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Equality, Diversity and Inclusion (EDI)

At Norfolk and Suffolk ICB, we aim to create a values‑driven, people‑focused system of care that champions inclusivity and diversity.

We are committed to equality of opportunity, eliminating discrimination, and fostering positive relationships for all. We value a diverse, engaged workforce and ensure every colleague can succeed and thrive, supported by continuous improvement through our annual EDI reporting.

This reporting provides us with insights into how we can strengthen our workplace culture, and guides strategic action, underpinned by the NHS Long Term Workforce Plan, the NHS People Promise and our employment policies.

By maintaining a diverse workforce and inclusive culture, we reflect the communities we serve, deliver on our Joint Forward Plan, and ensure fair, equitable treatment for all colleagues.

Listening to and supporting our people

We are committed to supporting, engaging with and listening to our employees. We continue to strengthen engagement so that EDI is integral to how we work—listening to individuals and groups and supporting our staff networks.

We also implement Schwartz Rounds to embed empathy and compassionate care, maintain a micro‑aggression portal for informal and anonymous reporting of bullying and harassment, and work closely with our Freedom to Speak Up Guardians.

We consider a wide range of characteristics and other vulnerable groups—including carers and those facing health inequalities linked to social deprivation—in our policies and decisions.

The Equality Act 2010 provides a single legal framework to protect people’s rights and advance equality of opportunity. We give due regard to the nine protected characteristics when carrying out day‑to‑day functions and activities: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, sexual orientation.

Under section 149 of the Equality Act 2010, we must have due regard to:

  1. Eliminate unlawful discrimination, harassment and victimisation;
  2. Advance equality of opportunity between people who share a protected characteristic and those who do not;
  3. Foster good relations between people who share a protected characteristic and those who do not.

Specific duties (Equality Act 2010 (Specific Duties and Public Authorities) Regulations 2017) require listed authorities to:

Set and publish specific, measurable equality objectives at least every four years.

Publish gender pay gap information annually for organisations with 250+ employees (retain for at least three years).

Publish information annually demonstrating compliance with the general duty (covering employees and people affected by policies/services).

We act compatibly with the Human Rights Act 1998 in everything we do and recognise that any ‘victim’ under the Act can bring a claim. We interpret and apply relevant laws in ways that align with the Act.

Under the Modern Slavery Act 2015, organisations over the turnover threshold must publish an annual Slavery and Human Trafficking Statement explaining steps taken to prevent slavery and human trafficking in their operations and supply chains. This encourages transparency and responsible practice.

Read our Modern Slavery Statement.

Frameworks, reporting and standards

We use EDS22 to review and improve our performance for people with protected characteristics and to create a discrimination‑free working environment. EDS22 is included in the NHS Standard Contract and focuses on: commissioned/provided services, workforce health and wellbeing, and inclusive leadership. We will refine actions, align them with other workforce reports (e.g. WDES, Gender Pay Gap), and work with partners to evaluate and improve implementation.

EDS22 goals:

  • Inclusive leadership at all levels
  • Better health outcomes for all
  • Improved patient access and experience
  • Empowered, engaged and included staff

WRES uses nine metrics to compare the experiences of Black, Asian and Minority Ethnic staff with those of white staff. We use WRES data to develop targeted action plans, improve representation and career progression, and create a more inclusive workplace culture. We also support providers in implementing WRES.

WDES enables us to compare the experiences of disabled and non‑disabled staff through ten measures and to publish action plans that improve workplace equality, retention and career progression for disabled colleagues.

In line with regulations, we will publish annual Gender Pay Gap reports. These help us understand any gaps and develop plans to address them.

We complete Equality and Health Inequality Impact Assessments to identify and address potential inequalities arising from our functions, policies and decisions. EHIAs help ensure decisions are evidence‑based, proportionate and effective for all groups, considering protected characteristics and wider health inequalities (e.g. low income, rural access).

EHIAs are part of our overall approach to tackling health inequalities and improving quality. We have combined the process with our Quality Impact Assessments (QIAs). Staff are supported to complete them via a specialist health inequalities team, and they are overseen by a dedicated panel.

Our EHIA policy will be available here as soon as it is available.

We are implementing the NHS EDI Workforce Improvement Plan’s high‑impact actions, including:

  • tackling bullying, discrimination, harassment and violence
  • leadership accountability with measurable EDI objectives for board members
  • fair employment practices and actions to reduce pay gaps
  • health inequality plans for the workforce
  • support for internationally recruited staff

Reports and publications

The NHS Norfolk and Suffolk Integrated Care Board (ICB) was established in 2026.

The first equality, diversity and inclusion reports for the ICB will be published to this page as soon as they are available.

These will include:

  • EDI Annual Report, which provides assurance of compliance with PSED and progress on EDI
  • WRES, a data report and action plan to improve race equality
  • WDES, a data report and action plan to improve disability equality
  • Gender Pay Gap, annual reports and improvement actions
  • EDS22, assessments and summary reports on services, workforce and leadership
  • ICB Health Inequalities Improvement Plan

Previous reports

You will find archived reports from the ICB’s predecessor organisations, NHS Norfolk and Waveney and NHS Suffolk and North East Essex ICBs, via the UK Government Web Archives.

Staff networks 

Staff networks are an important mechanism to allow colleagues to discuss their experiences, offering a safe space, and help us to shape our organisational culture to create a fairer and inclusive work environment for all.

We have six staff networks:

  • Carers Staff Network
  • Disability Staff Network
  • LGBTQ+ Staff Network
  • Neuro Inclusive Staff Network
  • Racial Equality and Cultural Heritage Staff Network
  • Women’s Staff Network