Embed Equality monitoring into stakeholder engagement Equality monitoring data collated at all appropriate touch points with stakeholders Ensure equality considerations are embedded into the engagement Equality monitoring becomes part of the standard reports and any plan/ strategy future engagement plans. Improve engagement with Develop a stakeholder map to widen participation The needs of all communities are understood local communities to ensure the right information is Conduct a gap analysis of the stakeholder mapping Gaps are identified and plans developed to engage with seldom available to help patients’ heard groups access appropriate services Work with the Council to understand any specific schemes to support Engage through the diversity forum to prepare the trust for future with a particular focus on the the migrant population changes in the local community migrant population. Joint Strategic Needs Assessment Continue to contribute to the JSNA plan 2. The Trust promotes a culture of inclusion where employees have the opportunity to work in a supportive and positive environment and find a healthy balance between working life and personal commitments. Review existing Bulling and Harassment advisor roles The advisors are trained and competent in their role and accessed Develop a mediation service by staff which encourages informal resolution and an approach to Implement an effective mediation service The mediation service reports positive outcomes build positive work relationships. Monitor the impact of the services with cost benefit analysis. The service demonstrates ROI for informal resolution Develop a Trust wide flexi time scheme which supports work life A fair and equitable system is implemented which reports positively DELIVERABLES balance through the staff survey Promote flexible working Communicate benefits of flexible working options and changes to Staff have the tools to flex working patterns and support staffs options and guide managers working patterns to managers needs on developing more flexibility Develop robust monitoring of flexible working requests to ensure fair An accurate tracker contributes to the workforce data identify any into workforce planning. application inequitable practices Equality analyse the programmes available to staff to ensure fair and Offer a wide range of Health All changes are appropriately assessed and reported through the consistent application and benefit for all and Well-being programmes governance structure to improve working lives
Embed Equality monitoring into stakeholder engagement Equality monitoring data collated at all appropriate touch points with stakeholders Improve engagement with local communities to ensure the right information is available to help patients’ access appropriate services with a particular focus on the migrant population. Ensure equality considerations are embedded into the engagement plan/ strategy Equality monitoring becomes part of the standard reports and any future engagement plans. Develop a stakeholder map to widen participation The needs of all communities are understood Conduct a gap analysis of the stakeholder mapping Gaps are identified and plans developed to engage with seldom heard groups Work with the Council to understand any specific schemes to support the migrant population Engage through the diversity forum to prepare the trust for future changes in the local community Joint Strategic Needs Assessment Continue to contribute to the JSNA plan 2. The Trust promotes a culture of inclusion where employees have the opportunity to work in a supportive and positive environment and find a healthy balance between working life and personal commitments. DELIVERABLES Develop a mediation service which encourages informal resolution and an approach to build positive work relationships. Review existing Bulling and Harassment advisor roles The advisors are trained and competent in their role and accessed by staff Implement an effective mediation service The mediation service reports positive outcomes Monitor the impact of the services with cost benefit analysis. The service demonstrates ROI for informal resolution Promote flexible working options and guide managers on developing more flexibility into workforce planning. Develop a Trust wide flexi time scheme which supports work life balance A fair and equitable system is implemented which reports positively through the staff survey Communicate benefits of flexible working options and changes to working patterns to managers Staff have the tools to flex working patterns and support staffs needs Develop robust monitoring of flexible working requests to ensure fair application An accurate tracker contributes to the workforce data identify any inequitable practices Offer a wide range of Health and Well-being programmes to improve working lives Equality analyse the programmes available to staff to ensure fair and consistent application and benefit for all All changes are appropriately assessed and reported through the governance structure
Equality%20Report%202017.docx