Theme C
Our people:
Cultivating an inclusive culture and rebalancing our workforce and volunteer profile to reflect demographic diversity.
Equality Act 2010:
Foster good relations between people who share a protected characteristic and those who don’t.
Outcome 3:
Increase applications, on-boarding, quality of data and retention of people with protected characteristics with a focus on age, disability, race, and sexual orientation.
Race
NHSGJ Anti-racism Action Plan
Implementation of NHSGJ Anti-racism Action plan to address racialized health inequalities and create a more equitable healthcare service.
- Deliver targeted interventions associated with the 5 strands:
- Leadership and accountability
- Culture
- Equity of opportunity
- Using data to inform action
- Addressing concerns
Disability
On-boarding
Increase number of disabled workforce from 1.5% in 2024 to 3% by 2029.
- Targeted recruitment activities.
- Communications outreach – eESS.
- Increase external case studies featuring staff with disabilities.
Retention / promotion
Increase representation of disabled workforce within senior management roles.
- Targeted recruitment activities.
- Communications outreach – eESS.
- Increase external case studies featuring staff with disabilities.
Quality of data
- Encourage existing workforce to feel safe to disclose they have a disability, encompassing all spectrums.
- Reduce ‘prefer not to say’ disability reporting on eESS from 11.8% in 2024 to 8% by 2029.
LGBTQ+
Quality of data
Reduce ‘prefer not to say’ LGBTQ+ reporting on eESS from 9% in 2024 to 6% by 2029 and ‘no information provided’ from 12.9% in 2024 to 10% by 2029.
- Communications outreach – eESS.
