Equality, diversity and inclusion

Equality, diversity and inclusion at ESNEFT

Equality Diversity and Inclusion is rooted in the Human Rights Act (1998) and the Equality Act (2010). The Equality, Diversity and Inclusion Agenda ensures that the Trust fulfils its Statutory and Public Equality Duty, that all staff and patients are treated in a fair and equitable manner, with dignity and respect, have equal opportunity to resources and representation under the Equality Act (2010).

Equality, diversity and inclusion (EDI) is at the heart of all we do in our everyday activities here at ESNEFT. It is reflected in the People Strategy, and underpinned by our Equality, Diversity and Inclusion Strategy.

As a Trust we are committed to safeguarding the rights and wellbeing of all our staff members as well as our patients, under the 9 protected characteristics and of those who do not share it (Equality Act, 2010). We are committed to ensure that no person is subject to any form of discrimination, harassment and other treatments that would have a detriment on the individual.

Prioritising as well as promoting the EDI agenda will further fulfil the Trust’s commitment to being a Model Employer.

Together we can achieve in ensuring that as a Trust we look after each other, promote inclusive and compassionate leadership and provide high standards of quality service. In line with the NHS Long Term Plan, People Plan, People Promise and a Model Employer intrinsic in the EDI agenda, we all consistently strive to improve, to take the learning into action for a better ESNEFT.

We want our employment and service provision to meet everyone’s needs therefore we are constantly thinking of new ways to engage with our diverse workforce and the local population. 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 are fully committed to our obligations under the Equality Act and equality reporting standards therein:

Workforce Race Equality Standard (WRES)

The Workforce Race Equality Standard (WRES) is an NHS framework in England designed to ensure that staff from Black, Asian and other minority ethnic backgrounds have equal opportunities, fair treatment and a positive experience at work.

Since its introduction in 2015, it has helped healthcare providers move beyond simply having equality policies to taking measurable action to tackle racial inequality. It supports a fairer working environment, strengthens organisational accountability and helps ensure that the NHS workforce reflects the communities it serves, ultimately supporting better patient care.

The 2025/26 WRES results present a positive picture of continued progress in improving workforce diversity and recruitment equality. The Trust has achieved a substantial increase in BME workforce representation over the past five years, reaching 31.19%, and recruitment outcomes have moved significantly closer to parity following targeted improvements to recruitment practices.

However there remains some in equitability concerns when we look at the number of BME staff experiencing bullying, harassment or abuse from patients and a lack of diversity within our Board level representation. This will be an area of focus over the next year.

This WRES action plan details how ESNEFT will achieve an improvement on the experiences of ethnic minority staff, working collaboratively with our staff network, EMBrace, to promote a more equitable, inclusive and supportive working environment and culture at ESNEFT.

ESNEFT Workforce Race Equality Standard Reports (WRES)

ESNEFT Workforce race equality standard (WRES) – ESNEFT Document library (esneftdoclibrary.org.uk)

Workforce Disability Equality Standard (WDES)

The WDES Annual Report and Action Plan 2025/26 provides the Trust with assurance of compliance with the mandatory WDES reporting regulations set out by NHS England.

The report provides the annual data set by disability status and an overview of work that has taken place over the past year. The action plan provides key actions that the Trust will undertake to improve staff experience and to align with our Disability Confident Employer commitment to:

provide inclusive policies and processes
ensure our recruitment and development opportunities are inclusive and accessible
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 condition, enabling them to stay in work

ESNEFT Workforce Disability Equality Standard Reports (WDES)

ESNEFT workforce disability equality standard (WDES) – ESNEFT Document library (esneftdoclibrary.org.uk)

ESNEFT disability confident employer certificate – ESNEFT Document library (esneftdoclibrary.org.uk)

The Gender Pay Gap

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, introduced gender pay reporting legislation. Ensuring employers with 250 or more employees publish statutory calculations every year. Identifying the pay gap between male and female employees.

The Trust is required to publish results on 6 indicators. This information available below has been checked and authorised by our Board members.

This year, we are pleased to report a decrease in gender pay gap. details of proposed actions to help address this.

the Trust is committed to building an inclusive workplace for our diverse workforce. A workplace that gives equal opportunities to all employees irrespective of gender.
supporting career progression to ensure all employees, irrespective of gender, are provided with equal and where possible, fair opportunities. Helping to reach their full potential, skills, experience and development needs.
promote our inclusive and compassionate leadership ethos to potential applicants. Helping to attract a wider pool of talented people for vacancies and recruit the best possible candidates.