It is now two and half years since the Queen Elizabeth Hospital King’s Lynn NHS Foundation Trust was advised it misrepresents the Equality Act in its equality policy and equality impact assessments. It is in breach of its public sector equality duty.
#SexMatters #discrimination
#SexMatters #discrimination
The Deputy CEO advised one of our members on 10 September 2020 that the errors were noted and communicated to relevant colleagues for their attention re policies, reports and documents. The list of protected characteristics was corrected but the other errors remain in place.
We wrote to 2 January 2023 asking for the outstanding corrections to policies, assessments and reports on behalf of @NorfolkWomen and the Women’s Rights Network North West Norfolk.
There has been no response.
#SexMatters #SexNotGender
There has been no response.
#SexMatters #SexNotGender
Despite having corrected the list of protected characteristics in V3 of the QEH Equality, Diversity and Inclusion Policy, the revised policy does not cover those with the protected characteristic of sex. It uses the word “gender” instead. Gender is not sex.
The trust has failed to correct the use of gender and transgender in the equality impact assessment and the revised EDI policy.
The use of the words "gender" and "transgender" may prevent staff, volunteers and patients from the protections and rights under the Equality Act.
The use of the words "gender" and "transgender" may prevent staff, volunteers and patients from the protections and rights under the Equality Act.
These errors lead to ineffective Equality Impact Assessments and problems with data collection and analysis.
The QEHKL Equality Impact Assessments (EIAs) available online are still incorrect.
The QEHKL Equality Impact Assessments (EIAs) available online are still incorrect.
1) EAIs refer to "Gender including transgender". The protected characteristic is gender reassignment, not "transgender".
2) Sex is a different protected characteristic which should be assessed separately from gender reassignment in EIAs. Sex is not gender.
2) Sex is a different protected characteristic which should be assessed separately from gender reassignment in EIAs. Sex is not gender.
3) The EIAs still omits pregnancy and maternity, despite 75% of the staff being women, and omits marriage and civil partnership.
Women’s sex based rights matter and are protected in law. @qehkl remains in breach of its public sector equality duty two and half years after first being informed of the breach.
The errors must be corrected in all policies, assessments and reports.
The errors must be corrected in all policies, assessments and reports.
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