Delivering equality

Delivering equality

EPUT is committed to ensuring our services and employment practices are fair, accessible, and appropriate for the diverse community we serve and the workforce we employ.

Equality, diversity and inclusion is important to us

  • We want to make it easy for people from all backgrounds and characteristics to access our services
  • We want to recruit and retain our staff from all diverse communities
  • We want our staff and those who use our services to be valued and respected as individuals
  • We want to ensure that everyone is treated fairly and honestly.

Our workforce monitoring data can be found within the reports on the right of this page.

Public Sector Equality Duty

Under the statutory requirements of the Public Sector Equality Duty (PSED) the Trust is expected to publish sufficient information to demonstrate compliance by 31 January every year. This requirement arises from the Equality Act 2010 (Specific Duties regulations 2011).

Equality Delivery system (EDS2)

The Equality Delivery System (EDS) applies to all NHS services and was developed by NHS Employers.

The EDS is designed to help NHS organisations improve equality performance; embed equality into mainstream NHS business.

Our Equality and Inclusion Committee takes responsibility for monitoring and developing the EDS – and each year reviews the Equality priorities to ensure they are focussed on advancing equality between equality groups – for service users, staff and anyone who comes into contact with our services.

EPUT Equality Delivery System (EDS2) 2019-20

Equality and Inclusion Sub-Committee

Our equality and inclusion sub-committee is a group of our senior managers, frontline staff and partners. The committee meets every two months and is responsible for guiding the Trust to do the work needed to make progress towards the equality delivery system (EDS2) and other, general equality duties.

Equality Objectives 2018 – 2022

Our equality objectives were agreed to help guide us when considering equality, diversity and inclusion. They are:

  1. We will ensure that everyone is able to access our buildings, services and information.
  2. We will empower our staff to build strong and healthy communities by being open and compassionate when involving people from all communities and groups.
  3. We will ensure all staff feel safe, included and have fair access to employment.

Our equality objectives were developed and agreed with internal and external stakeholders. We will monitor progress and report on our progress through our Equality and Inclusion Sub-Committee and through our performance management and governance framework.

Workforce Race Equality Standard

Background

The Workforce Race Equality Standard (WRES) has been developed as a tool by and for the NHS to measure improvements in how Black & Minority Ethnic (BME) staff are treated in the workplace. Many of the WRES methods can also be transferred to focus on making improvements for other groups.

The challenge to ensure BME staff are treated fairly and their talents valued and developed is one that all NHS organisations need to meet because research shows that unfair treatment of BME staff adversely affects the care and treatment of all patients and talent is being wasted through unfairness in the appointment, treatment and development of a large section of the NHS workforce.

WRES Indicators

The WRES measures our performance in nine areas, which helps us track how well we are doing in tackling any inequalities in our workforce. More information about the process and our duties can be viewed in the WRES technical guidance by clicking here.

This WRES states that as an NHS employer, we must take action to improve equality for our black and minority ethnic staff. There are some specific areas which we must report on, which include black and minority ethnic staff experiences in the staff survey, access to training, disciplinaries and access to jobs.

As a result of measuring our performance within the WRES, we’ve been able to identify and make many improvements which have already improved the experiences of our black and minority ethnic staff at work. But there are also some areas in which we must do better, and we are focusing on making immediate improvements in the areas which need the most attention.

We will continue to analyse our performance every 12 months and our action plan will be reviewed at the end of each quarter. We will do this in partnership with our staff from BME backgrounds.

WRES Report 2020
Appendix 1 – Summary of Metrics 1 – 9
Appendix 2 – WRES Infographic
Appendix 3 – WRES Action Plan Sept 20 – Sept 21
Appendix 4 – Band Breakdowns
Appendix 5 – Trajectory Chart for BME appointments

Workforce Disability Equality Standard

The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) that will enable EPUT to compare the experiences of our staff. NHS trusts use the metrics data to benchmark their performance against other trusts and develop and publish an action plan showing how any required improvements will be made. Year on year comparison also enables trusts to show how well they are progressing with disability equality

Our first WDES report was completed in 2021 and is our baseline of information on each metric.  It is accompanied by an action plan for the following 12 months which focuses on improving the quality of data we hold about our disabled workforce.

We will report progress and review our priorities against the indicators of disability equality every year.  This work is carried out in conjunction with our mental health and disabled staff network.

The WDES is important because research shows that a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and improved patient safety.

The WDES will help us to better understand the experiences of our disabled staff. It will support positive change for existing employees, and enable a more inclusive environment for disabled people working in the NHS. Like the Workforce Disability Equality Standard (on which the WDES is partly modelled), it will also allow us to identify good practice and compare performance regionally and by type of trust.

WDES Report 2020-21
Appendix A – Breakdown of WDES Metrics 2020-21
Appendix B – WDES Action Plan 2020-21
Appendix C – EPUT Workforce Disability Equality Standard (WDES) Infograpic