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:
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.
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:
Archive Of Data Reports:
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.
This is our 2021/22 report details: gender pay gap 21/22
This is our 2022/23 report details: Gender pay gap report 2023 final version
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 each year will be 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.
Please see our WRES submissions below:
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.
Please see our WDES submissions below:
