Our Equality, Diversity and Inclusion mission is to be 'positively inclusive'.

Our Trust is committed to ensuring equality, diversity, inclusion and human rights are central to the way we deliver healthcare services to our service users and how we support staff.

The means we all play our part:

  • To be a caring and progressive organisation that promotes equality, values and celebrates diversity and creates an inclusive and compassionate environment for receiving care and as a place to work;
  • To ensure that our staff provide inclusive services that are equally good to all service users, which meet their needs and are delivered with kindness, dignity and respect;
  • To ensure that all our team members are engaged, valued and treated equally with kindness, dignity and respect.

In the video below, Trust colleagues say what inclusion means to them.

We must act to fulfil our obligations and the pledges set out in the NHS Constitution, Equality Act 2010 (especially the public sector equality duty) and Human Rights Act 1998.

This means we must:

  • publish relevant, proportionate information showing our compliance with the Equality Duty,
  • publish information about decision-making and the equality data which underpins those decisions
  • be accountable to our service users and communities
  • give the public the information they need to hold public bodies to account for their performance on equality.

How can this be achieved?

The three processes we use are:

  • Equality Impact Analysis – we are required to analyse the effect of any policy, practice, functions, business case, project or service change. In particular, we want to understand its impact on the nine protected characteristics (age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation) of people within our community and employment.   This is what is known as an ‘Equality Analysis’ or what used to be referred to as ‘Equality Impact Assessment’. View our Equality Impact Risk Analysis Policy. [saved in file manager in corporate publications – publication scheme]
     
  • Collection, collation and analysis of equality data, functions and information – we publish an annual Public Sector Equality Duty report and publish equality information here on website – see below.
     
  • Equality Delivery System (EDS2) – we assess and review our performance around equality and diversity using a national tool called the Equality Delivery System2 (EDS2). We engage and involve the public, leading to the setting and implementation of equality objectives over a four-year period.

Commitments to equality and diversity

Click on the drop-down accordions below to read about the different ways we put equality and diversity into practice within the Trust.

In May 2014 we became the first NHS trust in Derbyshire to sign the British Deaf Association’s BSL Charter, to demonstrate our commitment to equality for Deaf people.

By signing the BSL Charter, we have pledged to:

  • Consult with our local Deaf community on a regular basis
  • Ensure access for Deaf people to information and services
  • Promote learning and high quality teaching of British Sign Language
  • Support Deaf children and families
  • Ensure staff working with Deaf people can communicate effectively in British Sign Language.

Derbyshire Healthcare successfully renewed its certification as a Disability Confident Employer in March 2021.

This means that the Trust is continuing to take all of the core actions to be a Disability Confident employer. We also agree to take at least one action to 'get the right people for the business' and at least one action to 'keep and develop our people' as described on the Disability Confident Employer page on the gov.uk website

In March 2018 we signed the Armed Forces Covenant. This commits us to support all of those in the armed forces community who have contact with the Trust whether as patients, staff, carers or the general public.    

The covenant focuses on helping members of the armed forces community have the same access to government and commercial services and products as any other citizen. This support is provided in a number of areas including:

  • Education and family well-being
  • Having a home
  • Starting a new career
  • Access to healthcare
  • Financial assistance
  • Discounted services.

In July 2018 we signed up to the TUC’s Dying to Work Voluntary Charter, which aims to help employees who become terminally ill at work. The Trust is committed to supporting any colleague who becomes terminally ill. Through signing the charter we hope to raise greater awareness of this initiative across our workforce, partner agencies and local communities. We will also seek to ensure we are doing all we can to support colleagues who receive a terminal diagnosis while working for the Trust.

The Trust signed up to the Race at Work Charter in July 2019. The Charter is composed of five principal calls to action for leaders and organisations across all sectors. Signing up means taking practical steps to ensure our workplaces are tackling barriers that ethnic minority people face in recruitment and progression.

The five calls to action are:

  • Appoint an executive sponsor for race
  • Capture ethnicity data and publicise progress
  • Commit at Board level to zero tolerance of harassment and bullying
  • Make clear that supporting equality in the workplace is the responsibility of all leaders and managers
  • Take action that supports ethnic minority career progression.

We are proud to have pioneered the Reverse Mentoring for Equality, Diversity and Inclusion (ReMEDI) programme.

Reverse Mentoring is when an employee in a senior position is mentored by somebody in a more junior position. The purpose of the programme is to promote awareness of equality, influence meaningful understanding and lived experience of our staff from different groups and improve the workplace experience of our staff and the services provided to our Trust’s patients.

The first cohort have completed the programme, and created a Case Study for Future Focused Finance on their experiences.

We recognise that the Trust has a diverse workforce, and that we have a duty to provide equal opportunities to all of our employees without bias or discrimination regardless of their race, ethnicity, gender, age, religious beliefs, disability or sexual orientation.

We currently have the following employee networks, each with an executive sponsor from our Board of Directors:

  • Our Armed Forces Network
  • Our Black and Minority Ethnic (BME) Staff Network
  • Our Disability and Wellness Staff Network
  • Our LGBT+ Staff Network.
  • Our Multi-Faith Forum 
  • Our Women's Network

These networks offer colleagues a safe place to receive support, advice and encouragement about work-related issues. They also serve as forums to exchange views and experiences and raise concerns. Their aim is to improve working lives, promote diversity and raise the standard of the services we provide.

The Trust is piloting a project to increase diversity across our workforce, starting with posts that are Band 6 and above. As part of this project, we have established a new role for Trust colleagues as recruitment inclusion guardians.

Recruitment inclusion guardians are ambassadors for creating a positive organisational culture, promoting a fair and inclusive working environment across the Trust. They act as critical friends to the organisation’s equality and diversity work and objectives.

As part of the pilot programme, the Trust has agreed that all band 6 and above posts will include a recruitment inclusion guardian in the shortlisting and interview process.

The ‘It’s not okay’ campaign outlines our commitment to reducing all incidents of discriminatory behaviour towards staff and to support our colleagues in actively addressing these issues.  

The campaign is aimed at staff, carers, public, patients and visitors to the Trust premises. It aims to achieve the following:

  • To confirm that colleagues will be supported in addressing and reporting any examples of discriminatory behaviour, whoever they come from (this includes patients, carers or colleagues)
  • To increase the reporting of such incidents in the patient record
  • To take appropriate steps to tackle any discriminatory behaviour
  • To revisit any examples of discriminatory behaviour at a later stage (if it is not possible to do so at the time due to the delusional or compromised behaviour of someone in our care)
  • To be clear that any discriminatory behaviour is not okay and will not be accepted.

Whilst this covers every form of discrimination and all protected characteristics, we know that the vast majority of abuse experienced by our colleagues is on the basis of race.

The 'it's not okay' poster is being displayed at Trust buildings. It features colleagues from our staff network groups, collectively and visibly taking a stand against discrimination.

Equality information

The drop-down accordions below provide details about equality information within the Trust.

The Equality Delivery System, now updated and called the Equality Delivery System2 (EDS2), is a generic tool designed for both NHS commissioners and NHS providers. Its main purpose is to help local NHS organisations, in discussion with local partners including local people, review and improve their performance for people with characteristics protected by the Equality Act 2010. Using the EDS2 provides a way for the Trust to deliver on the Public Sector Equality Duty (PSED) and ensure compliance with the Equality Act 2010. 

The EDS2 goals are:

  1. Better health outcomes for all
  2. Improved patient access and experience
  3. Empowered, engaged and included staff
  4. Inclusive leadership at all levels. 

The Equality Delivery System puts local interest groups at the forefront of assessing and grading NHS performance against a series of service user and staff focused outcomes. The Trust will continue to facilitate engagement workshops with service users, carers, stakeholders, staff and the local community to:

  • Inform service users and local communities of the EDS2 and how their input can help shape and deliver the best solutions to meet the needs of local communities across the Trust
  • Involve service users, carers, stakeholders, staff and local communities in the development of the EDS2 objectives and key priorities
  • Help us to assess where we are as an organisation by analysing and grading performance against each of the EDS2 goals and outcomes.

View our latest EDS2 grading report on Children's Services

 

Our 2019 workforce demographic report provides a detailed analysis of our workforce by the REGARDS characteristics: Race, Ethnicity, Gender, Age, Religion, Disability and Sexual orientation.

The report shows how representative our workforce is in comparison to the local population. It also contains an in-depth look at a wide range of workforce metrics by protected characteristic, such as service area, salary band, staff group, applicants for jobs, performance management, grievances, dignity at work cases, redundancies and leavers, and staff development (training).

You can also view our 2018 workforce demographic report.

The Workforce Disability Equality Standard (WDES) is a set of 10 specific measures (metrics) that enables NHS organisations to compare the experiences of disabled and non-disabled staff. NHS organisations use the metrics data and local data to develop a local action plan. The metrics also enable NHS organisations to demonstrate progress against the indicators of disability equality. Learn more on the NHS England website.

The WDES report and action plan is a live document and will be monitored and updated to ensure the actions remain effective.

Previous WDES reports can be found on our publication scheme page, in the 'Trust documents' table.

All NHS organisations are required to demonstrate through the nine-point Workforce Race Equality Standard (WRES) how they are addressing race equality issues in a range of staffing areas. The move follows reports which have highlighted disparities in the number of BME people in senior leadership positions across the NHS, as well as lower levels of wellbeing amongst the BME population.

Please note that the WRES report and action plan is a live document and will be monitored and updated to ensure the actions remain effective.

Previous WRES reports can be found on our publication scheme page, in the 'Trust documents' table.

Our BME Network holds an annual conference: 

Since the Equality Act 2010 (Specific Duties) Regulations 2011 came into force on 10 September 2011, there has been a duty for public bodies with 150 or more employees to publish information on the diversity of their workforce. The government made gender pay gap reporting mandatory by amending the SDR so that all public sector employers with more than 250 employees have to measure and publish their gender pay gaps.

View information about our Trust's gender pay gap in previous years on the gov.uk website. Here you can also search for information about other public sector organisations.

The Joint Strategic Needs Assessment (JSNA) assesses the health and social care needs people in Derby and Derbyshire in order to improve the physical and mental health and wellbeing of everyone in our communities and reduce inequalities for all ages.

A JSNA data set provides powerful indicators to establish current and future health needs of the local population. This in turn supports better targeting of interventions to reduce health inequalities.

View the JSNA for Derby on the Derby City Council website. View the JSNA for Derbyshire on the Derbyshire County Council website.

Contact us

To request any information on equality and diversity that isn’t available here, please contact our Freedom of Information team.