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 a couple of reasons.
- Firstly and most importantly 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 secondly, 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. 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 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.
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 early 2017 we set ourselves some new equality objectives for 2017 – 2019. These are:
- EDS2 Project
- establish governance arrangements for Merseyside and Cheshire EDS2 Partnership – completed
- research and data gathering and sharing across partnership, looking at health inequalities and barriers to access for all nine protected characteristic groups – September 2018
- drafting of equality objectives for 2018 – 2021, including highlighting areas for collaborative work and best practice sharing in Partnership – September 2018
- presenting findings to internal Trust group for assignment of equality objectives and sign off of final documents at Board level – January 2019
- monitoring, reporting and feedback to stakeholders – ongoing to 2021
- Cost Improvement Programmes and Service Redesign Equality Impact Assessment:
- produce a new equality impact assessment policy and toolkit – completed
- provide support and guidance to staff to ensure process embedded throughout the Trust – ongoing
- Equal Opportunities Policy – completed
Previous reports archive
- WRES 2015
- WRES 2016
- WRES 2017
- 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
- EDS 2011-2012
- EDS 2013
- EDS 2014
- EDS2 2015
- EDS2 2016
- EDS2 2017