Equality, diversity and inclusion

Equality and Diversity Flag

We are committed to ensuring that no job applicant, employee, service user, carer or member of the public is discriminated against, either directly or indirectly, on grounds of:

  • sex / gender
  • marriage / civil partnership status
  • disability
  • race
  • sexual orientation
  • religion or belief
  • age
  • social background
  • pregnancy / maternity status
  • gender reassignment

We want a culture of diversity, fairness and equality for all our employees, potential employees, service users, carers and members of the public. We do this by valuing and celebrating individual differences. This will in turn improve the services we provide. We are proud to be Stonewall Diversity Champions.

Our Equality and Diversity policy covers all aspects of employment including vacancy advertising, the recruitment and selection process, training, conditions of service and termination of employment. To ensure that the policy is operating effectively, the Trust will maintain records of employees' and applicants' age, race, sexual orientation, religion or belief, pregnancy/maternity status, marriage/civil partnership status, sex/gender and disability.

We have a People and Quality Committee which coordinates and supports implementation and development of our Equality and Diversity Action Plan and associated equality and diversity initiatives. Directorate equality forums, along with our thriving BME Staff Network and equality and diversity steering groups, also function across the Trust to drive improvements in employment, service delivery, community engagement and accessibility for 'seldom heard' communities.

Part of our Equality and Diversity Action Plan is to ensure that the composition of our workforce reflects not only the community we serve but also our service users. In reaching this goal we will strive to meet the following challenges:

  • to understand, value and welcome diversity throughout the range of services we provide
  • to measure, monitor, report on and evaluate our progress in achieving enhanced diversity, inclusion, fairness and equality to inform future service development and employment practice
  • to provide an opportunity for staff, service users, patients and carers to engage in the equality, diversity and inclusion agenda
  • to support the use of flexible working wherever possible to enable staff to achieve a better work life balance.


Staff forums and networks

We have a number of equality, diversity and inclusion networks which provide an opportunity for diverse groups of staff to discuss equality related issues, share good practice, and contribute to Trust policy. These include the:


  • Disabled Staff Network
  • EMBRace: BME Staff Network
  • LGBT+ Staff Network

We also have a network of over 80 EDI (Equality, Diversity and Inclusion) Ambassadors who acts as supporters, champions, and ambassadors for colleagues, helping them share their own voice.

    Steering groups

  • Diversability Steering Group (Diversity and Age Equality)
  • Race, Religion and Belief Equality Steering Group
  • Sexual Orientation, Gender and Gender Identity Equality Steering Group



The Trust is a Disability Confident Employer. This means that we guarantee to interview all disabled applicants who meet the minimum criteria for any post advertised, providing the applicant has indicated on the application that they have a disability in accordance with the Equality Act 2010. 

The Trust promotes and supports the employment of people who use our services. As a matter of good practice, we have service user and carer representation in our recruitment processes. For service users who use BSL as their first language this information may be useful.


The NHS has just published its Workforce Race Equality Standard Data Analysis for 2018.

This aims to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. From 2015 /16, WRES is included in the NHS standard contract.

Last year’s report showed that BME staff in the NHS had a lack of opportunities and career progression, suffered more harassment, bullying or abuse from patients, relatives or the public. The same experiences have been met with managers, team leaders and other colleagues.

We are pleased to send you a copy of the 2018 WRES data analysis report , which provides an overview of the data on all nine WRES indicators.

You will find some organisations have embraced the WRES and done better than others. Although there is a long way to go, there is evidence of some sustained improvements on which we will build and share what works.

Understanding the data is one of the steps in helping organisations to develop evidence-based action plans, to improve on the workforce race equality agenda.


Demographic information

The East Midlands Academic Health Science Network has produced two infographics to show demographic information and health inequalities for Nottingham and Nottinghamshire:



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