Equality and Diversity
King’s serves a richly diverse population and works hard to ensure that all our services are fair and equally accessible to everyone. Nowhere is this more obvious than in the way we look after our staff.
We aim to employ a workforce which is as representative as possible of this population, so we are open to the value of differences in age, disability, gender, marital status, pregnancy and maternity, race, sexual orientation, and religion or belief.
King’s believes that as a public sector organisation we have an obligation to have recruitment, training, promotion and other formal employment policies and procedures that are sensitive to these differences. We think that by doing so, we are better able to treat our patients as well as being a better place to work.
Our vision is to be effortlessly inclusive. This applies to staff, patients, and patients’ families. To achieve this we aim to:
- treat everyone with respect and dignity at all times
- challenge discriminatory behaviour and practice
- recognise and embrace diversity
- ensure equal and easy access to services
- ensure equal access to employment and development opportunities
- consult and engage with staff, patients and their families to ensure that the services and the facilities of the Trust meet their needs.
For more details see our Diversity and Inclusion Strategy 2017-2020.
Equality Act (2010) - Public Sector Equality Duty
The Equality Act 2010 (the Act) replaces previous anti-discrimination laws with a single Act. The Act’s aim is to simplify the law, remove inconsistencies and make it easier for people to understand and comply with, as well as strengthening the law to help tackle discrimination and inequality. The majority of the Act came into force on 1st October 2010 and the Public Sector Equality Duty came into force on 5th April 2011. The Equality Duty ensures that all Public Bodies play their part in making society fairer by tackling discrimination and providing equality of opportunity for all.
The Equality Duty is a duty on Public Bodies and others carrying out public functions. It ensures that public bodies consider the needs of all individuals in their day to day work, in shaping policy, in delivering services and in relation to their own employees.
The Equality Duty covers the following protected characteristics:
- Gender Reassignment
- Marriage and Civil Partnership
- Pregnancy and maternity
- Race - this includes ethnic or national origins, colour or nationality
- Religion or belief (this includes lack of belief)
- Sexual orientation
The Equality Duty has three aims. It requires public bodies to have due regard to the need to:
- Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Act
- Advance equality of opportunity between people who share a protected characteristic and people who do not share it
- Foster good relations between people who share a protected characteristic and people who do not share it.
Equality Delivery System
As part of the Equality Act, public sector organisations must publish evidence to confirm they are meeting the three aims of the Act. The evidence presented by the Trust has been collated as part of the implementation of the Department of Health’s Equality Delivery System (EDS 2). Please see:
The EDS is designed as a tool to be used to help all staff and NHS organisations understand how equality can drive improvements and strengthen the accountability of services to patients and the public. It will help ensure that everyone - patients, public and staff - has a voice in how organisations are performing and where they should improve.
The EDS encourages Trusts to work with their service users, staff and stakeholders to gather and analyse information on equalities, set equality objectives and make the changes required to become better employers and improve how frontline health services deliver good health outcomes for the protected groups.
We use the EDS framework to support us in developing our inclusion objectives which are monitored and reviewed via relevant Board-level committees. Progress is reported to the Trust Board via six-monthly updates and our annual inclusion report. Staff are kept up to date via the Chief Executive's Brief which is issued monthly and via other regular communication channels.
All of this ensures that inclusion is not just a 'tick box' exercise but something that is embedded in our every day activity.
Equality Impact Assessments
We use Equality Impact Assessments (EIAs) to help us look at what impact an existing or proposed policy, procedure, practice or service is likely to have on different groups of people. They aim to eliminate discrimination and improve equality. EIAs assess a number of important areas, including race, disability and gender.
Workforce Equality Report
See our Workforce Equality Information Report 2018 for details of how the Trust has worked to promote equality, diversity and inclusion in April 2017-March 2018.
Workforce Race Equality Standard
As part of our work to build an inclusive culture we are pleased to report on the Workforce Race Equality Standard (WRES).
The WRES requires NHS organisations to demonstrate progress against nine race equality indicators. The report aims to show any differences in how white staff, and black and minority ethnic (BME) staff, are treated. This is to help the Trust take action where needed to address this. From 2016, the report has been accompanied by an improvement plan which gives more detail about how progress will be made.
The aim of WRES is to support the career development of BME staff and ensure the Trust workforce is representative of the communities it works in.
- Workforce Race Equality Standard - Report and Improvement Plan 2017-2019
- Workforce Race Equality Standard - Report 2016
- Workforce Race Equality Standard - Improvement Plan 2016
- Workforce Race Equality Standard - Report 2015
Workforce Disability Equality Standard
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) that will enable NHS organisations to compare the experiences of disabled and non-disabled staff.
The implementation of the WDES will enable us to better understand the experiences of our disabled staff. It will support positive change for existing employees and enable a more inclusive environment for disabled people working in the NHS.
Gender pay reporting
The Gender Pay Gap legislation requires all organisations – public and private – with over 250 employees to publish and report specific figures about their gender pay gap.
- Gender Pay Gap Report - 2020 based on a shapshot date of 31 March 2019
- Gender Pay Gap Report - 2019 based on a shapshot date of 31 March 2018
- Gender Pay Gap Report - 2018 based on a snapshot date of 31 March 2017
The gender pay gap is the difference between the average earnings of men and women, expressed relative to men’s earnings and is being reported by all Trusts in three categories – Hourly, Pay Quartiles, and Bonus Pay.
The Trust’s gender pay gap is largely due to the proportion of male consultants in the upper quartile of our pay distribution.