We believe that everyone has the right to be their truest selves whilst working at our Trust. Promoting equality, diversity and inclusion is at the heart of our values. We aim to employ a workforce that is as representative as possible of our local population.
We are committed to taking an anti-discrimination approach in every aspect of our work, providing a workplace where all our patients and colleagues feel a true sense of belonging and above all are safe and protected from the harm caused by racism, homophobia, biphobia or transphobia.
We expect our staff to be upstanding bystanders and to challenge discrimination. For we can only be a truly anti-discrimination organisation if everyone feels empowered to act.
We believe as a public sector organisation we have an obligation to have recruitment, training, promotion, other formal employment policies, and procedures that are sensitive to these differences. We think this makes us better able to treat our patients as well as a better place to work.
Our vision applies to staff, patients, and their families, is to be effortlessly inclusive.
To achieve this, we aim to:
The Equality Act 2010 (the Act) replaces previous anti-discrimination laws with a single Act. The Act’s aim is to simplify the law, remove inconsistencies and make it easier for people to understand and comply with, as well as strengthening the law to help tackle discrimination and inequality.
The majority of the Act came into force on 1 October 2010 and the public sector equality duty came into force on 5 April 2011. The equality duty ensures that all public bodies play their part in making society fairer by tackling discrimination and providing equality of opportunity for all.
The equality duty is a duty on public bodies and others carrying out public functions. It ensures public bodies consider the needs of all individuals in their day-to-day work-in shaping policy, delivering services, and in relation to their own employees.
The new equality duty covers the following protected characteristics:
The equality duty has 3 aims. It requires public bodies to have due regard to the need to:
As part of the Act, public sector organisations must publish evidence to confirm they are meeting the 3 aims highlighted above.
The evidence presented by the Trust has been collated as part of the implementation of the Department of Health’s Equality Delivery System.
The system is designed as a tool to be used to help all staff and NHS organisations understand how equality can drive improvements and strengthen the accountability of services to patients and the public. It will help ensure that everyone, patients, the public, and staff, have a voice in how organisations are performing and where they should improve.
The system encourages Trusts to work with their patients, staff, and stakeholders to gather and analyse information on equality; set equality objectives, and make the changes required to become better employers and improve the way frontline health services deliver good health outcomes for the protected groups who experience the greatest inequalities.
We use the system framework to support us in developing our inclusion objectives which are monitored and reviewed via relevant Board level committees. Progress is reported to our Board via the equality and diversity annual report.
We use equality impact assessments to help us look at what impact an existing or proposed policy, procedure, practice, or service is likely to have on different groups of people. They aim to eliminate discrimination and improve equality.
Equality impact assessments assess several important areas, including:
The gender pay gap shows the differences in average pay between men and women, as opposed to equal pay which legally mandates any 2 people, in comparable jobs, be paid the same, regardless of gender.
We are required to report on:
The gender pay gap is defined as the difference between the mean or median hourly rate of pay those male and female colleagues receive. The mean pay gap is the difference between the average hourly earnings of men and women. The median pay gap is the difference between the midpoints in the ranges of hourly earnings of men and women. It takes all salaries in the sample, lines them up in order from lowest to highest, and picks the middle-most salary.
The latest gender pay gap report uses snapshot data on 31 March 2022 for staff paid for that period, with data collected for the year 2021-22.
Male average pay has increased by 71p per hour (compared to 2020-21), whilst male median pay has increased by £1.25 per hour.
Female average pay has increased by 66p per hour (compared to 2020-21), whilst female median pay has increased by 55p per hour.
Male average pay has a percentage increase of 3.94%, whilst the median increase for male staff is 8.3%.
Female average pay has a percentage increase of 4.21%, a greater increase than male staff, whilst the median increase for female staff is 4%.
This equates to an overall reduction in the average gender pay gap of 0.18%, from the previous year though we see an overall increase in the median gender pay gap of 3.72%, from the previous year.
There are 5 times as many female staff than male staff within the Trust, which is largely reflected across the quartiles. Though the upper quartile has 4 times as many female staff than male staff and accounts for staff with the highest rates of pay.