At Norfolk Community Health and Care NHS Trust we are committed to ensuring equality and diversity is central to the way we deliver healthcare services and how we support our staff.

We seek to improve the quality of people’s lives, in their homes and community by providing the best in integrated health and social care. We want to do that by offering care that is compassionate and personal to individuals. This means recognising and responding to their different needs and circumstances to provide care consistently to everyone. We will work together with the public and our patients to overcome barriers to delivering good care. As an employer we will give equal opportunities to our staff and value the diversity of our workforce.

As an NHS Trust we also have legal duties with which we must comply.  These relate to individuals who receive care from us or work for us. Very simply this means that people cannot be treated less favourably because of, for example, their race, age, gender, disability, religion or sexual orientation.  

We will use a process used across the NHS called the Equality Delivery System 2 to help us fulfil our duties.  The work will be led by our Equality and Diversity steering group and overseen by the Board of Directors who lead the Trust.

We encourage everyone to support our commitment to equality and diversity and work with us to implement the Equality Delivery System 2.

Advocacy is important to NCH&C and we have appointed and trained a number of advocates and champions to help guide and support patients, members of the public and our staff. If you have a query, please contact PALS on 01603 697300 or email

Equality & Diversity Steering Group

Norfolk Community Health and Care NHS Trust is committed to ensuring that it delivers a fair and equitable service to all patients and provides fair and equitable employment to all employees.

An Equality and Diversity Steering Group meets every two months to oversee service delivery, workforce data and to steer the organisation to address any emerging issues.

The steering group is chaired by the Deputy Chief Executive and membership includes a Non Executive Director, PALS, Health Watch, expert service users, staff ambassadors as well as interested staff. The steering group reports to the Trust’s Quality Risk Assurance Committee (QRAC) and in turn the Board.

The role of the steering group is to oversee all the E&D activities, making sure they are embedded into our daily business by influencing the thinking and behaviour of the organisation and its members and is responsible for ensuring compliance with all statutory duties, monitoring and legislative requirements, and celebrating change.

If you would like to be involved, please contact or for an informal chat.

Equality and Diversity objectives

A paper was approved by the Board of Directors on 27th January 2016 which outlined the Trusts objectives for equality and diversity for the next three years.  Following the conclusion of this period, the Trust has engaged a variety of stakeholders including using the Your Voice Our Future platform to consult on the Trust’s next objectives.

As a result of this consultation, five objectives are proposed for the next three years to March 2022.  These will be annually reviewed and will be the framework for equality and diversity in the Trust.

The trust’s objectives are:

  1. Ensure we provide a positive patient experience for all patients regardless of their identity and protected characteristics
  2. Accessible information and communication with patients
  3. Ensuring we have metrics to support this objective
  4. Recording of multiple disabilities so that appropriate support is provided

Links to annual priorities “Improving Our Quality” and “Securing the Future”.

  1. Ensure that NCHC is a fair and inclusive employer of choice
  2. Equitable career progression for all staff groups and for staff of all protected characteristics
  3. Fostering talent which is fair and inclusive
  4. Monitoring staff experiences and responding appropriately
  5. Fair recruitment processes

 Links to annual priorities “Enabling Our People” and “Securing the Future”.

  1. Improve the awareness and understanding of our staff of the different identities of staff and patients, and the protected characteristics
  2. To reduce the “honesty gap” in disclosing their protected characteristics appropriately
  3. To develop case studies to improve awareness and understanding of different protected characteristics amongst staff and patients
  4. To celebrate diversity events, such as Norwich Pride, religious festivals and the NHS Equalities Week to build knowledge and understanding amongst our staff

Links to the annual priorities “Enabling Our People” and “Improving Our Quality”. 

  1. Provide support to our services to actively engage in the equality and diversity workstream to recognise and meet our patient’s diverse needs
  2. Ensure equality and diversity is championed and embedded at a local level across the trust
  3. Seek assurance that services are delivered in a way that is consistent with the Public Sector Equality Duty

Links to the annual priorities “Improving Our Quality” and consistent with our approach to support further autonomy, delegation and local ownership. 

  1. Ensure NCHC is working towards meeting the requirements of the anticipatory duty to make reasonable adjustments on public functions in the Equality Act
  2. Understand the requirements that are placed on the Trust and undertake a baseline assessment
  3. Develop plans to address areas for improvement, focusing on autism and learning disabilities initially
  4. Extend improvement programme with a planned approach to meet the duty for all disabled persons generally

Links to the annual priorities “Improving Our Quality” and “Enabling Our People”. 

The trust has consolidated the equality and diversity activities at a Trust level and has an ambition to develop the support for localities and services at a more local level, therefore all the actions from the frameworks have been incorporated into one action plan.

A summary of this, detailing the actions associated to each framework, is available to download.

The Public Sector Equality Duty

  • Eliminate unlawful discrimination
  • Advance equality of opportunity
  • Foster good relationships

As an organisation we intend to demonstrate that we are achieving this by publishing progress against our objectives.

To improve the equality performance of this organisation, making it part of mainstream business for the Board and all staff to meet the requirements of the Equality Act and to involve patients and communities to achieve:

  • Better health outcomes for all
  • Improved patient access and experience
  • Empowered, engaged and included staff
  • Inclusive leadership at all levels

Scrutiny is provided by the steering group report which reports through the Boards Quality and Risk Assurance Committee.

NHS Equality Delivery System and the Equality Act 2010

The Equality Delivery System (EDS) was commissioned by the national Equality and Diversity Council in 2010 and launched in July 2011. It is a system that helps NHS organisations improve the services we provide for our 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.

The main purpose of the EDS2 was, and remains, to help local NHS organisations, in discussion with local partners including local populations, review and improve their performance for people with characteristics protected by the Equality Act 2010. By using the EDS2, NHS organisations can also be helped to deliver on the Public Sector Equality Duty.

For more information:

EDS2 Summary Report July 2019

Workforce Race Equality Standard

In April 2015, NHS England introduced the WRES to ensure employees from black, Asian and minority ethnic (BAME) backgrounds have equal access to career opportunities and received fair treatment in the workplace. 

This information is used by the trust to develop local actions and enable us to measure progress against the indicators of race equality.  The trust is required to publish our data relating to these standards. 

For more information:

WRES Reporting Template 2020

Workforce Disability Equality Standard

In April 2019, NHS England introduced the WDES, a set of ten specific measures (metrics) that will enable NHS Organisations to compare the experiences of disabled and non-disabled staff. 

This information is used by the trust to develop local actions and enable us to measure progress against the indicators of disability equality.  The trust is required to publish our data relating to these standards. 

For more information:

WDES Reporting Template 2020

Disability Confident

Disability confident Leader logo

We are a Disability Confident Leader

What is Disability Confidence?

A Government led initiative which supports employers to recruit and retain disabled talent. Employers can sign up to this if they are committed to or already completing certain actions.
It also helps customers and other businesses identify employers committed to equality in the workplace.
There are three levels to this scheme to identify between employers at different stages in the process.

Disability Confidence at NCH&C

NCH&C/we has been a part of the Disability Confident scheme for several years as a Disability Confident Employer. In 2020, we/NCH&C became the first NHS organisation in Norfolk to achieve Disability Confident Leader status.

Examples of Disability Confidence:
• Launched a new Disability Policy
• Disability Ambassador joined our Staff Ambassador group
• Introduction of Staff Ambassador Network Forum on Microsoft Teams
• Training and initiatives to support mental health, e.g. Mental Health First Aiders
The trust does not see disability as a barrier and wants to support staff with disabilities to feel valued and able to reach their full potential. For this reason, the trust continues to meet and build on its commitments as a Disability Confident Leader.

Disability Confident voluntary report Sept 2021 v0.7.pdf 

Gender Pay Gap

In 2018 the government made gender pay gap (GPG) reporting mandatory by amending the Equalities Act 2010 (Specific Duties and Public Authorities) Regulations 2017 so that all public sector employers with more than 250 employees are required annually to measure and publish their gender pay gap. 

Each year, the figures from a snapshot date of 31 March the year before must be reported on no later than 30 March this year. 

The following document provides the trust’s gender pay gap report for this year.

NCH&C Gender Pay Gap Report 2021