Equality, Diveristy and Inclusion
We believe that healthcare services should respond to the diverse requirements of everyone we serve in Tameside & Glossop and beyond.
Our commitment
We are committed to improving the health of our local population and reducing inequalities in healthcare provision.
Equality, Diversity and Inclusion is the building block for compassionate care. Achieving diversity in our workforce and inclusivity as our ethos is not ‘an optional extra’ but a ‘must have’ for all NHS health and care providers. The quality of patient experience cannot be separated from the quality of staff experience. The inequalities in workforce diversity can also not be divorced from the inequalities of health outcomes.
We believe that the Equality, Diversity and Inclusion agenda is central to everything we do and in building a workforce that is truly representative of the local community that we serve. In turn we believe that in building a truly representative workforce, we will increase the talent pool from which we recruit and build services that are responsive to the needs of the local community.
EDI Strategy
Our EDI Strategy 2022-25 which was developed following the evidence deriving from our Workforce Race Equality Standard, Workforce Disability Equality Standard, Gender Pay Gap and results from the NHS Staff Survey.
These metrics show that inequalities exist our staff with protected characteristics, reporting higher levels of poorer experience including harassment, bullying or abuse at work; greater inequalities in access to employment, development, and progression; lack of equitable representation across entry, middle and senior level roles and lack of diversity in leadership positions.
The focus for of our strategy is on the delivery of four key aims:
- Current employees and future talent with protected characteristics are offered equality of opportunity and fair access to jobs, development and career progression
- Employees with protected characteristics can work free from discrimination, and bullying and harassment, in an inclusive work environment that embraces diversity
- Current employees and future talent with protected characteristics are enabled into leadership positions to drive lived experience into the heart of decision-making and to ensure services are designed, developed and delivered with inclusivity
- Compliance with our responsibilities under the relevant legislation and our data and resulting reports are consistent and accessible, as are the calculation and data analysis methodologies.
Our plans are ambitious; we will achieve our aims through the development of four organisational priorities:
- Workforce
- Culture
- Compliance
- Health inequalities