Everyone is equal. We do everything we can to ensure all our environments are free of discrimination, victimisation and harassment. We do this by:

  • encouraging equality and diversity
  • stopping unlawful discrimination, harassment and victimisation
  • making sure our services are accessible to everyone

The Equality Act 2010 came into force in October 2010. It replaced a range of anti-discrimination laws with one single Act. The aim of the Act is to:

  • strengthen the law
  • fight discrimination in all its forms
  • help to make equality real for everyone

Under the Act, we as a public authority must do everything we can to:

  • end discrimination, harassment and victimisation
  • advance equality of opportunity
  • foster good relations between different parts of the community

It’s unlawful to discriminate anyone because of the following protected characteristics:

  • age
  • disability
  • race or nationality
  • sex
  • gender reassignment
  • sexual orientation
  • religion or belief
  • marriage and civil partnership
  • pregnancy and maternity

It’s our duty to make sure that we:

  • make sure people with protected characteristics do not suffer from any disadvantages
  • meet the different needs of people with protected characteristics
  • encourage people with protected characteristics to participate more in public life and activities

Each year we’re required to publish information about our equality objectives and how we're meeting them. You can read our latest Equality, Diversity and Inclusion (EDI) information here:

Equality and diversity policy

Overview Workstreams What we will do
Communicate “Messages are consistent and ensure that communication is two way” Improve Disclosure rates Develop and promote information on why we want to know
Inclusive Patient Guidance Develop guidance to support patients with sensory impairments
Encourage incident reporting Engage with zero tolerance work to promote reporting of any abuse incidents
Listening panels Embed EDI into current and future developed listening and Q&A events
Inclusive language Develop guidance to support inclusive language
Connect “Talking openly, creating an environment of respect and safety, and to share experiences and learn from each other” Values Ambassadors Offer specific EDI training and support to staff within the care groups
Staff Networks Engage and involve staff in specific areas of interest
EDI Representatives Engage and involve staff in EDI across the Trust
EDI Leaders Trained support to assist for specific job roles within care groups
Leadership and Succession Promotion of leadership training including BAME specific
Inclusion training offer Further develop EDI training opportunities to include Disability and BAME
Commit “to sustained action, visible leadership and willingness to change” TIDE Submission Completed TIDE submission for more in depth understanding of current position
Reciprocal Mentoring Commit to 2 year culture change programme led by Leadership Academy
Leadership sponsorship Director level sponsorship of EDI through staff networks
Compliance “ensuring the Trust meets its statutory duties” Workforce Race Equality Standard Complete WRES return
Equality Delivery System Refresh EDS2 based on newly formed NCIC
Accessible Information Standard Monitor and advise on implementation of AIS compliant communications
Workforce Disability Equality standard Complete WDES return
Gender Pay Gap Complete GPG return
Equality Diversity and Human Rights Annual Report Complete Trust annual report submission and progress to EDS2

2021 Equality, Diversity and Inclusion report

 

EDS is currently under review by NHS England & Improvement. Further information will be made available shortly.

We have a statutory duty to assess how our policies and services affect our staff and patients. We call this an Equality and Quality Impact Assessment (EQIA). The purpose of the EQIA is to stop discrimination of all kinds.

If you like to know more about Equality and Quality Impact Assessments, email equalityanddiversity@ncic.nhs.uk

Employers with 250 or more staff must publish information about their gender pay gap. The gender pay gap compares men and women’s average pay across the organisation. It is not the same as equal pay, which is about making sure men and women doing the same or comparable jobs get the same pay.

We publish the following:

  • gender pay gap (mean and median averages)
  • gender bonus gap (mean and median averages)
  • proportion of men and women receiving bonuses
  • proportion of men and women in each quartile of the organisation’s pay structure
Gender Pay Gap Analysis
2021
2020
2019


The Trust’s gender pay information is also published on the Government website.

The Trust encourages equality and diversity. We do everything we can to be free of discrimination, victimisation and harassment. The Trust is committed to providing an inclusive environment in which staff share the same core values. So diverse employees can work together, develop and shine.

We support this through the continued development of our staff networks:

  • DisAbility
  • Armed Forces
  • Cultural Diversity
  • LGBT+

Members actively engage and contribute towards promoting awareness of equality, diversity and inclusion within the Trust. For further information or to join staff networks please email EqualityandDiversity@ncic.nhs.uk

 

If English is not your first language, we can arrange for an interpreter to come to your appointment.

If you need a translation of any of our publications or a different format like:

  • Braille
  • large print
  • audio

Please email the interpreter team on interpreters@ncic.nhs.uk.

We ask our staff to complete an annual survey. We use the results of the survey to make improvements to working conditions and patient care. 

Cumbria Partnership NHS Foundation Trust 2019 Staff Survey results:

North Cumbria University Hospitals 2019 Staff Survey results: