Introduction 

Welcome to our Annual Equality Report 2020-21

This report demonstrates what we have achieved and where we need to focus to continue to advance equality, as part of our mission of excellent care at the heart of the community.

Our equality, diversity and inclusion (EDI) programme delivers our workforce strategy commitment for thriving staff to be inclusive, diverse and fair, and supports the aims of our clinical strategy to improve patient and carer experience and to address inequalities within population health.

The report is made up of eight sections: race, religion and belief, gender (including pregnancy and maternity), sexual orientation, disability, age, organisational inclusion and care equity. The initial seven sections report on equality of opportunity within employment and the last section on equality of opportunity within services (care equity).

  • Each section begins with our key achievements and benefits to advance equality, including fostering good relations
  • There are then key findings including measures of equality, in particular representation, access and experience 
  • There are measures of our work to eliminate discrimination, including harassment
  • Each section then ends with key next steps for the organisation to address the findings over the forthcoming year. 

Key measures include a traffic light system of progress, illustrated by either a red (R), an amber (A) or a green (G) point. Green indicates any gaps between groups which are within accepted national NHS thresholds, and do not indicate concerns. Amber indicates work in progress and red indicates a decline beyond acceptable thresholds or an unacceptable position.

Traffic Lights
Symbol Definition
[R]Red indicates a decline beyond acceptable thresholds or an unacceptable position.
[A]Amber indicates work in progress.
[G]Green indicates any gaps between groups which are within accepted national NHS thresholds, and do not indicate concerns.

Employment data is taken from electronic staff records, HR information, staff surveys and the recruitment management system TRAC. Patient data is taken from administrative systems and incident management systems. Data is redacted below a count threshold of 20 people to preserve privacy, except where specified.

This report evidences compliance with our specific equality duty (Equality Act 2010), our duty to publish gender pay gap information (on page 11) and our obligations to publish information relating to the workforce race equality standard (WRES; on page 6) the workforce disability equality standard (WDES; on page 14) and the equality delivery system (EDS; see Appendix 1: Equality Delivery Summary).