Equality and Diversity
Promoting human rights, equality and diversity
We aim to deliver healthcare services that are accessible and
inclusive to everyone, in an environment characterised by dignity
and mutual respect.
In our services to patients
We are committed to ensuring that every patient can access the
services he/she needs and receives the optimal care, irrespective
of different characteristics or backgrounds, such as gender, race,
disability, religion and sexual orientation.
In the employment of our staff
We value the rich diversity and creative potential that
employees with different backgrounds and abilities bring. We
encourage a culture which values the contribution of every person,
and in which an individual's success depends on personal merit and
The Equality & diversity group
The Equality & Diversity Group aims to steer the ongoing
development of an organisational culture of best practice in
equality and diversity on behalf of the trust.
The Equality Act 2010 public sector duty
The general equality duty requires public authorities, in the
exercise of their functions, to have due regard to the need to:
- Eliminate discrimination, harassment and victimisation and any
other conduct that is prohibited by or under the Act.
- Advance equality of opportunity between people who share a
relevant protected characteristic and people who do not share
- Foster good relations between people who share a relevant
protected characteristic and those who do not share it.
We have collected and analysed equality information in
respect of our patient services and our employment activities to
demonstrate our compliance with the duty, and to enable us to
continually develop for the benefit of all our patients, visitors,
staff and job applicants.
The trust has welcomed the NHS Equality Delivery System as
an opportunity to look at how well we are doing in our endeavours
to promote and continually improve equality delivery for patients
and staff. We have listened to our key stakeholders, including our
patients, healthcare partners, staff and staff side
representatives, and used the equality information in the equality
monitoring reports to assess our performance and develop equality