Equality, diversity and inclusion


The RD&E is committed to working to become a national exemplar for diversity and inclusion. We aim to create a positive sense of belonging for everyone, regardless of their background or identity, to value visible and invisible differences and to create a sense of belonging.

For us, inclusion is about positively striving to meet the needs of different people and creating environments where everyone feels respected and able to achieve their full potential. However, we know that there is a lot to learn and do, and we are committed to doing so because it’s the right thing to do for both staff and the people we care for. No person (staff, patient or public) will receive less favourable treatment on the grounds of the nine protected characteristics as governed by the Equality Act 2010 regardless of race, age, disability, ethnicity, nationality, gender, gender reassignment, sexual orientation, religion or belief, marriage and civil partnerships.

Our inclusion strategy

Inclusion is central to our mission

The RD&E corporate strategy sets out a vision to ‘deliver safe, high quality, seamless services delivered with courtesy and respect’. The strategy emphasises that the Trust is a values-driven organisation and inclusion is central to achieving its mission.

Our Board of Directors has increasingly understood that inclusion is fundamental to the approach the organisation takes to organisational development, culture change, service improvement, and public and patient engagement. Moreover, while the focus on protected characteristics in this field must remain central to our work, there is a keen sense that there are other barriers that reduce equality of access or which lead to discrimination and our work must reflect this broader understanding.

We aim to:

  • Improve everyone’s – patients, carers, staff – experience of the RD&E in line with our values and inclusion ambition;
  • Ensure our services are delivered in a way that is demonstrably inclusive and that enables equality of access for all;
  • Create an environment where our staff have an ongoing sense of belonging and everyone is able to flourish and progress equally.

The Trust has appointed an Inclusion Lead – to provide strategic oversight of the inclusion agenda.

We have refreshed our approach to inclusion to ensure that it:

  • Fully reflects the central importance of inclusion to our corporate strategy;
  • Builds on the steer provided by the Board – who are vital to setting the tone and leadership on inclusion – drawing upon the experience and insight of our staff and the communities we serve – i.e. developed in a way that is inclusive;
  • Takes into account the need to build a social movement for change within the organisation - focussing on attitudinal shifts and changing ways of working, to fully embrace diversity and inclusion.

Access for all

The Trust aims to ensure that all of its healthcare services are accessible and inclusive to everyone in line with our legal duties under the Equality Act 2010.

Over the last two years we have initiated two projects to promote improved access for specific patients groups that have expressed the view that they face barriers in accessing heath care services. We have held workshops with people who are deaf or who are hard of hearing to better understand and respond to the issues they have raised with us. As a result of this work, we have put in place improved access to BSL interpreters, to mobile hearing loops and we have started to develop improved staff awareness of deaf and hearing loss issues.

We have and continue to work with a group of people with learning disabilities to ensure that we enable improved access to healthcare services. This has resulted in improved understanding about the issues faced by the learning disabled community and the introduction of improved communication materials.

We take a zero tolerance approach to instances of racism. We expect all staff to challenge any breach of these rights and to report them through procedures such as grievance, disciplinary, whistle blowing or incident reporting. We are also working hard to meet the requirements made on all NHS organisations of the accessibility information standard.

Equality and diversity in the workplace

We aim to be recognised as an employer of choice and an exemplar organisation which values diversity and that is truly inclusive. We aspire to be a diverse and inclusive organisation that reflects the broader community we serve. We work to eliminate any form of unlawful discrimination across our workforce, ensuring our people are truly representative of the communities we serve. We positively encourage applications from all parts of society to work with us.

Our legal duty is to eliminate discrimination and promote equal opportunity:

1. Understanding issues

We look closely at equality information about our Trust and the local community we service to assess our impact and contribution to equality. This involves consulting widely to inform our interpretation of our findings. To help inform our understand of the issues and to help co-produce solutions we have set up a BAME network and we are also in the process of setting up similar networks on disability and on LGBTQ+.

2. Taking action

We plan our action in response to our research. Our action also extends to assessing the equality impact of specific initiatives and actions.

3. Reporting on progress

Our equality agenda is monitored and progress and issues are raised directly to the Board. 4. Measuring how well we are doing - The NHS Equality Delivery System, allows us to measure our performance against national standards.

Gender pay gap reporting

By law we are now required to publish reports on our gender pay gap. These reports are based on a snapshot of data taken on 31 March, each year.

Please click here for the report based on the snapshot taken on 31 March 2018.

Documents

As an NHS organisation we are obliged to publish key data on our progress against key diversity targets:

  • The Workforce Race Equality Standard (WRES) is aimed at ensuring equality in the NHS for staff, regardless of race. 
  • The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) which enables NHS organisations to compare the workplace and career experiences of Disabled and non-disabled staff. NHS trusts use the metrics data to develop and publish an action plan. 

You can view and download our latest assessments based of the above information in our equality and diversity documents page (click here).

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