Equality and diversity

Gender Pay Gap

All employers with 250 or more employees (we have around 270 employees) are now required to publish annually figures setting out the average pay gap between men and women as a mean (average hourly basis) and median (hourly pay average of the person in the middle).

Gender pay gap reports

• 2020 and 2021 gender pay gap report (PDF, 215 KB)
• 2019 gender pay gap report (PDF, 40 KB)

Human rights

NHS Kernow is committed to ensuring all NHS services respect human rights, treat people fairly and equitably, recognise the needs of the diverse communities we serve and meet local needs.

Read our human rights statement and guidance (PDF, 363 KB). This document is an explanation of the law surrounding human rights. It gives advice and guidance to staff and the public about the law on human rights and what this means in a healthcare environment.

Public sector equality duty compliance

Setting and publishing equality information is part of NHS Kernow’s compliance with the Equality Act (2010) and the demonstration of meeting the Public Sector Equality Duty. Read our equality information report (PDF, 1 MB)

NHS Kernow’s overarching equality objectives are:

• raise awareness of protected characteristics and their cultures
• monitor our workforce and our recruitment, promotion and selection processes
• develop our workforce across all levels of the organisation, where staff are engaged and supported, and leaders and managers foster a culture of inclusion, wellbeing, and diversity

Workforce Race Equality Standard

The Workforce Race Equality Standard (WRES) aims to highlight differences between the experience and treatment of white staff and BME staff in the NHS. With a view to closing the experience gap in those metrics. Implementing the Workforce Race Equality Standard is a requirement for NHS commissioners and NHS healthcare providers.

View our WRES summary report and action plan.