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.
Equality and diversity is central to our continued ambition to become the employer of choice and to deliver the best quality and safest care for our community. This commitment is made across all the protected characteristics recognised under the Equality Act 2010, and under our public sector equality duty.
Our annual equality report
An annual equality and diversity 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) and an update on the Trust’s equality and diversity objectives and action plan.
You can read our latest equality board report (2018) 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
We are updating our equality delivery system and if you would like to comment you can find the draft document here. Please send any comments to email@example.com
Workforce race equality standard (WRES)
The workforce race equality standard, or WRES, is about ensuring black and minority ethnic staff have equal access to career opportunities and receive fair treatment in the workplace.
- To help local and national NHS organisations (and other organisations providing NHS services) to review their data against nine indicators
- Produce action plans to close gaps in workplace experience between white and black and minority ethnic (BME) staff
- To improve BME representation at the Board level of the organisation.
You can view a copy of our latest WRES report 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.
On 1 March 2019, we published our gender pay report for West Suffolk NHS Foundation Trust, which you can download here.
To view last year's report click here.
Equality impact assessments
Equality impact assessments (EIA). An equality impact assessment (EIA) is a tool used to ensure that a policy or practice to make sure it does not discriminate or disadvantage people.
The Trust publishes the EIAs it carries out on our website – either here when they are carried out as a standalone process, or as part of the policy they relate to (visit our policy library here).
Car parking: equality impact assessment
Junior doctors contract: equality impact assessment