NHS Employers this week held its seventh week on equality and diversity, which ended with a summit on disability.
From May 14-18, health and social care organisations across England celebrated Equality, Diversity and Human Rights Week, #EQW2018, with over a hundred workshops, activities, events and awareness training sessions.
On Friday, the week finished with NHS Employers’ third Disability Summit.
Co-ordinated by NHS Employers, #EQW2018 is a national platform for organisations to highlight their work to create a fairer, more inclusive NHS for patients and staff.
The week’s theme “Diverse, Inclusive, Together”, has been chosen to reflect the move across the health and social care sector towards collaboration and integration, as underlined by NHS England’s Five Year Forward View.
Participating trusts were given access to a toolkit and resources available on the website of NHS Employers.
Barts Health, the second largest NHS trust in the UK was main partner of the Disability Summit and also took part in #EQW2018 over the week.
During the week, the London-based trust’s Inclusion team were at each of the hospital sites with information made available to staff on channels for raising concerns, and how to get involved with the staff diversity network subgroups.
At the Disability Summit, held at the Tower Hotel London, delegates heard the latest thinking of national disability policy initiatives.
One of the event speakers was Jane Hatton, who delivered a lecture entitled “A dozen brilliant reasons to employ disabled people”.
Disabled herself, Hatton is the founder of Evenbreak, an award-winning social enterprise run by and for disabled people.
“I’m delighted to have spoken at the Disability Summit this year,” said Hatton.
“So often, when talking about ‘diversity and inclusion’, people just focus on race and gender and occasionally give a nod to LGBTQ+. Disability often seems the poor relation.
“This is quite odd, when you think it’s not just about recruiting disabled people, but about retaining people as well. Two per cent of people of working age acquire a disability every year, so this is an issue for all organisations whether they like it or not.
“For the NHS, of course, attracting, retaining and nurturing disabled staff is of specific importance. With skills shortages, and the need to attract talented people into the sector, tapping into a wider talent pool is essential.”
NHS Employers and NHS England are currently working across the system on finalising the proposed introduction of the workforce disability equality standard (WDES) in March 2019.
The standard will go some way towards helping employers meet the ambition of the NHS and social care sector laid out in both the Five Year Forward View and the government’s ambitions to halve the current employment gap between disabled and non-disabled people.
Last year, NHS Employers worked closely with the Department for Work and Pensions and NHS England to encourage trusts to migrate across to the new Disability Confident standard.
The Disability Confident scheme supports employers to make the most of the talents that disabled people can bring to the workplace.
Danny Mortimer, chief executive of NHS Employers, said:
“Once again, through the vehicle of Equality, Diversity and Human Rights Week, we have seen the breadth and variety of commitment to the principles of fairness, equity and inclusion from NHS leaders and teams across England.
“This has manifested itself in hundreds of local and regional events - ranging from full scale conferences down to information stalls in staff restaurants - all designed to give information, encourage learning and improve tolerance.
“But these events, and some of the associated social media channels, have rightly expressed frustration at the lack of progress in too many areas. The challenge now for NHS leaders is to show the depth of their commitment and take sustained action to improve the experience of their both staff and patients.
“Since the first NHS Employers Disability Summit three years ago, the issues surrounding the employment rates and experiences of people with disabilities, including those with learning disabilities, are increasingly being discussed by policy makers and employers. This includes the government’s announcement in November 2017 to employ a million more disabled people over the next ten years.”
A diverse NHS, in numbers:
77 per cent: of the NHS workforce is made up of women, while women comprise 47 per cent of England’s working population
47 per cent: of very senior manager roles in the NHS are held by women
77 per cent: of the NHS workforce is white, 5 per cent black or black British, and 9 per cent is Asian or Asian British. England’s overall working population is 86 per cent white, 3 per cent black or black British, and 7 per cent Asian British
43 years is the average age of an NHS employee, male and female
Notes to editors:
- NHS Employers is part of the NHS Confederation charity and supports employers to put patients first. It provides a voice for employers on national policy decisions, produces up-to-date guidance for leaders and managers and leads on national pay negotiations.
- The NHS Confederation represents 85 per cent of NHS providers and commissioners. The organisation has nearly 500 members across health and social care, including hospitals, community and mental health providers, ambulance trusts and independent sector organisations providing NHS care. It is the only membership body to bring together and speak on behalf of the whole NHS.
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