Equality and diversity

We are proud to be an equal opportunities employer. We are committed to equality, and prospective employees will not be discriminated against - regardless of disability, race, gender, age, sexual orientation, religious beliefs, marital status or working hours.

As ever, there is more for us to do and we want to develop an integrated approach to ensure that inclusion for all, will be a sustainable philosophy for everyone who accesses our services and who work with us.

We continue to monitor our progress against our equality priorities and our Equality Delivery System action plan. We are beginning to use the refreshed Equality Delivery System 2. This will provide us with a great opportunity to further demonstrate how, as an organisation, we are not only meeting our public sector duty under the Equality Act 2010 but how far we have come in terms of eliminating discrimination and increasing inclusion to improve patient and staff experience. You can read our latest EDS2 Summary Report[pdf] 689KB for further information.

  • NHS Equality Delivery System (opens in a new window)  
    The refreshed EDS2 has arisen out of NHS England’s commitment to an inclusive NHS that is fair and accessible to all.  EDS2 is supported by the NHS Trust Development Authority. Like the original EDS, EDS2 has been designed in collaboration with the NHS and its purpose remains the same: to drive up equality performance and embed equality into mainstream NHS business.
  • People with disabilities
    We are committed to the employment and career development of disabled people. To demonstrate our commitment, we have signed up to the Disability Confident scheme (opens in a new window), this means you are guaranteed an interview if you meet the basic conditions of the job.
  • Lesbian, Gay, Bisexual and Transgender network
    Homophobia has no place in society and it definitely doesn't have a place in the modern NHS. The network not only actively supports all lesbian, gay, bisexual and transgender members of staff and their allies but LGBT patients.

Workforce Race Equality Standard

The NHS Workforce Race Equality Standard was developed to ensure employees from black and ethnic minority (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. Our Workforce Race Equality Report (July 2017) [pdf] 580KB provides a summary of how we are doing against nine workforce indicators. 

Workforce Race Equality Standard (WRES) Report and Action Plan 2018-19 [pdf] 142KB

Annual Equality Analysis reports

Please also see our action plan for 2017 to 2018:  Action plan 2017-18 [docx] 28KB

Modern Slavery Act 2015 annual statement

This statement is made in pursuant to section 54 of the Modern Slavery Act 2015 and sets out the steps that Epsom and St Helier University Hospitals NHS Trust has taken and continues to take to ensure that modern slavery or human trafficking is not taking place within our business or supply chain.

Modern Slavery and Human Trafficking Act 2015 annual statement 2018/19 [pdf] 42KB

Gender pay gap

New regulations that took effect on 31 March 2017 (The Equality Act 2010 - Specific Duties and Public Authorities - Regulations 2017) require all public sector organisations in England employing 250 or more staff to publish gender pay gap information.

We have looked at this carefully and can confirm:

  • The Trust implements Agenda for Change pay rates which means that pay rates are fair and transparent.
  • Looking at the NHS pay bands the Trust does not have an issue in relation to equal pay.  
  • We have a very loyal workforce and this means that many staff have reached the top of their pay band.  Where there are more females employed in a specific pay band then there is a positive comparison for female staff indicating that female staff are on higher increments than male colleagues.
  • The Trust has not paid any bonuses during the reporting year, 1 April 2016 to 31 March 2017.
  • Where there is a difference (Band 9 and VSM - very senior manager), the staff groups other than doctors who have the highest salaries, reflects the fact that we employ more men than women at these grades. This is an area that we wish to address so that we have a more equal gender balance at our most senior roles.

Analysis of gender pay gap by band


Gender Pay Gap Table (Average)

Gender pay gap (average)
Pay band Average hourly rate (female) Average hourly rate (male) Difference Pay gap % (minus value = positive female pay gap)
1 10.3287 10.3506 0.0219 0.21%
2 11.2463 10.9891 -0.2572 -2.34%
3 11.7288 11.3994 -0.3294 -2.89%
4 12.8295 12.4351 -0.3944 -3.17%
5 16.4204 15.4236 -0.9968 -6.46%
6 19.8245 19.4684 -0.3561 -1.83%
7 22.9728 22.8774 -0.0954 -0.42%
8A 25.9765 26.0837 0.1072 0.41%
8B 29.9978 29.8573 -0.1405 -0.47%
8C 35.6828 34.4275 -1.2553 -3.65%
8D 42.4613 42.0652 0.6038 1.40%
9 48.7910 53.7024 4.9114 9.15%
VSM 56.2594 62.0929 5.8334 9.39%
Grand total 17.0313 16.8068    


Gender Pay Gap Table (Median)

Gender pay gap (median)
Pay band Average hourly rate (female) Average hourly rate (male) Difference Pay gap % (minus value = positive female pay gap)
1 9.7349 9.7344 -0.0005 0.00%
2 10.9932 10.6725 -0.3207 -3.00%
3 11.8508 11.1788 -0.6719 -6.01%
4 13.0043 11.8508 -1.1535 -9.73%
5 16.3843 15.2348 -1.1495 -7.55%
6 20.1826 19.5091 -0.6735 -3.45%
7 23.4509 23.4509 0.0000 0.00%
8A 26.8568 26.4971 -0.3597 -1.36%
8B 30.9844 30.9844 0.0000 0.00%
8C 37.2735 33.7939 -3.4796 -10.30%
8D 43.2121 43.3081 0.0960 0.22%
9 49.5197 53.7024 4.1828 7.79%
VSM 59.3227 58.4278 -0.8949 -1.53%
Grand total 16.0676 14.6933    


Gender pay gap table (overall data 2016-17)

Gender pay gap data 2016-17

Hourly rate

Female hourly rate is 22.72% lower (mean) Female hourly rate is 12.03% lower (median)


Pay quartiles

  Female Male
Upper 66.10 33.90
Upper middle 85.30 14.70
Lower middle 81.55 18.45
Lower 79.57 20.43


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Healthy Workplace Achievement Award 2016 NHS Choices