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Oxford University Hospitals NHS Foundation Trust

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Plans, values and reports

The Trust is required to publish information analysing the effect of its actions on people from different protected groups.

Oxford University Hospitals' equality objectives were agreed in July 2016.

Equality, Diversity and Inclusion Objectives 2016 - 2020

The following objectives for 2016-2020 were endorsed by the Equality and Diversity Steering Group in May 2016 and approved by the Trust Board in July 2016.

These objectives are directly aligned with the four goals of the Equality Delivery System 2, but tailored though specific priorities to meet the Trust's own needs.

These objectives will be reviewed periodically, at least annually, to ensure progress is being achieved and determine whether additional objectives are required.

The five Trust Equality, Diversity and Inclusion Objectives are as follows.

  1. To ensure that Equality and Diversity improvements align with, and are informed by, the Trust's Quality Priorities (patient experience, patient safety and clinical effectiveness).
  2. To improve patient access and experience for individuals and communities who are currently under-represented (through patient involvement and engagement opportunities).
  3. To improve workforce diversity and ensure equality at all levels.
  4. To reduce bullying, harassment, abuse and victimisation within the Trust workforce.
  5. To ensure that Trust leaders and managers have the right skills to support their staff to work in a fair, diverse and inclusive environment.

They are the result of engagement activities, both internal and external to the Trust and EDS grading activities. These objectives will be reviewed periodically, at least annually, to ensure progress is being achieved and determine whether additional objectives should be added. All feedback regarding these equality objectives is welcome.

Annual Equality, Diversity and Inclusion Report

Equality Delivery System (EDS)

The Trust Equality Delivery System grades are published annually.

In 2013-2014, Oxford University Hospitals is participating in the NHS Employers Partners programme:

Equality and Diversity: workforce reports

The Equality progress report 2010 - 2011 is based upon workforce data, including promotions and appraisals information, recruitment activity, employee relations cases, leavers and training data for 2010 - 2011 according to protected characteristics (gender, ethnicity, age, disability, religion and religious belief and sexual orientation). This report illustrates the diversity of the workforce within the Trust and identifies areas of note.

The above report was to be updated in July 2012, based on 2011 - 2012 data and now includes more information on:

  • return to work rates after maternity leave
  • appraisal data in relation to more protected characteristics
  • employee survey feedback (2011 survey).

A preliminary review of equal pay has been undertaken for a sample of Agenda for Change bands. A further more detailed equal pay review, including other protected characteristics, took place in July 2012.

The electronic staff records system (ESR) has fields for all protected characteristics except gender re-assignment. This is a national system and it is anticipated that improvements will be made to ensure it is possible to record this data in ESR in future. A data collection exercise is being undertaken to improve the quality and quantity of the equality and diversity data held in ESR.

NHS Employers - Equality and Diversity Partner 2013/14

Equality and Diversity - annual progress reports

To find out more about what we do to ensure people's different needs are considered, please read our Equality Progress Report.

Oxford University Hospitals vision and values

Trust reports and information