Equality, Diversity and Inclusion (EDI)
Last updated: 15/02/2021
Our second Bi-Annual Equality, Diversity & Inclusion (EDI) Integrated Performance Report and 2021/22 Action Plan (April 2021 to Sept 2021)
The Trust is committed to inclusion in everything we do. To achieve this, we have developed an ambitious equality, diversity and inclusion action plan for 2021/22 that focuses on supporting our staff and patients across all nine protected characteristics under the Equality Act 2010.
We wanted to bring the myriad of EDI activities, risk and assurance together into one place. Our second first bi-annual EDI integrated performance report covering the period April 2021 to September 2021 plus our strategic EDI action plan 2021/22 was approved and ratified by the Trust Board on 30 November 2021.
You can read the second bi-annual EDI report April 2021 to Sept 2021 by clicking here
You can read the first bi-annual EDI report Oct 2020 - March 2021 by clicking this link.
The Trust Workforce Diversity and Inclusion Strategy 2020-2025 can be found by clicking here.
Prior to our merger into a new Trust on 1 April 2020, our equality, diversity and inclusion compliance and publications can be accessed by clicking here.
Workforce Race Equality Standard (WRES) 2021 report and action plan
The Trust has completed its draft WRES 2021 report and action plan which was approved by the Trust Equality, Diversity and Inclusion Steering Group on 30 September 2021. The final Trust Board ratified WRES 2021 report and action plan will be published here on 30 November 2021 after the completion of further governance and assurance procedures.
Workforce Disability Equality Standard (WDES) 2021 report and action plan
The Trust has completed its draft WDES 2021 report and action plan which was approved by the Trust Equality, Diversity and Inclusion Steering Group on 30 September 2021. The final Trust Board ratified WDES 2021 report and action plan will be published here on 30 November 2021 after the completion of further governance and assurance procedures.
Gender Pay Gap Report 2020
The 2020 gender pay gap report was generated using data collected from University Hospitals Bristol NHS Foundation Trust between 31 March 2019 and 1 April 2020. However, the 2020 gender pay gap report was made obsolete with the creation of a new legal entity on 1 April 2020 with the merger of University Hospitals Bristol and Weston NHS Foundation Trust and Weston Area Health NHS Trust. The first gender pay gap report and action plan for University Hospitals Bristol and Weston NHS Foundation Trust will be published by 30 March 2022.
Call me by my name – Trust-wide Equality Diversity & Inclusion Policy & Awareness Training
All our names deserve to be treated with honour, dignity and respect. Our names are unique identifiers that tell a story – a snapshot of a place and time in history based on traditions, culture or religious beliefs. Often we pay homage to our ancestors and role models by naming our children after them. Therefore, name-calling, assigning uncalled for nicknames and deliberately mispronouncing names are demeaning and morally unacceptable – these are unwelcomed microaggressions (often plainly racist), and have no part to play in our Trust. This short video is a simple guide on how we can all make a concerted effort to ensure all members of our diverse workforce are allowed to come to work as a ‘whole’ person in an inclusive and welcoming place.
Our Equality, Diversity and Inclusion Duties
Under the Equality Act 2010, the Trust has a duty to meet the needs of people with protected characteristics and reduce and eliminate the disadvantage that such groups suffer.
The Equality Act covers the following nine protected characteristics:
- Gender reassignment
- Pregnancy and maternity
- Race (includes ethnic or national origins, colour or nationality)
- Religion or belief (includes no belief)
- Sexual orientation
- Marriage and civil partnership
Public sector organisations such as the NHS have duties referred to as the Public Sector Equality Duty. It consists of a general duty for public sector organisations to have due regard for the need to:
- Eliminate unlawful discrimination, harassment and victimisation
- Advance equality of opportunity between different groups
- Foster good relations between different groups
Guide to Personal Pronouns
As part of our contribution to PRIDE Month 2021, The Trust has produced a short video guide to using Personal Pronouns
Celebrating LGBT history month
The Trust marked LGBT history month with a successful and generative mini-conference with over 60 people attending including the exec team with commitment to work with Bristol’s Freedom Youth and ShoutOut Radio. To celebrate LGBT history month, the Trust also produced an engaging 3-minute video on the key events that shaped the lives of the LGBT community.
The Trust recognises that the passionate and dedicated people who work for us are our greatest asset. Currently, three staff networks meet regularly to offer a safe place for under-represented and disadvantaged individuals/groups to come together and share experiences, discuss and support career and personal development opportunities and also help change organisational culture to be more inclusive.
ABLE+ staff network supports staff and volunteers with physical, sensory or mental impairments to raise awareness of reasonable adjustment solutions to issues encountered at work.
The BAME staff network supports staff from Black, Asian and minority ethnic groups and other backgrounds.
The LGBT+ staff network supports lesbian, gay, bi-sexual and trans staff.
COVID 19 Staff Risk Assessment
Without our amazing and dedicated staff, there would be no NHS service to serve our local populations’ healthcare needs. The covid pandemic has been and continues to be a challenge for staff to stay safe, but at the same time, provide the same level of professional and compassionate care for patients. To that end, the Trust’s risk assessment process aims to holistically assess all staff’s individual risk and put in place steps to mitigate the risk.
We are pleased to say that by August 2020, we had assessed 91% of our staff with a personal and/or workplace risk assessment. This included 94% of our Black, Asian and Ethnic Minority (BAME) staff who had completed mild, high or very high risk assessment.