Equality, Diversity and Inclusion

Providing High Quality, Accessible and Responsive Services

Stockport NHS Foundation Trust is strongly committed to ensuring its services and employment practices are fair, accessible, and inclusive for the diverse communities we serve and the workforce we employ. This is reflected and reinforced in our ‘vision and values’.

Our commitment

We will celebrate and harness our unique, rich and diverse communities and workforce
We want everyone who comes into contact with the Trust to feel valued and respected
We will provide services to all our communities in a fair and appropriate way
We want to remove any barriers for people when they are accessing our services

Anti-Racism Statement

See here for our new Anti-Racism Statement.

Zero tolerance poster

The poster below shows our zero tolerance for abuse and discrimination.

Zero tolerance for abuse or discrimination poster

Public Sector Equality Publication

The Public Sector Specific Equality Duties require NHS Trusts to publish information that demonstrates compliance with the general equality duties. Stockport NHS Foundation Trust has published the following reports to demonstrate our compliance:

Our EDI Strategy 2022-25 is below.

Stockport NHS EDI Strategy 2022-25

Workforce Race Equality Standard

NHS England have incorporated the Workforce Race Equality Standard (WRES) into the 2015/16 NHS Standard Contact. The standard requires organisations to demonstrate progress against a number of indiactors of workforce equality. Our results and associated action plan are published below.

Stockport Workforce Race Equality Standard WRES Report 2023

Workforce Disability Equality Standard

NHS England have incorporated the Workforce Disability Equality Standard (WDES) into the 2019 NHS Standard Contact. The standard requires organisations to demonstrate progress against a number of indicators of workforce equality. Our results and associated action plans are published below.

Stockport Workforce Disability Equality Standard WDES Report 2023

Gender pay gap reporting

On 31 March 2017, it became mandatory for public sector organisations with more than 250 employees to report annually on their gender pay gap. The gender pay gap is an equality measure that shows the difference in average earnings between women and men. In order to meet this legislation, we have published our gender pay gap below and on the Government’s website.

Stockport NHSFT Gender Pay Gap Report 2023-24 Stockport

Learning Disability

We offer unique support for people with learning disability - the strength of our outlook is the partnership approach between service users, carers and external organisations. Read more about our support for people with learning disability.

What to do when you are feeling unwell - multilingual patient videos

Stockport lies just a few miles form Manchester, one of the most linguistically diverse cities in Europe and home to over 150 different languages. Clinical Commissioning Groups (CCG`s) have been working closely with multilingual GPs to develop a new approach to help reach local people whose first language may not be English.

Working in conjunction with local GPs, we have produced a number of videos, which are available in Arabic, Bengali, English, Punjabi and Urdu. These videos provide information on what to do when you are feeling unwell. The GPs explain which NHS services are available to use such as pharmacies, 111, GPs, and A&E. Click here to view these videos.

Equality Impact Assessments

The purpose of an Equality Impact Assessment (EIA) is to improve the work of the Trust, by promoting equality and ensuring that policies and functions do not discriminate either directly or indirectly against staff and service users.

EIA’s are completed as part of all Policies, SOP’s and Services (not undergoing re-design) and can be viewed within the policy/SOP/Services document.

NHS England have incorporated the Workforce Race Equality Standard (WRES) into the 2015/16 NHS Standard Contact. THe standard requires organisations to demonstrate progress against a number of indiactors of workforce equality. Our results and associated action plan are published below.