WeBelong

We serve one of the most diverse populations in the country, and we're committed to eliminating discrimination, valuing diversity and promoting equality of opportunity to build and sustain an inclusive environment to deliver and receive safe and compassionate care.

It is our policy to ensure that no service-user, employee or job applicant is treated less favourably on the grounds of their sex, colour, ethnic or national origin, disability, age, sexual orientation, gender reassignment, religion or belief, social background, marital status, hours worked, responsibilities as a carer, trade union activities, unrelated criminal conviction, or blood-borne virus status.

Our main local areas, Newham and Tower Hamlets, together with Waltham Forest, are among London’s youngest, most diverse and most deprived communities, with a significantly higher proportion of people aged 24 and under than the UK average. Parts of northeast London are also anticipating an increase in residents aged over 65, with resultant implications for health care as older people are generally higher users of health services.

Diversity at Barts Health[pdf] 6MB

As a healthcare provider and a major local employer, with our vision to be a high performing group of NHS hospitals, renowned for excellence and innovation and providing safe and compassionate care to our patients in east London and beyond, we recognise our role in the wider community to promote equality and eliminate discrimination.

Our diversity and inclusion positive action charter

Our  diversity and inclusion positive action charter sets out our organisational commitment to positive action in relation to diversity and inclusion at Barts Health.

How to give us feedback

If you have any suggestions on how we could further improve, please share them with us. You can email the inclusion team or write to:

The inclusion team

Organisational development
Barts Health NHS Trust
Floors 8 and 9
20 Churchill Place
Canary Wharf
London
E14 5HJ

As equality is at the heart of our continued commitment to be the best employer of choice and the very best environment for receiving healthcare and to also meet statutory requirements, each year we publish our equality information:

2023

• Gender Pay Gap 2023 [pdf] 1MB
• WRES (Workforce Race Equality Standard) 2023  [pdf] 1003KB
• WDES (Workforce Disability Equality Standard) 2023 [pdf] 1MB

2022

• NHS Equality Delivery System 2022 [pdf] 259KB
• WRES (Workforce Race Equality Standard) 2022 [pdf]
• WDES (Workforce Disability Equality Standard) 2022 [pdf]
• Gender Pay Gap 2022 [pdf] 1MB
• Career Development.pdf [pdf] 4MB

2021

• WeBelong one year on report [docx] 3MB
• WDES 2021 [docx] 420KB
• WRES Report 2021[docx] 394KB
• Inclusion matters: equality information report 2020-21 (including gender pay gap report) [pdf] 3MB

2020

• Gender pay gap report 2020 [pdf] 3MB
• WDES Annual Report 2020.docx [docx] 382KB

One of the ways we are helping Barts Health become a place WeBelong is through the development of specific staff networks that contribute to addressing and solving problems for all under-represented and disadvantaged groups and individuals within our organisation.

We have six staff networks:

• BAME network
• Women's network
• BartsAbility network
• LGBTQ+ network 
• Carer's network 
• Interfaith network 

Our diversity networks offer a place for staff to come together, share experiences and facilitate learning and development. In turn, they help to shape the way we work so we can be an inclusive place for both staff and patients. 

Inclusive language creates inclusive workplaces and, by sharing yours, it makes it easier for someone who is gender non-conforming to share their pronouns. 

Gender pronouns are words that a person uses to describe themselves or would like others to describe them.  For cisgender people, the common pronouns are she/her/hers or he/him/his. However, people who do not conform to the binary male/female categorisation may use they/them/theirs. 

By including pronouns in our email, we can help bring awareness and demonstrate inclusivity internally and externally and show consideration and respect that pronouns are an important part of gender identity.