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.
Public Sector Equality Duty Annual Report
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.
Most recent report
Annual Equality Analysis reports
- Annual Equality Analysis Report 2018-2019 [pdf] 1MB
- Annual Equality Analysis Report 2017-18 [pdf] 2MB
- Annual Equality Analysis Report 2016-2017 [pdf] 2MB
- Annual Equality Analysis Report 2014 -2015 [pdf] 1MB
- Annual Equality Analysis Report 2013-14 [pdf] 3MB
- Annual Equality Analysis Report 2012-13 [pdf] 3MB
- Annual Equality Analysis Report 2011-12 [pdf] 3MB
- Annual Equality Analysis Report 2010-11 [pdf] 774KB
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.
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. The Trust has recently published it's 2020 gender pay gap report. This can be found below along with the 2017-2018 report:
Equality delivery system
The Equality Delivery System (EDS) is a mandatory NHS England standard that requires NHS organisations to show how they are improving outcomes for people who share protected characteristics as defined by the Equality Act 2010.
Equality and Diversity is all about people, and how we can level uneven playing fields to provide everybody the opportunity to thrive, succeed and feel respected and valued whatever their background, culture or characteristics.
The EDS has four performance objectives:
1. Better health outcomes for all
2. Improved patient access & experience
3. Empowered, engaged & wells supported staff
4. Inclusive leadership at all levels.
Continuous improvement is prompted by a grading system. The grading system is: red (underdeveloped), amber (developing), green (achieving) and purple (excelling) (RAGP rating system). A core part of the EDS is engagement with local interest groups. It is these local interests that grade how well they think the Trust is doing as an organisation. These grades are then published on the Trust website.
Workforce Disability Equality Standards (WDES)
Workforce Disability Equality Standard (WDES)
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) that enable NHS organisations such as Epsom and St Helier to compare the experiences of disabled and non-disabled staff. This information is then used by the the Trust to develop a local action plan and demonstrate our progress against the indicators of disability equality.
We have undertaken analysis of the WDES 2020/21, and our report and action plans are below.
Further information about the WDES