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Freedom of information

Our policies and procedures

We have a wide range of policies and procedures which set out the ways in which our employees and services will work. All our policies and procedures are equality impact assessed as part of the policy ratification process, and are grouped in the following categories:

  • children
  • clinical
  • facilities (buildings and environment)
  • finance
  • governance
  • health and safety
  • human resources and training
  • infection control
  • information governance
  • medicines management
  • pandemic events.

Trust policies

Caldicott Guardian

Hayley Sewell, director of governance, is the Caldicott Guardian.

Equality and diversity

The trust aims to ensure that equality is a central priority when we develop a policy or strategy, provide a service or employ people.

In October 2010, the Equality Act 2010 came into effect.  The Equality Act 2010 includes public sector equality duties and a requirement for public bodies to declare their compliance with the duty on an annual basis. 

This includes:
For the general duty, the RNHRD is to show how we have due regard to the need to:

  • Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Equality Act 2010
  • Advance equality of opportunity between people who share a protected characteristic and people who do not share it
  • Foster good relations between people who share a protected characteristic and people who do not share it.

 Protected characteristics are defined as:

  • Age
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race – this includes ethnic or national origins, colour or nationality
  • Religion or belief
  • Sex (male & female)
  • Sexual orientation

The Equality Delivery System (EDS) was designed to support NHS organisations to deliver better outcomes for patients and communities and better working environments for staff.  It is a tool to help organisations start the analysis that is required by section 149 of the Equality Act 2010 – the public sector Equality Duty.

The trust uses the EDS to review our equality performance and to identify future priorities and actions.  It assists us to gather evidence and evaluate our work in accordance with the requirements of public law.  It also offers local and national reporting and accountability mechanisms. 

The EDS comprises of 18 outcomes grouped around four goals.  It is around these that our performance is annually analysed, graded and action for improvement is determined.  The resulting prioritised quality objectives and associated actions are fed into mainstream patient and workforce initiatives and reported and acted on through mainstream business planning.

The  Employee Engagement 2013 – 2014 document details the consultation and assessment and the employee related area that has been identified for improvement.

The Improved equality for patients, carers and communities 2013 – 2014 document details the assessment and patient related areas identified for improvement.

The progress against quality objectives is monitored by the Trust’s Integrated Governance Quality Assurance Committee.

Further information on equality and diversity in our hospital can be obtained by contacting the equality and diversity lead on 01225 473424.

Workforce monitoring

The trust is committed to demonstrating clear improvements through vigorous monitoring of all strands of its equality and diversity strategy. In relation to employment, the trust already collects a range of employment data and will continue to adhere to good practice by monitoring the age, disability, ethnicity, gender, religion and sexual orientation of staff in post, applicants for jobs and training.  We hold information in relation to equality and diversity monitoring on the following employment statistics: applicants for employment to the trust; current staff and the training they have received; all leavers from the trust and staff that are involved in grievance and disciplinary procedures. We are developing a process to monitor equality and diversity in relation to appraisals of staff and staff that are promoted within the trust.

Further information can be found in our Working Towards Equality and Diversity Annual Workforce Report 2011-2012.

 The trust provides face-to-face and e-learning equality and diversity training for all staff.  In the national NHS staff survey 2008 our hospital scored above average for acute specialist trusts in England for staff having equality and diversity training in the previous 12 months.  This survey also found that “95% of staff at the trust said that the trust acts fairly with regard to career progression or promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age”.

If you would like further information on equality and diversity in the hospital please contact the equality and diversity lead on 01225 473424.

Estate management

The size of the estate is 0.77 hectares. The trust is committed to the effective management of environmental issues including preventing waste and recycling materials. Information in respect of effective management of environmental issues is summarised in our annual report and accounts published each year.

For further information about activities on the estate, or for a copy of trust policies that are relevant to the estate or environmental issues please contact the Estates Manager, Malcolm Summerville, at the following address:

Estates Department

The trust’s estates manager can also be contacted for a full list of estate and land holdings.