Equality and Diversity

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Equality Annual Report

Equality annual report: we will publish information annually explaining how we make sure that we have due regard to the need to eliminate discrimination, advance equality and foster good relations between groups.

Since 2017 our Equality Report has been included as part of the Quality Account - available on the Publications page
The January 2016 report is here
January 2015 report here
January 2014 report here.

Equality Analysis

Equality analysis: making sure that our services, strategies and policies are designed around the people who will use them or be affected by them. This process ensures that – wherever possible – we reduce inequalities and accommodate extra or different needs.

Equality and Human Rights policy

Equality & Human Rights policy: this policy tells people what they can expect from us and what we expect from them. It explains how we expect people to behave to ensure that everyone is treated with dignity and respect in an environment free from discrimination, harassment and victimisation. It also explains what people should do if they witness or experience discrimination, harassment or victimisation.

Our Equality, Diversity and Human Rights Policy is available pdfhere

If you would like more information, please contact katie.parker@glos-care.nhs.uk 

Equality Objectives

Equality Objectives: You can find out about our equality objectives in our latest Quality Account here

Equality & Human Rights training

Equality & Human Rights training: All our staff are expected to complete training so that they know what they can do to ensure everyone is treated with dignity and respect in an environment free from discrimination, harassment and victimisation.

Gender Pay Gap

As per the Equality Act 2010 (Gender Pay Gap Information Regulations 2017), Gloucestershire Care Services NHS Trust (GCS) has undertaken gender pay gap reporting on the required ‘snapshot date’of 31 March 2017.

Gender pay reporting is different to equal pay. Equal pay deals with the pay differences between men and women who carry out the same jobs, similar jobs, or work of equal value. It is unlawful to pay people unequally because they are a man or a woman.

Difference in hourly rate

Women’s mean hourly rate is 10.9% lower than men’s
Women’s median hourly rate is 2.2% higher than men’s

Proportion of women in each pay quartile

Top quartile (highest paid) 88.2%
Upper middle quartile 93.8%
Lower middle quartile 89.8%
Lower quartile 91.2%

At the time of this snapshot the Trust had 2719 employees, of which 90.77% were female and 9.23% were male.

Who received bonus pay

0% of women
0.4% of men

Difference in bonus pay

Women’s mean bonus pay is 100% lower than men’s
Women’s median bonus pay is 100% lower than men’s

These figures are also available online here

Fuller analysis of this data is available in a Board Report included in the March 2018 papers available on this website. Please follow this link
The gender pay gap report starts on page 199 of the pdf.

Workforce Race Equality Standard

Our Workforce Race Equality Standard report tells you about the composition of our workforce with regards to race, and the experiences of BME colleagues compared with white colleagues.

You can read our 2018 report here.

The Trust's 2018-19 Workforce Race Equality Standard Action Plan is available here

Meeting Everyone's needs

More than 120 people from a wide range of ethnic and cultural backgrounds took part in an event in Gloucester on September 8, 2015, to discuss improving community healthcare services across the county.

Our ‘Meeting Everyone’s Needs’ day at the Friendship Café, in Tredworth, included workshops on diabetes and recognising dementia as well as free health checks and round-table discussions on tailoring services to meet everyone’s requirements, including people with extra or special needs.

The Trust has produced a summary report on the day, including actions to be taken as a result of the feedback received.

You can read the full report here

You can read the summary report here.