Introduction
Under the Equality Act 2010, the Trust has a general Public Sector Equality Duty (PSED) to:
- Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by the Equality Act 2010;
- Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
- Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.
The relevant protected characteristics (or groups) are: age, disability, gender reassignment, marriage and civil partnership, race, pregnancy and maternity, religion or belief, sex, sexual orientation.
The Trust publishes diversity data at least annually (a statutory requirement) as an enabler to meeting its PSED. By collecting and reviewing diversity data, the Trust can examine how its policies, processes and decisions might be impacting its staff and identify areas for improvement and action.
Equality and Diversity Reports
This report provides equality and diversity information about the workforce. Our most recent report was presented to the board in September 2022.
You can download the summary reports below:
- Equality and Diversity Summary 2021/22
- Equality and Diversity Summary 2020/21
- Equality and Diversity Summary 2019/20
- Equality and Diversity Summary 2018/19
- Equality and Diversity Summary 2017/18
- Equality and Diversity Summary 2016/17
- Equality and Diversity Summary 2015/16
- Equality and Diversity Summary 2014/15
- Equality and Diversity Summary 2013/14
- Equality and Diversity Summary 2012/13
- Equality and Diversity Summary 2012/13
Workforce Race Equality Standard (WRES)
The WRES was introduced in 2015 to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace.
The Trust has a legal duty to provide the data towards the WRES report.
Workforce Disability Equality Standard (WDES)
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) which enables NHS organisations to compare the workplace and career experiences of disabled and non-disabled staff. NHS organisations use the metrics data to develop and publish an action plan. Year on year comparison enables NHS organisations to demonstrate progress against the indicators of disability equality.
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.
Staff Survey
Each year the Trust surveys its staff about what it is like to work in the organisation. Part of the survey will include questions about fairness and dignity at work. As a member of this Trust, please take the opportunity to have your say.
Profile of Workforce 2021/22
