Nobody left behind
Since its launch in 2021, Nobody Left Behind has helped us make strides towards establishing Kent Community Health NHS Foundation Trust (KCHFT) as a hub of equity, inclusion and fairness for everyone across Kent, East Sussex and London.
Some highlights of what we’ve achieved so far include:
- diversity of ethnicity and race improved by almost 6 per cent in six years
- recertified at the highest level of the Disability Confident Scheme
- presenteeism (where people come to work despite not feeling well enough to) reduced from 19.1 per cent to 17.8 per cent since 2023/24
- placed in the top 10 NHS organisations for the Workforce Disability Equality Standard for two consecutive years
- improvement of our disability declaration rate from 3.1 per cent to almost 12 per cent over the last six years
- paid disability and carer’s leave introduced to KCHFT
- marked reduction in the organisations gender pay gap, benchmarking as one of four community Trusts nationally with a median gap favouring women
- a primarily female Executive Board
- an innovative workforce sexual orientation standard report which evidences the fantastic representation we have on our Executive Board
In June 2025, our board approved a multi-year Nobody Left Behind Action Plan to take this work even further.
What is Nobody Left Behind?
Our people, equity, diversity and inclusion approach– Nobody Left Behind – was launched in September 2021. It set out our ambition to make sure everyone at KCHFT feels valued, supported and able to bring their best selves to work.
The approach has been shaped by what colleagues have told us, including lived experiences, the support they need and how KCHFT can help us all make a difference.
In 2025 health and wellbeing was added to the exiting Nobody Left Behind programmes of work recognising the innate link between the two disciplines.
How we’ve involved colleagues
A specialist engagement organisation worked with us to deliver a programme designed to enable and empower colleagues to contribute to the review.
A task and finish group, with representatives from across KCHFT, led the work and was held to account by a critical friend group.
More than 70 colleagues joined workshops to discuss themes such as creating safe spaces, one-to-ones, difficult conversations and inclusive leadership.
Our seven ambitions
We’ve built our new action plan around seven ambitions.
Feeling valued and heard
People feel their contributions are valued. They feel confident to speak up knowing their concerns will be listened to and acted upon.
Support and flexibility
Our people feel well supported and have the flexibility and adjustments they need to support their health or caring needs and to balance work and home priorities.
Career development
Targeted assistance for our colleagues will be given to support them to develop and achieve their career ambitions.
Inclusive culture
We are an employer known for our inclusive culture. We celebrate diversity and our workforce represents the communities we serve. We have an equitable environment free from harm and a just culture that is safe and respectful.
Leadership role-modelling
Senior leaders must model inclusive behaviours within their own teams and encourage team members to act as diversity and inclusion champions.
Inclusive recruitment
We will attract and recruit colleagues who represent the communities we serve, celebrating difference and the benefits a diverse workforce brings.
Health and wellbeing
Our achievements
A timeline of our achievements, in order of most recent.
Multi-year Nobody Left Behind Action Plan launching
Nobody Left Behind Action Plan
Approved by our board.
Presenteeism rates drop
From 19.1 per cent to 17.8 per cent since 2023/24 WDES report.
Digital Work and Wellbeing Passport launched
Workplace adjustments and wellbeing
New role created to support workplace adjustments and wellbeing.
Inclusion Ambassador programme launched
Staff network support
Review of staff network support shows KCHFT is a system leader in time and resources dedicated.
Workplace adjustments campaign
Launched with updated guidance.
Department of Work and Pensions Disability Confident Scheme
Recertified at highest level.
Research project on long-term conditions launched
NLB programme shortlisted
For National Inclusive Excellence award; in top 10 NHS organisations for WDES (second year running).
Nobody Left Behind survey
Receives 423 responses from colleagues.
NLB engagement uncovers inappropriate bandist language
Immediate guidance issued.
Nobody Left Behind staff engagement workshops
Launched with more than 70 colleagues sharing experiences.
Paid disability and carer’s leave introduced
For colleagues attending appointments.
Engagement programme launched
Review of action plan and wider staff engagement programme launched at Leaders’ Conference.
New Workforce Equity, Diversity and Inclusion Team starts at the KCHFT
Nobody Left Behind strategy launched
Real people, real impact
Nobody Left Behind is about more than policies – it’s about people.
Clinical Lead Physiotherapist Omo Olaleye works in our Learning Disability Team.
She said: “My manager champions a no tolerance approach and will support with appointments if we’re at risk of abuse.
“I am part of the BAME (Black, Asian and minority ethnic) staff network at KCHFT, where I volunteer as a coach. I help support people to raise anything that doesn’t feel right, no matter how small.
“Change is on the horizon – mainly in the confidence of BAME staff and our allies. We are on our way to creating a culture where we are transparent about tackling discrimination.”
Sue Mustill is registered blind and works as a project support manager in Human Resources.
She said: “I use large print format documents and get additional time for reading; large screens and a laptop stand. I also use flexible working to fit around medical appointments.
“In the past there was a lot of anxiety before starting a new role; will they judge me? Will I have to work twice as hard as everyone else? But my manager is so supportive that the constant doubt in my mind has finally been silenced.”
Team Administrator Tracy Daniels has central processing disorder and is recovering from a brain tumour.
She said: “I now work condensed hours, starting earlier when my brain function is best and I can work from home, avoiding exhausting car journeys.
"Being able to take annual leave at short notice and regular breaks, also gives me a chance to reset. Using three screens, having a quiet office, with natural light and overhead lighting, all help."
Jess Alexander, a qualified children’s nurse, is a cisgender queer woman who is neurodivergent and now works as a footcare assistant.
She said: “The LGBTQ+ and neurodiversity staff networks meet monthly and, as well as providing a safe space to talk, we make changes like the rollout of gender and sexuality awareness training.
“I now have confidence to wear my rainbow lanyard and pronoun badges in my clinical role, which comes with benefits to patient care. One lady opened up about being bisexual with experience of abuse at home. I was able to refer her to LGBTQ+ specific domestic violence services.
“If I can bring my whole self to work, patients can bring their whole selves to appointments. They leave feeling heard, seen and that they’ve had a gold standard of care.”
Diagnosed with ADHD as a child, Elliot Muldoon, now 20, who is also an administrative worker in our Community Nursing Team, recalled:
“Focusing and behaviour were really tough for me growing up.”
School was a challenge, and although he had a brief job at Sainsbury’s warehouse, he said:
“It felt like a mountain to climb, just getting through the day.”
Like many neurodivergent young adults, Elliot struggled to find the right role that suited his needs. That changed when he connected with The Education People, an organisation dedicated to supporting individuals with additional needs into meaningful employment.
He explained: “I gained this role by working closely with The Education People, I had a working interview which was more bearable for me, I was able to show them what I could do and not just answer questions on demand, which can floor me.”
Elliot now works as a clerk archiving medical records, and he values the support around him.
“The other admins help me by giving me a rundown of tasks and checking in regularly. It really helps me stay focused and accountable.”
Workplace adjustments have made a real difference.
“I start at 9.15am instead of 9.00am to fit my train schedule, because learning to drive has been very hard for me,” he explained. “My job coach also checks in, which gives me extra support.”
Looking ahead, Elliot is optimistic. “I want to work more hours and get my driving licence.”
He concluded: “Take every opportunity that comes your way, even if you don’t like the job at first. With the right support and adjustments, you can really do well.”
Diagnosed with Asperger syndrome (now usually referred to as ASD) at 18, Matthew Whyatt, now 35 from Coxheath in Maidstone works in administration for our Community Nursing Team.
He always knew he saw the world differently. Change was difficult, and routine brought comfort. School, though chaotic, became bearable thanks to some good friendships and an extraordinary memory, something that earned admiration.
After school, like many autistic young adults, Matthew struggled to find a foothold in the job market. He tried many avenues but was frequently only able to hold down roles for a few hours a week, due to anxiety. In other cases, he just wasn’t deemed fit for roles.
He said:
“I joined the Kent Community Health NHS Foundation Trust at first as a health trainer champion and now as an admin clerk supporting community nurses and things really started to change for me.
“I have really thrived at work and now I do a 30-hour week and feel part of a team and society. I can see how autism is a gift in many parts of my roles. My photographic memory is perfect for remembering to order stock we need to order and working with spreadsheets and systems like staff rotas. I rarely forget a name or a detail.”
Work hasn’t just given Matthew a job; it’s transformed his life. He now goes on holiday on his own every year, attends busy Chelsea football matches and speaks openly about the confidence he's gained.
Our EDI reports, statements and objectives
Introduction
We believe promoting equality and valuing diversity is essential to achieving its mission to provide excellent healthcare and to promote a healthy community. We recognise that we provide services to an increasingly multi-cultural and diverse community and we are committed to ensure that:
- we treat all individuals fairly
- we treat people dignity and respect
- the healthcare we provide is open to all
- we provide a safe, supportive and welcoming environment for patients, patients’ families and staff
Our commitment
In particular we will:
- make sure that our services and the information we provide is accessible to disabled people, so that they can get the services they need and be involved in decisions
- make sure that our services are culturally sensitive and responsive to meet the diverse needs of our patients, families and staff, so that they feel welcomed and
- assess the needs and impact on lesbian, gay, bisexual and transgender people when producing policies and strategies and developing our health services, so that we don’t disadvantage people using our services or working for us
- respect and be sensitive to our patients' and families’ religious and spiritual beliefs in delivering healthcare, so that their spiritual needs are met
- be aware of the differing needs of our male and female patients and develop responsive services that meet those needs appropriately
- promote age equality so that our policies, practices and attitudes of our staff are not discriminating against patients based upon their age
- make sure our staff are aware that health inequalities disproportionately affect people living in more deprived communities and that other factors such as poverty, mental health, homelessness and language barriers will affect peoples’ access to services. This will help reduce the barriers to people using our
- Challenge discriminatory behaviour towards our patients, their families and our staff
Our Public Sector Equality Duty
We are subject tot he general public sector duty set out in the Equality Act 2010 and the specific duties which came into law on the 10 September 2011 in England. In summary this means that when delivering our services we must:
- eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010
- 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
Advancing equality involves:
- removing or minimising disadvantages experienced 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
- taking steps to take account of disabled people's impairments and access requirements to meet different needs
Fostering good relations includes:
- tackling prejudice and promoting understanding between people from different groups
Protected characteristics or groups
Compliance with our public sector duty may involve treating some people more favourably than others. The duty covers the following protected characteristics:
- Age
- Disability
- Gender reassignment
- Pregnancy and maternity
- Race
- Religion or belief
- Sex (gender)
- Sexual orientation
As an NHS employer we also need to have due regard to the need to eliminate unlawful discrimination against someone because of their marriage or civil partnership status.
Equality Delivery System 2 (EDS2) and Equality Analysis (EA)
To help the Trust to meet its public sector duty we use the Equality Delivery System 2 and Equality Analysis to ensure that Equality considerations are reflected in the design of policies and the delivery of services and for these issues to be kept under review.
The Trust’s Equality and Diversity Steering Group monitors the Trust’s implementation of EDS2 and the process for carrying out EAs.
The Board is responsible for agreeing the Trust’s Equality and Diversity Statement and annual Equality objectives.
Age
The Trust is committed to basing decisions about care and treatment on a proper assessment of an individual's needs. For example, a clinician should not refuse to refer a patient for a procedure or intervention based on their age alone but must consider their individual needs and physical condition.
However the Trust will take account of someone's age when it is right and beneficial to do so, for example by ensuring services:
- are targeted at those who most need them
- meet patients' requirements, such as allowing them to mix with their own age group
Disability - duty to make reasonable adjustments
A person has a disability for the purposes of the Equality Act 2010 if he or she has a physical or mental impairment and the impairment has a substantial and long- term adverse effect on his or her ability to carry out normal day-to-day activities.
In addition to considering issues around discriminatory behaviours and ensuring levels of respect and dignity are maintained, equality for disabled people may also mean changing the way in which services are delivered, providing extra equipment and/or the removal of physical barriers. This is the duty to make reasonable adjustments.
We are committed to making reasonable adjustments to make sure that a disabled person can use a service as close as it is reasonably possible to get to the standard usually offered to a non-disabled person. This may involve offering the service in an alternative venue, providing the service in the person’s own home, providing a British Sign Language Interpreter, or offering a later or earlier appointment time. Any adjustments will be promoted in order to ensure that disabled people are aware of what is available.
If a patient, client, or service user believes that the Trust (or, a member of our staff) has unlawfully discriminated against them, harassed or victimised them in relation to the facilities or services, or public functions we provide, they can:
- complain directly to us, using our complaints procedure
- use someone else to help sort the situation out (an advocacy service)
- make a claim in court
Whilst people have the right to make a claim, we would welcome the opportunity to resolve the issue if we can, via our complaints process.
Gender reassignment
The Trust recognises that transgender people can feel stigmatised and have often experienced harassment. Our policy is to accept people as the gender they present (and not to assume) and to treat people with sensitivity in order to promote their privacy and dignity at all times. When using our services any patient or service user undergoing gender reassignment will be addressed by the name and prefix they request. The Trust will take seriously any alleged harassment on grounds of gender reassignment. The Trust also recognises that under the Gender Recognition Act it is an offence to reveal an individual’s gender status without explicit and prior consent except where there is a medical or legal requirement to do so.
Pregnancy and maternity
The Trust undertakes to provide services that are sensitive to the needs of patients who are pregnant or who have recently given birth. We also recognise that pregnancy and maternity may affect a patient’s ability to attend medical appointments at certain times, and there may be the need to cancel an appointment at short notice due to being unexpectedly unwell. Therefore the Trust’s policy on contacting patients who ‘Do Not Attend’ will need to be sensitive to this and services will aim to be flexible.
Race and ethnicity
The Trust is committed to raising awareness and promoting understanding of the cultural differences of the diverse population we serve and ensuring that patients, their families and visitors are not discriminated against because of their race, ethnicity or nationality. Furthermore we will take seriously alleged harassment of patients, their families or visitors on grounds of race.
Services will need to be sensitive to the cultural differences that will directly affect a patient’s ability to participate in certain treatments or attend appointments, for example during festivals. The Trust will be sensitive to the need to respect cultural practices when delivering universal services such as Health Visiting.
The Trust is committed to ensuring that patients for whom English is an additional language are provided with access to an interpreter when needed. This may include both telephone and face to face interpreting. The Trust will provide patients with written translations where this is needed in order to protect the safety of a patient or to obtain a full understanding of a specific treatment.
Religion or belief
NHS services are available to patients of all faiths or none. No patient should be denied access to treatment on grounds of their religion or belief. The Trust has clinical policies in place regarding certain interventions that patients might refuse on grounds of religion or belief.
The Trust recognises that a person’s faith and their ability to observe their usual religious practice, is an important part of a person’s ability to recover from illness or to manage their long-term condition. Therefore we will make every effort to meet the expressed spiritual needs of in-patients and to provide flexible appointment systems to enable patients not to be disadvantaged due to a need to observe religious festivals or practices (for example Ramadan).
Sex (gender)
The Trust will respect a patient’s request to be seen by a clinician of the same sex, or a different sex, but this might in some cases lead to the patient waiting longer for an appointment where there are fewer clinicians available of the preferred gender.
The Trust recognises that in some circumstances it will be appropriate to provide care or a service for a single sex group of patients (eg single sex wards, men only sexual health clinics), in order to provide privacy and dignity or to comply with national regulations. This should not mean that patients experience a poorer service due to their sex.
Sexual orientation
The Trust is committed to inclusivity and being representative of the communities we serve as reflected in the positive images of lesbians, gay men and bisexual people in our promotional literature, on our website and in our magazine. The Trust will provide targeted health information to improve the uptake of services by people who traditionally are less likely to use a service, for example promoting cervical screening to lesbian women.
Where appropriate the Trust will provide services targeted to people of a particular sexual orientation to improve uptake of that service, for example a sexual health clinic for men who have sex with men.
Discrimination by association or perception
The Equality Act 2010 also protects people who are at risk of discrimination by association or perception. This could include, for example, a carer who looks after a disabled person.
The Trust has a Carers Involvement Strategy and a Commitment to Carers which sets out how we will involve the informal carers of our patients and service users.
Review
The Trust will review its statement on equality and diversity on a regular basis or sooner if there are changes needed due to regulation or legislation.
For workforce
The objectives proposed for 2024/25 are:
Objective 1: To promote fair Recruitment, Promotion and Retention of staff.
Objective 2: To improve wellbeing of staff by eliminating discrimination and victimisation.
Objective 3: To improve the experience and career progression of staff with protected characteristics.
For patients and services
Objective 4: Putting Communities First: Development of a health inequalities Strategy with operational delivery of action plans.
Objective 5: Putting Communities First: To undertake two place-based health inequalities projects that builds delivery to meet community need.
Objective 6: Better Patient Experience: To complete the interpreting and translation procurement process, and implement with contract monitoring against performance measures.
Under the Equality Act (2010), public authorities are required to tackle discrimination and promote equal opportunities. Within the Act the “specific duty regulations” specify that a listed authority must publish Equality information in a manner which is accessible to the public.