Introduction

Welcome to our Annual Equality Report 2019-20

This report demonstrates what we have achieved and where we need to continue climbing towards equality in 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 our other strategies, particularly on patient and carer experience and involvement.

The report is made up of the sections that reflect our programme: race, religion and belief, gender, sexual orientation, disability, age, patients and Trust-wide inclusion.

  • Each section begins with our key achievements to advance equality, including fostering good relations.
  • There are then key findings including measures of workforce equality, in particular representation and recruitment rates There are measures of our work to eliminate discrimination, including harassment.
  • Each section then ends with next steps to address the findings that underpin the 2020-21 equality, diversity and inclusion action plans.Each section begins with our key achievements to advance equality, including fostering good relations.
  • There are then key findings including measures of workforce equality, in particular representation and recruitment rates There are measures of our work to eliminate discrimination, including harassment.
  • Each section then ends with next steps to address the findings that underpin the 2020-21 equality, diversity and inclusion action plans.

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 thresholds, and do not indicate concerns. Amber indicates work in progress and red indicates a decline beyond acceptable thresholds.

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

The data is taken from electronic staff records, employee relations case-trackers, staff surveys and the recruitment management system TRAC. 

Patient data has not been included in this report due to quality; with progress over 2019-20 to update key systems capacity to record demographic details and accessible information, with the support of IT and clinical governance.

This report evidences compliance with our specific equality duty (Equality Act 2010), our duty to publish gender pay gap information (on page 10) and our obligations to publish information relating to the workforce race equality standard (WRES; on page 5) the workforce disability equality standard (WDES; on page 13) and the equality delivery system (EDS).