Outcome B1
Introduction of new organisational Reasonable Adjustment Policy and Passport to enhance staff wellbeing and mitigate barriers to progression resulting from impacts associated with a protected characteristic.
Reasonable Adjustment Policy
In June 2022, NHS Golden Jubilee introduced a new policy aimed at providing an overview of the
processes required to meet its legal obligation under the Equality Act 2010 to consider reasonable
adjustments in the workplace. This policy has 2 main aims:
- To provide information if you are disabled under the Equality Act 2010 if you have a physical or mental impairment that has a ‘substantial’ and ‘long-term’ negative effect on your ability to do normal daily activities.
- To enable employees to access adjustments to their working arrangements, equipment and leave, in order to support them to work safely and effectively, and with dignity and respect.
Reasonable Adjustment Passport
NHS Golden Jubilee introduced a new staff Reasonable Adjustment Passport on 3 December 2024 to coincide with International day of Persons with disabilities.
The implementation of reasonable adjustments for disabled staff is an existing process that NHS Golden Jubilee must adhere to in order to comply with Equalities legislation. The Reasonable Adjustment Passport will simply act as a formalised template to streamline and improve the process and is intended to support employees to capture the adjustments needed, and to work with Occupational Health and their line manager to put the appropriate support in place.
The Passport will also deliver the following benefits:
- Creation of Reasonable Adjustment Champions within Occupational Health, HR and Digital.
- Introduction of an audit timeline detailing key interactions and dates for request and implementation.
- Swim lane diagram outlining clear roles and responsibilities.
- Defined process for new and existing staff.
- Formalisation of regular reviews to ensure effectiveness of the implemented adjustments.
The Passport will act as a driver for change, using anonymised data capture and thematic analysis to
improve implementation timelines and staff experience. Cost savings could also be realised if demand
for similar adjustments is identified.
It is also hoped that the passport will act as a catalyst to promote the benefits of disability status selfdisclosure on eESS.
Introduction of free sanitary products for our workforce
At 30 June 2024, the NHS Golden Jubilee workforce was 71.5% female and 28.5% male.
We introduced free sanitary products within staff female toilets across our site in July 2023 in a targeted measure to reduce health inequalities and eradicate period poverty. It is estimated that women on average spend £13 per month / £156 per year on period products and it is recognised that period poverty can have a detrimental effect on the health and wellbeing of women, and trans people. The use of period products for longer than is recommended or using unsuitable alternatives can lead to infections and health issues. Additionally, women and trans people may feel they have no choice but to miss out on work or recreation due to not having appropriate products.
The impacts of period poverty can be exacerbated where there are period-related health issues, such as endometriosis or polycystic ovary syndrome, which can mean heavier or irregular periods and, as a result, an increased number of products might be needed each month. In addition, perimenopause can result in women seeing their periods becoming irregular and heavy. If people do not have access to their own income, they may struggle to access period products, e.g. if a partner withholds money or the person is worried about the impact on the household budget and does not feel that they can ask for them.
