Portsmouth Hospitals NHS Trust promotes equality with due regard to the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation. The trust has a comprehensive Equality and Diversity policy, including:

Purpose
The management of equality and diversity is important as it will help to:
 ensure the services we provide are accessible to all people; actively promote equality; and are free from unlawful discrimination;

*develop services which best meets the needs of our diverse communities;

* eliminate from our services, policies and decision making, any adverse impact on the promotion of *equality and inclusion for our patients and staff; and  enhance the corporate reputation of the organisation Equality is not about treating everyone the same.
Equality recognises that:

* everyone has individual needs and the right to have those needs respected;
*inequality exists and that unlawful discrimination needs to be tackled;
*employment and Trust services should be accessible to all; and *it is about treating people fairly where everyone can participate and have the opportunity to fulfil their potential.
Diversity is about respecting and valuing individual difference. Diversity recognises that:
*everybody is different;
*we need to understand, value, and respect those differences; and *diversity can include individuals and groups with varying backgrounds, experiences, styles, perceptions, values and beliefs.
A diversity approach aims to recognise, value and manage differences to enable all patients, service users and staff to contribute and realise their full potential.
Diversity challenges us to recognise and value all differences in order to make a better working environment and ensure an excellent service for all people.

The EIG has responsibility for ensuring development and delivery of the Equality and Diversity strategy.
The EIG is set up with delegated responsibility from the Trust Board to lead on the Equality and Diversity agenda and monitor progress to ensure it provides equality with regards to access, experience and outcome.
The EIG will:
*provide long-term and continuing support and leadership, for equality and diversity across the Trust and in support of legal and regulatory obligations;
and

* monitor Divisions on their progress in embedding equality and diversity through the performance management of the Trust Equality Standard.
All managers have a responsibility to adhere to this policy and bring it to the attention of staff in their work area in order to establish and maintain an inclusive environment free of unlawful discrimination. Managers have a responsibility to:
*set a positive example by treating others with respect and setting standards of acceptable behaviour;

* promote an inclusive working environment where unlawful discrimination is unacceptable and not tolerated;
*ensuring any allegations of discriminatory behaviour or practices are correctly investigated and appropriate action taken in accordance to the Trust Bullying and Harassment Policy and Management of Violence and Aggression Policy;
*ensure their teams work effectively together;

* ensure staff are given equal opportunity to access learning and development opportunities;
* consult with the Human Resources Team and Equality and Diversity Manager for advice and support regarding E&D issues;
*assisting with monitoring of compliance within their area of responsibility; and *implement the Equality Standard.
All staff have personal responsibility for their own behaviour and ensuring they comply with the Equality Act 2010 and are expected to:
 *understand the Trust Values and how this impacts on everything we do;
 *have a personal responsibility to adhere to the Policy.
Staff should not undertake any acts of discriminatory practice in the course of their employment for which they will be personally liable;
* help promote an inclusive environment by treating everyone with dignity and respect;
 *respecting and responding to the diverse needs of staff, service users and others;

* appropriately challenge and/or report behaviour that– may be considered to be offensive when directed against themselves or others in accordance to the Trust Bullying and Harassment Policy;
* have a responsibility to bring any potentially discriminatory actions or practice to the attention of their Line Manager or the Human Resources Department;
and  *implement the Trust Equality Standard 1.To what extent do you identify with the definitions of equality and diversity?

2.What do you think of the idea of an Equality Impact Group (EIG)?

3.Would you recommend a similar EIG for other organisations including your university?