At NHS Midlands and Lancashire (NHS ML), we are committed to equality, diversity, and inclusion (EDI) for our people, customers, and the communities we serve. We recognise the importance of having a diverse and engaged workforce.  Our established employment practices, policies and procedures aim to eliminate discrimination and ensure no employee, or potential employee, receives less favourable treatment on the grounds of any of the protected characteristics covered by the Equality Act 2010.

Diversity and Inclusion are something we actively celebrate at NHS ML, as we recognise that everyone is different and value the unique contribution that everyone’s experience, knowledge and skills make.  Our diverse workforce is instrumental to developing an inclusive culture, helping ensure that we are best placed to deliver services and reflect the populations we serve.

In line with our responsibilities set out in the public sector equality duty we have published our equality, diversity and inclusion strategy 2021-2026 and our latest equality, diversity and inclusion annual report 2023 – 2024.

The Public Sector Equality Duty (PSED)

As a public body, we’re required to have due regard to the following duties in carrying out our work:

• Eliminating discrimination, harassment and victimisation
• Advancing equality of opportunity
• Promoting good relationships between different groups.

The purpose of the PSED is to ensure that public authorities and organisations carrying out public functions think about how they can improve society and promote equality in every aspect of their day-to-day business. This means that we must consider, and keep reviewing, how we are promoting equality in our:

• decision-making
• internal and external policies
• procuring of goods and services
• services we provide
• recruitment, promotion and performance management of staff.

Our Equality, Diversity and Inclusion Objectives

We foster a sense of belonging in everything we do, which is why our Equality, Diversity and Inclusion Strategy 2021- 2026 was created. Our strategy sets out our objectives and planned success measures for each year.

Under the Equality Act 2010, we’re required to develop and publish our equality objectives and set out how we’ll measure how we deliver these over the next four years. 

NHS Workforce Race Equality Standard (WRES)

We track our progress with respect to staff from black and minority ethnic backgrounds having equal access to career opportunities and ensuring their fair treatment in the workforce against a set of nine measures which are outlined in the Workforce Race Equality Standard (WRES). 

NHS Workforce Race Equality Standard (WDES)

The Workforce Disability Equality Standard (WDES) came into force in April 2019 for NHS trusts but as good practise, NHS ML produces an annual report to publish our data and measure our performance against ten measures which compare the experience of disabled and non-disabled staff.

Equality and Health Inequality Impact and Risk Assessment

We have an equality and health inequality impact and risk assessment (EHIIRA) tool, which enables our staff and our customers to assess decision-making with regard to services and policies for equality-related risks. The EHIIRA has been developed in line with equality and human rights legislation and completed EHIIRAs are quality assured by our Inclusion Team. Staff required to complete EHIIRAs are supported by a range of guidance documents and support from EDI specialists.

To view our previous EDI Annual Reports

• View NHS Midlands and Lancashire’s Annual Equality, Diversity and Inclusion Report (2023/2024)
• View NHS Midlands and Lancashire’s Annual Equality and Inclusion Report (2019/2020)
• View NHS Midlands and Lancashire’s Annual Equality and Inclusion Report (2017/2018)
• View NHS Midlands and Lancashire’s Annual Equality and Inclusion Report (2016/2017)
• View NHS Midlands and Lancashire’s Annual Equality and Inclusion Report (2015)

Contact us about our Inclusion Service by email: inclusion.team@nhs.net