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Culture of the organisation (healthcare services)

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  • Organisations we regulate

W3. Is there a culture of high-quality, sustainable care?


W3.1 Do staff feel supported, respected and valued?


W3.2 Is the culture centred on the needs and experience of people who use services?


W3.3 Do staff feel positive and proud to work in the organisation?


W3.4 Is action taken to address behaviour and performance that is inconsistent with the vision and values, regardless of seniority?


W3.5 Does the culture encourage openness and honesty at all levels within the organisation, including with people who use services, in response to incidents? Do leaders and staff understand the importance of staff being able to raise concerns without fear of retribution, and is appropriate learning and action taken as a result of concerns raised?


W3.6 Are there mechanisms for providing all staff at every level with the development they need, including high-quality appraisal and career development conversations?


W3.7 Is there a strong emphasis on the safety and wellbeing of staff?


W3.8 Are equality and diversity promoted within and beyond the organisation? Do all staff, including those with particular protected characteristics under the Equality Act, feel they are treated equitably?


W3.9 Are there cooperative, supportive and appreciative relationships among staff? Do staff and teams work collaboratively, share responsibility and resolve conflict quickly and constructively?


Case studies

Kevin Moynes, Director of Human Resources and Organisational Development, has played a key role in driving improvement at East Lancashire Hospitals NHS Trust by transforming the trust’s approach to staff engagement.
Mid Essex Hospital Services NHS Trust’s 'Time to Shine' programme gives staff the opportunity to highlight areas of excellence around the trust. And, the ‘terrific tickets’ scheme allows staff to nominate a person or department for an award in recognition of care and service that is above and beyond their normal daily work.
Leeds Teaching Hospitals NHS Trust works hard to raise awareness of equality and diversity among staff, local people and the wider community. With support from Healthwatch, the voluntary sector and wider patient engagement groups, the trust aims to represent and meet the needs of the community they serve.
University Hospitals Bristol NHS Foundation Trust introduced an interactive web-based tool to gather real-time feedback from staff. They use the Happy App to indicate how happy they are at work and record why.
Wexham Park Hospital recognised how important it was to understand the needs of the diverse local community. The hospital matched patients to staff or translators with the relevant language skills so they could communicate fully with each other.
At Cambridge University Hospitals NHS Foundation Trust, 27% of staff are not from the UK. There is an underpinning thread of equality and diversity in the trust’s work.
University Hospitals Morecambe Bay NHS Foundation Trust identified that engaging with black and minority ethnic (BME) groups of staff in the organisation was difficult. The trust formed an agreement with the British Association of Physicians of Indian Origin (BAPIO) for development and training, and developed a BME network.

Last updated:
15 May 2018

 


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