The Equality, Diversity and Inclusion Framework was developed for the 2017-2020 period to address existing health inequalities in compliance with
the 2010 Equality Act. This framework integrates relevant legal duties, like those underwriting legislation against discrimination on grounds of race or gender identity, alongside national standards, such as EDS2, which promotes workplaces free from disability bias. The two key principles upon which it is based are that all people should have equal opportunities within society.
The EDS outcomes are geared towards improving services for people who belong to vulnerable and protected groups by assessing health inequalities, providing better working environments free of discrimination against employees or service users. The implementation supports our strategic objectives in promoting equality throughout planning development delivery, while appreciating diversity among local community workforce.
The Trust’s WRES is a tool to identify and address gaps between BME experience in the workplace. In measuring those experiences, it requires tangible progress towards eliminating discrimination by both staff members of colour, as well as other marginalised groups like the LGBT community. By taking action on these results, this will achieve several important outcomes, including: improved opportunities for all employees who want them; increased inclusion within teams, so everyone feels valued at work every day – resulting ultimately into high quality patient care with less stress or anxiety caused by unfair treatment.
Reports:
Inclusive and welcoming workplace environments are vital to ensuring that all employees, including those with disabilities can contribute fully in order achieve employer goals. The Workforce Disability Equality Standard (WDES) was created as an easy way for NHS organisations across England to measure how they compare themselves against ten specific indicators of disability equality so far implemented within their organisation’s policies or practices – from hiring practices through advancement opportunities. These metrics enable reporting on progress made each year, without knowing what took place previously, which helps track changes.
Reports:
The gender pay gap is a serious issue for many organisations. The government has required, under the Equality Act 2010, that all companies with 250 or more employees must report on their annual data and show the difference in salaries between women and men, working at these organisations in salaries between women, compared to men who work at these organisations.
Previous report:
The Lesbian Gay Bisexual and Trans Foundation led work to develop a Sexual Orientation Monitoring Information Standard on behalf of the NHS. This new standard provides consistent mechanisms for recording the sexual orientation data across all healthcare services.
Equality and Diversity Committee Terms of Reference
Statutory Equality and Diversity Report 2014/15
Equality & Diversity Annual Board Trust Report 2017
Equality, Diversity & Inclusion Workforce Annual Report 2018-2019
Equality & Diversity Strategy 2019-2021
Equality & Diversity Milestones 2019- 2021
Equality & Diversity Action Plan – 2019-2020
In line with the ongoing monitoring in relation to gender pay, we are committed to openness and transparency about what is available. Therefore we have published our parental leave policies here so that potential employees who are parents can make an informed choice of employer.
