Equality & Diversity 

Last updated August 2014 

The Shrewsbury and Telford Hospital NHS Trust aims to deliver healthcare services that are equitable to all users. The services delivered should be appropriate to everyone's needs regardless of age, disability, gender re-assignment, marriage and civil partnership, pregnancy and maternity, race including nationality and ethnicity, religion or belief, sex or sexual orientation.

The Trust aims to ensure:

  • an environment in which employees, patients and visitors are treated with consideration, dignity and respect, free from harassment and intimidation.
  • employees and job applicants do not receive less favourable treatment on the grounds of any of the above reasons
  • that patients and visitors do not suffer detriment, disadvantage or unequal treatment for any of the above reasons


Equality is about ensuring all people are treated fairly and equally and that any decisions made are based on objective relevant criteria.


Diversity is about recognising and valuing the different contributions that all staff, patients, carers and families can bring to the organisation.

Public Sector Equality Duty

The Trust has published a statement of compliance with the Public Sector Equality Duty:

Workforce Race Equality Scheme

The Trust has completed a WRES assessment for 2015/2016 and is in the process of developing a WRES action plan (to follow):


Equal Pay Statement

Everyone who works in the NHS, or applies to work in the NHS, should be treated fairly and valued equally. All conditions of service and job requirements should fit with the needs of the service and those who work in it, regardless of age, disability, race, nationality, ethnic or national origin, gender, religion, beliefs, sexual orientation, domestic circumstances, social and employment status, HIV status, gender reassignment, political affiliation or trade union membership.

In order to put The Shrewsbury and Telford Hospital NHS Trust's commitment to equal pay into practice, it will:

  • examine and keep under review existing and future pay practices including continuing to utilise nationally-agreed job evaluation initiatives;
  • carry out regular monitoring of the impact of the Trust's pay practices;
  • provide training and guidance for managers and supervisory staff directly involved in decisions about pay and benefits; and
  • continue to work in partnership with the recognised Trade Unions and Professional Organisations on the actions and implementation of the above. 

Equality Impact Assessments

The Equality Act 2010 requires all public authorities to conduct Equality Impact Assessments (EIAs) on their policies and proposals.

Completion of Equality Impact Assessments forms part of the approval process for all corporate policies in the Trust.

If you would like to request a copy of an Equality Impact Assessment please contact us using our feedback form.

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