Equality, Diversity and Inclusion

What is it?

These are three things that are different but related. It’s pretty straightforward. Equality is about making sure that everyone has the opportunity to fulfil their potential. It’s about having an equal chance at things. Diversity is about knowing that everyone is different and seeing those differences as valuable and positive. Inclusion is the feeling that our differences are respected, valued and, well…included. Put another way, diversity is about being invited to the party; inclusion is about being asked to dance – check out the Candy Dance Challenge!


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. 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.

knife and fork icon


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

We’ve identified some key targets and results and we’ve got clear standards of behaviour so that everyone knows what the deal is.  Where standards of behaviour fall short
CHFT will work with you to make improvements, however, a formal process may be needed to resolve the issue.  Support channels are available as we understand going through formal processes can be a difficult time.

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’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

Select a key ingredient