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Leeds Community Healthcare NHS Trust Equality Strategy 2012-2016


The Leeds Community Healthcare NHS Trust Equality Strategy 2012-2016 includes an equality objective which has been developed through consultation with our workforce, the communities of Leeds, partner health organisations and Leeds City Council.

The strategy demonstrates the organisations belief that equality is essential for the delivery of inclusive services and the creation of an inclusive environment for staff, service users/patients and carers.

We aim to provide the best possible care in every community in Leeds irrespective of:

LCH Equality Strategy 2012-2016 outlines the strategic direction for the organisation in delivering equality over the next four years, setting in place an objective and desired outputs pay due regard to the three aims of the general duty of the Equality Act 2010:

This Equality Strategy provides a framework and identifies activity and actions deliverable, from April 2012, which will ensure compliance with the Equality Act 2010, CQC requirements, assist in the delivery of the NHS Constitutions principles and values, in particular the first key principle; ‘to provide a comprehensive service, available to all’ and will support the organisation in meeting its vision and four strategic objectives.

LCH Equality Strategy and objective supports the organisation in achieving a representative public membership as part of the Foundation Trust programme, ensuring our membership reflects the diversity of every community in Leeds and promoting the ongoing engagement with the community, for service design and improvement both directly and through the voluntary sector, to achieve this. 

The Equality objective defined within the strategy has been informed by involvement and consultation with a wide range of community groups, Leeds City Council, Stonewall and communities in Leeds through involvement facilitated by the University of Central Lancashire (UCLAN).

There has been strong LCH Board involvement in the development of this strategy and the Board, both executives and non-executives, are committed to continued visible leadership of the Equality Strategy, ensuring equality is considered by every seat of the organisation and there is strong, visible leadership.

This strategy will be supported by a detailed Equality work plan.