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Equality, Diversity, and Inclusion

We want to be outstanding for everyone, both patients and the people we employ. Data shows us that a significant number of staff and patients from minority groups experience inequalities.

These result in poor experience, or what we call differentials of experience.

Tackling this inequality and discrimination is our top priority and will require purposeful, collective effort to bring about a cultural change, where everyone takes an active role to ensure inclusion and belonging for all.

Our Equality, Diversity and Inclusion strategy 2021-2024 sets out our aim of creating an organisational culture that supports inclusion and belonging, ensures civility of all staff and takes a zero-tolerance approach to bullying and harassment.

We’ll do this by: 

  • Embed this cultural change focusing on allyship, and cultural and emotional intelligence
  • Eliminating differentials in experience for all our people
  • Equipping leaders with inclusive behaviours
  • Giving a voice to those who use our services
  • Addressing and eliminating health inequalities

Read our full Equality, Diversity, and Inclusion Strategy 2021- 2024 (pdf document)

The Equality Act 2010 protects all individuals against discrimination in employment and service delivery. There are nine protected characteristics under the Act:

  • Gender reassignment
  • Race
  • Religion or belief
  • Age
  • Disability
  • Sex
  • Sexual orientation
  • Marriage and civil partnership
  • Pregnancy and maternity

As a Trust, we’re also bound by the Public Sector Equality Duty (PSED) to:

  • Eliminate discrimination, harassment and victimisation
  • Advance equality of opportunity
  • Promote good relations between people with protected characteristics

To continue reducing health inequality, we even go further than the PSED and include socio-economic disadvantage into our considerations.

To meet this, we carry out an equality analysis and impact assessment for every one of our policies. You can find the relevant information at the end of our policy documents.

We also report our performance annually and publish our equality objectives.

Workforce and people objectives

Our strategy sets out five clear objectives for improving staff experience:

  1. Address and reduce inequalities in experience
  2. Equip leaders to support teams with inclusive behaviours
  3. Develop career progression and talent management
  4. Develop and grow the three staff networks
  5. Deliver the Ready for Change programme focusing on our managers and leaders

Patient and community objectives

Our strategy sets out six clear objectives to improve the experiences of everyone who uses our services:

  1. Embed use of the Accessible Information Standard in all services
  2. Improve recording of patient demographics to improve health outcomes
  3. Identify actions and resources needed to reduce health inequalities
  4. Support our LGBT+ staff and communities through Stonewall and Reading Pride
  5. Develop systems to ensure inclusive recruitment in all our services
  6. Co-produce resources needed for trans’ patients’ pathways

Our WRES report

In April 2015, NHS England mandated the Workplace Race Equality Standard (WRES) for all large NHS service providers and Clinical Commissioning Groups (CCGs).

The WRES is designed to help us achieve greater diversity in our workforce to match our local communities.

Read more about the WRES reports on the NHS website (opens new browser tab)

As part of the standard, we’re required annually to publish our workforce ethnicity data.

Read our WRES 2021 report (pdf)

In line with the national requirements, we've published our Gender Pay Gap data for the year ending April 2021.

Read our Gender Pay Gap 2021 report (pdf)