Equality, Diversity and Inclusion: Workforce

Equality Diversity

Annual Equality, Diversity & Inclusion Report 2019

In accordance with the requirements of the Public Sector equality Duty under the Equality Act 2010, this Annual report looks back over 2019 and highlights our achievements and also sets out the Trust’s priorities for 2020. This is the first combined report for Work Force and Service Delivery and our priorities going forward will ensure that both these areas continued to be combined to allow us to have a more integrated approach.

There is a statutory duty to apply the Equality Act 2010 and it is our intention to not only continue to meet statutory obligations but, through regular reviews, enhance our workforce and the way we serve our communities and patients, by meaningful objectives and performance measures.

We will demonstrate ‘due regard’ to the three aims of the general duty of the Equality 2010 which are:

  • Eliminate unlawful discrimination, harassment or victimisation
  • Advance equality of opportunity between people who share protected characteristics and people who do not share them
  • Foster good relations between people who share protected characteristics and people who do not share them

Click here to view the annual report

Workforce Race Equality Scheme (WRES)

The Trust has completed a WRES assessment for 2019/2020 and has approved the attached report and WRES Action Plan which will be reviewed and updated in consultation with our new BAME Staff Network and wider staff. View our Workforce Race Equality Report for more information.

The WRES is a set of specific measures (metrics) which enables NHS organisations to compare the workplace and career experiences of BAME and White staff. NHS trusts use the metrics data to develop and publish an action plan. Year on year comparison enables trusts to demonstrate progress against the indicators of race equality.

This report is produced from the Trust ESR data in March 2020 and from the 2019 Staff Survey.  It is produced in a nationally mandated format as submitted to NHS England and covers data and reported experience from 2019-20.

The WRES enables us to demonstrate our clear commitment in developing SaTH to be an exemplar employer and in supporting the UK Government’s aims of increasing the number of people in employment from a BAME background. It also helps to identify areas where we need to do more to ensure our staff are supported at work and have a sense of belonging, where they are treated fairly in the workplace and have equal access to career progression and development.

Workforce Disability Equality Scheme (WDES)

The WDES is a set of specific measures (metrics) which enables NHS organisations to compare the workplace and career experiences of Disabled and non-disabled staff.  NHS trusts use the metrics data to develop and publish an action plan. Year on year comparison enables trusts to demonstrate progress against the indicators of disability equality.

This report is produced from the Trust ESR data in March 2020 and from the 2019 Staff Survey.  It is produced in a nationally mandated format as submitted to NHS England and covers data and reported experience from 2019-20.

The WDES enables us to demonstrate our clear commitment in developing SaTH to be an exemplar employer and in supporting the UK Government’s aims of increasing the number of Disabled people in employment. It also helps to identify areas where we need to do more to ensure our staff are supported at work and have a sense of belonging, where they are treated fairly in the workplace and have equal access to career progression and development.

The Trust has completed a WDES assessment for 2019/2020 and has approved that attached report and WDES Action Plan which will be reviewed and updated in consultation with our new Staff with Disabilities network and wider 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.