The key focus of our equalities work in 2017 has been the development of staff -led equalities groups, improving the collection and use of service outcome data by protected characteristics and building links with our local communities. %PDF-1.6 %���� EQUALITY AND DIVERSITY REPORT. covers the period between 1 April 2016 and 31 March 2017. North East Ambulance Service NHS Foundation Trust – Equality Annual Report 2017-18 Contents Introduction Page: 2-3 The Public Sector Equality Duty Page: 3-4 Our progress during 2017-18 Page: 4-7 Managing equality and diversity Page: 8 Partnership working Page: 9-10 Community engagement Page: 10-16 Accessibility Page: 17-18 Equality and Diversity Annual Report and Objectives 2017-18 . E&D Information Report 2017-18 Page 2 of 40 1. ARB staff also undertook further training, ensuring that all have a base understanding of the Equality Act 2010 and E&D principles. Equality Objectives that support and inform our new Policy Framework for Equality, Diversity and Inclusion. Our sixth annual Equality, Diversity and Inclusion (EDI) Annual Report presents our current diversity data and reviews our performance against our strategic aims during 2016-2017. Summary . The report begins with a new set of equality outcomes and mainstreaming priorities for the period 2017-2021. Equality, diversity and inclusion at the NMC. Our register is very diverse. More specifically, the NMC Equality and Diversity data for the The College places equality and diversity at the centre of everything that it does. NMC Annual Equality, Diversity and Inclusion Report 2017-18 (proxy data) NMC Equality and Diversity proxy data 2017 NI HSC Workforce Census as at March 2016 Census 2011 NI Health Survey (NISRA) 2017 NI Life and Times Survey (NILT) 2016 2.2 Quantitative Data Who is affected by the policy or decision? We’re the professional regulator for nurses, midwives and nursing associates. It is available on the Staff Intranet under Equality and Diversity, Student Virtual Learning Environment (VLE) and College Website. In this report we will make the first review of our new Objectives, published in April 2017. Please provide a statistical profile. We want this diversity to be reflected in everything we do. This report, which relates to the 2017 financial year, includes comprehensive disclosure of our targets and the progress we have made on our diversity and inclusion strategy, which we commenced implementing in 2015. 3 In order for the University to ensure achievement of its aims in this area, an initial four-year action plan was introduced in 2012. Equality and diversity annual report 2012-2013 Equality, diversity and inclusion We are committed to promoting and developing equality and diversity in all our work. Equality & Diversity Annual Report 2017/18. Our Equality Scheme for 2016-2020 - ‘Advancing Equality, Valuing Diversity’ - sets out the ambitious actions we are taking to embed equality at the heart of our vision and During this year we have seen continued engagement in equality, both internally and externally via our planned programme of work. Foreword The Equality and Diversity Information Report 2017-18 provides a summary of activity and initiatives in support of the University’s Equality and Diversity Strategy 2016-21, which articulates the University’s ongoing commitment to equality and inclusion. equality & belonging network groups The Equality & Belonging Network Groups were created by employees to ensure that we build a work force that reflects our customer base and the communities where we do business, and develop a company culture and network that embraces differences and individuality. This year, we have combined these two documents Equality and Diversity Report 2017 CELEBRATING WEST MERCIA POLICE YEARS 1967-2017. Reaching fair decisions about complaints involves taking account of different perspectives – and doing the right thing by our people means recognising their different backgrounds, needs and aspirations. 1.2. This report provides a summary of headline data in relation to staff and patient demographics. Equality Report 2017 January 2018 Page 5 of 35 1 Introduction This report details the work of the College relating to equality and diversity as both an employer and as a provider of education and training during 2016/17. Some significant differences in the gender balance between the professions, for example 11.5 per cent of nurses were male compared with 0.3 per cent of midwives. expedited transformation through the implementation of rights based policies is therefore urgently needed. Equality, diversity and inclusion summary leaflet 2017-2018 Equality, diversity and inclusion data tables 2017-2018. This is the first Annual Report on Equality which is based on our revised Equality Objectives and Strategic Equality Plan for 2016 – 2020. These showed how we meet our duties as an employer, separately to our public sector equality duty. Equality and Diversity Annual Report 2017. EQUALITY AND DIVERSITY REPORT 2017-18 1.0 Introduction 1.1 This report covers the 2017-18 academic year and uses in-year data up to the end of the spring term 2018. Diversity. EQUALITY AND DIVERSITY REPORT 2017-18 1.0 Introduction 1.1 This report covers the 2017-18 academic year and uses in-year data up to the end of the spring term 2018. Section 1: Introduction ... To embed equality and diversity into wider University activities. The report highlights that we have created a new EDI framework and are developing action plans, aligned to our 2015-2020 strategy, It also set out how we have a significantly improved data around the diversity of nurses and midwives … Provide details of how you involved stakeholders, views of colleagues, service users, staff side or other stakeholders. We know that by having an organisation that reflects its audiences, we remain current, relevant and produce the best TV, radio and online content and services. About the Diversity and Inclusion Impact report. of nurses identify as male. This Standard is met. Our annual Equality Information Report provides an update on the progress we have made in relation to equality, diversity and inclusion for our workforce. Registration: only those meeting the regulator's requirements are registered. 2 Contents 03 Foreword 05 Diversity and Inclusion Statement of Intent 06 The Legal Duty 08 Our Equality Objectives and Achievements 16 Governance 17 Our Staff Networks 20 Independent Advisory Groups Read Google’s 2020 Diversity Annual Report to see how they’re building a workforce for diversity, inclusion, and accessibility. A report setting out our new set of Equality Outcomes for 2017- 2021 is provided separately, as is our Gender Pay Gap Information and Edinburgh Napier University’s Equal Pay Statement, which includes consideration of occupational segregation for gender, race and disability. We'll also be closed on Friday 1 January. 2017–2018 at a glance. EKC GROUP STRIVES TO PROVIDE A WORKING . the equality report 2017/18 evaluates government’s Our offices will be closed between Thursday 24 December and Tuesday 29 December. ... FCO Diversity and Equality Report 2016–17. Executive Summary 2017-18 Areas of progress: The Leading … SQA’s Equality Mainstreaming Report 2017–19 demonstrates the progress we have made in embedding inclusive practice and equality in SQA. In previous years we have produced two . But we recognise it’s difficult to report on a range, and we’ve now set a target of 50% across our senior roles – something we’ll also look to achieve or maintain in other roles that aren’t specifically covered by the Charter. Continued compliance with our Welsh language scheme, and engaging with the Welsh government about proposed new Welsh language standards. The 2017 Australia Post Diversity and Inclusion Annual Report provides an overview of our workforce diversity profile, key . z��W�8(� ��2!�j�V`�߃�{9��h$�vd`\b�e� �v1Q�� � ���� ODI is responsible for reviewing and evaluating plans, reports, and programs for conformance with various laws, regulations, and directives relating to diversity and inclusion. endstream endobj startxref It then describes key activity and the impact of our work to mainstream equality and diversity in the delivery of our functions, including the use of equality workforce data. BBC Annual Report and Accounts 2017/18 79 STRATEGIC REPORT Diversity and inclusion at the BBC is a creative imperative. The report presents data about diversity to meet our legal requirements, and also supports our values by helping us be more transparent. In this report we will make the first review of our new Objectives, published in April 2017. Midwives are younger than nurses and dual registrants: 18.2%of midwives are 20-29. BBC Equality Information Report 2017/18. NMC ’s Equality, Diversity and Inclusion Report 2018 notes that 30.1% of midwives say they have no religion or belief compared with 22.1% of nurses. Equality and Diversity information in NMC annual reports6 generated anonymously from voluntary returns of equality and diversity monitoring forms*. This report provides assurance to the Board of how The NMC Equality and Diversity report for 2015-16, paragraph 23 states: “We will be receiving and taking stock of our research into BME registrants referred to fitness to practise, and the findings are likely to prompt actions from the NMC and potentially, for others. Gloucestershire County Council Workforce Diversity Report Equality and Diversity Employment Information Introduction This report sets out the workforce data arrangements we have in place in order to monitor progress towards our objectives, and examines the equalities make-up of our staff. It then describes key activity and the impact of our work to mainstream equality and diversity in the delivery of our functions, including the use of equality workforce data. documents – the Action on Equality 2016/17 Progress report and 2016/17 Annual Workforce Monitoring report. Equality Information Report 2017/18 Our annual Equality Information Report provides an update on the progress in relation to equality, diversity and inclusion for our workforce. Women Matter Research. We want to be sure that our policies and ways of working are fair to all individuals and groups, regardless of ethnic origin, race, colour, gender, religion, disability, sexual orientation, marital status, pregnancy and maternity or age. The Foreign & Commonwealth Office Diversity and Equality Report 2017, published in response to the Equality Act 2010. Please visit nmc.org.uk/COVID19 for information about temporary registration and changes to how we’re operating during this time. initiatives and performance against our five focus areas: gender, Aboriginal and Torres Strait Islander Australians, people with disability, … You can contact us to discuss our EDI work at equality@nmc-uk.org. The Equality and Diversity Group is responsible for monitoring our progress and disseminating good practice and areas for improvement. It is also the right thing to do. The complete data set for full time students relates to 2017 leavers. ... 2017-2018. The complete data set for full time students relates to 2017 leavers. The report begins with a new set of equality outcomes and mainstreaming priorities for the period 2017-2021. 1.2 Governors have a responsibility to ensure that the College fulfils its duty in relation Our latest data shows us that: 11.4%. A new approach Skip to Content. Published: 30 Apr 2017. TB2018.66 Equality, Diversity and Inclusion Annual Report 2017-18 Page 3 of 17 Equality, Diversity and Inclusion Progress Report 1. This report, which relates to the 2017 financial year, includes comprehensive disclosure of our targets and the progress we have made on our diversity and inclusion strategy, which we commenced implementing in 2015. How we collate equality information and intend to address data gaps The majority of the information included in this report has been taken from the council’s HR and Payroll System (SAP). Some highlights for Equality, Diversity and Inclusion at Goldsmiths in 2017-18 On the table (pages 6 – 22) a summary of the progress updates will be given against each of the Equality Objectives (for year 1). Black African nurses and midwives account for 5.3 per cent of nurses and midwives on the register. BBC Annual Report and Accounts 2017/18 79 STRATEGIC REPORT Diversity and inclusion at the BBC is a creative imperative. Please visit nmc.org.uk/COVID19 for information about temporary registration and changes to how we’re operating during this time. Contents . Approved by the Trust Board on 04.07.2017 1 Equality, Diversity and Inclusion Annual Report, 2016-2017 . Inclusion and Diversity Annual Monitoring Report - April 2017 to March 2018 PURPOSE OF REPORT: This report provides an update on the progress we have made in relation to equality, diversity and inclusion for patients and staff during the last 12 months. NMC’s Equality, Diversity and Inclusion Report 2018 notes that 30.1% of midwives say they have no religion or belief compared with 22.1% of nurses. In June 2017 following minor changes to the way this data was held and It also Download Women Matter: Time to accelerate—Ten years of insights into gender diversity, the full report on which this article is based (PDF–16MB). Overview of improvements and findings for 2016-17. 1.2 Governors have a responsibility to ensure that the College fulfils its duty in relation %%EOF EKC GROUP STRIVES TO PROVIDE A WORKING . equality report 2017/18 4 executive summary poverty in south africa has increased in recent years, whereas income and wealth inequality remain amongst the highest in the world. 0 Equality outcomes and mainstreaming report 2017. This Annual Report outlines a wide range of cross-Governmental actions to promote equality of opportunity and tackle discrimination. It is also the right thing to do. More specifically, the NMC Equality and Diversity data for the UK in 2017 As we achieve our targets, we … Equality & Diversity Report 2017-18 1 Single Equality Report 2017/18 A summary of this document can be made available to you in your language or in another format such as Braille, large print, electronic or audio tape. Equality and Diversity Annual Report - 2017/18 All Different: All Bournemouth University @EqualityatBU ... We are pleased to introduce the Annual Equality and Diversity report which covers academic year 2017/18. EQUALITY AND DIVERSITY REPORT. 2017-2018. It should be noted that this is a journey not a destination. Monitoring the overall equality and diversity information the NMC … Confirm a nurse, midwife or nursing associate’s registration, NMC publish Equality, Diversity and Inclusion Annual Report, Becoming a nurse, midwife or nursing associate, Support for patients, families and the public, Information for those under investigation, Coronavirus (Covid-19): Information and advice, Nursing and midwifery professionals recognised in New Year Honours list, Response to announcement that the UK has reached an agreement with the EU over its future relationship, Response to appointment of Professor Amanda Croft as Chief Nursing Officer for Scotland. For even more Women Matter research browse the full series: 2019: Taking the lead for inclusion. The data within the Scottish colleges report is provided by the Scottish Funding Council. Equality and Diversity Annual Report 2017 Staffing Introduction The University of Birmingham is strongly committed to removing barriers to equality in the workplace. Diversity is at the heart of what we do as an ombudsman service and an employer. equality outcomes for the period 2017-20211. Equality & Diversity Annual Report 2017/18 2/40 Sunderland College is committed to promoting equality and strive to ensure that all communications and learning materials are available in various languages and formats, including large font. 6740 0 obj <>/Filter/FlateDecode/ID[<54FCD61CDA22B94B9573183469913FD0>]/Index[6728 21]/Info 6727 0 R/Length 72/Prev 1296587/Root 6729 0 R/Size 6749/Type/XRef/W[1 2 1]>>stream ♦ Formation of SQA’s LGBT Rainbow Network in 2017. ... ♦ Our Equality, Diversity and Inclusion Event held in October 2017. Equality, diversity and inclusion report 2017. Some of the progress we’ve made includes: Other notable findings of the report include: Congratulations to everyone throughout the nursing and midwifery world recognised in this year’s New Year Honours list. Executive Summary At University Hospitals Birmingham, we are committed to valuin g and celebrating diversity, to delivering equal opportunities fo r all staff and service users, and ensuring that everyone feels respected and valued as part of our team and community. The Group is fully committed to adhering to the general and specific . The report highlights that we have created a new EDI framework and are developing action plans, aligned to our 2015-2020 strategy, It also set out how we have a significantly improved data around the diversity of nurses and midwives on our register. Some highlights for Equality, Diversity and Inclusion at Goldsmiths in 2017-18 On the table (pages 6 – 22) a summary of the progress updates will be given against each of the Equality Objectives (for year 1). Purpose 1.1. The report focuses on the nurses and midwives we regulate. NMC Annual Equality, Diversity and Inclusion Report 2017-18 (proxy data) NMC Equality and Diversity proxy data 2017 Our opening times over the Christmas period are: Tuesday 29 December 08:00 to 17:45Wednesday 30 December 08:00 to 17:45Thursday 31 December 08:00 to 14:00. January 2017 Equality Analysis The Nursing and Midwifery Council – amendments ... LSA structure should be removed from statute as it pertains to the NMC”. Directorate: Local Government and Communities Directorate ... Diversity and equality by their very nature are not 'one size fits all' policies or initiatives. X. It also sets out priorities for 2017/18. We know that by having an organisation that reflects its audiences, we remain current, relevant and produce the best TV, radio and online content and services. The timeframe for this is in line with our broader equality, diversity and inclusion action plan. 6748 0 obj <>stream Each report covers data on age, disability, ethnicity and gender, as well as a combination of these groups under ‘multiple identities’. endstream endobj 6729 0 obj <>/Metadata 184 0 R/Pages 6724 0 R/StructTreeRoot 268 0 R/Type/Catalog>> endobj 6730 0 obj <. During 2016-2017, 83 per cent of directors at the NMC were female. This report examined disproportionality in the progress and outcomes offrom ethnic minority backgrounds in relation to fitness to practise (FtP), from the point of referral to the point of case closure, across the UK. Introduction the University of Birmingham is strongly committed to promoting and developing Equality nmc equality and diversity report 2017 Diversity monitoring FORMS.... 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