QSPOL06 Privacy Dignity Respect Policy V8 by Provide Community

Version: V8

Ratified by: Quality & Safety Committee

Date ratified: 13/06/2022

Job Title of author: Practice Development Nurse, South Locality Services

Reviewed by Committee or Expert Group Other Expert Group

Equality Impact Assessed by: Practice Development Nurse

1. Introduction

Provide is committed to providing high quality care to patients at all times. This Policy sets out how people using Provide services are treated in relation to dignity and respect. Dignity and respect must be central to all aspects of care delivery across Provide services.

Under the Health and Social Care Act 2008 (Regulated Activities) Regulations 2014: Regulation 10 all healthcare providers must make sure that people using the service are treated with respect and dignity at all times while they are receiving care and treatment. To meet this regulation, providers must make sure that they provide care and treatment in a way that ensures people's dignity and treats them with respect at all times. This includes making sure that people have privacy when they need and want it, treating them as equals and providing any support they might need to be autonomous, independent and involved in their local community.

Providers must also have due regard to the protected characteristics as defined in the Equality Act 2010.

Dignity is concerned with how people feel, think and behave in relation to the worth or value of themselves and others. To treat someone with dignity is to treat them as being of worth, in a way that is respectful of them as valued individuals.

Responsibility for providing this does not lie with one individual or group, but with all staff at every level. Staff should deal sensitively with the various circumstances in which the Service User’s privacy and dignity may be affected.

In care situations, dignity may be promoted or diminished by: -

• The physical environment;

• Organisation culture;

• Attitudes and behaviour of the staff

• The way in which care activities are carried out.

When dignity is present people feel in control, valued and confident, comfortable and able to make decisions for themselves. When dignity is absent people feel devalued, lacking control and comfort. They may lack confidence and be unable to make decisions for themselves. They may feel humiliated, embarrassed or ashamed.

Dignity applies equally to those who have capacity and to those who lack it. Everyone has equal worth as a human being and must be treated as if they are able to feel, think and behave in relation to their own worth or value.

A chaperone can act as a safeguard for all parties (Service User and practitioner) where the patient may feel vulnerable, and is a witness to continuing consent of the procedure, (see Chaperone Policy CPOL39

2. Purpose

The purpose of this Policy is to ensure that: Service Users experience care in an environment that actively encompasses respect for individual values, beliefs and personal relationships.

• Service Users feel that they matter and do not experience negative or offensive attitudes or behaviour. Appropriate staff attitudes and behaviour are promoted including consideration of non-verbal behaviour and body language and the needs of minority groups. All health professional staff should ensure that they adhere to their own professional Codes of Conduct when coming into contact with patient groups.

This Policy focuses on: -

• The ‘Privacy and Dignity’ benchmark within the Essence of Care (DH 2010)

• The principles of delivering privacy and dignity and same sex accommodation as set out by the Department of Health as set out in the NHS Operating framework 2009/10

• The DH Chief Nursing Officer report into same sex accommodation (2007)

• The NHS Constitution 2012

• CQC Essential Standards of Quality and Safety 2010

• NICE Guidance QS15 – Patient Experience in adult NHS services (Feb 2012)

This Policy complies with the requirements of the NHS Constitution, Care Quality Commission and legislation within the Race Relation Act (1995) (RRA) and the Disability Discrimination (Amendment) Act (2005)

3. Definitions

For the purpose of this Policy: -

• Privacy refers to freedom from intrusion and relates to all information and practice that is personal or sensitive in nature to an individual.

• Dignity is being worthy of respect.

Definition: In addition to the dictionary definitions above, the DH Dignity in Care Campaign (Nov 06) and related standards suggest that dignity issues overlap with 4 other areas:

• Respect shown to a person as a human being and as an individual, by others, and demonstrated as courtesy, good communication and taking time;

• Privacy in terms of personal space; modesty and privacy in personal care; and confidentiality of treatment and personal information;

• Self- esteem, self-worth, identity and a sense of oneself promoted by all the elements of dignity, but also by all the little things - a clean and respectable appearance, pleasant environments -and by choice, and being listened to; Page 7 of 20

• Autonomy, including freedom to act and freedom to decide, based on opportunities to participate, and clear, comprehensive information

4. Duties

The Chief Executive and the Provide Boards have responsibility for ensuring the privacy, dignity and respect of patients, relatives and carers is maintained and this function is delegated to Assistant Directors and Clinical Leads. The Designated Dignity Champion at Provide Board Level is the Chief Executive Officer.

Every member of staff has a duty however, to ensure that the privacy, dignity and respect of all Service Users is maintained and is regarded as a high priority and to challenge poor practice. Staff members will treat each other with dignity and respect.

Line Managers Responsibilities: -

• Be the designated Dignity Champion for their service

• Ensure the standards set out within this Policy are met

• Ensure all staff are aware of and adhere to the Policy

• Ensure completion of relevant audits and patient surveys within their environment/area, and that action plans are acted upon to address areas of weakness.

• Monitor and report promptly any breaches of same sex accommodation rules to their respective managers and ensure that a Datix form is completed and remedial actions taken to resolve the situation promptly as set out in Appendix One

• Ensure staff receive appropriate training that pertains to this Policy

All Staff Responsibilities: -

• Adhere to the principles, values and standards described within this Policy

• Report promptly any breaches of a patient’s privacy and dignity to their line manager including reporting any breaches of same sex accommodation and work to resolve the situation as set out in Appendix One

• Attending training that is provided to support this Policy

5. Consultation and Communication

This policy has been developed with the consultation of the ICT managers and will be shared out to the wider clinical team prior to ratification. Once ratified it will be signed off at QPLT.

6. Monitoring

Provide will monitor the operation of this Policy in order to: -

• Measure its effectiveness

• Comply with Provides’ legal obligations

• Highlight practical issues and seek solutions

• As necessary develop action planning documents to ensure compliance with the standards identified in this Policy.

7. Standards of Practice

Principles and Values of Dignity and Respect

Respect and Dignity: Value each person as an individual, respect their aspirations and commitments in life, and seek to understand their priorities, needs, abilities and limits. Take what others have to say seriously. Be honest about our point of view and what we can and cannot do.

Commitment to Quality of Care: Earn the trust placed in us by insisting on quality and striving to get the basics right every time: safety, confidentiality, professional and managerial integrity, accountability, dependable service and good communication. Welcome feedback, learn from mistakes and build on successes.

Compassion: Respond with humanity and kindness to each person’s pain, distress, anxiety or need. Search for the things we can do, however small, to give comfort and relieve suffering. Find time for those we serve and work alongside. Do not wait to be asked, because we care.

Improving Lives: Strive to improve health and well-being and people’s experiences of Provide services. Value excellence and professionalism.

Working together for Service Users: Put Service Users first in everything we do.

Everyone Counts: Use resources effectively and make sure nobody is excluded or left behind. Accept that some people need more help, that difficult decisions have to be taken – and that when we waste resources we waste others’ opportunities. Recognise that we all have a part to play in making ourselves and our communities healthier.

Human Rights Statement: The Human Rights Act (2000) aims to encourage fairness, respect, equality, dignity and autonomy for all. These principles are fundamental to living full lives with dignity and respect. It is the responsibility of the organisation to respect these rights, when delivering care, making decisions or developing or reviewing Policy.

Dignity is a human right. The Privacy, Dignity and Respect Policy aims to ensure that we always deliver person centred care, therefore treating everyone as individuals with individual choices for their care.

Minimum Standards of Behaviour Expected by Provide Staff

Attitudes and Behaviour

• Staff should ensure that people feel that they matter and do not experience negativity or offensive attitudes or behaviour.

• Staff should be courteous at all times, including times where they are working under pressure.

• Staff should address people by their name and title of their choice.

• Staff should ensure that visitors etc. are greeted and welcomed with minimal delay.

• That no service user will experience discrimination either through religion, culture, race, gender or sexuality or age.

• Service Users are included in decisions about their care and their consent is obtained prior to carrying out any procedure and consent will be recorded in the clinical record.

• Staff will ensure that their behaviour is professional at all times.

• Staff answering telephones should be polite and state their name and designation.

• Staff on wards should ensure that nurse call bells or requests are met promptly. Where this is not possible, the patient should receive an apology and assurance that they will be attended to as soon as is possible.

• Staff should not use their mobile phones for personal purposes whilst on duty. Work mobile phones should be switched off when meeting with Service Users and relatives.

• Staff will introduce themselves on initial contact with Service Users and relatives, including telephone conversations, by stating their name and role. Staff will wear and display photo-identification badges at all times

Personal Boundaries and Space

• A person’s personal space is actively promoted by all staff.

• The acceptability of personal contact (touch) and personal boundaries are identified and communicated to all team members.

• Service Users will be given the choice to have students attending them.

• People will be included in their care, especially conversations when care is being delivered.

• All patients on wards will have a designated bed space that has a bed, locker and curtained area.

• All patients on wards will have access to a day room, and be offered a quiet space or room when required for personal conversations or to have quiet prayer etc.

• All patients in wards will have the choice in having visitors.

• Meal times on wards are ‘protected’ and free from all unnecessary activities to enable patients to eat meals without interruption and enable the ward staff to assist patients who need help.

Communication

• Communication will take place between staff and Service Users in a manner that respects their individual needs.

• Staff will ask each person how they wish to be addressed and avoid lapsing into over familiarity, using colloquial titles such as dear, love, sweetie unless requested to do so by the person first.

• Confidentiality will be maintained at all time.

• Service Users views will be listened to, with their needs recorded.

• Service Users will have the confidence to make verbal or written complaints regarding their care.

• Service Users will be able to provide feedback on their experience.

• Service Users and relatives should be spoken ‘with’ and not ‘at’ by staff.

• All Service Users will have access to translation services.

• All Service Users who are unable to express their needs will have access to communication aids or assistance.

• Information leaflets used will be reader friendly and arrangements should be made if required in alternative language/format.

• Service User documentation will ensure that communication is maintained at all times between health care professionals.

• Staff will ensure that a person who does not speak or understand English has access to interpreter services within a reasonable time scale

• Staff who work in communal office spaces or hot desking should be aware of discussions being overheard and ensure service user privacy is respected.

Confidentiality

• Consent should be obtained before any information about Service Users is shared, either with other health and social care professionals or relatives/carers.

• Service Users information should be managed in line with the organisations relevant policies.

• Service User’ records and notes will be managed under Caldicott Principles.

• Care plans on wards will only be kept at the bedside with the consent of the patient.

• Documentation will only identify name and unit/NHS number.

• All Service User data will be secured in line with data protection policies.

• Staff telephone conversations will be made in a private area of the ward.

• On wards Patient handover will be carried out in a separate area of the ward. Where walk round handovers take place no personal information will be discussed. Handover sheets should be encrypted on computers and shredded prior to leaving the clinical setting.

• All computers used in the clinical area will have timed screens and staff should ensure they follow Information Governance policy around securing information.

• Staff should ensure when visiting service users own homes that discussions of a sensitive nature are performed in a private space, e.g. not in a communal lounge or doorway.

• In clinic environments discussions should not be conducted in public spaces such as waiting rooms or reception desks.

• Receptionists should ensure that conversations respect the service users’ privacy.

Privacy, Dignity and Modesty

• People’s modesty will be maintained at all times when care is delivered.

• Staff will knock before entering a room – rooms will have signs indicating care is in progress. Staff will ask permission before entering behind curtains and wait, for an appropriate amount of time, for a reply before opening the curtains

• Only essential staff will be in the room whenever a person is undressing, using the toilet or having a treatment completed etc.

• Assisted toilets and bathrooms will have privacy curtains installed to avoid casual overlooking

• Toilets and bathrooms will have locks installed for people to use but which are capable of being opened by staff in case of emergency.

• Toilets and bathrooms will be separately designated for men and women as appropriate. Assisted toilets and bathrooms may be used by both sexes but should have a privacy curtain installed to prevent casual overlooking and should not have to be reached by walking through a bay occupied by the opposite sex

• Curtains, screens, and blankets should be used to achieve privacy.

• Patients will be asked if they want a chaperone for any intimate procedures.

• Where a person is unable to make informed choice, an advocate should be identified.

• People on wards should be encouraged to wear their own clothes and whenever possible will be encouraged to dress in their own day clothes during the day. Where a person does not have access to their own clothes’ suitable hospital clothes / gowns that will be provided to ensure dignity is maintained.

• When required People will have access to a designated private area / quiet room that allows privacy for prayer, contemplation or private conversations.

• Clinical treatments should be provided in nominated treatment rooms. If a ward patient does not have a room of their own and no separate treatment room is available staff should take steps to ensure that privacy is maintained for the person for example, by ensuring curtains etc. are completely closed, restricting the number of people in the room to only those that are required to carry out the treatment, and

avoiding any movement of staff and equipment in and out of the room during the treatment etc.

• On wards people receiving care in their beds will have their modesty protected by the use of blankets and staff should give extra vigilance to ensuring curtains are properly closed with maximum care being given to leaving the cubicle in such a way as to avoid exposing the patient within to casual overlooking.

• People will have their modesty protected on transfer from the hospital by the correct use of blankets etc. if they are unable to dress in their own clothes.

• Staff should ensure when treating service users in their own home environment that all privacy is afforded, i.e. close curtains, perform care in a private space away from relatives/other residents

• In clinic environments staff should knock before entering a room, and curtains should be provided around couches or doorways to protect service user privacy.

Respecting the Deceased

• When a person has died, the body will be treated with the same dignity and respect as when they were alive. Relatives/Carers will be treated with particular sensitivity and compassion at this time.

Same Sex Accommodation

What constitutes same sex accommodation?

Every person has the right to receive high quality care that is safe, effective and respects their privacy and dignity. There are no exemptions from the need to provide high standards of privacy and dignity.

This applies to all areas. High standards involve a presumption that men and women do not have to sleep in the same room or use mixed bathing and toilet facilities. These presumptions are intended to protect people from unwanted exposure, including casual overlooking and overhearing.

Principles for Practice Adult Care

In-patients should not have to pass through opposite sex areas to reach their own facilities. This covers situations where patients have to pass between or across the foot of beds occupied by members of the opposite sex e.g. through an occupied room or bay. It also includes wards where patients might perceive that they have passed through the same room as the opposite sex e.g. where there is minimal screening between rooms or bays

People should not have to share sanitary facilities with members of the opposite sexthis applies to all areas of care

It is acceptable to have toilets and washing facilities that can be allocated to men or women according to need; as long as there is good signage to make it clear which sex is designated at any particular time

Peoples preference should be sought, recorded and where possible respected. Ideally this should be in conjunction with their family or friends

Decisions should be based on the needs of the individual and not the constraints of the environment or the convenience of staff

Greater segregation should be provided where modesty may be compromised e.g. when wearing hospital gowns /nightwear or where the body is exposed other than extremities

Greater protection should be provided where people are unable to preserve their own modesty e.g. when semi-conscious or sedated

If a person is in a hospital gown and may have difficulty preserving their own modesty due to sedation or anaesthesia then segregation should be the norm

Staff should use these principles to make sensible decisions that may vary from day to day. For instance, in a day treatment area e.g. IV Therapy areas where patients are well established on treatment, wear their own clothes and have formed personal friendships, mixing may be a good thing. By contrast a new patient with a catheter and a hospital gown should be able to expect a much higher degree of privacy

In exceptional circumstances such as where the patient needs very specialised or urgent care this may take priority over ensuring same sex accommodation.

Children and Young People

Privacy and dignity is an important aspect of care for children of all ages and young people. Their preferences should be sought, recorded and where possible respected and where appropriate parent’s wishes should be considered but in the case of young people their preference should prevail

Privacy and dignity should be maintained whenever children and young people’s modesty may be compromised e.g. when wearing hospital gowns and nightwear or where the body other than the extremities are exposed or they are unable to preserve their own modesty e.g. when recovering from anaesthesia or when sedated

Children and young people find comfort in sharing with others of their own age and this may outweigh their concerns about mixed sex accommodation - young people should be given a choice.

Washing and WC facilities do not have to be designated as same sex as long as they accommodate only one patient at a time and can be locked by the patient with an external override for emergency use only

Trans People or Gender Variant Children

Transsexual people, that is, individuals who have proposed, commenced or completed reassignment of gender, have legal protection against discrimination. Good practice requires that clinical care is centred on the Service User and must be respectful and flexible towards all transgender people who do not meet these criteria but who live continuously or temporarily in the gender role that is opposite to their natural sex.

Transsexual people should be accommodated according to their presentation; the way they dress and the names and pronouns that they currently use – this may vary from the physical appearance of the chest or genitalia

It does not depend upon their having a gender recognition certificate or legal name change

It applies to toilet and bathing facilities (except that transsexual people should not share open shower facilities)

Views of family members may not accord with the transsexual persons wishes, in which case the transsexual persons view takes priority.

Those who have undergone a full-time transition should always be accommodated according to their gender presentation. Different genital or breast appearance is not a bar to this since sufficient privacy can usually be ensured through the use of curtains or by accommodation in a single room.

Where admission staff are unsure of a person’s gender they should where possible ask discreetly where the person would be most comfortably accommodated. They should then comply with the patient’s preference immediately or as soon as practicable.

If it is impossible to ask the view of the patient because he or she is incapacitated or unconscious then inferences should be drawn from their presentation and mode of dress. No investigation as to the genital sex of the person should be undertaken unless this is specifically necessary in order to carry out treatment.

It is important to consider that immediately post operatively or while unconscious transsexual women who usually wear wigs are unlikely to wear them in these circumstances and may be read incorrectly as men – extra care is therefore required so their privacy and dignity as women is appropriately ensured. Similarly transsexual men whose facial appearance is clearly male maystill have femalegenital appearance, so care is needed to ensure their privacy and dignity as men.

Particular considerations for children and young people

Gender variant children and young people should be accorded the same respect for their self-defined gender as are transsexual adults, regardless of their genital sex

Where segregation is necessary this should be in accordance with the dress, preferred name and /or stated gender identity

In some instances, parents or those with parental responsibility may not have a view consistent with the child’s view. If possible, the child’s preference should prevail

Equality and Diversity

All staff should attend mandatory equality and diversity training.

Staff will ensure that they do not discriminate within the clinical setting. Where discrimination is identified this will be reported to their immediate line manager for action.

Staff will respect and adhere to a patient’s culture and religious needs whilst in their care.

Privacy of Service User Client Information

• Client’s information is shared to enable care, with their consent.

• Client’ information should only be shared according to the Organisations’ Confidentiality and Information Sharing Policies.

• Informed consent should be sought when special measures are required to overcome communication barriers such as communication aids or use of interpreters.

• Staff will not discuss any clients or visitor within the hearing of another person.

• People may read their own care plans, but visitors may only read them at the discretion of the client.

• Precautions should be taken to prevent information being inappropriately shared, such as overheard telephone conversations, writing personal information unnecessarily on white boards, in personal notebooks or on scraps of paper, mobile phones with picture or video features, computer screens which are overlooked and patient held records being carried in staff cars.

• Procedures should be put in place for sending or receiving client information, e.g. shift handover, admission procedures, telephone calls, breaking bad news, ward rounds

8. Vicarious Liability

Provide will assume vicarious liability for the acts of its staff, including those on honorary contract. However, this is subject to staff adhering to the following: -

• Have undergone identified training as necessary to meet the terms of the Policy

• Have been fully authorised by their line manager and their Directorate to undertake the activity

• Fully comply with the terms of any relevant policies and / or procedures at all times

• Only depart from any relevant Provide guidelines providing always that such departure is confined to the specific needs of individual circumstances. In health care delivery, such departure shall only be undertaken where; in the judgement of the responsible clinician it is fully appropriate and justifiable. Such a decision should be clearly documented in the patient’s notes.

9. Training

• The Learning and Development Team will ensure staff can access the training they need on dignity and respect.

• Staff awareness on dignity and respect will be raised during the Corporate Induction Programmes

10.Audit

Adherence to the Privacy and Dignity Policy will be audited in the following ways: -

• Patient Satisfaction Survey

• Patient Comment Cards

• Patient Led Assessment of Care Environments (PLACE -formerly known as PEAT)

• Observational Audit.

• Friends and Family test feedback

11.References

Essence of Care Benchmarks for respect and Dignity – DH October 2012 http://www.dh.gov.uk/en/Publicationsandstatistics/Publications/PublicationsPolicyAnd Guidance/DH_119969

Equality Act 2010. The National Archives. Retrieved 6th December 2018

Guidance for the Care of Older People (2009) http://www.nmcuk.org/Documents/NMCPublications/NMC-Guidance-for-the-care-of-older-people.pdf

Nursing and Midwifery Council

Health and Social Care Act 2008 (Regulated Activities) Regulations 2014: Regulation 10 https://www.legislation.gov.uk/ukdsi/2014/9780111117613/regulation/10

NICE Guidance QS15 – Patient Experience in adult NHS services (Feb 2012) https://www.nice.org.uk/guidance/qs15

NMC Maintaining Boundaries (May 2012) http://www.nmc-uk.org/Nursesandmidwives/Regulation-in-practice/Regulation-in-Practice-Topics/MaintainingBoundaries

Nursing and Midwifery Council

Patient Dignity & Privacy – Intimate examinations. Chief Medical Officer letter from Dr Liam Donaldson, Department of Health (2003) Jan 2003,

Principles of Mixed Sex /Same Sex Accommodation Department of Health, London Department of Health (2009) Chief Nursing Officer circular PL/CNO/2009/2:

Public perceptions of privacy and dignity in hospitals http://www.dh.gov.uk/prod_consum_dh/groups/dh_digitalassets/@dh/@en/document s/digitalasset/dh_084762.pdf

The NHS Constitution (May 2012) http://www.dh.gov.uk/prod_consum_dh/groups/dh_digitalassets/@dh/@en/document s/digitalasset/dh_132958.pdf Privacy and Dignity – A report by the Chief Nursing Officer into mixed sex accommodation in hospitals

Appendix A: Actions to take when full segregation of sexes is not possible

• Offer an explanation and apology to the patient and their relatives /carers about why segregation has not been possible.

• Consider greater staff presence if mixing occurs – discuss with line manager first.

• Reinforce high standards of respect e.g. ensuring casual overlooking is avoided, not entering closed curtains, ensuring appropriate clothing is worn etc. Enhance screening etc.

• Place women and men at opposite ends of the room.

• Segregate local toilet facilities.

• Record breach in same sex accommodation on Datix incident form.

• Escalate breach to line manager same day, who must in turn escalate up the line so that senior Organisation managers are made aware of the breach.

• Senior manager for the Directorate to ensure a Route Cause Analysis is undertaken and remedial action taken to rectify situation.

• Where mixing is unavoidable, transfer to same sex accommodation should be effected as soon as possible and should not exceed 24 hours

EQUALITY IMPACT ASSESSMENT TEMPLATE: Stage 1: ‘Screening’

Name of project/policy/strategy (hereafter referred to as “initiative”):

Privacy, Dignity and Respect Policy

Provide a brief summary (bullet points) of the aims of the initiative and main activities:

Outlines Organisation expectation for maintaining Privacy, Dignity and Respect of patients and Service Users.

Project/Policy Manager: Head of Quality & Safety Date: December 2018

This stage establishes whether a proposed initiative will have an impact from an equality perspective on any particular group of people or community – i.e. on the grounds of race (incl. religion/faith), gender (incl. sexual orientation), age, disability, or whether it is “equality neutral” (i.e. have no effect either positive or negative). In the case of gender, consider whether men and women are affected differently.

Q1. Who will benefit from this initiative? Is there likely to be a positive impact on specific groups/communities (whether or not they are the intended beneficiaries), and if so, how? Or is it clear at this stage that it will be equality “neutral”? i.e. will have no particular effect on any group.

Neutral

Q2. Is there likely to be an adverse impact on one or more minority/under-represented or community groups as a result of this initiative? If so, who may be affected and why? Or is it clear at this stage that it will be equality “neutral”?

Neutral

Q3. Is the impact of the initiative – whether positive or negative - significant enough to warrant a more detailed assessment (Stage 2 – see guidance)? If not, will there be monitoring and review to assess the impact over a period time? Briefly (bullet points) give reasons for your answer and any steps you are taking to address particular issues, including any consultation with staff or external groups/agencies.

Positive

Guidelines: Things to consider

Equality impact assessments at Provide take account of relevant equality legislation and include age, (i.e. young and old,); race and ethnicity, gender, disability, religion and faith, and sexual orientation.

The initiative may have a positive, negative or neutral impact, i.e. have no particular effect on the group/community.

Where a negative (i.e. adverse) impact is identified, it may be appropriate to make a more detailed EIA (see Stage 2), or, as important, take early action to redress this – e.g. by abandoning or modifying the initiative. NB: If the initiative contravenes equality legislation, it must be abandoned or modified.

Where an initiative has a positive impact on groups/community relations, the EIA should make this explicit, to enable the outcomes to be monitored over its lifespan.

Where there is a positive impact on particular groups does this mean there could be an adverse impact on others, and if so can this be justified? - e.g. are there other existing or planned initiatives which redress this?

It may not be possible to provide detailed answers to some of these questions at the start of the initiative. The EIA may identify a lack of relevant data, and that data-gathering is a specific action required to inform the initiative as it develops, and also to form part of a continuing evaluation and review process.

It is envisaged that it will be relatively rare for full impact assessments to be carried out at Provide. Usually, where there are particular problems identified in the screening stage, it is envisaged that the approach will be amended at this stage, and/or setting up a monitoring/evaluation system to review a policy’s impact over time.

EQUALITY IMPACT ASSESSMENT TEMPLATE: Stage 2:

(To be used where the ‘screening phase has identified a substantial problem/concern)

This stage examines the initiative in more detail in order to obtain further information where required about its potential adverse or positive impact from an equality perspective. It will help inform whether any action needs to be taken and may form part of a continuing assessment framework as the initiative develops.

Q1. What data/information is there on the target beneficiary groups/communities? Are any of these groups under- or over-represented? Do they have access to the same resources? What are your sources of data and are there any gaps?

N/A

Q2. Is there a potential for this initiative to have a positive impact, such as tackling discrimination, promoting equality of opportunity and good community relations? If yes, how? Which are the main groups it will have an impact on?

Yes, promotes respect and dignity for all Service Users

Q3. Will the initiative have an adverse impact on any particular group or community/community relations? If yes, in what way? Will the impact be different for different groups – e.g. men and women?

Q4. Has there been consultation/is consultation planned with stakeholders/ beneficiaries/ staff who will be affected by the initiative? Summarise (bullet points) any important issues arising from the consultation.

Not required – this is a revision of an existing Policy.

Q5. Given your answers to the previous questions, how will your plans be revised to reduce/eliminate negative impact or enhance positive impact? Are there specific factors which need to be taken into account?

N/A

Q6. How will the initiative continue to be monitored and evaluated, including its impact on particular groups/ improving community relations? Where appropriate, identify any additional data that will be required.

Service Users will have the opportunity to feedback their experience of Provide services in surveys

Guidelines: Things to consider

An initiative may have a positive impact on some sectors of the community but leave others excluded or feeling they are excluded. Consideration should be given to how this can be tackled or minimised. It is important to ensure that relevant groups/communities are identified who should be consulted. This may require taking positive action to engage with those groups who are traditionally less likely to respond to consultations, and could form a specific part of the initiative. The consultation process should form a meaningful part of the initiative as it develops, and help inform any future action.

If the EIA shows an adverse impact, is this because it contravenes any equality legislation? If so, the initiative must be modified or abandoned. There may be another way to meet the objective(s) of the initiative.

Further information:

Useful Websites www.equalityhumanrights.com Website for new Equality agency www.employers-forum.co.uk – Employers forum on disability www.disabilitynow.org.uk – online disability related newspaper www.womenandequalityunit.gov.uk – Gender issues in more depth www.opportunitynow.org.uk - Employer member organisation (gender) www.efa.org.uk – Employers forum on age www.agepositive.gov.uk – Age issues in more depth

EQUALITY IMPACT ASSESSMENT TEMPLATE: Stage One: ‘Screening’