At the core of our values, Herefordshire and Worcestershire Health and Care NHS Trust is committed to equality, diversity, inclusion and human rights. We will take every opportunity to strengthen our approach to equality and diversity in delivering best patient care and the employment of our staff.

We are committed to reducing the health inequalities that affect our local communities and ensuring that everyone has access to the health care they need, while treating people with respect, dignity and fairness.

We seek to create an environment that is inclusive and supportive for staff and service users, to promote a health services’ culture in Herefordshire and Worcestershire in which:

  • Diversity is valued and respected – an approach that embraces both visible and non-visible difference
  • The community works together effectively in an atmosphere of trust, harmony and respect
  • Discrimination and prejudice are challenged
  • Direct and indirect discrimination (associative, perceptive), harassment and victimisation are not be tolerated

More information can be found in Inclusion Diversity and Equality Strategy 2018-2022.

Inclusion, Equality and Diversity

Our Inclusion, Equality & Diversity Standards

  1. AccessAble

    AccessAble produce online accessibility guides to buildings, sites & venues across the UK – including many hospitals, shops, tourist attractions and universities. The Trust has worked in partnership with AccessAble to develop a series of guides for many of our Trust sites.

  2. Accessible Information Standard

    The standard aims to make sure that people who have a disability, impairment or sensory loss are provided with information that they can easily read or understand, and with support, so they can communicate easily with health and social care services.

  3. Disability Confident

    Disability Confident is a national scheme to support employers make the most of the talents disabled people can bring to the workplace. This means that we are committed to employing, supporting and promoting people with disabilities in the workplace.

  4. Equality Act 2010

    The Equality Act 2010 replaced previous legislation (such as the Race Relations Act 1976 and Disability Discrimination Act 1995) with a single Act. The Act simplified the law, removed inconsistencies and strengthened the law to help tackle discrimination and inequality.

  5. Equality Impact Assessment

    Equality Impact Assessment is a tool for helping us to consider the potential impact that our Trust activities might have on our community (staff, patients, carers & others), from different equality perspectives.

  6. Gender Pay Gap

    The requirements on reporting gender pay have been set by the Government under the Equality Act 2010 (Gender Pay Gap (GPG) Information Regulations 2017). 

  7. Inclusion Diversity and Equality Strategy 2018-2022

    Our Inclusion Diversity and Equality Strategy sets out our aims, objectives and key priorities for the next 4 years (2018-2022). The strategy describes our vision and direction when implementing equality and diversity in our organisation both for our service users and workforce.

  8. Modern Slavery Act

    The Modern Slavery Act 2015 is designed to consolidate various offences relating to human trafficking and slavery which includes servitude, being forced or deceived into work, not able to leave freely and easily without threat to themselves or their family resulting in undesirable or unsafe conditions.

  9. Workforce Disability Equality Standard (WDES)

    The Workforce Disability Equality Standard places a national requirement on all NHS Trusts to provide data in respect of their disabled workforce. The aim is to ensure that our disabled workforce are treated fairly, not discriminated against, and that their talents are valued and developed.

  10. Workforce Profile

    Knowing the profile of our workforce helps identify under-represented groups/individuals, any potential/actual unfair practices and gives the Trust an opportunity to address these and other issues. This supports the Public Sector Equality Duty of the Equality Act 2010 in eliminating discrimination, advancing equality of opportunity and fostering good relations within our workforce.

  11. Workforce Race Equality Standard (WRES)

    The Workforce Race Equality Standard is used to measure the current state of ‘race equality’ within health care organisations.  Each NHS organisation must produce an annual report against 9 indicators on Race based on NHS national survey data and local workforce data.

Interpreting and Translation – Annual Data

Interpreting services are contracted with:

  • Capita, the Trust’s primary provider
  • Deaf Direct who provide interpreting services for the deaf and hard of hearing
  • We also work with SpeakEasy NOW who occasionally provide easy read translation.

Capita: Provide services through a framework agreement with Health Trust Europe framework which commenced on 1st October 2016.  This can be accessed here (opens in new window)

Deaf Direct: Following a Local Tendering Process (defined within the Trusts’ Standing Orders and Standing Financial Instructions, which sets out both the organisational duty to tender, and the requirement to comply with EU and UK law on competitive public procurement, as defined within the EU Public Procurement Regulations), the Trust entered into a contract agreement on the 1st December 2017 for a period of 3 years (2020) with an option to extend for a further 12 month period.

The Trust believes that disclosing the number of bookings in conjunction with the amount spent for the specified periods would be likely to prejudice the commercial interests of the Trust. The amount spent and the number of transactions could compromise any future tenders/frameworks regarding Interpreting and Translation Services, giving an unfair advantage to competitors and possibly not ensuring the best value and quality for the Trust.  In any event the Trust provides the total costs per language but not the bookings.

The Director of Nursing and Quality is accountable for interpreting and translation. The job role of the designated person is ‘Organisational Development & Inclusion Practitioner’.

Click here to view the annual breakdown for interpretation (spoken language) and translation (written language) usage for the past financial year and previous years, for each of the languages provided.

Please be aware that although this information is accurate at the time it is provided, it may not be in the future and should not be relied upon.


Equality Delivery System

The Equality Delivery System (EDS) has been designed by the NHS for the NHS, to improve equality performance and deliver better outcomes for patients, communities and staff which are personal, fair and diverse.

The EDS complies with the Public Sector Equality Duty and applies to people afforded by the Equality Act 2010, from unfavorable treatment because of specific protected characteristics (age, disability, gender-re-assignment, marriage and civil partnership, pregnancy and maternity, race including national identify and ethnicity, religion or belief, sex and sexual orientation). The EDS may also apply to those not protected by the Equality Act 2010 but who face disadvantages when accessing or using services, such as homeless people.

What it Delivers
EDS helps the NHS meet the registration requirements of the Care Quality Commission (CQC) Essential Standards and deliver on:

  • Equality aspects of the NHS Outcomes Framework
  • Equality aspects of the NHS Constitution
  • Equality aspects of the Human Resources Transition Framework
  • Addressing health inequalities in general, improving outcomes and reducing gaps.

What Are We Required To Do
Central to the EDS, organisations are required to analyse their equality performance against 18 outcomes grouped under four goals:

  • Better health outcomes for all
  • Improved patient access and experience
  • Empowered, engaged and inclusive staff
  • Inclusive leadership

The EDS requires NHS organisations to engagement with a wide range of stakeholders from across protected groups, patient groups, community organisations, the voluntary and statutory sectors and other interested groups to grade our performance, set equality objective and develop an action plan.     

For each EDS outcome, there are four grades, and a Red, Amber, Green and Purple (RAG 'plus') rating is applied:

RAG Grading Image

Please see the attached grading overview: