Equality, diversity and inclusion



  • Due to COVID-19, the Equality and Human Rights Commission (EHRC) has extended the deadline for Public Sector Equality Duty reporting obligations for NHS organisations in England to 5 October 2021.  It is important to note that the requirements of the general duty of the Equality Act 2010 remain in force and ESNEFT remain committed to considering the needs of people with different protected characteristics as they respond to COVID-19.
    If you have any queries or require clarification, please contact Julia Smyth.

We are constantly thinking of new ways to engage with our diverse workforce and the local population.

We want the service we provide to meet everyone’s needs – both patients and staff. We believe this is more than just a legal requirement under the Equality Act 2010:​

  • We want to make it easy for people to access our services
  • We want to recruit and retain our staff from all communities
  • We want our staff and those who use our services to be valued and respected as individuals
  • We want to ensure that everyone is treated fairly and honestly.

We have started work to set up support groups and networks across our organisation. These have been very successful. More information will be provided about these in due course.

We are also working with NHS England to complete work on our equality standards.


The WRES Action Plan 2020 provides the Trust with assurance of compliance with the mandatory WRES reporting regulations set out by NHS England.

The plan sets out the key actions to be taken by the Trust to address the gaps in experience between ethnic minority staff in comparison to their white counterparts based on our WRES data submission.  This action plan details how ESNEFT will achieve an improvement on the experiences of ethnic minority staff working co-productively with our ethnic minority staff network – EMBrace to become an anti-racist organisation.


WDES – we are disability confident committed

We have signed up to be a Disability Confident committed employer and we have committed to the following:

  • Ensure our recruitment process is inclusive and accessible
  • Communicate and promote vacancies
  • Offer an interview to disabled people
  • Anticipate and provide reasonable adjustments as required
  • Support any existing employee who acquires a disability or long-term health conditions, enabling them to stay in work.


The Gender Pay Gap

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, introduced gender pay reporting legislation, which requires employers with 250 or more employees to publish statutory calculations every year identifying the pay gap between male and female employees. We are required to publish results on 6 indicators and this information, which has been checked and authorised by our Chief Executive, is available below.

A detailed analysis by staff group and division will inform a Gender Pay Gap action plan. This will be developed with managers, colleagues and trade union representatives and will:

  • Communicate to existing staff that the Trust is committed to building a diverse and inclusive workplace, that gives equal opportunities to all employees irrespective of gender.
  • Assist in monitoring pay, bonus and career progression among staff to ensure that all employees, irrespective of gender are supported to reach their full potential on the basis of skill development, patient experience and high performance.
  • Be available to potential applicants, which may attract a wider pool of talented people for vacancies, helping the Trust to recruit the best possible candidates;
  • Provide a positive message to report in subsequent gender pay reporting statements, which is particularly useful if some of the measures identified may take some time to be implemented and effective.



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