EDI Reports

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. 

Equality Delivery System (EDS)

The EDS is used to support the Trust to deliver better outcomes for service users and communities and better working environments for staff, which are personal, fair and diverse, making positive differences to healthy living and the working lives for everyone. 

In April 2023 we held our EDS stakeholder event to help us review and improve our performance by listening to the views of our service users, carers, local communities and those who work in the Trust. 

View our EDS Evidence Portfolio

EDS Evaluation report and grading

Workforce Race Equality Statement (WRES)

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.  


Workforce Disability Equality Standard (WDES)

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. 


Gender Pay Gap

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.

Sexual Orientation Monitoring Standard (SOM)

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. 

Previous reports

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