Plans, values and reports
The Trust is required to publish information analysing the effect of its actions on people from different protected groups.
Oxford University Hospitals' equality objectives were agreed in September 2022.
Equality, Diversity and Inclusion Objectives 2022 - 2026
The following objectives for 2022-2026 were endorsed by the Equality, Diversity and Inclusion (EDI) Steering Group in April 2022 and approved by the Trust Board in September 2022.
The six Trust Equality, Diversity and Inclusion Objectives are as follows.
- Provide our people with the knowledge and resources to enable them to integrate EDI into our daily work
- Ensure EDI is at the heart of our processes and decision-making
- Develop a culture where everyone feels they belong
- Improve patient experience, particularly for those from deprived and seldom heard communities
- Develop Trust capability and data to identify and tackle health inequalities
- Establish OUH as a leader on EDI
They are the result of engagement activities, both internal and external to the Trust and a review of local and national policy and strategy. These objectives will be reviewed periodically, at least annually, to ensure progress is being achieved and determine whether additional objectives should be added. All feedback regarding these equality objectives is welcome.
You can find further information on the Trust's EDI Objectives in the below report::
Equality, Diversity, and Inclusion Objectives 2022-2026 (pdf)
Workforce Race Equality Standard (WRES)
In July 2014, the NHS Equality and Diversity Council confirmed the introduction of a Workforce Race Equality Standard (WRES).
Effective from April 2015, the WRES establishes Workforce Indicators and associated metrics against which NHS organisations must collect and analyse data.
This analysis must then inform appropriate action and intervention to address any shortcomings between the relative treatment and experience of White and Black and Minority Ethnic (BME) staff.
Note: in 2020, the Trust combined its reporting on the Workforce Race Equality Standard, Workforce Disability Equality Standard and Gender Pay Gap. This was to encourage an intersectional approach towards progressing all three requirements as well as reduce potential duplication.
Gender Pay Gap Reporting
From April 2017, employers in Great Britain with more than 250 staff are required by law to publish figures relating to their Gender Pay Gap on an annual basis.
The Trust conducts an analysis of these figures and produces a report detailing progress made to reduce the gender pay gap as well as further action to undertake.
Note: in 2020, the Trust combined its reporting on the Workforce Race Equality Standard, Workforce Disability Equality Standard and Gender Pay Gap. This was to encourage an intersectional approach towards progressing all three requirements as well as reduce potential duplication.
Workforce Disability Equality Standard (WDES)
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (Metrics) that will enable NHS organisations to compare the experiences of Disabled and non-disabled staff. NHS organisations must use the Metrics and local data to develop a local action plan and advance disability equality
This was introduced as a mandatory requirement from April 2019, however the Trust undertook this exercise utilising the draft metrics in 2018 to enable it to make further progress on disability equality.
Note: in 2020, the Trust combined its reporting on the Workforce Race Equality Standard, Workforce Disability Equality Standard and Gender Pay Gap. This was to encourage an intersectional approach towards progressing all three requirements as well as reduce potential duplication.
Equality Delivery System (EDS)
The Trust Equality Delivery System grades are published annually.
Please vist 'Equality Delivery System'
Oxford University Hospitals vision and values
Please visit 'Our vision and values'
Trust reports and information
Please visit 'Publications'
Last reviewed:12 September 2024