Race Equality Archive
The Equality Act 2010 harmonised and replaced previous legislation (such as the Race Relations Act 1976 and Disability Discrimination Act 1995) with a Single Act.
The information below has been archived and is published for reference only.
In 2001, the Race Relations Act was amended to give public authorities which includes the Royal Wolverhampton NHS Trust (the Trust) a new statutory duty to promote race equality. The aim is to help public authorities to provide fair and accessible services, and to improve equal opportunities in employment.
The legislation was necessary to ensure that we all receive the best from our public services. Previously many public bodies were failing to address the problems of racial discrimination and inequality; this was highlighted by the inquiry into the murder of Stephen Lawrence. The way in which public bodies carry out their functions can vary based on the size of the authority, its geographical location and local demography but all public bodies need to take account of race equality.
Under the Race Relations Act, it is unlawful to discriminate against anyone on grounds of race, colour, nationality (including citizenship), or ethnic or national origin. All racial groups are protected from discrimination.
The general duty requires the Trust to:
- eliminate unlawful racial discrimination;
- promote equality of opportunity between persons of different racial groups, and;
- promote good relations between persons of different racial groups
In addition to the general duty, trusts must also comply with specific race equality duties. Among these are three publication duties which require Trusts to publish:
Under the specific duties on employment the Trust has to monitor by racial group the numbers of staff in post and applicants for employment training and employment, training and promotion; as the Trust has more than 150 full-time staff, we also monitor the number of staff from each racial group who:
- receive training
- benefit or suffer detriment as a result of its performance assessment procedures
- are involved in grievance procedures
- are the subject of disciplinary procedures
- leave our employment
The Trust is required to publish the results of this monitoring annually and will use the above monitoring information to:
- see if there are differences in the way racial groups are treated
- investigate the underlying reasons for the differences
- deal with any unfairness, disadvantage or possible discrimination.
Our ethnic monitoring information is shown below:
Monitoring Employment and Study Leave Information
The Royal Wolverhampton NHS Trust Staff by Staff Group and Ethnicity
The results of race equality impact assessments.
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Sources of additional information and support