Equality and diversity
Achieving equality and inclusion for all our people
Our Homerton People plan sets out to make the Trust the best place to work in the NHS, and one of our key ambitions to make this possible is to achieve equality and inclusion for all our people.
Our equality objectives for 2022-25
Building on Our Homerton People plan, we have set ourselves ambitious objectives over the next four years to achieve equality and inclusion for our people. These objectives have been developed through analysing the latest data available and in collaboration with our three staff networks and staff-side representatives:
- work as part of the Integrated Care System (ICS) to design, implement and embed an anti-racist approach in the organisation
- empower our Staff networks to ensure all staff feel psychologically safe to bring their whole self to work
- review Trust processes in line with just culture principles and are fair and equitable.
- these will include HR processes (including recruitment, conduct etc.) and organisational change (including Equality Impact Assessments)
- reduce the experiences of discrimination, harassment, bullying or abuse
- increase the self-declaration rates of staff for: ethnicity, gender, disability, sexual orientation, religion and belief
- continue to ensure education, development and career progression opportunities are inclusive and accessible to all
Public Sector Equality Duty (PSED)
The public sector Equality Duty (PSED), part of the Equality Act, came into force in April 2011. It requires NHS organisations to eliminate unlawful discrimination, advance equality of opportunity, and foster good relations. The PSED requires that the Trust must provide evidence that we have given ‘due regard’ to the three aims of the General Duty across all nine protected characteristics:
- to eliminate unlawful discrimination, harassment & victimisation;
- to advance equality of opportunity;
- to foster good relations.
