Equality, diversity and inclusion

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:

We are disability confident committed

We have signed up to be a Disability Go 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 2018

A detailed analysis by staff group and division will take place to inform a Gender Pay Gap action plan. The action plan should be developed with managers, colleagues and trade union representatives, with clear timescales and monitoring and evaluation included. The action plan 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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