our workforce diversity and inclusion strategy 2020 2025 · 2019-07-08 · our workforce diversity...
TRANSCRIPT
Our Workforce Diversity and Inclusion
Strategy
2020 – 2025
Committed to inclusion in everything we do
Our organisational values and leadership
behaviours underpin our commitment to
inclusion; we value all views in shaping our
staff and patient experience
Foreword from
Robert Woolley, chief executive
We will focus on four
themes that we consider
will have the greatest
impact:
• Accountability and
assurance
• Leadership and
cultural
transformation
• Monitoring progress
and benchmarking
• Positive action and
practical support
Committed to inclusion in everything we do
There is a great deal to be proud of at University
Hospitals Bristol NHS Foundation Trust, not least
the exceptional care and compassion shown by
everyone who works here, as recognised by
patients, relatives and regulators alike.
We employ about 10,000 people in the Trust, of
whom almost eight in ten are women, 1,394 are
from a black or minority ethnic background, nearly
300 have a declared disability and 275 identify as
lesbian, gay, bisexual, transgender or questioning
(LGBTQ)*.
I believe these are differences to be celebrated and
that the Trust is enriched by all these diverse
experiences.
But we need to acknowledge that these numbers
do not reflect the make-up of the community we
serve. It’s also true that many staff do not think the
Trust is the fair and just organisation it really ought
to be.
The levels of bullying and harassment reported
through the staff survey are a matter for grave
concern. Our race equalities data indicate many
disadvantages faced by those staff who come from
a BME background.
‘Respecting everyone’ is one of the core values
which we adopted at the suggestion of staff back in
2010. Nine years later, we still have a lot to do.
That is why I commend our new Diversity and
Inclusion Strategy to you, as a sign of the Trust
Board’s complete commitment to the principle of
inclusion.
I particularly commend this strategy to those of you
who have leadership responsibilities, because it is
you I am asking to think about the goals outlined
here and to consider how you will play your part in
achieving them.
Together, let’s create a working environment that is
fair and just for every individual at UH Bristol.
Achieving that would be something to be very
proud of.
With best wishes,
* Data as at 31st March 2019
Robert Woolley, chief executive
WHERE WE ARE NOW Page 1
OUR JOURNEY OVER THE LAST YEAR Page 2
OUR VISION Page 3
OUR AMBITION Page 3
MAKING THIS HAPPEN: OUR GOVERNANCE Page 4
GET INVOLVED Page 5
OUR IMPACT: MEASURING THE DIFFERENCE Page 5
YEAR 1 ACTION PLAN Page 6
Contents
Committed to inclusion in everything we do
Committed to inclusion in everything we do 1
Where we are now The Trust has been focusing on diversity and
inclusion as an integral part of the Workforce
and Organisational Development (OD) strategy
for a number of years. As a public sector body
the Trust has a responsibility to deliver against
its public sector duties which are measured
through progress against the Equality Delivery
system (EDS2) supported by the Workforce
Race Equality Standard (WRES).
In order to further develop the existing
programme of work into an inclusive strategy we
ran a multi-professional workshop with over 70
stakeholders in partnership with the national
WRES team in February 2019.
These themes have been used to develop the
objectives in terms of where we want to be in
five years, and a detailed action plan which
presents the actions we are going to take in the
next year to ensure we deliver against our
vision of being committed to inclusion in
everything we do.
The workshop looked at a variety of data about our
workforce and focused on two key questions:
1. What does the data say about our current
approach to diversity and inclusion in each
Division?
2. What actions should we take based on this
information?
Using the data from this workshop and a
benchmarked strategic model for diversity and
inclusion the Trust developed its four strategic
themes:
In addition to the stakeholder group, the Trust
would specifically like to acknowledge the
following contributors to the strategy:
• The National Workforce Race Equality
Scheme (WRES) team
• The Diversity & Inclusion Task & Finish
Group
• Members of the Trust Diversity and
Inclusion Group
Committed to inclusion in everything we do 2
Our journey over the last year (2018)
Staff forums have
been growing in
numbers and
activity including
the celebration of
Black History
month
Equality,
diversity &
human rights
training
reaches 90% Revised
Equality,
Diversity &
Human Rights
Policy
implemented
Workforce Race
Equality
Standard data
and Gender Pay
Gap report
published
Annual
Diversity &
Inclusion
Report
published
Our staff
engagement
figure has seen
the 5th
consecutive
yearly rise to 7.2
out of 10
A diversity and
inclusion workshop
ran for over 70 multi-
professional staff in
partnership with the
national Workforce
Race Equality
Scheme (WRES)
Committed to inclusion in everything we do 3
Our vision
The Trust will deliver our vision of being ’committed to inclusion in everything we do’. We are committed to
ensuring that we implement a programme of change initiatives that realises the following benefits:
• A culture of inclusion and engagement at University Hospitals Bristol
• Valuing and empowering staff to ensure better outcomes for individuals and the organisation
• Ensuring talent is maximised in the organisation
• Our Leadership teams represent the community we serve
• An inclusive approach to development; education and promotion
• Greater innovation; as research shows that diverse teams are more likely increase organisational
effectiveness
Our ambition Leadership and cultural
transformation • As leaders we role model the values and
leadership behaviours creating an environment
that encourages feedback and where staff feel safe
to challenge
• We are committed to inclusion in everything we do
including recruitment, induction, training, appraisal
and talent management
• We celebrate and value the contribution all of our
staff make at all levels of the organisation
Accountability and assurance • We encourage shared learning by openly sharing
our diversity data in a meaningful way
• Our strategy is communicated at all levels reflecting
our commitment to change
The delivery of these ambitions over the life of this strategy will enable the Trust to
significantly improve its performance against the Equality Delivery system (EDS2)
Positive action and practical
support • Our Education Strategy focuses on inclusion
and is a key enabler to delivering the vision
supported by our Trust values
• Inclusion is integral in our people policies
encouraging positive conversation and
introducing informal processes where possible
• Staff networks grow to become an increased
staff voice who represent our workforce and the
community we serve
Monitoring progress and
benchmarking • We will be recognised as an inclusive employer
committed to ensuring our workforce reflects the
community it serves
• We will seek opportunities to learn from others,
developing our partnerships at a regional and
national level
Committed to inclusion in everything we do 4
Making this happen: our governance
The governance will assure the Board that:
There is clear accountability and progress being made against the
strategic objectives for both workforce and patient diversity and
inclusion strategy plans
The Trust is meeting its public sector equality duty
Achieve upper quartile performance for diversity and inclusion
measures as reflected in our Trust 2025 strategy
Committed to inclusion in everything we do 5
Our impact: measuring the difference Our strategy is a commitment to a five year journey to
improve diversity and inclusion for the working lives of all
of our staff and the experience of our patients.
We will measure the impact of:
Improved EDS2 performance for staff and patients
within the four goals:
Better health outcomes for all
Improved patient access and experience
A representative and supportive workforce
Inclusive leadership
Staff survey specific measures including
engagement
Training attendance data reflects the diverse
workforce
National recruitment targets
Bespoke questionnaires and focus groups
Reported progress against
objectives and impact measures
will be communicated to the Board
on a bi-annual basis.
An annual update against this
strategy will also be provided
using this as an opportunity to
ensure priorities are refreshed and
continue to reflect the views of our
people.
This strategy is for and about our staff and we are encouraging ideas and engagement at all levels. Please
email Diversity&[email protected] where you can find out more about our staff forums and share any
ideas you may have about how we improve your working life and the experience of our patients and
communities. We will also be updating you regularly at Trust and local level; so please look out for ongoing
communications.
Get involved
Str
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qualit
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xperience f
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ecem
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ork
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ducation
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2019
Sta
ff S
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rust pro
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xperience f
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e s
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e tim
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eam
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rganis
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ent
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019
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year
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s r
ep
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ork
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ontinue t
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t B
oard
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ork
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eries o
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ff s
tory
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eos to p
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ote
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xperiences o
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ers
e w
ork
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e
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ber
2019
Year
on y
ear
impro
vem
ent w
ith s
taff
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as m
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y the s
taff s
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ey
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ear
impro
vem
ent w
ith W
RE
S indic
ato
rs 6
-8 (
sta
ff s
urv
ey lin
ked)
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on y
ear
impro
vem
ent w
ith W
DE
S indic
ato
rs (
to b
e intr
oduced in 2
019)
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ing t
o c
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qualit
y g
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xperience f
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evers
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D
ecem
ber
2019
Year
on y
ear
impro
vem
ent w
ith s
taff
engagem
ent
as m
easure
d b
y the s
taff s
urv
ey
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ear
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vem
ent w
ith W
RE
S indic
ato
rs 6
-8 (
sta
ff s
urv
ey lin
ked)
Year
on y
ear
impro
vem
ent w
ith W
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S indic
ato
rs (
to b
e intr
oduced in 2
019)
Aim
ing t
o c
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qualit
y g
ap for
pro
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roups a
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vin
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xperience f
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e
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Develo
pm
ent
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oduce a
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senio
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Marc
h 2
020
Y
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vem
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ith s
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ey
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vem
ent w
ith W
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S indic
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rs 6
-8 (
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ff s
urv
ey lin
ked)
Year
on y
ear
impro
vem
ent w
ith W
DE
S indic
ato
rs (
to b
e intr
oduced in 2
019)
This
will support
the T
ale
nt m
anagem
ent
appro
ach (
obje
ctive 2
)
Org
anis
ational
Develo
pm
ent
support
ed b
y
Div
isio
nal Leaders
hip
T
eam
s
Str
ate
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Pri
ori
ties
O
bje
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ve
A
cti
on
Req
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T
imelin
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Imp
act
Measu
re
By W
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m
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co
un
tab
ilit
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an
d A
ssu
ran
ce
4
We e
nco
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ly
sh
ari
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ou
r d
ivers
ity d
ata
in
a m
ean
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ful w
ay
Build
on e
xis
ting D
ivers
ity a
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Inclu
sio
n d
ata
to d
evelo
p a
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at
incre
ases a
ware
ne
ss o
f activity a
nd p
rogre
ss f
rom
both
th
e w
ork
forc
e d
ata
an
d p
atient
activity.
Septe
mber
2019
Year
on y
ear
impro
vem
en
t w
ith d
ata
m
easure
s (
to b
e d
efine
d).
This
will
inclu
de
:
WR
ES
WD
ES
Gender
Pa
y G
ap
Impro
ved y
ear
on y
ear
ED
S2 p
atient fa
cin
g
ind
icato
rs:
Impro
ved p
atie
nt access a
nd e
xperi
ence
Bett
er
he
alth o
utc
om
es for
all
Org
anis
ational
Develo
pm
ent /
Com
munic
ations
Team
and
support
ed b
y
Div
isio
nal
Leaders
hip
T
eam
s
We w
ill r
evie
w o
ur
go
vern
ance
for
Div
ers
ity a
nd I
nclu
sio
n t
o
ensure
appro
pri
ate
cro
ss d
ivis
ion
and p
rofe
ssio
na
l re
pre
se
nta
tio
n
is in p
lace
Septe
mber
2019
Eff
ective d
eliv
ery
of
the s
trate
gic
pla
n b
y
ensurin
g r
ob
ust
go
vern
ance is in p
lace
. Y
ear
on y
ear
impro
vem
ent w
ith d
ata
m
easure
s (
to b
e d
efine
d).
This
will
inclu
de:
WR
ES
WD
ES
Gender
Pa
y G
ap
Impro
ved y
ear
on y
ear
ED
S2 p
atient fa
cin
g
ind
icato
rs:
Impro
ved p
atie
nt access a
nd e
xperi
ence
B
ett
er
he
alth o
utc
om
es for
all
Directo
r of
People
5
Ou
r S
trate
gy is
co
mm
un
icate
d a
t
all lev
els
refl
ecti
ng
ou
r
co
mm
itm
en
t to
ch
an
ge
Develo
p a
robust
com
munic
ations p
lan f
or
20
19/2
0
for
Div
ers
ity a
nd I
nclu
sio
n
ensurin
g th
is is e
mbedd
ed in a
ll of
our
pra
ctices a
nd inte
ractions
with s
taff
, public
and p
atien
ts
June 2
019
Incre
ased f
ocus o
n inclu
siv
ity thro
ug
h o
ur
Com
munic
ation c
hann
els
inclu
din
g V
oic
es,
Ne
wsbea
t an
d leaflets
All
com
munic
ations f
ocusin
g o
n d
eliv
eri
ng t
he
vis
ion ‘com
mitte
d to inclu
sio
n in e
very
thin
g w
e
do’
Org
anis
ational
Develo
pm
ent/
Com
munic
ations
Team
Str
ate
gic
Pri
ori
ties
O
bje
cti
ve
A
cti
on
Req
uir
ed
T
imelin
e
Imp
act
Measu
re
By W
ho
m
Po
sit
ive A
cti
on
an
d P
racti
cal
Su
pp
ort
6
Ou
r E
du
ca
tio
n
Str
ate
gy f
oc
us
es
on
in
clu
sio
n a
nd
is
a k
ey e
na
ble
r to
de
live
rin
g t
he
vis
ion
su
pp
ort
ed
by o
ur
Tru
st
va
lue
s
Pro
vid
e inclu
siv
e e
duca
tio
n tha
t
nu
rtu
res s
taff
mo
tiva
tion
and
asp
ira
tion
al ca
ree
r de
ve
lopm
en
t
an
d v
alu
es th
e in
div
idu
al a
nd
th
e
tea
ms t
ha
t w
ork
to
ge
the
r
As
de
taile
d in
th
e
ed
uca
tion
str
ate
gy
Incre
ased
ye
ar
on
ye
ar
atte
nda
nce o
n N
atio
na
l L
ea
de
rship
Aca
dem
y p
rog
ram
me
s inclu
din
g
‘ste
pp
ing
up’
Work
ing
with
the
Na
tio
nal W
RE
S t
ea
m o
n t
he
fu
ture
de
ve
lop
men
t o
f le
ad
ers
hip
pro
gra
mm
es
Div
ers
ity a
nd I
nclu
sio
n a
tte
ndan
ce
fig
ure
s to
be
rep
ort
ed
as p
art
of
the
da
ta s
et
(ob
jective
4)
an
d
this
incre
ase
s y
ea
r o
n y
ea
r
Ed
uca
tio
n a
nd
Div
isio
na
l L
ea
de
rship
T
ea
ms
7
Inc
lus
ion
is
inte
gra
l in
ou
r p
eo
ple
po
licie
s
en
co
ura
gin
g
po
sit
ive
c
on
ve
rsa
tio
n a
nd
in
tro
du
cin
g
info
rma
l p
roc
ess
es
w
he
re p
os
sib
le
We w
ill c
on
duct
a f
ull
revie
w o
f o
ur
pe
op
le p
olic
ies a
nd
alig
n t
hese
to
the
co
mm
unic
ation
fra
me
wo
rk t
o e
nsu
re
a c
on
sis
ten
t m
essa
ge
and
appro
ach
to inclu
sio
n.
En
su
re w
e c
on
tin
ue
to
offe
r to
In
ve
stig
atin
g O
ffic
ers
tra
inin
g to
all
ma
nag
ers
usin
g o
ur
HR
rela
ted
p
olic
ies
Ma
rch
2
02
0
Revie
win
g e
xit d
ata
fo
r d
ive
rse g
rou
ps t
o g
ain
in
sig
ht in
to r
easo
ns f
or
lea
vin
g/h
ow
th
ey p
erc
eiv
e
the
y w
ere
tre
ate
d w
hile
at th
e T
rust
with
an
a
nticip
ate
d y
ea
r o
n y
ea
r im
pro
ve
me
nt
Ye
ar
on
ye
ar
redu
ctio
n in
th
e d
isp
rop
ort
iona
te
nu
mbe
r o
f B
AM
E s
taff
in
vo
lved
in
:
Dis
cip
lina
ry a
nd
Grie
va
nce
Bu
llyin
g a
nd H
ara
ssm
en
t A
imin
g t
o c
lose t
he
eq
ua
lity g
ap
fo
r p
rote
cte
d
gro
ups a
nd
im
pro
vin
g
the
exp
eri
ence
fo
r a
ll sta
ff a
t th
e s
am
e t
ime
Hum
an
R
eso
urc
es
8
Sta
ff f
oru
ms
gro
w
to b
ec
om
e a
n
inc
rea
se
d s
taff
vo
ice
wh
o
rep
res
en
t o
ur
wo
rkfo
rce
an
d t
he
co
mm
un
ity w
e
se
rve
En
su
re s
taff
Fo
rum
s h
ave
a
pro
gra
mm
e o
f w
ork
th
at ca
n b
e
ce
leb
rate
d a
t th
e a
nnu
al sta
ff
ne
two
rk e
ve
nt
an
d e
ng
ag
es f
urt
he
r re
cru
itm
en
t to
th
e g
roup
Ma
y 2
01
9
Incre
ased
sta
ff fo
rum
mem
be
rs
Cele
bra
tio
n o
f achie
ve
men
t fr
om
ou
r d
ive
rse
wo
rkfo
rce
Fo
rum
Ch
airs
an
d m
em
be
rs
su
ppo
rte
d b
y
Div
isio
na
l L
ea
de
rship
T
ea
ms
Str
ate
gic
Pri
ori
ties
O
bje
cti
ve
A
cti
on
Req
uir
ed
T
imelin
e
Imp
act
Measu
re
By W
ho
m
Mo
nit
ori
ng
P
rog
ress a
nd
B
en
ch
ma
rkin
g
9
We w
ill b
e
reco
gn
ised
as
an
inclu
siv
e
em
plo
ye
r
co
mm
itte
d t
o
en
su
rin
g o
ur
wo
rkfo
rce
refl
ects
th
e
co
mm
un
ity it
serv
es
En
su
re a
ll re
cru
itm
en
t p
rocesse
s a
re
revie
we
d t
o e
nsu
re a
n in
clu
siv
e
ap
pro
ach
fro
m a
pplic
atio
n to
a
pp
oin
tme
nt.
Th
is w
ill inclu
de
re
vie
win
g:
Jo
b d
escri
ption
and
pe
rso
n
sp
ecific
atio
ns
Ad
ve
rtis
ing
Sh
ort
listin
g p
rocesse
s
Re
cru
itm
en
t p
rocesses fo
r B
oa
rd a
pp
oin
tme
nts
Pa
ne
l com
positio
n
Inte
rvie
w q
ue
stio
ns
Fe
ed
ba
ck p
an
els
Re
cru
itin
g m
an
ag
ers
tra
inin
g
Sch
ool lia
iso
n/c
are
er
eve
nts
De
ce
mb
er
20
19
Work
ing
to
wa
rds t
he d
eliv
ery
of
the
Na
tion
al
targ
ets
fo
r re
cru
itm
en
t in
20
20
W
ork
ing
with
in th
e g
uid
ance
of th
e M
od
el E
mp
loye
r 2
02
8 w
hic
h inclu
des t
arg
ets
for
incre
ase
d
lea
de
rship
rep
rese
nta
tion
with
in p
rote
cte
d g
rou
p.
Co
mm
itm
en
t to
bala
nce
d s
ho
rtlis
tin
g.
Re
cru
itm
en
t
10
W
e w
ill seek
op
po
rtu
nit
ies t
o
learn
fro
m
oth
ers
,
dev
elo
pin
g o
ur
part
ners
hip
s a
t a
reg
ion
al
an
d
nati
on
al le
vel
We w
ill w
ork
in
pa
rtne
rship
with
th
e
Bri
sto
l M
an
ife
sto
and
oth
er
pa
rtn
ers
a
cro
ss th
e c
ity t
o s
ha
re le
arn
ing
an
d
be
st p
ractice
Bi-
mo
nth
ly
me
etin
gs
Work
ing
with
pa
rtn
ers
acro
ss th
e C
ity t
o Im
ple
me
nt
the
city w
ide
pla
n f
ocusin
g o
n fo
ur
am
bitio
ns f
or
Bri
sto
l.
A c
ity w
he
re:
Eve
ryo
ne
be
nefits
fro
m t
he
city’s
succe
ss a
nd
n
o-o
ne is le
ft b
eh
ind
Pe
op
le h
ave
acce
ss t
o d
ece
nt jo
bs
Se
rvic
es a
nd o
ppo
rtu
nitie
s a
re a
cce
ssib
le
Life
ch
an
ces a
nd
he
alth
are
no
t d
ete
rmin
ed b
y
we
alth
an
d b
ackg
rou
nd
Org
an
isa
tion
al
De
ve
lop
me
nt
su
ppo
rte
d b
y
Div
isio
na
l L
ea
de
rship
T
ea
ms
Active
ly w
ork
with
exte
rna
l e
du
ca
tio
n
pro
vid
ers
to
esta
blis
h s
hare
d
go
ve
rna
nce
an
d e
nh
an
ced
pa
rtn
ers
hip
wo
rkin
g
As
de
taile
d in
th
e
ed
uca
tion
str
ate
gy
Imp
lem
en
tatio
n o
f ne
w m
od
els
of
wo
rkin
g w
ith
lo
ca
l
un
ive
rsitie
s a
nd
co
lleg
es s
up
po
rte
d b
y th
e w
ork
of
Bri
sto
l, N
ort
h S
om
ers
et
& S
ou
th G
louce
ste
rsh
ire
(BN
SS
G)
as d
eta
iled
in
th
e E
du
ca
tio
n S
tra
teg
y
Sta
ff S
urv
ey y
ea
r o
n y
ea
r in
cre
ase in
: P
erc
enta
ge o
f sta
ff b
elie
vin
g th
at
the
Tru
st
pro
vid
es e
qu
al o
pp
ort
unity f
or
ca
ree
r p
rog
ressio
n
an
d p
rom
otio
n
Ed
uca
tio
n
su
ppo
rte
d b
y
Div
isio
na
l L
ea
de
rship
T
ea
ms
Committed to inclusion in everything we do
“Respecting everyone is a key Trust value and is essential in the behaviours of all staff. The
principles of fairness, equality and celebrating differences are essential to a high performing
organisation, particularly in a city like Bristol, which has a hugely diverse population.
With limited resources available due to the current financial climate, it is important to recognise
that embracing diversity will add value to the organisation beyond the requirement for legal
compliance.
Robert and I are totally committed to realising the aspirations in this strategy, with necessary
plans and governance processes in place to ensure process is measured and achieved for the
benefit of our staff and patients”.
- Jeff Farrar, Trust Chairman
Committed to inclusion in everything we do
Our Workforce Diversity and Inclusion Strategy
2020 – 2025
Committed to inclusion in everything we do