Equality, Diversity and Inclusion (EDI)

Equality, diversity and inclusion are at the heart of the NHS strategy which has been built on the principles of social justice and equity. We recognise that a diverse workforce enables us to deliver a more inclusive service which improves the experience of our patients, visitors and our colleagues. Whilst we understand and will work within the legal framework of equality, we recognise that policies alone are not enough to build an inclusive workplace and hospital. Inclusion should not be a box-ticking exercise. How people feel when they are at work is important to us and every one of us has a part to play in the way we deliver the care for our patients. It is important that we look beyond what we see on the outside and focus on what makes us the same in our values and drive we all have to make a difference to those around us.

We know that the experience of our colleagues from minority and underrepresented groups falls short from the experience of colleagues from majority groups. Our aim is to eliminate both health and workplace inequalities by ensuring we continually demonstrate inclusive practices not just in our processes but in our behaviour and to make this an integral part of everyday business.

To do this we will:

  • work in a way that facilitates a working environment where colleagues are treated fairly and can reach their full potential.

  • ensure all our patients receive the best possible healthcare by understanding the needs of our local and wider communities.

  • foster good relations between people who share a protected characteristic and those who do not.

  • enable our leaders to work in a compassionate, kind and inclusive way, listening to the experience of our colleagues, patients, healthcare partners and service users to better understand their needs to improve what we do.

  • ensure we have an accurate evidence base of data to enable us to measure, monitor, learn and improve.

  • make decisions, create policies and procedures in the spirit of inclusion allowing for collaborative working and thinking to understand the intended and unintended consequences of our decisions and processes.

Equality Diversity and Inclusion Strategy 2024-2028

Aim : Education and Understanding

Create learning opportunities to increase understanding and knowledge

Objective 1 : Increase the diversity of the workforce and enable underrepresented groups to be seen at all levels of the organisation.   

  • Strengthen career pathways for colleagues to progress in their career with equal access and outcomes. 
    • Measure : representation by AfC cluster and medical staff groups; retention rate equal to or better than the Trust.
  • Positive action to increase applications from people who identify with underrepresented groups, ensure recruitment material is accessible and applicants are supported with reasonable adjustments.  
    • Measure: increase in diversity of applicants and EDI is embedded in recruitment and retention strategies; increase of reasonable adjustments.
  • Regular opportunities for learning about inclusion including class based and self-directed learning in collaboration with Staff Networks and Patient Council.
    • Measure : completion of EDI Mandatory training 85%+;  attendance/access to Let’s Talk Difference programme and EDI Learning Library

Aim : Relationships and Allyship

Develop inclusive relationships that respect and value people’s identities, experiences and needs. 

Objective 2 : Maintain an environment that enables everyone to flourish and close the gap in experience of bullying, harassment and discrimination based on an individuals’ identity. 

  • Behaviours charter sets out expectations that support a compassionate and inclusive culture.
    • Measure : 5% increase in Staff Survey feedback relating to not experiencing harassment and bullying from patients/public and discrimination from managers/colleagues through an EDI lens.
  • Strengthen relationships with colleagues who identify with protected/marginalised groups and those who do not through increasing the levels of active allyship.  
    • Measure : related to Staff Survey Inclusion metrics and feeling part of the team are better than or equal to the overall Trust; increased visibility and membership of Staff Networks and EDI agenda.
  • Work in collaboration with Staff Networks and Patient Council to provide consistent education and learning to ensure every voice is heard
    • Measure : delivery of team-based EDI learning, year on year reduction in bullying and harassment from colleagues. 

Aim : Fair Processes 

Policies and systems will be created to be consciously inclusive

Objective 3 : Un-bias processes and decision making that impact on people. 

  • Improve and maintain equity in the relative likelihood of appointment for all marginalised groups.
    • Measure : each group to reach and maintain equity +/- 0.25
  • Improve consistency and quality of equality analysis in relation to processes and services.
    • Measure : quarterly audits of complaints linked to unfair practices with year-on-year reduction of concerns.
    • Increase evidence of utilising Equality Impact Assessments and engagement with marginalised groups.
  • Better use of data to understand where we achieve equal access and outcomes as well as areas of inequality.
    • Measure : quarterly review of data with annual publication of workforce data, improvement in staff survey feedback and patient information by marginalised groups.
  • Performance Reviews to monitor progress of EDI measures at local level
    • Measure : areas establish ways to hear all voices

Staff networks and Support Groups

University Hospitals Plymouth are committed to creating safe spaces where colleagues can feel supported and connected.  An important role of our networks is to give colleagues from groups that are more likely to experience inequalities a voice that influences our culture

Our staff networks

  • Black, Asian and Minority Ethnic Staff Network (BAME)

  • Disability and Wellbeing Network (DAWN)

  • Faiths and Beliefs (FaB)

  • Lesbian, Gay, Bisexual, Transgender, The "plus" represents other sexual and gender identities (LGBT+)

  • Women's Network

Our support groups:

  • Men's Conversation Group

  • Deaf and Hard of Hearing Support Group

  • Neurodiversity Support Network

  • Diabetes Support Group

  • Support Group for colleagues under going fertility treatment/IVF

Charters and accreditations

  • UHP has signed the Charter for Employers who are Positive about Mental Health

  • UHP is proud to be a Disability Confident Leader under the UK Government’s  Disability Confident Scheme, a national accreditation scheme which complements the work we do to attract, recruit and retain colleagues with a disability, including those with long-term health conditions. Find out more about our Disability Confident Leader accreditation.

  • UHP has signed a pledge for the Armed Forces Convenant, a promise from the nation to those who serve or who have served, and their families, which says we will do all we can to ensure they are treated fairly and not disadvantaged in their day-to-day lives. The Armed Forces Covenant relies on the people, communities, and businesses of the UK to actively support it in order to make a difference. UHP is dedicated to supporting the AFC for Patients and Staff. Armed Forces Network

  • UHP has been accredited as exemplars of the best care for veterans, helping to drive improvements in NHS care for people who serve or have served in the UK armed forces and their families. Veteran Aware trusts are leading the way in improving veterans’ care within the NHS, as part of the Veterans Covenant Healthcare Alliance (VCHA).

  • UHP supports LGBT+ Veterans with Fighting with Pride (FWP), a new military charity, created on the 20th anniversity of the complete lifting of the ban on LGBT+Service. UHP works with veteran supporting organisations to build capacity for LGBT+ Veteran support, to recognise their service and help resolve challenges they face in their lives beyond military service.

Mindful Employer logo    Disability confident leader    Armed Forces Covenant logo    Veteran Aware logo   Pride in Veterans logo    

Equality Delivery System (EDS)

The EDS is designed to enable NHS organisations to gather information and evidence that provides insight into how inclusive their services and workplaces are. This gives consideration to all patients and colleagues including those who identify with protected characteristics. 

The process supports organisations to meet the Public Sector Equality Duty (PSED) to publish information as well as specific and measurable equality objectives. UHP use the EDS to assess and score UHP’s equality performance which enables UHP to demonstrate compliance with the PSED.

The latest review is currently going through the governance process and will be published shortly.

Equality Delivery System Report 2023.pdf [pdf] 2MB 

 

If you need any information please contact the Equality, Diversity and Inclusion team at plh-tr.equalitydiversityandinclusion@nhs.net. 

  1. Disability Confident Leader

    Disability Confident is a voluntary scheme designed to encourage organisations to recruit and retain people with disabilities and long-term health conditions. We are proud to be an accredited Disability Confident Leader (Level 3).

  2. Let's Share Good Practice at UHP

    Read our stories about workplace inclusion and find out about the ideas, learning and good practice.

Contact us

Equality, Diversity and Inclusion (EDI) logoIf you have any comments or suggestions about our services, let us know.

Jenny Birchall, Head of Equality, Diversity and Inclusion, University Hospitals Plymouth NHS Trust, Level 2, Brittany House, Brest Rd, Plymouth, PL6 5YE

01752 437042

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