Diversity at YAS
Here at Yorkshire Ambulance Service we are committed to embracing diversity and promoting inclusivity. We believe everyone has the right to be treated fairly regardless of their race, religion, sex or gender, sexual orientation, disability, socio-economic background, age or any other distinction.
This is why we have developed our Diversity and Inclusion Strategy (2017-20), not only to comply with our legal requirements but because we believe wholeheartedly it is the right thing to do. Diversity and inclusion is an integral part of our culture and values and we strive to make them visible in everything we do.
The core values that underpin our Diversity and Inclusion Strategy and consequently our behaviours are:
- We aim to attract, select and retain a diverse range of talented people to work at the Trust and value the contribution made by everyone.
- We embrace the diversity of all our staff, patients, service users, visitors and everyone associated with the Trust to create a harmonious environment where people are comfortable being themselves and are able to realise their full potential.
- We challenge inequality in all its forms and promote dignity, respect and understanding within the Trust and the wider community.
We are always keen to hear your views on our approach to diversity and inclusion. Your comments and suggestions will help us prioritise our efforts and make progress towards achieving our objectives.
Workforce Equality and Diversity Profile 2018
The NHS Workforce Race Equality Standard (WRES) was introduced on 1 April 2015 following engagement and consultation with key stakeholders from across the NHS.
The WRES is included in the NHS standard contract, and since July 2015, the Trust has been producing and publishing our WRES data on an annual basis.
The main purpose of the WRES is:
- to help local and national NHS organisations (and other organisations providing NHS services) to review their data against the nine WRES indicators
- to produce action plans to close the gaps in workplace experience between white and BME staff
- to improve BME representation at the Board level of the organisation.
The document below provides further information on the Trust's WRES data: