PCREF exists to eliminate the unacceptable racial disparity in the Access, Experience and Outcomes of Black communities.
Read our annual equality and gender pay gap reports.
We are committed to treating people fairly with compassion, respect and dignity and in promoting equality and human rights as a provider of mental health services and as an employer.
We aim to put this commitment into practice by:
Our Integrated Equality Action Plan for 2021 to 2023 was approved by our Board in March 2021.
The plan focuses on six overarching equality objectives, as well as Directorate equality objectives.
The 2021-23 IEAP Equality Outcome Framework sets out what the equality objectives aim to achieve and how the outcomes will be measured. We have produced a 2021-22 IEAP mid-year progress report to show what progress we made in the first six months of 2020-21.
We are committed to treating our service users and employees fairly with compassion, respect and dignity. Equality analysis helps us understand the needs, experiences and outcomes of different staff and service users so we can put this commitment into practice. We use a tool called an Equality Impact Assessment (EIA) to do this.
An EIA is a way of analysing the way a policy or service change will affect equality and people with different protected characteristics.
Using EIAs helps improve our understanding of the needs and experiences of different staff and service users. This helps us make fairer decisions, better policies and improve our services. It also helps have greater consistency in the way we do this across the Trust.
The public sector equality duty requires us to have due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations in all relevant day to day business. Using EIAs helps us comply with this law.
We use equality impact assessments when:
The equality impact assessment process has three steps:
We use equality impact assessments when developing or reviewing policies.