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.
Annual Equality Analysis reports
- 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 published its 2017 figures on 30 March 2018. The Trust has just published its second set of yearly figures for 2018 - our report can be found here: