The Scottish Government

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Limited corporate commitment to race equality issues, although some attention to gender issues.

A fairly comprehensive, clearly laid out and integrated Scheme and Action Plan have been submitted.
There is clear evidence of leadership arrangements and of a wider context for progressing equality issues.
More specific actions are required in the Action Plan so that measurement and evaluation can take place.

Demographic Profile

Demographic data not yet related to ethnic minority communities.

Evidence has been provided of plans for gathering information through partnership arrangements. There is already some funding of research on health needs.

Access and Service Delivery

No services commissioned to serve needs.
No formal contract with providers of interpreting and translation services.

Service aspects of FFA have been covered with the exception of personal care.

Human Resources

Little evidence of training to reinforce commitment to equality, particularly race equality.
Training on legal framework for discrimination given to staff involved in recruitment, selection and interview panels.

There is a need for more detail on planning for HR monitoring. There has been good progress on developing comprehensive training for staff although operational responsibilities for the delivery of such training are not clear. Policies on bullying and harassment need to be discussed.

Community development

Very little interaction with minority ethnic communities and little understanding of needs.
Board was preparing a Public Involvement Strategy which was to take account of many areas of special need.

Clear progress on community development including consultation with minority ethnic communities and through partnership in the West of Scotland Consortium. There has been consultation on the development of the Scheme with black/minority ethnic communities and a report of the consultations was attached to the Scheme. Gypsy Travellers included in the initial consultation which is unusual.
Some additional work is required in terms of capacity building

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Board had begun to address certain issues in relation to minority ethnic health but work needed to be strengthened and extended beyond Chinese community. General commitment to equality of opportunity, including race. EOP was under review and there did not seem to be any training provided for it.
The Board was contributing
to the Race Equality in Health Partnership Project.

Overall the Scheme and Action Plan indicate a commitment to work in the area and some evidence of learning.
The Action Plan provides milestones and commits to additional resources, particularly in the area of needs assessment and service access. Partnerships have been formed and there is a willingness to work collaboratively on a range of issues with external bodies. Responsibility and accountability are both clear.

Demographic Profile

Good demographic data had yet to be used to set priorities for local action.

There is an awareness of the possible dispersal of refugees to the Board area and of the implications of this.
There is a commitment to survey the local population.
There are plans to produce a research strategy.

Access and Service Delivery

Some consultation had been carried out but this had yet to lead to any service or policy development or allocation of resources.
Some needs assessment had been carried out for the Chinese community and for women's health needs.
Health advice sessions are being provided by the PCT to Chinese women's groups in North Ayrshire.

An access audit of services is planned. The Action Plan covers all five deliverables under the FFA, but most areas still need more detail to flesh them out.
Statements of intent are outlined, but there is as yet insufficient information on how barriers will be identified, how needs will be met and how operational responsibilities will be allocated.
The issue of support for carers has not been addressed.

Human Resources

Little evidence that race equality training featured as a priority for competency-based training.
The recruitment strategy does not address the under representation of ethnic minority staff.
There was no formal monitoring system in the Board. However the PCT was undertaking monitoring
for recruitment and selection and training and development in regard to equal opportunities in this area of work was available to staff.

There was no evidence of work in terms of development and retention of staff.

There is little evidence of race equality input into training at present but there is a commitment to train all staff in their duties under the RRAA.
The Scheme includes details on EOP and dignity at work policies.
The Scheme gives a commitment to employment monitoring but lacks detail in this respect.
There are plans to target black/minority ethnic communities for recruitment purposes.
The Scheme could include more detail on engaging with staff around race equality issues.

Community Development

There appeared to be no translating and interpreting support service.
Some attempt to translate patient information leaflets but no other community development initiatives.

A consultative forum has been set up and needs to consider issues around joint working, capacity building and communications.
Community development training is to take place. A directory is under development.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

There was no evidence that the Board recognised the need to demonstrate equality of opportunity in its working practices.
An EOP existed and referred to race and had last been updated in 1993.
Ethnic minority health was to be inputted into the Local Health Plan for NHS Borders with particular attention to performance management criteria relating to this issue.
Respondents agreed that low numbers and low visibility had resulted in complacency around issues involving ethnicity.

Overall the Scheme is fairly comprehensive in reflecting the requirements of the RRAA and FFA.
A full statement of organisational intent is provided. There is a commitment to having dedicated staff to take the lead. However there is still a lack of clarity about overall leadership.
The lack of robust policy arrangements is acknowledged but there is a commitment to improvement.
There seems to be a willingness to work in partnership internally and externally in order to achieve change.

Demographic Profile

Generally aware of demographic profile but there was no evidence that anything had been done with this information.

There is some mention of plans for use of the 2001 census data. An ethnic profile survey is planned. There is a commitment to further research once the survey and health needs assessment have been conducted.

Access and Service Delivery

The Board had no initiatives to address issues of access to service by ethnic minority communities. Dialogue between PCT and ethnic minority groups regarding service planning review for mental health services.

Initial work has been carried out on assessment processes and identification of functions but detailed work has yet to be undertaken. Much work is yet to be done in terms of outlining arrangements for service areas to achieve cultural competence.

Human Resources

The Board had no staff from ethnic minorities and was considering whether to take additional steps to encourage applications from this group.
No strategy for monitoring in the Board. However, ethnic data on applicants and appointments was available in the Borders General Hospital Trust and some such data was also held by the PCT.
Disability Awareness training is being rolled out and a local network of trainers is to be trained for Dignity at Work.

There is considerable detail about employment monitoring and training.
The need to consider positive action in the light of monitoring information is acknowledged.
A code of practice for fair recruitment and selection is to be developed.
There is a commitment to review current EO and dignity at work policies and recruitment practices in line with the requirements of the RRAA and FFA.

Community Development

Community volunteers used for language support. No other evidence of interaction or dialogue with ethnic minority communities at Board level.
The public involvement strategy was under consultation and there was no specific involvement with minority ethnic communities.

As well as the consultation forum that is required by FFA, there is also a plan to build capacity in black/minority ethnic communities by recruiting and training health volunteers.
A communications and information policy is to be developed.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

The EOP is actively communicated to all staff through training and regular updates. There is no specific anti-discriminatory training to senior management.

This Scheme seems intended to apply to a range of equalities groups rather than just to minority ethnic communities. However, this intention is not reflected in the title of the Scheme or in the detail of the Scheme and Action Plan.
Leadership is well covered with a clear statement of organisational intent and allocation of senior responsibility at executive and operational levels. A Diversity Group is being formed.
There is some reference to partnership working and there is a commitment to mainstreaming.

Demographic Profile

The Agency is aware of the demographic profile of the minority ethnic communities in Scotland. However this information has not been used to address issues of ethnicity within the corporate Contract of Management.

There is little detail in discussion of demographic issues: ie the way in which health needs assessment can be done for a national body like CSA is not considered. Methods of gathering and publicising information need to be discussed. There is a commitment to scoping of research needs.

Access and Service Delivery

There has been some progress in looking at the issue of translation and interpreting especially by the Scottish Blood Transfusion Service (SBTS).

A good effort has been made to cover the majority of FFA aspects, including support on areas not directly relevant to CSA such as personal care and support to local carers. However there is a lack of detail to show what change will achieve.

Human Resources

Managers and personnel staff are given guidance and training in recruitment, selection and interview process with respect to non-discriminatory practices and procedures.
There is a slight under representation of ethnic minority staff.
Although the organisation collects ethnic data on applicants and appointments, these have not been used to set objectives for increasing minority ethnic staff in the workforce. There is no specific initiative to retain or develop minority ethnic staff. Although exit interviews are carried out, there is no ethnic monitoring of staff leaving CSA employment.

Arrangements for ethnic monitoring of employment and human resources are very weak and need to be set out in more detail. Committed to disseminate and monitor implementation of EOP and the PIN Guidelines on Dignity at Work.
There is a commitment to training on FFA although there could be more detail about needs analysis and content of training, as well as targets and timescales. An innovative approach to evaluation of training includes the proposal to conduct attitudinal surveys.

Community Development

SBTS has some literature available in Urdu. The Agency will be examining ways of making information and literature available in community languages.

There are specific details on a consultative forum and a directory to meet FFA requirements.
Committed to developing a communications strategy and to capacity building. Information needs and accessible formats for publications in particular need more consideration

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

A designated senior manager was developing a strategy to improve access and health experience for ethnic minorities.
Despite the small size of the Board, resources had been committed and targeted to ethnic minority groups and the new age community.
Acute and Maternity Hospital Trust had communicated the EOP to its staff.

The Scheme is concise and very specific. An action plan with timetables and allocation of lead responsibilities was attached to the Scheme but it is not a comprehensive FFA Action Plan.
Clear indication of organisational intent.
Leadership responsibilities assigned.
Commitment to partnership working.
No information supplied on an EOP although there is equal monitoring of job applicants.

Demographic Profile

There were indications that ethnic minority data had enabled the Board and its local partners to set priorities for local action.
However, the PCT seemed to have real difficulty in identifying ethnic minority groups in its area. It had not used ethnic minority data to set priorities for local action.

Information has been provided on local population in the FFA working group report. However arrangements for a demographic survey as required by FFA have not been included. Local health needs assessment will be completed by March 2003.
No information on plans for further relevant research.

Access and Service Delivery

Services had begun to take account of the needs of minority ethnic communities.
Joint initiative about to be launched for telephone interpretation service.
Guidelines on meeting the spiritual, religious and cultural needs of patients and staff had been published.

Prioritisation of services has been indicated in the Action Plan and Service Plans.
Arrangements have been made for identifying gaps in services through discussion with potential users and staff and for reviewing service provisions for personal care and dietary needs.
Need for consistent translation and interpreting service is identified.

Human Resources

There were no minority ethnic staff but the Board believed that its workforce is representative of the local population. Staff involved in the recruitment process for the PCT had received some training in race equality issues.

Indicated an intention to have monitoring systems in place by 1 April 2003. Arrangements in place for dealing with complaints but no specific mention of racial harassment. Committed to developing a comprehensive training plan to support the Scheme and FFA agenda. No information supplied on positive action measures, staff inclusion or internal partnerships.

Community Development

Close links between the Board, the Chinese community and travelling people.
Community language support is provided and patient information leaflets are available in community languages. Regular consultation with minority ethnic communities. There was a commitment to fund the minority ethnic voluntary sector and some capacity building had taken place.

Wide consultation undertaken in development of the Scheme. Race Relations Consultative Group has been established. No information has been provided on planning for a directory, capacity development and support for carers, etc.
There is little information about consultation or involvement of staff in work in this area.
No information about wider involvement or capacity building.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

The PCT appeared to be at an early stage of addressing the health needs and concerns of ethnic minority groups.
PCT had a designated senior manager with lead responsibility for health and ethnicity.
An EOP is communicated to staff through the Staff Handbook.
A working group on ethnicity was formulating an action plan for ethnic minority health.

Operational responsibility and accountability are unclear as Scheme seems to have been developed by a Working Group but accountability is with the Chief Executive. Rather unclear what will happen in components parts of the unified Board.
Joint working arrangements are explicit and wide ranging.
Committed to the issues but weak on requirements under RRAA. Action Plan is based very much on FFA guidelines.
Requires a statement of intent which fully meets FFA.

Demographic Profile

No evidence found of a direct link between demographic knowledge and responding to ethnic minority health needs at a local level.

Little information on current demographic picture but potential sources are clearly identified.
Not much on research including assessment of current health needs.

Access and Service Delivery

Said to have substantial links with translating and interpreting services.
A telephone interpreting service had just been developed and implemented.
Patient information leaflets and videos were available in different languages.

It is not clear what services have been prioritised: functions and policies have yet to be assessed, prioritised and listed.
FFA elements covered and some, such as translation and interpreting, and advocacy, covered very well.
Need to clarify what each part of the organization is doing.

Human Resources

There was complacency about equality or race equality issues in employment. However there had been some initiatives with partner agencies that showed early development in this area.
There was no specific training in race equality for staff involved in recruitment and selection.
Trusts were considering development of an information system for accurate ethnic monitoring of staff and job applicants.

Detail is required on HR monitoring. Recruitment and selection monitoring need to be covered explicitly.
There is limited coverage of training. Discussion needs to be more explicit and differentiate needs of different staff and say who is responsible for planning and delivery.
EOP and Dignity at Work policies exist but implementation and dissemination are not clear.
Should consider how to involve staff in race equality matters.

Community Development

There are links with FRAE. A commitment to fund the ethnic minority voluntary sector was apparent.
A number of focus groups had been conducted to address issues and identify priorities for equality of access to health.
Efforts were being made by the PCT to firm up relationships with various ethnic minority organisations.

Consultation with minority ethnic communities shows good practice. But not clear if a consultative forum is being set up.
No specific commitment to capacity building which could be developed through links with Frae Fife.
General strategy on access to information is needed.
Need to clarify arrangements for involving staff.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

An EOP was in operation and had been written in line with the 1976 Race Relations Act.
The current EOP was under review in the PCT.

The Scheme and Action Plan that have been produced show commitment at a senior level.
There is ongoing work with a variety of external partners.
There is a clear direction towards mainstreaming and this could be made more explicit in the statement of organisational intent.

Demographic Profile

Health needs assessment had been carried out.
The PCT had used ethnic minority data to set priorities for local action in the Health Improvement Programme.

There needs to be more demographic information in the Scheme and there is little information supplied on steps to be taken to collect such information, barring a reference to the 2001 census data. Research is well covered with clear timescales and specified topics.

Access and Service Delivery

There had been public consultation on acute service review.
A needs assessment regarding palliative care had led to recognition of unmet needs of minority ethnic groups.
A Multi-Agency Staff Cultural Awareness Handbook in use. The Acute Hospital Trust believed that it took account of the needs of minority ethnic users when planning new services.

A service review audit covering all the areas required by the FFA guidance was due to be completed by 31 March 2003. An inter-agency directory was due to be published by May 2003.

Human Resources

Equal opportunities training was delivered to staff some nine years ago.
A high proportion of the Board's most senior jobs are occupied by ethnic minority staff.
Training for recruitment and selection was to be improved by use of a pack prepared by Racial Attack and Harassment Multi-Agency Strategy (RAHMAS).
Equality issues were to be covered through equal opportunities training. In the PCT, racial equality was not specifically covered in recruitment and selection training.

A commitment has been made to training for all staff and consideration given to providing for differing staff needs.
There is a general commitment to HR monitoring but a lack of detail. Recognition of monitoring as a priority for Year 1.
Needs to consider publication of the results of HR monitoring.
Needs more information regarding the implementation of EOP.
Due to implement PIN guidelines on dignity at work. Could consider positive action to address any under representation that may be revealed by monitoring.

Community Development

There are interpreting and translation services.
Patient information leaflets and videos and health literature is available in community languages.
There are links with RAHMAS and Central Scotland Racial Equality Council. Forth Valley Acute Hospital Trust had encouraging links with local racial equality networks.

Some information is provided to ethnic minority groups on how the decision making process works.

There has been some good work around consultation with black/minority ethnic communities and researching health needs.
Consideration has been given to wider engagement with minority ethnic communities but capacity building also needs to be considered.
Needs to consider more on the information needs of the communities (not just languages) and show how a communications strategy will address those needs.
Need to consider involvement of staff in greater detail.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

The Board seemed to be pressing ahead with its agenda for race and health with some encouraging results.
Race Equality Policy complementing EOP shows a corporate commitment. Policy was under review.
A Designated senior manager has developed an action plan for improving the health experience of the minority ethnic communities. Multicultural Health Development Programme established by the PCT.

A comprehensive Scheme and Action Plan reveal plenty of work undertaken to date and rounded thinking about the issues involved.
There is much experience in working with local NHS partners and the Action Plan tells of race equality being incorporated into external partnership work.
Arrangements for reporting are currently under review and could do with becoming more detailed.
There are few costs or targets in the Action Plan.

Demographic Profile

Ethnic demographic data has been harmonized and used to set priorities for action in the HIP.

A major local health and well being study is to be repeated in 02/03 and there is a commitment to more robust needs analysis.
There is a commitment to working with NRCEM in developing the evidence base on minority ethnic health.

Access and Service Delivery

The Board was looking at three key priorities for ethnic minority health. Ethnic minority service review undertaken by Glasgow Health City Partnership which is funded by the Board and the City Council.
Interpreting Partnership had been established and quality standards and access protocols were being developed.

Partnerships are being developed for delivery of translation and interpreting and advocacy.
Work is underway in terms of prioritising of services. Gender issues to be taken forward in the Action Plan together with partner organisations.

Human Resources

PCT staff involved in recruitment, selection and interview panels are given guidance and training on non-discriminatory practices and procedures.
Ethnic data on applicants and staff is collated and analysed and presented in an annual report.
PCT has taken steps to encourage more ethnic minority staff into employment.
Staff forum established.

There is a strong commitment to training and this has been put into action in the form of training programmes.
There is little clarity on dialogue with staff and there was no mention of communication with minority ethnic staff in particular.
There could be more clarity in the Action Plan as to how duties for ethnic monitoring will be introduced, i.e. by whom, when etc.
No plans mentioned for addressing any under representation of staff that might be revealed through monitoring.

Community Development

Clear links with local racial equality networks.
There was evidence of consultation with communities to shape policy development and resource allocation. Seminars had taken place to increase dialogue.
A directory had been compiled
and published online.

There has been engagement with communities, particularly in terms of consultation on involvement in developing health services.
Reviews are currently underway regarding consultation and public involvement.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Board and NHS partners have pooled resources and working collaboratively for ethnic minority issues to be woven into the fabric of everyday business.
A senior manager has lead responsibility for race and ethnicity. Progress has been made in developing a strategy for improving ethnic minority health.
Acknowledged as a priority in the HIP.

Action Plan submitted in May 2003 covering all the major areas of FFA and is complementary to the Scheme.
Good practice in existing and future partnership working and in planning for procurement requirements.
There is a statement of organizational intent covering both policy and service delivery. Senior leads identified and committed to appoint an officer to manage the diversity programme.

Demographic Profile

There is little demographic data.
NHS in Grampian has formed a steering group to see how health services are accessed by ethnic minority communities.
A needs assessment report was out in draft for consultation with key stakeholders.

Information gathering is demonstrated through ongoing research work for minority ethnic health needs assessment. Plans for further research programmes.

Access and Service Delivery

Current work between NHS in Grampian and GREC to inform aspects of service delivery to minority ethnic communities.
Links were being established with providers of interpreting and translation services and quality standards are set for this.

Intention to develop service assessment programme to improve access to services. Planning under way for most areas of service provision. High priority given to development of an interpreting and translation service. Personal care, dietary needs and spiritual care are also identified as priority areas for improvement. Plans to cover advocacy services and gender issues are included in Action Plan.

Human Resources

There was a future commitment to look at employment in relation to ethnic communities.
Ethnicity data collected during application process.
The Board accepted that development and retention of staff needed to be looked at from this aspect.
A racial awareness training programme was being developed in partnership with GREC.

Not clear whether policy and strategy for bullying and harassment are included in the Scheme.
Responsibilities for planning and delivery of training have been identified. Arrangements are developed for appropriate training to be delivered across the organisation.
Board is monitoring its workforce and is committed to collection and analysis of all relevant HR information.
Committed to work closely with staff associations, trade unions etc.

Community Development

A strong link exists between the Board, GREC and local ethnic minority communities.
Some patient information leaflets are available in some community languages.
A commitment to fund the minority ethnic voluntary sector.
A public involvement strategy was being developed.

Committed to meet communications and information strategy to meet specific duties.
Planned to establish a consultative forum to consult communities on service planning and delivery issues.
There is consultation and involvement of staff.
Some indication of plans to support local carers.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

There is no specific training on race equality for staff.
Two senior staff had responsibility for race and health and were developing action plans.
There was little indication that the two Trusts saw ethnic minority health as an area of concern: PCT felt invisibility made it hard for them to be identified as a priority; Acute Trust believed that issues relating to rural and remote situations were much more important; Acute Trust felt there were not enough resources to tackle the issue.
Were currently progressing a review of the EOP and considering how to monitor and communicate to staff.

There is a recognition that the small size of the ethnic minority population does not reduce the need to consider their needs. The Action Plan covers all major areas of FFA requirements.
Generally a good effort in developing the Scheme given the low level of past work in this area as a foundation.
Committed to implement EOP.
Lead responsibilities specified.
No arrangements to meet procurement requirements.
Partner in Highland Alliance for Racial Equality and Wellbeing Alliance brought together to develop community plan.

Demographic Profile

There is an awareness of the ethnic composition in the area.
Board intended to make use of the 'Needs not Numbers' study to explore health needs.

Planned review of monitoring systems for information on users. Update information already based on 2001 census.
Still needs to develop systems for gathering information.

Access and Service Delivery

No evidence of pro-active development in service delivery. Multi-agency approach to provision of interpreting and translation facilities.

Services have been prioritised through staff consultation but not through consultation with the communities involved. Translating and interpreting services have high priority.

Human Resources

Data were available on ethnic minority applications and appointments by grade and on staff leaving employment. Minor steps had been undertaken to address the under representation of ethnic minority staff in the workforce. Board and Trusts set up a team to look at implementation of the PIN guidelines.
Some awareness training on non discriminatory practices and procedures was being given to PCT staff involved in recruitment and selection.

Lead responsibility has been allocated for training. Committed to offer package of appropriate training but not specific about the needs of different staff. No information is provided about arrangements for evaluation of training.
Good practice in planning around EOP and Dignity at Work has been published and adopted.
Detailed HR monitoring to be undertaken.
No assessment yet of possibility of positive action measure or of internal partnership arrangements.

Community Development

The Board stated that consultation with ethnic minority communities would shape future policy development and resource allocation.
Work underway with BEMIS to look at capacity building.

No information has been provided on usual arrangements for consultation but there are plans to develop a consultative forum. Study undertaken to assess communication needs and needs of local communities relating to interpreting and translation. Planning to develop a directory but no plans for supporting carers.
No planning for consultation with staff or for wider engagement with minority ethnic communities.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Senior responsibility had not been identified.
Commitment to deliver dedicated staff and membership of the West of Scotland consortium and to do more to raise the profile of black/minority ethnic health.

Clear context provided for delivering race equality and evidence of strong leadership. A full statement of organisational intent is included.
New post of co-ordinator has done much to progress work.
Approach is multi agency and multi disciplinary.
Part funding of the West of Scotland Consortium.
Detailed, costed and dated action plan is available.

Demographic Profile

Local data used to set out objectives to tackle black/minority ethnic health and health-related issues.

A demographic survey has been carried out in collaboration with partners.
A local health needs assessment has been carried out and there is also a pilot scheme in 3 GP practices to collect data. There is a commitment to further research.

Access and Service Delivery

Some consultation had taken place but as yet no impact on service design or delivery.
No formal translation or interpreting service provided.

Work in various areas of service provision, including translation and interpreting is well laid out in the Action Plan.
Functions have been identified for priorities to be allocation but this allocation had not yet been carried out.
Action Plan lays out clear outcomes against which the Board can measure progress that has been achieved.

Human Resources

No evidence of communication of EOP or of training relating to race equality having taken place.
Little commitment by the Board to address under representation of minority ethnic staff. Some progress in collecting and analysing ethnic data of applicants.

An EOP has been developed and implemented and training opportunities are available to all staff.
Harassment and bullying policy is about to be implemented.
There is comprehensive planning for training and a training needs analysis tool has been developed.
The Scheme provides full details of arrangements for employment monitoring.

Community Development

Consultation appears to be ad hoc only and such links as existed were at an early stage.
Patient information was not available in community languages.

Self sustaining forum developed with a wide cross section of voluntary organisations, individuals and black/minority ethnic staff.
Board is assisting the consultative forum with funding and staff.
Board is committed to support local carers and to develop a directory of local agencies and individuals.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

The Board had begun to integrate equalities into policy and practice. Board was leading a Lothian-wide initiative to ensure that commitment to inequalities was at the heart of the everyday business of the partners.
EOP was actively communicated to staff and race equality is a compulsory element in induction.
Senior manager with lead responsibility for race and health has put together a strategy with identified action plans. The strategy reflected the needs of different groups and was being developed in partnership with agencies and communities.

A detailed Action Plan covering all the major areas required by the FFA guidance has been published including a Strategic Action Plan for the next five years.
Clear statement of organisational context and of values and principles.
Evidence of commitment in allocation of leadership responsibilities.
Committed to partnership working in race equality field.

Demographic Profile

Ethnic demographic data was patchy at best.

Demographic profile is updated to include data from 2001 census.
Evidence is given about systems for gathering information about staff and users, for getting local population information and for assessing local health needs.
Some indication of intentions for future research.

Access and Service Delivery

Minority Health Inclusion Project ensured that appropriate primary care services could be accessed and received by minority ethnic communities.
Interpretation and translation services are provided but Board was not able to impose any quality standards.

There is a clear intention to do a detailed health needs assessment as a basis for changes in services.
Planned improvement in services linked with dietary needs, spiritual care, advocacy and gender issues.
There is an approved translation and interpreting strategy.

Human Resources

Ethnic data on applicants and appointments have been used to review recruitment strategies. Board was not aware of under representation of ethnic minority staff among its workforce.

There are plans for HR monitoring and for analysis and reporting of the information revealed by this monitoring.
Plans for review of EOP and bullying and harassment policies.
Committed to ensure appropriate training across the organisation.
Little evidence of staff inclusion and internal partnership on race equality matters.

Community Development

A wide range of patient information leaflets was readily available in community languages.
A range of consultation exercises had been carried out with ethnic minority communities and had helped inform and shape policy development and resource allocation.
Commitment to fund the ethnic minority voluntary sector. Major problem facing the Acute Trust was how to identify and interact with the local ethnic minority groups.

There is evidence of wide consultation on the Scheme and of an intention to develop appropriate longer term arrangements for consultation.
There is no evidence in the Action Plan as to how ethnic minority organisations will be funded for community development work.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

The Board's EOP had a section on race equality. However, there was no communication of this policy or training relating to it.

Commitments to action are made in the Scheme and Action Plan but there is little evidence of progress in a number of key areas.
The lack of detail in the Action Plan and Scheme is disappointing. Both therefore largely stand as statements of intent rather than as evidence of work that is already going forward.
The schedules in the Action Plan where provided are only year on year and precise responsibilities have not been allocated for leadership on separate items of action.
Some planning for partnership working might be appropriate.

Demographic Profile

No information received.

There is no discussion of the make-up of local minority ethnic communities.
There needs to be more detail on how the demographic work is to be carried out and of how the local health needs assessment will be undertaken.

Access and Service Delivery

Progress had been made to ensure that staff job descriptions specified the obligation to deliver a responsive service to patients. Board has a published procedure for dealing with complaints of racial discrimination from members of the public.

Spiritual care is the only area of service provision that achieves any discussion in the Action Plan.
There is a need for much more detailed work on the various areas of service provision, for example dietary needs and gender issues.

Human Resources

Board said that progress had been made on guidance and training to staff involved in recruitment, selection and interview on racial equality issues and anti-discriminatory practices.
No additional steps taken to encourage more applicants from the ethnic minority communities.
Racial equality is embedded into training plans for all staff. Staff involvement in the wider community is recognised and valued.

An EOP has been developed and working is underway regarding policies on bullying and harassment.
Plans for ethnic monitoring are discussed in the Action Plan but without any detailed timetable.
More detail should be provided on what training will include, how it will be carried out, how it will be evaluated, etc.
Work is required to develop further systems and timetables for gathering and analysing minority ethnic employment data.

Community Development

No progress was noted under this heading.

The Scheme mentions a communications strategy that is now out for consultation but without giving any detail of what the strategy contains and covers. A consultation policy is also mentioned but again no detail was provided. The establishment of a consultative forum must be a priority at this stage and there is work to be done on this and on considering how it might operate and be supported.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Overall the organisation seems to be taking a positive attitude to equality.
A joint EOP working group with staff wide representation looks at training issues in equal opportunities and has links with local racial equality networks.

The Scheme and Action Plan relate to equality and diversity rather generally and seem evidence of a general commitment to change.
There was a plan to recruit an anti racism co-ordinator by April 2003, suggesting that there would soon be a greater emphasis on race equality in particular.
It was not clear from the Scheme how it fitted into the Service's Beyond 2000 plans.
There is an EOP but no policy on bullying and harassment.

Demographic Profile

Some effort had been made to obtain ethnic demographic data.

There is little sense of how information will be gathered but there is a commitment to work with local race equality groups for this end.
There was no discussion of arrangements for assessing health needs or of plans for further research.

Access and Service Delivery

A patient involvement survey was to be carried out and it was hoped to include the views of ethnic minority patients

Much planning for service delivery is generally still absent from the Action Plan (which was not revised between submission with the Scheme end November 2002 and the end March 2003 deadline).
There is no mention of arrangements for identifying barriers and steps to be taken to achieve change.
Of the various service areas included in the FFA guidance, only translating and interpreting is considered in the Action Plan.
There does seem to have been considerable work in planning of a response on language issues.

Human Resources

Significant resources have been applied to ensuring that more ethnic minority staff are recruited and promoted to senior positions within the organisation.
Ethnic data on applicants and appointments is analysed by grade and used to review recruitment strategy. Targets are set to encourage applicants from ethnic minority groups.

Considerable thought has been given to timing and budgeting of training relevant to race equality and cultural competence.
However, it is not clear that race equality and cultural needs have been included across the whole training programme.
The Action Plan includes arrangements for employment monitoring.
However, there is no discussion of how results might be used.

Community Development

The organisation was currently reviewing translated patient literature and hoped to make this more widely available.
There were links with race equality councils in Central Scotland, Tayside and West of Scotland. All of these links helped to raise awareness of the uniformed services among Ethnic minority groups and to increase knowledge of career opportunities.

There is a clear commitment to consultation.
However there is as yet little detail of planning as to how consultation will take place in the future.
There is no mention of support for carers, a directory of agencies and individuals or of plans for capacity building.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Board stated that staff training relating to the EOP would be rolled out before end of the next financial year.
EOP was currently being reviewed. There was communication of the policy to all personnel in the Board.

There is evidence of commitment and enthusiasm and timescales that have been set to achieve change are challenging but still realistic. It is clear that much learning is taking place.
There is a need to increase awareness of race equality as well as cultural competence.

Demographic Profile

Board is not aware of the ethnic minority composition in the area. However, the Board states that it knows the age, gender profile and the geographical distribution of the minority ethnic groups in the area.

There is a recognition that information currently available about minority ethnic communities is limited.
Considerable detail has been provided in relation to the planning of a health needs assessment.
The Action Plan gives a commitment to develop systems for gathering demographic data and to scoping research needs.

Access and Service Delivery

There had been consultations on the suitability of service provisions, but not specifically with ethnic minority groups. Translation and interpreting services are provided.
Board said it had published procedures for dealing with complaints of racial discrimination from the public.

It is not clear how service priorities for
Year 1 were arrived at. Almost all FFA areas have been covered.
Training is mentioned alongside service areas.

Human Resources

Staff doing recruitment, selection and interviews are given guidance and training on racial equality issues and non-discriminatory practices.
Board said it had taken steps to encourage minority ethnic applicants in areas where they were under represented. Ethnic data on applicants and appointments are used to analyse and review appointments.
There is ethnic minority data on the number of staff leaving employment; however these data have not been used to review retention strategies.

Monitoring arrangements around employment and other HR issues need to be described in detail.
EOP and dignity at work policies are in place and some detail about implementation is provided in the Action Plan.

Community Development

Progress had been made in translating some patient information leaflets into community languages.

Initial plans are in place to develop more inclusive community consultation.
A review of consultation arrangements was due to report back after the end of March 2003.
There is a commitment to explore capacity building in partnership with Shetlands Islands Council.
There should be consideration of involving rather than just informing staff.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

A strategy is being prepared to work with minority ethnic patients.
EOP was being communicated to all staff but training was only given to those specifically involved in recruitment and selection.
The Hospital did not have a designated senior manager but a clinical nurse specialist had a specific remit to work with women and minority ethnic groups.

There is a real sense of commitment to change.
A brief but very clear and concise Scheme was produced which commits the State Hospital to a wide effort in terms of equality and diversity. The Action Plan moved on well from that foundation with evidence of a great deal of planning work. Responsibilities for implementation, timetables and costs are well outlined.
However, at present there is little evidence of past good practice or of work in progress: evidence of action is awaited.

Demographic Profile

Had only two patients of minority ethnic background.

There are commitments to analyse the results of the 2001 census and then to carry out a health needs assessment and research.

Access and Service Delivery

Board believed that it had been pro-active in meeting the needs of all patients including those from minority ethnic communities.
Individual care plans are prepared for each patient on admission. This contains a full assessment of needs including ethnic/cultural requirements, spiritual and dietary needs.
Translation and interpreting services can be commissioned from other agencies when the need arises; however bilingual staff provide immediate language assistance.
Surveys are carried out regarding patient satisfaction with food. When patient requirements cannot be met by the Board, relatives can supplement the diet or services can be commissioned from outside caterers.

The Action Plan presents the outline planning for change that may take place in terms of service provision.
Similarly the planning for appropriate training has been outlined in the Action Plan and responsibility for implementation of the plans has been assigned. Arrangements for evaluation of training have yet to be made.

Human Resources

The Board believed that the recent appointment of three ethnic minority members of staff indicated a willingness to redress an imbalance in employing black staff. Staff who have a direct responsibility for working with ethnic minority patients are given training to inform them of the particular needs of this group.

There is a commitment to develop the systems for HR monitoring but these are not yet in place and operational.

An EOP has been introduced and there was a commitment to introduce a policy on bullying and harassment by March 2003.

Community Development

Patient information leaflets were not available in languages other than English.

Consultative structures and procedures are being created and an information strategy is under development.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Minority ethnic issues were not considered an area of greatest need at this point in time. Acute Trust felt that the local minority ethnic population had grown up with indigenous residents and had become thoroughly integrated.
The Board EOP did not have a section on racial equality but the PCT EOP did. There was no training or communication of the policy to staff.
The Board had a weak link with local race equality networks whilst the PCT had strong links with the Tayside REC and ethnic minority community groups.
The Board had undertaken a Corporate Self Assessment and was in the process of drawing up an action plan to be tabled at the Partnership Forum in July 2002.

A clear, simple and detailed Action Plan has been developed through a great deal of work and published.
Major improvements since the stocktake in terms of leadership and policies and commitment of dedicated staff to the work.
A Tayside Joint Forum has been established and this is a good step forward in terms of partnership working.
There is still little sense of an overall framework for equal opportunities or of a wider strategy for work in the area.
More detail is needed on the reporting mechanisms for monitoring and managing implementation of the scheme and action plan.
Monitoring arrangements are currently the subject of a general audit. There is an awareness of the different methods and media relating to publication and dissemination of monitoring results.

Demographic Profile

The ethnic demographic profile (except social and economic data) had been used to set key actions in the Board's HIP.

There is no discussion of how demographic information will be obtained and made public. Needs assessment has been completed.

Access and Service Delivery

The Acute Trust believed that race equality did not need to be spelled out to staff who would deliver an appropriate and sensitive service to all individuals irrespective of background.
PCT had some policies/guidelines on spiritual needs and religious and cultural beliefs.
Ad hoc consultations and some needs assessment done. Language support services are not formally provided by the Board but PCT did provide through various partners.

Detailed planning of service provision has yet to take place but priorities in terms of services have been established.
A clear overview was provided of the approach taken in reviewing services and functions.
The needs assessment exercise has also been vital input for the planning of service priorities.

Human Resources

Ethnic data on applicants had not informed recruitment strategy. There was no minority ethnic staff in the workforce.
There had been no steps taken to retain or develop ethnic minority staff.

A fairly comprehensive approach to planning of training is outlined in the Action Plan. There is a commitment to develop and deliver training in partnership with a local ethnic minority organisation.
There are plans for development of a system for employment and other HR monitoring and for analysis of this information.

Community Development

The Board was continuing to explore ways of involving communities in consultation.
Patient information leaflets were available in some of the wider [ sic] community languages.

Plans for a minority ethnic forum are well advanced and consultation guidelines are under preparation.
A communications strategy is required to follow up on the review of information needs that is taking place.
Attention also needs to be given to such issues as capacity building, support for carers and a directory.

FFA Element

Assessment during FFA stocktake

Assessment of Race Equality Scheme and FFA Action Plan

Energising the Organisation

Board stated that the EOP needed to be reviewed.
There was no designated senior manager with lead responsibility for race and health and there was no strategy for improving the access and experience of ethnic minority people in relation to the health service.

An Action Plan has been submitted and it covers action on subjects including dignity at work and induction training. However, both the Action Plan and the Scheme fall far short of covering the ground that is required by FFA and the RRAA.
The Board acknowledges that there is a great deal of work to be done. A start has been made and there seems to be a commitment to change in working with and serving the small minority ethnic communities in the Western Isles.
The Board is considering co-operation with Highlands NHS Board.

Demographic Profile

The Board had minimal awareness of the minority ethnic make up of their local population or of their needs.

Rather full details have been given of the minority ethnic community in the area. However proper systems for gathering and analysing demographic data as required by FFA have not been established or included. The Board also needs to consider how it is going to carry out a formal needs assessment.

Access and Service Delivery

No response.

There is almost no mention of services or of what is to be done to identify barriers and steps to be taken to achieve change. The results of some preliminary community consultation provides good input to start planning priorities in terms of service provision.

Human Resources

Staff involved in recruitment, selection and interview panels are given guidance and training with respect to non-discriminatory practices and procedures.
Ethnic data on applicants and appointments was being reviewed to meet data protection requirements.
The Board would be looking at development and retention of minority ethnic staff as part of its Education and Learning Strategy. There has been progress to capture ethnic data on staff leaving employment (as part of the development of the Personnel Information System).

Some systems have been established for monitoring of HR but not much detail has been provided.
An EOP has been prepared and there seems to have been much work in the area of prevention of bullying and harassment.
There is a commitment to develop a training programme that leads to change and to include awareness of the RRAA.
The Action Plan covers induction training in some detail although race equality and cultural competence are only a small part of the programme.
There is no discussion of the need for evaluation and monitoring of training or of who is responsible for training.

Community development

No response.

Progress has been made in terms of establishing a consultative forum. A communications strategy is required.
The local minority ethnic communities are worried about 'rocking the boat'.