Why are equality, diversity and inclusion important to us?

It is essential that the services we provide are fair, accessible, flexible and give choice where appropriate.

Our aim is to recruit and retain creative and committed staff from all of the diverse communities we serve, to better represent our footprint.

We also have a moral, legal and corporate social duty to ensure that our services recognise and deliver culturally sensitive, inclusive, accessible and appropriate services; which make a difference and do so without discrimination. 

Our commitment of inclusive behaviour is not only aimed at our service users, but is also the same for our staff.

Equality, diversity, inclusion and human rights

The government's equality strategy 'Building a fairer Britain', published under the 2010 – 2015 Conservative and Liberal Democratic coalition government, underpinned two principles of equal treatment and equal opportunity.

Our commitment to equality and diversity is around consulting with the diverse multi-cultured, multi-faith population we serve and the staff we employ.

We are committed to ensuring that equality and diversity is at the heart of all we do and will work towards eliminating prejudice and discriminatory behaviour. This also means ensuring our employment practices are fair, flexible and enabling so each member of staff can reach their full potential.

Click here to read more about how the NHS is supporting equality, diversity and human rights.

Ensuring equality of opportunity in employment monitoring

To ensure that we are an inclusive employer, we're consistently striving to give anyone wanting to work with us the same fair opportunities when applying for a job. 

We will use the equality monitoring reports to help us understand our workforce profile, across the entire diverse protected characteristic, to fully analyse trends and take appropriate action towards greater inclusion.

We monitor our workforce profile, in respect of our recruitment and employment processes. The information is broken down by race, disability and gender (in accordance with our legal duties), as well as by age and working pattern. This helps us to identify if there are any detrimental or unfavourable impacts in respect of:

  • day-to-day working life
  • applying for employment
  • applying for promotion
  • applying for training
  • receive training
  • disciplinary action
  • grievances
  • whistle blowing   

Meeting our legal duty

As a public sector organisation, we have a statutory duty to ensure that equality, diversity and human rights are embedded into all functions and activities. This is required by the Equality Act 2010, the Human Rights Act 1998 and the NHS Constitution. 

The Equality Act 2010 replaces all previous equality legislation, such as; The Race Relations Act, The Disability Discrimination Act, The Sex/Gender Discrimination Act, Religion and Belief Regulations and Sexual Orientation Regulation. 

The Equality Act places a duty on public sector organisations to pay 'due regard' to the personal protected characteristics in their decision making process when developing or reviewing policies, service redesign or restructure and the development of strategies.

It is a key part of the legal framework that underpins the way the NHS provides its services and supports its staff. The duty also requires us to collect, analyse and publish our Workforce Equality Data and Service User data. You can find all the information in the 'more in this section' tab at the bottom of the page.

We are also required to publish our equality objectives and an annual progress report on those objectives.

The Equality Act also outlaws discrimination against nine protected characteristics. Click here for more information.