Equality
All public bodies must treat people from different groups and backgrounds fairly and equally. This could be in our services, our jobs and through the money we spend.
The Equality and Inclusion team looks after all areas of equality, diversity and inclusion, and works to make sure the Trust actively thinks about inclusion in all of its work. The team supports the Trust to meet its legal requirements under the Equality Act 2010, for staff and service users.
We work to ensure that all staff, students, service users and visitors are treated fairly and with dignity and respect. We also work closely with our third sector partners particularly from underrepresented communities, to make sure everyone has a voice and is listened to.
As a Trust we have a duty to:
- Stop unlawful discrimination, harassment or victimisation,
- Make sure we provide equal opportunities, and
- Foster good relations.
- Equality ActBack up
The Equality Act 2010 applies to all organisations that provide a service to the public.
The Act protects people from being discriminated against because of a certain characteristic. These are known as protected characteristics. They are:
- Age
- Disability
- Gender reassignment
- Pregnancy and maternity
- Race (this includes ethnic or natural origin, colour and nationality)
- Religion or belief
- Sex (male or female)
- Sexual orientation
- Marriage or civil partnership
It is against the law to discriminate against, harass or victimise a person when providing a service or function.
- Equality analysisBack up
Under the Equality Act 2010, the Trust is required by law to carry out an equality analysis before making any decision.
In this we have to ensure that we think about the needs of service users based on their protected characteristics.
However, our approach to equality analysis has to be relevant and in proportion, which means focusing on areas that are significant for specific protected groups.
The analysis involves using equality information, as well as talking to people from protected groups and others, to understand the actual effect or the possible effect of the decision.
It helps the Trust to take practical steps to tackle any negative effects or discrimination, to advance equality and to foster good relations.
- NHS Equality Delivery SystemBack up
The Equality Delivery System (EDS) helps NHS organisations improve the services they provide for their local communities and provide better working environments, free of discrimination, for those who work in the NHS, while meeting the requirements of the Equality Act 2010. The EDS was developed by the NHS, for the NHS, taking inspiration from existing work and good practice.
By using the EDS, the Northamptonshire Healthcare NHS Foundation Trust is further supported to deliver its Public Sector Equality Duty.
There are four EDS goals that relate to issues that matter to people who use, and work in, the NHS:
- Better health outcomes for all
- Improved patient outcomes and experience
- A representative and supported workforce
- Inclusive leadership
NHFT Equality Delivery System documents
- Patient equality and diversity dataBack up
Here at NHFT, equality and inclusion are high priorities for us.
We believe that understanding the equality and diversity data for those we care for will help us to improve patient care and outcomes. Understanding the backgrounds of our patients, service users and carers can make a real difference to the services we provide and care we deliver, making sure that individual needs are considered and patient care remains high quality. This includes patient and service user protected characteristics outlined in the Equality Act 2010.
Why do we collect this data?
We recognise people may be protective of their personal data and will want to know why it is needed and how we are going to use it. We collect this data for these reasons:
- Assurance - we need to be sure that the services we deliver meet the needs of our patients and service users and we need to identify any disadvantages in the services we offer
- Getting it right - we monitor the data collected so we can provide the right quality care to meet the needs of all our communities
- Our duty - we have a legal duty as part of the Equality Act 2010 to ensure no-one is discriminated against through our Trust or the services or care we provide. This applies to our colleagues, patients, service users, carers and their families
- Early warning - it helps us identify any trends and early health inequalities so we can really concentrate on these areas and address any inequalities to make a difference
- Service access - the data helps us to understand who is really accessing our services and who isn't. It may be that there are certain groups who don't access our services at all, and we need to understand the reasons for this
- Services of a high standard - the data helps us to provide quality, culturally sensitive and clinically appropriate services
How do we collect this data?
We collect equality and diversity data through conversations with the people who use our services. This data is important as it is forms part of our patients' and service users' clinical records, so must be correctly completed and up to date at all times.
Where is the data kept?
All patient and service user data is kept completely confidential. Data is used anonymously to monitor and report on our services to ensure we are providing an equitable and equal service.
How has this data made a difference?
Data like this has made a difference in a number of different projects and initiatives, from engagement projects and community events to services such as our Diabetes Multi-Disciplinary Team and NHS Northamptonshire Talking Therapies - as well as so many more!
Who should I contact for more information?
For more information please contact the NHFT Equality and Inclusion team by emailing
EqualityInclusionTeam@nhft.nhs.uk - Equality objectivesBack up
The Public Sector Equality Duty (PSED) section 149 of the Equality Act (2010) requires NHS and other public sector organisations to publish equality objectives at least every four years. This is to show progress in equality for groups with protected characteristics and beyond. NHFT is dedicated to embedding equality, diversity and inclusion (EDI) across everything we do at the Trust.
Our Equality Objectives 2026-2030 were published in June 2026 and outline NHFT's new equality objectives relating to patients, service users, carers, families and colleagues working for the Trust. Setting these objectives helps us to show how we continue to meet the needs of our diverse workforce and provide services that improve outcomes and experience for all protected groups in our local communities.
As part of our work to embed equality into health services, we engage with stakeholders, including our Equality Inclusion Assurance Board (EIAB) members, patient experience pathway groups and Patient and Public Experience Steering Patient Engagement Group (PEG) members, partner organisations, volunteers and governors.
To create our equality objectives, we drew on the experiences and data analysis of patients, service users, carers and the wider public. We believe that this is needed to shape quality services that meet the needs of our diverse communities.
- Equality Objectives 2026-2030Back up
Introduction
Under the Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017, we must publish equality information, set at least one equality objective every four years, and report gender pay gap data.
As Northamptonshire Healthcare Foundation Trust (NHFT) and Leicestershire Partnership Trust (LPT) move to a shared Group model, our equality, diversity and inclusion (EDI) objectives will form the foundation of joint action plans aligned to national standards, including the Workforce Race Equality Standard (WRES), Workforce Disability Equality Standard (WDES) and Equality Delivery System (EDS).
This update presents the proposed EDI objectives for 2026-2030, delivered through a phased, year-on-year approach to ensure measurable, sustainable improvement across our workforce and services.
- New approachBack up
- Agreed new approach to move to Group (NHFT & LPT) objectives
- Equality objectives previously linked to NHFT Care Delivery Pathways
- First iteration captured in the Equality, Diversity and Inclusion (EDI) Plan for 2026-2030
- Workforce-focused objectives
- Reporting via Joint People in Common Committee and associated governance arrangements
- Our Group Equality ObjectivesBack up
The following strategic EDI outcome objectives will underpin our action plans for both LPT and NHFT. These actions will be published annually and aligned to key standards including Workforce Race Equality Standard (WRES), Workforce Disability Equality Standard (WDES) and Equality Delivery System (EDS).
- Achieve equitable (on merit) representation of ethnic and cultural minority staff at senior levels, ensuring that leadership demographics proportionately reflect the wider workforce and ensuring that leadership demographics proportionately reflect the wider workforce at band 8a and above
- Create safer working environments for all staff with the aim of harm reduction by increasing reporting of incidents and ensuring that support is always accessible for staff
- Improve access to timely and effective reasonable adjustments for candidates and employees with disabilities and support for working carers, enabling individuals to perform at their best through appropriate and personalised support
- Reduce and close gender, ethnicity and disability pay gaps year on year through targeted interventions and transparent monitoring
- Support our Staff Networks to thrive and shape our EDI improvement journey by involving them in our EDI governance, projects and programmes
- Deliver highly effective cultural competency programmes, aligning to frameworks such as Patient and Carer Race Equality Framework (PCREF), to equip all staff, including managers, with the tools they need to deliver high-quality care and services free from bias
- Year 1: Establishing the foundationsBack up
Goal: Explore and agree our governance arrangements for equality, diversity and inclusion (EDI) across the Group. This will create efficiencies, reduce duplication, and result in more effective, transparent and accountable governance.
Key outcomes include:
- A single Group EDI governance structure with clear reporting lines
- Shared EDI metrics and dashboards
- A unified approach to statutory reporting (WRES, WDES, Gender Pay Gap, EDS)
- Deliver a Group-wide talent development programme for ethnic and cultural minority colleagues in bands 5 to 7
- Align approaches to formal disciplinary cases, reducing disproportionate representation of ethnic and cultural minority colleagues in formal cases
- Standardising inclusive recruitment practices, including seen interview questions, balanced panels, and consistent reasonable adjustment processes
- Implementing a unified approach to reasonable adjustments, including exploration of a simplified referral pathway
- Embedding learning from the culture change programmes on career development and experiences of racism into joint Group ways of working
- Year 2: Aligning and embedding consistent practiceBack up
Goal: Harmonise core EDI processes, policies and interventions across both Trusts to ensure a consistent and equitable experience for staff and patients.
Drawing on best practice from high performing NHS organisations, Year 2 will focus on:
- Introducing a Group wide Inclusive Leadership Framework, with cultural competency training available for all staff and managers
- Aligning Staff Network structures, developing joint action plans, ensuring equitable support, resourcing and influence across both Trusts
- Integrating our shared anti racism action plans into our day-to-day business, building on the Together Against Racism initiative
- Expanding reverse mentoring, reciprocal mentoring and the active bystander schemes, prioritising senior leaders and under represented groups
- Embedding equality, diversity and inclusion (EDI) into all major transformation programmes, including digital, estates, workforce and clinical redesign
- By the end of Year 2, staff should experience greater consistency, fairness and clarity across both organisations
- Year 3: Driving cultural change and measuring impactBack up
Goal: Move from alignment to transformation by embedding inclusive behaviours, improving lived experience, and demonstrating measurable progress.
Year 3 will focus on culture, capability and outcomes, including:
- Measuring the impact of inclusive leadership behaviours embedded within appraisal, talent management and leadership development
- Demonstrating the impact of the cultural improvement programmes, informed by staff voice, Freedom to Speak Up themes and lived experience insights that can be sustained and show cased nationally
- Strengthening community partnerships, ensuring services are culturally informed and accessible
- Developing a Group Equality, Diversity and Inclusion (EDI) Impact Framework, enabling us to measure progress beyond compliance-focusing on lived experience, belonging, psychological safety and equitable outcomes
- By the end of Year 3, we expect to see measurable improvements in staff experience indicators, recruitment and retention outcomes, and patient access and satisfaction
- Year 4: Achieving Excellence and sustaining long-term changeBack up
Goal: Position the Group as a sector leading model for inclusive practice, with equality, diversity and inclusion (EDI) fully embedded into strategy, operations and culture.
Year 4 will focus on sustainability, innovation and external recognition:
- Achieving advanced maturity ratings across all national EDI frameworks (WRES, WDES, EDS, Anti Racism Frameworks)
- Developing a Group EDI Academy, offering specialist training, leadership development and community learning
- Becoming an employer of choice, evidenced by improved recruitment outcomes and enhanced staff survey results
- Publishing an annual EDI Impact Report, demonstrating transparency, accountability and progress
- Sharing best practice nationally, contributing to national learning networks and sector wide improvement initiatives
- By the end of Year 4, EDI will be firmly embedded in the DNA of the Group-shaping decisions, behaviours and outcomes at every level
- Gender pay gap reportingBack up
Employers in the UK with more than 250 staff are required by law to publish their gender pay gap data.
A gender pay gap is the difference between the average hourly earnings of males and females with the figure expressed as a proportion of male earnings. However, it is important to note that this is separate from equal (or unequal) pay.
NHFT's latest gender pay gap information
Joint People Committee in Common - 11 February 2026 - Gender Pay Gap Report [docx] 166KB
- Patient and Carer Race Equality FrameworkBack up
The Patient and Carer Race Equality Framework (PCREF) is a national NHS framework that supports mental health trusts to become actively anti racist organisations and to reduce racial inequalities in care, experience and outcomes.
People from racialised and ethnically and culturally diverse communities can have very different experiences of mental health services.
PCREF applies to all mental health services and all ages - including children and young people, adults and older adults.
It is now part of NHS contract requirements and is reviewed by the Care Quality Commission (CQC) as part of inspections.
For Team NHFT, PCREF is about:
- Listening better to patients, service users, carers and families from diverse ethnic, racial and cultural backgrounds
- Using data wisely to understand where health inequalities exist
- Designing culturally safe care so people from all communities experience fairness, respect and trust
Find out more about the Patient and Carer Race Equality Framework
- Our Staff NetworksBack up
NHFT has four Staff Networks, which have been developed to:
- Give staff in the organisation a safe space for discussions
- Help raise awareness of issues within the wider organisation
- Provide a source of support for individual staff who maybe facing challenges at work
- Offer a collective voice for the workforce to communicate with management
Our Staff Networks are staff-led communities of interest that help create a more equal place to work. They also support our organisation to deliver real change, improve inclusivity and tackle discrimination.
Each of our Staff Networks is supported by an executive sponsor, who take a personal interest in the networks and supporting them to achieve their aims.
If you are interested in becoming a member, ally or champion in one or more of the networks, please get in touch using the contact details given for each network.
- Enable NetworkBack up
For staff who have a disability, long-term condition or are neurodiverse.
The Enable Network supports any member of staff who is disabled, lives with a long-term health condition (physical or mental health) or is neurodiverse. Whether you have a formal diagnosis or not, anyone is welcome to join the network to talk to others who understand, get advice, and benefit from friendly and informal peer support.
If you are interested in health and wellbeing at work and want to support disability equality, please contact:
- Email: enablenetwork@nhft.nhs.uk
- Email: equalityinclusionteam@nhft.nhs.uk
- LGBTQ NetworkBack up
For staff who identify as lesbian, gay, bisexual, trans and those questioning their identity
This network is open to all including anyone who may also be part of marginalised and underrepresented groups. An example of this is someone who is from an ethnic minority and also identifies as LGBTQ+. It is also for those with a positive interest in diversity and inclusion at NHFT. The network welcomes allies, who are colleagues that will stand with LGBTQ+ colleagues.
Please reach out if you want to create a respectful and supportive working environment for all.
- Email: LGBT.Network@nhft.nhs.uk
- Email: equalityinclusionteam@nhft.nhs.uk
- REACH NetworkBack up
For all ethnic minority staff, including white ethnic minorities
The Race, Ethnicity and Cultural Heritage (REACH) network also welcomes any non-ethnic minority colleagues with an interest in promoting race equality and cultural awareness across the organisation.
Please reach out if you are a colleague in our ethnic minority community or want to become a champion of this network.
- Email: reachnetwork@nhft.nhs.uk
- Email: equalityinclusionteam@nhft.nhs.uk
- Working Carers NetworkBack up
For staff who are juggling work with caring responsibilities
You are a carer if you provide unpaid support or look after a family member, friend or partner who needs help due to their age, physical or mental illness or disability.
If you are a carer or someone who wants to understand and support carer colleagues, please get in touch.