Equality & Diversity

Equality Diversity

The Shrewsbury and Telford Hospital NHS Trust aims to deliver healthcare services that are fair 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
  • patients and visitors do not suffer detriment, disadvantage or unequal treatment for any of the above reasons

Equality

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

Diversity

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

Equality Delivery System (EDS2)

The Trust uses the NHS Equality Delivery System assessment in conjunction with partners and stakeholders to help us assess our performance in Equality and Diversity for service users and staff as well as identifying specific areas for focus and improvement. This will provide the basis of Trust Equality Objectives and an action plan and these will be published on this website (see below). Our Equality Objectives are grouped under the themes of:

  • Better health outcomes
  • Improved patient access and experience
  • A representative and supported workforce
  • Inclusive leadership

In November 2018, Trust Board approved the attached Workforce EDS2 report and action plan and in April 2019 approved our attached Service Delivery EDS2 report and action plan. In 2019-20 these will be updated and combined into a single report for the Trust.

Workforce Race Equality Scheme (WRES)

The Trust has completed a WRES assessment for 2018/2019 and has approved a WRES Action Plan which will be reviewed and updated during 2019-20 in consultation with our staff. View our Workforce Race Equality Report for more information.

Workforce Disability Equality Scheme (WDES)

The Trust has completed a WDES assessment for 2018/2019 and has approved an initial WDES Action Plan which will be reviewed and updated during 2019-20 in consultation with our staff. View our Workforce Disability Equality Report for more information.

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.

In March 2019 the Trust completed its second gender pay gap report for the reporting period April 2017 – March 2018. You can read more about it here. This will be updated during 2019-20.

What is the Gender Pay Gap?

The Gender Pay Gap shows the difference between the average (mean or median) earnings of men and women. It can also help us to assess the levels of equality in the workplace, female and male participation, and how we effectively talent is being managed and maximised.

The 2019 report covers the statutory requirements of gender pay gap legislation and includes information about the Shropshire and Telford NHS Trust. We are committed to creating a diverse and inclusive workplace that reflects the communities that we serve, and have initiatives in place to support achieving this.

We will use the results of the Gender Pay Gap Report to develop key priorities to address the gender pay gap.

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 and for key service changes.

If you would like to request a copy of an Equality Impact Assessment please fill in a feedback form.

Equality and Diversity Stakeholder Events

The annual Equality, Diversity and Inclusivity Stakeholder event took place on the 23rd January 2020. Organised by the Patient Experience Team and supported by the Community Engagement Facilitator and Head of Education, the event aims to shape services and ensure that we are working to meet the needs of patients and families with all protected characteristics.

There were over 100 attendees in total; this included a wide range of patients, carers, members of the community, local voluntary organisations and community groups; as well as Trust staff, local Commissioners, Healthwatch, Health and Social Care partners. Attendance from a wide and diverse range of the local community was sought to ensure that marginalised and seldom-heard groups were included and represented.

Staff from across the Trust presented information about services, including: PALS, Frailty, Ophthalmology, End of Life Care, Corporate, Theatres, Fertility and AAA Screening. Each presentation was followed by group discussions on what the service is doing well and what improvements could be made to further meet people’s needs. Facilitators at each table captured the discussion and scoring, ensuring that everybody had an opportunity to have their voice heard.

This was to obtain feedback from the community on our services and to build established objectives for service delivery which our stakeholders identify as being important to them in accessing healthcare. Involving service users in shaping improvements is recognised as an important element in the design and delivery of our services.

The feedback obtained has been shared at the Equality, Diversity and Inclusivity Sub-Committee and will support development of an improvement plan for 2020 – 2021.

To see how staff used service-user feedback from the 2018 Stakeholder event, watch the video below.