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Equality, Diversity and Inclusion Strategy 2025 - 2029 Creating a values based culture “The NHS must be a place where all are welcome, with a culture of belonging and trust. We must discrimination, violence and bullying have no place.” understand, encourage and celebrate diversity in all its forms. The NHS must be a place where NHS Long Term Plan March 2025 1

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Table of Contents FOREWORD .................................................................................................................................... 3 INTRODUCTION .............................................................................................................................. 4 SETTING THE CONTEXT................................................................................................................

5 National and local..............................................................................................................................5 Our Workforce.................................................................................................................................. 6 Our Communities.............................................................................................................................. 6 Our legal duties.................................................................................................................................

7 OUR STRATEGY.............................................................................................................................. 7 Goal Alignment.................................................................................................................................. 8 Compassionate, Inclusive Leadership............................................................................................... 8 Awareness and Education................................................................................................................

9 Data.................................................................................................................................................. 9 Approach.......................................................................................................................................... 9 Five areas of focus........................................................................................................................... 10 THE OVERALL WORK PROGRAMME..........................................................................................

10 Living our values.............................................................................................................................. 10 Improvement and innovation........................................................................................................... 13 MEASURING SUCCESS................................................................................................................ 13 DELIVERY...................................................................................................................................... 15 GOVERNANCE AND ACCOUNTABILITY.....................................................................................

16 Staff Inclusion Networks.................................................................................................................. 16 Appendix 1 – EDI Strategy Action Plan...................................................................................... 19 Appendix 2: What is Equality, Diversity and Inclusion?........................................................... 21 Appendix 3: Legislation and national......................................................................................... 23 Appendix 4: Useful Links............................................................................................................ 26 March 2025 2

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FOREWORD Equality, Diversity and Inclusion (EDI) matter greatly to us as a Trust; we view EDI at the heart of all we do and is reflected in our values. The Board of Directors recognise the importance of EDI as being critical to delivering excellent patient care and supporting staff to feel that ESNEFT is a great place to work, a Trust they would recommend and an Employer of Choice. We are committed as a Trust to the elimination of discrimination, harassment and reducing health inequalities by promoting equity of opportunity and dignity and respect for all our patients, service users, their families, carers and our people in line with the Equality Act (2010).

We take our Equality Public Duty seriously in all we do. The key responsibilities for ESNEFT, as a large local employer and provider of services, are to call out inequity wherever we see it, take the appropriate actions and most importantly proactively promote inclusion and respectful interactions for all our colleagues, patients and service users. This strategy has been updated and it now aligns with the equality, diversity and inclusion actions within the national NHS Long Term Plan and the NHS EDI Improvement Plan as well as our ESNEFT Workforce Strategy.

It has been developed in partnership with our leaders, staff network groups, patient partners, Freedom to Speak Up Guardian, patient engagement leads, staff and Trade Union colleagues. Our staff network groups and Trade Union partnership working forums have been instrumental in providing increased feedback to inform the Trust of the need for change to reduce potential organisational barriers and we are thankful to our existing and emerging staff network leads. We want to move beyond compliance and ‘tick boxing’ to create an inclusive culture at the Trust and a sense of belonging, where all individuals are treated fairly.

As part of a wider cultural change programme, we want to ensure that every member of staff feels properly valued and engaged in the development of this. We have set up an EDI Strategic Reference Group with the support of external partners to map out and monitor the medium to long term changes we want to make. We will increase the visibility of EDI, sharing progress not only against statutory requirements but focussed on the continued improvement work and their emerging themes. We look forward to celebrating the progress we are making with all of our stakeholders and partners in the system. On behalf of the Trust Board, we look forward to working with you to deliver this work.

Hussein Khatib Kate Read Non-Executive Director / Director of People & Organisational Lead for Equality, Diversity and Inclusion Development March 2025 3

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INTRODUCTION East Suffolk and North Essex Foundation NHS Trust (ESNEFT) is one of the largest healthcare organisations in East Anglia, following the merger of Colchester Hospital University NHS Foundation Trust and The Ipswich Hospital NHS Trust in July 2018. We provide services from Colchester and Ipswich Hospitals, Aldeburgh, Clacton, Halstead, Harwich and Felixstowe Community Hospitals and Bluebird Lodge near Ipswich, to over one million people. We also provide community services in Suffolk and North Essex and have over 12,000 people working and volunteering across our hospitals and community services.

Our Equality, Diversity and Inclusion Strategy outlines our ambitions to become a truly inclusive employer for our staff, and service provider for our service users and the communities we serve. Our Trust Philosophy – ‘Time Matters’, with the associated values and behaviours have been developed and are at the heart of our organisation. They define who we are and how we behave. Our commitment to EDI and this supporting strategy is designed and is integral to our working to evidence these in practice. ESNEFT recognises that we have a corporate responsibility and opportunity to engage our whole community. Valuing diversity ensures an inclusive environment for staff and patients alike.

We also know that celebrating individual differences and bringing diverse teams together with disparate styles and talent is essential for innovation and continuous improvement for patients, service users, their families, carers and our staff. We are extremely proud in what has been achieved thus far. Through the gradual establishment of our staff networks and the lived experience of our staff and patients, together with the evidence from our statutory EDI reporting, we know that we need to do more to actively champion equality, diversity and inclusion in everything we do. This strategy outlines our approach and intent – a deliverable plan that will strive to:

eliminate discrimination, harassment and victimisation in all its forms; improve year on year reported patient and staff experience for protected groups; March 2025 4

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