1. Definitions
The Board Diversity, Equality and Inclusion Policy (“the Policy”) sets out the approach to diversity, equality and inclusion of the Board of Directors of Westfield Health. It also explains how the Board will support wellbeing and social value through the way it is made up, the way it works, and the decisions it makes.
Westfield Health’s definitions of Diversity, Equality and Inclusion are:
Diversity: We are all unique. We recognise, welcome and value different backgrounds, experiences, identities, ways of thinking and perspectives.
Equality: Everyone deserves fair treatment, fair opportunity and fair access to information, support and resources. This can only happen in an environment built on dignity, respect and care.
Inclusion: Everyone belongs. We listen, involve, value and support people so they can contribute fully and feel respected.
1.1 Policy Statement
A diverse, inclusive and fair culture is central to The Westfield Way. It supports the values and behaviours that help make Westfield Health a great place to work, a trusted partner for customers, and a responsible organisation in the communities it serves.
Westfield Health aims to ensure equality for all job applicants, employees and users of its services. No job applicant, employee or service user should receive less favourable treatment on the grounds of any protected characteristic.
This policy applies to the Board because Westfield Health recognises that good governance starts at the top. The Board is responsible for setting the tone, showing inclusive leadership, supporting colleague wellbeing and helping the organisation create positive social value through its strategy and decisions.
The Board comprises:
- The Chair of the Board
- Independent Non-Executive Directors
- Executive Directors
All Non-Executive Directors are independent because they do not have a material relationship with Westfield Health. Their role is to provide independent oversight, constructive challenge and balanced support to the Executive Directors.
2. Board Diversity
Diversity should be at the heart of good governance. The Board is committed to a leadership team that reflects a wide range of perspectives, lived experiences, skills and backgrounds, and to creating an environment where every Director can contribute with confidence.
A diverse and inclusive Board is better placed to understand customer needs, support colleague wellbeing, make sound decisions and strengthen Westfield Health’s contribution to society. The Board also recognises that visible commitment at leadership level helps build trust with colleagues, customers, partners and communities.
3. Board Diversity, Equality and Inclusion Policy
A diverse, fair and inclusive culture is important to the long-term success of Westfield Health. It helps the organisation respond well to customer needs, attract and retain talented people, improve decision-making and act in a way that supports wellbeing and social value.
Westfield Health values the richness a diverse Board brings through different ideas, perspectives, insights and constructive challenge. Diversity includes, but is not limited to, experience, skills, tenure, age, geography, industry background, race, ethnicity, gender, disability, sexual orientation, neurodivergence and social background.
All Board appointments will be made on merit, in the context of the skills and experience the Board needs to remain effective, while also supporting a broad mix of perspectives and fair opportunity. Candidates will be assessed against clear personal and professional criteria, including their values, judgement, ability to challenge well, understanding of risk, commitment to learning and ability to support an open and inclusive culture.
The Board recognises that diversity is not only about representation. It is also about how people are heard, how decisions are made and whether different views are welcomed and respected. The Board therefore aims to create a culture of trust, openness and psychological safety, where people can speak honestly and contribute fully.
The Nominations and Appointments Committee will monitor the balance of skills, knowledge, experience and diversity within the Board, lead succession planning, and oversee progress against this Policy. It will also consider how Board appointments and development can support Westfield Health’s wider aims on colleague wellbeing, inclusion and positive social impact.
The Terms of Reference for the Nominations and Appointments Committee include reference to:
- Compliance with this Board Diversity, Equality and Inclusion Policy.
- Regular review of the structure, size, composition and diversity of the Board, with recommendations to the Board where change is needed.
- Succession planning for Directors and senior leaders, taking account of Westfield Health’s future needs, risks and opportunities.
- Fair and inclusive appointment processes, including clear role criteria and broad candidate search activity.
- Evaluation of the balance of skills, knowledge, experience and diversity before any Board appointment is made.
Support for the development of diverse talent in senior leadership roles and a healthy pipeline for future appointments.
4. Board Diversity Reporting
Transparency helps ensure that this Policy leads to action. Each year, Westfield Health will publish a clear update on Board diversity and inclusion, showing progress, challenges and priorities for the year ahead.
The Board will report annually on its structure, including:
- % Female, including those who self-identify as female.
- % Ethnic minority representation.
- % Who identify as LGBTQA+.
- % Disabled people.
- % Neurodivergent people.
The annual update will also include a short narrative on how the Board has supported inclusive leadership, colleague wellbeing and social value through its governance, oversight and decision-making during the year.
5. Diversity Measurable Objectives
These measurable objectives help ensure that the Board and any Committee with nomination responsibilities follow a fair, inclusive and accountable approach when making appointment decisions and reviewing progress.
- The Board nominations and appointments process will be based on fairness, respect, inclusion and equal opportunity.
- All Board nominations and appointments will be made on the basis of individual competence, skills and experience, measured against clear and objective criteria.
- The search for Board candidates will be carried out with due regard to the benefits of diversity and inclusion, taking account of educational and professional background, gender, disability, age, ethnicity, geography and wider lived experience.
- The Policy and any material updates will be presented to the Nominations and Appointments Committee for recommendation to the Board for approval.
- Policy updates will reflect Westfield Health’s wider inclusion principles, wellbeing commitments and social value ambitions.
- Policy content will comply with relevant legislation, regulation and FCA/PRA requirements.
Progress will be reported annually on Westfield Health’s website, including information on appointments, progress against targets and actions taken where improvement is needed.
6. Board Diversity Action and Commitment
The Board is committed to taking practical action that supports fair representation, strong governance and public trust. Board diversity targets will be reviewed regularly so they remain stretching, relevant and clear.
The Board will aim to:
- Maintain at least one Board Director from a Black, Asian and/or minority ethnic background.
- Maintain at least one third of Non-Executive Directors as female, including those who self-identify as female.
- Maintain at least one female Executive Director.
Alongside these targets, the Board will support inclusive succession planning, wider talent development and strong leadership behaviours that help people feel respected, supported and able to thrive.
7. Board Diversity Education
Understanding diversity, equality and inclusion is important in shaping strategy, culture and policy. The Board is committed to at least one annual education session to strengthen knowledge and understanding of diversity, inclusion, wellbeing and social value.
Westfield Health will support the Board’s ongoing development through relevant learning, discussion and engagement so that Directors can role model inclusive leadership and champion the organisation’s commitments. The Board will also have regular opportunities to hear different voices, reflect on lived experience and stay connected to Westfield Health’s wider diversity and wellbeing activity.
8. Amendments to this Policy
This Policy is owned and approved by the Board of Westfield Health.
All changes to the Policy must be approved by the Board unless they are minor and do not change the meaning or intent of the Policy. Any proposed changes will be considered by the Nominations and Appointments Committee before Board review, so that governance remains clear, consistent and accountable.