community, and supporting Equality and Diversity related champions. As a public sector body NHS Kernow complies with its Public Sector Equality Duties. This is evidenced through the use of Equality Impact assessments that are taken on all major project and strategies. Papers that come before the Board and other major They clearly state their intentions and commitment to Equality and Diversity Committees identify through their Equality Objectives. 4.2 equality-related impacts Green N/A including risks, and say Overall this is confirmed by their employees through the replies in the NHS Kernow staff survey. how these risks are to be managed All papers that come before the governing body are available on the trust web-site which demonstrates a commitment to transparency. From the information available to me as a member of the public I would consider NHS to be achieving EDS2 (green). necessarily think the role. It should be for Don’t it’s manager’s everyone to work in this way. say I have never seen to the contrary. I see it everyday but I’d don’t realise I do. Middle managers and feel this needs more training. Don’t other line managers Red: 1 feel Don’t there’s barriers. support their staff to work Amber: 3 The type of thing you notice until made aware. don’t 4.3 in culturally competent Green Green: 6 Some limited understanding on cultural competitiveness. ways within a work Purple: 3 Cannot fault the organisation's work with equality. It has been one of environment free from the strongest elements in the organisation for years. discrimination Do people know enough to be culturally competent? I feel able don’t to say for sure. People need enough insight to be able to anticipate where difficulties or differences may occur. Dignity and respect needs to be
community, and supporting Equality and Diversity related champions. 4.2 Papers that come before the Board and other major Committees identify equality-related impacts including risks, and say how these risks are to be managed Green N/A As a public sector body NHS Kernow complies with its Public Sector Equality Duties. This is evidenced through the use of Equality Impact assessments that are taken on all major project and strategies. They clearly state their intentions and commitment to Equality and Diversity through their Equality Objectives. Overall this is confirmed by their employees through the replies in the NHS Kernow staff survey. All papers that come before the governing body are available on the trust web-site which demonstrates a commitment to transparency. From the information available to me as a member of the public I would consider NHS to be achieving EDS2 (green). 4.3 Middle managers and other line managers support their staff to work in culturally competent ways within a work environment free from discrimination Green Red: 1 Amber: 3 Green: 6 Purple: 3 Don’t necessarily think it’s the manager’s role. It should be for everyone to work in this way. I’d say I have never seen to the contrary. I see it everyday but don’t realise I do. Don’t feel this needs more training. Don’t feel there’s barriers. The type of thing you don’t notice until made aware. Some limited understanding on cultural competitiveness. Cannot fault the organisation's work with equality. It has been one of the strongest elements in the organisation for years. Do people know enough to be culturally competent? I don’t feel able to say for sure. People need enough insight to be able to anticipate where difficulties or differences may occur. Dignity and respect needs to be