Our Commitment to Equality, Diversity & Inclusion

The Trust is committed to ensuring that it is a place where our staff, patients and visitors feel included, represented and receive the support that best meets their needs. We are equally committed to ensuring that we act on institutional discrimination and address inequality within our organisation.

Equality & Diversity Strategy 2022 -25

By 2025 we will:

  • Be a leading anti-discriminatory NHS organisation.

This means that we will act on our areas of greatest need, to prevent unlawful discrimination and harmful behaviours towards marginalized and under-served communities

  • Develop an inclusive culture where everyone feels that they belong are represented and receives the equitable support that they need
  • Train our staff to be able to identify, challenge and take action against discrimination
  • Improve how we use data to evaluate and address inequalities for our staff
  • Identify and address health inequalities in our patient population

If you would like more information about EDI at the RNOH, please contact our EDI Lead via rnoh.valyou@nhs.net

Annual Equality, Diversity & Inclusion Report

This report covers the period from 1 April 2023 – 31 March 2024.

This paper reports on the Trusts statutory requirements to review and publish our equality, diversity and inclusion metrics and action plans, including:

·         Workforce Race Equality Standard (WRES) 

·         Workforce Disability Equality Standard (WDES) 

·         Gender Pay Gap (GPG) 

·         Ethnicity Pay Gap (EPG)

·         This year we have also reported on our Disability Pay Gap (DPG)

Equality Delivery System

As part of the Equality Act, public sector organisations must publish evidence to confirm they are meeting the aims of the Act. The EDS is designed as a tool to be used to help all NHS organisations and staff understand how equality can drive improvements and strengthen the accountability of services to patients and the public. It will help ensure that everyone - patients, public and staff - have a voice in how organisations are performing and where they should improve. All of this ensures that inclusion is something that is embedded in our everyday activity and that we continue to make improvements.

The evidence presented by the Trust in this Equality Delivery System report has been collated as part of the implementation of the Department of Health’s Equality Delivery System (EDS 2).