How existing and potential employees will be informed that Logo in recruitment advertisements, wording in adverts,

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1 Equalities Accreditation Overview The Two Ticks Symbol (Positive About Disabled People) This symbol is an accreditation awarded through Job Centre Plus on behalf of the Department of Work and Pensions that we are positive about employing disabled people. What We Had To Do to Achieve To obtain this accreditation we had to complete a Disability Symbol User Agreement providing details in relation to the organization name, type, number of employees and provide general information and evidence to support as follows: Section of User Agreement Evidence Required Evidence Provided General How existing and potential employees will be informed that Logo in recruitment advertisements, wording in adverts, we use the disability symbol and what it means for them applicants guide to equality & diversity in recruitment How existing and potential employees will be identified as having a disability Equal opportunities monitoring for recruitment, data cleanse exercise for current staff Where the symbol will be displayed Recruitment advertisements, literature, website Commitment 1 To interview all disabled applicants How will disabled applicants know what the minimum criteria are Essential criteria are detailed in the person spec all jobs advertised with JD & Person spec. Essential criteria in adverts. who meet the minimum criteria for a job vacancy and consider them on their abilities For recruitment procedures that include tests how do the tests link to the minimum criteria and how will applicants be informed of this Selection linked to person specification. Commitment 2 To ensure that there is a mechanism in place to discuss at any time, but at least once a year with disabled employees what can be done to make sure they can develop and use their abilities When sifting to reduce interview numbers, how will the employer ensure that disabled applicants who meet the criteria are not sifted out Where a high number of cv s are received, how will disabled applicants be identified in order to guarantee them an interview How will the employer operate this commitment when filling interviews Is there an existing appraisal system that can be used to consult disabled employees How does the employer ensure that disabled employees are not inadvertently left out of communication and development Indicator on NHS jobs shows where an applicant is disabled and wants to be considered under the guaranteed interview scheme, recruitment team will check and ensure short-listed. Guidance will be developed for managers in the R & S handbook Applications are by application form on nhsjobs Disabled applicants that meet the essential criteria and want to be considered on the guaranteed interview scheme will be automatically invited for interview. EO monitoring will be implement on recruitment & selection Yes we have an annual performance development review policy and process. We are conducting a data cleanse exercise to collect up to date monitoring information on disabled staff so we can then ensure that managers can support disabled staff. We have a disabled staff network in place. E & D commitment, communications strategy, Invite to training asks if any additional requirements. Page 1 of 6

2 Section of User Agreement Evidence Required Evidence Provided Commitment 3 Retaining people who become Does the Employer have a retention policy Yes - Managing Staff who are Disabled or have a long-term Health Condition Policy disabled. To make every effort when employees become disabled to make sure they stay in employment What can be done to identify suitable alternative vacancies in the organization if a disabled employee is no longer able to do their job Refer to OH, Access to Work assessment, ring-fencing and redeployment under above policy If after examining all the options an employer is not able to be retained, what procedures exist for helping them to find Policy including career support & retraining under above policy Commitment 4 To take action to ensure that all employees develop the appropriate level of disability awareness needed to make the commitments work alternative work if appropriate How will the employer decide the appropriate level of awareness How will the employer develop disability awareness How will awareness be maintained in the future An organisational Equality & Diversity training scoping exercise has been undertaken to identify disability awareness training needs on an occupational and departmental level taking in to account the KSF & national published training standards A training strategy has been developed to implement E & D training, including training on induction and general & Managers E & D training that includes a disability module. Practical E & D toolkits are being developed. Refresher training will be required under the E & D training strategy What We Have to Do to Maintain Section of User Agreement Evidence Required Evidence Provided Who will be responsible for reviewing the commitments in Equality & Diversity in Employment Manager ( E & D Team) the organization How will the employer consult disabled employees and what information will they collect to make the review effective Commitment 5 Each year to review the 5 commitments and what else has been achieved, to plan ways to improve on them and let employees and jobcentre plus know about the progress and future plans. How will employees be informed of the results of the review How will the employer identify what future action is to be taken to develop further as a symbol user Information will be collected from the Disabled staff network on how the 5 commitments are working in practice, all of the above evidence will be reviewed to ensure that they are happening and that the systems are working Through communications in the staff bulletin All of the above evidence will be reviewed to ensure that they are happening and that the systems are working Page 2 of 6

3 Age Positive Employer Champions We are an Age Positive Employer Champion. This award is an accreditation by the Age Positive team on behalf of the Department of Work and Pensions for demonstrating positive employment practices in relation to Age Diversity. What We Had To Do to Achieve To obtain this accreditation we had to complete an Age Positive Employer Champion application form providing details in relation to the organisation, type, number of employees and provide general information about why we support age positive and evidence to support as follows: Employer Champion Application Form Our Age Positive Good practice, what we do and how we do it What persuaded us to change our practice How Being Age Positive Improves Our Business Evidence Required Examples of work practices, describing what is done to encourage age diversity and stamp out age discrimination, practical details of policies and practices, evidence, quotes, success stories Description of reason for changes Description of benefits Evidence Provided Bullying and harassment policy, equal opportunities policy specifically covering age. Equal opportunities monitoring form detached before short-listing, R & S guidelines to remove discriminatory terminology in recruitment adverts, age profile of workforce, plans to conduct a data cleanse and implement an equal opportunities monitoring dataset that covers age for all employment policies and practices. Workforce targets to increase representation. Examples of Older workers, flexible retirement. SIREN project. Recruitment initiatives targeting younger workers. Commitment to positive employment practice and ensuring we have a diverse workforce that I representative of all elements of the local community, recognize business benefits. Enables us to attract and retain employees with differing skills and experience and to provide an appropriate and responsive service for patients of all ages. What We Have To Do To Maintain No formal review process is in place at this point in time, to maintain Age Positive Employer Champion status it is expected that we continue to demonstrate positive employment practices in relation to age diversity. Page 3 of 6

4 Mindful Employer We are a signatory on the Mindful Employer Charter. Mindful Employer aims to increase awareness of mental health at work and providing ongoing support for employers in the recruitment and retention of staff. The Charter is about working towards achieving the principles of Mindful employer it is not about the immediate fulfillment of them. What We Had To Do to Achieve We had to sign up to the Charter to state that as employer we recognise that:; People who have mental health issues may have experienced discrimination in recruitment and selection procedures. This may discourage them from seeking employment. Whilst some people will acknowledge their experience of mental health issues in a frank and open way, others fear that stigma will jeopardise their chances of getting a job. Given appropriate support, the vast majority of people who have experienced mental ill health continue to work successfully as do many with ongoing issues. As an employer we aim to: 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 problem 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 problem 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 that experience mental health issues. Ensure all line managers have information and training about managing mental health in the workplace. What We Have To Do To Maintain In signing up to the charter we have committed to working towards the principles and are expected to undertake self-assessment of our current position against the above principles in Working Towards to identify and action plan areas for improvement. Review after 2 years 1. Complete Working Towards and supply a copy to WorkWAYS 2. Working towards improved policies: provide one policy-related example for each Charter aim showing how the aim has been achieved or is being worked towards. 3. Working towards improved practices: provide one example for each Charter aim showing how employee(s) or job applicant(s) have benefited; where possible each example to be about a different individual or situation. These should be about real people or situations but should not identify those involved. 4. Details of any aspect of policy &/or practice where additional assistance is required. Page 4 of 6

5 5. Supply examples of use of MINDFUL EMPLOYER logo (e.g. job vacancy advertisements) and any publicity achieved and to confirm link appears on their website. 3-yearly review On the fifth anniversary, and subsequently every 3 years, each Charter signatory will be asked to provide an update of progress on (1) above, a summary of further changes made to (2) and new examples as for (3), (4) & (5). Page 5 of 6

6 Stonewall Diversity Champions We are a Stonewall Diversity Champion. The Champions programme is Britain's good practice forum for sexual orientation where employers can work with Stonewall, and each other, to promote diversity in the workplace through sharing best practice, networking opportunities and research from the Diversity Champions, Diversity Champions Cymru and Diversity Champions Scotland programmes. What We had to do to Achieve To become a Diversity Champion we had to apply and subscribe to the Diversity Champions programme and make a commitment toward improving the workplace environment for lesbian, gay and bisexual (LGB) staff. What we have to do to maintain Annually review our commitment Page 6 of 6