Equality, Diversity, Inclusion and Belonging
As part of our Great Place to Work programme we know that people perform better when they feel they can be themselves and that creating a highly motivated, engaged workforce has a positive impact on patient care and outcomes. As a Trust we want to foster a culture of 'acceptance without exception' - enabling every person working at our Trust to bring their authentic self to work each day, ensuring we all feel visible, heard and our identity and contribution is validated and valued.
The national NHS People Plan sets out an ambitious vision for the NHS, with more staff, working differently, in a compassionate and inclusive culture. It focuses on how we must all continue to look after each other and foster a culture of inclusion and belonging, as well as action to grow our workforce, train our people, and work together differently to deliver care.
Investing in a diverse NHS workforce enables us as a Trust to deliver a more inclusive service and improve patient care. Ensuring inclusive recruitment so opportunities for growth are available to all staff, and developing a more inclusive culture and sense of belonging are two priorities within the D&I space
Equality is about creating a fairer society where everyone has the opportunity to fulfil their potential. Diversity is about recognising and valuing difference in its broadest sense. Inclusion is about an individual’s experience within the workplace and in wider society and the extent to which they feel valued and included.
As a public authority we have legal requirements under the Equality Act 2010 to promote equality with due regard to the protected characteristics of:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
This Act created a new general duty on the NHS when carrying out their functions to have due regard to:
- The need to eliminate discrimination, harassment and victimisation
- The need to advance equality of opportunity between persons who share a relevant protected characteristic and those who do not
- The need to foster good relations between people who share a relevant protected characteristic and people who do not
The Equality Act 2010 provides protection from “prohibited conduct” for groups of people with protected characteristics. Examples of prohibited conduct includes, direct discrimination (including combination discrimination), indirect discrimination, discrimination by association, discrimination by perception, harassment and victimisation.
The needs and circumstances for our patients, carers, communities and staff can be distinct and specific. In providing quality services and workforce environments that are appropriate and effective for all, we can prioritise and promote equality, diversity, inclusion and belonging.
Monitoring our service to ensure our people are protected
All NHS trusts are required, under the Equality Act 2010, to publish on an annual basis how our activities as a service provider and employer affect people with different protected characteristics. We are also required to set, review and publish Equality Objectives at least every four years.
Read our latest reports here:
- Diversity and Inclusion Annual Report 2022
- WRES data 2020/2021
- WRES data 2021/2022
- WDES data 2020/2021
- WDES data 2021/2022