Equality, diversity and inclusion

The boroughs in which we work are amongst the most diverse in London and the country as a whole. Our staff reflect this diversity and the communities we serve.  

We’re committed to the fair treatment and reward of our staff.  Research shows that a motivated, included and valued workforce delivers high quality patient care, increased patient satisfaction and better patient safety.

We’re equally committed to providing care and services which are inclusive and treat everyone with respect.

We come from diverse backgrounds, speak many languages and represent many different faiths and beliefs. But, together, we’re one team.

Diversity-infographics.jpg

We’re committed to treating everyone fairly - our staff, those who use our services and their families and carers – in line with the Equality Act 2010.

The Equality Act 2010 provides protection from discrimination for the following protected characteristics:

  • Age
  • Disability
  • Gender
  • Gender reassignment
  • Marriage and civil partnership
  • Pregnancy and maternity
  • Race
  • Religion and belief (including lack of belief and philosophical belief
  • Sexual orientation.

As a public body, we’re required to have due regard to the following duties in carrying out our work: 

  • Eliminating discrimination, harassment and victimisation
  • Advancing equality of opportunity
  • Promoting good relationships between different groups.

This is known as the Public Sector Equality Duty.

Under the Equality Act 2010, we’re required to develop and publish our new equality objectives and set out how we’ll measure how we deliver these over the next four years.  Our current objectives include:

  • In addition to reporting our progress against the Workforce Race Equality Standard (WRES), we’re extending this to age and gender in the first instance and then to the other protected characteristics
  • Working towards accreditation of the Stonewall workplace equality index
  • Continuing to work towards meeting our disability confident commitment

These objectives aim to strengthen our performance in meeting our public sector equality duty, focusing on: 

  • Improving the experience of our staff, service users and carers
  • Improving the quality and transparency of our diversity performance data
  • Continuing to engage effectively with our staff and communities and improve outcomes for them
  • Making equality and diversity part of our day to day work.

Our priorities are aligned with:

The NHS people plan – Action for us All
London Workforce Race Strategy
North West London Inclusion Board

Summary Equality Report April 2021 (PDF)
Download our Equality and diversity demographic report 2019 (PDF)

We track our progress towards staff from black and minority ethnic (BAME) backgrounds having equal access to career opportunities and ensuring their fair treatment in the workforce against a set of nine measures in the Workforce Race Equality Standard (WRES).

In April 2015, it became a mandatory requirement for NHS Trusts to report their performance against these WRES measures every year.

Download our WRES Workforce Race Equality Standard 2020 report (PDF)

Download our WRES Workforce Race Equality Standard 2017/2018 report (PDF)

The gender pay gap shows the difference in the average earnings of men and women in an organisation. This is different from equal pay (where women and men must be paid the same for doing the same work) which has been a legal requirement in the UK since 1970.

As from April 2017, all organisations employing over 250 employees have been required to publish their gender pay data every year.

Read the report outlining our position in relation to the requirements of the Equality Act (Gender Pay Gap Information Regulations) 2017, with details of our proposed actions to address the Trust’s gender pay gap.

Gender pay reporting was suspended for 2020  

The Workforce Disability Equality Standard (WDES) came into force in April 2019. 

NHS Trusts are required to measure their performance against a set of ten measures to compare the experience of their disabled and non-disabled staff and to publish the data every year. 

Read our latest report

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