The NHS Long Term Plan is a national commitment to deliver high quality, safe, patient focused care that is dependent on professional commitment, strong system leadership and a caring and compassionate workplace culture. The Trust embraces this commitment and will champion equality, diversity and inclusion to truly empower people and put them at the centre of everything we do, so that they feel safe to raise concerns, make changes happen and recommend Royal Surrey NHS Foundation Trust as a place to work and to have care and treatment.
The Trust’s Diversity and Inclusion roadmap aims to (i) enable staff to connect with our vision and values; (ii) respond positively to our quality, safety, operational and financial obligations; and (iii) recruit, retain and develop skilled and committed people.
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (Metrics) that will enable the Trust to compare the experiences of disabled and non-disabled staff and develop a local action plan and enable them to demonstrate progress against the indicators of disability equality.
On 21st March 2019, we published our second Gender Pay Report for the Royal Surrey County Hospital NHS Foundation Trust. Gender Pay Gap legislation requires all employers of more than 250 employees to publish their gender pay gap by 31st March 2019. The data is based on a snapshot date of 31st March 2018, and is sourced from the Electronic Staff Record (ESR) system. The information has also been submitted to the Government Gender Pay Gap reporting portal.
|Gender pay gap reports||4|
|Trust board reports||0|
|04. Equality, Diversity and Inclusion Strategy||9766KB DOCX||24 Jan 2023|
|ED Dashboard - 31 March 2020||4140KB PPTX||06 Oct 2020|