Board Recruitment

Equality and Diveristy

Equality, diversity and inclusion at Sheffield Teaching Hospitals is more than just words. It is part of who we are.

Our vision is to have a workforce that fully reflects the communities we serve and a workplace culture where everyone feels valued and is treated with fairness and respect.

Our Equality Objectives - What our priorities are

We have developed a new Equality, Diversity and Inclusion (EDI) Strategy that identifies and communicates what our priorities for action are as a Trust. We have identified 6 areas (our Equality Objectives) for us to focus on, which are:

  • Improving performance – developing a robust way to manage performance and ensuring that all areas embed EDI best practice
  • Leadership and accountability – ensuring there is visible leadership of EDI, that people are leading by example and that we achieve what we say we will within the deadlines agreed
  • Trust and confidence – building strong community connections and networks so that our activity is informed by conversations with local people and partners
  • Behavioural and cultural change – embedding a zero tolerance approach across all areas of the organisation to any form of discrimination, bullying, harassment, and victimisation a well as bringing people together to create a social movement for change
  • Employee development – building the EDI capability of every member of staff so that we are all confident to challenge when we witness language or behaviour that doesn’t fit with the Trusts’ PROUD values, using positive action to build a diverse workforce, ensuring access to opportunities for current staff, supporting our Staff Network Groups and ensuring that we support our Disabled colleagues with reasonable adjustments
  • Audit and scrutiny – embedding an effective way of measuring and evaluating what we are achieving and what impact we are having across the organisation

What we have achieved so far

  • Established a formal EDI Board which is providing effective governance
  • Formed Operational Groups, reporting in to the EDI Board, for -

                 - Accessible Information Standard (AIS)
                 - Equality Monitoring - patients
                 - Workforce Data
                 - EDI Training

  • Piloted a Reverse Mentoring Scheme which will be rolled out across the whole of STH
  • Produced a calendar of key dates and events for the Trust to mark and celebrate
  • Reviewed and refreshed our Equality Impact Analysis (EIA) process and developed guidance and a proforma to support this
  • Piloted EIA training which will be rolled out across STH (both face-to-face and e-learning)
  • Created an EDI Performance Dashboard which is being used to effectively report the progress being made
  • EDI has been embedded into all leadership courses, including how to become an inclusive leader
  • Coaching and mentoring of individual staff in relation to EDI is made available to all across STH
  • WRES & Workforce Disability Equality Standard (WDES) Data analysed and published and links to regional & national Workforce Race Equality Standard (WRES) team strengthened
  • 3 Staff Support Networks established for our BAME, Disabled and LGBTQ+ staff
  • Begun to establish stronger links with Voluntary Sector, specifically in relation to EDI, and are starting to work more collaboratively with external partners
  • Drafted a plan for the implementation of the national NHS Equality Delivery System 2 (EDS2)
  • Strengthened risk management through our Integrated Risk and Assurance Register
  • Launched the NHS Rainbow Pin Badges scheme within our Trust
Workforce Race Equality Standard Action Plan 2020-2021
Workforce Disability Equality Standard Action Plan 2020-2021
Workforce Disability Equality Standard Performance 2017-2020