Our commitment to equality and diversity
The Trust commits to:
- Promote equality, fairness and respect for all in our employment, whether temporary, part-time or full-time, as well as for volunteers and potential job applicants.
- Oppose and avoid all forms of unlawful discrimination. This includes in pay and benefits, terms and conditions of employment, dealing with grievances and discipline, dismissal, redundancy, leave for parents, requests for flexible working, and selection for employment, promotion, training or other development opportunities.
- Create a working environment free of bullying, harassment, victimisation and unlawful discrimination, promoting dignity and respect for all, and where individual differences and the contributions of all colleagues are recognised and valued.
- Make opportunities for training, development and progress available to all colleagues, who will be helped and encouraged to develop their full potential, so their talents and resources can be fully utilised to maximise the efficiency of the Trust's decisions concerning colleagues being based on merit (apart from in any necessary and limited exemptions and exceptions allowed under the Equality Act).
The vision of Birmingham Community Healthcare is to develop into a Truly Inclusive Organisation and that ambition will be realised when our Birmingham Community Healthcare People tell us that the Trust is a Great Place to Work.
- A commitment to being a Truly Inclusive Organisation
- Achievements in 2020/21
- A commitment to listen and act
The priority actions for 2021 / 2022 are summarised as follows:
- Delivery of Key Performances Indicators
- Actively supporting Equality Staff Networks and engagement
- Embedding Equality Diversity & Inclusion within Divisional priorities and objectives
- Embedding Inclusive Leadership
- Recognising and Realising Potential
- Developing Data and Performance Management
- Equality in Recruitment and Promotion Practices
- Inclusive Engagement
- Disability Equality
- Zero Tolerance
- Fairness and Equality in Employment Processes
- System Engagement
These are some of the actions we will be taking forward to improve the experiences of colleagues with a disability/ long term condition:
- Key findings from the Workforce Disability Equality Standard report, to inform actions to be implemented to steer improvements.
- End to End quality improvement review of access to reasonable adjustments for colleagues living with a disability/long term condition.
- Refresh and amend the Accessible Information Standard Policy.
- Support the Disability & Neurodiversity Network to raise its profile and increase membership.
- Improve disability declaration rates on Electronic Staff Record and build a more accurate picture of the diversity of our workforce.
- To create and implement a Disability Passport (Workplace adjustment passport) initiative across the trust.
Find out more about our Truly Inclusive Organisation Plan here - Click here to download.
The WDES Report is on page 20 of page of the Truly Inclusive Organisation Plan. The WRES Report is on page 14 of the Truly Inclusive Organisation Plan.
There are a number of ongoing priorities identified within the 2020/21 Truly Inclusive Organisation Plan which have been migrated into the 2021/22 plan.
The Truly Inclusive Organisation Action Plan incorporates the findings and responses from the following:
- WRES 2020/21 Report
- WDES 2020/21 Report
- Annual Workforce Equality Report 2021
- Disparity Report
- EDS2 2021
- Model Employer Report
- Regional and National Strategies
To view the Truly Inclusive Organisation Plan please refer to page 26 -33 of the Truly Inclusive Organisation Plan.
