We currently hold four awards, which accredit our delivery of equality and diversity to our employees.
NHS Employers Equality Partner
In March 2010 we were recognised by NHS Employers as an Equality Partner. This was a competitive process, where we were judged on how well we have embedded equality and diversity as an employer.
The award of Equality Partner status was for a year. From April 2011 we will continue the relationship with NHS Employers as an Associate Partner. Partners contribute to the development of equality in the NHS at national level and disseminate best practice locally.
Healthcare Personnel Management Association – Beachcroft award for diversity and equality
Our approach to staff training in equality and diversity achieved second place nationally in the competition for the Beachcroft award, in June 2010.
The judges praised our approach for the comprehensive way we are embedding equality across the Trust, through our training and making staff more equality-aware.
A disability confident employer
We are accredited by the Government as a disability confident employer. This means we are committed to do all we reasonably can to ensure people with disabilities succeed in our workforce, right from the moment they apply for a job with us.
Is there anything in particular you would like to see us doing, to support employees with a disability? Would you like to know more about how we are promoting equality for staff with disabilities? If so, please get in touch through rde-tr.Equality@nhs.net.
This award accredits the way we promote good mental health among our employees.
This was also renewed in April, by the approval of a self assessment against the following aims:
Show a positive and enabling attitude to employees and job applicants with mental health issues. This will include positive statements in local recruitment literature.
Ensure that all staff involved in recruitment and selection are briefed on mental health issues and the Disability Discrimination Act, and given appropriate interview skills.
Make it clear in any recruitment or occupational health check that people who have experienced mental health issues will not be discriminated against and that disclosure of a mental health issue will enable both employee and employer to assess and provide the right level of support or adjustment.
Not make assumptions that a person with a mental health issue will be more vulnerable to workplace stress or take more time off than any other employee or job applicant.
Provide non-judgemental and proactive support to individual staff who experience mental health issues.
Ensure all line managers have information and training about managing mental health in the workplace.
You can get further information about mental health, the MINDFUL EMPLOYER award and WorkWAYS, who grant the award, at www.mindfulemployer.net