Equality, Diversity and Inclusion

What is it?

Equality is about making sure that everyone has opportunity, access to services and is treated fairly.  Diversity relates to difference and our approach to help colleagues to understand difference.  Inclusion helps us all to work together to get results where differences are respected and valued.


What do we want to achieve?

One Culture of Care! We’ll have happy, productive, motivated people in an organisation that respects and embraces difference in each other and in our patients.

We’ll be able to attract and keep a whole range of people from different walks of life, with different experiences. They’ll use all of this in their work with our patients who – guess what? – come from different walks of life, with different experiences!

At CHFT equality, diversity and inclusion is really important to us.  We’ve developed a 5 year plan to embed equality, diversity and inclusion into everything we do in our Trust.



Why is this important at CHFT?

Not only will this have a positive impact on us and our colleagues, but on our patients too. Truly compassionate care involves understanding the particular needs of each individual patient. Having a whole range of different people working at CHFT means a whole range of ideas and solutions that in the end, deliver truly inclusive and compassionate care.


What is the situation now and what does our feedback tell us?

Whilst our survey results tell us that most of us would recommend CHFT as a place to work, we still have a way to go before we are truly equitable, diverse and inclusive.

To make an impact on Equality, Diversity & Inclusion you can get involved in one of a range of Equality Groups;

Black and Asian Minority Ethnic (BAME) Network

Lesbian, Gay, Bisexual, Transgender, Query + (LGBT) Network

Colleague Disability Action Group

Inclusion Ambassadors.

In addition, you can support Equality Impact Assessments (if you would like to find out more email the Engagement Team at EngagementTeam@cht.nhs.uk).

Separately, we need to tackle some important stuff around our recruitment, interviews and career progression. Our recruitment strategy talks about all about this stuff.  Meanwhile, throughout the year, we have new colleagues join us and some colleagues leave us.  Here’s the latest picture of our workforce.


Asset 44 What must we do?

There’s some national guidance and legal stuff that we need to do. We have to comply with the law (including the Equality Act 2010); with the Public Sector Equality Duty; with Gender Pay reporting; and with the Trust’s Equality of Opportunity policy. We’ve published how we’re doing against the NHS’s Workforce Race Equality Standard, and the Workforce Disability Equality Standard – take a few moments to read our latest reports.

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What do we already do and will keep doing? What will we do differently? What will be new and innovative?

At CHFT we are committed to creating and sustaining one culture of compassionate care for colleagues, patients and the communities we serve that is why we have developed our Inclusion Charter (link) that is aligned to 4 Pillars – if you want to sign up to the charter please email EngagementTeam@cht.nhs.uk.

We understand that we have different caring responsibilites.  1 in 9 of all our employees are juggling work with caring for family or friends who are older, ill or disabled.  Read more about the Working Carers Passport to help you find a balance between the 2.

We have developed an Inclusive Personal Development Programme, it’s called ‘Empower‘ – no matter who you are, this programme is open to you!

We’ve got staff networks where people can share their experiences; we’ll put in place things which will result in fewer complaints about discrimination or harassment and we’ll work to have a much greater awareness and understanding of each other’s differences and cultures.  We would love for you to take part in these groups – your voice is powerful!   Email EngagementTeam@cht.nhs.uk to be involved.

We’re proud to report that we have been involved in research work with The Kings Fund to explore racial inequalities and inclusion in the NHS.

Read powerful first-person accounts about the lived experiences of ethnic minority staff in the NHS, ‘A long way to go!: ethnic minority NHS staff share their stories, and the final report, ‘Workforce race inequalities and inclusion in NHS providers’, to find out how three NHS provider organisations are working to address these issues.




How will we know we’ve done it? What are the key performance indicators (KPI’s)?

For each recipe in The Cupboard there are some key things that we need to measure, we’ll talk things through at the Workforce Committee meetings; look at our action plans for the National Staff Survey and our Friends and Family Test results.  We’ll also look at measures such as our staff retention rate, our sickness absence rate and the number of complaints about bullying and harassment.

Data and information for each of these measurements will  change every month.  Have a look at them and find out how we’re doing.

Key ingredients

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