Equality, diversity and inclusion
We serve one of the most diverse populations in the country, and we're committed to eliminating discrimination, valuing diversity and promoting equality of opportunity to build and sustain an inclusive environment to deliver and receive safe and compassionate care.
It is our policy to ensure that no service-user, employee or job applicant is treated less favourably on the grounds of their sex, colour, ethnic or national origin, disability, age, sexual orientation, gender reassignment, religion or belief, social background, marital status, hours worked, responsibilities as a carer, trade union activities, unrelated criminal conviction, or blood-borne virus status.
Our main local areas, Newham and Tower Hamlets, together with Waltham Forest, are among London’s youngest, most diverse and most deprived communities, with a significantly higher proportion of people aged 24 and under than the UK average. Parts of northeast London are also anticipating an increase in residents aged over 65, with resultant implications for health care as older people are generally higher users of health services.
As a healthcare provider and a major local employer, with our vision to be a high performing group of NHS hospitals, renowned for excellence and innovation and providing safe and compassionate care to our patients in east London and beyond, we recognise our role in the wider community to promote equality and eliminate discrimination.
Our Diversity and Inclusion Positive Action Charter
Our Diversity and Inclusion Positive Action Charter sets out our organisational commitment to positive action in relation to Diversity and Inclusion at Barts Health.
We commit to the following:
- Taking positive action in how we mobilise our recruitment and retention processes
- Taking positive action to secure access to workplace adjustments on the basis of need
- Taking positive action to support, fund and directly engage with staff networks
- Taking positive action to ensure our WeCare values and behaviours permeate all aspects of our employee experience
- Taking Positive action to plan services that take into account our population
- Taking positive action to support all our staff in playing their part in these commitments
Our equality objectives
With our commitment to create a world-class health organisation; one which builds strong relations with its local communities and partners, and which ensures that the needs of patients always come first, we have developed a revised set of equality objectives.
The purpose of setting equality objectives is to strengthen our performance of the general equality duty and to ensure that we are making year-on-year progress in advancing equality and human rights for all protected groups and beyond, with both our patients and carers and those who work in the organisation.
Annual equality information
As equality is at the heart of our continued commitment to be the best employer of choice and the very best environment for receiving healthcare and to also meet statutory requirements, each year we publish our equality information:
- Inclusion matters: equality information report 2020-21 including gender pay gap report [pdf] 3MB
- Gender pay gap report 2020 [pdf] 3MB
- Inclusion matters: equality information report 2019 including gender pay gap report [pdf] 3MB
- Inclusion matters: equality information including gender pay gap report 2018 [pdf] 2MB
- Inclusion matters: equality information report 2017 [pdf] 2MB
- Inclusion matters: equality information report 2016 [pdf] 2MB
How to give us feedback
If you have any suggestions on how we could further improve, please share them with us. You can email the inclusion team or write to:
The Inclusion Team
Barts Health NHS Trust
Floors 8 and 9
20 Churchill Place
London E14 5HJ
Read the new workforce disability equality standard action plan
The Workforce Disability Equality Standard (WDES) is a data-based standard that uses a series of measures to help improve the experiences of staff with a disability in the workplace. The WDES slightly differs from the Workforce Race Equality Standard (WRES) with ten metrics, whilst WRES has nine. Amongst its measures, WDES focuses on:
a. staff engagement or networks for staff, with a disability, compared to staff without a disability and the overall engagement score for the organisation; and
b. the action taken by the trust to facilitate the voice of staff with a disability.
The programme of activity co-created and co-designed at Barts Health, is linked, and relates to our People strategy and Inclusion strategy, with the aim of supporting our ambition to become a leading and inclusive employer. When Barts Health published its WDES information in the first year July 2019, we were proud to be one of the pioneering trust’s to be involved in the early development and piloting of the implementation of WDES in 2016/17.
We know from our electronic staff records (ESR) and NHS staff survey results that there is a disparity in declaration rates for disability i.e. based on 2018 workforce information, 2% state they have a disability on ESR, whilst 12% on NHS Staff survey. This showed a 10% gap. The trust is seeking to raise awareness and dispel myths.
Results of the annual NHS staff survey show that staff with a disability consistently report higher levels of bullying and harassment and less satisfaction with appraisals and career development opportunities.
In this year’s reporting on the WDES we have recognised the impact that Covid-19 has had on our colleague’s and their health and wellbeing. In July 2020, our trust board committed to a comprehensive programme to become a truly inclusive organisation for everyone and this provides a great ambition for our WDES programme which will be delivered through our Inclusion centre.
With visible leadership and continued engagement with our colleague’s through our Staff Disability Network – BartsAbility, staff webinars, listening to staff stories and so on, throughout the year 2020, this has contributed towards improvement reported in this year’s WDES report and the actions planned for the coming year. Some of our achievements include:
a. Raising the awareness of reasonable adjustments for all staff
b. Dedicated centralised ‘revenue’ budget for reasonable adjustments
c. Delivery of virtual disability equality awareness training sessions
d. Culture change campaign aimed at normalising difference and
e. Review of policies and practices
In line with the trust’s commitment towards disability equality, which also sits at the heart of our WeBelong Inclusion Strategy and People plan, the following reports provide further information on implementing workplace disability equality at Barts Health group of hospitals.