Trust Position Statement
The Equality Act 2010 was the most fundamental overhaul of UK anti-discrimination and equality legislation ever. The two main purposes were:
- To strengthen and harmonise discrimination law
- Strengthen the law to support progress on Equality
The Act goes a long way towards harmonisation but differences remain in how different Protected Characteristics are addressed. The Act provides the same levels of protection from discrimination across all the Protected Characteristics and all sectors. The Act streamlined, simplified and consolidated approximately 116 pieces of separate equality legislation
The Act places a duty on public sector organisations.
It outlaws direct and indirect discrimination, harassment and victimisation of people with a number of protected characteristics:
Religion and belief
Race and ethnicity
Pregnancy and maternity
Marriage and civil partnership
Public Sector Equality Duty
West Midlands Ambulance Service NHS Foundation Trust is committed to being inclusive, fair and equitable to our staff, patients, carers and the communities we serve. As a Trust we are required under the Equality Act 2010, to demonstrate that we are meeting our legal duties when it comes to equality and diversity.
The Public Sector Equality Duty (PSED) is part of the Equality Act 2010 and came into force in April 2011. This duty requires NHS organisations and other public bodies to:
- Comply with the General Equality Duty
- Comply with the Specific Duty
- Publish Equality Objectives every four years
The General Equality Duty (GED)
Section 149 (1) of the Equality Act 2010 places requirements on NHS organisations when exercising their functions. The GED has three aims and requires public bodies to have “due regard” 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
- Foster good relations between people who share a protected characteristic and those who do not
The Trust would like to be informed of what we need to do better or differently, we would like to hear your thoughts on our single equality scheme and how we can improve our services for patients, staff, volunteers and the local community within the west midlands region. Our ambition is to deliver a personal and fair service, which will translate into the new Trust Equality, Diversity & Inclusion strategy 2017- 2020 upon completion.
Having “due regard” means thinking about the three aims of the PSED and that consideration of equality issues must influence the decisions reached by the Trust.
The specific duties require public bodies to set specific, measurable equality objectives and to publish information about their performance on equality, so that the public can hold them to account. The Specific Duties require the Trust to:
- Publish information to show compliance with the Equality Duty at least annually
- Set and publish equality objectives at least every 4 years
The information published needs to be accessible for people and must show “due regard” to the three aims of the Equality Duty.
The Trust now publishes the General Duty, Specific Duty and Equality Objectives with the required information in our Annual Report on Equality, Diversity and Inclusion. The report is published between July and September each year.
West Midlands Ambulance Service NHS Foundation Trust has developed 5 equality objectives and additional actions based upon feedback from staff, service users, patients and carers, and from reviewing published equality information. These objectives address the Trust’s main priorities across services and employment practices for 2017 – 2020.
The purpose of these equality objectives is to make a real difference to some of the most pressing issues facing the protected groups that we provide services for and any staff we employ. They will also enable us to demonstrate that we are meeting our statutory duties.
The Trust’s Equality Objectives can be found at the below link:
Gender Pay Gap
The gender pay gap is the difference in average pay between the men and women in the workforce. It is different to equal pay, which means you must pay men and women the same for equal or similar work.
As an employer with 250 employees or more, the Trust must now publish gender pay gap data every year. This requirement came into force 6th April 2017, the Trust will publish its data April 2018 for the first time.
Employers need to publish six calculations showing:
- mean gender pay gap in hourly pay
- median gender pay gap in hourly pay
- mean bonus gender pay gap
- median bonus gender pay gap
- proportion of males and females receiving a bonus payment
- proportion of males and females in each pay quartile
Mean is the average hourly rate of pay, calculated by adding the hourly pay rate for employees then dividing by the number of employees. Median is the middle hourly pay rate, when you arrange your pay rates in order from lowest to highest.
The data will be required to publish on the WMAS web site and through the government gender pay gap reporting website. The Trust has started preparations on the data for the prescribed compliance date next year.