Equality, Diversity and Inclusion at LUHFT
The Trust aims to ensure that the principles of equality, diversity and inclusion are embedded throughout every part of the organisation and improve its status as an organisation that leads the promotion of equality & diversity, challenges discrimination wherever it happens and promotes equality in service delivery and employment.
Our strategic plan was developed by listening to patients, colleagues and partners and their feedback provided the basis of the commitments and aims in our plan. The strategy above sets out our clear commitment to address inequalities for our patients, the communities we serve and the colleagues we work with.
As a Trust proudly based in Liverpool, we are aware of the important role we play in reducing health inequalities. We recognise the responsibility we have in ensuring services not only meet the needs of our diverse population but are provided by a workforce that is representative of those we serve. We all must work together to truly achieve our aim of being intentionally inclusive.
The Equality, Diversity and Inclusion (EDI) Team are responsible for ensuring the Trust achieves the objectives set out in our EDI strategy, reflecting LUHFT's commitment to meet the needs of our staff and community.
Our aim is to ensure that our workforce is representative of the communities we serve and our organisation is compassionate and inclusive; actively seeking to remove institutionalised barriers that prevent our people from flourishing.
Tracey Lowry - Equality, Diversity & Inclusion Lead (Royal, LCL & Dental). Email: Tracey.
Charlotte Woodhall - Equality, Diversity & Inclusion Lead (Aintree & Broadgreen). Email: charlotte.
Sophie Favager - Wellbeing & Inclusion Practitioner (All sites). Email: sophie.
Under the Equality Act 2010, the Trust has a duty to take positive steps to ensure that employees with a disability can access and also progress in employment. This goes beyond avoiding treating employees with a disability, job applicants and potential job applicants unfavourably and can mean taking additional steps to which non-disabled employees and applicants are not entitled. This is called the duty to make reasonable adjustments.
A reasonable adjustment may be required when either: a person with a disability applies for and is recruited to a post; when an employee becomes disabled; when the impact of a disability or medical condition deteriorates for an employee; when there is a change to the workplace or employment arrangements, or when there is need for an employee with a disability to undertake further training.
For more information, view the Workforce Reasonable Adjustment SOP here.
For all of our Equality, Diversity & Inclusion reporting please click here.
The Carer Passport can be completed by any employee who has caring responsibilities which affect their work now or may do in the near future. The Carers Passport is a document which identifies carers and can be used to support conversations between you and your manager to explain your caring situation, how it impacts you within work and to discuss possible options to support you within work such as any reasonable adjustments that could be agreed to support you in work should you need them. It is designed to stop carers having to re-explain and re-justify why they have certain adjustments in place when their manager changes or goes on leave.
The Passport needs to be completed alongside and agreed with your manager, who must take into account both supporting you with your situation but also considering the needs of the service and what adjustments are reasonable.
The template passport below contains some further information and prompts to help you prepare for the conversation and as well as some tips for managers. The passport is owned by the employee but a copy can be stored securely in the employees personnel file. Download the template Carer Passport here - Carer Passport
