Diversity and inclusion
Diversity and Inclusion
The Trust's diversity and inclusion statement
The Trust aspires to be diverse and inclusive in its role as both and NHS service provider and as an employer. We are committed to continually improving our services and ensuring that these are safe, personalised, accessible and recovery-focused for all our patients, service users, visitors and carers. We are also committed to providing excellent employment experience for those who work within our services.
The Trust will work to ensure that neither our service users nor our staff are subjected to any form of discrimination, harassment and/or bullying, including for (but not exclusive to) reasons relating to the ‘protected characteristics’ as set out in the Equality Act 2010.
To read the Trust's diversity and inclusion statement in full, click here.
Trust diversity and inclusion strategy 2016/20
The importance of having a culture of diversity and inclusion within businesses of all kinds is increasingly recognised in terms of its human and bottom line impact. A wide range of benefits have been identified for both service users and staff arising from developing a strong culture of both diversity and inclusion.
The Trust has set out its approach to developing and embedding a culture of both diversity and inclusion over the next four years, including its overview action plan, in our diversity and inclusion strategy. This document is based on the findings and conclusions drawn from a range of information about our workforce, our service users and our local population and communities, as set out in the documents below. This strategy not only enables us to meet our legal and NHS contractual requirements in relation to equality, but also helps us to deliver on the significant moral, staff engagement and patient-centred imperative for developing a more inclusive organisation in which all people are valued and treated as individuals – thereby delivering our Proud to CARE Trust values (compassionate, approachable, responsible, excellent) and our SPAR quality priorities (safe, personalised, accessible, recovery-focused).
Monitoring diversity and inclusion at the Trust
All NHS trusts are required, under the Equality Act 2010, to publish annually 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 (see further below).
Our latest report in compliance with the Equality Act 2010 can be accessed via the links below (both documents should be read together):
Additionally, NHS trusts are required to complete and publish an annual assessment against the Equality Delivery System (EDS2) and Workforce Race Equality Standard (WRES). You will find these documents below:
Previous Equality Act Compliance Reports can be found below:
Equality and diversity objectives 2015/18
The Public Sector Equality Duty requires public sector organisations to:
- Eliminate discrimination, harassment and victimization
- Advance equality of opportunity
- Foster good relations between people who share a protected characteristic and those who do not share it.
Part of this includes publishing our Equality Objectives - please follow this link.
Please note: this document also contains a review of progress against our 2012/15 Equality Objectives.
Embracing equality, diversity and human rights
We are committed to ensuring that our services and employment practices are fair, accessible, responsive and appropriate for all patients, visitors and carers in the community we serve, as well as the talented and diverse workforce that we employ.
To achieve this we are we are working on eliminating all forms of discrimination on the grounds of people’s race, disability, gender, age, religion and belief and sexual orientation. We are also working to ensure that all individual’s human rights are protected and that vulnerable people are safe from abuse.
Human rights - dignity and respect
As citizens, employees, parents carers and service users we are all stakeholders in the NHS. We each have a duty to make sure that healthcare outcomes are of the highest standard.
We are developing and building on our equality and diversity framework by making sure that human rights (dignity and respect) are central to the way in which we deliver services. The promotion and development of our Single Equality Scheme will play an essential part in supporting this.
Equality Impact Assessment Process
Why do we carry out Equality Impact Assessments?
Section 49A(1) of the Race Relations (Amendment) Act, alongside the Disability Discrimination Amendment Act 2005 and the Sex Discrimination Act 2005 as amended by the Equality Act 2006, places a duty on Authorities to assess the impact of its policies and practices, or the likely impact of its proposed policies and practices, on Race, Gender and Disability equality; this will be carried out through Equality Impact Assessments (EqIAs).
What are Equality Impact Assessments?
An Equality Impact Assessment is a way of deciding whether an existing or proposed policy, procedure, practice or service does (or may) affect people differently, and if so, whether it affects them in an adverse way.
Assessments will be carried out on new policies and services, as they are developed and over time on existing policies and services. Assessments will include each of the equality strands; race, disability, gender, sexuality, religion and belief and age.
Completed Equality Impact Assessments can be found below under the headings of the policy folders they relate to: