EDI Reporting and Governance

EDI reporting and governance

The Partnership is committed to equality.

With permission, we routinely collect equality data on staff and service users to support continued efforts to ensure our services and employment opportunities are equitable and accessible to and for all.

Through several reports we can highlight yearly achievements involving ongoing work across employment and service delivery. It also incorporates our plans to address areas for improvement.

As a Public Body subject to the laws of the Public Sector Equality Duty (PSED), the Partnership must proactively work towards ensuring that all the needs of individuals we are responsible for are met. The Partnership Equality, Diversity and Inclusion (EDI) Programme Board leads on this.

Below is a list of reports that are important parts of our obligation to improving performance under the Equality Act 2010 and the Public Sector Equality Duty contained within that legislation.

Public Sector Equality Duty (PSED)

With the Equality Act 2010 came the Public Sector Equality Duty (PSED). The broad purpose of the equality duty is to:

Integrate equality into the day-to-day business of public sector organisations and
Make public sector bodies accountable for their performance on equality and transparent to public scrutiny.

It requires ‘equality’ considerations to be reflected in the design of policies and other documents and the delivery of services and for these issues to be kept under review.

The PSED has ‘General’ and ‘Specific’ duties.

General duties

Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
Advance equality of opportunity between people who share a protected characteristic and those who do not.
Foster good relations between people who share a protected characteristic and those who do not.

Specific duties

Publish equality information annually to demonstrate compliance with the general duty across all its functions. This includes information on the effect that policies and functions have had on our employees, patients and others; analysis to determine whether our policies and practices have furthered the three elements of the general equality duty; details of the information used in carrying out the analysis; details of engagement we undertook with people with an interest in our equality performance.
Publish equality objectives to meet one or more aims of the general duty at intervals of no greater than four years.
The Human Rights Act 1998 says all public authorities, including the Trust, must act in accordance with the European Convention of Human Rights. Among the rights set out in the Act are the right to liberty and security; respect for private and family life; freedom of expression; and freedom of thought, conscience and religion.

Documents and reports

State of Inequalities Report

A State of Inequalities report was produced by the Partnership to identify health inequalities across the Partnership’s boroughs, which highlighted the most pervasive health inequalities data.

Highlights from the report includes:

Low equality monitoring completeness rates.
Over-representation by age, ethnicity, religion and belief, sexual orientation and disability.
Over-representation in Mental Health Act detentions by age, disability, ethnicity, religion and belief and gender.
Over-representation in restrictive practices by ethnicity and gender.
Gender combined with ethnicity has a very pronounced effect, with black men being by far the most over-represented group in the use of all Mental Health Act (MHA) detention powers analysed.
Male service users were more likely to be physically restrained due to incidents of violence and aggression (70.37%) and self-harm(16.05%). Female service users were more likely to be physically restrained due to the implementation of care and patient monitoring(46.51%) and self-harm(32.86%).

The North London Mental Health Partnership State of Inequalities Report 2022-2023 [pdf] 674KB

EDI Reporting and Governance