Sex/Gender - Consider and detail evidence on men and women. This could include access to services and employment. The Policy does not discriminate between staff that are men or women. Sexual orientation - Consider and detail evidence on heterosexual people as well as lesbian, gay and bisexual people. This could include access to services and employment, attitudinal and social barriers. The content of this policy and vocabulary used does not discriminate against staff based on their sexual orientation. Carers - Consider and detail evidence on part-time working, shift-patterns, general caring responsibilities. The content of this policy and vocabulary used does not discriminate against staff who have carer responsibilities. Other Identified Groups and Health Inequalities - Consider and detail evidence on groups experiencing the policy can disadvantage be discussed in and a 1-1 barriers basis with to access the desigbated and outcomes. nurse if This required. can include different socio-economic groups, geographical area inequality, income, resident status (migrants, asylum seekers). What is the potential impact of your work on health inequalities? Other groups have been considered however as the policy is for staff there are no additional impacts on health inequalities. Action Plan Ref Potential Protected Action(s) required Expected Owner Timescale/ no. Challenge/ Group Outcome Negative Impacted date Impact (Age, Race etc) All staff can 1 Age, Have a process in On receipt Staff unable access and disability place for alternative of individual to access use the formats provided if request policy due to policy. NECS HR required. particular HR or As part of characteristic Equality reasonable Team can be adjustments on contacted for appointment or any requests. during employment any policy should be adapted by the CCG
Sex/Gender - Consider and detail evidence on men and women. This could include access to services and employment. The Policy does not discriminate between staff that are men or women. Sexual orientation - Consider and detail evidence on heterosexual people as well as lesbian, gay and bisexual people. This could include access to services and employment, attitudinal and social barriers. The content of this policy and vocabulary used does not discriminate against staff based on their sexual orientation. Carers - Consider and detail evidence on part-time working, shift-patterns, general caring responsibilities. The content of this policy and vocabulary used does not discriminate against staff who have carer responsibilities. the policy can be discussed in a 1-1 basis with the desigbated nurse if required. Other Identified Groups and Health Inequalities - Consider and detail evidence on groups experiencing disadvantage and barriers to access and outcomes. This can include different socio-economic groups, geographical area inequality, income, resident status (migrants, asylum seekers). What is the potential impact of your work on health inequalities? Other groups have been considered however as the policy is for staff there are no additional impacts on health inequalities. Action Plan Ref no. Potential Challenge/ Negative Impact Protected Group Impacted (Age, Race etc) Action(s) required Expected Outcome Owner Timescale/ date 1 Staff unable to access policy due to particular characteristic Age, disability Have a process in place for alternative formats provided if required. As part of reasonable adjustments on appointment or during employment any policy should be adapted by the CCG All staff can access and use the policy. NECS HR or Equality Team can be contacted for any requests. HR On receipt of individual request
HR12-Harassment-and-Bullying-V3.docx