Information for Protected Characteristics
Further details can be found in the General Workforce Report
This section of the website acts as a reference library where useful reports/ documents are contained relating to each of the protected characteristics.
Each section contains guidance on legal rights under the Equality Act 2010. One protected characteristic not within this section is marriage and civil partnerships as the legislation relates to services only and not workforce – so details can be seen in our Operational section. The Trust though is committed to the elimination of all forms of discrimination.
Please see the sidebar for further monitoring reports broken down by the relevant protected characteristic. It should be pointed out that there are significant gaps in relation to some of the characteristics and we are working on this any gaps will be highlighted in those in those particular sections.
The Equality and Human rights commission define age as a protected characteristic:
“Where this is referred to, it refers to a person belonging to a particular age (e.g. 32 year olds) or range of ages (e.g. 18 – 30 year olds).”
It is unlawful for your age to be the cause of less favourable treatment in your workplace (ageism), when accessing services at the Trust or in vocational training. Many people think of ageism applies to older people but younger people are affected too. The Trust does not tolerate any form of ageism in the workplace and details the breakdown of staff by age in the general workforce report.
The Equality and Human rights commission define disability as:
“A person has a disability if s/he has a physical or mental impairment which has a substantial and long-term adverse effect on that person’s ability to carry out normal day-to-day activities.”
If you have a physical or mental impairment, you have specific rights that protect you against discrimination. As an employer and service provider the Trust is obliged to make adjustments for you and has a policy and procedure in place to ensure this. As can be seen by our workforce monitoring data, the information on this particular protected characteristic is not robust enough to make any meaningful decisions. EPUT is also a Level 2 Disability Confident Employer, and puts measures in place to employ, support and retain those with disabilities, mental or physical health conditions
The Equality and Human rights commission define sex as:
“A man or a woman.”
Women and men should not be treated unfairly because of their sex, because they are married or because they are raising a family. Please find a breakdown of our general workforce information by sex which is studied when recruitment and training decisions are analysed. A gender pay gap report and a breakdown of staff gender at a senior level is also included; the Equality and inclusion Committee are currently considering any implications and possible recommendations to the Board.
The Equality and Human rights commission define gender reassignment as:
“The process of transitioning from one gender to another.”
The Trust fully supports and endorses the commission’s guidance on the provision of good, facilities and services to transgender people.
Pregnancy and Maternity
The Equality and Human rights commission define pregnancy and maternity as:
“Pregnancy is the condition of being pregnant or expecting a baby. Maternity refers to the period after the birth, and is linked to maternity leave in the employment context. In the non-work context, protection against maternity discrimination is for 26 weeks after giving birth, and this includes treating a woman unfavourably because she is breastfeeding.”
Our workforce report details the number of staff taking maternity leave and offers details of how many return to work on a full time basis. Guidance on your rights during pregnancy and maternity leave.
Race / Ethnicity
The Equality and Human rights commission define race as:
“It refers to a group of people defined by their race, colour, and nationality (including citizenship) ethnic or national origins.”
Wherever you were born, wherever your parents came from, whatever the colour of your skin, you have a right to be treated fairly. This section explains the rights that protect you against racial discrimination and prejudice. Please also find provided further breakdown reports following on from our general workforce data. This information is currently being considered by our BAME Network who will make recommendations to the Equality & Inclusion Committee.
Religion and Belief
The Equality and Human rights commission define religion and belief as:
“Religion has the meaning usually given to it but belief includes religious and philosophical beliefs including lack of belief (e.g. Atheism). Generally, a belief should affect your life choices or the way you live for it to be included in the definition.”
Your religion or belief, or those of somebody else, should not interfere with your right to be treated fairly at work or while accessing one of our services. Our workforce report details the make up of religion throughout the Trust.
Sexual Orientation / LGBT
The Equality and Human rights commission define sexual orientation as:
“Whether a person’s sexual attraction is towards their own sex, the opposite sex or to both sexes.”
Whether you are gay, lesbian, bisexual or heterosexual, this should not put you at a disadvantage. Discrimination in the workplace, including harassment, on grounds of sexual orientation is unacceptable and we promote a tolerant and harmonious environment for both staff and patients. is a Stonewall Diversity Champion, and work closely with Stonewall for guidance on how to best support LGBTQ+ Staff.
Marriage & Civil Partnership
In England and Wales marriage is no longer restricted to a union between a man and a woman but now includes a marriage between a same-sex couple. This will also be true in Scotland when the relevant legislation is brought into force. Same-sex couples can also have their relationships legally recognised as ‘civil partnerships’. Civil partners must not be treated less favourably than married couples (except where permitted by the Equality Act).