Equality, Diversity and Inclusion Reports
The Trust undertakes several reporting processes driven by statutory or national drivers. These activities help us better understand what we are doing well as a Trust and highlight the areas we need to improve.
We publish these reports to help improve transparency and accountability.
Inclusion Strategy
The Trust recently launched its Inclusion Strategy for 2024-29, that sets out the priorities and vision for inclusion at the Trust.
Please click on the links below to view or strategy and accompanying action plan for more details.
Please click on the links below to view or strategy and accompanying action plan for more details.
Public Sector Equality Duty Reports
The annual report helps the Trust demonstrate fairness in the Trust through analysing the representation of staff within our workforce and how the Trust's policies and procedures impact staff; these are broken down into the nine protected characteristics. The report also provides an opportunity for the Trust to highlight activities that further inclusion and the priorities for the coming year.
Gender Pay Gap Reporting
The gender pay gap is the difference between men's and women's average pay in an organisation. The pay gap considers salaries (expressed as £/hour) and bonuses.
Reporting on the gender pay gap is a statutory requirement for all employers with 250 employees or more.
You can view our most current and previous reports by going to the Gender Pay Gap Service website.
Workforce Race Equality Standard (WRES) Reports
This annual reporting process allows the Trust to compare the experiences of staff from Black and Minority Ethnic Groups (BME) compared to white staff. The WRES has been mandated by NHS England by the Standard NHS Contract.
For more information about the WRES, please go to The Equality Act 2010 and National Directives page.
Workforce Disability Equality Standard (WDES) Reports
This annual reporting process allows the Trust to compare the experiences of staff with disabilities/long-term health conditions and staff without disabilities. The WDES has been mandated by NHS England by the Standard NHS Contract but is newer than the WRES.
For more information about the WDES, please go to The Equality Act 2010 and National Directives page.
Workforce Medical Race Equality Standard (MWRES) Reports
The MWRES builds on the work from the Workforce Race Equality Standard, recognising that medical staff (doctors and consultants) have different experiences and outcomes compared to the general workforce.
For more information about the MWRES, please go to The Equality Act 2010 and National Directives page.
Bank Workforce Race Equality Standard (Bank WRES) Reports
The Bank WRES builds on the work from the Workforce Race Equality Standard, recognising that staff on bank contracts (only) have different experiences and outcomes compared to the general workforce.
For more information about the Bank WRES, please go to The Equality Act 2010 and National Directives page.
Last updated06 Mar 2025