Equality, Diversity and Inclusion

Our vision for equality, diversity and inclusion (EDI) is simple. We want to be ‘the fairest and most inclusive mental and community health provider and employer in the UK.’ We are ambitious in our pursuit of excellence in all-things EDI, driven by the belief that a fair, just and fully inclusive organisational culture enables our teams to deliver the best quality of care and services possible.

Our efforts are employed in delivering on the legislative and regulatory obligations and various accreditation frameworks which will allow us to showcase and celebrate our work and set us on a path to becoming the employer of choice and an outstanding service provider.

But for us, EDI is not just about legal or regulatory compliance. We have also directed our efforts to inculcating a culture that freely values and respects diversity and inclusion. To this end, we have a whole range of policies and guidance, staff engagement, training and development opportunities, courses and resources, and cultural change programmes.

The EDI Team also provide support and services to patients and communities, and work across the system to help reduce barriers to access and health inequalities.

Our work is based on the EDI values of ‘getting the best from people’ and we aim to do this by delivering a quality service that is rooted in our core organisational values ‘caring, safe and excellent.’

What are we doing to promote Equality, Diversity and Inclusion?

We have been using the NHS Equality Delivery System to develop our equalities work. This framework has helped us to identify our equality priorities and consolidate the progress we have made to date which can be attributed to a number of relationships, practices and initiatives involving a diverse range of stakeholders, sector agencies and partnerships.

The details below outline the work at Oxford Health in relation to meeting the public sector equality duties to eliminate unlawful discrimination, advance equality of opportunity and foster good relations between people from all the protected characteristics.

• A Trust-wide EDI Strategy with associated action plans for race, disability, gender and sexual orientation equality
• EDI Steering Group chaired by the Chief Executive with representation of senior leaders
• Equal Opportunities Policy with associated Procedural Guidance for supporting employees with disabilities, trans employees and service users and for interpreting & translation
• Annual equality and diversity conference
• A range of training and staff development programmes
• Interpreting provision for face-to-face, telephony and BSL language support
• Rainbow lanyards and badges for staff
• EDI pages and resources on the staff intranet
• Browse-aloud facility for people with visual impairment
• Fair Treatment at Work Facilitators who support staff who are experiencing or witnessing bullying or harassment in the workplace
• We are accredited as a Disability Confident Employer and are working to achieve Level 3: Disability Confident Leader
• Making progress on Stonewall’s ‘Diversity Champions’ accreditation scheme
• Working in partnership with AccessAble to make sure our buildings and services are accessible to all
• Completing the ‘Inclusive Standard’ accreditation with Inclusive Employers
• Four staff network groups for disability, gender, LGBT+ and race equality

 

 

 

NHS Equality Delivery System

We have been using the EDS2 to improve our services to patients and the working experience of our staff.

The documents below describe the trust’s performance on equality and diversity.

The Equality Report

The Equality Report helps us meet the specific duties of the Equality Act 2010 to publish information annually relating to employees who share a protected characteristic.

Workforce Race Equality Standard

These are our Workforce Race Equality Standard (WRES) reports:

Workforce Disability Equality Standard

These are our Workforce Disability Equality Standard (WDES) reports:

Gender Pay Documents