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EQUALITY OBJECTIVES AND STRATEGIC ACTION PLAN

INTRODUCTION This Strategic Equality Plan (the Plan) is the first of its type to be developed by Cardiff and Vale University Health Board (UHB) and is linked to the five year strategic plan. This Plan explains to members of the public, Board members, staff and partner organisations how the UHB intends to deliver its Equalities commitments and continue to be an inclusive organisation that does not accept discrimination, harassment and victimisation of any kind. It builds on previous Equalities schemes that have been in place for many years, and brings together the relevant statutory obligations as required within the UHB current Single Equality Scheme - FAIR CARE. It also directly covers a far wider commitment to other Equalities issues and the protection and promotion of human rights, due to the introduction of the Equality Act 2010. In line with previous legislation, to a large extent, the work the UHB has delivered has focused on the protected characteristics for which data is already collected and for which the Single Equality Scheme- FAIR CARE is in place. This plan has been developed over the past year, involving the participation of local people, service areas within the UHB, the wider public sector, equalities organisations and the Third sector; this has supported the UHB to further understand the full range of equality issues and develop an action plan by which the issues might be tackled. The objectives are set out in Appendix 1 with the supporting action plan in Appendix 2. THE UHB AND ITS EQUALITIES COMMITMENT The UHB always strives to put patients first. The UHB operates in one of the most ethnically and culturally diverse areas in Wales. Stakeholders including the public, patients and members of staff expect the UHB to be proactive about equality, diversity and human rights as well as meeting its obligations under the equality and human rights legislation. The UHB recognises that it also has a social, moral and ethical obligation to promote equality of opportunity and outcome, foster good relations and

eliminate discrimination, victimisation and harassment and to uphold human rights principles. This report sets out the UHB commitment to promote equality, diversity and human rights in relation to employment, service delivery, goods and service suppliers, contractors and partner agencies. The UHB will ensure that, as far as is reasonably practicable, the way services are provided to the public and that staff, patients and others are treated in a way which reflects their individual needs and does not discriminate, harass or victimise individuals or groups. These principles run throughout all work and are reflected in UHB core values, Equality, Diversity & Human Rights Policy, staff employment policies, service standards and the current Single Equality Scheme-FAIR CARE. The responsibility for implementing the scheme falls to all employees, Board members, volunteers, agents or contractors delivering services or undertaking work on behalf of the UHB. The UHB opposes all forms of unjustifiable discrimination and recognises that some groups and individuals in society experience unfair discrimination in employment and in their contact with public services. Discrimination can take the form of treating people less favourably because of their age, colour, culture, disability, ethnic origin, gender, gender re-assignment, language, facial disfigurement, marital or civil partnership status, nationality, carer status, pregnancy or maternity issues, responsibility for dependants, sexual orientation, social class, religion, belief or non belief or political beliefs. It can also arise from failing to take account of differences between people and groups which can result in barriers to access to services and opportunities. An Equality Impact Assessment has been undertaken and feedback incorporated into this plan as appropriate. Any possible or actual impact that this policy may have on any groups in respect of gender, maternity and pregnancy, marriage or civil partnership issues, race, disability, sexual orientation, Welsh language, disfigurement, religion, belief or non-belief was explored. The assessment found that there was an overwhelming positive impact on individuals and groups. The necessary changes and actions required to minimise or reduce any negative impact to ensure that we meet our responsibilities under the equalities, Welsh language and human rights legislation have been noted. The UHB acknowledges the importance of complying with UK and EU employment legislation, and recognises that within the framework of

British and European law, discrimination is defined in terms of indirect and direct discrimination, harassment and victimisation. However, it acknowledges that many forms of inequality may be institutionalised and be expressed as patterns of organisational behaviour that appear acceptable. It will therefore take any necessary steps to identify and address institutional exclusion, harassment, marginalisation and exploitation of groups and individuals. The UHB wants to build a reputation for demonstrating outstanding practice in the field of service delivery and employment relations and will work to ensure that equality, diversity and human rights principles are owned, valued and demonstrated by everyone within the UHB - the Board, members of staff and those who provide services on behalf of the organisation. EQUALITY ACT 2010 The Equality Act 2010 came into force on 1 October 2010. The Act brings together and replaces the previous anti-discrimination laws within a single Act. It simplifies and strengthens the law, removes inconsistencies and makes it easier for people to understand and comply with it. The Act includes a new public sector equality duty (the ‘general duty’) that replaces previous separate duties on race, disability and gender equality. This came into force on 4 April 2011. It covers the following protected characteristics:

• age; • disability; • gender reassignment (including gender identity and expression); • marriage and civil partnership (only in relation to the requirement

to have due regard to the need to eliminate discrimination); • pregnancy and maternity; • religion or belief (or lack of belief); • race – including ethnic or national origin, colour or nationality; • sex; • sexual orientation.

The UHB is one of the public bodies covered by the general duty. The aim of the general duty is to make sure that public authorities, and those carrying out a public function, consider how they can positively

contribute to a fairer society through advancing equality and good relations in their day-to-day activities. The duty makes sure that equality considerations are built into the design of policies and the delivery of services and that they are kept under review. We are required to have due regard of the need to:

• eliminate unlawful discrimination, harassment and victimisation and other conduct that is prohibited by the Act;

• advance equality of opportunity between people who share a relevant characteristic and those who do not;

• foster good relations between people who share a protected characteristic and those who do not.

To make sure that we comply with the Act the UHB must:

• remove or minimise disadvantages experienced by people due to their protected characteristics;

• take steps to meet the needs of people from protected groups where these are different from the needs of other people;

• encourage people with protected characteristics to participate in public life or in other activities where their participation is disproportionately low.

Specific duties set out in the Equality Act 2010 (Statutory Duties (Wales) Regulations 2011) also apply to listed public bodies in Wales, including the UHB. These describe the steps to be taken to demonstrate that the UHB is paying due regard to the general duty. To ensure compliance with both the general and specific duties the UHB will:

• prepare and publish our equality objectives, in the UHB Strategic Equality Plan, by 2 April 2012;

• publish a statement setting out the steps taken and intend to take to meet the objectives and how long meeting each objective is expected to take;

• make appropriate arrangements to monitor progress towards meeting objectives and to monitor the effectiveness of the UHB approach;

• give appropriate consideration to relevant equality information held when considering what equality objectives should be;

• have due regard to the need to have objectives to address the causes of any pay differences that seem reasonably likely to be related to any of the protected characteristics;

• publish an equality objective to address any gender pay gap identified or else publish reasons why this has not been done;

• review all equality objectives at least once every four years; • involve a broad range of people (included people who are seen to

be representative of one or more protected groups) in:

o setting equality objectives; o preparing and reviewing our Strategic Equality Plan; o identifying how UHB work could contribute to meeting the

general duty; o assessing the likely impact on protected groups of any policies

or practices being proposed and reviewed (through our Equality Impact Assessment Process).

• carry out Equality Impact Assessments on proposed and reviewed

policies and practices – (an action to revise this process is proposed in the Plan);

• improve the collection, analysis and use of equalities data; • collect and publish on an annual basis relevant equalities

information about staff; • revise procurement processes; • produce an Annual Equality Report by 31 March each year and

publish this in accessible formats. HUMAN RIGHTS 1998 The Human Rights Act 1998 details how the UK complies with and implements the rights and freedoms guaranteed under the European Convention on Human Rights. All public authorities have a positive obligation to ensure that respect for human rights is at the core of their work. This means acting in ways that positively reinforce the principles of the Human Rights Act 1998. The Act makes it unlawful for a public authority to act in a way that is incompatible with a Convention Right. This covers all aspects of the public authority’s activities - in their day-to-day work staff have a crucial human rights role to play, not only in ensuring that they always act in accordance with the Convention rights, but also in supporting a positive attitude to human rights issues throughout their work.

The most direct, obvious link between Human Rights legislation and the commitment of the UHB in its Strategic Equality Plan comes in Article 14 of the Act, the Prohibition of discrimination The enjoyment of the rights and freedoms set forth in the European Convention on Human Rights and the Human Rights Act shall be secured without discrimination on any ground such as sex, race, colour, language, religion, political or other opinion, national or social origin, association with a national minority, property, birth or other status. In the application of the Convention rights, people have the right not to be treated differently because of race, religion, sex, political views or any other status, unless this can be justified objectively. Everyone must have equal access to Convention rights, whatever their status. The Articles within the Human Rights legislation can be divided into categories depending on whether they have been accepted totally and without reservation, or if they are restricted or qualified in some specific way. These are referred to as absolute, limited or qualified rights. ABSOLUTE RIGHTS These are rights of the European Convention on Human Rights that have been adopted fully. These rights are not limited and they cannot be infringed no matter how necessary it might seem to do so. The absolute rights are Articles 2, 3, 4 and 7. LIMITED RIGHTS Certain rights of the European Convention on Human Rights are limited in the UK for specific reasons. There is a right to liberty, for instance; however, this is not absolute as it must be limited by the powers of the police to arrest someone. The limited rights are Articles 5, 6 and 12. QUALIFIED RIGHTS These are rights that could be infringed upon if there is a specific legitimate aim - in interests of national security, public safety etc. The infringement must be properly regulated by the law and must be necessary in a democratic society. This latter concept means the interference with the right must be a proportionate response to the legitimate aim. If the aim can be achieved by a less intrusive method

then that method must be used instead. The qualified rights are Articles 8, 9, 10, 11, 14 and Protocol 1 Article 1. UN CONVENTION ON THE RIGHTS OF THE CHILD The UN Convention on the Rights of the Child is an international human rights treaty which grants all children and young people a comprehensive set of rights and freedoms. All children and young people up to the age of 18 years have all the rights in the Convention. Some groups of children and young people – for example young disabled people – have additional rights. As international law, the Convention is meant to be followed and should be referred to when making decisions that affect children. The UHB will give due consideration to the Convention whenever making appropriate policy and practice decisions. RELEVANCE TO HEALTHCARE STANDARDS FOR WALES The Healthcare Standards for Wales: Making the Connections, Designed for Life (WAG, 2005) provides a common framework of healthcare standards to support the NHS and partner organisations in providing effective, timely and quality services across all healthcare settings. It is aimed at improving the patient experience and placing patients at the centre of the way in which services are planned and delivered, promoting the development of safe, high quality care for all patients in Wales. The Standards, therefore, represent an appropriate guide and focus for the Strategic Equality Plan, as relevant progress will be fed back to the public via the annual self-assessment and external review process. RELEVANCE TO ‘1000 LIVES PLUS’ The national vision for NHS Wales is to create a world-class health service by 2015: one which minimises avoidable, death, pain, delays, helplessness and waste. The recent NHS reforms programme has been an important driver for this and the values that underpin the reformed NHS include a commitment to place patients and patient safety above all things. The potential for reduction in harm, waste and variation to improve quality and financial stability is a central principle of the Annual Operating Framework (AOF) for 2010/11. The AOF also makes it clear that achieving our vision requires fundamental changes which:

• capture the opportunity for integrating care across the whole system;

• empower frontline staff; • enable services to be delivered through good governance.

The 1000 Lives Campaign has already demonstrated its potential to be a major driver for change in all these areas and to ensure a consistent focus on safety and quality during a period of unprecedented change. The Annual Operating Framework builds on existing momentum by making a commitment that the 1000 Lives Campaign has now been succeeded by a 5 year programme to reduce harm in Welsh healthcare - 1000 Lives Plus Campaign. ASSESSING IMPACT The UHB has an Equality Impact Assessment process in place and has begun to assess all new policy or practice and revisions to existing policies. The UHB will continue to carry out Equality Impact Assessments on new and revised policies and make sure appropriate staff receive training and support to do this. Work will be developed by revising Equality Impact Assessment process to include all protected characteristics (currently it does not specifically include gender reassignment, marriage and civil partnership or pregnancy and maternity). Further, there will be improvements to how equalities evidence is used to inform assessments. Progress will be reviewed by making sure actions and tasks identified through the assessments are taken forward. This will be done by continuing to submit a six monthly progress report to the Board through the Workforce and Organisational Development Committee and the Equality Strategy Steering Group. An independent assessment of UHB process and the progress of equality actions will be undertaken by 31 March 2013. The UHB will give information on its actions by publishing a summary of the practical actions identified through the assessments carried out to date, and whether they have been delivered, in the Annual Equality Report. Training data information as to the numbers who have attended equality impact assessment training will be included. Areas where more work needs to be done will be identified. Assessing the impact of policies, procedures and practices (including decisions) is a positive opportunity to ensure that inclusive strategies, plan and processes are developed, and to ensure that decisions are based on robust evidence.

EMPLOYMENT INFORMATION AND STAFF TRAINING Data is currently collected relating to age, disability, ethnicity, gender, religion and sexual orientation status. Data is collected on women and men employed in relation to their job, banding, pay, contract type and working patterns. Data is collected when people apply to change position within the UHB, and on whether they were successful. Data is collected on grievance procedures, disciplinary procedures and employees who leave the organisation. Training applications and training undertaken are recorded. Staff are asked to provide information about any necessary reasonable adjustments required each year, and makes these adjustments. The UHB will continue to collect the data currently collected. However, the work will also be developed, by collecting data on those protected characteristics not currently collected in relation to UHB staff with effect from 2012/13. People will be told why and how the data will be used when it is collected. Only data that can be analysed to help identify potential inequalities, progress against equalities targets and identify how future work needs to be focused will be collected. Reports will be provided on these data (by protected characteristic), and what action any findings have resulted in, with effect from 2012/13. Progress will be reviewed by analysing the data collected each year and questioning what it reveals about potential inequalities. This will be published in the Annual Equality Report. EQUALITY INFORMATION The UHB does not want to intrude in a person’s personal life. It is, however, committed to creating an inclusive working environment for staff where everyone treats each other with fairness, respect, equality, dignity and autonomy. Staff should be able to fulfil their potential in a workplace free from discrimination, victimisation and harassment where diverse skills, perspectives and backgrounds are valued.

In order to achieve this, it is important to collect, store and analyse data relating to the workforce, to enable the organisation to work towards providing such a workplace. Without workforce monitoring it would be impossible to know whether UHB equal opportunities and workforce policies and practices are effective.

The UHB has started to monitor the composition of its workforce and will produce and publish comprehensive workforce reports for the Board and other stakeholders, including data on the protected characteristics where applicable. It is recognised that a diverse composition with a range of abilities, experience and skills is more likely to be considerate of the needs of the diverse community that we serve. The UHB is working towards being an organisation which reflects the diversity of the communities which it serves, through recruitment and by supporting and developing staff. The data provided in the equality workforce data reports will assist in the achievement of that aim. Applications from all sections of the community are welcomed, and the UHB advertises widely. The UHB recognises and accepts that treating people equally sometimes involves enabling people to work differently. Various policies exist that help ensure people are treated equally, including work-life balance and flexible working policies. An Accountability Equality Framework is under development, part of which will help the UHB identify changes that may be necessary towards making sure the organisation’s staff, Board and volunteers reflect the diversity of the population served. A wider diversity of applicants will continue to be encouraged. This includes continuing to work with the WG to recruit a wide range of people to the Board. The Framework will also provide other performance indicators that will assist in monitoring UHB effectiveness. The UHB will develop its work by collecting equalities data relating to all the protected characteristics from 2012/13. Recruitment and selection processes will be reviewed in 2012/13, including how the UHB lets people know about vacancies. When appropriate, information will be released through partner organisations with links to the people the UHB is trying to reach. Targeted work placement opportunities will be introduced. At least one of these will be offered in 2012/13. Because of the gaps identified to date, these placements will firstly be targeted through Black Voluntary Sector Network Wales. As UHB equalities evidence collection improves, this targeting will be reviewed in response to what the evidence reveals. Equalities data, collected on an annual basis, will be reviewed, and specific targeted or positive action initiatives to address any gaps taken. At the end of March 2013, there will be a review of the work placements

undertaken during the year. Learning from this pilot year, and the equalities data collected, will inform how the initiative is taken forward in 2013/14. The data will be published in the Annual Equality Report; this will also give examples of the work placements undertaken and state how that initiative will be taken forward. PAY DIFFERENCES There does not appear to be within the UHB any current instance of gender bias; it must be ensured that this remains the case by undertaking an annual audit. The UHB will review the existing grading structure; this will be done in 2011/12 and annually thereafter. The UHB will also promote awareness of job opportunities to non-traditional groups. This will be reviewed annually and will be reported on in the in the Annual Equality Report. PROCUREMENT Guidance and training is provided for staff who are responsible for procurement; this will continue. Work will be progressed by updating procurement guidance and training for staff to ensure that it complies with the Equality Act 2010 and the Welsh Language legislation; staff will be made aware of any changes. This will include ensuring that equality and Welsh language considerations are explicitly referred to in terms of contracting so as to enable the UHB to advance equality for everyone in Cardiff and the Vale of Glamorgan Progress will be reviewed by making sure guidance has been issued by the end of July 2012. An update will be provided in this respect in the Annual Equality Report. ANNUAL REPORTING, PUBLISHING, REVIEW AND ACCESSIBILITY The Annual Equality Report will, in accessible formats (such as Easy Read) and stated timescales, specifically set out:

• the steps the UHB has taken to identify and collect relevant information;

• how the UHB has used this information in meeting the three aims of the general duty;

• any reasons for not collecting relevant information; • a statement on the effectiveness of our arrangements for identifying

and collecting relevant information; • progress towards fulfilling each of the equality objectives in respect

of protected characteristics; • a statement on the effectiveness of the steps taken to fulfil each of

its equality objectives; • specified employment information, including information on training

and pay. The proposed UHB equality objectives will be published by 2 April 2012. If an equality objective needs to be revised at any time, the new version (or revisions) will be published as soon as possible after making any changes. Equality objectives will be reviewed at least every four years. CONCLUSION To meet its duties under the Equality Act 2010, the UHB has developed a set of Equality Objectives that determine the strategic direction which the organisation intends to take to ensure that all patients, service users, carers, volunteers and staff experience of the organisation is one that respects diversity and encourages inclusion. Appendix 1 sets out the proposed Equality Objectives following extensive consultation and engagement with the public and other stakeholders. Appendix 2 details the action plan and Appendix 3 sets out the Equality Impact Assessment. These can be located on the following link: http://www.cardiffandvaleuhb.wales.nhs.uk/board-meeting-6-march-2012 SOURCES OF INFORMATION 2020 Public Services Trust. Online or Inline: The future of Information & Communication Technology in public services NHS Equality Delivery System: NHS East Midlands. Available at: http://www.eastmidlands.nhs.uk/about-us/inclusion/eds/

http://www.cardiffandvaleuhb.wales.nhs.uk/board-meeting-6-march-2012�

http://www.eastmidlands.nhs.uk/about-us/inclusion/eds/�

Bate P, Robert G (2006). ‘Experience-based design: From redesigning the system around the patient to co-designing services with the patient’. Quality & Safety in Health Care, vol 15, pp 307–10. Bauman AE, Fardy HJ and Harris PG (2003). ‘Getting it right: why bother with patient centred care?’ The Medical Journal of Australia, vol 179, no 5, pp 253–6. Clark PA, Drain M, Malone MP (2003). ‘Addressing patients’ emotional and spiritual needs’. Joint Commission Journal on Quality and Safety, vol 29, no 12, pp 659–70. Coulter A, Ellins J (2007). ‘Effectiveness of strategies for informing, education and involving patients.’ British Medical Journal, vol 335, pp 24–7. Davies H, Nutley S, and Mannion R (2000). ‘Organisational culture and quality of health care’. Quality & Safety in Health Care, vol 9, pp 111–19. Delbanco TL (1996). ‘Quality of care through the patients’ eyes’. British Medical Journal, vol 313, pp 832–3. Department of Health (2008d). Real Involvement: Working with people to improve health services. London: Department of Health. Goodrich J, Cornwell J (2008). `The Point of Care Review Paper: Seeing the Person in the Patient.’ The King’s Fund Health Service Journal supplement 24th June 2010. The Patient will see you now: Rebalancing relationships between people who use services and those who provide them NHS Institute website re `Experience Based Design’. Available at: www.institute.nhs.uk/ebd (accessed February 2012) The Journal of Applied Behavioural Science. Toward More User Centric OD: Lessons from the Field of Experience-Based Design and a Case Study Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en

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www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports www.pfc.org.uk/pdf/EngenderedPenalties.pdf Engendered Penalties: Transgender and Transsexual People’s Experiences of Inequality and Discrimination www.pfc.org.uk/pdf/eurostudy.pdf Transgender EuroStudy: Legal Survey and Focus on the Transgender Experience of Health Care - An Online Survey of Inequalities and Discrimination experienced by Trans People in Europe www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf

http://www.equalityhumanrights.com/ea2010�

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Appendix 1

CARDIFF AND VALE UNIVERSITY HEALTH BOARD EQUALITIES OBJECTIVES

INTRODUCTION As part of meeting its duties under the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011, Cardiff and Vale University Health Board must develop and implement a set of Equality Objectives by 2 April 2012, in addition to having an action plan that sets out how these objectives can be met. This document sets out those Equality Objectives and related actions that Cardiff and Vale University Health Board (UHB) has chosen following extensive consultation and engagement with the public and other stakeholders. As well as ensuring that the UHB has a Strategic Equality Plan (SEP) together with the objectives and actions, the organisation has taken the opportunity to incorporate its Welsh Languages Scheme (WLS). The UHB, in order to streamline the process, has chosen to create a single set of objectives and actions in order to implement both policies. Thus, wherever possible, the objectives and actions are integrated across both policies so that their common aims are actioned together. This will assist in avoiding duplication and streamlining future project developments. The action plan has been developed from existing commitments in the UHB previous Single Equalities Scheme-FAIR CARE and other related policies together with actions from the WLS where there is crossover, together with new actions and targets relating to the new ‘protected characteristics’ covered by the Equality Act 2010. Where the SEP and WLS overlap, the action plan will note which of the Welsh Language Board's indicators are covered by that action. Where there was no overlap as the indicator was Welsh language specific, those are shown as actions in their own right. In developing the Equalities Objectives and the Action Plan, the UHB has demonstrated compliance with the requirements of the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 and the requirements

of the guidance on implementing Welsh Languages Schemes, issued under the Welsh Language Act 1993. It is important to note that all procurement, service provision and delivery will take account of the FREDA principles that support the Human Rights Act 1998. These principles are Fairness, Respect, Equality, Dignity and Autonomy. They will underpin all the work of the UHB. ENGAGEMENT The UHB started thinking about the equality objectives in November 2010 and took into account the priorities discussed at a November 2010 workshop held for stakeholders as well as the discussions held at the March 2011 Equalities Stakeholders Forum which included internal and external stakeholders. The objectives, which unknown to us at that time also matched in themes the English Equality Delivery System, were drafted, taking account of these and ongoing dialogue with others during the year. These discussions were used as part of the engagement during November and December 2011 in order to provide those present with a starting point for further discussion. Consultation and engagement sessions were held with the members of the following groups: Vale Dyspraxia Support Group, Carers UK - Vale of Glamorgan Branch, SCOPE, Older People’s Strategy Forum Age Discrimination Group, Older People’s Strategy Forum Executive Group, ABCD Cymru Information Sharing group, Vale People First Young People’s Group and Vale People First Leadership Team. Over one hundred Vale residents attended these sessions. In addition to these sessions two focus groups were held. The focus groups were attended by equalities professionals. The following public, voluntary and third sector groups were represented at the focus groups: Age Concern, Advocacy Matters, Disability Sport Wales, Citizens Advice Bureau, BAWSO, Welsh Women's Aid, MIND Cymru, FACE, Alzheimer's Society, Wales Assembly of Women, MS Society, Cardiff and the Vale Coalition of Disabled People, Atal Y Fro, Public Health Wales, Cardiff Gypsy Traveller Project and Transgender Wales. Thus there has been extensive consultation and discussions with various internal and external stakeholders. There will be a final phase of consultation and engagement during December and early January 2012. In addition, it is important to make clear, however, that the UHB is committed to an ongoing process of consultation and engagement, using various and tailored methods of communication for engagement with

stakeholders throughout the four-year lifetime of these objectives and action plan. Any necessary changes can be done on an annual basis following the review and evidence gathering undertaken for the Annual Report. THE EQUALITY OBJECTIVES The approach that has been used to develop the objectives and actions has taken into account the requirements of the statutory duties in Wales (re both Equality and Welsh), national evidence including the Equality Delivery System from England, the comments received during the consultation and engagement exercises over the past year, and also has linked in with existing partnership working, so as to take advantage of work already ongoing in Cardiff and the Vale and not create additional work where good practice is already being achieved. This has resulted in six “umbrella” goals under which the UHB can show its commitment to as wide a range of issues as possible. It is evident that they can perhaps be viewed as broad long term goals. The following S.M.A.R.T. (Specific; Measurable; Achievable; Realistic and Timely) equality objectives therefore represent the initial priority focus to assist in achieving these goals. The six objectives shows how the UHB’s own internal practices will develop and involve a great deal of collaborative working if it is to be successful in reaching these objectives.

Equality Objective 1

- Better health outcomes for all


- Improved patient access and experience


- Empowered, engaged and well-supported staff


- Inclusive leadership at all levels


- Addressing the Gender & other Protected Characteristic Pay Gap


- Corporate Compliance - Demonstrating Good Practice

Each objective comes with a related set of actions; some of these are not exclusive to this document but come from partner documents, for example from Cardiff City Council’s ‘What Matters’ and the Safer Vale Partnership. This is why each objective shows not only the internal service areas that can contribute towards it, but also lists links to other plans and stakeholders to demonstrate the wider ownership of this work. A number of the actions are also therefore not new ones, but are ongoing from previous Equality and Welsh Language Schemes. They are included here to demonstrate the work already being done by the UHB. Individual Directorates, service areas and divisions within the UHB will be responsible through the internal Accountability Equality Framework for ensuring that their own action plans cover the Equalities and Welsh Language issues; however, advice and guidance can be still be sought from the Equality Manager and the Welsh Language Officer. The Progress column of the related actions will be completed with information available by the end of March each year and will form part of the Annual Report the UHB is required to publish. Protected Characteristics Summary All the equality objectives, in the first instance, relate to all protected characteristics. For objective 1 ‘Better Health Outcomes for All’ it could be said that they will have a greater impact initially on the needs of those individuals whose protected characteristics have not been previously included in any of the previous schemes or other documentation that preceded the Equality Act 2010. This includes areas such as health assessment from an equalities viewpoint alongside the monitoring and analysing of data. The feedback from the discussions or debates will be monitored, to identify whether the debate is focused on any particular characteristics. If this is the case there will be questions as to why this is the case. It could point to a need for specific action to address particular issues or take advantage of specific opportunities, as it is known that there is a wealth of healthcare issues that have different impacts on people from different protected characteristics. If some protected characteristics appear neglected, we will proactively seek ways to address this inconsistency.

The first part of objective 2 – ‘Improved Patient Access and Experience’ – relates to all protected characteristics, but could have a greater impact on those with whom there has previously been no connection made. The second part of this objective relates more to disability and race. It is known that there are potential ways in which we could improve access and communication with people with protected characteristics. These should come to light as the UHB talks and listens to more people. The plan will be updated in April 2013 and may include specific actions relating to this objective. Equality objective 3 – Empowered, Engaged and Well-supported Staff and 4 – ‘Inclusive Leadership at all Levels’, relates to all protected characteristics. The UHB will ensure that this is the case by making sure all protected characteristics are covered in training, and in projects that will form part of the delivery of this plan. Especial care will be taken to make sure that protected characteristics that have not previously been a focus of UHB work are considered when training needs are being identified. The UHB will aim to train staff at their respective levels, ranging from general awareness through to managerial responsibilities, and working relationships, assisted by the UHB Personal Appraisal and Development Review, with particular focus on promoting the general duty. The UHB intends to monitor the training needs responses by protected characteristic. The knowledge and skills gaps analysis is expected to highlight skills gaps in relation to protected characteristics that have not been covered by previous legislation. For this reason the objective could have a greater impact on sexual orientation, religion or belief (or lack of belief) and transgender. But this will be closely monitored and included in the Annual Equalities Report. ‘Addressing the Gender & other Protected Characteristic Pay Gap’, equality objective 5, relates specifically to gender, though if appropriate it could take into account any of the protected characteristics. ‘Corporate Compliance- Demonstrating Good Practice’, objective 6, relates to all protected characteristics, but could be seen to have a greater impact on those with whom the UHB has not had a relationship in the past or where previous relationships will need to be improved. It could point to a need for specific action to address particular issues or take advantage of specific opportunities. If some protected characteristics appear neglected, the UHB will proactively seek ways to widen the debate, working with partners with expertise in those areas.

CARDIFF AND VALE UNIVERSITY HEALTH BOARD EQUALITIES ACTION PLAN 2012 - 2016

EQUALITY OBJECTIVE 1 - Better health outcomes for all

Objective To achieve better health outcomes for each individual taking

account of their protected characteristic(s) and tailoring our approaches based on need.

Outcome The UHB will achieve improvements in patient health, public health and patient safety for all, based on comprehensive evidence of needs and results.

Protected Characteristics / Other Equalities Issues covered

Race, sex, age, marriage or civil partnership, sexual orientation, disability, gender reassignment (including gender identity and gender expression), religion, belief or non belief, Welsh and other languages, carers with responsibility for any dependants.

Links to other Strategies and Plans

Operational Plan, Making a Difference, Corporate Health Standard (CHS) Programme, Cardiff and Vale University Health Board five year strategic plan, Health, Social Care and Well Being Strategy, Children and Young People’s Plan, Local Development Plan and the Safer Capital Action Plan, Dignity in Care, Action on Child Poverty Strategy. Fundamentals of Care. ‘Our Healthy Future’ (OHF strategic framework for Public Health in Wales Oct 2009. The Bevan Principles. Citizen Centred Governance Principles. Designed for Life: Creating World Class Health and Social Care for Wales in the 21st Century. The European Carter for Regional or Minority Languages. UHB Welsh Language Scheme. The Government of Wales Act 2006. Iaith Pawb: A national Action Plan for a Bilingual Wales. 1000 Lives Plus Campaign.

Links to UHB Division/Service Areas

Mental Health, Children & Women’s, Primary, Community intermediate Care and Older Persons Services, Dental, Clinical Diagnostics and Therapeutics, Medicine, Surgical Services, Specialist Services, Innovation and Improvement, Strategic and Service Planning, Capital and Asset Management, Financial Services, Procurement, Workforce and Organisational Development, Public Health, Governance, Patient Experience, Patient Safety and Quality

Evidence Base Feedback / satisfaction surveys / complaints from the public,

tourists etc. Targets/actions in UHB service area action plans. Accountability Equality Framework. Targets/action in plans under the remit of strategic partnerships on which the UHB sits.

Success Measure / Performance Indicators

• Annual report will record comparison of monitoring figures from baseline 2011 - 2012 data, in order to gauge changes

or improvement in the Performance Indicator results. • There is an increase in the satisfaction levels of

assessment and a reduction in levels of reported dissatisfaction.

• There is an increase in the satisfaction levels of service change and a reduction in levels of reported dissatisfaction.

Timeline Over the four year implementation period of the Strategic Equality Plan.

Stakeholders Patients, families, carers, members of the Board and other staff members. Volunteers. Partner agencies. Equality Stakeholders Forum members. UHB Stakeholders Reference Group. Equality Strategy Steering Group members. Equality Champions.

ACTION OUTCOME TIMETABLE

PROGRESS

1.1 The UHB will assess the health requirements of the local community and to commission and put in place the services to meet those needs considered necessary The UHB will monitor, and use regular, timely and accurate data in order for it to be able to identify areas where specific issues need to be tackled.

Services are commissioned, designed and procured to meet the health needs of individuals, groups or local communities, promote well-being, and reduce health inequalities

To be monitored and reported on an annual basis

1.2 The UHB will assess the health requirements of individual patients and put in place the services to meet those needs considered necessary

Individual patients’ health needs are assessed, and resulting services provided, in appropriate and effective ways


1.3 To make the transition as smooth as possible when referrals between services are made, and to include

Changes across services for individual patients are discussed with them, and


patients, families and carers in relevant discussions

transitions are made smoothly.

1.4 (i)

(ii)

(iii)

To treat you with a professional standard of care, by appropriately qualified and experienced staff, in a properly approved or registered organisation that meets required levels of safety and quality. To ensure that services are provided in a clean and safe environment that is fit for purpose based on national best practice. To ensure that service areas increase awareness of patients being provided with healthy and safe conditions and an environment free from discrimination, harassment or victimisation and that the reporting of hate crime or incidents is incorporated into their day-to-day work and activities

The safety of patients is prioritised and assured


1.5 To provide screening programmes as recommended by the UK National Screening Committee

Public health, vaccination and screening programmes reach and benefit all local communities and groups

Ongoing since October 2010 and will continue throughout the lifetime of the plan

EQUALITY OBJECTIVE 2 - Improved patient access and experience

Objective The UHB will improve accessibility and information, and deliver

the right services that are targeted, useful, useable and used in order to improve patient experience.

Outcome Patients can access UHB services, activities and information in English and Welsh, and also in other spoken languages and different formats (Braille, BSL, large print etc) as required.


Race, sex, age, marriage or civil partnership, sexual orientation, disability, gender reassignment (including gender identity and gender expression), religion, belief or non belief, Welsh and other languages, carers with responsibility for any dependants.


Corporate Health Standard (CHS) Programme, Operational Plan, Making a Difference, Corporate Health Standard (CHS) Programme, Cardiff and Vale University Health Board Five Year Strategic Plan, Health, Social Care and Well Being Strategy, Children and Young People’s Plan, Local Development Plan and the Safer Capital Action Plan, Dignity in Care, Action on Child Poverty Strategy. Fundamentals of Care. ‘Our Healthy Future’ (OHF strategic framework for Public Health in Wales Oct 2009. The Bevan Principles. Citizen Centred Governance Principles. Designed for Life: Creating World Class Health and Social Care for Wales in the 21st Century. The European Carter for Regional or Minority Languages. UHB Welsh Language Scheme. The Government of Wales Act 2006. Iaith Pawb: A national Action Plan for a Bilingual Wales.

Links to UHB Division/ Service Areas

Mental Health, Children & Women’s, Primary, Community intermediate Care and Older Persons Services, Dental, Clinical Diagnostics and Therapeutics, Medicine, Surgical Services, Specialist Services, Innovation and Improvement, Strategic and Service Planning, Capital and Asset Management, Financial Services, Procurement, Workforce and Organisational Development, Public Health, Governance, Patient Experience, Patient Safety and Quality. 1000 Lives Plus Campaign.

Evidence Base Feedback / satisfaction surveys / concerns from the public, patients, families, carers, etc. Targets/actions in UHB service area action plans. Accountability Equality Framework. Census 2011 data profiles, current translation data, surveys feedback and concerns data. Improved data on these issues for use by service areas in future project planning.


• Increased satisfaction levels in the accessibility of service locations once there.

• No. of accessible buildings. • Reduction in the number of concerns around inaccessibility

of UHB owned venues and locations. • Number of translation / interpretation / format requests • Number of interpreted meetings arranged • Increase in take up of services • Increased levels of customer satisfaction • Decrease in numbers of concerns on accessible format

issues

Timeline Annual report will record comparison of figures from baseline 2011 - 2012 data, in order to gauge changes or improvement in the Performance Indicator results.

Stakeholders Patients, families, carers, UHB Equality Manager and Welsh Language Officer, UHB Board members and other staff members, Partnership and contracted agencies, UHB Communications, UHB Patient Experience, UHB Stakeholders Reference Group, Cylch Meithrin Cymru (Welsh Language Nursery Circle), Welsh Language Network, Welsh Government. Older Persons Commissioner, Children’s Commissioner, BVNSW, Cardiff Vale and Valleys, Stonewall, local, regional and national Voluntary Sector Equality Organisations.


PROGRESS

2.1(i)

(ii)

To enable access to UHB services so that patients will not be refused access on unreasonable grounds Also WL Indicator 3 To ensure that Welsh Language issues are an integral part of all service development /delivery projects.

Patients, carers and communities can readily access information services, and should not be denied access on unreasonable grounds

Ongoing since October 2010. To continue 2012/13 to 2015/16 Ongoing since October 2010. To continue 2012/13 to 2015/16

2.3(i)

(ii)

To treat you with dignity and respect at all times, in accordance with your human rights To keep your confidential information safe and secure

Patients and carers report positive experiences of the UHB, where they are listened to and respected and their privacy and dignity is prioritised

To be published annually during the lifetime of this plan.

2.4 (i)

(ii)

(iii)

(iv)

(v)

To receive complaints about UHB services and ensure they are dealt with efficiently and to have it properly investigated

To provide you with the outcome of any investigation into your complaint.

To ensure you are treated with courtesy and the fact that you have complained will not adversely affect your future treatment. To ensure that when mistakes happen, to acknowledge them, apologize, explain what went wrong and put things right quickly and effectively. To ensure that the organisation learns lessons from complaints and claims and uses these to improve UHB services

Patients’ and carers’ complaints about services, and subsequent claims for redress, should be handled respectfully and efficiently

Updated Concerns system to provide greater level of detail from April 2012 onwards. Ongoing since October 2010. To continue 2012/13-2015/16 Ongoing since October 2010. To continue 2012/13 to 2015/16 Ongoing since October 2010. To continue 2012/13-2015/16 Ongoing since October 2010. To continue 2012/13-2015/16

EQUALITY OBJECTIVE 3 - Empowered, Engaged And Well-Supported Diverse

Workforce

Objective The UHB will take all possible steps to increase the diversity of its

workforce and the quality of the working lives of the all staff and volunteers, empowering and supporting them to better respond to patients’ and communities’ needs.

Outcome Individuals from all parts of the community feel that the UHB is a fair and inclusive employer and that staff responsive to the needs and concerns of all communities and groups.


Race, sex, age, marriage or civil partnership, sexual orientation, disability, gender reassignment (including gender identity and gender expression), religion, belief or non belief, Welsh and other languages, carers with responsibility for any dependants, pregnancy and maternity. 1000 Lives Plus Campaign.


UHB Recruitment and Selection Policies, Platinum Corporate Heath Standard, Equal Diversity & Human Rights Policy, UHB Workforce Strategy, UHB Medical Engagement Plan, UHB Specialist Services Divisional Workforce Plan, UHB Integrated Training & Development Strategy, UHB Maximising Potential Framework, UHB Personal Appraisal Development Review Framework, UHB Strategy and Framework for Volunteering Equality Act 2010 section 159. Fundamentals of Care. ‘Our Healthy Future’ (OHF strategic framework for Public Health in Wales Oct 2009. 1000 Lives Plus Campaign, The Bevan Principles. Citizen Centred Governance Principles. Designed for Life: Creating World Class Health and Social Care for Wales in the 21st Century. The European Carter for Regional or Minority Languages. UHB Welsh Language Scheme. The Government of Wales Act 2006. Iaith Pawb: A national Action Plan for a Bilingual Wales.


Mental Health, Children & Women’s, Primary, Community intermediate Care and Older Persons Services, Dental, Clinical Diagnostics and Therapeutics, Medicine, Surgical Services, Specialist Services, Innovation and Improvement, Strategic and Service Planning, Capital and Asset Management, Financial Services, Procurement, Workforce and Organisational Development, Public Health, Governance, Patient Experience, Patient Safety and Quality. 1000 Lives Plus Campaign.

Evidence Base Existing UHB workforce profile, Accountability Equality Framework. Census 2011 data on Cardiff and Vale.

Success Measure / • UHB employee profile data demonstrates diverse

Performance Indicators

workforce across service areas and salary grades as workforce profiles will match as closely as possible with the Cardiff and Vale population profiles.

• Production of anonymised Equalities and Welsh languages quarterly staffing reports based on ongoing data collection and cleansing exercises

• Six monthly Workforce profiles used to produce an annual comparison for the SEP Annual Report.

• Annual Training Report published with types of courses offered and numbers of staff trained being recorded and analysed.

• UHB volunteer profile data demonstrates diversity across service areas match as closely as possible with the Cardiff and Vale population profiles

Timeline Quarterly workforce profiles published internally. Annual

Monitoring and Improvement Report will summarise and publish changes over the previous year, internally and externally.

Stakeholders UHB HR staff, UHB Equality Manager, Welsh Language Officer, UHB Board members, ESSG members, Workforce and Organisational Development staff, Communications Team, Staff representatives. UHB Equality Stakeholders Forum members.


PROGRESS

3.1 To provide all staff with clear roles and responsibilities that makes a difference to patients, their families and carers and communities. Also WL Indicator 5

Our analysis leads to our Recruitment and selection processes being fair, inclusive and transparent so that the workforce becomes as diverse as it can be within all occupations and grades.

Quarterly information reports to the ESSG and a relevant section in the annual Equalities Report and Welsh Language Scheme Report.

3.2 To ensure that staff have a fair pay and contract framework

Levels of pay and related terms and conditions are fairly determined for all posts, with staff doing equal work and work rated as of equal value being entitled to equal pay

Current practice since October 2010 and will continue through to 2015/2016

3.3 (i)

(ii)

(iii)

(iv)

To provide all staff with learning and development opportunities that make a positive difference to patients, their families and carers and communities. To raise the awareness of bilingual requirements amongst new and existing staff through Corporate Induction and other methods and materials Also WL Indicator 8 To provide all staff with personal development, access to appropriate training for their jobs and line management support to succeed. To undertake a corporate exercise with HR and Service Managers to identify posts or teams where Welsh skills would be essential: and other languages skills e.g. BSL where relevant. Also WL Indicator 6

Through support, training, personal development and performance appraisal, staff are confident, competent and inclusive in their work and so that services are commissioned or provided appropriately Staff, as appropriate, have access to mentoring or other further development opportunities as described in their personal development plans.

Current practice since October 2010 and will continue through to 2015/2016 Current practice but will reviewed during 20212/2013 Current practice but will reviewed during 20212/2013 Incremental Exercise to be completed by March 2014, using the payroll data available from the Welsh Language Skills Staff Audit .

3.4 (i)

(ii)

To ensure that staff have healthy and safe working conditions and an environment free from discrimination, harassment or victimisation. To offer staff the opportunity to form their own workplace support networks for specific groups both for mutual support and in order to provide the ESSG and other groups with suggestions and comments.

Staff are free from abuse, harassment, bullying, violence from both patients and their relatives and colleagues, with redress being open and fair to all

LGBT group established and other groups agreed in principle during 2011, other possible groups to follow similar models from April 2012. LGBT group established and other groups agreed in principle during 2011, other possible groups to follow similar models from April 2012.

3.5 To ensure that staff have a good working environment with flexible working opportunities, consistent with the needs of patients and with the way that people live their lives.

Flexible working options are made available to all staff, consistent with the needs of the service, and the way that people lead their lives. (Flexible working may be a reasonable adjustment for disabled members of staff or carers.)

Current practice since 2010 and will continue through to 2015/2016

3.6 To provide support and opportunities for staff to maintain their health, well-being and safety

The workforce is supported to remain healthy, with a focus on working with third sector and community groups and organisations addressing major health and lifestyle issues that affect individual staff and the wider population


EQUALITY OBJECTIVE 4 - Inclusive leadership at all levels

Objective

Ensuring everyone in the UHB is included in playing their part in advancing equality, including fostering good relations between people who share protected characteristics and those who do not.

Outcome

The Board will ensure that equality is everyone’s business, and everyone is expected to take an active part, supported by the work of specialist equality leaders and champions


Race, disability, Sex, age, marriage or civil partnership, gender reassignment (including gender identity and gender expression), religion, belief or non belief, Welsh and other languages, nationality, carers with responsibility for any dependants, pregnancy and maternity.


Our Healthy Future’ (OHF strategic framework for Public Health in Wales Oct 2009. Fundamentals of Care. The Bevan Principles. Citizen Centred Governance Principles. Designed for Life: Creating World Class Health and Social Care for Wales in the 21st Century. The European Carter for Regional or Minority Languages. UHB Welsh Language Scheme. The Government of Wales Act 2006. Iaith Pawb: A national Action Plan for a Bilingual Wales. 1000 Lives Plus Campaign.


Mental Health, Children & Women’s, Primary, Community intermediate Care and Older Persons Services, Dental, Clinical Diagnostics and Therapeutics, Medicine, Surgical Services, Specialist Services, Innovation and Improvement, Strategic and Service Planning, Capital and Asset Management, Financial Services, Procurement, Workforce and Organisational Development, Public Health, Governance, Patient Experience, Patient Safety and Quality

Evidence Base

Board training and development days. Accountability Equality Framework


Accountability Equality Framework. Personal Appraisal and Development Reviews. Team and Local Briefings.

Timeline Over the four year implementation period of the Strategic Equality Plan.

Stakeholders UHB HR staff, UHB Equality Manager, Welsh Language Officer, Board members, ESSG members. Equality Champions


PROGRESS

4.1 To ensure that people who use UHB services benefit from safe quality care, treatment and support, due to effective decision making and the management of risks to their health, welfare and safety

Boards and senior leaders will have undergone equality training so that they can conduct and plan their business so that equality is advanced, and good relations fostered within the organisation and beyond.


4.2 To recognise the diversity, values and human rights of staff through the use of the Accountability Equality Framework

Middle managers and other line managers support and motivate their staff to work in culturally competent and inclusive ways within a work environment free from discrimination and where all such practices are actively challenged by all staff.

Development of the framework has begun.

4.3 Create opportunities, such as at induction and equality training events to discuss and debate equality and diversity and share information and best practice.

The organisation uses the Knowledge and Skills Framework Core Dimension 6 to recruit, develop and support strategic leaders to advance equality outcomes


EQUALITY OBJECTIVE 5 - ADDRESSING THE GENDER & ANY OTHER PROTECTED CHARACTERISTIC PAY GAP

Objective

To reduce any gender or other protected characteristic pay gap over 4 years by addressing the causes through making changes to pay policies and practices that are found to be a contributory factor to any inequality in pay.

Outcome

To have in place fair, open and transparent pay, grading, remuneration and recruitment strategies and plans so that the reduction in any pay gap is achieved.


Race, disability, Sex, age, marriage or civil partnership, gender reassignment (including gender identity and gender expression), religion, belief or non belief, Welsh and other languages, carers with responsibility for any dependants, pregnancy and maternity.


UHB Recruitment and Selection Policies, Workforce Strategy, Operational Plan, Equality Act 2010 section 159. Our Healthy Future’ (OHF strategic framework for Public Health in Wales Oct 2009. The Bevan Principles. Citizen Centred Governance Principles. Designed for Life: Creating World Class Health and Social Care for Wales in the 21st Century. The European Carter for Regional or Minority Languages. UHB Welsh Language Scheme. The Government of Wales Act 2006. Iaith Pawb: A national Action Plan for a Bilingual Wales. 1000 Lives Plus Campaign.


Human Resources, Governance, Workforce and Organisational Development.

Evidence Base

Existing UHB workforce profile, UHB employment data and annual audit


• Reduction in the % gender or any other protected characteristic related pay gap for Cardiff and Vale University Health Board over the 4 year period of the plan.

Timeline Over the four year implementation period of the Strategic Equality

Plan.

Stakeholders UHB HR staff, UHB Equality Manager, Staff side representatives, Welsh Language Officer and other staff, Board members,


PROGRESS

5.1 Implement the findings of Agenda for Change.

Pay and grading structures in the UHB are open and transparent.


5.2 Make changes to pay policies and practices that are found to be a contributory factor to any identified inequality in pay.

Pay and grading structures and recruitment practices in the UHB treat all staff and applicants equally, regardless of gender.

Ongoing and further work as part of the review of the Workforce Strategy

5.3 Raise awareness of job opportunities and business opportunities to non-traditional groups (i.e. not stereotyping jobs to gender or other protected characteristic).

Greater gender (and other protected characteristic) diversity across service areas.

2012/13 and then annually

EQUALITY OBJECTIVE 6 - CORPORATE COMPLIANCE - DEMONSTRATING GOOD

PRACTICE Objective To ensure that the UHB complies with its legal duties as well as

organisational policies and actions.

Outcome The UHB demonstrates compliance with its duties, and receives positive feedback from the relevant monitoring bodies on its annual reports, progress against the objectives and actions and whose good reputation is enhanced.


Race, sex, age, marriage or civil partnership, sexual orientation, disability, gender reassignment (including gender identity and gender expression), religion, belief or non belief, Welsh and other languages, carers with responsibility for any dependants, pregnancy and maternity.


Corporate Health Standard (CHS) Programme. Dignity in Care Financial and Procurement Plans. Fundamentals of Care. Our Healthy Future’ (OHF strategic framework for Public Health in Wales Oct 2009. The Bevan Principles. Citizen Centred Governance Principles. Designed for Life: Creating World Class Health and Social Care for Wales in the 21st Century. The European Carter for Regional or Minority Languages. UHB Welsh Language Scheme. The Government of Wales Act 2006. Iaith Pawb: A national Action Plan for a Bilingual Wales. 1000 Lives Plus Campaign.


Finance, Procurement, Human Resources, Patient experience, Planning, Capital and Estates, Governance, Workforce & Organisational Development, Innovation and Improvement

Evidence Base Committee reports contain Equalities-related information. Accountability Equality Framework. Evidence of EQIAs published. Information analysed and report on in the Annual Monitoring and Service Improvement Reports.


• Annual reports published on time, after due internal scrutiny and consideration.

• Number of EQIAs completed and published per year. • Accountability Equality Framework reports demonstrates

service areas is mainstreaming Equalities and Welsh languages issues.

• Number of concerns that contain Equalities or Welsh language element.

• Levels of third party contract compliance.

Timeline Annual Report will summarise changes over the previous year. Stakeholders Board, Workforce & Organisational Committee, ESSG.

Governance, Divisional Leads, Heads of Partnerships, Heads of Services. Managers.


PROGRESS

6.1 To ensure that arrangements are in place to strategically monitor the progress of the Strategic Equality Plan (SEP) and Welsh and other languages Scheme (WLS) and to produce annual monitoring and improvement reports on the progress achieved and any areas of concern, and overall compliance with statutory duties.

Annual reports submitted for approval to the WOD Committee via the ESSG internally and then submitted to the relevant bodies. Ad hoc information reports to be produced where relevant or where specifically requested.

This will begin 2012. All related annual reports will be published bilingually on the website and will be available in Welsh and other languages or formats on request.

6.2 To adopt and implement a standing element that reports presenting new or updated policies and initiatives to carry an assessment of the likely impact of the Equality and Welsh language issues. Also WL Indicator 1

Reports demonstrate clear links to the Equalities and Welsh agenda.

In operation since September 2010 and revised in September 2011.

6.3 To produce a corporate list of policies, strategies and plans and update the list regularly.

Updated list produced and made available quarterly in appropriate and alternative formats.

Updating work begun in 2011, quarterly updates from 2012/2013 onwards.

6.4 Each service to ensure that it has equality targets in its Service Improvement Plan (SIP). Also WL Indicator 4

Using SIP reports and EQIAs undertaken, services will mainstream Equalities issues in their own action plans.

Annually from 2011/2012.

6.5 Undertake annual Equality

audit of all Service Improvement Plans to establish progress each service has made.

Report produced showing good practice and areas for improvement for following year.

September / October annually.

6.6 Each service area to undertake Equality Impact Assessments (EQIAs) on all policies. Also WL Indicator 1

EQIAs undertaken and published.

Annually from 2011/2012 once corporate list is in place.

6.7 To monitor the number and type of complaints received that contain an Equalities aspect and whether they are dealt with in accordance with corporate standards and provide appropriate training if required. Also WL Indicator 9

Complaints reporting will be part of the annual report.

Updated Concerns system to provide greater level of detail from 2012 onwards.

6.8 To ensure that UHB contract specifications include an Equalities and Welsh Language questionnaire and include Equality and Welsh language expectations as standard information. Also WL Indicator 2

All contractors are aware of their Equalities and Welsh language responsibilities when discharging functions on behalf of the UHB.

Updated contract questionnaire and Equality and Welsh Language Procurement statement in force from March 2012.

Equality Impact Assessment

Form 1: Preparation

Part A must be completed at the beginning of a Policy/function/strategy development or review, and for every such occurrence. (Refer to the Step-by-Step Guide for additional information). Step 1 - Preparation 1.

Title of Policy - what are you equality impact assessing?

Equality Objectives and Strategic Action Plan

2.

Policy Aims and Brief Description - what are its aims? Give a brief description of the Policy (The What, Why and How?)

As part of meeting its duties under the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011, Cardiff and Vale University Health Board must develop and implement a set of Equality Objectives by 2nd April 2012, in addition to having an action plan that sets out how these objectives can be met. This document sets out those Equality Objectives and related actions that Cardiff and Vale University Health Board (UHB) has chosen following extensive consultation and engagement with the public and other stakeholders. As well as ensuring that the UHB has a Strategic Equality Plan (SEP) together with the objectives and actions, the organisation has taken the opportunity to incorporate its Welsh Languages Scheme (WLS). The UHB, in order to streamline the process, has chosen to create a single set of objectives and actions in order to implement both policies. Thus wherever possible the objectives and actions are integrated across both policies so that their common aims are actioned together. This will assist in avoiding duplication and streamlining future project developments.

Step 1 - Preparation The action plan has been developed from existing commitments in the UHB's previous Single Equalities Scheme-FAIR CARE and other related policies together with actions from the WLS where there is crossover, together with new actions and targets relating to the new ‘protected characteristics’ covered by the Equality Act 2010.

Where the SEP and WLS overlap, the action plan will note which of the Welsh Language Board's indicators are covered by that action. Where there was no overlap as the indicator was Welsh language specific, those are shown as actions in their own right.

In developing the Equalities Objectives and the Action Plan, the UHB has demonstrated compliance with the requirements of the Equality Act 2010 (Statutory Duties) (Wales) Regulations 2011 and the requirements of the guidance on implementing Welsh Languages Schemes, issued under the Welsh Language Act 1993.

It is important to note that all procurement, service provision and delivery will take account of the FREDA principles that support the Human Rights Act 1998. These principles are Fairness, Respect, Equality, Dignity and Autonomy. They will underpin all the work of the UHB.

3.

Who Owns/Defines the Policy? - who is responsible for the Policy/work?

Director of Workforce and Organisational Development

Step 1 - Preparation

4.

Who is Involved in undertaking this EQIA? - who are the key contributors to the EQIA and what are their roles in the process?

Equality Manager

5.

Other Policies - Describe where this Policy/work fits in a wider context. Is it related to any other policies/activities that could be included in this EQIA?

Equality, Diversity & Human Rights Policy, Operational Plan, Making a Difference, Corporate Health Standard (CHS) Programme, Cardiff and Vale University Health Board five year strategic plan, Health, Social Care and Well Being Strategy, Children and Young People’s Plan, Local Development Plan and the Safer Capital Action Plan, Dignity in Care, Action on Child Poverty Strategy. Fundamentals of Care. ‘Our Healthy Future’ (OHF strategic framework for Public Health in Wales Oct 2009. The Bevan Principles. Citizen Centred Governance Principles. Designed for Life: Creating World Class Health and Social Care for Wales in the 21st Century. The European Carter for Regional or Minority Languages. UHB Welsh Language Scheme. The Government of Wales Act 2006. Iaith Pawb: A national Action Plan for a Bilingual Wales. 1000 Lives Plus Campaign.

Step 1 - Preparation 6.

Stakeholders - Who is involved with or affected by this Policy?

All patients, staff, volunteers, contractors and relevant third sector organisations.

7.

What factors may contribute to the outcomes of the Policy? What factors may detract from the outcomes? These could be internal or external factors.

The equality objectives and strategic equality plan are likely to impact on other policies and practices as information, knowledge and understanding of issues affecting people with protected characteristics improves during the maximum four year period that these equality objectives will be in place though they can be changed within that time period, if necessary. It is expected that improved data collection and involvement of protected groups in policy development will lead to more robust equality impact assessments. Other factors that will affect any successful outcome include human and financial resources such as staff training and translation/interpretation costs. The actions identified in the objectives and plan will have to be completed within existing resources.

Form 2: Evidence Gathering

Equality Strand

Evidence Gathered Does the evidence apply to the following with regard to this Policy/work? Tick as appropriate.

Race

All the below were last accessed on 20 February 2012 and all indicated the positive impact of having clear objectives and strategic plans of action to ensure better outcomes. Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en including A Statistical Focus on Ethnicity in Wales www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports and Easy Read: Gypsies and Travellers: Simple ways to live together www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011 www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf

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Disability

Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports

Eliminating D

iscrimination and Elim

inating Harassm

ent

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Promoting Equality of O

pportunity

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Promoting G

ood Relations and Positive A

ttitudes

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Encouraging participation in Public Life √

Take account of difference even if it involves treating some individuals m

ore favourably*

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http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en


http://www.equalityhumanrights.com/ea2010


http://www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf







such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf

Gender issues

Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports www.pfc.org.uk/pdf/EngenderedPenalties.pdf Engendered Penalties: Transgender and Transsexual People’s Experiences of Inequality and Discrimination

www.pfc.org.uk/pdf/eurostudy.pdf Transgender EuroStudy: Legal Survey and Focus on the Transgender Experience of Health Care - An Online Survey of Inequalities and Discrimination experienced by Trans People in Europe www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf http://wales.gov.uk/consultations/businessande

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http://www.pfc.org.uk/pdf/EngenderedPenalties.pdf

http://www.pfc.org.uk/pdf/eurostudy.pdf








conomy/110222eiaconsultation/?lang=en&status=closed

Sexual Orientation

Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports including Sexual orientation and the workplace www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf http://wales.gov.uk/consultations/businessandeconomy/110222eiaconsultation/?lang=en&status=closed

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Age

Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports including Age isn't an issue: an employer's guide to a 21st Century workforce

www.pfc.org.uk/pdf/EngenderedPenalties.pdf Engendered Penalties: Transgender and

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Transsexual People’s Experiences of Inequality and Discrimination www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf http://wales.gov.uk/consultations/businessandeconomy/110222eiaconsultation/?lang=en&status=closed

Religion or Belief

Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports including Religion or belief and the workplace by ACAS www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf http://wales.gov.uk/consultations/businessandeconomy/110222eiaconsultation/?lang=en&status=closed

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Welsh

Language

Welsh Government Equality Evidence Guides http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports including Who runs Wales? 2009 www.equalityhumanrights.com/ea2010 for the Commission’s guidance and research reports such as ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf http://wales.gov.uk/consultations/healthsocialcare/words/?lang=en

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People have a human right to: life; not to be tortured or treated in a degrading way; to be free from slavery or forced labour; to liberty; to a fair trial; not to be punished without legal authority; to respect for private and family life, home and correspondence; to freedom of thought, conscience and religion; to freedom of expression and of assembly; to marry and found a family and to not be discriminated against in relation to any of the rights contained in the European Convention.

Human Rights

The objectives and plan adheres to the principles and articles of the Human Rights Act 1998 as applicable to the legislation and expressed with the document particularly in regard to inhumane or degrading treatment, to freedom of thought, conscience and religion and to respect for private and family life, home and correspondence. In regard to respect for private and family life, home and correspondence case law (Department of Health v IC & Pro-Life Alliance 2008) establishes that statistical data that does not, on the face of the data, identify specific individuals, is not personal data for DP purposes. However we will be mindful that in cases involving low numbers there is potential that statistical data will allow specific individuals to be identified and that this will be unfair. In regard to inhumane or degrading treatment, ‘Close to home: An inquiry into older people and human rights in home care’ also indicates the positive impact of having policies and practices that explicitly mention human








http://wales.gov.uk/consultations/healthsocialcare/words/?lang=en

http://wales.gov.uk/consultations/healthsocialcare/words/?lang=en

rights

* This column relates only to Disability due to the specific requirement in the Equality Act 2010 to treat disabled people more favourably to achieve equal outcomes. This is not applicable to the other equality strands.

Form 3: Assessment of Relevance and Priority

Equality Strand

Evidence: Existing evidence to suggest

some groups affected. Gathered from Step 2.

(See Scoring Chart A)

Potential Impact: Nature, profile, scale, cost, numbers

affected, significance. Insert one overall score (See Scoring Chart B)

Decision: Multiply ‘evidence’ score by

‘potential impact’ score. (See Scoring Chart C)

Race

3 3 9

Disability

3 3 9

Gender

3 3 9

Sexual Orientation

3 3 9

Age

3 3 9

Religion or Belief

3 3 9

Welsh Language

3 3 9

Human Rights

3 3 9

3 Existing data/research -3 High negative -6 to -9 High Impact (H) 2 Anecdotal/awareness data only -2 Medium negative -3 to -5 Medium Impact (M) 1 No evidence or suggestion -1 Low negative -1 to -2 Low Impact (L) 0 No impact 0 No Impact (N) +1 Low positive 1 to 9 Positive Impact (P) +2 Medium positive +3 High positive

Scoring Chart A: Evidence Available Scoring Chart B: Potential Impact Scoring Chart C: Impact Decision

FORM 4: (Part A) Outcome Report

Policy Title: Equality Objectives and Strategic Action Plan

Organisation: Cardiff and Vale University Health Board

Name:

Title:

Department:

Keithley Wilkinson

Equality Manager

Organisational Development

Summary of Assessment:

The assessment clearly indicates that the equality objectives contained within the strategic equality plan are not only intended to have a positive effect on how services are delivered but if implemented properly will have good outcomes. They aim to improve the way the UHB understands patient, carers, staff and volunteer needs and provide access to services, reflecting the concerns of people with protected characteristics.

Decision to Proceed to Part B Equality Impact Assessment:

No

Please record reason(s) for decision There is no need to explore existing evidence or to obtain/consider new evidence as there has been a lot of work undertaken to gather evidence. There has also been extensive consultation and engagement. The impact of the objectives and plan across the equality strands/protected characteristics are so positive that no alternative approaches need to be considered at this time.

Action Plan You are advised to use the template below to detail any actions that are planned following the completion of Part A or Part B of the EqIA Toolkit. You should include any remedial changes that have been made to reduce or eliminate the effects of potential or actual adverse impact, as well as any arrangements to collect data or undertake further research. Action(s)

proposed or taken

Reasons for action(s)

Who will benefit?

Who is responsible for this action(s)?

Timescale

1. What changes

have been made as a result of the EQIA?

We have changed some of the language of the objectives to make them more accessible. Please see separate strategic equality action plan that accompany the equality objectives

Aside from the legal requirement to have such a plan the UHB wanted to demonstrate that it was listening to its stakeholders

All who have or who are carers , relatives or work with those who have any of the protected characteristics stated in the legislation

All Board members, staff, volunteers and contractors who are involved in the work of the UHB.

Already completed within the documentation. Please see individual actions contained in the plan.

2. Where a Policy

may have differential impact on certain groups, state what arrangements are in place or are proposed to mitigate these impacts?

Aside from the legal requirement to have such a plan the UHB wanted to demonstrate that it was listening to its stakeholders

All the appropriate people who have or who are carers , relatives or work with those who have any of the protected characteristics that are impacted upon.

All Board members, staff, volunteers and contractors who are involved in the work of the UHB.

Please see individual actions contained in the plan.

3. Justification: For

when a policy may have adverse impact on certain groups, but there is good reason not to mitigate.

Not Applicable

Not Applicable

Not Applicable

Not Applicable

Not Applicable

4. Describe any

mitigating actions taken?

Not Applicable

Not Applicable

Not Applicable

Not Applicable

5. Provide details of

any actions planned or taken to promote equality.

The Plan clearly states that the policy is applicable to all as appropriate to individual protected characteristics, service area and organisational circumstances We would provide copies of the document in alternative formats, including Welsh.

Cardiff & Vale UHB want to be explicit about its commitment to the equality agenda/legislation. To ensure that are policies are accessible to all

Patients will be primary benefit which will impact positively on their families and/or carers as applicable Any individual making the request as well as the organisations reputation.

Already stated within the Strategic Equality Action Plan document.

Date:

20 February 2012

Monitoring Arrangements:

The plan will be monitored by the Equality Strategy Steering

Group through the use of the Accountability Equality

Framework reporting structure.

We will also utilise the requirement to report and publish

annually to analyse and report any issues ensuring equality

of access.

Review Date:

There is an option for the objectives and plan to be

reviewed in the first year of its four year lifespan. This

opportunity will be taken in March 2013. Thereafter it will be

reviewed in March 2016.

Signature of all

Parties:

Keithley Wilkinson KGWilkinson

AMCANION CYDRADDOLDEB A CHYNLLUN GWEITHREDU

STRATEGOL RHAGARWEINIAD Y Cynllun Cydraddoldeb Strategol hwn (y Cynllun) yw’r cyntaf o’i fath i gael ei ddatblygu gan Fwrdd Iechyd Prifysgol Caerdydd a’r Fro (BIP) ac mae wedi ei gysylltu i’r cynllun strategol pum mlynedd. Mae’r Cynllun hwn yn egluro i aelodau’r cyhoedd, aelodau’r Bwrdd, staff a sefydliadau partner sut y bwriada’r BIP gyflawni ei ymrwymiadau Cydraddoldeb a pharhau i fod yn sefydliad cynhwysol sydd ddim yn goddef gwahaniaethu, aflonyddu nac erledigaeth o unrhyw fath. Mae’n adeiladu ar gynlluniau Cydraddoldeb blaenorol sydd wedi bod ar waith ers nifer o flynyddoedd, ac yn dwyn ynghyd y rhwymedigaethau statudol perthnasol fel sy’n ofynnol yng Nghynllun Cydraddoldeb Sengl - GOFAL TEG presennol y BIP. Mae hefyd yn cynnwys yn uniongyrchol ymrwymiad llawer ehangach i faterion Cydraddoldeb eraill ac i ddiogelu a hyrwyddo hawliau dynol, o ganlyniad i gyflwyniad Deddf Cydraddoldeb 2010. Yn unol â deddfwriaeth flaenorol, i raddau helaeth, mae’r gwaith a gyflawnwyd gan y BIP wedi canolbwyntio ar nodweddion gwarchodedig y mae data eisoes wedi ei gasglu ar eu cyfer a rhai sydd wedi eu cwmpasu yn y Cynllun Cydraddoldeb Sengl - GOFAL TEG. Datblygwyd y cynllun hwn dros y flwyddyn ddiwethaf drwy gynnwys cyfranogiad pobl leol, meysydd gwasanaeth o fewn y BIP, y sector cyhoeddus ehangach, sefydliadau cydraddoldeb a'r Trydydd Sector; mae hyn wedi cefnogi’r BIP i ddeall ymhellach yr ystod lawn o faterion cydraddoldeb a datblygu cynllun gweithredu drwy ba un y gellir mynd i’r afael â’r materion. Amlinellir yr amcanion hyn yn Atodiad 1 gyda’r cynllun gweithredu cefnogol yn Atodiad 2. Y BIP A’I YMRWYMIAD CYDRADDOLDEB Mae’r BIP bob amser yn ymdrechu i roi cleifion yn gyntaf. Mae’r BIP yn gweithredu yn un o’r ardaloedd mwyaf amrywiol o ran diwylliant ac ethnigrwydd yng Nghymru. Mae rhanddeiliaid, yn cynnwys y cyhoedd, cleifion ac aelodau staff yn disgwyl i’r BIP fod yn rhagweithiol ynglŷn â chydraddoldeb, amrywiaeth a hawliau dynol yn ogystal â bodloni ei

rwymedigaethau o dan ddeddfwriaeth cydraddoldeb a hawliau dynol. Mae'r BIP yn cydnabod bod ganddo hefyd rwymedigaeth gymdeithasol, moesol a moesegol i hyrwyddo cyfle a chanlyniadau cyfartal, meithrin cysylltiadau da a dileu gwahaniaethu, erledigaeth ac aflonyddwch a chynnal egwyddorion hawliau dynol. Mae’r adroddiad hwn yn amlinellu ymrwymiad y BIP i hyrwyddo cydraddoldeb, amrywiaeth a hawliau dynol mewn perthynas â chyflogaeth, darpariaeth gwasanaeth, nwyddau a chyflenwyr nwyddau, contractwyr ac asiantaethau partner. Bydd y BIP yn sicrhau, cyn belled ag sy’n rhesymol ymarferol, bod sut y caiff gwasanaethau eu darparu i’r cyhoedd a sut y caiff staff, cleifion ac eraill eu trin yn adlewyrchu eu hanghenion unigol ac nid yw’n gwahaniaethu, aflonyddu nac erlyn unigolion neu grwpiau. Mae’r egwyddorion hyn yn rhedeg drwy ein holl waith ac fe’u gwelir yng ngwerthoedd craidd y BIP, Polisi Cydraddoldeb, Amrywiaeth a Hawliau Dynol, polisïau cyflogi staff, safonau gwasanaeth a'r Cynllun Cydraddoldeb Sengl - GOFAL TEG presennol. Mae’r cyfrifoldeb am weithredu’r cynllun ar yr holl weithwyr, aelodau’r Bwrdd, gwirfoddolwyr, asiantau neu gontractwyr sy’n darparu gwasanaethau neu’n gwneud gwaith ar ran y BIP. Mae’r BIP yn gwrthwynebu pob ffurf ar wahaniaethu na ellir ei gyfiawnhau ac yn cydnabod bod rhai grwpiau ac unigolion mewn cymdeithas yn dioddef gwahaniaethu annheg mewn cyflogaeth ac yn eu cysylltiad â gwasanaethau cyhoeddus. Gall gwahaniaethu fod ar ffurf trin pobl yn llai ffafriol oherwydd eu hoedran, lliw, diwylliant, anabledd, tarddiad ethnig, rhyw, ailgyfeiriad rhyw, iaith, anffurfiad wyneb, statws priodasol neu bartneriaeth sifil, cenedlaetholdeb, statws gyrfa, materion beichiogrwydd neu famolaeth, cyfrifoldeb dros ddibynyddion, cyfeiriadedd rhywiol, dosbarth cymdeithasol, crefydd, cred neu ddiffyg cred neu safbwyntiau gwleidyddol. Gall hefyd godi o fethu â rhoi ystyriaeth i wahaniaethau rhwng pobl a grwpiau a all ddeillio ar rwystrau mewn cyrchu gwasanaethau neu gyfleoedd. Cynhaliwyd Asesiad Effaith Cydraddoldeb ac ymgorfforwyd adborth i’r cynllun hwn fel bo’n briodol. Cafodd unrhyw effaith bosibl neu effaith wirioneddol y gall y polisi hwn ei gael ar grwpiau mewn perthynas â rhyw, mamolaeth a beichiogrwydd, materion priodas neu bartneriaeth sifil, hil, anabledd, cyfeiriadedd rhywiol, yr iaith Gymraeg, anffurfiad, crefydd, cred neu ddiffyg cred ei harchwilio. Canfu'r asesiad y bu effaith gadarnhaol fawr iawn ar unigolion a grwpiau. Nodwyd y newidiadau a’r camau gweithredu oedd eu hangen i leihau unrhyw effaith negyddol er

mwyn sicrhau ein bod yn bodloni ein cyfrifoldebau o dan ddeddfwriaeth cydraddoldeb, iaith Gymraeg a hawliau dynol. Mae’r BIP yn cydnabod pwysigrwydd cydymffurfio â deddfwriaeth cyflogaeth y DU a’r UE, ac yn cydnabod y caiff gwahaniaethu ei ddiffinio o fewn fframwaith cyfraith Prydain ac Ewrop mewn termau gwahaniaethu anuniongyrchol ac uniongyrchol, aflonyddu ac erledigaeth. Fodd bynnag, mae’n cydnabod y gallai sawl ffurf ar anghydraddoldeb fod yn sefydliadol ac yn cael eu mynegi fel patrymau o ymddygiad sefydliadol sy’n ymddangos fel pe baent yn dderbyniol. Bydd felly’n cymryd unrhyw gamau angenrheidiol i ganfod a mynd i’r afael ag allgau, aflonyddu, ymylu a cham-fanteisio sefydliadol ar grwpiau ac unigolion. Mae’r BIP eisiau creu enw da am ddangos arfer rhagorol ym maes cyflenwi gwasanaeth a chysylltiadau cyflogaeth a bydd yn gweithio i sicrhau bod egwyddorion cydraddoldeb, amrywiaeth a hawliau dynol, yn eiddo i, yn cael eu gwerthfawrogi a’u harddangos gan bawb yn y BIP - y Bwrdd, aelodau staff a’r rheiny sy’n darparu gwasanaethau ar ran y sefydliad. DEDDF CYDRADDOLDEB 2010 Daeth Deddf Cydraddoldeb 2010 i rym ar 1 Hydref 2010. Mae’r Ddeddf yn dwyn ynghyd ac yn disodli’r cyfreithiau gwrthwahaniaethu blaenorol mewn un Deddf. Mae’n symleiddio ac yn cryfhau’r gyfraith, yn tynnu ymaith anghysonderau ac yn ei gwneud hi’n haws i bobl ei deall a chydymffurfio â hi. Mae’r Ddeddf yn cynnwys dyletswydd cydraddoldeb newydd ar gyfer y sector cyhoeddus (y ‘ddyletswydd gyffredinol’) sy’n disodli dyletswyddau eraill ar gydraddoldeb hil, anabledd a rhyw a oedd ar wahân cyn hyn. Daeth hyn i rym ar 4 Ebrill 2011. Mae’n cwmpasu’r nodweddion gwarchodedig canlynol:

• oedran; • anabledd; • ailgyfeirio rhyw (yn cynnwys hunaniaeth a mynegiant rhyw); • priodas a phartneriaeth sifil (dim ond parthed y gofyniad i roi

ystyriaeth ddyladwy i’r angen i ddileu gwahaniaethu); • beichiogrwydd a mamolaeth; • crefydd neu gred (neu ddiffyg cred);

• hil - yn cynnwys tarddiad ethnig neu genedlaethol, lliw neu genedligrwydd;

• rhyw; • cyfeiriadedd rhywiol.

Mae’r BIP yn un o’r cyrff cyhoeddus sydd wedi eu cwmpasu gan y ddyletswydd gyffredinol. Nod y ddyletswydd gyffredinol yw gwneud yn siŵr bod awdurdodau cyhoeddus, a’r rheiny sy’n cyflawni swyddogaeth gyhoeddus, yn ystyried sut y gallant gyfrannu’n gadarnhaol at gymdeithas decach drwy hybu cydraddoldeb a chysylltiadau da yn eu gweithgareddau bob dydd. Mae’r ddyletswydd yn gwneud yn siŵr bod ystyriaethau cydraddoldeb wedi eu cynnwys pan gynllunnir polisïau a chyflenwir gwasanaethau, a’u bod yn cael eu hadolygu. Mae gofyn i ni roi ystyriaeth ddyladwy i’r angen i:

• dileu gwahaniaethu, aflonyddu ac erledigaeth anghyfreithlon ac unrhyw ymddygiad arall sydd wedi ei wahardd gan y Ddeddf;

• hybu cydraddoldeb cyfle rhwng pobl sy’n rhannu nodwedd berthnasol a’r rheiny sydd ddim;

• meithrin cysylltiadau da rhwng pobl sy’n rhannu nodwedd warchodedig a’r rheiny sydd ddim.

Er mwyn gwneud yn siŵr ein bod yn cydymffurfio â’r Ddeddf mae’n rhaid i’r BIP:

• symud neu leihau anfanteision a brofir gan bobl oherwydd eu nodweddion gwarchodedig;

• cymryd camau i ddiwallu anghenion pobl o grwpiau gwarchodedig pan fo’r rhain yn wahanol i anghenion pobl eraill.;

• annog pobl gyda nodweddion gwarchodedig i gyfranogi mewn bywyd cyhoeddus neu mewn gweithgareddau eraill lle mae eu cyfranogiad yn anghymesur o isel.

Mae dyletswyddau penodol a nodir yn Neddf Cydraddoldeb 2010 (Rheoliadau Dyletswyddau Statudol (Cymru) 2011) hefyd yn gymwys i gyrff cyhoeddus rhestredig yng Nghymru, yn cynnwys y BIP. Mae’r rhain yn disgrifio’r camau sydd i’w cymryd i ddangos bod y BIP yn rhoi sylw dyladwy i’r ddyletswydd gyffredinol. Er mwyn sicrhau cydymffurfiad â’r dyletswyddau cyffredinol a phenodol, bydd y BIP yn:

• paratoi a chyhoeddi ein hamcanion cydraddoldeb, yng Nghynllun Cydraddoldeb y BIP, erbyn 2 Ebrill 2012;

• cyhoeddi datganiad yn amlinellu’r camau a gymerwyd ac y bwriedir eu cymryd i fodloni’r amcanion, a pha mor hir y disgwylir iddi gymryd i fodloni pob amcan;

• gwneud trefniadau priodol i fonitro cynnydd tuag at fodloni amcanion a monitro effeithiolrwydd dull y BIP;

• rhoi ystyriaeth briodol i wybodaeth cydraddoldeb berthnasol a ddelir pan yr ystyrir beth ddylai’r amcanion cydraddoldeb fod;

• rhoi ystyriaeth ddyladwy i’r angen i gael amcanion i fynd i’r afael ag achosion unrhyw wahaniaethau tâl sy’n ymddangos yn rhesymol debyg eu bod yn gysylltiedig ag unrhyw rai o’r nodweddion gwarchodedig;

• cyhoeddi amcan cydraddoldeb i fynd i’r afael ag unrhyw fwlch tâl ar sail rhyw a ganfyddir neu fel arall gyhoeddi rhesymau pam na wnaed hyn;

• adolygu’r holl amcanion cydraddoldeb o leiaf unwaith bob pedair blynedd;

• cynnwys ystod eang o bobl (yn cynnwys pobl yr ystyrir eu bod yn cynrychioli un neu ragor o grwpiau gwarchodedig) mewn:

o gosod amcanion cydraddoldeb; o paratoi ac adolygu ein Cynllun Cydraddoldeb Strategol; o nodi sut y gallai gwaith y BIP gyfrannu i fodloni’r ddyletswydd

gyffredinol; o asesu effaith debygol unrhyw bolisïau neu arferion arfaethedig,

a rhai a adolygir, ar grwpiau gwarchodedig (drwy ein proses Asesu Effaith Cydraddoldeb).

• cynnal Asesiadau Effaith Cydraddoldeb ar bolisïau ac arferion

arfaethedig a rhai a adolygir - (mae camau gweithredu i ddiwygio’r broses hon wedi eu cynnig yn y Cynllun);

• gwella casglu, dadansoddi a defnydd data cydraddoldeb; • casglu a chyhoeddi’n flynyddol wybodaeth cydraddoldeb

berthnasol am staff; • diwygio prosesau caffael; • cynhyrchu Adroddiad Cydraddoldeb Blynyddol erbyn 31 Mawrth

bob blwyddyn a chyhoeddi hwn mewn fformatau hygyrch. HAWLIAU DYNOL 1998

Mae Deddf Hawliau Dynol 1998 yn manylu sut y mae’r DU yn cydymffurfio â ac yn gweithredu’r hawliau a’r rhyddid a warentir o dan y Confensiwn Ewropeaidd ar Hawliau Dynol. Mae rhwymedigaeth gadarnhaol ar bob awdurdod cyhoeddus i sicrhau bod parch tuag at hawliau dynol wrth galon ei waith. Golygu hyn weithredu mewn ffyrdd sy’n atgyfnerthu’n gadarnhaol egwyddorion Deddf Hawliau Dynol 1998. Mae’r Ddeddf yn ei gwneud hi’n anghyfreithlon i awdurdod cyhoeddus weithredu mewn modd sy’n anghydnaws ag un o Hawliau’r Confensiwn. Mae hyn yn cwmpasu pob agwedd ar weithgareddau’r awdurdod cyhoeddus - yn eu gwaith bob dydd mae gan staff rôl hawliau dynol hollbwysig i’w chwarae, nid yn unig mewn sicrhau eu bod bob amser yn gweithredu yn unol â hawliau’r Confensiwn, ond hefyd mewn cefnogi agwedd gadarnhaol tuag at faterion hawliau dynol drwy gydol eu gwaith i gyd. Daw’r cysylltiad mwyaf uniongyrchol, amlwg rhwng deddfwriaeth Hawliau Dynol ac ymrwymiad y BIP yn ei Gynllun Cydraddoldeb Strategol yn Erthygl 14 y Ddeddf, sef Gwahardd Gwahaniaethu. Bydd yr hawliau a’r rhyddid a nodir yn y Confensiwn Ewropeaidd ar Hawliau Dynol a’r Ddeddf Hawliau Dynol yn cael eu sicrhau heb wahaniaethu ar unrhyw sail megis rhyw, hil, lliw, iaith, crefydd, barn wleidyddol neu farn arall, tarddiad cenedlaethol neu gymdeithasol, cysylltiad â lleiafrif cenedlaethol, eiddo, genedigaeth neu unrhyw statws arall. Wrth gymhwyso hawliau’r Confensiwn, mae gan bobl yr hawl i beidio â chael eu trin yn wahanol oherwydd hil, crefydd, rhyw, safbwyntiau gwleidyddol neu unrhyw statws arall, oni bai y gellir cyfiawnhau hyn yn wrthrychol. Rhaid i bawb gael mynediad cyfartal at hawliau’r Confensiwn, beth bynnag fo’u statws. Gellir rhannu’r Erthyglau sydd yn y ddeddfwriaeth Hawliau Dynol yn gategorïau yn dibynnu ar a ydynt wedi ei derbyn yn llawn a heb amheuaeth, neu a ydynt wedi eu cyfyngu neu’n amodol mewn rhyw ffordd benodol. Cyfeirir at y rhain fel hawliau absoliwt, cyfyngedig neu amodol. HAWLIAU ABSOLIWT Dyma hawliau’r Confensiwn Ewropeaidd ar Hawliau Dynol sydd wedi eu mabwysiadu’n llawn. Nid yw’r hawliau hyn wedi eu cyfyngu ac ni ellir eu

torri waeth pa mor angenrheidiol y mae’n ymddangos i wneud hynny. Yr hawliau absoliwt yw Erthyglau 2, 3, 4 a 7. HAWLIAU CYFYNGEDIG Mae rhai hawliau’r Confensiwn Ewropeaidd ar Hawliau Dynol wedi eu cyfyngu yn y DU am resymau penodol. Y mae hawl i ryddid, er enghraifft; fodd bynnag, nid yw hwn yn absoliwt a rhaid ei gyfyngu gan bwerau’r heddlu i arestio rhywun. Yr hawliau cyfyngedig yw Erthyglau 5, 6 a 12. HAWLIAU AMODOL Mae’r rhain yn hawliau y gellir eu torri os oes nod cyfreithlon penodol - o ran diogelwch y wlad, diogelwch y cyhoedd ac ati. Rhaid i’r torri gael ei reoleiddio’n iawn gan y gyfraith a rhaid iddo fod yn angenrheidiol mewn cymdeithas ddemocrataidd. Mae’r cysyniad olaf hwn yn golygu bod yn rhaid i’r torri fod yn ymateb cymesur i’r nod cyfreithlon. Os gellir cyflawni’r nod drwy ddull llai ymwthiol yna rhaid yn hytrach ddefnyddio’r dull hwnnw. Yr hawliau amodol yw Erthyglau 8, 9, 10, 11, 14 a Protocol 1 Erthygl 1. CONFENSIWN Y CENHEDLOEDD UNEDIG AR HAWLIAU’R PLENTYN Mae Confensiwn y Cenhedloedd Unedig ar Hawliau’r Plentyn yn gytundeb hawliau dynol rhyngwladol sy’n rhoi casgliad cynhwysfawr o hawliau a rhyddid i bob plentyn a pherson ifanc. Mae gan bob plentyn a pherson ifanc hyd at 18 oed yr holl hawliau sydd yn y Confensiwn. Mae gan rai grwpiau o blant a phobl ifanc - er enghraifft pobl anabl ifanc - hawliau ychwanegol. Fel cyfraith ryngwladol, disgwylir i’r Confensiwn gael ei ddilyn a dylid cyfeirio ato wrth wneud penderfyniadau sy’n effeithio ar blant. Bydd y BIP yn rhoi ystyriaeth ddyladwy i’r Confensiwn pryd bynnag y gwneir penderfyniadau priodol ar bolisi ac arfer. PERTHNASEDD I SAFONAU GOFAL IECHYD I GYMRU Mae Safonau Gofal Iechyd i Gymru: Creu’r Cysylltiadau, Cynllun Oes (LlCC, 2005) yn darparu fframwaith cyffredin o safonau gofal iechyd i gefnogi’r GIG a sefydliadau partner mewn darparu gwasanaethau effeithiol, amserol a safonol ar draws pob lleoliad gofal iechyd. Ei nod yw gwella profiad y claf a rhoi cleifion yn ganolog i’r ffordd y caiff gwasanaethau eu cynllunio a’u darparu, gan hyrwyddo datblygiad gofal diogel, o ansawdd uchel ar gyfer yr holl gleifion yng Nghymru.

Mae’r Safonau, felly, yn cynrychioli canllaw priodol a ffocws ar gyfer y Cynllun Cydraddoldeb Strategol, gan y bydd cynnydd perthnasol yn cael ei fwydo’n ôl i’r cyhoedd drwy’r broses hunanasesu ac adolygiad allanol blynyddol. PERTHNASEDD I ‘1000 O FYWYDAU A MWY’ Y weledigaeth genedlaethol ar gyfer GIG Cymru yw creu gwasanaeth iechyd o’r radd flaenaf erbyn 2015: un sy’n lleihau marwolaeth, poen, oedi, dinerthedd a gwastraff y gellir ei osgoi. Mae rhaglen diwygiadau ddiweddar y GIG wedi bod yn ysgogydd pwysig ar gyfer hyn ac mae’r gwerthoedd sy’n tanategu’r GIG diwygiedig yn cynnwys ymrwymiad i roi cleifion a diogelwch cleifion uwchlaw popeth. Mae’r potensial ar gyfer lleihad mewn niwed, gwastraff ac amrywiaeth er mwyn gwella ansawdd a sefydlogrwydd ariannol yn egwyddor ganolog y Fframwaith Gweithredu Blynyddol ar gyfer 2010/11. Mae’r Fframwaith hefyd yn ei gwneud hi’n glir bod cyflawni ein gweledigaeth yn gofyn am newidiadau sylfaenol sy’n:

• dal ar y cyfle ar gyfer gofal integredig ar draws yr holl system; • grymuso staff llinell flaen; • galluogi gwasanaethau i gael eu darparu drwy drefn llywodraethu

dda. Mae’r Ymgyrch 1000 o Fywydau eisoes wedi dangos ei photensial i fod yn brif ysgogydd ar gyfer newid ym mhob un o’r meysydd hyn ac i sicrhau ffocws cyson ar ddiogelwch ac ansawdd yn ystod cyfnod o newid na welwyd ei debyg. Mae’r Fframwaith Gweithredu Blynyddol yn adeiladu ar fomentwm sy’n bodoli drwy wneud ymrwymiad bod yr Ymgyrch 1000 o Fywydau nawr wedi ei dilyn gan raglen 5 mlynedd i leihau niwed mewn gofal iechyd yng Nghymru - Ymgyrch 1000 o Fywydau a Mwy. ASESU EFFAITH Mae gan y BIP broses Asesu Effaith Cydraddoldeb ar waith ac mae wedi dechrau asesu'r holl bolisïau neu arferion newydd a diwygio polisiau sy’n bodoli. Bydd y BIP yn parhau i gynnal Asesiadau Effaith Cydraddoldeb ar bolisïau newydd a rhai diwygiedig ac yn gwneud yn siŵr bod staff priodol yn derbyn hyfforddiant a chefnogaeth i wneud hyn. Caiff gwaith ei ddatblygu drwy ddiwygio’r broses Asesu Effaith Cydraddoldeb i gynnwys yr holl nodweddion gwarchodedig (ar hyn o bryd nid yw’n

cynnwys yn benodol ailgyfeirio rhyw, priodas a phartneriaeth sifil neu feichiogrwydd a mamolaeth). Hefyd, bydd gwelliannau mewn sut y defnyddir tystiolaeth cydraddoldeb i lywio asesiadau. Adolygir cynnydd drwy wneud yn siŵr y caiff y camau gweithredu a’r tasgau a nodir drwy’r tasgau eu datblygu. Gwneir hyn drwy barhau i gyflwyno adroddiad cynnydd bob chwe mis i’r Bwrdd drwy’r Pwyllgor Gweithlu a Datblygu Sefydliadol a’r Grŵp Llywio Strategaeth Cydraddoldeb. Cynhelir asesiad annibynnol o broses y BIP a chynnydd y gweithredu ar gydraddoldeb erbyn 31 Mawrth 2013. Bydd y BIP yn rhoi gwybodaeth am ei weithredu drwy gyhoeddi crynodeb o’r camau ymarferol a nodwyd drwy’r asesiadau a gynhaliwyd hyd yn hyn, ac a ydynt wedi eu cyflawni, yn yr Adroddiad Cydraddoldeb Blynyddol. Caiff gwybodaeth data hyfforddiant ynglŷn â’r niferoedd sydd wedi mynychu hyfforddiant asesu effaith cydraddoldeb ei gynnwys. Caiff meysydd sydd angen rhagor o waith eu nodi. Mae asesu effeithiau polisiau, gweithdrefnau ac arferion (yn cynnwys penderfyniadau) yn gyfle cadarnhaol i sicrhau bod strategaethau, cynllun a phrosesau cynhwysol yn cael eu datblygu, ac i sicrhau bod penderfyniadau yn cael eu seilio ar dystiolaeth gadarn. GWYBODAETH CYFLOGAETH A HYFFORDDIANT STAFF Ar hyn o bryd cesglir data yn ymwneud â statws oedran, anabledd, ethnigrwydd, rhyw, crefydd a chyfeiriadedd rhywiol. Cesglir data am fenywod a dynion parthed eu swydd, band, cyflog, math o gontract a phatrymau gwaith. Cesglir data pan fydd pobl yn gwneud cais i newid swydd o fewn y BIP, ac ynglŷn ag a oeddent yn llwyddiannus ai peidio. Cesglir data ar weithdrefnau cwyno, gweithdrefnau disgyblu a gweithwyr sy’n gadael y sefydliad. Cofnodir ceisiadau am hyfforddiant a’r hyfforddiant a gafwyd. Gofynnir i staff ddarparu gwybodaeth am unrhyw addasiadau rhesymol angenrheidiol sydd eu hangen bob blwyddyn, a gwneud yr addasiadau hyn. Bydd y BIP yn parhau i gasglu’r data a gesglir ar hyn o bryd. Fodd bynnag, datblygir y gwaith hefyd, drwy gasglu data ar y nodweddion gwarchodedig hynny na chesglir ar hyn o bryd parthed staff y BIP, a daw hyn i rym o 2012/13. Dywedir wrth bobl pam a sut y caiff y data ei ddefnyddio pan y’i cesglir. Dim ond data y gellir ei ddadansoddi i gynorthwyo i ganfod anghydraddoldebau posibl, cynnydd yn erbyn targedau cydraddoldeb a nodi sut y bydd angen i waith yn y dyfodol gael ei ganolbwyntio a gesglir. Darperir adroddiadau ar y data hwn (yn ôl

nodweddion gwarchodedig), a pha weithredu sydd wedi deillio o unrhyw ganfyddiadau, gan ddod i rym o 2012/13. Adolygir cynnydd drwy ddadansoddi'r data a gesglir bob blwyddyn a chwestiynu beth y mae’n ei ddatgelu am anghydraddoldebau posibl. Cyhoeddir hyn yn yr Adroddiad Cydraddoldeb Blynyddol. GWYBODAETH CYDRADDOLDEB Nid yw’r BIP am ymyrryd ym mywyd personol unigolyn. Mae, fodd bynnag, wedi ymrwymo i greu amgylchedd gweithio cynhwysol ar gyfer staff lle mae pawb yn trin ei gilydd yn deg, gyda pharch, cydraddoldeb, urddas ac annibyniaeth. Dylai staff allu gwireddu eu potensial mewn gweithle sy’n rhydd o wahaniaethu, erledigaeth ac aflonyddu lle gwerthfawrogir sgiliau, safbwyntiau a chefndiroedd amrywiol.

Er mwyn cyflawni hyn, mae’n bwysig casglu, storio a dadansoddi data sy’n ymwneud â’r gweithlu, fel y gall y sefydliad weithio tuag at ddarparu gweithle o’r fath. Heb fonitro’r gweithlu byddai’n amhosibl gwybod a yw arferion a pholisïau cyfle cyfartal a gweithlu y BIP yn effeithiol.

Mae’r BIP wedi dechrau monitro cyfansoddiad ei weithlu a bydd yn cynhyrchu ac yn cyhoeddi adroddiadau gweithlu cynhwysfawr ar gyfer y Bwrdd a rhanddeiliaid eraill, yn cynnwys data ar nodweddion gwarchodedig pan fo hynny’n berthnasol. Cydnabyddir bod cyfansoddiad amrywiol gydag ystod o alluoedd, profiad a sgiliau yn fwy tebygol i fod yn ystyrlon i anghenion y gymuned amrywiol a wasanaethwn. Mae’r BIP yn gweithio tuag at fod yn sefydliad sy’n adlewyrchu amrywiaeth y cymunedau y mae’n eu gwasanaethu, drwy recriwtio a chefnogi a thrwy ddatblygu staff. Bydd y data a ddarperir yn yr adroddiadau data cydraddoldeb gweithlu yn cynorthwyo i gyflawni’r nod hwnnw. Croesewir ceisiadau o bob rhan o’r gymuned, ac mae’r BIP yn hysbysebu’n eang. Mae’r BIP yn cydnabod ac yn derbyn bod trin pobl yn gyfartal weithiau’n gofyn am alluogi pobl i weithio’n wahanol. Mae gwahanol bolisiau’n bodoli sy’n cynorthwyo i sicrhau bod pobl yn cael eu trin yn gyfartal, yn cynnwys polisiau cydbwysedd gwaith-bywyd a gweithio hyblyg. Mae Fframwaith Cydraddoldeb Atebolrwydd yn cael ei ddatblygu, a bydd rhan ohono’n cynorthwyo’r BIP i nodi newidiadau a allai fod yn

angenrheidiol i wneud yn siŵr bod staff, Bwrdd a gwirfoddolwyr y sefydliad yn adlewyrchu amrywiaeth y boblogaeth a wasanaethir. Parheir i annog amrywiaeth ehangach o ymgeiswyr. Mae hyn yn cynnwys parhau i weithio gyda Llywodraeth Cymru i recriwtio ystod eang o bobl i’r Bwrdd. Bydd y Fframwaith hefyd yn darparu dangosyddion perfformiad eraill a fydd yn cynorthwyo i fonitro effeithiolrwydd y BIP. Bydd y BIP yn datblygu ei waith drwy gasglu data cydraddoldeb yn ymwneud â’r holl nodweddion gwarchodedig o 2012/13. Adolygir prosesau recriwtio a dewis yn 2012/13, yn cynnwys sut y mae’r BIP yn rhoi gwybod i bobl am swyddi gwag. Pan fo hynny’n briodol, rhyddheir gwybodaeth drwy sefydliadau partner sydd â chysylltiadau i’r bobl y mae’r BIP yn ceisio eu cyrraedd. Cyflwynir cyfleoedd lleoliad gwaith wedi’i dargedu. Bydd o leiaf un o’r rhain yn cael ei gynnig yn 2012/13. Oherwydd y bylchau a nodwyd hyd yma, caiff y lleoliadau hyn eu targedu gyntaf drwy Rwydwaith Sector Gwirfoddol Pobl Dduon Cymru. Wrth i broses casglu tystiolaeth cydraddoldeb y BIP wella, adolygir y targedu hwn mewn ymateb i’r hyn a ddatgela’r dystiolaeth. Adolygir data cydraddoldeb, a gesglir yn flynyddol, a chymerir camau gweithredu wedi’u targedu’n benodol neu gadarnhaol i fynd i’r afael ag unrhyw fylchau. Ar ddiwedd mis Mawrth 2013, cynhelir adolygiad o’r lleoliadau gwaith a wnaed yn ystod y flwyddyn. Gan ddysgu o’r flwyddyn beilot hon, a’r data cydraddoldeb a gesglir, byddwn yn llywio sut y caiff y fenter ei datblygu yn 2013/14. Cyhoeddir y data yn yr Adroddiad Cydraddoldeb Blynyddol; bydd hwn hefyd yn rhoi enghreifftiau o’r lleoliadau gwaith a gynhaliwyd ac yn datgan sut y caiff y fenter honno ei datblygu. GWAHANIAETHAU TÂL Nid yw’n ymddangos bod unrhyw ogwydd o ran rhyw ar hyn o bryd o fewn y BIP; rhaid sicrhau bod y sefyllfa yn aros fel hyn drwy gynnal archwiliad blynyddol. Bydd y BIP yn adolygu’r strwythur graddio presennol; gwneir hyn yn 2011/12 ac yn flynyddol wedi hynny. Bydd y BIP hefyd yn hyrwyddo ymwybyddiaeth o gyfleoedd am swyddi i grwpiau annhraddodiadol. Adolygir hyn yn flynyddol ac adroddir arno yn yr Adroddiad Cydraddoldeb Blynyddol. CAFFAEL

Darperir arweiniad a hyfforddiant ar gyfer staff sy’n gyfrifol am gaffael; bydd hyn yn parhau. Datblygir gwaith drwy ddiweddaru canllawiau caffael a hyfforddiant ar gyfer staff er mwyn sicrhau ei fod yn cydymffurfio â Deddf Cydraddoldeb 2010 a deddfwriaeth yr iaith Gymraeg; gwneir staff yn ymwybodol o unrhyw newidiadau. Bydd hyn yn cynnwys sicrhau y cyfeirir yn benodol at ystyriaethau cydraddoldeb a’r iaith Gymraeg mewn telerau cytundebu er mwyn galluogi’r BIP i wella cydraddoldeb i bawb yng Nghaerdydd a Bro Morgannwg. Adolygir cynnydd drwy wneud yn siŵr bod canllawiau wedi eu cyhoeddi erbyn diwedd mis Gorffennaf 2012. Darperir diweddariad am hyn yn yr Adroddiad Cydraddoldeb Blynyddol. ADRODD BLYNYDDOL, CYHOEDDI, ADOLYGU A HYGYRCHEDD Bydd yr Adroddiad Cydraddoldeb Blynyddol, mewn fformatau hygyrch (megis Hawdd ei Ddarllen) ac amserlenni a nodir, yn amlinellu’n benodol: • y camau y mae’r BIP wedi eu cymryd i ganfod a chasglu

gwybodaeth berthnasol; • sut mae’r BIP wedi defnyddio’r wybodaeth hon i fodloni tri nod y

ddyletswydd gyffredinol; • unrhyw resymau dros beidio â chasglu gwybodaeth berthnasol; • datganiad ar effeithiolrwydd ein trefniadau ar gyfer canfod a chasglu

gwybodaeth berthnasol; • cynnydd tuag at gyflawni pob un o’r amcanion cydraddoldeb

parthed y nodweddion gwarchodedig; • datganiad ar effeithiolrwydd y camau a gymerwyd i gyflawni pob un

o’i amcanion cydraddoldeb; • gwybodaeth cyflogaeth benodedig, yn cynnwys gwybodaeth am

hyfforddiant a thâl. Cyhoeddir amcanion cydraddoldeb arfaethedig y BIP erbyn 2 Ebrill 2012. Os bydd angen diwygio amcan cydraddoldeb ar unrhyw adeg, cyhoeddir y fersiwn (neu’r fersiynau) newydd cyn gynted â phosibl ar ôl gwneud unrhyw newidiadau. Adolygir amcanion cydraddoldeb bob pedair blynedd o leiaf. CASGLIAD

Er mwyn bodloni ei ddyletswyddau o dan Ddeddf Cydraddoldeb 2010, mae’r BIP wedi datblygu set o Amcanion Cydraddoldeb sy’n pennu’r cyfeiriad strategol y mae’r sefydliad yn bwriadu ei gymryd er mwyn sicrhau mai’r profiad a gaiff yr holl gleifion, defnyddwyr gwasanaeth, gofalwyr, gwirfoddolwyr a staff o’r sefydliad yw un sy’n parchu amrywiaeth ac yn annog cynhwysiant. Mae Atodiad 1 yn amlinellu’r Amcanion Cydraddoldeb arfaethedig yn dilyn ymgynghori ac ymgysylltu â’r cyhoedd a rhanddeiliaid eraill. Mae Atodiad 2 yn rhoi manylion y cynllun gweithredu ac Atodiad 3 yn amlinellu’r Asesiad Effaith Cydraddoldeb. Gellir gweld y rhain drwy ddilyn y ddolen ganlynol: http://www.cardiffandvaleuhb.wales.nhs.uk/board-meeting-6-march-2012 FFYNONELLAU GWYBODAETH Ymddiriedolaeth Gwasanaethau Cyhoeddus 2020. Online or Inline: The future of Information & Communication Technology in public services NHS Equality Delivery System: NHS East Midlands. Ar gael yn: http://www.eastmidlands.nhs.uk/about-us/inclusion/eds/ Bate P, Robert G (2006). ‘Experience-based design: From redesigning the system around the patient to co-designing services with the patient’. Quality & Safety in Health Care, cyfrol 15, tud 307–10. Bauman AE, Fardy HJ a Harris PG (2003). ‘Getting it right: why bother with patient centred care?’ The Medical Journal of Australia, cyfrol 179, rhif 5, tud 253–6. Clark PA, Drain M, Malone MP (2003). ‘Addressing patients’ emotional and spiritual needs’. Joint Commission Journal on Quality and Safety, cyfrol 29, rhif 12, tud 659–70. Coulter A, Ellins J (2007). ‘Effectiveness of strategies for informing, education and involving patients.’ British Medical Journal, cyfrol 335, tud 24–7. Davies H, Nutley S, a Mannion R (2000). ‘Organisational culture and quality of health care’. Quality & Safety in Health Care, cyfrol 9, tud 111–19.

http://www.cardiffandvaleuhb.wales.nhs.uk/board-meeting-6-march-2012

http://www.eastmidlands.nhs.uk/about-us/inclusion/eds/

Delbanco TL (1996). ‘Quality of care through the patients’ eyes’. British Medical Journal, cyfrol 313, tud 832–3. Yr Adran Iechyd (2008d). Real Involvement: Working with people to improve health services. Llundain: Yr Adran Iechyd. Goodrich J, Cornwell J (2008). `The Point of Care Review Paper: Seeing the Person in the Patient.’ The King’s Fund Health Service Journal atodiad 24 Mehefin 2010. The Patient will see you now: Rebalancing relationships between people who use services and those who provide them Gwefan NHS Institute parthed `Experience Based Design’. Ar gael yn: www.institute.nhs.uk/ebd (cyrchwyd Chwefror 2012) The Journal of Applied Behavioural Science. Toward More User Centric OD: Lessons from the Field of Experience-Based Design and a Case Study Canllawiau tystiolaeth ynghylch cydraddoldeb Llywodraeth Cymru http://wales.gov.uk/about/aboutresearch/social/ocsropage/equalitiesevidenceguides/?lang=en www.equalityhumanrights.com/ea2010 ar gyfer canllawiau ac adroddiadau ymchwil y Comisiwn www.pfc.org.uk/pdf/EngenderedPenalties.pdf Engendered Penalties: Transgender and Transsexual People’s Experiences of Inequality and Discrimination www.pfc.org.uk/pdf/eurostudy.pdf Transgender EuroStudy: Legal Survey and Focus on the Transgender Experience of Health Care – Arolwg Ar-lein o Anghydraddoldeb a Gwahaniaethau a brofwyd gan Bobl Trawsrywiol yn Ewrop www.equalityhumanrights.com/ea2010 ar gyfer canllawiau ac adroddiadau ymchwil y Comisiwn megis ‘How Fair is Wales?’ (EHRC 2011), ‘Anatomy of Economic Inequality’ (WISERD 2011) www.equalityhumanrights.com/uploaded_files/disabilityfi/hidden_in_plain_sight_-_wales_summary.pdf

http://www.institute.nhs.uk/ebd











Atodiad 1

BWRDD IECHYD PRIFYSGOL CAERDYDD A’R FRO AMCANION CYDRADDOLDEB

RHAGARWEINIAD Fel rhan o fodloni ei ddyletswyddau o dan Reoliadau 2011 (Dyletswyddau Statudol) (Cymru) Ddeddf Cydraddoldeb 2010, rhaid i Fwrdd Iechyd Prifysgol Caerdydd a’r Fro ddatblygu a rhoi ar waith gasgliad o Amcanion Cydraddoldeb erbyn 2 Ebrill 2012, yn ychwanegol at gael cynllun gweithredu sy’n nodi sut y gellir bodloni’r amcanion hyn. Mae’r ddogfen hon yn amlinellu’r Amcanion Cydraddoldeb hynny a’r gweithredoedd cysylltiedig y mae Bwrdd Iechyd Prifysgol (BIP) Caerdydd a’r Fro wedi eu dewis yn dilyn ymgynghori ac ymgysylltu’n eang â’r cyhoedd a rhanddeiliaid eraill. Yn ogystal â sicrhau bod gan y BIP Gynllun Cydraddoldeb Strategol ynghyd â’r amcanion a’r camau gweithredu, mae’r sefydliad wedi manteisio ar y cyfle i ymgorffori ei Gynllun Iaith Gymraeg. Mae’r BIP, er mwyn symleiddio’r broses, wedi dewis creu un set o amcanion a chamau gweithredu er mwyn gweithredu’r ddau bolisi. Felly, lle bynnag bo hynny’n bosibl, caiff yr amcanion a’r camau gweithredu eu hintegreiddio ar draws y ddau bolisi fel y caiff eu nodau cyffredin eu gweithredu gyda’i gilydd. Bydd hyn yn cynorthwyo i osgoi dyblygu a bydd yn symleiddio datblygiadau prosiect yn y dyfodol. Datblygwyd y cynllun gweithredu o ymrwymiadau a oedd yn bodoli eisoes yng Nghynllun Cydraddoldeb Sengl - GOFAL TEG blaenorol y BIP a pholisïau cysylltiedig eraill ynghyd â chamau gweithredu o’r Cynllun Iaith Gymraeg lle mae gorgyffwrdd, ynghyd â chamau gweithredu a thargedau newydd yn ymwneud â’r ‘nodweddion gwarchodedig’ newydd a gynhwysir yn y Ddeddf Cydraddoldeb 2010. Lle bo’r Cynllun Cydraddoldeb Sengl a’r Cynllun Iaith Gymraeg yn gorgyffwrdd, bydd y cynllun gweithredu yn nodi pa un o ddangosyddion Bwrdd yr Iaith Gymraeg a gwmpesir gan y gweithredu. Lle na fu gorgyffwrdd, gan fod y dangosydd yn benodol i’r iaith Gymraeg, dangosir y rhain fel camau gweithredu yn eu hawl eu hunain. Wrth ddatblygu’r Amcanion Cydraddoldeb a’r Cynllun Gweithredu, mae’r BIP wedi dangos cydymffurfiad â gofynion Rheoliadau (Dyletswyddau

Statudol) (Cymru) 2011 Deddf Cydraddoldeb 2010 a gofynion y canllawiau ar weithredu Cynlluniau Iaith Gymraeg, a gyhoeddwyd o dan Ddeddf Iaith Gymraeg 1993. Mae’n bwysig nodi y bydd yr holl gaffael, darpariaeth gwasanaeth a chyflenwi yn rhoi ystyriaeth i egwyddorion FREDA sy’n cefnogi Deddf Hawliau Dynol 1998. Yr egwyddorion hyn yw Tegwch, Parch, Cydraddoldeb, Urddas ac Annibyniaeth. Byddant yn tanategu holl waith y BIP. YMGYSYLLTU Dechreuodd y BIP feddwl am yr amcanion cydraddoldeb ym mis Tachwedd 2010 a rhoddodd ystyriaeth i’r blaenoriaethau a drafodwyd mewn gweithdy ar gyfer rhanddeiliaid a gynhaliwyd ym mis Tachwedd 2010 yn ogystal â thrafodaethau a gynhaliwyd yn Fforwm Rhanddeiliaid Cydraddoldeb ym mis Mawrth 2011, a oedd yn cynnwys rhanddeiliaid mewnol ac allanol. Cafodd yr amcanion, a oedd er na wyddom hynny ar y pryd yn cyfateb i themâu System Cyflenwi Cydraddoldeb Lloegr, eu drafftio gan roi ystyriaeth i’r rhain a’r sgwrs oedd yn mynd rhagddi gydag eraill yn ystod y flwyddyn. Defnyddiwyd y trafodaethau hyn fel rhan o’r ymgysylltu yn ystod misoedd Tachwedd a Rhagfyr 2011 er mwyn rhoi man cychwyn ar gyfer trafodaeth bellach i’r rheiny oedd yn bresennol. Cynhaliwyd sesiynau ymgynghori ac ymgysylltu gydag aelodau o’r grwpiau canlynol: Grŵp Cefnogi Dyspracsia y Fro, Carers UK - Cangen Bro Morgannwg, SCOPE, Grŵp Gwahaniaethu ar Sail Oed Fforwm Strategaeth Pobl Hŷn, Grŵp Gweithredol Fforwm Strategaeth Pobl Hŷn, Grŵp Rhannu Gwybodaeth ABCD Cymru, Grŵp Pobl yn Gyntaf y Fro a Thîm Arweinyddiaeth Pobl yn Gyntaf y Fro. Fe wnaeth dros gant o breswylwyr y Fro fynychu’r sesiynau hyn. Yn ychwanegol at y sesiynau hyn cynhaliwyd dau grŵp ffocws. Mynychwyd y grwpiau ffocws hyn gan weithwyr proffesiynol cydraddoldeb. Cynrychiolwyd y grwpiau sector cyhoeddus, gwirfoddol a thrydydd sector canlynol yn y grwpiau ffocws: Age Concern, Advocacy Matters, Chwaraeon Anabledd Cymru, Canolfan Gynghori, BAWSO, Cymorth i Fenywod Cymru, MIND Cymru, FACE, Cymdeithas Alzheimer, Cynulliad Menywod Cymru, Cymdeithas MS, Cynghrair Pobl Anabl Caerdydd a’r Fro, Atal Y Fro, Iechyd Cyhoeddus Cymru, Prosiect Teithwyr Sipsiwn Caerdydd a Transgender Cymru. Felly, bu ymgynghori a thrafod eang gyda gwahanol randdeiliaid mewnol ac allanol. Cynhelir cam olaf o ymgynghori ac ymgysylltu yn ystod mis Rhagfyr ac yn gynnar ym mis Ionawr 2012.

Hefyd mae’n bwysig ei gwneud yn glir bod y BIP wedi ymrwymo i broses ymgynghori ac ymgysylltu parhaus, gan ddefnyddio gwahanol ddulliau cyfathrebu wedi eu teilwra er mwyn ymgysylltu â rhanddeiliaid drwy gydol cyfnod pedair blynedd oes yr amcanion a’r cynllun gweithredu. Gellir gwneud unrhyw newidiadau sydd eu hangen yn flynyddol yn dilyn yr adolygiad a’r casglu tystiolaeth a wneir ar gyfer yr Adroddiad Blynyddol. YR AMCANION CYDRADDOLDEB Mae’r dull a ddefnyddiwyd i ddatblygu’r amcanion a’r camau gweithredu wedi rhoi ystyriaeth i ofynion y dyletswyddau statudol yng Nghymru (parthed Cydraddoldeb a’r Gymraeg), tystiolaeth genedlaethol yn cynnwys y System Cyflenwi Cydraddoldeb o Loegr, y sylwadau a dderbyniwyd yn ystod yr ymarferiadau ymgynghori ac ymgysylltu dros y flwyddyn ddiwethaf, a hefyd wedi cysylltu â gweithio mewn partneriaeth sy’n bodoli, er mwyn manteisio ar waith sydd eisoes yn digwydd yng Nghaerdydd a’r Fro a pheidio â chreu gwaith ychwanegol lle mae arfer da eisoes yn cael ei gyflawni. Canlyniad hyn fu chwe nod “ymbarél” o dan ba rai y gall y BIP ddangos ei ymrwymiad i gymaint o faterion eang eu hamrediad â phosibl. Mae’n amlwg y gellid efallai eu gweld fel nodau hirdymor cyffredinol. Mae’r amcanion cydraddoldeb C.A.M.P.U.S. (Cyraeddadwy; Amserol; Mesuradwy; Penodol; Uchelgeisiol; Synhwyrol) canlynol felly’n cynrychioli’r ffocws blaenoriaeth cychwynnol i gynorthwyo i gyflawni’r nodau hyn. Mae’r chwe amcan yn dangos sut y bydd arferion mewnol y BIP ei hun yn datblygu ac yn cynnwys llawer iawn o waith ar y cyd os yw am fod yn llwyddiannus mewn cyflawni’r amcanion hyn.

Amcan Cydraddoldeb 1

- Gwell canlyniadau iechyd i bawb


- Gwell mynediad a phrofiad i gleifion


- Gweithlu wedi ei rymuso, ei ymgysylltu a’i gefnogi’n dda


- Arweinyddiaeth gynhwysol ar bob lefel

Amcan - Mynd i’r afael â’r Bwlch Tâl o ran Rhyw a

Cydraddoldeb 5 Nodweddion Gwarchodedig eraill


- Cydymffurfio Corfforaethol – Arddangos Arfer Da

Gyda phob amcan ceir casgliad cysylltiedig o gamau gweithredu; nid yw rhai o’r rhain yn unigryw i’r ddogfen hon ond yn hytrach dônt o ddogfennau partner, er enghraifft o ‘Beth sy’n Bwysig’ Cyngor Dinas Caerdydd a’r Bartneriaeth Bro Ddiogelach. Dyna pam fod pob amcan yn dangos nid yn unig y meysydd gwasanaeth mewnol y gall gyfrannu tuag iddo ond hefyd yn rhestru cysylltiadau i gynlluniau a rhanddeiliaid eraill i ddangos perchnogaeth ehangach y gwaith hwn. Felly, nid yw nifer o’r camau gweithredu yn rhai newydd, ond yn hytrach yn rhai sy’n parhau o Gynlluniau Cydraddoldeb ac Iaith Gymraeg blaenorol. Fe’u cynhwysir yma i ddangos y gwaith sydd eisoes yn cael ei wneud gan y BIP. Bydd cyfarwyddiaethau, meysydd gwasanaeth ac isadrannau unigol o fewn y BIP yn gyfrifol, drwy’r Fframwaith Cydraddoldeb Atebolrwydd, am sicrhau bod eu cynlluniau gweithredu eu hunain yn cwmpasu materion iaith Gymraeg; fodd bynnag, gellid parhau i geisio cyngor ac arweiniad drwy’r Rheolwr Cydraddoldeb a’r Swyddog Iaith Gymraeg. Llenwir colofn Cynnydd y camau gweithredu cysylltiedig â gwybodaeth sydd ar gael erbyn diwedd mis Mawrth bob blwyddyn, a bydd yn rhan o’r Adroddiad Blynyddol y mae gofyn i’r BIP ei gyhoeddi. Crynodeb o Nodweddion Gwarchodedig Mae’r holl amcanion cydraddoldeb, yn y lle cyntaf, yn ymwneud â’r holl nodweddion gwarchodedig. Ar gyfer Amcan 1 ‘Gwell Canlyniadau Iechyd i Bawb’ gellid dweud y byddant yn cael mwy o effaith i ddechrau ar anghenion yr unigolion hynny nad yw eu nodweddion gwarchodedig wedi eu cynnwys cyn hyn yn unrhyw rai o’r cynlluniau blaenorol neu ddogfennaeth a ragflaenodd Ddeddf Cydraddoldeb 2010. Mae hyn yn cynnwys meysydd megis asesu iechyd o safbwynt cydraddoldeb ochr yn ochr â monitro a dadansoddi data. Caiff yr adborth o’r trafodaethau neu ddadleuon eu monitro, er mwyn canfod a yw’r drafodaeth wedi ei chanolbwyntio ar unrhyw nodweddion penodol. Os felly, bydd cwestiynau ynglŷn â pham fod hyn yn bod. Gallai bwyntio at angen am weithredu penodol i fynd i’r afael â materion arbennig neu fanteisio ar gyfleoedd arbennig, gan y

gwyddir bod cyfoeth o faterion gofal iechyd sy’n cael gwahanol effaith ar bobl o wahanol nodweddion gwarchodedig. Os bydd hi’n ymddangos bod rhai nodweddion wedi eu hesgeuluso, byddwn yn chwilio’n rhagweithiol am ffyrdd i fynd i’r afael â’r anghysondeb hwn. Mae rhan gyntaf Amcan 2 - ‘Gwell Mynediad a Phrofiad i Gleifion’ - yn ymwneud â’r holl nodweddion gwarchodedig, ond gallant gael effaith fwy ar y rheiny na wnaed cysylltiad â hwy yn flaenorol. Mae ail ran yr amcan hwn yn ymwneud mwy ag anabledd a hil. Gwyddir bod ffyrdd posibl y gallem wella mynediad a chyfathrebu ar gyfer pobl sydd â nodweddion gwarchodedig. Dylai’r rhain ddod i’r amlwg wrth i’r BIP siarad â a gwrando ar ragor o bobl. Diweddarir y cynllun ym mis Ebrill 2013 a gall gynnwys gweithredu penodol sy’n ymwneud â’r amcan hwn. Mae Amcan Cydraddoldeb 3 - ‘Gweithlu wedi ei Rymuso, ei Ymgysylltu a’i Gefnogi’n dda a 4 - ‘Arweinyddiaeth Gynhwysol ar Bob Lefel’, yn ymwneud â’r holl nodweddion gwarchodedig. Bydd y BIP yn sicrhau mai felly y bydd hi drwy wneud yn siŵr bod yr holl nodweddion gwarchodedig yn cael eu cynnwys mewn hyfforddiant, ac mewn prosiectau a fydd yn llunio rhan o gyflenwi’r cynllun hwn. Cymerir gofal arbennig i wneud yn siŵr y caiff nodweddion gwarchodedig nad sydd wedi bod yn ffocws gwaith y BIP yn y gorffennol yn cael eu hystyried pan gaiff anghenion hyfforddiant eu nodi. Nod y BIP fydd hyfforddi staff ar eu lefelau priodol, yn amrywio o ymwybyddiaeth gyffredinol hyd at gyfrifoldebau rheoli, a pherthynas waith, gyda chymorth Gwerthusiad Personol ac Adolygiad Datblygu y BIP, gyda ffocws penodol ar hyrwyddo’r ddyletswydd gyffredinol. Bwriada’r BIP fonitro’r atebion anghenion hyfforddiant yn ôl nodweddion gwarchodedig. Disgwylir i’r dadansoddiad gwybodaeth a bylchau sgiliau amlygu bylchau sgiliau mewn perthynas â nodweddion gwarchodedig sydd ddim wedi eu cynnwys mewn deddfwriaeth flaenorol. Oherwydd hyn gallai’r amcan gael effaith gryfach ar gyfeiriadedd rhywiol, crefydd neu gred (neu ddiffyg cred) a thrawsrywiol. Caiff hyn ei fonitro’n ofalus a’i gynnwys yn yr Adroddiad Cydraddoldeb Blynyddol. Mae Amcan Cydraddoldeb 5 ‘Mynd i’r Afael â’r Bwlch Tâl o ran Rhyw a Nodweddion Gwarchodedig Eraill’, yn ymwneud yn benodol â rhyw, er os bydd yn briodol gall gymryd i ystyriaeth unrhyw rai o’r nodweddion gwarchodedig. Mae Amcan 6 - ‘Cydymffurfio Corfforaethol – Arddangos Arfer Da’, yn ymwneud â’r holl nodweddion gwarchodedig, ond gellid ei weld fel petai’n cael effaith fwy ar y rheini na fu gan y BIP berthynas â hwy yn y

gorffennol neu lle bo angen gwella perthynas flaenorol. Gallai bwyntio at angen am weithredu penodol neu fanteisio ar gyfleoedd arbennig. Os bydd hi’n ymddangos bod rhai nodweddion wedi eu hesgeuluso, bydd y BIP yn chwilio’n rhagweithiol am ffyrdd i ehangu’r drafodaeth, gan weithio â phartneriaid sydd ag arbenigedd yn y meysydd hynny.

Atodiad 2

BWRDD IECHYD PRIFYSGOL CAERDYDD A’R FRO CYNLLUN GWEITHREDU CYDRADDOLDEB 2012 - 2016

AMCAN CYDRADDOLDEB 1 - Gwell canlyniadau iechyd i bawb

Amcan Cyflawni gwell canlyniadau iechyd i bob unigolyn gan roi

ystyriaeth i’w nodwedd(ion) gwarchodedig a theilwra ein dulliau ar sail angen.

Canlyniad Bydd y BIP yn cyflawni gwelliannau mewn iechyd cleifion, iechyd y cyhoedd a diogelwch cleifion i bawb, yn seiliedig ar dystiolaeth gynhwysfawr o anghenion a chanlyniadau.

Nodweddion Gwarchodedig/ Materion Cydraddoldeb eraill a gwmpasir

Hil, rhyw, oedran, priodas neu bartneriaeth sifil, cyfeiriadedd rhywiol, anabledd, rhywedd, ailgyfeirio rhyw (yn cynnwys hunaniaeth rhyw a mynegiant rhyw), crefydd, cred neu ddiffyg cred, y Gymraeg ac ieithoedd eraill, gofalwyr â chyfrifoldeb am unrhyw ddibynyddion.

Cysylltiadau i Strategaethau a Chynlluniau Eraill

Cynllun Gweithredol, Gwneud Gwahaniaeth, Rhaglen Safon Iechyd Corfforaethol, cynllun strategol pum mlynedd Bwrdd Iechyd Prifysgol Caerdydd a’r Fro, Strategaeth Iechyd, Gofal Cymdeithasol a Lles, Cynllun Plant a Phobl Ifanc, Cynllun Datblygu Lleol a’r Cynllun Gweithredu Prifddinas Ddiogelach, Urddas Mewn Gofal, Gweithredu ar Dlodi Plant, Hanfodion Gofal, ‘Ein Dyfodol Iach’ (fframwaith strategol ar gyfer Iechyd y Cyhoedd yng Nghymru Hydref 2009). Egwyddorion Bevan. Egwyddorion Llywodraethu wedi’i Ganoli ar y Dinesydd. Cynllun Oes: Creu Iechyd a Gofal Cymdeithasol o'r Radd Flaenaf i Gymru yn yr 21ain Ganrif. Siarter Ewropeaidd ar gyfer Ieithoedd Rhanbarthol neu Leiafrifol. Cynllun Iaith Gymraeg y BIP. Deddf Llywodraeth Cymru 2006. Iaith Pawb: Cynllun Gweithredu Cenedlaethol ar gyfer Cymru Ddwyieithog. Ymgyrch 1000 o Fywydau a Mwy.

Cysylltiadau i Isadran /Maes Gwasanaeth BIP

Iechyd Meddwl, Plant a Menywod, Sylfaenol, Gofal Cymunedol a Chanolradd a Gwasanaethau Pobl Hŷn, Deintyddol, Diagnosteg Glinigol a Therapiwteg, Meddygaeth, Gwasanaethau Llawdriniaethol, Gwasanaethau Arbenigol, Arloesedd a Gwelliant, Gwasanaeth Strategol a Chynllunio, Rheoli Cyfalaf ac Asedau,

Gwasanaethau Ariannol, Caffael, Gweithlu a Datblygu Sefydliadol, Iechyd y Cyhoedd, Trefn Lywodraethu, Profiad y Claf, Diogelwch y Claf ac Ansawdd.

Sail Tystiolaeth Adborth / arolygon bodlonrwydd / cwynion gan y cyhoedd, twristiaid ac ati. Targedau/gweithredu yng nghynlluniau gweithredu maes gwasanaeth y BIP. Fframwaith Cydraddoldeb Atebolrwydd. Targedau/gweithredu mewn cynlluniau o ran cylch gwaith partneriaethau strategol y mae’r BIP yn aelod ohonynt.

Mesur Llwyddiant / Dangosyddion Perfformiad

• Bydd adroddiad blynyddol yn cofnodi cymhariaeth o ffigurau monitro o ddata gwaelodlin 2011 - 2012, er mwyn mesur newidiadau neu welliant yng nghanlyniadau’r Dangosydd Perfformiad.

• Mae cynnydd yn lefelau bodlonrwydd asesiad a lleihad mewn lefelau o anfodlonrwydd a adroddir.

• Mae cynnydd yn lefelau bodlonrwydd newid gwasanaeth a lleihad mewn lefelau o anfodlonrwydd a adroddir.

Amserlen Dros gyfnod gweithredu pedair blynedd y Cynllun Cydraddoldeb Strategol.

Rhanddeiliaid Cleifion, teuluoedd, gofalwyr, aelodau’r Bwrdd ac aelodau staff eraill. Gwirfoddolwyr. Asiantaethau Partner. Aelodau Fforwm Rhanddeiliaid Cydraddoldeb. Grŵp Cyfeirio Rhanddeiliaid BIP. Aelodau Grŵp Llywio Strategaeth Cydraddoldeb. Hyrwyddwyr Cydraddoldeb.

GWEITHREDU CANLYNIAD AMSERLEN

CYNNYDD

1.1 Bydd y BIP yn asesu gofynion iechyd y gymuned leol ac yn comisiynu ar yn rhoi ar waith y gwasanaethau i fodloni’r anghenion hynny a ystyrir yn angenrheidiol Bydd y BIP yn monitro ac yn defnyddio data rheolaidd, amserol a chywir er mwyn gallu nodi meysydd lle mae angen mynd i'r afael â materion penodol

Comisiynir, cynllunnir a chaffaelir gwasanaethau i fodloni anghenion iechyd unigolion, grwpiau neu gymunedau lleol, hyrwyddo lles a lleihau anghydraddoldeb iechyd

Monitro ac adrodd arno’n flynyddol

1.2 Bydd y BIP yn asesu gofynion iechyd cleifion unigol ac yn rhoi ar waith wasanaethau i fodloni’r anghenion a ystyrir yn angenrheidiol

Asesir anghenion iechyd cleifion unigol, a darperir gwasanaethau sy’n deillio o hynny, mewn ffyrdd priodol ac effeithiol


1.3 Gwneud trosglwyddiad mor esmwyth â phosibl pan atgyfeirir rhwng gwasanaethau, a chynnwys cleifion,

Newidiadau ar draws gwasanaethau ar gyfer cleifion unigol yn cael eu trafod â hwy, a throsglwyddiadau yn


teuluoedd a gofalwyr mewn trafodaethau perthnasol

digwydd yn esmwyth

1.4 (i)

(ii)

(iii)

Eich trin â gofal o safon broffesiynol gan staff cymwysedig a phrofiadol, mewn sefydliad sydd wedi ei gymeradwyo neu ei gofrestru’n iawn sy’n bodloni lefelau gofynnol diogelwch ac ansawdd Sicrhau y darperir gwasanaethau mewn amgylchedd glân a diogel sy’n addas i’r diben ar sail arfer gorau cenedlaethol Sicrhau bod meysydd gwasanaeth yn cynyddu ymwybyddiaeth o gleifion yn derbyn amodau iach a diogel ac amgylchedd rhydd o wahaniaethu, aflonyddu neu erledigaeth, a bod riportio troseddau neu ddigwyddiadau casineb yn cael eu hymgorffori yn eu gwaith a’u gweithgareddau bob dydd

Blaenoriaethir a sicrheir diogelwch cleifion


1.5 Darparu rhaglenni sgrinio fel yr argymhellir gan Bwyllgor Sgrinio Cenedlaethol y DU

Rhaglenni iechyd y cyhoedd, brechu a sgrinio yn cyrraedd ac yn rhoi budd i’r holl gymunedau a grwpiau lleol

Parhaus ers mis Hydref 2010 a bydd yn parhau drwy gyfnod oes y cynllun

AMCAN CYDRADDOLDEB 2 - Gwell mynediad a phrofiad i gleifion

Amcan Bydd y BIP yn gwella hygyrchedd a gwybodaeth, ac yn darparu’r

gwasanaethau cywir sydd wedi eu targedu, yn ddefnyddiol, yn ddefnyddiadwy ac yn cael eu defnyddio er mwyn gwella profiad y claf

Canlyniad Gall cleifion gyrchu gwasanaethau, gweithgareddau a gwybodaeth y BIP yn Gymraeg a Saesneg, a hefyd mewn ieithoedd eraill a siaredir ac mewn gwahanol fformatau (Braille, BSL, print bras ac ati) yn ôl y gofyn.


Hil, rhyw, oedran, priodas neu bartneriaeth sifil, cyfeiriadedd rhywiol, anabledd, rhywedd, ailgyfeirio rhyw (yn cynnwys hunaniaeth rhyw a mynegiant rhyw), crefydd, cred neu ddiffyg cred, y Gymraeg ac ieithoedd eraill, gofalwyr â chyfrifoldeb am unrhyw ddibynyddion.


Cynllun Gweithredol, Gwneud Gwahaniaeth, Rhaglen Safon Iechyd Corfforaethol, Cynllun Strategol Pum Mlynedd Bwrdd Iechyd Prifysgol Caerdydd a’r Fro, Strategaeth Iechyd, Gofal Cymdeithasol a Lles, Cynllun Plant a Phobl Ifanc, Cynllun Datblygu Lleol a’r Cynllun Gweithredu Prifddinas Ddiogelach, Urddas Mewn Gofal, Gweithredu ar Dlodi Plant, Hanfodion Gofal, ‘Ein Dyfodol Iach’ (fframwaith strategol ar gyfer Iechyd y Cyhoedd yng Nghymru Hydref 2009). Egwyddorion Bevan. Egwyddorion Llywodraethu wedi’i Ganoli ar y Dinesydd. Cynllun Oes: Creu Iechyd a Gofal Cymdeithasol o'r Radd Flaenaf i Gymru yn yr 21ain Ganrif. Siarter Ewropeaidd ar gyfer Ieithoedd Rhanbarthol neu Leiafrifol. Cynllun Iaith Gymraeg y BIP. Deddf Llywodraeth Cymru 2006. Iaith Pawb: Cynllun Gweithredu Cenedlaethol ar gyfer Cymru Ddwyieithog.


Iechyd Meddwl, Plant a Menywod, Sylfaenol, Gofal Cymunedol a Chanolradd a Gwasanaethau Pobl Hŷn, Deintyddol, Diagnosteg Glinigol a Therapiwteg, Meddygaeth, Gwasanaethau Llawdriniaethol, Gwasanaethau Arbenigol, Arloesedd a Gwelliant, Gwasanaeth Strategol a Chynllunio, Rheoli Cyfalaf ac Asedau, Gwasanaethau Ariannol, Caffael, Gweithlu a Datblygu Sefydliadol, Iechyd y Cyhoedd, Trefn Lywodraethu, Profiad y Claf, Diogelwch y Claf ac Ansawdd. Ymgyrch 1000 o Fywydau Mwy .

Sail Tystiolaeth Adborth / arolygon bodlonrwydd / cwynion gan y cyhoedd, cleifion, teuluoedd, gofalwyr ac ati. Targedau/gweithredu yng nghynlluniau gweithredu maes gwasanaeth y BIP. Fframwaith Cydraddoldeb Atebolrwydd. Proffiliau data Cyfrifiad 2011, data cyfieithu cyfredol,

adborth arolygon a data pryderon. Gwell data ar y materion hyn er mwyn eu defnyddio gan feysydd gwasanaeth wrth gynllunio prosiectau yn y dyfodol.


• Cynnydd mewn lefel bodlonrwydd o ran hygyrchedd lleoliadau gwasanaeth unwaith y byddant yno

• Nifer yr adeiladau hygyrch. • Lleihad yn nifer y pryderon ynglŷn ag diffyg hygyrchedd

lleoliadau sy’n eiddo i’r BIP. • Nifer y ceisiadau am gyfieithu / cyfieithu ar y pryd / fformat

gwahanol • Nifer y cyfarfodydd lle ceir cyfieithydd a drefnwyd • Cynnydd yn y nifer sy’n derbyn gwasanaethau • Lefelau cynyddol o fodlonrwydd cwsmeriaid • Lleihad yn niferoedd y pryderon ynglŷn â materion fformat

hygyrch

Amserlen Bydd yr Adroddiad Blynyddol yn cofnodi cymhariaeth ffigurau o waelodlin 2011 - data 2012, er mwyn mesur newidiadau neu welliannau yn y canlyniadau Dangosydd Perfformiad

Rhanddeiliaid Cleifion, teuluoedd, gofalwyr, Rheolwr Cydraddoldeb a Swyddog Iaith Gymraeg y BIP, aelodau Bwrdd y BIP ac aelodau staff eraill, Partneriaethau ac asiantaethau dan gontract, Cyfathrebu BIP, Profiad y Claf BIP, Grŵp Cyfeirio Rhanddeiliaid BIP, Cylch Meithrin Cymru, Rhwydwaith Iaith Gymraeg, Llywodraeth Cymru. Comisiynydd Pobl Hŷn, Comisiynydd Plant, BVNSW, Caerdydd y Fro a’r Cymoedd, Stonewall, Sefydliadau Cydraddoldeb Sector Gwirfoddol lleol, rhanbarthol a chenedlaethol.


CYNNYDD

2.1(i)

(ii)

Galluogi mynediad at wasanaethau BIP fel na wrthodir mynediad i gleifion ar sail afresymol Dangosydd 3 Iaith Gymraeg yn ogystal Sicrhau bod materion iaith Gymraeg yn rhan annatod o’r holl brosiectau datblygu / cyflenwi gwasanaeth.

Gall cleifion, gofalwyr a chymunedau gyrchu gwasanaethau gwybodaeth yn hawdd, ac ni ddylid gwrthod mynediad iddynt ar sail afresymol

Parhaus ers mis Hydref 2010. I barhau 2012/13 hyd 2015/16 Parhaus ers mis Hydref 2010. I barhau 2012/13 hyd 2015/16

2.3(i)

(ii)

Eich trin ag urddas a pharch bob amser, yn unol â’ch hawliau dynol Cadw eich gwybodaeth gyfrinachol yn ddiogel a chadarn

Cleifion a gofalwyr yn adrodd am brofiadau cadarnhaol o’r BIP, lle y gwrandewir arnynt ac y’u perchir ac y rhoddir blaenoriaeth i’w preifatrwydd a’u hurddas

I’w gyhoeddi’n flynyddol yn ystod oes y cynllun hwn

2.4 (i)

(ii)

(iii)

(iv)

(v)

Derbyn cwynion am wasanaethau’r BIP a sicrhau yr ymdrinnir â hwy’n effeithlon a’u bod yn cael eu hymchwilio’n iawn.

Eich darparu â chanlyniad unrhyw ymchwiliad i’ch cwyn.

Sicrhau y cewch eich trin yn gwrtais ac na fydd y ffaith eich bod wedi cwyno yn effeithio’n andwyol ar eich triniaeth yn y dyfodol. Sicrhau pan fydd camgymeriadau’n digwydd, eu bod yn cael eu cydnabod, yr ymddiheurir, yr eglurir yr hyn aeth o’i le ac y rhoddir pethau’n iawn yn gyflym ac effeithiol. Sicrhau bod y sefydliad yn dysgu gwersi o gwynion a honiadau ac yn defnyddio’r rhain i wella gwasanaethau’r BIP

Dylai cwynion cleifion a gofalwyr am wasanaethau, a honiadau dilynol am wneud iawn, gael eu trin yn barchus ac yn effeithlon

System Pryderon wedi’i diweddaru i roi lefel uwch o fanylion o fis Ebrill 2012 ymlaen. Parhaus ers mis Hydref 2010. I barhau 2012/13 hyd 2015/16 Parhaus ers mis Hydref 2010. I barhau 2012/13 hyd 2015/16 Parhaus ers mis Hydref 2010. I barhau 2012/13 hyd 2015/16 Parhaus ers mis Hydref 2010. I barhau 2012/13 hyd 2015/16

AMCAN CYDRADDOLDEB 3 - Gweithlu wedi ei rymuso, ei ymgysylltu a’i gefnogi’n dda Amcan Bydd y BIP yn cymryd pob cam posibl i gynyddu amrywiaeth ei

weithlu ac ansawdd bywyd gwaith ar gyfer yr holl staff a gwirfoddolwyr, gan eu grymuso a’u cefnogi i ymateb yn well i anghenion cleifion a chymunedau.

Canlyniad Unigolion o bob rhan o’r gymuned yn teimlo bod y BIP yn gyflogwr teg a chynhwysol a bod staff yn ymatebol i anghenion a phryderon pob cymuned a grŵp.


Hil, rhyw, oedran, priodas neu bartneriaeth sifil, cyfeiriadedd rhywiol, rhywedd, ailgyfeirio rhyw (yn cynnwys hunaniaeth rhyw a mynegiant rhyw), crefydd, cred neu ddiffyg cred, y Gymraeg ac ieithoedd eraill, gofalwyr â chyfrifoldeb am unrhyw ddibynyddion, beichiogrwydd a mamolaeth. Ymgyrch 1000 o Fywydau a Mwy.


Polisïau Recriwtio a Dewis BIP, Safon Iechyd Corfforaethol Platinwm, Polisi Cydraddoldeb, Amrywiaeth a Hawliau Dynol, Strategaeth Gweithlu BIP, Cynllun Ymgysylltu Meddygol BIP, Isadran Gwasanaethau Arbenigol BIP, Strategaeth Hyfforddiant a Datblygu Integredig BIP, Fframwaith Gwneud y Gorau o Botensial BIP, Fframwaith Gwerthusiad Personol ac Adolygiad Datblygu BIP, Strategaeth a Fframwaith ar gyfer Gwirfoddoli BIP, Deddf Cydraddoldeb 2010 adran 159 Hanfodion Gofal, ‘Ein Dyfodol Iach’ (fframwaith strategol ar gyfer Iechyd y Cyhoedd yng Nghymru Hydref 2009). Ymgyrch 1000 o Fywydau a Mwy), Egwyddorion Bevan. Egwyddorion Llywodraethu wedi’i Ganoli ar y Dinesydd. Cynllun Oes: Creu Iechyd a Gofal Cymdeithasol o'r Radd Flaenaf i Gymru yn yr 21ain Ganrif. Siarter Ewropeaidd ar gyfer Ieithoedd Rhanbarthol neu Leiafrifol. Cynllun Iaith Gymraeg y BIP. Deddf Llywodraeth Cymru 2006. Iaith Pawb: Cynllun Gweithredu Cenedlaethol ar gyfer Cymru Ddwyieithog.


Iechyd Meddwl, Plant a Menywod, Sylfaenol, Gofal Cymunedol a Chanolradd a Gwasanaethau Pobl Hŷn, Deintyddol, Diagnosteg Glinigol a Therapiwteg, Meddygaeth, Gwasanaethau Llawdriniaethol, Gwasanaethau Arbenigol, Arloesedd a Gwelliant, Gwasanaeth Strategol a Chynllunio, Rheoli Cyfalaf ac Asedau, Gwasanaethau Ariannol, Caffael, Gweithlu a Datblygu Sefydliadol, Iechyd y Cyhoedd, Trefn Lywodraethu, Profiad y Claf, Diogelwch y Claf ac Ansawdd. Ymgyrch 1000 o Fywydau Mwy .

Sail Tystiolaeth Proffil gweithlu presennol y BIP, Fframwaith Cydraddoldeb Atebolrwydd. Data Cyfrifiad 2011 ar gyfer Caerdydd a’r Fro.


• Data proffil gweithwyr y BIP yn dangos gweithlu amrywiol ar draws meysydd gwasanaeth a graddfeydd cyflog gan y bydd proffiliau gweithlu yn cyfateb cyn agosed â phosibl gyda phroffiliau poblogaeth Caerdydd a’r Fro.

• Cynhyrchu adroddiadau staffio chwarterol dienw ar gyfer Cydraddoldeb a’r Gymraeg yn seiliedig ar gasglu data parhaus ac ymarferion glanhau.

• Defnyddio proffiliau gweithlu chwe misol i gynhyrchu cymhariaeth flynyddol ar gyfer Adroddiad Blynyddol y Cynllun Cydraddoldeb Sengl.

• Cyhoeddi Adroddiad Hyfforddiant Blynyddol gyda’r mathau o gyrsiau a gynigir a nifer y staff a hyfforddir yn cael eu cofnodi a’u dadansoddi.

• Data proffil gwirfoddolwyr BIP yn dangos amrywiaeth ar draws meysydd gwasanaeth yn cyfateb cyn agosed â phosibl i broffiliau poblogaeth Caerdydd a’r Fro.

Amserlen Proffiliau gweithlu chwarterol yn cael eu cyhoeddi’n fewnol. Bydd

Adroddiad Monitro a Gwella Blynyddol yn crynhoi ac yn cyhoeddi newidiadau dros y flwyddyn flaenorol, yn fewnol ac yn allanol.

Rhanddeiliaid Staff AD BIP, Rheolwr Cydraddoldeb BIP, Swyddog Iaith Gymraeg, Aelodau Bwrdd BIP, Aelodau ESSG, staff Gweithlu a Datblygu Sefydliadol, Tîm Cyfathrebu, cynrychiolwyr staff. Aelodau Fforwm Rhanddeiliaid Cydraddoldeb y BIP.


CYNNYDD

3.1 Darparu rolau a chyfrifoldebau clir i’r holl staff sy’n gwneud gwahaniaeth i gleifion, eu teuluoedd a gofalwyr a chymunedau. Dangosydd 5 yr Iaith Gymraeg yn ogystal

Ein dadansoddiad yn arwain at i’n prosesau recriwtio a dewis fod yn deg, cynhwysol a thryloyw fel bod y gweithlu yn dod mor amrywiol ag y gall fod o fewn pob galwedigaeth a gradd.

Adroddiadau gwybodaeth chwarterol i’r ESSG ac adran berthnasol yn yr Adroddiad Cydraddoldeb Blynyddol ac Adroddiad Cynllun yr Iaith Gymraeg.

3.2 Sicrhau bod gan staff fframwaith tâl a chytundeb teg

Lefelau tâl ac amodau a thelerau cysylltiedig yn cael eu pennu’n deg ar gyfer pob swydd, gyda staff sy’n gwneud gwaith cyfartal a gwaith a gaiff ei raddio fel un sy’n gyfwerth â’r hawl i dâl cyfartal

Arfer presennol ers mis Hydref 2010 a bydd yn parhau hyd 2015/2016

3.3 (i)

(ii)

(iii)

(iv)

Darparu’r holl staff â chyfleoedd dysgu a datblygu sy’n gwneud gwahaniaeth cadarnhaol i gleifion, eu teuluoedd a’u gofalwyr a chymunedau. Codi’r ymwybyddiaeth o ofynion dwyieithog ymhlith staff presennol a staff newydd drwy sesiynau Ymsefydlu Corfforaethol a dulliau a deunyddiau eraill Dangosydd 8 Iaith Gymraeg yn ogystal Darparu’r holl staff â datblygiad personol a mynediad at hyfforddiant priodol ar gyfer eu swyddi a chefnogaeth rheolaeth llinell i lwyddo. Cynnal ymarfer corfforaethol gydag AD a Rheolwyr Gwasanaeth er mwyn nodi swyddi neu dimau lle byddai sgiliau Cymraeg yn hanfodol: a sgiliau iaith eraill e.e. BSL lle bo’n briodol. Dangosydd 6 Iaith Gymraeg yn ogystal

Drwy gefnogaeth, hyfforddiant, datblygiad personol a gwerthuso perfformiad, mae staff yn hyderus, yn gymwys ac yn gynhwysol yn eu gwaith ac felly caiff gwasanaethau eu comisiynu a’u darparu’n briodol Mae gan staff, fel sy’n briodol, fynediad at fentora neu gyfleoedd datblygu pellach fel y disgrifir yn eu cynlluniau datblygiad personol.

Arfer presennol ers mis Hydref 2010 a bydd yn parhau hyd 2015/2016 Arfer presennol ond fe’i adolygir yn ystod 2012/2013 Arfer presennol ond fe’i adolygir yn ystod 2012/2013 Ymarfer Cynyddraddol i’w gwblhau erbyn mis Mawrth 2014, gan ddefnyddio data cyflogres sydd ar gael o’r Archwiliad Sgiliau Cymraeg Staff

3.4 (i)

(ii)

Sicrhau bod gan staff adnoddau gwaith iach a diogel ac amgylchedd rhydd o wahaniaethu, aflonyddu neu erledigaeth. Cynnig y cyfle i’r staff lunio eu rhwydweithiau cefnogi yn y gweithle eu hunain ar gyfer grwpiau penodol, ar gyfer cyd-gefnogaeth ac er mwyn darparu’r ESSG a grwpiau eraill ag awgrymiadau a sylwadau.

Staff yn rhydd o gamdriniaeth, aflonyddwch, bwlio, trais gan gleifion a’u perthnasau a chydweithwyr, gyda gwneud iawn yn agored a theg i bawb

Grŵp LGBT yn cael ei sefydlu a grwpiau eraill wedi eu cytuno mewn egwyddor yn ystod 2011, grwpiau posibl eraill i ddilyn modelau eraill o fis Ebrill 2012. Grŵp LGBT yn cael ei sefydlu a grwpiau eraill wedi eu cytuno mewn egwyddor yn ystod 2011, grwpiau posibl eraill i ddilyn modelau eraill o fis Ebrill 2012.

3.5 Sicrhau bod gan staff amgylchedd gweithio da gyda chyfleoedd gweithio hyblyg, sy’n gyson ag anghenion cleifion a gyda’r ffordd y mae pobl yn byw eu bywydau.

Dewisiadau gweithio hyblyg ar gael i’r holl staff, yn gyson ag anghenion y gwasanaeth a’r ffordd y mae pobl yn byw eu bywydau (gallai gweithio hyblyg fod yn addasiad rhesymol ar gyfer aelodau staff neu ofalwyr anabl.)


3.6 Darparu cefnogaeth a chyfleoedd i staff gynnal eu hiechyd, lles a diogelwch

Cefnogir y gweithlu i gadw’n iach, gyda ffocws ar weithio gyda grwpiau a sefydliadau trydydd sector a chymunedol yn mynd i’r afael â phrif faterion iechyd a ffyrdd o fyw sy’n effeithio ar staff unigol a’r boblogaeth ehangach.


AMCAN CYDRADDOLDEB 4 - Arweinyddiaeth gynhwysol ar bob lefel

Amcan Sicrhau bod pawb yn y BIP wed eu cynnwys mewn chwarae eu

rhan mewn hyrwyddo cydraddoldeb, yn cynnwys meithrin perthynas dda rhwng pobl sy’n rhannu nodweddion gwarchodedig a’r rheiny sydd ddim.

Canlyniad Bydd y Bwrdd yn sicrhau bod cydraddoldeb yn fusnes i bawb, a bod disgwyl i bawb gymryd rhan weithredol, wedi ei gefnogi gan waith arweinwyr a hyrwyddwyr cydraddoldeb arbenigol


Hil, anabledd, rhyw, oedran, priodas neu bartneriaeth sifil, cyfeiriadedd rhywiol, rhywedd, ailgyfeirio rhyw (yn cynnwys hunaniaeth rhyw a mynegiant rhyw), crefydd, cred neu ddiffyg cred, y Gymraeg ac ieithoedd eraill, gofalwyr â chyfrifoldeb am unrhyw ddibynyddion.


‘Ein Dyfodol Iach’ (fframwaith strategol ar gyfer Iechyd y Cyhoedd yng Nghymru Hydref 2009). Egwyddorion Bevan. Egwyddorion Llywodraethu wedi’i Ganoli ar y Dinesydd. Cynllun Oes: Creu Iechyd a Gofal Cymdeithasol o'r Radd Flaenaf i Gymru yn yr 21ain Ganrif. Siarter Ewropeaidd ar gyfer Ieithoedd Rhanbarthol neu Leiafrifol. Cynllun Iaith Gymraeg y BIP. Deddf Llywodraeth Cymru 2006. Iaith Pawb: Cynllun Gweithredu Cenedlaethol ar gyfer Cymru Ddwyieithog. Ymgyrch 1000 o Fywydau a Mwy.


Iechyd Meddwl, Plant a Menywod, Sylfaenol, Gofal Cymunedol a Chanolradd a Gwasanaethau Pobl Hŷn, Deintyddol, Diagnosteg Glinigol a Therapiwteg, Meddygaeth, Gwasanaethau Llawdriniaethol, Gwasanaethau Arbenigol, Arloesedd a Gwelliant, Gwasanaeth Strategol a Chynllunio, Rheoli Cyfalaf ac Asedau, Gwasanaethau Ariannol, Caffael, Gweithlu a Datblygu Sefydliadol, Iechyd y Cyhoedd, Trefn Lywodraethu, Profiad y Claf, Diogelwch y Claf ac Ansawdd.

Sail Tystiolaeth Dyddiau hyfforddiant a datblygiad Bwrdd. Fframwaith Cydraddoldeb Atebolrwydd


Fframwaith Cydraddoldeb Atebolrwydd. Gwerthusiad Personol ac Adolygiadau Datblygu. Briffiau Tîm a Briffiau Lleol.

Amserlen Dros gyfnod gweithredu pedair blynedd y Cynllun Cydraddoldeb Strategol.

Rhanddeiliaid Staff AD BIP, Rheolwr Cydraddoldeb BIP, Swyddog Iaith Gymraeg, Aelodau Bwrdd, Aelodau ESSG, Hyrwyddwyr Cydraddoldeb.


CYNNYDD

4.1 Sicrhau bod pobl sy’n defnyddio gwasanaethau’r BIP yn elwa o ofal, triniaeth a chefnogaeth o ansawdd a diogel o ganlyniad i wneud penderfyniadau effeithiol a rheoli risg i’w hiechyd, lles a diogelwch

Bydd Byrddau ac uwch arweinwyr wedi derbyn hyfforddiant cydraddoldeb fel eu bod yn gallu cynnal a chynllunio eu busnes fel y caiff cydraddoldeb ei hyrwyddo a bod cysylltiadau da yn cael eu meithrin o fewn y sefydliad a thu hwnt.

Arfer presennol ers 2010 a bydd yn parhau hyd 2015/2016

4.2 Cydnabod amrywiaeth, gwerthoedd a hawliau dynol staff drwy ddefnyddio’r Fframwaith Cydraddoldeb Atebolrwydd

Rheolwr canol a rheolwyr llinell eraill yn ysgogi eu staff i weithio mewn ffyrdd sy’n ddiwylliannol gymwys a chynhwysol mewn amgylchedd sy’n rhydd o wahaniaethu a lle y caiff holl arferion o’r fath eu herio gan yr holl staff.

Mae datblygiad y fframwaith wedi dechrau.

4.3 Creu cyfleoedd, er enghraifft mewn digwyddiadau ymsefydlu a hyfforddiant, i drafod a dadlau materion cydraddoldeb ac amrywiaeth a rhannu gwybodaeth ac arfer gorau.

Y sefydliad yn defnyddio Dimensiwn Craidd 6 y Fframwaith Gwybodaeth a Sgiliau i recriwtio, datblygu a chefnogi arweinyddion strategol i hyrwyddo canlyniadau cydraddoldeb


AMCAN CYDRADDOLDEB 5 - Mynd i’r afael â’r Bwlch Tâl o ran Rhyw a Nodweddion

Gwarchodedig eraill Amcan Lleihau unrhyw fwlch tâl ar sail rhyw neu unrhyw nodweddion

gwarchodedig eraill dros 4 blynedd drwy fynd i’r afael â’r achosion a gwneud newidiadau i bolisïau ac arfer tâl y gwelir eu bod yn ffactor gyfranogol i unrhyw anghydraddoldeb mewn tâl.

Canlyniad Bod â strategaethau a chynlluniau tâl, graddio, cyflog a recriwtio teg, agored a thryloyw ar waith fel y gellir sicrhau lleihad mewn unrhyw fwlch tâl.


Hil, anabledd, rhyw, oedran, priodas neu bartneriaeth sifil, cyfeiriadedd rhywiol, anabledd, rhywedd, ailgyfeirio rhyw (yn cynnwys hunaniaeth rhyw a mynegiant rhyw), crefydd, cred neu ddiffyg cred, y Gymraeg ac ieithoedd eraill, gofalwyr â chyfrifoldeb am unrhyw ddibynyddion, beichiogrwydd a mamolaeth.


Polisïau Recriwtio a Dewis BIP, Strategaeth Gweithlu, Cynllun Gweithredol, Deddf Cydraddoldeb 2010 adran159. ‘Ein Dyfodol Iach’ (fframwaith strategol ar gyfer Iechyd y Cyhoedd yng Nghymru Hydref 2009). Egwyddorion Bevan. Egwyddorion Llywodraethu wedi’i Ganoli ar y Dinesydd. Cynllun Oes: Creu Iechyd a Gofal Cymdeithasol o'r Radd Flaenaf i Gymru yn yr 21ain Ganrif. Siarter Ewropeaidd ar gyfer Ieithoedd Rhanbarthol neu Leiafrifol. Cynllun Iaith Gymraeg y BIP. Deddf Llywodraeth Cymru 2006. Iaith Pawb: Cynllun Gweithredu Cenedlaethol ar gyfer Cymru Ddwyieithog. Ymgyrch 1000 o Fywydau a Mwy.


Adnoddau Dynol, Trefn Lywodraethu, Gweithlu a Datblygu Sefydliadol

Sail Tystiolaeth Proffil gweithlu BIP presennol, data cyflogaeth BIP ac archwiliad blynyddol


• Lleihad yng nghanran y bwlch tâl rhwng rhyw neu unrhyw nodwedd warchodedig arall ar gyfer Bwrdd Iechyd Prifysgol Caerdydd a’r Fro dros gyfnod 4 blynedd y cynllun.

Amserlen Dros gyfnod gweithredu pedair blynedd y Cynllun Cydraddoldeb

Strategol.

Rhanddeiliaid Staff AD BIP, Rheolwr Cydraddoldeb BIP, cynrychiolwyr o du’r staff, Swyddog Iaith Gymraeg a staff arall, aelodau Bwrdd,


CYNNYDD

5.1 Gweithredu canfyddiadau’r Agenda ar gyfer Newid.

Strwythurau tâl a graddio yn y BIP yn agored a thryloyw.


5.2 Gwneud newidiadau i bolisïau ac arferion tâl y gwelir eu bod yn ffactorau cyfranogol i unrhyw anghydraddoldeb mewn tâl a ganfyddir.

Strwythurau tâl a graddio ac arferion recriwtio yn y BIP yn trin holl staff ac ymgeiswyr yn gyfartal waeth beth fo’u rhyw.

Parhaus a gwaith pellach fel rhan o adolygiad y Strategaeth Gweithlu

5.3 Codi ymwybyddiaeth o gyfleoedd am swyddi a chyfleoedd busnes i grwpiau annhraddodiadol (h.y. peidio â stereoteipio swyddi i ryw neu nodweddion gwarchodedig eraill).

Mwy o amrywiaeth rhyw (a nodweddion gwarchodedig eraill) ar draws y meysydd gwasanaeth.

2012/13 ac yna’n flynyddol

AMCAN CYDRADDOLDEB 6 - Cydymffurfio Corfforaethol – Arddangos Arfer Da

Amcan Sicrhau bod y BIP yn cydymffurfio â’i ddyletswyddau cyfreithiol yn

ogystal â pholisïau a chamau gweithredu sefydliadol.

Canlyniad Mae’r BIP yn dangos cydymffurfiad â’i ddyletswyddau, ac yn derbyn adborth cadarnhaol gan y cyrff monitro perthnasol ynglŷn â’i adroddiadau blynyddol, cynnydd yn erbyn yr amcanion a’r camau gweithredu a bydd ei enw da yn gwella.


Hil, rhyw, oedran, priodas neu bartneriaeth sifil, cyfeiriadedd rhywiol, anabledd, rhywedd, ailgyfeirio rhyw (yn cynnwys hunaniaeth rhyw a mynegiant rhyw), crefydd, cred neu ddiffyg cred, y Gymraeg ac ieithoedd eraill, gofalwyr â chyfrifoldeb am unrhyw ddibynyddion, beichiogrwydd a mamolaeth.


Rhaglen Safon Iechyd Corfforaethol. Urddas Mewn Gofal, Cynlluniau Cyllid a Chaffael. Hanfodion Gofal, ‘Ein Dyfodol Iach’ (fframwaith strategol ar gyfer Iechyd y Cyhoedd yng Nghymru Hydref 2009). Egwyddorion Bevan. Egwyddorion Llywodraethu wedi’i Ganoli ar y Dinesydd. Cynllun Oes: Creu Iechyd a Gofal Cymdeithasol o'r Radd Flaenaf i Gymru yn yr 21ain Ganrif. Siarter Ewropeaidd ar gyfer Ieithoedd Rhanbarthol neu Leiafrifol. Cynllun Iaith Gymraeg y BIP. Deddf Llywodraeth Cymru 2006. Iaith Pawb: Cynllun Gweithredu Cenedlaethol ar gyfer Cymru Ddwyieithog. Ymgyrch 1000 o Fywydau a Mwy.


Cyllid, Caffael, Adnoddau Dynol, Profiad y Claf, Cynllunio, Cyfalaf ac Ystadau, Trefn Lywodraethu, Gweithlu a Datblygu Sefydliadol, Arloesedd a Gwella.

Sail Tystiolaeth Adroddiadau pwyllgor yn cynnwys gwybodaeth yn ymwneud â Chydraddoldeb. Fframwaith Cydraddoldeb Atebolrwydd. Tystiolaeth o Asesiadau Effaith Cydraddoldeb (AEC) wedi eu cyhoeddi. Dadansoddi gwybodaeth ac adrodd ar hyn yn yr Adroddiadau Monitro a Gwella Gwasanaeth Blynyddol.


• Cyhoeddi adroddiadau blynyddol yn brydlon, yn dilyn craffu ac ystyriaeth yn fewnol.

• Nifer y AEC a gwblheir ac a gyhoeddir bob blwyddyn. • Adroddiadau Fframwaith Cydraddoldeb Atebolrwydd yn

dangos bod meysydd gwasanaeth yn prif ffrydio materion Cydraddoldeb a’r Iaith Gymraeg.

• Nifer y pryderon sy’n cynnwys elfen Cydraddoldeb neu Iaith Gymraeg.

• Lefelau cydymffurfio contract trydydd parti.

Amserlen Bydd yr Adroddiad Blynyddol yn crynhoi’r newidiadau dros y flwyddyn flaenorol.

Rhanddeiliaid Bwrdd, Pwyllgor Gweithlu a Sefydliadol, ESSG. Trefn Lywodraethu, Arweinwyr Adrannol, Penaethiaid Partneriaethau, Pennaeth Gwasanaethau. Rheolwyr.


CYNNYDD

6.1 Sicrhau bod trefniadau yn eu lle i fonitro’n strategol gynnydd y Cynllun Strategol Cydraddoldeb a’r Cynllun Iaith Gymraeg ac ieithoedd eraill a chynhyrchu adroddiadau monitro a gwella blynyddol ar y cynnydd a gyflawnir mewn unrhyw feysydd pryder, a chydymffurfiad cyffredinol â dyletswyddau statudol.

Adroddiadau blynyddol yn cael eu cyflwyno i’r Pwyllgor WOD drwy’r ESSG yn fewnol ar gyfer eu cymeradwyo ac yna eu cyflwyno i’r cyrff perthnasol. Adroddiadau gwybodaeth ad hoc i’w cynhyrchu lle bo’n berthnasol neu pan wneir cais penodol amdanynt.

Bydd hyn yn dechrau yn 2012. Cyhoeddir pob adroddiad blynyddol cysylltiedig yn ddwyieithog ar y wefan a byddant ar gael yn Gymraeg ac mewn ieithoedd neu fformatau eraill ar gais.

6.2 Mabwysiadu a gweithredu elfen sefydlog sy’n adrodd ar gyflwyniad polisïau a mentrau newydd neu rai a ddiweddarwyd i gynnal asesiad o’r effaith debygol ar faterion Cydraddoldeb a’r iaith Gymraeg. Dangosydd 1 Iaith Gymraeg yn ogystal

Adroddiadau yn dangos cysylltiadau clir i’r Agenda Cydraddoldeb a’r Gymraeg.

Ar waith er mis Medi 2010 a’i diwygio ym mis Medi 2011.

6.3 Llunio rhestr gorfforaethol o bolisïau, strategaethau a chynlluniau a diweddaru’r rhestr yn rheolaidd.

Rhestr wedi ei diweddaru yn cael ei llunio ac ar gael yn chwarterol mewn fformatau priodol ac amgen.

Dechreuodd y gwaith diweddaru yn 2011, diweddariadau chwarterol o 2012/2013 ymlaen.

6.4 Pob gwasanaeth i sicrhau bod ganddo dargedau cydraddoldeb yn ei Gynllun

Gan ddefnyddio adroddiadau Cynllun Gwella Gwasanaeth ac

Blynyddol o 2011/2012.

Gwella Gwasanaeth. Dangosydd 4 Iaith Gymraeg yn ogystal

AEC a gynhaliwyd, bydd gwasanaethau yn prif ffrydio materion Cydraddoldeb yn eu cynlluniau gweithredu eu hunain.

6.5 Cynnal archwiliad

Cydraddoldeb blynyddol o’r holl Gynlluniau Gwella Gwasanaeth i ganfod y cynnydd y mae pob gwasanaeth wedi ei wneud.

Cynhyrchu adroddiad yn dangos arfer da a meysydd ar gyfer gwella yn y flwyddyn ddilynol.

Medi / Hydref yn flynyddol.

6.6 Pob maes gwasanaeth i gynnal AEC ar bob polisi. Dangosydd 1 Iaith Gymraeg yn ogystal

Cynnal a chyhoeddi AEC.

Blynyddol o 2011/2012 unwaith y bydd rhestr gorfforaethol yn ei lle.

6.7 Monitro nifer a mathau’r cwynion a dderbynnir sy’n cynnwys agwedd Cydraddoldeb, ac a ymdrinnir â hwy yn unol â safonau corfforaethol a darparu hyfforddiant priodol os bydd angen. Dangosydd 9 Iaith Gymraeg yn ogystal

Bydd adrodd ar gwynion yn rhan o’r adroddiad blynyddol.

System Pryderon wedi’i diweddaru i ddarparu gwell lefel o fanylder o 2012 ymlaen.

6.8 Sicrhau bod manylebau contract y BIP yn cynnwys holiadur Cydraddoldeb a’r Iaith Gymraeg ac yn cynnwys eithriadau Cydraddoldeb a’r Iaith Gymraeg fel gwybodaeth safonol. Dangosydd 2 Iaith Gymraeg yn ogystal

Mae’r holl gontractwyr yn ymwybodol o’u cyfrifoldebau Cydraddoldeb a’r Iaith Gymraeg pan yn gweithredu eu swyddogaethau ar ran y BIP.

Holiadur contract wedi’i ddiweddaru a datganiad Caffael Cydraddoldeb a’r Iaith Gymraeg mewn grym o fis Mawrth 2012.

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