Equality, diversity and inclusion

Our aim is to actively promote equality, diversity and inclusion in everything we do. These terms have many different definitions but this is how we see them and try to input them into our culture.

Equality acknowledges that for our staff to perform at their best and our patients to achieve the best health outcomes, people may need to be treated differently. This is something we feel strongly about and aim to give all our staff and patients the support they need. We are always looking to do this better by educating our staff, asking for patient feedback and working with other trusts.

Diversity means difference and it is our differences which make us unique. The more diverse our workforce, the wider the scope of experiences, perspective, knowledge and skillsets, meaning we can provide better care for our patients. 

Through inclusion, the ideals of equality and diversity make sure everyone feels included and do not experience bullying, harassment or discrimination. We are working hard to create an inclusive culture as an employer and a service provider.

We operate in accordance with the following values:

  • Treat everyone with respect and dignity at all times
  • Challenge discriminatory behaviour and practice
  • Recognise and embrace diversity
  • Ensure equal and easy access to services
  • Ensure equal access to employment and development opportunities
  • Consult and engage with staff, patients and their families to ensure our services and the facilities meet their needs

Our staff and patients have a right to be treated with dignity and respect irrespective of age, race or ethnicity, religion or belief, sexual orientation, disability, gender or gender identity, marital status and pregnancy.

We value diversity and take a strict zero tolerance policy towards discrimination, harassment and other form of exclusion within our services including racism, homophobia, biphobia, transphobia and ableism.

Recruitment and applying to work at MTW

We know people perform better when they can be themselves.

We encourage job applications from BAME, Disabled and LGBT+ people and are focussed on developing diverse talent.

Hear from colleagues in our staff networks who have shared their thoughts on what it’s like to work for us and the support we offer.

Support for staff from minority groups

NHS care is for everyone and we want the diversity of our local communities to be represented in our workforce.

In order to provide a great service to our patients, we must fully support our staff in bringing their full selves to work and  educate our workforce on the specific needs and issues of minority groups.

We are working hard to provide support to minority groups and are committed to taking positive action for disabled people. We are recognised as a Disability Confident Leader, a Government-run scheme which holds employers to a standard and helps:

  • Challenge attitudes towards disability
  • Increase understanding of disability
  • Remove barriers
  • Ensure disabled people have the opportunities to fulfil their potential and realise their aspirations
  • Our staff networks work to provide support to their members and benefit minority staff and patients:
    • Cultural and Ethnic Minorities Network
    • LGBT+ Network
    • Disabilities Network

We welcome and support staff to start their own network.

Disability

The Workforce Disability Equality Standard (WDES)

The WDES came into force in 2019 and is ten measures enabling NHS organisations to compare the experiences of disabled and non-disabled staff. The WDES was commissioned by the Equality and Diversity Council and developed through a pilot and engagement with NHS trusts and stakeholders.

The WDES makes a difference for disabled staff, because research shows a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and improved patient safety. The implementation of the WDES enables trusts to better understand the experiences of disabled staff.

It supports positive change for existing employees and enable a more inclusive environment for disabled people in the NHS. It also allows us to identify good practice and compare performance regionally and by type of trust.

Action plans from WDES reports

 

DisAbility Network

The DisAbility Staff Network has ‘ability’ in bold to emphasise what our disabled staff can do, rather than focus on what they can’t, as well as the expert knowledge and lived experience being disabled gives these staff members when working in healthcare.

The network is a safe space for staff with disabilities, long-term health conditions, carers and allies to get together to raise issues and concerns, work with the Staff Engagement and Equality team to help shape organisational policy and to become a key stakeholder in addressing issues related to disabled staff, patients and service users. Holding meetings monthly, we get together to discuss ideas, events and issues experienced by its members.

Gender

We are committed to supporting female progression in our trust, and are working with colleagues to improve professional pathways for women to encourage them to apply for senior medical and non-medical roles.

We highlight ways for lower band roles to access training and apprenticeship opportunities, review working patterns and support access to flexible working, and provide additional support to women medics applying for enhanced financial recognition through the Clinical Excellence Award scheme.

Race

Race inequality experienced by our staff, in the interactions between patients and healthcare professionals, and by patients using our services is an issue we feel strongly about. We take the Workforce Race Equality Standard seriously and our Cultural and Ethnic Minorities Staff Network is doing amazing work.

The Workforce Race Equality Standard (WRES)

The NHS Workforce Race Equality Standard (WRES) is an essential tool in supporting the NHS to be an inclusive and fair workplace. It helps evaluate progress and identify areas where further improvement is needed.

The Workforce Race Equality Standard (WRES) was introduced in 2015 and is now firmly embedded across NHS trusts, supporting continuous improvement in workforce race equality through consistent data monitoring, local accountability and shared good practice.

 

Cultural and Ethnic Minorities Network (CEMN)

The CEMN is open to all Black, Asian and Minority Ethnic (BAME) staff and non-BAME Allies. The network's vision is to be open, fair, transparent and equitable and it is run by staff for staff and provides a platform for addressing concerns specific to the BAME community with pastoral support available for all members.

The network also supports BAME staff in professional and career development and helps shape organisational policy by being a stakeholder in issues related to BAME staff, patients and service users. 

mtw-tr.theculturalandethnicminoritiesnetwork@nhs.net 

Data collection

We are ask patients and staff for information about themselves, ranging from age, gender, sexual identity, race, religion and sexuality to whether you have a disability.

This information helps us:

  • Understand the needs of patients and staff from different groups and be able to provide better and more appropriate services.
  • Identify risk factors: some groups are more at risk of specific diseases and some groups have specific care needs
  • Improve public health by ensuring our services are reaching our local communities and our services are delivered fairly to everyone who needs them.

How we use your data

The Equality Act 2010 and other legislation

The Equality Act 2010 legally protects people from discrimination in the workplace and in wider society. It replaced previous anti-discrimination laws with a single act, making the law easier to understand. It sets out the different ways in which it’s unlawful to treat someone.

The Act requires equal treatment for each of the nine protected characteristics:

  • Age
  • Pregnancy and maternity
  • Disability
  • Gender reassignment
  • Marriage and civil partnership
  • Race
  • Religion or belief
  • Sex
  • Sexual orientation 

People are also protected from discrimination if they are associated with someone who has a protected characteristic, such as a family member or friend; or if they have complained about discrimination or supported someone else’s claim.

The Public Sector Equality Duty

The Public Sector Equality Duty is a sub-section of The Equality Act 2010 and was developed to harmonise the equality duties and to extend this across the protected characteristics for public sector organisations. Its purpose is to integrate consideration of equality and diversity into the day-to-day business of public authorities:

  • To eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act
  • To advance equality of opportunity between people who share a protected characteristic and those who do not
  • To foster good relations between people who share a protected characteristic and those who do not.

The Act also explains that to advance equality, public sectors must:

  • Remove or minimise disadvantages suffered by people due to their protected characteristics
  • Take steps to meet the needs of people from protected groups where these are different from the needs of other people
  • Encourage people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

We take the Equality Act seriously and take a zero-tolerance approach to all forms of discrimination, harassment and victimisation and make every effort to ensure no patient or employee is disadvantaged, either directly or indirectly, on the basis of any of the protected characteristics.

We are committed to a policy of equality of opportunity in all our employment practices and all protected groups have equal access to employment, training and promotion opportunities.

Equality Delivery System 2 (EDS2)

EDS2 is a system designed for NHS organisations to improve their equality performance for patients, communities and their workforce, focusing on the experiences of people with protected characteristics. EDS2's 18 outcomes are grouped under four goals:

  1. Better Health Outcomes
  2. Improved Patient Access and Experience
  3. A Represented and Supported Workforce
  4. Inclusive Leadership.

EDS2 can help us respond to the Public Sector Equality Duty specifically by publishing information to demonstrate compliance and prepare and publish specific and measurable equality objectives at least every four years.

Equality analysis

Public authorities covered by the general equality duty must ensure:

  • Decision-makers are aware of the general equality duty’s requirements.
  • The general equality duty is complied with before and at the time a particular policy is under consideration and when a decision is taken.
  • They consciously consider the need to do the things set out in the aims of the general equality duty as an integral part of the decision-making process.
  • They have sufficient information to understand the effects of the policy, or the way a function is carried out, on the aims set out in the general equality duty.
  • They review policies or decisions, for example, if the make-up of service users changes, as the general equality duty is a continuing duty.
  • They take responsibility for complying with the general equality duty in relation to all their relevant functions. Responsibility cannot be delegated to external organisations that are carrying out public functions on their behalf.
  • They consciously consider the need to do the things set out in the aims of the general equality duty not only when a policy is developed and decided upon, but when it is being implemented.

Carrying out analyses helps us understand the ways our policies and practices affect people from different protected groups so we can continue to improve them.