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Head to our Newsroom to read a statement on reinforced autoclaved aerated concrete (RAAC) in West Suffolk Hospital from Dr Ewen Cameron, CEO of West Suffolk NHS Foundation Trust.

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Equality, diversity and inclusion

We hold the principles of equality and inclusion at the heart of everything we do and all that we stand for – the NHS is a universal service and we are committed to equality, diversity and inclusion both as an employer and in the services we provide.

Inclusion strategy and action plan

At West Suffolk NHS Foundation Trust, we are committed to developing and promoting an inclusive culture – a culture where everyone feels they belong and can be themselves, where everyone feels seen and heard, that their contribution is valued and that their voice matters.

We are developing our organisational understanding of existing inequalities, barriers to inclusion and challenges faced by certain groups, and to develop our people’s skills in removing or mitigating these and being intentionally inclusive.

We are working towards becoming institutionally inclusive - where inclusion is forefront of our decision-making, policy and process development, cultures and attitudes, and planning for the future, for both colleagues and patients.  We want WSFT to be a great place to work and to provide the best possible patient care and services.

We embrace difference and take pride in the diversity of our workforce.  No matter what your race, religion or belief, sex, gender identity or expression, sexual orientation, age, marital status, pregnancy or maternity status, disability, health condition or neurodifference, you are welcome here, whether as a colleague or a service user.

An inclusive culture supports our commitment to the provision of high quality, safe care for all members of the communities we serve and our commitment to our colleagues as set out in our strategy: First for patients, first for staff, first for the future.

You view our inclusion work plan here.

 

Workforce race equality standard

The workforce race equality standard, or WRES, enables us to compare the experiences of Black, Asian and other ethnic minority colleagues and White colleagues across a number of measures, and take action to close gaps and improve representation.

Workforce disability equality Standard

The workforce disability equality standard, or WDES, enables us to compare the experiences of disabled and non-disabled colleagues across a number of measures, and take action to ensure an equitable employment experience. You can access a summary of the WRES and WDES metrics for 2022 here.

 

Equality, Diversity and Inclusion report

This report was received by the WSFT Involvement Committee on 17 October 2022.  It updates on the most recent WRES and WDES data and progress on the previous inclusion action plan and references the latest inclusion work plan (see above).

Our annual report

An annual report is presented to the Trust Board each year.

This updates the Board by providing a snapshot of the Trust’s equality and diversity profile against the characteristics protected by the Equality Act 2010 (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex, sexual orientation).   

You can read our latest equality board report (2021) here

 

Equality delivery system (EDS2)

The equality delivery system, or EDS2, helps NHS organisations improve the services they provide for their local communities and provide better working environments, free of discrimination, for those who work in the NHS, while meeting the requirements of the Equality Act 2010.  The EDS was developed by the NHS, for the NHS, taking inspiration from existing work and good practice.

At the heart of the EDS2 is a set of 18 outcomes grouped into four goals.  These focus on issues of most concern to patients, carers, communities, NHS staff and boards of directors. The four goals are:

  • better health outcomes
  • improved patient access and experience
  • a representative and supported workforce
  • inclusive leadership.

You can find out more about our equality delivery system here

 

Gender pay gap

Gender pay gap (GPG) legislation requires all employers of 250 or more employees to publish their gender pay gap as at 31 March each year.

You can download our Gender Pay Gap report for 2022 here.

 

Policies

Visit our policy library here.