Inclusion, equality and diversity
Our commitment to equality, diversity and inclusion is at the heart of our organisational culture.
Our ambition is to lead amongst peers as an environment for patients, volunteers and colleagues that accepts, hears and values everyone and where differences drive innovation to meet the needs of our patients.
We are committed to tackling inequalities, including health inequalities, and promoting equality, diversity and inclusion and human rights with the highest possible standards of care and outcomes for everyone creating a better working environment for our colleagues.
Together we will work towards a representative workforce that is able to provide the quality, the dignity and respect and to deliver above and beyond our statutory duty to:
- Eliminate unlawful discrimination, harassment and victimisation on and other conduct that is prohibited by the Equality Act 2010;
- Advance equality of opportunity between people who share a protected characteristic and those who do not; and
- Foster good relations between people who share protected characteristics and those who do not.
The Trust is committed to challenging prejudice and discrimination wherever this affects our service users and staff and making equality and diversity integral to our organisational culture. We have adopted the NHS Equality Delivery System, a framework to help us continually improve our performance on equality.
Trust Equality Publications
2022:
Workplace Disability Equality Standard (WDES) and Workplace Race Equality Standard (WRES) data 2022
2021:
2020:
· Workplace Disability Equality Standard (WDES) and Workplace Race Equality Standard (WRES) data 2020
2018:
Focus on Inclusion 2018 charts the progress and achievements we have made.
Equality Delivery System
The Equality Delivery System (EDS) was commissioned by the national Equality and Diversity Council and mandated by NHS England in 2015. It is a system that helps NHS organisations improve the services they provide together with better working environments, free of discrimination, for those who work in the NHS. It also meets the requirements of the Equality Act 2010.
The main purpose of the EDS2 is for NHS organisations to review and improve their performance for people with characteristics protected by the Equality Act 2010 and to help deliver on the Public Sector Equality Duty (PSED).
During 2015, Moorfields completed the first self assessment of our performance against the Equality Delivery System. We looked across all our action plans and other evidence and are confident that our plans will deliver year on year improvements to our current position/assessment.
Our self assessment was scrutinised by the Patient Equality, Diversity and Inclusion Steering Group in November, which prompted further action and evidence. We believe our assessment is a balanced and honest review of our current position. In 2016 we will turn to other NHS organisations / a specialist hospital for peer review for a more robust assessment.
Our first Equality Delivery System report can be found by clicking here
Gender pay gap reporting
As a large, public sector employer, Moorfields is committed to promoting equality, diversity and inclusion and tackling any inequalities which are identified.
We are required by law to carry out gender pay gap reporting and to publish this data on a government website by 31 March each year. We are required to publish the following:
- Gender pay gap (mean and median averages)
- Gender bonus gap (mean and median averages)
- Proportion of men and women receiving bonuses
- Proportion of men and women in each quartile of the organisation’s pay structure
At Moorfields, the only bonuses that are awarded are to medical staff through the Clinical Excellence Awards
The gender pay gap is the difference between the average hourly earnings of all men and women across an organisation, irrespective of the jobs they do. This is different to equal pay, a legal requirement to ensure that men and women are paid the same for doing the same or equivalent work.
Our data
At Moorfields the median pay gap is 18.7% (median average hourly earnings) and the mean pay gap is 24.5% (mean average hourly earnings) – this means that the average earnings of men working at Moorfields are higher than the average earnings of women.
The gender pay gap is complex and there are a range of factors which are likely to have a bearing, for example, age, sector, the gender composition of the workplace (in particular at senior levels) and working patterns.
Our commitment to closing the gender pay gap at Moorfields
At Moorfields we are committed to ensuring the fair treatment and reward of all of our staff, regardless of gender or other protected characteristics.
We are ensuring that women are supported and encouraged to further their careers within the trust. It is acknowledged that breaks in career most often presented by maternity leave disproportionately impact women. Moorfields has flexible working policies and seeks to support women and men to manage family and career development.
We have a well-developed learning development programme for all staff and this year 87% of participants in the Mary Seacole Leadership Development programme are women.
Our robust recruitment process has equality and diversity embedded into its processes along with values based recruitment. We will continue to ensure recruitment is non-gender biased and that adverts and applicants are recruited fairly, openly and transparently. This applies equally to men seeking roles in areas traditionally dominated by women as well as ensuring equitable access to senior roles for women.
Workforce Race Equality Standard
In 2014, in response to the experience of BME staff in the NHS, NHS England and the NHS Equality and Diversity Council agreed that a Workforce Race Equality Standard (WRES) would be developed. The WRES was introduced and its implementation made mandatory for NHS trusts in April 2015. From April 2016, the Care Quality Commission (CQC) has included the WRES as part of its inspection regime for hospitals in relation to the well-led domain. The WRES established 9 Workforce Indicators and associated metrics against which NHS organisations must collect and analyse data in relation to BME staff and white staff.
The purpose of the WRES is to prompt inquiry and assist organisations in developing and implementing evidence based responses to the issues the data reveals. You can access our WRES data and actions plans via the links on the right under key documents.
Read more about our commitment to inclusion, equality and diversity.
Staff welfare: Freedom to Speak Up
This policy describes the approach the trust takes to create a culture and a framework within which staff feel free to speak up, confident that they will be listened to and supported, and their concerns will be acted upon.