Outcome A1
Increase the number of people in our workforce who identify as having a Protected Characteristic with a focus on:
- Race
- Disability
Executive Leads for Protected Characteristics
We have established Executive Leads to represent the 9 Protected Characteristics and Fairer Scotland Duty. By embedding the ethos of equality at a senior leadership level, we will continue to promote, endorse, and commemorate the diversity within society. This will allow us to continue building on our strengths and raising the profile of previously underrepresented groups.
We have also strengthened the role that Executive Directors play in embedding cultural change by assigning each to champion a staff diversity network.
Executive Directors will engage with their respective network to understand the views of underrepresented staff and address any important issues that are identified. Executive Directors will also undertake training to further expand their knowledge base and move towards becoming subject matter experts in their field.
Executive Leads
|
Director |
Staff network |
Protected Characteristic |
|---|---|---|
|
Mark MacGregor |
Ethnic Minority network |
Race |
|
Gareth Adkins |
Ability network |
Disability |
|
Anne Marie Cavanagh |
LGBT+ network |
Sexual orientation Gender Reassignment (Trans status) |
|
Serena Barnatt |
Spiritual Care network |
Religion or belief Marriage/Civil Partnership |
|
Carolynne O’Connor |
Women’s network |
Sex Maternity and Pregnancy |
|
Michael Breen |
Young Persons network |
Age Socio Economic |
Revised Diversity and Inclusion governance
In order to establish a more holistic approach to embedding the Diversity and Inclusion agenda across the organisation, the existing Equalities Group has now become the Diversity and Inclusion Group (D&I) with a revised Terms of Reference (TOR) and governance structure.
The Diversity and Inclusion group meets every 8 weeks and provides representation across all divisions and departments to actively engage, identify and address inequalities and oversees delivery of the Equality Outcomes.
Representation is also provided by the Chairs of the staff diversity networks to capture key discussion points with the intention to deliver proactive and considered outcomes to reduce inequality within the workforce.
Diversity and Inclusion Intranet and website pages
The NHS GJ staff intranet pages have been redesigned to reflect our new vision to delivering the equalities agenda. We have removed individual Protected Characteristics, instead adopting an intersectional approach to accurately reflect the reality of personal circumstance.
The simplified interface now focuses on the 5 key themes of Staff Networks, Equality Impact Assessments (EQIA), Diversity Strategies, Reasonable Adjustments and Initiatives. In addition, the visualisations have been updated to showcase the diversity of talent within the organisation.
