Equality, Diversity and Inclusion Statement
East Kent Hospitals University NHS Foundation Trust (EKHUFT) is committed to creating a diverse and inclusive environment where all our staff, patients and service users feel they can be themselves. We will ensure that no employee or person visiting our hospitals will be illegally discriminated against because of who they are.
We value the differences that a diverse workforce brings to the organisation and will build a culture that is personal, fair & diverse. It is the duty of each employee to share the responsibility of creating and maintaining an environment of teamwork, trust and respect
The principles that underpin this statement are as follows:
- A workforce that is valued and whose diversity reflects the community it serves, will enable EKHUFT to deliver the best possible healthcare service.
- An environment characterised by teamwork, trust and respect will enable every employee in the Trust to achieve their potential
- EKHUFT views individual diversity positively and recognises that everyone is different, valuing equally the unique contribution that individual experience, knowledge and skills can bring to the organisation.
Our approach to Equality, Diversity & Inclusion is led from the very top, with the Equality, Diversity and Inclusion Steering Group members championing the agenda. The Steering group is chaired by our Director of Human Resources, Andrea Ashman, It is attended by representatives from the Executive Management Team, Care Groups, Trade Unions, Staff Networks and Patients.
Equality Objectives July 2017
1. To support the development of leadership at all levels in a way that values and promotes equality, diversity and inclusion.
All Leadership development activity will include Diversity and Inclusion and Unconscious Bias elements.
2. To develop the Trust's Diversity Network Groups.
East Kent Hospitals University NHS FT (EKHUFT) is proud to work with our Black Asian & Minority Ethnic (BAME) Staff Network, our Disabled Staff Council and our LGBTQ+ Network. The Chairs of the networks sit on our Equality, Diversity & Inclusion Steering Group. The Trust will turn to the networks to help with the approach to the Workforce Race and Disability Equality Standards.
3. To reduce discrimination experienced by Disabled, BAME and LGBTQ+ staff and applicants and Increase the percentage of of these staff in senior positions.
We will reduce the percentage of staff reporting personally experienced discrimination at work from Manager/team leader or other colleague to 10 % by 31 March 2021.
We will reduce the relative likelihood of White staff being appointed from shortlisting compared to BAME staff to 1 by 31 March 2021.
We will set targets and monitor performance using the Workforce Disability Equality Standard (WDES) during 2019.
4. Improve service delivery for those patients with a disability and patients from a BAME background.
We will launch the Accessible Information Standard in September 2020 and monitor the numbers of patients requesting communication support.
We will build links with Disabled, BAME and LGBTQ+ groups and work with them to develop metrics for this objective.
Please click on the link to read our Gender Pay Gap Report March 2019. Our figures are based on the rate of pay as at 31 March 2018 and bonuses (consultant staff clinical excellence awards) paid in the year to 31 March 2018
For more information see the Trust's Diversity and Inclusion Policy or the document archive.