What is in this document? Page Introduction 3 Who we are and what we do 3 How people can be involved in our work 5 What the law says 5 How we reviewed our last and developed these new plans 7 What have we done so far 8 What we have learned so far 12 What is in our new plans 13 How we will monitor these plans 14
project governance contained within the Project Vision system to include an Equality section. Project managers therefore will need to address gender identity data on all new health screening systems. Identify further systems and implement changes required. Improved management of Transgender records resulting in safer treatment. Ensuring that relevant patients are aware of impact on their individual health screening programmes. Number and nature of new projects that have addressed gender identity data. By end Mar 2023 Family Practitioner Services Invitation to health screening programmes: Together with our customer, the Public Health Agency, review the process for inviting persons of different gender identities. Service who identify as transgender or non-binary are invited to appropriate health screening programmes in line with gender-specific clinical risks. Weaknesses in the current process are identified with input from service users. Changes to the process are agreed with from service users. Assistant Director Family Practitioner Services
Resources Staff who are carers: Provide information for staff on available policies and measures that might meet their needs; including to relevant support organisations. Monitor requests for uptake of work-life balance policies. Staff who are carers feel more supported. Feedback from staff Sickness absence of carers reduced* Retention of staff who are carers* (*dependant on data quality) Director of Human Resources with support from Equality Unit 2018-19 Human Resources Develop support mechanisms for staff with experience of domestic violence Scope best practice across the HSC and beyond Develop measures to support staff with Staff with experience of domestic violence are better supported. Measures in place Feedback from staff Director of Human Resources 2019-20
Employment Policy: Deliver awareness and training initiatives to relevant staff By end March 2021 Human Resources Equality and human rights training: Roll out of ‘Making a Difference’ – e-learning Add module to suite of mandatory training for all staff Deliver on training targets Increased awareness of equality and human rights. Making a Difference included in mandatory training for staff % of staff who have completed the e-learning module BSO Human Resources 2018-19 year
Tapestry Promote and encourage staff to participate in the disability staff network and support the network in the delivery of its action plan. Staff with a disability feel more confident that their voice is heard in decision-making. Staff with a disability feel better supported. Tapestry meeting notes indicate that actions to support staff have been delivered BSO Directors and Heads of Service with support from Equality Unit Every year Monitoring Encourage staff to declare that they have a disability or care for a person with a disability through awareness raising and providing guidance to staff on the importance of monitoring. More accurate data in Greater number of staff feel comfortable declaring they have a disability. Increase in completion of disability monitoring information by to 90% Prompt issued to on a regular basis. BSO Human Resources with support from Equality Unit Every year Training In collaboration with disabled people design, deliver and evaluate training for and Board Members on disability equality and disability legislation. Increased staff and Board Member awareness of the range of disabilities and needs. Number of staff trained (general and bespoke) through eLearning or interactive sessions Staff awareness initiatives delivered BSO Directors and of Service with support from Equality Unit Every year
Sign up to Mental Health Charter and to Every Customer Counts. Staff with mental health conditions feel better supported in the workplace Reduced absence figures of staff who declare that they have a mental health condition Increase in % of who declare that they have a mental health condition Director of Human Resources, BSO Directors and Heads of Service with support from Equality Unit By end Mar 2023 Explore the scope for identifying ring-fenced posts for people with a disability. People with a disability are better represented in the workplace Greater numbers of staff with a disability Director of Human Resources with support from Equality Unit By end Mar 2023 Develop approach for action to be when a member of staff records that they have a disability on HRPTS in line with General Data Protection Regulations. Staff members who record their disability on HRPTS are clear about how the organisation will use this information. Approach adopted Director of Human Resources with support from Equality Unit By end Mar 2019
Workable NI, by staff and line managers. Line managers and staff draw on existing expertise and resources provided through government programmes. Retention of staff who have a disability* (*dependant on data quality) By end Mar 2019 Make arrangements to bring Cancer Focus screening mobile to staff locations are more likely to identify health issues relating to cancer at an earlier stage Number of sessions held Director of Human Resources Every year Use our influence to the possibility of monitoring disability-related absences across the HSC, together with our partners. Improved data quality. Enable meaningful monitoring of the impact of positive action targeted at staff who have a disability on reducing any absence due to their disability. Director of Human Resources By end Mar 2020 Procurement and Logistics Service The law on procurement by public sector organisations allows Greater participation of people with a disability in employment. Number of contracts considered for appropriateness as a reserved contract. Assistant Director Procurement and Logistics Service Every year
Clinical Education Centre (CEC) Raise awareness of Visual Impairment and the impact it has on people receiving assessment and treatment from health professionals amongst CEC staff across Allied Health Professions CEC staff and Allied Health Professions are enabled and more confident in meeting the needs of people with visual impairment. Number of staff and AHP professions trained Head of Clinical Education Centre 2020-21 Clinical Education Centre Identify and facilitate the involvement of disabled people in our work such as in relation to the Knowledge Understanding Framework*/ Chronic Pain Management/Bobath** programmes and as programmes are reviewed Programmes are informed by experts by experience. Greater participation of people with a disability in public life. Number and nature of programmes where people with a disability have been involved and how Head of Clinical Education Centre Every year