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