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.
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 and diversity
The Equality Act 2010 replaced the previous anti-discrimination laws with a single Act.
The Act places an Equality Duty on all public bodies and others carrying out public functions. The purpose of this is to ensure public bodies consider the needs of all individuals in their day to day work – in shaping policy, in delivering services, and in relation to their own employees. Within the Act, the Equality Duty ensures that all public bodies play their part in making society fairer by tackling discrimination and providing equality of opportunity for all.
The Equality Duty has three aims. It requires public bodies to have due regard to the need to:
• Eliminate unlawful discrimination, harassment, victimisation and other conduct prohibited by the Act
• Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
• Foster good relations between people who share a protected characteristic and people who do not share it.
The Trust has responded to the provision within the Act by ensuring it considers equality issues in its strategic and operational decision making. This includes all policies being subject to a robust ‘Equalities Impact’ assessment before being agreed by the appropriate Board sub-committee and implemented. Workforce Race Equality Standards (WRES) data is collected, monitored and reported on annually as required.
Equality and diversity actions are included in action plans arising from the WRES report, the NHS National staff survey and internal staff feedback. In addition all appointing managers are required to undertake recruitment and selection training which includes specific focus on equality and discrimination and the requirement for public bodies to adhere to the Equality Duty.
Our equality objectives:
* To support delivery of the Diversity and Inclusion action plan in meeting the requirements of the Equality Act 2010 and public sector equality duty, raising awareness of the benefits of becoming a fully inclusive organisation
* To eliminate unlawful discrimination, advance equality of opportunity and encourage good relations between people who share a protected characteristic and those who don’t.
* To celebrate diversity through supporting the Equality, Diversity and Inclusion (EDI) Group’s long-term programme of work as part of the Trust-wide communications strategy
* To provide staff, patients and visitors with the information to help them avoid discrimination, harassment or victimisation of any individual, including those who share a protected characteristic.
 Age; disability; gender reassignment; marriage and civil partnership; pregnancy and maternity; race; religion or belief; sex; sexual orientation.
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.