Our shared purpose


The Trust is committed to promoting equality, valuing diversity, creating an inclusive workplace and protecting Human Rights. The Trust is committed to eliminating discrimination against any individual on the grounds of age, disability, sex, gender reassignment, marriage or civil partnership, pregnancy and maternity, race, religion or belief and sexual orientation, as well as to promote positive practice and value the diversity of all individuals and communities.

What we mean by equality, diversity and inclusion

Equality – means equal opportunities for success in life. This includes challenging discrimination, as well as removing any barriers, so that everyone has opportunities to achieve their desired outcomes.

DiversityCelebrating people’s differences is the foundation for diversity. Everyone has something unique to offer, which makes all walks of life invaluable in any search or discussion about how we work best together as one team. This means promoting an environment that welcomes and values diverse backgrounds, thinking, skills and experience.

Inclusion – is providing a safe space where everyone has equal access to opportunities and resources, and where everyone feels valued and accepted. Everyone should have a voice in what happens in their life. This may mean making reasonable adjustments to facilitate participation.

Our Patient First Strategy guides what we we aim to achieve as a Trust.

Our shared purpose underpins this, and is our core business, because equality, diversity and inclusion is at the core of the Trust. We know that we need a new member of our senior team to lead and drive this forward in an ambitious action plan, firmly based on data and evidence.

We have recruited an EDI team to work at the Trust alongside the executive leadership team, and our board. Read more about our equality, diversity and inclusion team.

We are launching our data collection activity and have built our system to enable us to gather information about those with protected characteristics.

From this, we can develop the key strategic questions for the profession over the next three years, and the key outcomes that we want to achieve together. We will do this, as everything, in dialogue and collaboration with our key member of the board and senior leadership team.

We will focus on the 4 thematic areas listed below but will look across our engagement to identify where there may be other areas to also consider. We will also continue to build on the progress we have already made as described earlier.

Those 4 thematic areas are:

  1. Workforce, including recruitment
  2. Data and benchmarking
  3. Communications and engagement
  4. Training and development

Initial objectives for each area:

Workforce, including recruitment

  • Audit all existing and proposed policies, procedures and practices, to ensure they support equality, diversity and inclusion principles.
  • Consider how we understand whether our processes are ensuring fairness to all.
  • Treat all in our employment with equality, fairness and respect.
  • In accordance with applicable law, work towards improving the diversity and equality of the workforce at all levels and functions within the organisation,
  • Encourage all employees to bring different ideas, innovation and creativity to help improve what we do and how we do it.
  • Encourage, support and develop the establishment of staff networks to enable peer support and challenge.

Data and benchmarking

  • Have a clear plan for the improvements for collecting and using data
  • Consider how we will use the data we collect through our processes to ensure that we understand how certain groups are represented in our processes. This will help us ensure that processes are equitable and inclusive, that no one group is disadvantaged, and that all have equal opportunity to engage in the processes in a meaningful way.
  • The data we collect and analyse and the insights we gain will be shared with people with an interest in the Trust, to identify any trends or differences in outcomes for people with protected characteristics.
  • Review our approach to collecting data from job applicants and employees, to identify improvements that we can make on an ongoing basis to ensure that we are an inclusive employer.

Communications and engagement

  • Proactively deliver communications and engagement activity in a way that is diverse, relevant, and accessible to all.
  • Establish inclusive ways to co-produce our work with people who have protected characteristics, to improve our services.
  • Ensure our online presence not only complies with web content accessibility guidelines but strives to go beyond minimum standards.

Training and development

  • Encourage all employees to bring different ideas, innovation and creativity to help improve what we do and how we do it.
  • Create progressive policies and procedures that value equality, diversity and inclusion.
  • Support and develop everyone to their full potential, acknowledging that we bring our whole selves to work.
  • Raise awareness of equality, diversity and inclusion, and encourage people to support each other.
  • Develop our learning offer for board members, employees and partners to include face-to-face refresher courses on equality, diversity and inclusion, and include content on equality, diversity and inclusion on our bespoke training.
  • Create and develop positive action mentoring schemes for people with protected characteristics who wish to progress their careers through the organisation and beyond.
  • Roll out our proposed reverse mentoring scheme and encourage widespread participation, including for our senior team and board


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