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Success factor 3: Staff equality
This is a basis for quality improvement.
It includes work to develop an open and inclusive culture and action to tackle specific workforce inequalities.
Using national equality programmes well
The Christie NHS Foundation Trust, specialist cancer centre.
NHS schemes provide a framework for monitoring and improvement:
- Equality Delivery System (EDS2) helped identify specific improvements. The board is now achieving equality and diversity promotion.
- Work to reduce bullying and harassment identified by the workforce race equality index. Between 2014 and 2015, the proportion of BME staff who said they had experienced bullying or harassment fell from 28% to 11% (19% of white staff in both years).
Strategy in action
Dimensions Kent, service supporting 15 people with complex needs in their own homes.
Dimension Uk's national equality and diversity strategy has an impact on workforce equality at a local level:
- Respect for diversity and consideration of equality for every person they employ and support leads to outstanding support
- Staff praised the culture, with opportunities for personal development and to contribute to quality improvement
Modelling flexible and supportive employment
First Community Health and Care CIC provides services in a hospital and in the community to 178,000 people in south east England. It is a staff-owned social enterprise employing 450 people.
The entire board is committed to running an organisation that has equality for staff and patients at the heart of how it delivered services. They:
- appointed a part-time CEO – who is a role model for work-life balance. This provides a strong message to staff about equality in the workplace.
- employ two administrative staff with learning disabilities on the same terms and conditions as other staff. They are given high levels of support to fulfil their roles. One of these staff told us the job “transformed their lives and was the best job ever”.
We heard many stories and met many staff who told us how the CIC enabled them to continue working or supported professional development when they were in challenging circumstances.
- Last updated:
- 25 October 2018