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- Brent, the most ethnically diverse borough in London.
- Harrow, the most religiously diverse borough in London, and home to the largest Afghani community in the UK.
- Migrant populations entering the UK through major gateways on our patch: Heathrow (Hillingdon), St Pancras (Camden) and Victoria (Westminster).
- Milton Keynes has one of the fastest growing populations outside London. It has a younger age profile than England (21% of the population is under 15), and a relatively small older population. There is a broad demographic spectrum with a number of minority groups, none of which are significantly larger than the others.
- Westminster, which includes the centre of the UK Chinese community in Soho.
- A significant Traveller community in Hillingdon.
- Students from all over the world attending London universities: 11% of Camden’s population is made up of students.
- A large, well-established Arabic-speaking population of various origins in Kensington and Chelsea. This borough also has the most marked health inequalities than anywhere else in the UK when comparing life expectancy of the richest and the poorest.
- A significant Lesbian, Gay, Bisexual and Transgender population that gravitates to central London from across the UK.
- A high number of foreign nationals within the prison populations that we serve.
- Black and Minority Ethnic Staff Network
- Disability Equality Network
- Lesbian, Gay, Bisexual and Transgender Staff Network
- Faith and Spirituality Implementation Group
- Community Development Workers' Network
Equality and diversity
We're passionate in our belief that everyone has the right to receive the same level of care, regardless of who they are or where they live. Equally, our workforce, which reflects the diverse population of our communities, will have equal opportunities for development.
We’re fortunate to work in one of the largest and most culturally diverse cities in the world. Our catchment area in London spans diverse communities, with over 150 first languages spoken, containing great areas of affluence as well as areas with much deprivation. The following are some examples of the diversity of the population that we serve:
For us, equality is about fairness, yet it is also more than that. It is about encouraging, enabling and supporting people, whether they are our staff, or service users and their carers, in ways that are sensitive and responsive to their unique and individual needs and personalities. As a Trust, we want to make positive and constructive use of diversity. We want to encourage multi-cultural teamwork in which staff can feel comfortable in drawing on their personal and cultural heritages to inform good and sensitive practice. This has to then enrich our delivery of health care and the management of, and collaboration between, our staff.
Within the Trust, there is a central Equalities and Diversity Group chaired by the Director of Operations and Partnership, which is also attended by the Director of Human Resources. A central Equalities and Diversity Team co-ordinates a network of Equalities Leads who then co-ordinate local groups to take forward identified equalities priorities. In addition, the Trust has a number of staff networks:
and other groups and networks taking forward the equalities and diversity agenda:
Whilst we also offer our staff a range of equalities and diversity-related training, emphasising the importance of cultural competency in both service provision and staff relations, we are always looking to improve and develop. The Trust has therefore identified the development of further equalities-related training packages as one of our key equalities objectives over the next four years.
CNWL is proud to be participating in the Stonewall Diversity Champions Programme as part of its commitment to sexual orientation equality.
As announced in March 2014, CNWL came first in the Stonewall Healthcare Equality Index, which showcases the most gay-friendly healthcare organisations in England. The Healthcare Equality Index is a new tool for health providers to benchmark and track their progress on equality for their lesbian, gay and bisexual patients and communities. Thirty-two healthcare organisations entered the Index and were assessed against criteria including policy and practice, engagement and communication, health promotion and staff training. Robyn Doran, CNWL Director of Operations and Partnerships, and LGBT Executive Lead, commented, “As the Director leading on this area of work, I was delighted to hear that we topped the Healthcare Equality Index. I think it demonstrates our commitment and hard work in this very important area.”
- Board of directors