TranslateEqual opportunities and diversity
Providing equality of opportunity for patients, their carers and our staff is a central element of our pursuit of excellence in care provision. Here you will find information about equal opportunities and diversity in our Trust.
Our Equality, Diversity and Inclusion Strategy 2022-2025
We have launched the first joint Equality, Diversity, and Inclusion (EDI) strategy between Camden and Islington NHS Foundation Trust and Barnet, Enfield, and Haringey Mental Health NHS Trust.
Read our Equality, Diversity and Inclusion Strategy 2022-2025 (PDF document)
Our Equality Statement
We are committed to the elimination of unlawful and unfair discrimination and value the differences that a diverse workforce brings to the organisation.
We aim to be a fair employer and strive to achieve equality of opportunity for all, creating inclusive workplace environments where everyone can work effectively towards the provision of better healthcare. As a Trust we have a comprehensive policy, setting out how it will work to deliver high quality services to all in fair and equitable ways.
Delivering Equal Opportunities Valuing Diversity Policy (PDF document)
Meeting our public sector equality duty
Under the Equality Act 2010 as a public body we have a general public sector equality duty to:
- Eliminate unlawful discrimination,
- Promote equality of opportunity and
- Foster good relations between people with different backgrounds.
As an NHS body the Trust is also under a specific duty to publish information on its performance and to set itself equality objectives designed to address any areas where service users or staff have identified weaknesses. The Trust published much of that information in its annual equality performance reports.
Equality and Diversity Report 2021 (PDF document)
Equality and Diversity Report 2018 (PDF document)
Equality and Diversity Report 2017 (PDF document)
Equality and Diversity Report 2016 (PDF document)
Other performance measures
Like all other NHS bodies, we use the NHS Equality Delivery System (EDS). This is a performance framework which measures how well the people who use our services or work for us think we are doing in meeting their specific needs regardless of their sex, age, ethnicity, religious beliefs, disabilities, sexual orientation, marital status or whether they are pregnant or a nursing mother.
We provide evidence to local stakeholders on its performance against the four goals which are broken down into 18 outcomes. The stakeholders then grade our performance based on its evidence and their own experience of the Trust as a care provider or employer. Our equality objectives and EDS grades are set out at the bottom of this page.
Workforce equality standards
Workforce Race Equality Standard (WRES)
Since 2015, all NHS Trusts have been required to collect and publish data on their progress around delivering race equality for staff. The WRES was introduced in part because of the association between the quality of outcomes for patients, and the way Trusts address equality for their black, Asian and other minority ethnic staff. The Trust prioritises equality and inclusion work because if our staff are representative of our patients and service users, they can better meet their needs and their health outcomes will be improved. We all want to work in an environment where a person makes the career progress they deserve, and are not artificially held back by the colour of their skin, their accent or their culture. If you want to know more about the national WRES, you can visit NHSE/I here.
Workforce Race Equality Standard Report - 2022-23
Workforce Race Equality Standard action plan - 2022-23
Workforce Disability Equality Standard (WDES)
Since 2017, all NHS Trusts have similarly been required to collect and publish data on their progress around delivering equality for staff with disabilities and long term health conditions. Like the WRES, we know that staff experience of being employed in the NHS varies by health status, and that people with disabilities experience discrimination in the workplace from a range of sources. Supporting staff with disabilities improves their confidence to do their job well, to challenge discrimination and to make career progress in line with their ambitions. Employing a workforce where some of our staff members have experience of long term conditions, including mental health problems, means we can deliver even more compassionate and respectful care. If you want to know more about the national WDES, you can visit NHSE/I here.
Workforce Disability Equality Standard action plan 38kb
Workforce Disability Equality Standard Report - 2022-23
NHS Workforce Race Equality Standard Information progress 2014-15 to 2017-18 (PDF document)
2019 Workforce Race Equality Standard Action plan (PDF document)
