Annual Equality, Diversity & Inclusion Reports

In accordance with the requirements of the Public Sector Equality Duty under the Equality Act 2010, the below annual reports look back over the previous 12 months highlighting our achievements and setting out the Trust’s priorities for the coming year. This is a combined report for Workforce and Service Delivery, ensuring that our priorities going forward, in both workstreams have a more integrated approach.

There is a statutory duty to comply with 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 Act 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 2022

Click here to view the Annual Report 2023

Workforce Race Equality Scheme (WRES)

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 monitor year on year progress, enabling trusts to demonstrate improvements against the indicators of race equality.

Data is produced from the Trust ESR system and from the NHS Staff Survey. They are produced in a nationally mandated format through NHS England and cover data and reported experiences. Our Race Equality and Inclusion Network will be at the forefront of developing any action plans.

Working on 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, 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 an action plan. Year on year comparison enables trusts to demonstrate progress against the indicators of disability equality.

Once again, these data sets are produced from the Trust ESR system and from the NHS Staff Survey. They are produced in a nationally mandated format through NHS England and cover data and reported experience.

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, have a sense of belonging, are treated fairly in the workplace and have equal access to career progression and development.

The findings from both the Workforce Race Equality Standard (WRES) and the Workforce Disability Equality Standard (WDES) are overseen by the NHS 6 high impact actions and governed by the EDI steering group. As an NHS provider, we must implement these high impact actions and track the plan’s defined success metrics. NHS England (» NHS equality, diversity, and inclusion improvement plan). The group is a multidisciplinary team, comprised of Executives, clinical and non-clinical EDI leads, Human Resources, Organisational Development, Chaplains, Network chairs, and patient experience colleagues who meet bi-monthly to address this. As a provider we must be prepared, if requested to do so by the Co-ordinating Commissioner, to provide a written report on its implementation and progress to its public board meeting and/or to the Co-ordinating Commissioner.

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;
• Continue to work in partnership with the recognised trade unions and professional organisations on the actions and implementation of the above.

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 effectively talent is being managed and maximised.

The report covers the statutory requirements of gender pay gap legislation and includes information about the Shrewsbury and Telford Hospital 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.

Click here to see the 2022 report.

Click here to see the 2023 report.

Click here to see the 2024 report.

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.