A personal, fair and diverse NHS is one where:
- everyone counts
- services are personal, designed to give patients what they want and need
- fairness is built in- so that everyone has equal opportunities and treatment
- the skills and experiences of employees from all backgrounds are used and valued
- people can choose the services they want and have as much support as they need
- everyone is treated with dignity and respect, and when they complain - we listen and put things right
- talent flourishes and nothing stops people going as far as they want
- we are accountable and patients are informed and have more control
- care doesn’t stop at the door, but helps people live healthier lives
This is what our equality & diversity work at Ashford & St. Peter’s Hospitals is all about, and the information on these pages provide more detail about what we are doing to achieve this.
We meet the criteria to use the Employment Services disability symbol (we hold a Disability Employment Advisor’s Certificate).
Equality and Diversity
The Trust has a Diversity and Equality Steering Group, which oversees all diversity and equality activities and standards within the Trust. The Trust is also part of the North West Surrey Strategy on Equality and Diversity.
Gender Pay Gap Reporting
The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 set out a public authority's gender pay gap reporting duties, which form part of its public sector equality duty under the Equality Act 2010. The regulations require that employers, with 250 or more employees, publish their gender pay gap annually by 31st March.
This report publishes our Gender Pay Gap based on the snapshot date of 31 March 2018 and will be published on our website by 30th March 2019. Our Gender Pay Gap will also be uploaded on to the government's website where the public can find and compare our Trust's data with other organisations.
Dignity at Work
We have procedures and policies in place that make staff aware of the issues surrounding many forms of discrimination including bullying, harassment, whistle-blowing, tackling violence, racial and other forms of discrimination.
Your Local Black and Minority Ethnic Network
Mission statement: To work in partnership with the Trust and the Health and Social Care BME network to promote and advance equality, diversity and inclusion agenda of the Trust.
Your 2 co-chairs are Hardev Gill and Jacqueline Ince.
Hardev Gill has worked in the Trust for almost 5 years and is the Associate Director of Operations for Women’s Health and Paediatrics and worked in TASCC before this role. Jacqueline Ince has worked in the Trust for 11 years as a Consultant in Acute Medicine and Diabetes and Endocrinology.
Freedom to Speak Up: Whistle-Blowing
The Trust’s Freedom to Speak Up Policy provides guidance for staff on raising concerns that incorporate the requirements the Trust has as a responsible employer both ethically and by statute. We want to provide a working environment in which workers can raise genuine issues of concern without fear of retribution. Employees are encouraged to act promptly and to put their concerns in writing.
Each year the Trust holds an Appreciation Awards ceremony. Staff can be nominated for awards by other staff, by patients or by visitors. Awards are given for exceptional work in the Trust, national recognition or success, successful completion of a significant qualification, publication of an important piece of work or service to the community.
- Click here to find out more about the latest awards
Disability Confident organisations play a leading role in changing attitudes for the better. They're changing behaviour and cultures in their own businesses, networks and communities, and reaping the benefits of inclusive recruitment practices.
Relevant up-to-date information regarding access to Ashford Hospital can be found at:
For St Peter's Hospital, information can be found here:
Profile of Workforce in 202021