternative actions would not have been as effective in achieving the aims or could lead to other groups being disadvantaged.
Examples include:
- including statements in job adverts to encourage applications from under -represented groups, such as 'we welcome disabled applicants'
- offering training or internships to help certain groups get opportunities or progress at work offering shadowing or mentoring to groups with particular needs
- hosting an open day specifically for under-represented groups to encourage them to get into a particular field pg. 16 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Positive action is not the same as positive discrimination, which is unlawful in the UK (apart from in relation to disabled people and, to some extent, women who are pregnant or who have given birth).
8. VIOLENCE & ABUSE FROM PATIENTS & VISITORS
King's takes abuse or violence committed against a member of staff very seriously. We therefore support the government's 'Zero Tolerance' campaign for Health Service Staff.
This states that staff have a right to care for others without fear of being attacked or abused. To successfully provide these services a mutual respect between all the staff and patients has to be in place.
Where a patient refuses to be cared for by someone because of a protected characteristic, it must be explained to them that their behaviour may be discriminatory and will not be tolerated.
In circumstances such as this, early escalation to the Matron and Consultant is required. A Matron, Consultant or Manager should provide support in developing plan for ongoing care , consulting with wider teams if required.
King's does however recognise for some reasons, such as for dignity or specific cultural traditions patients may prefer to see and be treated by a member of their own sex and this may be permissible. (There is no statutory requirement to do so).
9. EQUALITIES RISK ASSESSMENT FRAMEWORK
Equality Risk Assessment Frameworks (ERAF's) can also help reduce cases of discrimination; by assessing whether policies, programmes or processes adversely impact certain groups of people. They can also establish if action can be taken to address adverse impacts, where this is reasonable to do so.
King's Equality Risk Assessment Policy states ERAF's will be undertaken on all Trust documents that appear on the King's Docs, including strategies, polices and guidelines, either at the planning stage of a new process or at the review stage of an existing process.
The policy also states, for existing services ERAF's should be carried out on a 3 -year rolling programme. For services undergoing change, ERAF's should be carried out at prior to the change and will help to design and shape the 'new' service.
Each ERAF template once completed must be send to the Equality, Diversity & Inclusion Team for quality assurance purposes.
This includes ensuring that the ERAF has been undertaken appropriately and that any resulting actions are highlighted.
Each ERAF will be added to an ERA F Register with any accompanying actions which will be reviewed on a six monthly basis.
The Heads of Equality Diversity & Inclusion will also ensure that any themes which arise that should be addressed more widely than at Divisional level, are discussed at the Equality Diversity & Inclusion Delivery Group and/or taken to Trust Board or Executive Commi ttee.
pg. 17 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
It is the responsibility of the Care Groups or departments in which the ERA has been undertaken, to ensure that any resulting actions are incorporated into the planning, review and reporting processes of that Care Group or department.
More guidance is available on King's EDI intranet page.
10. MONITORING ARRANGEMENTS
King's Equality, Diversity & Inclusion (EDI) Delivery Group meets monthly and reports monthly to Kings Executive and bi-monthly to the Quality, Performance & People Committee which is a sub-Committee of the Trust Board.
Workforce activities feed into the People and Culture Committee which has overall responsibility for delivering against the Brilliant People strand of our King's Strong Roots, Global Reach Strategy.
King's EDI Dashboard will also help ensure we evaluate progress against the Model Employer goals more effectively.
The NHS Workforce Race as well as Disability Equality Standards, Equality Delivery System 3, Gender Pay Gap, Public Sector Equality Duty, Accessible Information Standard and also enable King's to annually monitor progress alongside other NHS Trust's. Further Information in relation to each of these is available on King's website.
An annual review will also be undertaken to establish the overall progress of the EDI Roadmap, which contains the action plan for King's ambition to have EDI at the heart of everything we do.
11. USEFUL CONTACTS
Workplace Options (Employee Assistance Programme) 0800 243 458
King's Ambassadors
Equality, Diversity and Inclusion Team kch-tr.edi@nhs.net Equality, Diversity and Inclusion - Kwiki
Trade Unions ext. 34990 Unions - Kwiki
Chaplaincy Chaplaincy - Kwiki
Organisational Structure Organisational structure - Kwiki
Staff Networks BAME Network - Kwiki, kch-tr.bamenetwork@nhs.net King's Able - Our Disability Network - Kwiki, kch-tr.kingsable@nhs.net King's Interfaith & Belief Network kch-tr.interfaithandbeliefnetwork@nhs.net Kings and Queers (LGBTQ+ Forum) - Kwiki kch-tr.kingsandqueers@nhs.net Women's Network - kch-tr.womensnetwork@nhs.net pg. 18 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Workforce Team Workforce Team - Kwiki
Occupational Health & Wellbeing Department Occupational Health and Wellbeing - Kwiki Staff Health and Wellbeing Team kch-tr.teamwellbeing@nhs.net Staff Wellbeing - Kwiki
Caldicott Guardian: Dr Alastair Baker Email: alastair.baker@nhs.net ext 34230 http://kweb/kwiki/Caldicott_Guardian
Data Protection Officer: Nick Murphy-O'Kane kch-tr.Information-Governance-Queries@nhs.net
12. ASSOCIATED DOCUMENTS
Guidance
A comprehensive EDI Toolkit is scheduled for launch via King's intranet during September 2022, which will include significant guidance to help embed this policy. The current EDI Toolkit includes:
- Inclusive Pathways Tree outlines information on each of these options so colleagues can make an informed decision about where they could report concerns to.
- Equalities Risk Assessment Framework (ERAF)
King's policies
Dress Code & Uniform Policy Flexible Working Parents Policy King's Facilities Management (KFM) Supplier Code Disciplinary & Conduct Standards Policy Equality Risk Assessment Policy Pregnancy & New Mother's at Work Safety Guidelines Prevention & Management of Violence & Aggression Policy Recruitment Policy Retirement Guidance Sickness Absence Management Guidance Sickness Absence Policy Unpaid Leave Policy
Legislation pg. 19 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Equality Act 2010 Equality & Human Rights Commission United Nations Global Compact UN Universal Declaration of Human Rights 1998 International Labour Organisation Declaration on Fundamental Principles and Rights at Work Management of Health and Safety at Work (MHSW) Regulations 1999 Workforce Race Equality Standard (WRES) Department of Health's guidelines on Uniforms and Workwear 2010; Bare Below the Elbows Policy
pg. 20 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Appendix A: Checklist for the review and approval of trust-wide policies
Requirements Yes/No/ Unsure/ Not applicable
Comments
1. Style and format: Is the Trust logo correct? Yes Amended Does the policy follow King's corporate identity guidelines, i.e. language concise and clear, is text in Frutiger, Tahoma or Arial and at least 12pt font, are pages numbered? Yes 2. Information on Front Cover Are all of the following details present: - Version and version date - Ratified by and date ratified - Author/s (name and job title) - Responsible director - Responsible committee - Date policy comes into effect - Review date - Target audience - Location of document Yes 3. Document history: Is it clear what, if any, document this policy replaces? Yes Has the policy been consulted upon? Is there a dissemination schedule? 4. Definitions: Are all unclear terms defined? Yes 5. Purpose and scope: Is there a clear aim including the justification for the policy and how it links with trust priorities? Yes Is the scope of the policy clear (what is included & excluded)? Yes
pg. 21 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
APPENDIX B - EQUALITY RISK ASSESSMENT FORM Name of Policy / Project / Function
Equality Diversity and Inclusion Workforce Policy Date of Assessment March 2022 What are the aims of this project, policy, function, and or service?
The aim of this policy is to embed King's College Hospital NHS Foundation Trust (King's) commitment set out in the Trust's Strong Roots, Global Reach strategy: "to ensure equality, diversity and inclusion is at the heart of everything we do." To build a culture that champions diversity, equality and inclusion. Support and develop our people to provide compassionate and culturally competent care to our patients and each other tackling Health inequalities across the populations we serve. The policy will ensure equity for our workforce and patients across all protected characteristics, protection for employee's rights and outlines the responsibilities of our workforce and EDI function at King's.
Who could be affected by this proposal? (e.g. applicants, employees, customers, service users, members of the public)
All employees, whether part time or full time, on a substantive or fixed-term contract, and also to associated persons such as secondees, agency staff, contractors and others employed under a contract of service.
All Trust Volunteers
Which policies are related to or referred to as part of this assessment?
Unpaid Leave Policy Special Leave KCH Dress Code and Uniform Policy Nursery Complaints Policy Nursery Confidentiality Policy Nursery Equality Opportunity and Inclusion Policy Lost Child and Children who are left behind Policy Nursery Promoting Positive Behaviour Policy Nursery Safeguarding Children Policy Nursery Settling in Policy Nursery Sickness Policy Parents Policy Flexible Working Policy People Pandemic Management Policy New Mothers at work risk assessment and safety at work policy Special Leave Policy Uniform and Dress code policy
pg. 22 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
How will the impact on people be assessed? (e.g. consultations forums, meetings, data collection)
The policy will be embedded across the Trust providing foundation for the EDI strategy, improvements in the EDI practice of the Trust will be demonstrated through our reporting systems Staff Survey, Public Sector Equality Duty Summary Report 2021 Equality Delivery System WRES report 2021 WDES report 2021 Gender Pay Gap Report 2021
Please include available Equality Data relating to the use or implementation of this policy, project, function or service? (e.g. Care Group breakdown, WRES, WDES, Sexual Orientation monitoring standard, Patient Feedback, Workforce data etc.)
As a trust we have a diverse workforce of nearly 14,000 employees across 7 sites covering diverse South East London boroughs of Lambeth, Southwark, Lewisham and Bromley serving an inner city population of 700,000 : Workforce representation: Ethnicity: 51% BME Gender: 75% Female Disabled: 2.5% Half our workforce identify as Christian. The highest proportional age range is 27-36 years (37%) Representation at VSM level BME staff falls to 29%, Disabled representation in bands 8c 9 and VSM increases to 9%, for female representation in VSM falls to 44.5% The experience of BME and Disabled staff is poorer than their counterparts for experiencing bully harassment or abuse and opportunity for development. Many of our staff and volunteers come from our local communities, and reflect the diversity of those communities representing a multitude of cultures from over 130 nationalities. We also serve some of the most deprived and affluent areas of the country, which contain some of the youngest and oldest populations. One in five children in South East London live in low-income homes. The proportion of our populations who are black and minority ethnic ranges from 19% in Bromley to 40% in Lambeth. South East London has a higher than average proportion of residents who identify as LGBTQ+ and Bromley has the greatest number of over 65s compared to any London borough.
Which stakeholder consultations have been included in the development or implementation of this policy, project, function or service?
pg. 23 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
EDI Delivery Group, Workforce, JCC, Staff Side Committee, Staff Networks, EDI department, Heads of Nursing
What are the potential impact/s of implementing this policy, project, function or service on people who share protected characteristics as listed below?
Protected Characteristic: Neutral
Age (People of all ages)
x The policy will support people of all ages, allow for greater understanding of needs and equity of access. Disability (Mental, Physical, and Carers of Disabled people)
x The policy will support people of all abilities, allow for greater understanding of needs and equity of access. Gender Reassignment
x The policy will support people of all genders, allow for greater understanding of needs and equity of access. Marital Status (Married and Civil Partnerships)
x The policy will support people of all relationship status, allow for greater understanding of needs and equity of access. Pregnancy and Maternity x The policy will support pregnant people and those with parental responsibilities, allow for greater understanding of needs and equity of access. Race (All Racial Groups)
x The policy will support people of all ethnicities, allow for greater understanding of needs and equity of access. pg. 24 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
What are the potential impact/s of implementing this policy, project, function or service on people who share protected characteristics as listed below?
Protected Characteristic: Neutral
Religion or Belief
x The policy will support people of all faiths and beliefs, allow for greater understanding of needs and equity of access. Sex (Men and Women Includes non- binary)
x The policy will support people of all sexes, allow for greater understanding of needs and equity of access. Sexual Orientation (Lesbian, Gay, Asexual, Bisexual, and Straight)
x The policy will support people of all sexual orientations, allow for greater understanding of needs and equity of access.
Including but not limited to social economic factors (i.e. poverty and or isolation), caring responsibility, unemployment, homelessness, urbanisation, rurality, health inequalities, and new arrivals .
pg. 25 Equality, Diversity & Inclusion Policy Version 4.0 May 2022
Including but not limited to social economic factors (i.e. poverty and or isolation), caring responsibility, unemployment, homelessness, urbanisation, rurality, health inequalities, and new arrivals .
Policy Title: Equality, Diversity & Inclusion (EDI) Workforce policy Author: Arfan Bhatti - Head of Equality, Diversity & Inclusion (Workforce) Approval Committee: Joint Consultative Committee Responsible Executive Director: Chief People Officer + Director for Equality, Diversity & Inclusion