3.1 Establish health inequality oversight within the trust governance structure.
3.2 Work with the strategy director and executive lead for health inequalities to include a commitment to reducing health inequalities in the trust’s organisational strategy.
3.3 Ensure staff at all levels of the organisation are aware of the vision and strategy for tackling health inequalities and understand their roles in delivering these.
3.4 Identify an executive lead for health inequalities on the board.
3.5 Ensure the board receives annual training on health inequalities, with priority for the board member appointed as executive lead for health inequalities. Training should be refreshed, as relevant, and provided in induction processes.
3.6 Set health inequalities objectives in annual objectives for all executive board members.
3.7 Ensure trust representation on appropriate Integrated Care System (ICS) group(s) (and other system level groups) to contribute to system wide decision making on population health and tackling health inequalities.
3.8 Ensure that executive board members, senior leaders (Band 9 and very senior managers) and those with line management responsibilities routinely demonstrate their understanding of, and commitment to, equality and health inequalities – this could include through appraisal processes.
3.9 Set an expectation on executive board members to routinely report to the board on performance and outcomes data broken down by relevant characteristics (where available), such as ethnicity and deprivation.
3.10 Include equality and health inequalities related impacts and risks in board and committee papers (including minutes), alongside actions for how they will be mitigated and managed.
3.11 Engage the company secretary to ensure that the board agenda framework includes regular oversight on health inequalities.
3.12 Identify a trust lead for digital inclusion and provide supporting governance.