Equality and diversity

Leeds and York Partnership NHS Foundation Trust serves the diverse communities of Leeds and York and we are committed to eliminating unlawful discrimination and promoting equality of opportunity.

We aim to consistently deliver inclusive services, to meet the needs of our diverse communities and make every effort to ensure that individuals are valued and treated with respect and dignity.

People should not face discrimination and should have equal opportunities irrespective of characteristics that they may have.  We know that sometimes people face discrimination and barriers to employment or services because of any of the following characteristics; age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Equality, diversity and fairness are at the heart of our five year strategy Living our values to improve health and lives 2018 – 2023.  As a provider of mental health and learning disability services, we are aware of the difficulties and distress caused by stigma and discrimination. We believe we have a collective duty to tackle this and promote more positive attitudes and behaviour.

To help us to achieve our aims we work in consultation with a range of stakeholders including; service users, carers, our staff, governors, commissioners and partner organisations, and other stakeholders.

You can view all our most recent reports on the Useful Information section on this page.

For copies of our previous reports please email the Diversity Team.

 

 

Equality, diversity and human rights

Human rights are the basic rights and freedoms that belong to every person in the world. At Leeds and York Partnership NHS Foundation Trust, our values and strategy reflect the very essence of core human rights principles which are based on dignity, fairness, equality, respect and autonomy. They are relevant to day-to-day life and protect the freedom to control your own life, effectively take part in decisions made by public authorities which impact upon your rights and get fair and equal services from public authorities.

Living the life you choose

UK law includes a range of human rights that give you opportunities, control over your life and the freedom to live the way you want and make your own decisions, within reason.

This includes the opportunity to do what you want in your private life, to meet and develop relationships with other people and to participate in essential economic, social, cultural and recreational activities of the community.  You should also be able to enjoy your property and other belongings without unnecessary interference.

It is also important that everybody in Britain has access to educational o opportunities. Education plays an important role in helping people achieve their potential, by opening new doors and creating opportunities.

Being safe and protected from harm

If you are under threat from someone, the government has a duty to protect you. UK law includes a range of human rights to help keep you safe from harm. This includes living in fear of strangers or neighbours. But, just as importantly, it includes living in fear of family members.

The government should not take away your freedom without good reason. Of course, there are times when a person may need to be kept in hospital against their will or imprisoned for committing a crime. But the ability to move around freely is one of the most important freedoms in our society.

Which human rights are relevant?

For further information, guidance and support visit: www.equalityhumanrights.com/human-rights

Workforce Race Equality Standard (WRES)

Our Trust is committed to tackling all forms of discrimination including race and to creating an organisation where the talents of all staff are valued and developed.

In July 2014 the NHS Equality and Diversity Council announced that it had agreed actions for the Workforce Race Equality Standard (WRES) to be implemented across the NHS from April 2015 to ensure that employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment within the workplace.

The WRES was developed in response to findings from a number of national reports which identified unacceptable disparities in the number of people from BME communities in senior leadership positions within the NHS and negative experiences of BME staff within the workforce.

It aims to provide a national framework to enable NHS organisations to identify areas of potential inequalities, to benchmark progress against similar organisations, and over time to implement actions to improve race equality in the workforce.

You can download and read our Workforce Race Equality Standard Action Plan 2023.

Workforce Disability Equality Standard (WDES)

The NHS Workforce Disability Equality Standard (WDES) was introduced as a mandatory NHS standard in April 2019 and is designed to improve workplace experiences and career opportunities for disabled people working or seeking employment, in the NHS.

The WDES is important because research shows that a motivated, included and valued workforce helps to deliver high quality patient care, increased patient satisfaction and improved patient safety. The implementation of the WDES will enable the Trust to better understand the experiences of our disabled staff. It will support positive change for existing employees and enable a more inclusive environment for disabled people.

Like the Workforce Race Equality Standard, the WDES will also identify good practice and compare performance with fellow NHS Trusts.

The WDES is a series of 10 evidence-based Metrics that will provide a snapshot of the experiences of disabled staff in key areas relating to local workforce data as well from analysis of the NHS Staff Survey.   By providing comparative data between disabled and non-disabled staff, information can be used to understand where key differences lie and will provide the basis for developing key action plans, enabling us to track progress on a yearly basis.

The WDES is mandated in the NHS Standard Contract to enable comparisons to be made between NHS trusts and the WDES metrics data is reported to NHS England.

You can download and read our Workforce Disability Equality Standard Action Plan 2022-2023

Gender Pay Gap Reporting

Gender Pay Gap reporting has now been introduced to specific public sector organisations to assess levels of equality in the workplace through illustrating the difference between the average earnings of men and women.

The Equality and Human Rights Commission defines the difference between equal pay and the gender pay gap as:

  • Equal pay means that men and women in the same employment performing equal work must receive equal pay, as set out in the Equality Act 2010.
  • The gender pay gap is a measure of the difference between men’s and women’s average earnings across an organisation or the labour market. It is expressed as a percentage of men’s earnings.

The mandatory Gender Pay Gap reporting proposes that organisations must publish their findings and Leeds & York Partnership NHS Foundation Trust performed a ‘snap shot’ during 2018 to capture baseline data and ensure that work can take place to narrow any gaps during a year on year reporting cycle going forward.  This snap shot included all staff defined as ‘employees’ of the Trust under section 83 of the Equality Act 2010, which is anyone who is employed under a contract of employment, a contract of apprentice or a contract personally to do work.

A substantial number of salaries at Leeds & York Partnership NHS Foundation Trust are determined through Agenda for Change (AFC) which evaluates the job role and not the post holder, and makes no reference to gender or any other personal characteristics of existing or potential job holders.

Analysis of our data highlights a positive trajectory with female representation at senior levels in both executive and medical consultant roles.  While there is disparity in the mean pay gap between males and females in the Trust, there is a significant positive difference in the median bonus pay for female consultants awarded under the national NHS Clinical Excellence Awards scheme.

You can view our Statutory Gender Pay Gap Report 2018_19 in the Useful Information section for more information.

Continued work is required to reduce the gender pay gap and over the longer term, gender equality will continue to be a key focus within our workforce and organisational development plans.