Diversity, equality & inclusion policy
11% of our workforce is from a black or minority ethnic group other than white British.
29% of our workforce are aged 35 or younger
21% of our workforce are over 55.
- In the 2011 population census, 31.8% of residents in the Great Yarmouth & Waveney area identified themselves as “having a limiting long term illness”
- 7.2% of the population in the Great Yarmouth area are from a black or minority ethnic group
- 49% of the population in the Great Yarmouth area are aged 45 or over.
Equality, Diversity & Inclusion
James Paget University Hospitals NHS Foundation Trust (the Trust) is committed to equality of opportunity and to treating all employees, potential employees and users of its services fairly and responsibly irrespective of their age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex and sexual orientation.
Equality is providing people with the same things. Equity is fairness in all situations.
Equality, Diversity and Inclusion
The Trust is committed to upholding its public sector duty (under the Equality Act 2010) and ensuring its employees, potential employees and users of its services are treated fairly and responsibly irrespective of their sex, age, gender reassignment, pregnancy, marriage or civil partnership status, sexual orientation, religion or belief, disability or race.
Our key message is that at the James Paget Hospital;
• We believe that everyone should be treated fairly, with honesty, respect and dignity, and feel able to contribute.
• We are committed to taking equality, diversity, inclusion and human rights into account in everything that we do in line with our Trust values.
• Diversity means all the ways that we differ; inclusion involves bringing together and harnessing these differences in a way that is beneficial.
• We are working with our staff, our patients and our visitors to understand where there may be issues of discrimination so that we can take action.
• We build on existing relationships, we want to enhance links with our stakeholders and work together, sharing knowledge, to support our aim to become a fully inclusive organisation.
• We embrace different backgrounds, ways of thinking and skills to enable us to respond more effectively to the diverse needs of our patients
• We are committed to ensuring that we learn from feedback received and that it is analysed from a diversity and inclusion perspective to ensure that we improve the patient/carer experience based on any themes emerging.
• We will strengthen our engagement processes to ensure that diversity and inclusion is an integral part; building stronger links with individuals/groups who are less accessible to ensure that improved health outcomes are available to all.
We want to ensure that the needs of all those who regard themselves as being a part of a protected group are considered.
The Trust continues to incorporate the WRES into its reporting mechanisms. We also seek to make continuous improvements through the use of the Trust staff survey results.
We work in partnership with Staff Side as appropriate to always best support equality and diversity and human rights in our workforce.