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Equality performance and objectives

The Trust publishes an Equality and Diversity Report each year to provide information about our performance.  The most recent report can be accessed via this link:  Equality & Diversity Annual Report 2017 - 2018.


Gender Pay Reporting

The first Gender Pay Report for UH Bristol was published in March 2018.  Gender Pay Gap legislation requires all employers of 250 or more employees to publish their gender pay gap information as at 31March each year.  The data in the report below is based on a snapshot date of 31March 2018.  It includes last year's data for comparison. The information is drawn from the Electronic Staff Record (ESR) system, which holds our employee data.  The information has also been submitted to the Government's Gender Pay Gap reporting portal, as required.

Gender Pay Report 2018

Equality Duty Monitoring

Equality legislation requires us to collect a range of pre and post-employment information and information relating to patients accessing our services.  You can access our Equality and Diversity background monitoring data through the links below.

The data provided covers:  Staff in Post; Recruitment information; Starters with and Leavers from the Trust; Employee Relations cases in Harassment & Bullying, Grievance, and Disciplinary; Inpatient and Outpatient Admissions.

Background Equality Data 2018/19

Background Equality Data 2017/18

Equality Objectives  

The Trust's Strategic Equality & Diversity Objectives for 2016 - 2019 were developed by the Trust's Equality & Diversity Group, informed by key priorities from a range of sources including the Workforce Race Equality Standard, the National Staff Survey results and the EDS2 self-assessment, and supported by the Equality & Diversity Action Plan.

Our objectives for 2016 - 2019 are:

To improve access to services for our local communities

To improve the opportunities for members of our diverse communities to gain employment with and progress within the Trust.

To work towards a more inclusive and supportive working environment for all of our staff.

Progress against the objectives is supported and monitored by the Trust's Equality & Diversity Group. Progress to 2017/2018 was reported to the Trust's Workforce and Organisational Development Group and the Trust Board as part of the Annual Report.

These objectives have been reviewed and developed and form part of the Trust's Workforce Diversity & Inclusion Strategy 2020 - 2025. Progress against delivery will be reported to the Trust's People Committee and the Trust Board.