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Our aim is to ensure that our services and employment are accessible and fair. To ensure all employees and service users are treated with respect and not subject to any form of discrimination, harassment or victimisation on the basis of their nine protected characteristics of the Equalities Act 2010.

  • age
  • disability
  • gender reassignment
  • marriage and civil partnership
  • pregnancy or maternity
  • race (this includes ethnic or national origins, colour or nationality)
  • religion or belief (including lack of belief)
  • sex
  • sexual orientation

We are committed to promoting equality of opportunity and eliminating discriminatory practice. The Trust endeavours in every aspect of service and employment to be as inclusive as possible. As a result it has achieved ‘two ticks’ status.

All staff, patients, guests and contractors have a responsibility to ensure they do not discriminate directly or indirectly, intentionally or unintentionally.

Equalities Report
The report below presents a comprehensive profile of the Trust’s staff and patients with regard to equality and diversity, focusing in particular on the nine protected characteristics. There are some limitations with the data reporting, relating both to the official census figures and demographic information provided on a voluntary basis.

Gender pay gap reporting
In line with the legal requirement to publish Gender Pay Gap Data Homerton University Hospital NHS Foundation Trust has completed this exercise and the Trust’s data can be found on the Government Website here

The trust is committed to equality and is currently working on some of the issues the data highlights as follows:




Average and Mean Hourly Rates

Women earn less than men

Further interrogate data to understand why this effect is occurring and develop action to address

Representation of Women in Quartile 4

Women underrepresented in Quartile 4 (highest hourly rate group) compared to their presence in the general workforce (78% women / 22% men)

Further interrogate data to understand why this effect is occurring and develop action to address

Bonus Pay Ratio

Less Women receive a bonus than men

As part of the Medical Consultant bonus scheme (Clinical Excellence Awards) ensure women are actively encouraged to apply


Useful links

More information

In response to the WRES 2016-17 the Trust have:
- action plans in response to the 2015 National Staff Survey and WRES
- further analysis of workforce data to identify trends
- an Equality steering group inc. updating the E&D objectives 2016-18.
- embedding the findings in the workforce strategy
- raising the focus of Equality and Diversity within the Trust’s overall workforce strategy
- implementing the Equality Delivery System 2 (EDS2)

See our most recent Workforce Race Equality Standards (WRES) 2016-17 report findings at the end of this page.