A personal, fair and diverse NHS is one where:
- everyone counts
- services are personal, designed to give patients what they want and need
- fairness is built in- so that everyone has equal opportunities and treatment
- the skills and experiences of employees from all backgrounds are used and valued
- people can choose the services they want and have as much support as they need
- everyone is treated with dignity and respect, and when they complain - we listen and put things right
- talent flourishes and nothing stops people going as far as they want
- we are accountable and patients are informed and have more control
- care doesn’t stop at the door, but helps people live healthier lives
This is what our Equality, Diversity, and Inclusion work at Ashford & St. Peter’s Hospitals is all about, and the information on these pages provide more detail about what we are doing to achieve this.
Equality, Diversity, and Inclusion
The Trust has a Diversity and Equality Steering Group, which oversees all diversity and equality activities and standards within the Trust. The Trust is also part of the North West Surrey Strategy on Equality and Diversity.
At Ashford and St Peter’s Hospital NHS Foundation Trust we have the following staff networks, for more information click on the links below or by selecting “Staff Networks”
- Race, Ethnicity and Cultural Heritage Network (REACH)
- Lesbian, Gay, Bisexual, Transgender, Queer/Questioning Community and Ally Network (LGBTQ+)
- Disability and Wellbeing Network (DAWN)
Freedom to Speak Up: Whistle-Blowing
The Trust’s Freedom to Speak Up Policy provides guidance for staff on raising concerns that incorporate the requirements the Trust has as a responsible employer both ethically and by statute. We want to provide a working environment in which workers can raise genuine issues of concern without fear of retribution. Employees are encouraged to act promptly and to put their concerns in writing.
Workforce Disability Equality Standard (WDES)
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) which enables NHS organisations to compare the workplace and career experiences of disabled and non-disabled staff. NHS organisations use the metrics data to develop and publish an action plan. Year on year comparison enables NHS organisations to demonstrate progress against the indicators of disability equality.
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.