We believe it is vitally important to employ a fully diverse workforce which is representative of the local population and its multi-cultural communities. This helps us to ensure we understand the needs and requirements of our patients and customers and have the best people in place to deliver the best possible care.
We monitor our workforce on an annual basis in relation to seven of the nine protected characteristics covered in the Equality Act 2010. These are:
- religion and belief
- race and ethnicity
- sexual orientation
We currently have good statistics in relation to age, gender and race and ethnicity but have limited data regarding our employee’s disability status, religion or sexual orientation. We don't have data regarding gender re-assignment or marriage and civil partnership as our current staff information system does not ask for this information. This information is voluntary and the vast majority of employees choose not to share it with us.
The Trust has in place staff networks for the following protected characteristics:
- Black, Asian and minority ethnic (BAME)
- Faith and beliefs
- Lesbian, gay, bisexual and transgender (LGBT)
- Longterm illness and disability (LID)
They are a mixture of physical and virtual networks which provide support and advice to staff belonging to these characteristics. They also provide a valuable staff voice and champion the EDI agenda from the perspective of their identified characteristic. Each network has an elected chair, and an executive sponsor to ensure a direct link at board level.
Further networks will be developed for other protected characteristics as appropriate.
Disability Access Group and PLACE Working Group
These two groups are responsible for identifying physical, sensory and virtual access issues affecting members of staff with disabilities and seeking suitable solutions. They are responsible for monitoring the progress of the actions identified to resolve or reduce the access issue.