Publications

We are a large, public sector anchor institute based in Dudley. We have a long-term commitment to our local population, influencing the health and well-being of patients and our workforce. We have a duty to positively influence economic, social and environmental factors in the area and support our communities and people to prosper.

We monitor and publish our equality and diversity data to support us in fulfilling our commitments. Below you can view our latest public sector equality report summarising our progress over the past 12 months. You can also view our pay gap reports, and the workforce Race and Disability equality reports.

Public Sector Equality Duty Report (PSED)

Our 2023 Public Sector Equality Duty (PSED) report provides the most up-to-date view of our progress in committing to our vision and achievements, as well as the areas where we need to improve and our programme of work. We look forward to continuing to make a difference in the lives of our staff, our patients, and the community that we serve.

Please click below to view the latest report:

Equality Delivery System (EDS)

In 2022/2023, the EDS assessment framework was refined to be a more robust assessment, aligned with the evolving NHS landscape and the Workforce Race Equality Standard (WRES), Workforce Disability Equality Standard (WDES) and NHS People Plan. It forms part of the NHS Standard Contract and requires NHS organisations to collate evidence against a range of outcomes and present that evidence to a panel of key stakeholders for grading. The EDS will also support the Trust in demonstrating compliance with the Public Sector Equality Duty (PSED).

Six High Impact Action Review:

NHS England has set targets for Trusts that will support them to provide better support to international staff, improve diversity in senior leadership positions and eliminate bullying, as part of its first equality, diversity, and inclusion (EDI) improvement plan. The improvement plan sets out Six targeted actions to address the prejudice and discrimination – direct and indirect – that exists through behaviour, policies, practices and cultures against certain groups and individuals across the NHS workforce. Below is an update on The Dudley Groups progress against the Six High-impact Actions.:

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 and 2023/24 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) and Workforce Disability Equality Standard (WDES)

The Workforce Race Equality Standard and Workforce Disability Equality Standard are both annual reviews 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.

Click below to view our most up-to-date reports: