Equality, diversity and inclusion

Equality, diversity and inclusion (EDI) is fundamental to everything that we do as an organisation. From selecting the patient safety issues we investigate, to recruiting individuals to our team and fostering a workplace culture where everyone is included, EDI is essential to our approach.

HSSIB aim to ensure equitable and fair treatment, access and opportunity for those we work with and the diverse health service users and staff we work on behalf of.

EDI principles are embedded across our organisational strategy, guiding our priorities, shaping our culture, values, and influencing how we work, engage, and make decisions.

We have board level commitment towards EDI. Marisa Logan-Ward is our non-executive director (NED) lead sponsor and Philippa Styles, Director of Investigations, is our executive lead for EDI.

We have established an equality, diversity and inclusion working group made up of employees from across different teams at HSSIB. They have a commitment to help us achieve our goals to:

• address and reduce health inequalities through our investigations
• create an inclusive learning culture
• create a workplace culture which is inclusive, respectful and collaborative for all.

Public Sector Equality Duty

The Public Sector Equality Duty (the equality duty) came into force in April 2011. The equality duty was created under the Equality Act 2010.

All public authorities in England, Scotland and Wales and bodies exercising public functions must comply with obligations under the Human Rights Act 1998 and the Equality Act 2010. Complying with obligations under equality and human rights law is not only a matter of legal compliance, but it also helps to improve patient safety and protects the rights of patients and their families and carers.

As a public body, HSSIB, in the exercise of our functions, must have due regard to the need to:

• Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Act.
• Advance equality of opportunity between people who share a protected characteristic and those who do not.
• Foster good relations between people who share a protected characteristic and those who do not.

These are sometimes referred to as the three aims or arms of the general equality duty. The Act explains that having due regard for advancing equality involves:

• Removing or minimising disadvantages suffered by people due to their protected characteristics.
• Taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
• Encouraging people from protected groups to participate in public life or in other activities where their participation is disproportionately low.

Protected characteristics

The protected characteristics covered by the Equality Act 2010 are:

• age
• disability
• gender reassignment
• marriage and civil partnership
• pregnancy and maternity
• race
• religion or belief
• sex
• sexual orientation.

We are strongly committed to working closely with our employees and all our stakeholders to meet our obligations and to achieve our own goals and objectives.

Our equality, diversity and inclusion objectives

At HSSIB, we are committed to creating an inclusive culture where everyone feels valued, respected, and able to thrive. Our equality, diversity and inclusion (EDI) objectives reflect our ambition to embed fairness and equity across all aspects of our work, from our internal culture to the way we investigate and learn.

Our EDI objectives 2025–2027

1. Build an inclusive workplace culture
   Promote a psychologically safe environment where all colleagues feel a sense of belonging, can contribute openly, and are supported to succeed regardless of their background or identity. Equip all staff with the skills, knowledge and awareness to champion EDI across all their work.
2. Improve workforce diversity at all levels
   Use data-led approaches to improve representation in recruitment, progression, and leadership, particularly focusing on underrepresented groups.
3. Develop inclusive leadership and accountability
   Equip leaders with the skills and responsibility to champion EDI, challenge bias, and role-model inclusive behaviours.
4. Embed EDI into our investigation and engagement practices
   Ensure our investigations consider how safety experiences may differ across diverse populations, and reflect inclusive engagement with patients, families and staff.
5. Enhance data, insight, and transparency
   Improve the collection, analysis and use of EDI data to inform action, measure progress and publish regular updates on our performance.