This case study shows how the key ambition of the trust is to increase the BME representation at leadership and senior management levels at bands 8a – 9 and very senior managers (VSM).
This case study give information on the key ambitions of the trust to improve the systemic recording and tracking of staff who apply, are successful and complete continuous professional development (CPD) training.
This case study shows the trust’s ambition of reducing the disproportionate rate of BME staff entering the formal employee relations process compared to their white peers, with no case to answer.
This case study shows the trust’s ambition to continuously close the gap in experiences between BME and white staff on discrimination at work from a manager / team leader or other colleagues.
This case study gives information on the region wide aim of reducing the disproportionate rate of BME staff entering the formal employee relations process compared to their white peers in London NHS trusts.
International Longevity Centre – UK report that argues that the UK’s unprecedented population ageing poses a set of daunting, yet not insurmountable, challenges for policymakers, institutions and health care providers to design better solutions fit for an ageing society. It
This report aims to shine a light on the issue of casual ageism and the impact that it has on all of us. It highlights how ageism can have real life consequences, promotes exclusion and can affect physical and mental
It is estimated that by 2035, over half of all adults in the UK will be over 50 years of age. This report proposes several recommendations to provide older people and employers with the support needed to unlock the potential
This national Human Resources Performance Framework (HRPF), foreshadowed in the NHS Plan, is intended to support the Service in measuring and maintaining progress on the three strategic aims of ‘Working Together – Securing a Quality Workforce for the NHS’, to
This research looks at stakeholder views of the Employment Advisers in Improving Access to Psychological Therapies pilot which began in March 2018. The Employment Advisers in Improving Access to Psychological Therapies pilot provides tailored employment support to people with depression and
A summary of the first Global Ministerial Mental Health Summit, which was held in London in 2018. This report covers the themes, experiences and learning from the discussions at the summit. It includes: a summary of the key issues and
This document provides information on the WRES experts programme, which aims to equip NHS organisations with in-house expertise to improve workforce race equality.
This template is intended to support NHS trusts and CCGs in collecting their 2019 NHS Workforce Race Equality Standard data for submission through SDCS.
This Memorandum of Understanding (MoU) sets out matters agreed between the Government Equalities Office (GEO), the Department of Health and Social Care (DHSC) and NHS England in relation to the role, function and responsibilities of the National Adviser on LGBT
Lack of gender diversity in the artificial intelligence (AI) workforce is raising growing concerns. Our analysis shows that there is a gender diversity gap in AI research, in a larger and more comprehensive corpus than those which have been used
This document is an evolving guide to help support local practices in promoting workforce race equality.
Royal College of General Practitioners (RCGP) paper that provides an overview of the key issues facing gender-questioning and transgender patients, general practice and the broader health system. It establishes the RCGP’s position on the role of a GP in providing
This document sets out a new personalised care approach for those veterans who have a long term physical, mental or neurological health condition or disability.
This report is intended to enhance workplace practice surrounding obesity. It seeks to discuss how the effects of obesity extend to people’s working lives, raising issues related to productivity and absenteeism as well as highlighting the level of discrimination that
General Medical Council (GMC) research to understand why some groups of doctors are referred to the GMC for fitness to practise concerns more, or less, than others by their employers or contractors and what can be done about it. In particular,