Equality Outcome: Boards will have improved awareness of the importance of youth engagement and employment, particularly with regard to young people experiencing disadvantage on the labour market, and will increase youth employment and build the workforce of the future by supporting boards to actively build strong partnerships with key stakeholders, including young people. What is the issue? Youth unemployment in Scotland is high, while NHSScotland has, in many areas of the service, an ageing workforce. Scottish Government’s Youth Employment Strategy sets out a target of reducing youth unemployment by 40% by 2021. Increasing opportunities for youth employment via apprenticeship schemes offers an opportunity to support effective succession planning and to increase employment options for young people. However, the labour market, and many employment programmes, have a history of occupational segregation by gender and of disabled people and under-employment of people from black and minority ethnic backgrounds. Looked-after children and care experienced young people face barriers to accessing education and work. We will do this by Supporting engagement between the NHSS Modern Apprenticeship/Youth Employment Network and equality stakeholders. Raising awareness of equality and diversity good practice in youth employment and facilitating knowledge exchange among boards. Ensuring that our evidence based guidance and other resources support good practice in responding to the issues highlighted. Link to NES Strategic Outcome 2. An excellent learning environment where there is better access to education for all healthcare staff. Relevant protected characteristics: Age, disability, gender, race. Additional links to socioeconomic inequalities.
Through the we continue to improve access for staff in remote and rural communities. Enhanced leadership development pathways for front line staff widen access to career development and support the delivery of the 2020 Workforce Vision. Complete a review of development needs of frontline managers and emerging leaders by July 2014 to inform a framework which draws on local and national development, and technical, vocational and professional learning to widen access to career development July 2014. Access to leadership and management development has been enhanced through mainstreaming in education frameworks and pathways for support workers in administrative, facilities and clinical roles. Education pathways for support workers include identification of Full details of these qualifications are available on the Portal. A demonstration project piloting a new SVQ3 in Facilities Management in NHSS provided career progression to successful Facilities staff with relevant skills but without formal qualifications. NES is able to track the progress of health professionals in training Ensure that systems reflect the requirements of the Equality Act 2010; monitor progression Data are collected at recruitment and throughout the training journey to ensure equitable training and identify the need for reasonable adjustments.
The NES Design team works to accessibility standards when producing digital and print materials. Currently (2016) redeveloping visual standards to make materials even more accessible, with particular focus on improving readability for users with dyslexia. NHSScotland has enhanced awareness of inclusive educational approaches and practice. Supervisors, practice education facilitators, learning and development leads and others involved in supporting learning in NHSScotland receive guidance and support to enhance awareness and delivery of inclusive educational practice which supports educational quality and delivers regulatory standards. The updated Inclusive Education and Learning is available on our website. Actions to deliver the commitments in the policy include: inclusive education requirements in tender specifications, service level agreements and contracts for educational resources and programmes; programme of development for practice education staff in Nursing, Midwifery, Allied Health Professions, Pharmacy, and for learning and development staff; inclusion within the refreshed interprofessional learning train the trainers toolkit of guidance on inclusion, including a checklist to be considered when delivering any form of learning within practice.
Inclusive Education and Learning Policy reviewed and updated by March 2014. Inclusive education expertise included in support offered to NES and NHSScotland Boards from March 2013. Evidence summaries of research on inclusive education in practice learning and digital learning developed by April 2015, to provide basis for further action in 2015-17. Inclusive Education and Learning course for learning and development professionals and trainers developed, with places offered to NHSScotland Boards from 2015. Quality assurance and quality management of education and training programmes are used to ensure that postgraduate, vocational training and other educational programmes are delivered equitably Regular monitoring and feedback processes are used to assess performance and identify areas for further improvement. We have established quality assurance/quality management processes which incorporate regular monitoring of diversity data from recruitment though completion of training programmes, complaints and feedback. Examples of these are provided below. The medical training quality management process incorporates trainee surveys and follow up on equality and diversity issues;
Children and Adolescent Mental Health Services; Early Years; Inequalities sensitive maternity care; Family Nurse Partnership; Reshaping Care for Older People; engaging with NHS Boards to establish an up-to-date understanding of how and where the learning resource is being used. The resource is available at The Family Nurse Partnership is a voluntary home visiting programme for young mothers (aged 19 or under) which aims to help young mothers have a healthy pregnancy, improve their child’s health and development, and plan their own future and achieve their aspirations. FNP learning programme delivered to three cohorts of Family Nurses and Supervisors with a fourth cohort to commence December 2016. FNP facilitators have been developed to help clients consider public health issues which have a direct effect on the wellbeing of themselves and their baby. These are used to facilitate a conversation and Family Nurses are skilled in adapting their use to clients with particular challenges with the written word. In particular interactive "games" based facilitators have been developed to explore Binge Drinking, The Use of Caffeine and its effects and Internet Safety.
Deliver leadership development for person-centred care. Develop relevant content and competencies to support leadership development for person-centred care, and integrate into all national leadership programmes by 2015. Planned action has been superseded by the development of a national leadership statement by Scottish Government. Person-centredness will be embedded in commissioning and design of future leadership and development programmes. NHS Boards have access to strategic advice and support to improve the quality and impact of equality and diversity learning. Produce a summative report on factors influencing the effectiveness of equality and diversity training by 2014. In partnership with NHS Health Scotland, Evidence review used to inform national review of statutory and mandatory training framework. Equality and diversity training in NHSScotland supported via the NHS Equality and Diversity Lead Network, with offers on unconscious bias training, and in partnership with NHS Health Scotland, to health inequalities learning and development networks.
NES’s research and knowledge management activities enhance the evidence base to inform equalities sensitive practice in education and care. Agree and implement a set of principles to foster best equality and diversity practice in NES’s research and knowledge translation by 2014. Ensure that the Knowledge Network systems and content are inclusive of diverse knowledge support needs by 2014. Equality & Diversity principles for research developed and available for use by staff; championed through research governance processes. Knowledge Network supports managed knowledge networks and portals on a range of topics to support equalities sensitive practice and person-centred care, including the Health Literacy Place, Little Things Make a Big Difference, Equal Partners in Care, and a range of specific managed knowledge networks.