Equality and inclusion

Equality

EPUT is always looking for ways to promote and improve the experiences of people who use and work for our services. We want to make sure everyone who uses our services or works for us can do so without discrimination.

The Public sector equality duty, part of the Equality Act (2010), specifies that as a provider of services and an employer we must:

  • Eliminate discrimination, harassment, victimisation and any other conduct prohibited by or under this act
  • Advance equality of opportunity between persons who share a protected characteristic and persons who do not share it
  • Foster good relations between persons that share a protected characteristic and persons who do not share it

As an employer, EPUT has an evolving range of policies and programmes to help foster equality and inclusion for our employees.

We are committed to challenging all discrimination, both within the services we provide and within our workforce. This does not mean treating everyone in the same way, or providing the same service to everyone. It means treating everyone in a way that meets their personal circumstances and needs.

Inclusion

Our staff receive ongoing coaching and support to help them deliver services free from exclusion and discrimination, that do not negatively affect minority or marginalised groups. As of May 2021, we have over 350 trained staff engagement and equality champions who, backed by our Board, promote equality and inclusion throughout the Trust

We also work to ensure that our decision-making is representative and involves members of marginalised or minority communities, for example, by carrying out equality impact assessments.

Our foundation trust governors and members are recruited from our local communities and we monitor how representative these groups are compared to our local populations.

How do we know we are making progress?

The NHS has an Equality and Diversity Delivery System which is based on advancing equality of opportunity and fostering good relations.

Monitoring

In order to measure compliance with the Equality Act 2010 and our own priorities, the Trust publishes equality data every year. This could be around our staff, service users and anyone accessing our services.

Each year, we carry out an Equality and Diversity analysis of the workforce identifying trends patterns and hotspots which require action. We don’t promise to get it right all the time, but our commitment is to follow up hotspot areas and to put plans in place to try and make improvements.

Staff do not have to declare their equality information. However, we try to encourage staff to share this with us to ensure we can reflect their needs at work.