Our Equality Journey:
The Dudley Group NHS Foundation Trust is committed to promoting equality, diversity and inclusive practice. We provide services to a diverse population of over 450,000 people in the Dudley borough and beyond, and to do this effectively, we need people from diverse backgrounds to ensure we make sound decisions that are representative of the different perspectives in society.
We are committed to being a more inclusive organisation, ensuring equal opportunity and celebrating diversity. Encouraging and supporting the workforce we employ to reach their potential. This will support our ultimate goal to be a brilliant place to work and thrive. Equality, diversity and inclusion (EDI) are enshrined in our vision and through our values of care, respect and responsibility that underpin the day-to-day activities and diverse communities of the Trust.
Our aim is to provide a quality service where there are no barriers to access, where people matter most.
We have developed a three year Equality, Diversity, and Inclusion Journey which sets out our strategic aims using the employee lifecycle. Please click below to view our Journey:
The plan which underpins our Equality, Diversity, and Inclusion Journey has been developed and describes the objectives and actions for 2023. This plan brings together actions to address National, Regional, Local and Trust specific metrics and is set out in the employee lifecycle format. This plan reflects actions from data sets such as our Workforce Race & Disability Equality standards and the Gender & Ethnicity Pay Gaps. It also addresses actions recommended as part of our Race Code Kite mark
Our Workforce Profile:
Age Profile: Disability Profile:
Ethnicity Profile: Sexuality Profile:
Our Staff Networks and Support Available:
The Trust has developed a set of dynamic Staff Networks to support us on our journey to becoming a fully Inclusive organisation, where people matter most and Equality, Diversity and Inclusion is the ‘Golden Thread’ Our Networks provide a forum for staff to come together, to share ideas, raise awareness of challenges and provide support to each other. They are also a source for the Trust to consult on key workforce priorities of which they help shape and feed in to. They support the Trust to promote equal opportunities, respect and acknowledge the diversity of staff who work for us, the patients and their families we care for and other stakeholders that are part of the wider community we work in.
Anyone can join any of our Staff Networks at any point in their employment journey as an ally or as someone who identifies with a protected characteristic the Network represents. The Networks each have a set of priorities they work on each with the support of the Trust, they also raise awareness celebrating key inclusion calendar events.
Below are the Networks we currently have at the Trust:
We have a dedicated Equalities Team based at Russells Hall hospital consisting of a Head of Equalities, Equalities Business Partner and a Network Coordinator. The Team has a large portfolio of support available to all staff and managers across the organisation including, equality, diversity and inclusion training and education, policies, guidelines, and much more.
Our new Bi-Monthly Newsletter:
Find out what the equalities team and the staff networks are working on and how they are making a difference to the staff and in turn the patients we serve. This is our first edition, we will add updates versions every month. If you would like to know more please email firstname.lastname@example.org
You can click the image below to read.
How We Work:
There are a range of standards, guidelines and duties in place to support the organisation in its approach to equality, diversity and inclusion. This includes the national Equality Delivery System (EDS2), the Public Sector Equality Duty (PSED) and associated Equality Objectives and tools such as the Workforce Race Equality Standard (WRES) and Workforce Disability Equality Standard (WDES) and gender pay gap reporting (GPG). We also have a clear Equality, Diversity, and Inclusion governance process embedded into our organisation which all the above standards feed into:
We are supported in our journey by a number of organisations, as we have progressed we have also attained some kite marks along the way. Below are the organisations we subscribe to and the kite marks we have attained:
Highlights of 2022/2023 – Our Public Sector Equality Duty Report (PSED).
This Public Sector Equality Duty (PSED) report highlights the progress we have made in
the year of 2022/23 and provides a valuable reflection of our commitment to our vision
and achievements against the areas where we need to improve and our programme of
work, as we look forward to continuing to make a difference to the lives our staff, our
patients, and the community that we serve. Please click below to view the latest report:
Archive Of Data Reports:
Gender Pay Gap (GPG) Reporting
There is a self-evident moral case to ensure fair pay across gender groups. Organisations with 250 or more employees are mandated by the government to report annually on their gender pay gap. The requirements of the mandate within the Equality Act 2010 (Gender Pay Gap Information) Regulations 2017, are to publish information relating to pay for six specific measures as detailed in this report. Our reports are based on the Government’s methodology for calculating difference in pay between female and male employees, considering full pay relevant employees of The Dudley Group NHS Foundation Trust.
Below are our 2021/22 and our 2022/23 reports. For clarity on any descriptions, please refer to the definitions table on pages 6 & 7 of the report.
Ethnicity Pay Gap
There is also a self-evident moral case to ensure fair pay across all ethnic groups. We have decided to take the step to voluntarily disclose our ethnicity pay gap, which can play a crucial role in assessing if and where inequalities exist in our workforce. Below is our first ethnicity pay gap report. The data is taken from a snapshot in March 2023. The information is based on the Chartered Institute of Personnel Development (CIPD) 2023 guide for calculating and publishing an annual ethnicity report for relevant employees of The Dudley Group NHS Foundation Trust (The Dudley Group). For clarity on any descriptions, please refer to the definitions table on pages 6 & 7 of the report.
Workforce Race Equality Standard (WRES)
The Workforce Race Equality Standard metrics are an annual review of specific workforce information that enables the Trust to review how well it is ensuring that it provides a workplace that promotes equality. The data and information gathered through the metrics are reviewed annually to identify any areas that require further action. Information for each year will be submitted at the end of July and published in October alongside an action plan outlining anything that needs to happen in order to address any areas where there is evidence or concerns of unfair treatment or access.
Below are our reports from the most recent 2023 report through to 2016:
Workforce Disability Equality Standard (WDES)
WDES is an annual review of specific workforce information that enables the Trust to review how well it is ensuring that it provides a workplace that promotes equality. The information gathered through the WDES is reviewed annually to identify any areas that require further action. Information for each year is submitted at the end of August and published in October alongside an action plan outlining anything that needs to happen in order to address any areas where there is evidence or concerns of unfair treatment or access.
Below are our reports from the most recent 2023 report through to 2019: