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.
Equality and Inclusion Committee
The Equality and Inclusion Committee is made up of senior management, frontline staff and partners. It meets bi-monthly and is commissioned to steer the work needed to make progress towards the Equality delivery system (EDS) and the General Equality Duties.
Equality Objectives 2018 – 2022
In order to guide the Trust’s work in managing equality, diversity and inclusion, we have adopted the following objectives:
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 are working with our stakeholders to develop the key priorities to support each of these objectives.
We will monitor progress and report on our progress through our Equality and Inclusion Committee and through our performance management and governance framework.
Workforce Race Equality Standard
This standard places a need on NHS employers to take action to improve on Black and Minority Ethnic Equality. Here at the Trust we take this very seriously.
All NHS Trusts are required to place more focus on the experiences of BME staff at work. There are some specific measures which we were required to report on regarding BME staff experiences in the staff survey, access to training, disciplinaries and access to jobs. We now know that we are starting to make some improvements and that things have got worse in some areas. So we have prioritised our actions around those areas which need the most attention – whilst also continuing to build on the good work that has already contributed to an improved experience for our BME staff.
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.
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 Disabled and non-disabled staff. The report contained in this section is EPUTs first year – our baseline of information on each metric. It is associated by an action plan for the next 12 months which will place emphasis on improving the quality of data we hold about our disabled workforce. Each year we will report progress and review our priorities against the indicators of disability equality. This work is carried out in conjunction with our Mental Health & 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 implementation of the WDES will enable 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 in part modelled, it will also allow us to identify good practice and compare performance regionally and by type of trust.