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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

As a Trust we are developing and promoting an inclusive culture. This means we embrace all people irrespective of, for example, race, religion or belief, sex, gender identity or expression, sexual orientation, age, marital status, pregnancy, maternity or disability. We will strive to give equal access and opportunities to all and get rid of discrimination and intolerance. We will do this both as an employer and as a service provider.

An inclusive culture supports our commitment to the provision of high quality, safe care for all members of the communities we serve and our ambition to support all our staff as set out in our strategic framework Our patients, our hospital, our future, together’.

Nine inclusion objectives for the period 2019 - 21 have been agreed through a process of consultation with staff, patient representatives and the wider community and a review of our performance against the Workforce Race Equality Standard (WRES), the Workforce Disability Equality Standard (WDES), our NHS national staff survey results, our Gender Pay Gap Report, the NHS Equality Delivery System (EDS2), the Trust’s Strategic Framework ‘Our patients, our hospital, our future, together’ and the requirements of the Equality Act (2010) including the Public Sector Equality Duty (PSED). 

Our Inclusion Action Plan sets out the action we are taking to help us achieve our inclusion objectives. You can find a copy here

 

Workforce Disability Equality Standard

The workforce disability equality standard, or WDES, is about making sure NHS Trusts and Foundation Trusts have a good understanding or and are, therefore, able to improve the experiences of disabled staff working in the NHS. You can find a copy of our latest WDES report here.

 

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 (2019) 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

 

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.

Its aims:

  • 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