Diverse & inclusive workplaces A team member s guide

Transcription

1 Diverse & inclusive workplaces A team member s guide

2 Introduction Contents Age 4 Religion, Spirituality & Beliefs 12 Violence and Aggression 20 This guide is designed to give all staff working for Hertfordshire Partnership NHS Foundation Trust (HPFT) practical information that will help them feel more valued in the workplace as well as ensuring that staff are treating each other with dignity and respect. Dignity and respect are essential to all staff working in an inclusive environment as diverse as HPFT and it is important that we know how we should be treating others as well as how we deserve to be treated ourselves. HPFT aims to be an employer of choice in Hertfordshire, Norfolk and Essex and recognises that we have some of the best staff working in the NHS today. It is therefore important that we all feel safe and supported in the areas we work as well as feeling that we can be ourselves and feel like we are being treated with RESPECT. This guide has been split into sections that reflect some of the areas that we might need to pay particular attention to in order to ensure an inclusive workplace where people can be themselves. We have also included answers to some frequently asked questions. The guide is about you. Your experience, your behaviour and the positive contributions that you make to the HPFT workforce. Retirement 4 Apprenticeship & Graduate 5 Training Schemes Age discrimination 5 Disability 6 Reasonable adjustments 6 Occupational Health Service 7 Speaking with your manager 7 Support for staff with mental 8 health issues & autism Disability discrimination 8 Ethnicity & Race 9 Why does the Trust provide 9 specific opportunities for ethnic minority staff? What is the NHS Breaking 10 Through Programme? Racism 10 Gender 11 What does the Trust mean by 13 Spirituality? When is it appropriate to practice 14 my religious or spiritual belief? What if I want to pray at work? 14 Can I have time off work for 15 religious or cultural festivals? I don t have a religion or 15 spirituality, but I have a belief. What about me? Discrimination based on religion 15 and beliefs Sexual Orientation 16 What to do if you want to come 16 out at work Homophobia 17 Tackling discrimination 18 Ways to report discrimination 18 Recording issues of discrimination 18 as incidents Coaching & Mentoring 21 A healthy & supportive 22 workplace Managing Stress 22 Employee Assistance Service 22 Support from Human Resources 23 Occupational Health Service 23 HPFT ban bullying campaign 23 Being a Champion for Diversity 24 Support from your Union 25 Hertfordshire 26 North Essex 27 Norfolk 27 Useful Contacts 28 What benefits are available to me 11 if I become a mother whilst working for HPFT? What benefits are available to me 11 if I become a father whilst working for HPFT? Reporting other serious incidents 19 Support when reporting incidents 19 Raising concerns relating to the workplace 19 Raising and Escalating Concerns 19 Gender reassignment 12 Gender discrimination 12 3

3 Age Age can have a significant impact on the way in which staff feel supported within the workforce. When we talk about age it s often assumed that we are focusing solely on older age groups. However, it s important when talking about age equality that we acknowledge the needs of younger members of the workforce and whether we are representative of a wide range of age groups. Retirement Most of the legislation that exists to protect people in the workforce based on age relates to people approaching retirement. In recent years there have been a number of changes in legislation. Here are the basics that you need to know: l From 6 April 2011, employers are no longer able to issue notifications of retirement to employees on the basis of the (now repealed) default retirement age provisions. The statutory retirement procedure has also been abolished. l The changes do not mean that an individual can no longer retire, but that the decision as to whether or not to retire, and the timing of retirement, is now a matter of choice for the employee rather than being the employer s decision. l Many employees will still want to retire, depending on their individual circumstances and lifestyle choices. Apprenticeship & Graduate Training Schemes Apprenticeships are an excellent way of gaining qualifications and workplace experience. Employees can earn as they learn and gain practical skills from the workplace. Our apprenticeship programme consists of a framework of qualifications which conforms to a set of standards and is comprised of three main components of learning and development: l NVQ (Now called a Diploma) l Key Skills (Literacy & Numeracy) l Technical Certificate: which is the underpinning knowledge related to the diploma All of these are nationally recognised qualifications. Age discrimination Age discrimination is prejudice against someone because they are or are perceived to be a certain age. This can take many forms and could include: l Assuming that a younger staff member is not capable of managing an older staff member l Making inappropriate jokes about age l Passing people over for promotion or development opportunities based on age Discrimination is based on perception. If any staff member perceives that they are being discriminated against the Trust will treat this seriously and address any issues with the staff member as appropriate. Please see section entitled tackling discrimination for further information. 4 5

4 Disability A disability is defined under the Equality Act 2010 as a physical or mental impairment that has a substantial and long term effect on your ability to carry out normal day to day activities. l Physical impairment usually relating to problems moving limbs l Sensory impairment usually relating to sight and/ or hearing l Learning disability l Long Term Mental Health Issue l Long Term Health Conditions A long term issue relates to something that has or will last for at least 12 months or the rest of your life. This must be something that has been clinically recognised by your doctor. Reasonable adjustments Reasonable adjustments are where an employer or service makes an adjustment that helps an individual with a disability get improved access to employment or a service. Common reasonable adjustments that the Trust sees are: l Ergonomic seating l Anti glare screens l Ramps and rails l Computer software that is voice activated (for people who cannot use a mouse or keyboard due to a disability) l Communications software that helps with severe symptoms of dyslexia l Flexible working patterns l Adapted telephones for hearing impairment l Hearing induction loops There are a significant number of other reasonable adjustments that could be made as any adjustments should be catered to individual needs of the staff member. Occupational Health Service The Occupational Health Service provides a range of health services designed to promote, maintain and improve the physical and mental well being of all employees. The service is provided by professionally qualified nursing and medical staff. The main services provided by the Occupational Health Service are: l Advice on health matters l Health promotion l Immunisation relating to occupational hazards l First aid training l Advice on holiday travel l Flu jabs l Pre-employment medical screening and assessment It is the role of your manager to offer to make contact with this service on behalf of the staff member should there be any concerns. Speaking with your manager A staff member s line manager is there to provide support and direction during everyday working life. Where a staff member requires support for a disability this should be no different. Some important issues for staff to remember are: Reasonable adjustments Many staff find these hard to adapt to (even if they will help in the long term) so please don t be afraid to ask for extra support while you get used to these. Personal records The Trust requests that managers keep a record of staff members with a disability and encourage staff who may acquire a disability, during employment, to update their electronic staff record. This helps a manager to continually address any areas of concern with the staff member on an ongoing basis. 6 7

5 ...Disability Ethnicity & Race Support for staff with mental health issues or autism Often staff in the workplace with a mental health issue or autism can feel quite isolated if they do not receive appropriate support from their manager. Staff should feel able to approach their manager for any support they need. For example a staff member with autism should be supported by their manager in the type of language that is used, consideration given for extra time to complete some tasks, structuring meetings clearly etc. Whereas a staff member with ongoing mental health concerns will require a good understanding around their behaviour and triggers for becoming unwell such as stress and anxiety. Where these specific needs are not being met, staff members should contact their HR representative or the Trust Equalities Manager for further support and guidance. Disability discrimination Disability discrimination is prejudice against someone who has a disability, including long term health conditions and mental health issues. This can take many forms including: l Jokes about disabilities l Denying someone access to a workplace because of their disability l Refusing a reasonable adjustment for someone with a disability l Denying opportunities for professional development or promotion based on a disability l Penalising someone in the workplace due to extended periods of sick leave related to a disability. Discrimination is based on perception. If any staff member perceives that they are being discriminated against the Trust will treat this seriously and address any issues with the staff member as appropriate. Please see section entitled tackling discrimination for further information. Ethnicity tends to refer to aspects of shared history, language and culture; a group identity defined from within that gives people a sense of belonging. HPFT has a very diverse range of staff working for the Trust. In , 30% of HPFT staff identified as being from an ethnic minority group. We don t all have a strong sense of what our cultural identity is in relation to our ethnicity but for many staff it will be a significant part of who they are. As we have said earlier, we know that when staff are able to be themselves they are more productive and happier in the workplace. Why does the Trust provide specific opportunities for ethnic minority staff? This is a question that we used to hear quite a lot. The simple fact is that discrimination that has existed for some groups in the past, inside and outside of the NHS, has led to a lower representation of ethnic minority staff in senior positions across the NHS than we would expect given the diversity that exists within the organisation. This can often be down to staff being denied development opportunities because of someone s prejudice as well as feelings from staff that the Trust will not treat them equally because of past descrimination. Because of this the NHS targets specific national development programmes to ethnic minority staff. These are programmes that are designed to help people look at their ethnicity and culture in relation to the way they work and achieve the best professional outcomes for themselves. It is important for staff to understand that there are general development opportunities that are available to all staff either through the Trust learning & development team or the East of England leadership programme. 8 9

6 ...Ethnicity & Race Gender What is the NHS Breaking Through Programme? It is a national NHS programme for ethnic minority staff with the potential, skills and desire to progress into senior leadership roles. The programme leads the agenda but allows individuals to steer their own development. There are opportunities to design personal development plans, gain support in career planning and progression and build on leadership skills. The programme also provides a platform for the issues facing BME staff in the NHS. It is a programme for staff who have started on the road to management positions however there are often programmes of master classes that are available to more junior staff members. More information at: Racism Racism is the prejudice against someone based on their ethnicity or race. A lot of work has taken place in the NHS on providing environments where all staff are supported as well as employing zero tolerance approaches to racism. High profile cases, such as the Metropolitan Police Stephen Lawrence Enquiry and the NHS David Rocky Bennett enquiry, have made organisations look more closely at how they work to remove racism from employment and service provision. HPFT has been no exception to this and has made great strides in providing an environment where harassment or discrimination are dealt with effectively. This does not mean that racism does not exist amongst staff, however it does mean that processes are in place to ensure that issues are dealt with effectively and investigated thoroughly. Discrimination is based on perception. If any staff member perceives that they are being discriminated against the Trust will treat this seriously and address any issues with the staff member as appropriate. Please see section entitled tackling discrimination for further information. Gender equality in the workplace is about creating an equal environment where both male & female staff can participate fully in the workplace and enjoy the same opportunities. By far the largest inequalities in relation to gender affect women and, although we have come a long way in protecting the rights of women in the workplace, it is important to ensure that we are continually striving for gender equality. There may be times during employment when men and women will require benefits for them that relate solely to their gender. This could include: l Pregnancy & maternity leave l Paternity leave l Other parental leave l Gender reassignment leave l Staff record changes as a result of obtaining a gender recognition certificate. It is important that the organisation treats you fairly through doing this. What benefits are available to me if I become a mother whilst working for HPFT? Staff members who become mothers whilst working for the Trust are entitled to the following benefits: l Maternity leave l Parental leave l Adoption leave l Paternity leave for female partner of the birth mother l Carers leave l Employment supported childcare in some circumstances What benefits are available to me if I become a father whilst working for HPFT? l Paternity leave including male partner of the birth father l Parental leave l Adoption leave l Carers leave l Employment supported childcare in some circumstances Further information can be found in the Trust Family & Dependant Leave policy

7 ...Gender Religion, Spirituality & Beliefs Gender reassignment How will I be supported by the Trust if I decide to go through gender reassignment? In recent years the Trust has made great steps forward in understanding and supporting the needs of Transgender (Trans) staff and service users. Any staff members who are planning to, have gone through, or are going through gender reassignment can expect to receive the following support from the Trust as a minimum: l The Trust is legally obliged to support Trans staff going through gender reassignment. l As with all other types of discrimination Transphobia is not tolerated within the Trust l The Trust will not (and should not without informed written consent) reveal to anyone that a staff member holds a Gender Recognition Certificate (GRC). However where staff want to share this with colleagues, the Trust can provide support and guidance on how to do this. l Flexible leave options will be available to staff needing time away from work due to gender reassignment Further information can be obtained from the Trust Equalities Manager or your HR representative. Gender discrimination Gender/sex discrimination often called sexism is prejudice against people because of gender or perceived gender. Whilst gender discrimination relates to both male & female staff, much of the historic disadvantage that has been seen in the NHS re: gender has been to do with inequality for women. Gender discrimination can take many forms and includes: l Treating male staff more favourably than women and vice versa l Denying family leave benefits to mothers, fathers and/or guardians l Treating Transgender (Trans) staff less favourably than other staff l Denying access to promotion and development opportunities because they are from a particular gender l Making jokes about men and women (including Trans people) that discriminate against them Discrimination is based on perception. If any staff member perceives that they are being discriminated against the Trust will treat this seriously and address any issues with the staff member as appropriate. Someone s religious or spiritual belief can be a significant support to them in the workplace. Many HPFT staff like to observe certain practices whilst working for the organisation. Additionally many staff do not feel it appropriate to practice their religion at work. This is a personal choice of individual staff members. What does the Trust mean by Spirituality? We all have something inside us which makes us tick and grounds us. For a lot of people they define this as their spirituality. It can be seen as many things. It can be: l Our life force and our soul l What makes us - our uniqueness as a person l A sense of hope, harmony and wholeness l What keeps us going when times are tough l A belief in something other than ourselves and the material world l Our connectedness with other people, nature, God, the universe etc Our identity and spirituality can be integral with our perceptions which are built on a set of internal factors such as our: l Assumptions l Beliefs l Values l Attitudes l Behaviours These are developed through our life experiences, links and interactions with others, such as through: l Relationships: with partners, children, extended family, friends, and work colleagues. l Connections: neighbourhood, communities (including faith communities), leisure, hobbies l Connections with God, or the other and in experiences of transcendence Please see section entitled tackling discrimination for further information. Religion, 12 13

8 ...Religion, Spirituality & Beliefs When is it appropriate to practice my religious or spiritual belief? As a Trust it is important that we acknowledge the wide variance in beliefs that our staff may hold and support staff in knowing when, and where, it is appropriate to practice their beliefs. For example as a minimum standard the Trust states in its equal opportunities policy that: Hertfordshire Partnership NHS Foundation Trust will work toward where possible supporting staff in terms of their spirituality. This may include prayer, space for worship, acknowledging cultural festivals etc. It is important to note that support for staff observing their religion will be removed, by the Trust, in situations where such practices discriminate, harass, negatively affect staff and service users/carers or jeopardise the care of service users/carers. Basically the focus is on the standard of service that is provided. As we keep saying, we know that allowing staff to be themselves will improve their connectedness and commitment to the Trust; however we need to consider the priority of providing safe and impartial services, free from judgement. What if I want to pray at work? If prayer during the day is part of your spiritual practice, you should be able to carry this out if this is part of your relationship with your faith. However, staff should understand the following points: As this is during working hours, time allowed for prayer will be brief, and is defined by your relationship with others. Therefore it must not interfere with care for service users or work with your colleagues e.g. meetings and appointments. You will need to discuss with your manager where your prayer might take place. If there is a quiet space where you work, you could use this, or perhaps ask your manager to designate a suitable room which could be dedicated as a quiet space for an hour a day that could be used by any staff member requiring quiet time for a few minutes of the day. Can I have time off work for religious or cultural festivals? The Trust operates a system of fairness when agreeing annual leave for staff. The Trust leave policy states that no reasonable request for annual leave should be refused by a manager. However in deciding what is reasonable, a manager will need to look at the pressures on a staff team when members of staff are on leave. Staff should therefore not expect that they will be able to have leave centred around every religious or cultural occasion, but rather a fair amount of leave agreed between the manager that is also fair to the staff team and the individual staff member. Any leave for religious or cultural holidays/festivals should be taken as annual leave or unpaid leave. There is no additional allowance for this. I don t have a religion or spirituality, but I have a belief. What about me? Any beliefs you may have which help you live more fully and which support good care and respect for service users and other staff members, are important and need supporting. You may not practice prayer, but times of reflection and quiet are helpful for everyone, and you may want to consider using the quiet space during your break if your workplace has one, or agreeing with your manager to designate a suitable room as a quiet space for an hour a day. The Spiritual Care Dept aims to support and affirm all staff members in their beliefs and practices and welcomes all enquiries Discrimination based on religion and beliefs This is prejudice against people because they hold a particular religious / spiritual view or belief. There is often discrimination seen in society against people of different religious affiliations, which we often see perpetuated by the media. This can make it difficult for staff to feel accepted. Similarly people practising non religious beliefs such as humanism, atheism etc may experience discrimination from others based on their beliefs. Discrimination is based on perception. If any staff member perceives that they are being discriminated against the Trust will treat this seriously and address any issues with the staff member as appropriate. As a manager you are responsible for dealing with discrimination quickly and effectively so that it does not become a pattern within the Trust. See section on tackling discrimination for more details

9 Sexual Orientation Sexual Orientation refers to whether a person is attracted to people of the same sex, opposite sex, both or neither. This is usually identified by defining yourself as: l Bisexual l Gay l Heterosexual l Lesbian l Straight However there are lots of different ways that people identify with their sexual orientation. In fact sometimes when we are asked those questions on monitoring forms we might not understand why we are being asked such personal questions. The Trust has a diverse workforce in relation to sexual orientation; however staff may still not feel comfortable being open about this at work as they are uncertain how their colleagues will react to them saying they are lesbian, gay or bisexual. It is important for the Trust to give as many opportunities, as is appropriate, for staff to share information about their sexual orientation and feel supported in doing so. Whenever we ask for you to share information we will always give you an option of saying no. As we keep saying, we know that when staff feel comfortable to be themselves at work, they are happier, more productive and get more out of the job that they do. Denying one s identity, in a place where most of us spend the majority of our time, can potentially have long term effects on an individual s stress levels and can cause friction in the workplace. HPFT has been signed up as a Stonewall Diversity Champion for four years, meaning we are positive about supporting lesbian, gay and bisexual staff in the workplace and helping them to reach their potential. In both 2010 and 2011 HPFT achieved status as one of the top 100 gay friendly employers in England. The Trust is positive about creating a supportive working environment where staff can be out of the closet without fear of discrimination. What to do if you want to come out at work Coming out is a term widely used when someone tells other people they are lesbian, gay or bisexual. Staff should not feel under pressure to come out at work. Only you will know when and if - you feel comfortable and ready to do so. Many staff do not want to be out at work as they feel this is no-one s business but their own. However some staff are not out as they are unsure how their colleagues will react and whether they will be treated differently. It is this last point that the Trust wants to phase out to ensure that all staff feel supported around their sexual orientation in the workplace should they want to be out at work. To hide your sexuality from other people often means lying and pretending. You will need to think about whether hiding your sexuality is more or less stressful than being open about it. If staff members choose to come out at work they should expect the full support of the organisation. If staff members would like to be out at work but are concerned about other people s reactions, consider the following: l Start by telling a staff member that you know well and feel you will get a good reaction from. l If you feel comfortable speak to your manager about wanting to come out within the staff team They may not know much about this straight away but try pointing them in the direction of the Trust Equalities Manager for more information. l Contact the Trust Equalities Manager or contact your HR Rep for guidance. l Consider visiting the Trust staff network for Lesbian, Gay, Bisexual & Transgender staff. l Maybe you would prefer to talk it through with someone outside of the organisation, eg Employee Assistance Service, Stonewall etc. Where people feel safe being visible and honest about being gay, they may without knowing it - challenge the stereotypes and prejudice others might have about being lesbian, gay or bisexual. It may help them to revise their attitudes towards people and in the long term it will help to tackle homophobia. Generally, you may be surprised by how positive the experience of coming out can be. Very few people regret coming out, even if it is difficult at the time. Some points of interest for Lesbian, Gay & Bisexual (LGB) Staff : l All of the Trust s benefits policies apply equally to LGB staff as they do to heterosexual staff l Paternity leave is available to same sex male and female partners of either the biological father or mother of the child. l At the time of print, the Trust has achieved a place in the Stonewall guide of the top 100 gay friendly employers in England for 2 years running. Homophobia Homophobia is the prejudice against someone because they are LGB. As with all other forms of discrimination the Trust takes this very seriously. Within the workplace every staff member has the right to be treated with dignity and respect in an environment free from discrimination. There are sometimes personally held views or beliefs that disagree with people being LGB. Whilst the Trust does not dictate how staff should behave out of work it expects the same standards of courtesy, respect and commitment to teamwork from all staff members. Staff should understand that negative treatment of LGB staff that is based on a particular view or belief will also not be tolerated. Discrimination is based on perception. If any staff member perceives that they are being discriminated against, the Trust will treat this seriously and address any issues with the staff member as appropriate. Please see section entitled tackling discrimination for further information

10 Tackling discrimination The Trust does not tolerate any behaviour that discriminates against other staff members, service users, carers, relatives or anyone else that comes into contact with the organisation. Discrimination is about perception. It is about how people see other people s behaviours and, whilst this takes many forms and levels of severity, all staff are responsible for reporting and/or addressing issues of discrimination that they witness. Some of our staff who have experienced discrimination in the past either in HPFT or another organisation might wonder how this is being dealt with in HPFT. Here are some pointers for what to do if you witness any form of discrimination: l If the situation is safe, speak to the person who is being discriminatory. Voice your concern and ask for a behaviour change. l Record issues of discrimination as incidents often cases of discrimination do not get recorded because staff don t feel it relevant, or feel that nothing will be done. HPFT takes these situations very seriously and staff should not feel concerned about raising these issues. l Understand your role in dealing with discrimination ignoring discrimination and allowing situations to escalate contravene the NHS staff charter. It is your responsibility to ensure you know how to report discrimination effectively. l Use the flowchart found in the Trust Bullying & Harassment Policy to understand how to deal with service users or relatives who are being abusive. Ways to report discrimination l In the first instance, report issues of discrimination to your manager. If you feel your manager is the one who is being discriminatory please seek the advice of your HR representative straight away. l If you wish to make a formal complaint about someone you will need to use the Trust grievance procedure. Your HR representative can explain this process to you in detail. l Record incidents of discrimination as incidents (see next section) l Whistle blowing staff can record issues of discrimination anonymously through the Trust whistle blowing system around Raising and Escalating Concerns If staff wish to do this it is important to bear in mind that the Trust can only investigate incidents, and deal with them effectively, if we know where the incident occurred and what happened. Recording issues of discrimination as incidents All incidents of discrimination, bullying/ harassment and violence and aggression within services should be recorded using the Learning from Adverse Events Procedure. This will require staff to complete an incident from using the Datix Electronic Web Form or completing a paper incident form, giving a clear description of the incident. This process is generally used for incidents that relate to: l Care & Treatment of service users l Where incidents arise that relate to a staff issue such as relationships within a staff team, the Trust has HR procedures which should be followed appropriately such as the Trust Grievance, Harassment & Bullying and Whistle Blowing procedures. When recording an incident of discrimination please ensure that you have given as much detail as possible using facts and ensuring you have completed the incident form correctly. You should not use service users or staff names in the description. You then need to send this to: Fax: Incidents@hertspartsft.nhs.uk If you have any further queries you can contact the Patient Safety Manager based at Trust Head Office or your HR representative. Reporting other serious incidents As a first step, any other serious incidents re: care being given that do not relate specifically to discrimination should still be recorded using the same process as detailed in the previous section. If staff need guidance on the different risk ratings for incidents they should see the Trust policy on Learning from Adverse Events or speak with the Patient Safety Manager based at Trust head office. Support when reporting incidents Where staff are reporting incidents whether related to discrimination or otherwise they should expect the following support to be available from the Trust: l Informal or formal post incident support Further information on these can be obtained from your HR representative. Raising concerns relating to the workplace Where a staff member has a complaint/concern about their employment they should in the first instance - speak with their line manager or, where there this is not possible, their HR representative. Staff are also able to use the Trust grievance or harassment & bullying policies which outline processes used by the Trusts to address concerns, wherever possible employees should try to resolve issues informally as described in the Policies. Should a staff member have a serious concern about the level of care being offered in a service they should use the Trust Whistle Blowing service below. Raising & Escalating Concerns (confidential Whistle Blowing service) Call and leave a message on the confidential answer phone or speak to your manager, union rep, HR Rep, Executive Director of Quality & Safety, Head of Nursing, Chief Executive. l Tell your manager. Your manager is there to l Any adverse events that occur relating to a staff l Debriefing sessions and/or counselling as support you and is responsible for ensuring you member e.g. accidents at work, assault on staff member, threats to staff appropriate feel safe within your workplace. l Opportunity to access the Employee Assistance Service, Trade Union or professional bodies

11 Violence and Aggression Coaching & Mentoring Non-physical and physical assaults against staff, service users, visitors or property are unacceptable. The Trust recognises and accepts its responsibility for the prevention and management of non-physical and physical assaults in accordance with relevant legislation. The Trust will make every effort to provide a safe therapeutic environment and will - so far as is reasonably practicable - ensure that staff have the following: l A safe system of work l A safe working environment l Adequate training, supervision and instruction l Information relevant to the employee s safety at work l The provision of support for service users, staff and others who have been exposed to traumatic events. To ensure staff prevent risks to themselves and others it is important that they are familiar with the processes outlined in Trust policies on: l Managing non-physical & physical assaults l Harassment & bullying of staff In 2010 the Trust launched a Coaching Network. There are now around 50 trained coaches within HPFT who are matched with staff of all disciplines to provide a powerful development opportunity. The coaching training itself is also an integral part of leadership and management development and is being used as a platform to provide further development opportunities for line managers. There have been impressive results in terms of effectiveness and satisfaction from both coaches and coachees. For staff who wish to access mentoring options, mentoring relationships have also been developed within the Trust and also externally across East of England. For information on either programme please contact anne.payne@hertspartsft.nhs.uk or This is also reiterated through the Trust s RESPECT campaign

12 A healthy & supportive workplace As we ve said throughout this guide, we know that when people can be themselves, and treated with respect, they are more productive at work and generally are happier on a day to day basis. Given the amount of time we all spend at work we all need to feel like this! Sometimes even the most open and resilient staff members will need additional support which is no surprise given some of the stressful environments we work in. The information below is intended to give some guidance as to how to find additional support to help you maintain a healthy working life. Managing Stress Stress can be both positive and negative. Some people thrive on the positive energy that stressful and challenging situations creates. However where there is a lack of ongoing support stress can become quite negative and cause us to be less productive, unhappy and unhealthy in the workplace. Some tips for dealing with stress effectively include: l Where possible raising concerns with your line manager through supervision l If you have a concern about a colleague encourage them to seek support either from their manager or the employee assistance programme (see below) l Seek support from their GP or get a referral from their manager to the occupational health service. l If an employee you know appears to be under stress offer them an opportunity to talk about it. l Contact the Employee Assistance Service (see below) For further information please see the Trust stress management policy on the intranet or contact your HR representative as detailed below. Employee Assistance Service The Employee Assistance Helpline is your confidential 24- hour support service, providing information, legal advice, telephone and face-to-face counselling that can help you cope with a variety of personal, family or workplace issues. This service is available to all employees, their partners and other immediate family. Confidential Advice & Support Access code for using this service - HPFT Support from Human Resources Each business stream has a designated HR team who are available to talk with individuals on a confidential basis and offer guidance and support, as well as directing staff to any other appropriate sources of support. The team is based at Trust Head Office and can be contacted via the main switchboard on If your enquiry relates to medical staffing, please contact the medical staffing HR team on Occupational Health Service As stated earlier in this guide, the Occupational Health Service provides a range of health services designed to promote, maintain and improve the physical and mental well being of all employees. The service is provided by professionally qualified nursing and medical staff. The main services provided by the Occupational Health Service are: l Advice on health matters l Health promotion l Immunisation relating to occupational hazards l First Aid Training l Advice on holiday travel l Flu jabs l Pre-employment medical screening and assessment If you require a referral to the occupational health service you will need to speak to your manager who can make the referral for you. HPFT ban bullying campaign Bullying and Harassment are not tolerated in any form within HPFT and the Trust has now launched a Ban Bullying Pledge that will further support the tackling of bullying & harassment in the workplace. Staff have been asked to sign the pledge to commit to banning bullying in the workplace and there are now opportunities for staff to become mediators in tackling bullying in the Trust. These people, once suitably assessed will be trained to work with staff at the earliest sign of any issue around bullying and harassment, to try and prevent the issue escalating and to facilitate an early resolution. If you would like to learn more about the ban bullying pledge and/or are interested in becoming a mediator please contact Natasha Elvidge in the HR department at Natasha.elvidge@hertspartsft.nhs.uk or

13 Being a Champion for Diversity Support from your Union HPFT has a good reputation both locally and nationally for its work on Equality & Diversity. However with a workforce that is so large, and such a rich, diverse group of people receiving services, there will inevitably be moments of conflict. If we are to provide the best possible support and development opportunities for our staff we need staff to understand that equality & diversity is everyone s business. It is not political correctness or just saying the right thing but about embedding a culture of fairness and respect that we can be proud of and look forward to coming into every day. One thing that helps us to embed this is key members of staff that are willing to be spokespeople for their service areas, and to keep other staff updated as well as providing a point of contact and information should there be any queries within services. We are already beginning to develop this work however we are always looking for people who want to be involved. If you think your could be a service area diversity champion please contact james.holland@hertspartsft.nhs.uk The Trust strives to maintain and improve good employee relations. The role of the Trade Unions is important in helping achieve this. It is to the benefit of both the Trust and staff that accredited staff representatives are trained and competent in their duties and are aware of their responsibilities and rights. Being a member of a union can help: l Get support at work during difficult times l Support you through any Trust processes such as investigations, reorganisations etc l Be a voice for the rights of staff within the Trust The Trust encourages you to join a recognised Trade Union or Professional Organisation and/or to become a staff side TU Representative. The decision to do so, however, is a matter for your own judgement. Should you want to discuss any current issues or talk about joining a union you can contact: l Unison Branch Chair peter.cargill@hertspartsft.nhs.uk l Unison Branch Secretary neil.sheehan@hertspartsft.nhs.uk l Royal College of Nursing jeff.thomas@nhs.net l Unite owen.granfield@unitetheunion.org l British Medical Association (BMA) Contact the Medical Staffing Team for more details on These contacts can also signpost staff on to other Union representatives

14 Staff Networks Staff networks are a great way to share ideas and help influence the way in which the Trust maintains an inclusive workplace, as well as getting support for any issues being experienced in the workplace. The networks below are currently offered through HPFT. Eligible staff members can access any of the networks listed below. Where networks outside of Hertfordshire are accessed staff are asked to feedback any concerns they would like to see raised within HPFT: Hertfordshire IMPACT Network for HPFT staff from ethnic minority backgrounds meeting on the first Monday of each month Disability Staff Forum Support & working group for staff with disabilities and/ or long term health conditions seeking to improve the working environment for others. Meets monthly. Lesbian, Gay, Bisexual & Transgender (LGBT) & Straight Allies Network Network for supporting and improving the experience of LGBT staff in the workforce. The network is for LGBT staff but also welcomes non LGBT staff with an interest in developing this topic. Meets monthly. Contact the Trust Equalities Manager for any information on the networks listed above. North Essex Ethnic Minority Staff Network (North Essex Partnership FT (NEPFT) NEPFT are offering access to their staff network for HPFT staff based in North Essex. The group meets regularly to offer mutual support and discuss current affairs affecting BME staff in the workplace. Anyone wishing to attend should contact Raza Ahmed on or Raza.Ahmed@nepft.nhs.uk At the time of print, the Trust was still in discussion with NHS organisations in North Essex re: access to staff networks for LGBT and disability. Please contact james.holland@hertspartsft.nhs.uk or for further information. Norfolk Ethnic Minority Staff Network (NHS Norfolk) NHS Norfolk are offering access to their Ethnic Minority staff network for HPFT staff based in Norfolk. The group meets regularly to offer mutual support and discuss current affairs affecting BME staff in the workplace. Anyone wishing to attend should contact Emmanuel Ncube on or Emmanuel.Ncube@norfolk.nhs.uk Disability Staff Network (NHS Norfolk) NHS Norfolk are offering access to their disability staff network for HPFT staff based in Norfolk. The group meets regularly to support staff with disabilities and long term health conditions, as well as discussing how the NHS can better develop in supporting staff with disabilities. Anyone wishing to attend should contact Laura McCartney-Gray on or Laura.McCartney-Gray@norfolk.nhs.uk Lesbian, Gay, Bisexual & Transgender (LGBT) Network (NHS Norfolk) NHS Norfolk are offering access to their LGBT staff network for HPFT staff based in Norfolk. It is a staff group for sharing information, mutual support and open discussion. This group has now been made available to Trust staff working in Norfolk and meets bi-monthly. Contact Cal Deane on Cathal.Deane@norfolk.nhs.uk 26 27

15 Useful Contacts Age Race & Ethnicity Religion, Spirituality & Beliefs Human Rights - Age UK - Hertfordshire Age UK National National Youth Agency Disability - Government commission for equality Hertfordshire Action on Disability - Royal Association for Disability & Rehabilitation - Institute for the deaf Institute for the blind Gender - Government Commission for Equality - Government commission for equality North Herts Ethnic Minority Forum Stevenage World Forum Ethnic Minority Association Broxbourne Welwyn Hatfield Ethnic Minority Group - information on Refugees & Asylum Seekers - Government commission for equality verity.harvey@hertspartsft.nhs.uk HPFT Spiritual Care Coordinator National spirituality & mental health forum - Includes Religion finder and cultural festival calendar British Humanist Association Sexuality (Lesbian, Gay, Bisexual etc) Equality for Lesbians, Gay Men & Bisexuals mental health services, advocacy and general counselling, for Lesbian, Gay, Bisexual & Trans people. Families & Friends of Lesbians & Gays - Government commission for equality British institute of human rights General Support Employee Assistance Programme (online access code is hpft) or independent and confidential staff support for work or personal issues/problems including legal advice, telephone/face-to-face counselling and general information. Men s Policy & Practice Herts Gay Community Campaigning for Gender Equality for Women Lesbian, Gay, Bisexual, Queer Youth in Herts (up to age 25) Support for Trans People in Hertfordshire Information and support for Trans people and their families Support for Trans children & teenagers 28 29

16 Notes 30 31

17 The Age Positive commitment was one of the first charter marks achieved by the Trust and shows that the Trust has demonstrated that it is positive about employing people of all ages. The Mindful Employer programme is a commitment that organisations make to ensure that staff with lived experience of mental illness are supported in the workplace as well as encouraged to become a part of the HPFT workforce. This charter mark is provided to us by job centre plus where we demonstrate a commitment to improving the workplace for staff with disabilities. This does not mean we have solved all problems but it does mean that we have systems in place to ensure we continually develop our response to the needs of staff with disabilities. The Stonewall top 100 logo is given to the top 100 gay friendly workplaces in England each year. The Trust achieved this in both 2010 and 2011 (at the time of printing this guide) through demonstrating the work it is doing to support the needs of Lesbian, Gay and Bisexual staff in their employment. As a member of the Stonewall Diversity Champions programme, the Trust receives advice from Stonewall about developing more Lesbian, Gay, Bisexual (LGB) inclusive workplaces as well as providing opportunities to attend national events and develop local networks such as the Trust LGBT & Straight Allies network. The Trust RESPECT campaign is about ensuring appropriate treatment of our staff, service users and carers as well as ensuring that negative behaviour is challenged. Formerly Zero Tolerance, this work now encompasses the human rights and safeguarding agendas and so has been rebranded as RESPECT. The RESPECT logo is to remind us all that we should work in and create - a supportive and fair environment.