Equality data, monitoring and reporting
Equality data is the information that we must collect so we can know how well we are treating people from different communities.
Equality monitoring is where we use equality data to check that we are being fair to everyone.
Every year we use the equality data that we have collected and monitored to produce reports. Click on the links below to look at our reports.
Your equality data – why give us this information?
Equality data includes things like your age, sex, sexual orientation, whether you have a disability, and what your ethnicity and religion is. We also might ask more specific questions about your language and communication needs, mobility or other disability needs, or specific cultural or religious needs.
We ask you about this information for three reasons.
- Firstly and most importantly so that we can provide care, or support in employment, that meets your individual and specific needs.
- Secondly to ensure through monitoring and review of data that the services or employment we provide are the best that they can be, that they are fair and equitable, and meeting individual and community needs.
- And thirdly, because legally we must report on our equality performance regularly, and having the equality data means we can report accurately on how well we are doing, and what we are doing to improve based on the data, to make sure groups that may be excluded or have specific health issues are considered and supported in both services and employment.
Confidentiality and the protection of your equality data is extremely important to us and everything we do is within the requirements of the General Data Protection Regulations (Data Protection Act 2018). More information on how Bridgewater handles your personal information can be found on our website.
We have a legal requirement to report on our equality performance every year, and these reports can be found by clicking on the links below.
NHS Workforce Disability Equality Standard
The law says that a disability is a physical, mental, learning, sensory, or hidden condition or impairment that causes difficulties in day to day life over a long time.
Another way of describing disability is the social model, this says that people are not disabled by their condition but by what society does that causes them problems with day to day life.
This could be things like buses that wheelchair users can’t get on, health care services that only provide letters in written English, or jobs that require all staff to work in large and noisy offices.
Disability equality is very important and we have a legal duty to make sure everything we do considers the needs of people with different disabilities.
This report looks at the experiences of disabled staff and tells you what we are doing to improve disability equality in the Trust.
NHS Workforce Race Equality Standard
Race is another word for ethnicity. A person’s race or ethnicity is made up of many different things, for example their language, religion, nationality, or colour.
Race equality is very important and for many years the law has tried to ensure race equality in the UK.
This report looks at the experiences of staff who are Black or from another ethnic minority group and tells you what we are doing to keep improving race equality in the Trust.
Gender Pay Gap Report
The Government is worried that men often earn more than women at work.
The difference between the amount of money women earn and the amount of money men earn is called the gender pay gap.
The Government has asked that all organisations with more than 250 employees tell them whether they have a gender pay gap and how big it is.
The Equality Delivery System 2 (called EDS2) is a set of guidelines for looking at how we are meeting the needs of people from different groups.
It helps us understand different needs and make changes to improve things for our patients and staff.
There are 18 questions that we look at and decide how we are doing, and there are four grades, with excelling being the best grade, and undeveloped being the worst grade.
Our EDS2 grades help us to develop action plans called Equality Objectives that will help the trust do things better in the future.
Public Sector Equality Duty
The law says that public organisations like the NHS must think about how they can make things better for people from different groups, for example people with disabilities. This is the Public Sector Equality Duty.
These organisations must make sure that people from different groups have equality and inclusion in services and in employment.
They must stop people from different groups from being discriminated against, or bullied, or called names.
They must make sure that people understand different groups from their own and treat them with respect.
To do this they must talk to and understand the needs of different groups, and look at what information they have that can help them plan changes to make things better.
This report tells you what Bridgewater understands about different groups and what we are doing to be better at making sure everyone has equality.
As part of our public sector equality duty we look at how the decisions we make and the policies we approve impact on different groups. We call this process an equality impact assessment.
Copies of our equality impact assessments can be requested by emailing email@example.com with details of which equality impact assessment you would like to see.
The law says that part of thinking how to make things better for different groups includes setting ourselves actions to make improvements.
These actions are called equality objectives.
We need to set ourselves equality objectives at least every four years, usually more often, and we need to make sure we work hard to achieve the actions.
In 2019 we have set ourselves new equality objectives for 2019 to 2022. The objectives are grouped under four areas for action:
- Improving access for patients and communities with additional and specific needs related to protected characteristics
- Improving recording and monitoring of equality information in patient records
- Recruiting, developing and retaining a diverse and representative workforce
- Understanding and improving staff experience
Our full Equality Objectives 2019 – 2022 report can be found here:
Previous reports archive
- WDES 2019 Report & Action Plan
- WRES 2015
- WRES 2016
- WRES 2017
- WRES 2018 Report
- WRES 2018
- WRES 2019 Report & Action Plan v2
- Gender Pay Gap Report for March 2017
- Gender Pay Gap Report 2018
- Public Sector Equality Duty Annual Report 2011-12
- Public Sector Equality Duty Annual Report 2013
- Public Sector Equality Duty Annual Report 2014
- Public Sector Equality Duty Annual Report 2015
- Public Sector Equality Duty Annual Report 2016
- Public Sector Equality Duty Annual Report 2017
- Public Sector Equality Duty Annual Report 2018
- Public Sector Equality Duty Report 2019
- EDS 2011-2012
- EDS 2013
- EDS 2014
- EDS2 2015
- EDS2 2016
- EDS2 2017
- EDS2 2018
- EDS2 2019