The Dudley Group NHS Foundation Trust is committed to promoting equality, diversity and inclusive practice . Our aim is to provide a quality service where there are no barriers to access, where people matter most.
We shape our service delivery, employment practices, policies and procedures to reflect the Trust’s values of:
Those values are at the centre of our culture and promotes our commitment to equality, diversity and inclusion in our services and our workplace.
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).
Gender Pay Gap (GPG) reporting
Gender pay reporting legislation requires employers with 250 or more employees from April 2017 to publish statutory calculations every year showing how large the pay gap is between their male and female employees.
This report presents the following gender pay gap indicators which have been calculated for:
- Average gender pay gap as a mean average
- Average gender pay gap as a median average
- Average bonus gender pay gap as a mean average
- Average bonus gender pay gap as a median average
- Proportion of males receiving a bonus payment and proportion of females receiving a bonus payment
- Proportion of males and females when divided into four groups ordered from lowest to highest pay
Our report may be found here.
Equality Delivery System (EDS2)
EDS2 is a tool for NHS organisations to review how they are performing against key areas in promoting equality and inclusion for people with any of the 9 protected characteristics:
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Religion or belief
- Sexual orientation
The system provides a process for us to review our services and our organisation to ensure we provide equal access to people with protected characteristics. The process relies on feedback from patients and staff.
Workforce Race Equality Standard (WRES)
WRES 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 WRES is reviewed annually to identify any areas that require further action. Information for 2017 will be published in August 2017 alongside an action plan outlining anything that needs to happen in order to address any areas where there is evidence of unfair treatment or access.
Equality impact assessments
We have undertaken a process to ensure that our policies services have been equality impact assessed. This work is under review during 2019/20 and updated versions will be available once the review has been completed.
The Trust must publish equality objectives each year. The areas for focus this year are:
- Better Health Outcomes
- Refresh and undertake engagement with patients and other stakeholders to check performance and experiences of care;
- Patient Access and Experience
- Establish data sources available to ensure evidence can be provided on access for people from the majority of protected characteristics;
- A representative and supported workforce
- Develop a Manager Essential Training Package to support and coach our Workforce using leadership skills that promote a fair and inclusive workplace
- Inclusive Leadership
- Develop a process that enables the Board members to provide assurance that they are committed to equality within and beyond the organisation