Annual Equality Report 2020/2021

Welcome. This document reports progress against inclusion and where we need to continue progressing towards equality in our mission of brilliant care through brilliant people at Kent and Medway NHS Social Care Partnership Trust (KMPT) across 2020-21.

Publication date:
30 October 2021
Date range:
2020 - 2021

Organisational inclusion

Operation Cavell launched on 15th February 2021 and is a joint initiative with Kent Police to tackle hate crime and violence against KMPT staff. 

A new equality impact assessment process was rolled out across the organisation and work has begun on improving collection of demographic data of patients. 

In addition to the progress made highlighted in each section, across 2020-21 the Trust continued certain trust-wide initiatives to advance equality of opportunity eliminate discrimination and foster good relations. Key achievements include: 

  • Rolling out a new equality impact assessment process 
  • Developing and piloting a reverse mentoring programme 
  • Rolled out the accessibility information standard training for all front-line staff 
  • Set up a working group to ensure better capture of demographic information about patients 

Key findings - inclusion

Equality, diversity and inclusion (EDI) score 

  • The Trust average score for equality, diversity and inclusion was 8.9 out of 10, similar to the mental health provider benchmark. 

Safe environment (bullying and harassment) 

  • The Trust average score for a safe environment relating to bullying and harassment was 8.0 out of 10, this is 0.3 lower than the mental health provider benchmark.

Next steps for cultural inclusion 2021-2022

Inclusive leadership and culture

We will provide opportunities for allies and for role models to develop cultural competence by increasing support for leaders to identify bias, to reduce prejudice and to eliminate systemic barriers. 

We will align systems to strengthen the conditions for change; embedding inclusion within talent management, and tying recognition for inclusive behaviours within staff appraisals. 

We will be producing new action plans for our WRES and WDES and incorporate the 6 national actions for the overhaul of recruitment to decrease our race disparity ratio into our WRES reporting. 

We will work with our staff networks to improve our understanding of the impact of intersectionality to overcome the barriers faced by our staff and our patients.