1. Purpose
This policy sets out the organisation’s commitment to promoting equality, diversity, inclusion (EDI) and co-production across all areas of its work. It ensures that:
- All individuals are treated with dignity, fairness and respect
- Discrimination, harassment and victimisation are not tolerated
- Services are co-produced, inclusive and responsive to diverse communities
- Equality considerations are embedded within service delivery, employment practices and decision-making
This policy supports compliance with UK legislation and the organisation’s commitment to reducing health inequalities.
2. Scope
This policy applies to:
- All employees (permanent, fixed-term, secondees and agency staff)
- Volunteers and contractors
- Job applicants
- Service users, carers and members of the public
3. Legal Framework
This policy is aligned with:
- Equality Act 2010
- Public Sector Equality Duty (PSED) (where applicable)
- Human Rights Act 1998
- Health and Social Care Act 2008 (Regulated Activities) Regulations 2014
- CQC Fundamental Standards
4. Definitions
- Equality: Fair access to opportunities without discrimination
- Diversity: Recognition and valuing of differences
- Inclusion: Creating environments where all feel respected and able to participate
- Co-Production: Partnership working with people who use services to design and improve them
5. Protected Characteristics
The organisation will not discriminate on the basis of:
- Age
- Disability
- Gender reassignment
- Marriage and civil partnership
- Pregnancy and maternity
- Race (including nationality and ethnic origin)
- Religion or belief
- Sex
- Sexual orientation
6. Statement of Commitment
The organisation is committed to:
- Delivering equitable, person-centred services
- Promoting inclusive and culturally competent practice
- Eliminating discrimination and advancing equality of opportunity
- Actively addressing health inequalities and systemic disadvantage
- Embedding co-production at all levels of service design and delivery
7. Responsibilities
7.1 Senior Leadership
- Provide strategic leadership and oversight of EDI and co-production
- Ensure compliance with legislative and contractual requirements
- Receive assurance through governance reporting
7.2 Managers
- Implement this policy operationally
- Ensure fair and equitable workforce practices
- Facilitate engagement and co-production activity
- Address inappropriate behaviour promptly
7.3 Employees
- Treat all individuals with dignity and respect
- Promote inclusion and participation
- Follow this policy and raise concerns appropriately
7.4 Clinical Governance / Quality Leads
- Monitor equality performance and service access
- Ensure incidents, complaints and concerns relating to discrimination are investigated
- Embed learning into service improvement
8. Prohibited Conduct
The organisation will not tolerate:
- Direct or indirect discrimination
- Harassment
- Victimisation
Breaches may result in formal disciplinary action.
9. Recruitment and Employment
The organisation will:
- Ensure recruitment processes are fair, transparent and merit-based
- Provide reasonable adjustments
- Promote equality in:
- Pay (minimum Paying the Real Living Wage) and conditions
- Training and development
- Career progression
Equality data will be monitored to identify and address inequalities.
10. Service Delivery
The organisation will:
- Deliver accessible, inclusive and equitable services
- Ensure services are responsive to local population needs
- Provide reasonable adjustments for service users
- Train staff in cultural competence and inclusive practice
11. Co-Production and Community Engagement
11.1 Commitment to Co-Production
The organisation will work in partnership with service users, carers and communities to design, deliver and evaluate services. This ensures services are:
- Inclusive and person-centred
- Informed by lived experience
- Responsive to diverse population needs
11.2 Principles
Co-production will be underpinned by:
- Equality of voice – all individuals can contribute meaningfully
- Respect and shared value – lived experience recognised as expertise
- Accessibility – methods tailored to individual needs
- Transparency – feedback is provided on how input influences decisions
11.3 Community Engagement
The organisation will:
- Engage proactively with diverse communities to understand needs and barriers
- Build trusted relationships with underserved populations
- Collaborate with:
- Voluntary and community sector organisations
- Faith groups
- Local partners
Engagement methods may include:
- Community forums and focus groups
- Surveys and feedback tools
- Outreach activities
- Partnership working
11.4 Addressing Health Inequalities
Through engagement and co-production, the organisation will:
- Identify barriers to access
- Target interventions to underserved groups
- Tailor services to meet the needs of:
- Ethnically diverse populations
- Individuals with disabilities
- Vulnerable communities
11.5 Governance and Accountability
The organisation will:
- Embed co-production within service development and review processes
- Monitor engagement activity and outcomes
- Ensure representation from diverse groups
- Report outcomes through governance and quality frameworks
11.6 Workforce Responsibilities
Staff are expected to:
- Promote inclusive engagement
- Encourage participation and feedback
- Apply learning from engagement to improve services
12. Equality Impact Assessment (EIA)
The organisation will:
- Undertake EIAs or equivalent tools
- Assess impacts of services and decisions on protected groups
- Act to mitigate any disproportionate impact
13. Training and Awareness
All staff will receive:
- Mandatory EDI training
- Additional training relevant to role (e.g. cultural competence)
Training compliance will be monitored.
14. Reporting and Handling Concerns
The organisation will:
- Provide clear reporting mechanisms
- Investigate concerns promptly and fairly
- Take appropriate action
- Protect individuals raising concerns from detriment
15. Monitoring and Review
The organisation will:
- Monitor workforce and service user equality data
- Identify and address inequalities
- Use findings to drive improvement
- Report through governance structures
16. Anti-Racism and Health Equity Commitment
The organisation will:
- Actively challenge discrimination and systemic inequality
- Promote anti-racist practice
- Set measurable objectives to reduce inequalities
- Undertake regular audit and review
17. Confidentiality and Data Protection
All equality-related data will be:
- Processed in line with UK GDPR
- Handled confidentially and securely
- Used only for legitimate purposes
18. Breach of Policy
Breaches may result in:
- Disciplinary action (employees)
- Contractual action (contractors/partners)
19. Review
This policy will be reviewed:
- Annually, or
- In response to legislative or organisational change
20. Document Control
- Policy Owner: Head of Clinical Governance
- Approved by: Board
- Effective Date: 31st March 2026
- Review Date: 31st March 2027