Theme D
Our people:
Establishing an ethos of intersectional harmonisation and creating a culture of acceptance, trust, transparency and respect.
Equality Act 2010:
Advance equality of opportunity between people who share a protected characteristic and those who don’t.
Foster good relations between people who share a protected characteristic and those who don’t.
Eliminate unlawful discrimination, harassment and victimisation between people who share a protected characteristic and those who don’t.
Outcome 4:
Deliver targeted interventions to mainstream equalities for staff and volunteers adopting a holistic intersectional approach.
Age
Ageing workforce Action Plan
Measurable improvement of staff wellbeing, retention and sickness absence rates by 2029.
Expansion of Reasonable Adjustment Passport scheme to accommodate organisational demographics, focusing on age-related conditions including menopause.
- Focus on menopause support.
- Menopause training – Women’s Health Plan. – Women’s Health Hub TURAS Learn.
- Reasonable Adjustment Passport scheme.
- Absence management training to promote education and support for staff across the organisation.
Disability
Reasonable Adjustment Passport
Improve the efficiency of the Reasonable Adjustment process for disabled staff via intelligence capture, resulting in measurable increased satisfaction rates focusing on implementation timelines and management support.
- Create a database focusing on implementation timelines according to type of adjustment.
- Communications outreach.
- Training and education.
Gender reassignment
Discrete change facilities
Installation of discrete change facilities within male and female changing rooms.
Socio economic
NHSGJ Anchor Programme
Align with NHSGJ Anchor Programme initiatives.
- Implement targeted measures to rebalance socio-economic disadvantage within the local community linked to Employability plan.
Training opportunities aligned with SIMD Index workforce review
Analyse and review geographical SIMD status for staff in bands 2-4 and provide training/upskilling opportunities for self-development and career progression.
- Carry out an audit to understand staffing profile linked to SIMD and AfC bands across NHS Golden Jubilee.
- Explore opportunities to expand SVQs for hospitality and non-clinical staff in bands 2-4.
- Development of training opportunities for healthcare support workers – dementia course/SVQ certificate.
Hybrid Working policy
Refresh of existing policy to provide support to reflect socioeconomic circumstance of our workforce.
- Review existing organisational policy with a focus on The Fairer Scotland Duty to ensure that our staff are not financially disadvantaged as a consequence of hybrid working arrangements.
Maternity/pregnancy
Breastfeeding facilities
Provide a dedicated onsite facility to enable female staff to express and store breast milk.
- Designation of a dedicated breastfeeding room located on level 1 behind the Changing Places Toilet.
Sex
Worker Protection (Amendment of Equality Act 2010) Act 2023
Implementation of Gender Equality Action Plan.
- Development and deployment of targeted measures across 6 main strands:
- Organisational cultural change
- Policies and guidelines
- Training and development
- Reporting channels and investigating
- People management capability
- Monitoring and review
Religion and belief
Spiritual Care Strategy
Spiritual Care Centre providing 24/7 access to enable people to express their spirituality.
- Values-based reflective practice.
- Training and education.
- Spiritual Care assessments.
- Mindfulness activities.
- Listening Ear service.
Intersectional
Reverse mentoring Programme
Scope the feasibility of a Mentoring and Upskilling programme across all Board functions by 2029 to promote an inclusive culture of understanding and acceptance.
- Reverse mentoring programme for senior leaders and line managers.
- Focus on the 9 protected characteristics and Fairer Scotland Duty.
EQIA Champions
Creation of EQIA Champions across all organisational functions by 2029.
- Upskill identified staff within key departments/functions to champion EDI on a local level.
Staff networks
Conduct a review of all 7 staff diversity networks (Ability, Ethnic Minority, LGBTQ+, Women’s, Young Person’s, Spiritual Care and Armed Forces)to maximise support and opportunities for all staff and volunteers with a protected characteristic, adopting an intersectional approach.
- Increased participation amongst staff from all job families.
- Exploration of collaborative opportunities with national and territorial boards.
- Expansion of existing network remit to focus on menopause / ageing workforce / carers.
Volunteer strategy
Onboard a diverse cohort of volunteers to reflect demographic diversity within society.
- Focus on attracting applications from people representing the 9 protected characteristics.
- Introduction of new data capture system to record protected characteristic details of volunteers.
