Outcome A2
Increase the number of job applications, including internal promotions, received from people who identify as having a marginalised Protected Characteristic.
Professional memberships
NHS Golden Jubilee has a strong track record of establishing robust relationships with third sector organisations and those supporting accreditations and initiatives to mainstream equalities. These include Stonewall Diversity Champions, Investors in Young People, Disability Confident, Glasgow Centre for Inclusive Living, and Purple Tuesday.
In December 2022, we launched our latest membership with the Hidden Disabilities Sunflower scheme. The Sunflower is an internationally recognised symbol for non-visible disabilities which can include autism, chronic pain, learning difficulties as well as mental health conditions, mobility, speech impairments, diabetes, sleep disorders and sensory loss such as speech, sight loss, hearing loss, or deafness.
People who require additional assistance or who simply just want to indicate to others of their personal circumstance can choose to wear a lanyard, badge or wristband. By making the non-visible, visible, we strive to create a culture of acceptance whereby everyone is treated with fairness dignity and respect.
| Professional Membership | Protected Characteristic |
| Hidden Disability Sunflower Scheme | Disability |
| Disability Confident Leader | Disability |
| Purple Tuesday | Disabilities |
| Investors in Young People | Age |
| GCIL Equality Academy Graduate Trainee Programme | Disability |
| Stonewall Diversity Champion |
Sexual Orientation Gender Reassignment (Trans Status) |
NHS Scotland Pride badge
June 2021 marked the launch of the NHS Scotland Pride Badge campaign. The badge and associated pledge enable staff to show their commitment to support LGBTQ+ equality for service users and colleagues from all backgrounds. LGBTQ+ people (and particularly LGBTQ+ ethnic minority people) still face challenges in relation to
accessing healthcare, and negative attitudes towards them. Since launching a year ago 239 NHSGJ staff members have signed the pledge equating to circa 10% of the organisational workforce.
NHS Golden Jubilee Pride Progress Rainbow lanyards
We launched our Pride Progress lanyards and belt clips in February 2024 to coincide with LGBTQ+ History Month – the theme celebrated LGBTQ+ peoples’ contribution to the field of medicine and healthcare, both historically and today.
We are proud to be an inclusive employer and recognise the valuable contribution that our LGBTQ+
staff and allies make on a daily basis to deliver high quality care.
To be eligible to wear one of our new rainbow lanyards, staff must be part of the LGBTQ+ community or
have signed the NHS Scotland Pride Badge pledge to signify their stance as an LGBTQ+ ally.
Internal Policy Audits
Glasgow Centre for Inclusive Living (GCIL) audit of internal practices
Throughout 2021, we collaborated with GCIL to undertake an audit of our internal policies and processes relating to the recruitment and retention of disabled staff to the organisation.
This audit focused on the following areas:
- Existing equality reporting and monitoring framework.
- Assessment of our existing equality strategy, policies and procedures.
- Evaluation of the recruitment and selection process, with a focus on disability rights.
- Evaluation of reasonable adjustment practices within recruitment and selection.
- Information technology: comments on the accessibility of services.
- Staff training and development.
- Evaluating overall performance monitoring systems and data protection systems.
- GCIL commended us for the robust processes in place to mainstream equalities across the organisation, with minimal resulting actions required to strengthen existing procedures to achieve best practice industry standards.
Stonewall Workplace Equalities Index (WEI) and Diversity Champions Programme
NHSGJ received the Gold Employer award in the 2022 WEI submission.
The programme requires participating organisations to demonstrate their commitment to LGBTQ+
inclusion within the workplace by submitting evidence of policies, processes and activities designed to
eliminate discrimination and promote equality of opportunity for LGBTQ+ staff.
The 87-page self-audit spans the Board’s policy set, employee lifecycles, the LGBTQ+ network, empowerment programmes, leadership, monitoring information, supply chains, and community engagement.
