Welcome to the Equality, Diversity and Inclusion (EDI) page, where you can find information on Staff Networks, download documents, find support and get updates on all things EDI across the Trust.
Meet your EDI Team
The Equality, Diversity & Inclusion team sits within the People & OD directorate, as a HR specialism. As such the team is primarily staff-facing but remain available to support staff dealing with equality concerns relating to patients and patient care.
Formed in 2021, the team has been working flat out to ascertain the current state of ED&I across the Trust and is now able to establish an appropriate and meaningful strategy to support care groups to embed ED&I principles in their standard ways of working.
As a colleague, we can support you in a number of ways; either by putting you in touch with appropriate organisations for support regarding a protected characteristic or providing guidance for supporting someone in your team.
You can contact us via email at: Rcht.email@example.com
Annual Equality Reports
- Annual Equality Report 2021/22
- Annual Equality Report 2020/21
- Annual Equality Report 2019/20
- Annual Equality Report 2018/19
- Annual Equality Report 2017/18
- Annual Equality Report 2016/17
Equality Impact Assessment
- Equality Impact Assessment Template
- Equality Impact Assessment Policy
- Equality Impact Assessment Guidance Sheet
- Equality, Diversity and Inclusion Policy
- Supporting Patients who are Trans and Non-Binary Policy
- Supporting Staff who are Trans and Non-Binary Policy
- Reservist Leave Policy
- Updating ESR via Self Service
- Updating ESR via Manager Service
Do you cover patient equality?
Not directly. We are always happy to advise staff on how to support a patient’s needs, however.
Where can I get further information?
We are currently working with teams across the Trust to develop a searchable database of external resources. In the meantime, please email firstname.lastname@example.org for further information.
When are you available?
Our team is generally available Monday – Friday 0900 – 1700, but we are a very small team, so it may take us a short while to respond to emails. If you haven’t had a response within 48-hours please follow up with us.
Can you support with reasonable adjustments?
We would encourage colleagues to seek guidance from the People Experience Team in the first instance, as they can facilitate conversations with your line manager and make referrals to Occupational Health as needed.
If your particular needs are more specific, the People Experience Team would seek further guidance from us.
Can you support with organisational change and restructures?
Yes. We have a system in place across the Trust called the Equality Impact Assessment. We frequently support colleagues to complete this assessment on any changes they are proposing to their service or team structure.
Do you hold information on equality data, such as Gender Pay Gap?
Yes. We work closely with the People Information team to collate our equality data for the Trust, which we publish each October in the Annual Equality Report.
RCHT publishes a combined report, that includes the Gender Pay Gap Report, Workforce Disability Equality Standard (WDES), the Workforce Race Equality Standard (WRES) and we are the pilot Trust for the Workforce Sexuality Equality Standard (WSES) – monitoring our progress towards equity for LGBTQ+ individuals.
I think I know a way my team can be more inclusive; can I talk to you for advice?
Absolutely! EDI is everyone’s responsibility, so if you have an idea, we’d love to support you with it.
You can submit your ideas via the QIdeas portal on the Intranet home page.
I think I’ve been discriminated against; can I talk to you?
Each member of our team is a Freedom to Speak Up Champion. You can reach us via the FTSU service if you wish to remain anonymous, or you can contact the team via email@example.com anything you raise with us remains confidential (unless you or someone else is at immediate risk of harm) and we would support you to speak to an appropriate person (line manager, People Experience Team etc) to resolve the matter.
Page last reviewed: 31 March 2023