We believe that healthcare services should respond to the diverse requirements of everyone in our local community.
This means taking into account needs relating to age, gender, race, disability, religion, and sexuality.
Every policy we develop is subject to an equalities impact assessment to prevent unintentional discrimination.
We have been working with AccessAble
to ensure our services and facilities are accessible to disabled people, and the loop system is widely available to support patients with hearing impairments.
The Hospital Passport helps us to ensure the healthcare needs of patients with learning disabilities are met, and multi-lingual phrase books and access to interpreters are available to support people who do not speak English.
We continuously monitor a range of workforce and patient statistics to identify any anomalies that could potentially indicate barriers to employment or access to healthcare.
Equality Strategy and our Equality, Diversity and Inclusion Strategy 2021 -2024
This strategy sets out our vision that we make it every colleague’s responsibility to be consciously inclusive in everything we do for our colleagues and communities. The strategy outlines the overarching principles and high level actions we are taking to improve the quality of care we provide patients, service users and family members and the experience of work of colleagues with protected characteristics.
Workforce Race Equality Standard
The Workforce Race Equality Standard (WRES) is a requirement for NHS healthcare providers through the NHS standard contract. This is as a result of the NHS Equality and Diversity Council agreeing to take action to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.
This is important because studies shows that a motivated, included and valued workforce helps deliver high quality patient care, increased patient satisfaction and better patient safety.
Gender Pay Gap Report
The gender pay gap is the difference in the average hourly wage of all men and women across a workforce. If women do more of the lower paid jobs within an organisation than men, the gender pay gap is usually bigger. Please note - the gender pay gap is not the same as unequal pay which is paying men and women differently for performing the same (or similar) work as this has been unlawful since 1970. Large employers are legally required to publish gender pay gap data on their own website.
Workforce Disability Equality Standard (WDES)
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) that enable NHS organisations to compare the experiences of Disabled and non-Disabled staff. The WDES has been commissioned by the Equality and Diversity Council (EDC) and it is mandated through the NHS Standard Contract.
Like the WRES, the WDES is important, because research shows that an engaged, included and valued workforce help to deliver high quality patient care, greater patient satisfaction and improved patient safety. The implementation of the WDES will enable Trusts to better understand the experiences of Disabled staff. It will support positive change for existing employees and enable a more inclusive environment for Disabled people working in the NHS. It will also allow us to identify good practice.
Equality Delivery System (EDS2)
A key principle of the NHS is that ‘everyone counts’ – this is at the heart of the NHS Constitution and should be a principle that applies to everyone in the NHS. The EDS2 helps us as an organisation, in partnership with local stakeholders, to review and improve our performance for people with characteristics protected by the Equality Act 2010, and to support us in meeting the Public Sector Equality Duty.
Equality Impact Assessments
Further related links
Our Disabilities page.