Hull University Teaching Hospitals NHS Trust believes in fairness, equity and above all values diversity in all dealings, both as a provider of health services and employer of people.

We aim to provide accessible services, delivered in a way that respects the needs of each individual and does not exclude anyone.

By demonstrating these beliefs the Trust aims to ensure that it develops a healthcare workforce that is diverse, non-discriminatory and appropriate to the delivery of modern healthcare.

Under the Public Sector Equality Duty, the Trust must have due regard to the need to:

• advance equality of opportunity between people who share a protected characteristic and those who do not; and
• foster good relations between people who share a protected characteristic and those who do not

In complying with the Public Sector Equality Duty, Hull University Teaching Hospitals NHS Trust will deliver fair and personalised services, promote a workplace free from discrimination and foster continuous improvement.

• Age
• Race
• Religion and belief
• Disability
• Sex
• Gender reassignment
• Sexual orientation
• Pregnancy and maternity
• Marriage and civil partnerships

The Trust’s equality objectives (2022-2026) were approved by the Trust Board in July 2022. They are:

• To work with our partners and stakeholders to improve health outcomes by developing a better understanding of the local variations in access to and experience of treatment by the Trust.
• To build an inclusive, positive environment for all staff, free from discrimination.
• To ensure our leaders have the capacity and capability to support, empower and enable staff.

Download the HUTH equality objectives 2022-26 for detailed information on each of the objectives, the context, actions and key performance measures.

These reports provide the trust’s Gender Pay Gap information and are published in line with the requirements set out in the Equality Act 2010.

The NHS Workforce Race Equality Standard requires NHS organisations to demonstrate progress against a number of indicators of workforce equality. The indicators focus upon Board level representation and differences between the experience and treatment of White and BME staff in the NHS.

The Trust has developed an Equality Impact Assessment tool to assist staff in assessing the likely impact of their work on different communities or groups. It involves anticipating the consequences of the Trust’s policies and services on different communities and making sure that any negative consequences are eliminated or minimised, and opportunities for promoting equality and equity are maximised.