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NHS equality, diversity, and inclusion improvement plan (england.nhs.uk) “This EDI improvement plan supports the long term workforce plan by improving the culture of our workplaces and the experiences of our workforce”

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Key principles – EDI is everyone’s Business 1. Achieving equality of health outcomes requires; identification of barriers and biases, targeted action to overcome specific inequalities, discrimination and marginalisation. Understanding that multiple forms of inequality or disadvantage sometimes combine to create obstacles that cannot be addressed through the lens of a single characteristic in isolation. 2. Aim of the plan; Improve equality diversity and inclusion, Enhance the sense of belonging for NHS staff to improve their experience. Impact positively on protected groups as defined in the Equality Act 2010 and individuals beyond these definitions.

To be intersectional, recognising that people have complex and multiple identities.

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NHS built on the values of: Everyone counts, Dignity and respect Compassion Improving lives Working together for patients Commitment to quality. “Staff are at the heart of everything the NHS does and always will be” To build for the future, we must inspire new staff to join and encourage existing staff to stay. Staff work in an environment where they feel they belong, can safely raise concerns, ask questions and admit mistakes Leads to improved patient care and outcomes. = essential for staff morale

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Context “The NHS must welcome all, with a culture of belonging and trust. We must understand, encourage and celebrate diversity in all its forms” NHS People Plan 2020 An inclusive culture improves retention, supporting us to grow our workforce, deliver the improvements to services set out in our Long Term Plan, and reduce the costs of filling staffing gaps”. Amanda Pritchard, Chief Executive, NHS England

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