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As the gender champions for the Trust we represent both our staff and our patients.

Our aim is to work with all staff in the Trust to ensure that the provision of services and care to our patients is equal for men, women and trans-genders. While for our staff we need to ensure that an individual's gender does not lead to bias in their working environment or developmental and promotional aspirations.

We would be delighted to hear from anyone; staff, patients and relatives, to discuss, in confidence, issues or concerns they may have, or ideas they would like to be investigated.

The action for gender equality, is in-line with the core principles of our Equality and Diversity strategy. Issues of gender in-equality have progessed and improved during the last century, but there remains the need to ensure that within our diverse society and across different cultures, that gender discrimination and bias is not tolerated. Sadly gender bias and discrimination is still prevelant in some cultures and societies, the challenge now is too ensure gender equality for all.

 

Useful Weblinks

 

Gender Pay Gap Reporting

The Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017 set out a public authority's gender pay gap reporting duties, which form part of its public sector equality duty under the Equality Act 2010. The regulations require that employers, with 250 or more employees, publish their gender pay gap annually by 31st March.

This report publishes our Gender Pay Gap based on the snapshot date of 31 March 2018 and will be published on our website by 30th March 2019. Our Gender Pay Gap will also be uploaded on to the government's website where the public can find and compare our Trust's data with other organisations.

 

Gender by pay band

 

 

Gender Data 2019/20

Gender by contract