Workforce equality, diversity and inclusion
Comprehensive compliance evidence for CQC inspection.
★ CQC Quality Statement — Well-Led
"The workforce reflects and respects the diversity of the people who use the service. There is an inclusive workplace culture where all staff feel valued and able to succeed."
EDI Policy and Governance
The Vesey's Equality, Diversity and Inclusion Policy (TVH-HR-007, reviewed January 2026) is aligned with the Equality Act 2010, the Human Rights Act 1998, and NHS England EDI improvement plans. The policy covers: protected characteristics, inclusive recruitment, equal pay, anti-harassment, and reasonable adjustments for staff.
- Named EDI Lead: Registered Manager
- EDI Policy: TVH-HR-007 — reviewed January 2026
- Annual EDI Report: Presented to governance in January — last report January 2026
- EDI training: Mandatory every 3 years for all staff — 100% compliance (2025/26)
- Anti-harassment policy: TVH-HR-007 Section 4 — zero tolerance; all complaints investigated within 10 working days
Workforce Diversity Data
The Vesey monitors workforce diversity annually as part of the EDI Annual Report. Data is collected voluntarily and analysed to identify any patterns suggesting under-representation or inequality.
| Diversity characteristic | The Vesey workforce | Notes |
|---|---|---|
| Gender | 58% female, 42% male | Reflects local healthcare workforce demographic |
| Ethnicity | 68% White British, 32% from ethnic minority backgrounds | Broadly reflects local Sutton Coldfield/Birmingham area demographics |
| Age | 22% under 30, 44% 30–50, 34% over 50 | Good age diversity across all staff categories |
| Disability | 8% declare a disability or long-term health condition | Reasonable adjustments in place for all |
| Religion or belief | 35% no religion; 65% various faith backgrounds | All equally respected; prayer facilities available on request |
Data collected via voluntary self-declaration. Response rate to diversity monitoring questionnaire: 78% (2025). No significant representation gaps identified in the 2025 EDI Annual Report. The Registered Manager reviews data annually and sets specific targets where gaps are identified.
Inclusive Recruitment
The Vesey uses structured, inclusive recruitment processes to ensure equality of opportunity for all candidates. Job descriptions are reviewed for potentially exclusionary language before publication. Interview panels include at least one trained interviewer. Blind shortlisting is used for administrative roles.
- Job descriptions: Reviewed for inclusive language before publication
- Interview scoring: Structured scoring criteria used — same criteria for all candidates
- Panel diversity: At least 2 interviewers on all panels; gender mix where possible
- Advertising: Multiple channels used — NHS Jobs, specialty-specific boards, and general professional networks
- Reasonable adjustments: Offered at every stage of the recruitment process
- DBS: Required for all patient-facing roles — enhanced check
Staff Wellbeing and Anti-Harassment
Creating an inclusive, harassment-free workplace is a legal duty and a moral priority. The Vesey operates a zero-tolerance approach to bullying, harassment, and discrimination.
- Anti-harassment and bullying policy: TVH-HR-007 Section 4
- All harassment complaints investigated: Within 10 working days
- Harassment complaints received (2025/26): 0
- Staff survey: "I have not experienced harassment or bullying at work" — 97% confirm (2025)
- Staff survey: "I feel I can be myself at work" — 91% agree (2025)
- Prayer facilities: Available in break room on request
- Flexible working: Actively supported — 100% of requests approved or compromise agreed (2025/26)
← Back to CQC compliance overview | Provider ID: 1-12376210923 | Last reviewed: April 2026
Frequently asked questions
How does The Vesey promote equality and inclusion in its workforce?
We have an equality, diversity, and inclusion (EDI) strategy with measurable targets. Progress is reported to the board annually and shared transparently with staff and stakeholders.
What support is available for staff who experience discrimination?
We have a confidential reporting mechanism for discrimination, bullying, or harassment. All reports are investigated independently, and any substantiated findings result in disciplinary action.
How does The Vesey ensure fair recruitment?
All recruitment panels include trained EDI advocates. Job descriptions are reviewed for bias, shortlisting is structured, and we monitor appointment rates across protected characteristics.
How are EDI outcomes measured at The Vesey?
We publish annual EDI data covering recruitment, retention, promotion, and pay by protected characteristic. The EDI committee reviews trends and agrees targeted interventions where disparities are identified.