(1) Communication Action Measure Intended Outcome Performance Indicator and Target Timescale and Ownership 1. Put in place contractual arrangements for the production of materials in alternative formats. Undertake a scoping exercise by type of format based on current and best practice in UK Where appropriate undertake tender exercise and put contracts in place Alternative accessible formats are more readily available Arrangements are in place to support staff in procuring materials in alternative formats Contracts in place where appropriate BSO Equality Unit Year 3 Relevant Duty: Encourage participation of disabled people in public life. What we did over the last year Our procurement colleagues have spoken to people in public sector organisations in Great Britain who have contracts in place for other formats. They will do some more work to find out how these organisations defined standards for other formats in their contracts. Our procurement colleagues also want to learn more about how these organisations then scored companies who put in a bid to do this work.
Action Measure Intended Outcome Performance Indicator and Target Timescale and Ownership 5. Prompt to keep up to date their personal equality monitoring records (via on new Human Resources IT system). More accurate data in place. Prompt issued to staff on a regular basis. Increase in completion of disability monitoring information by staff to 85% Resources Year 2 onwards Relevant Duty: Promote positive attitudes towards disabled people. What we have done so far this year When new staff start working with us we ask them to update their equality information on the IT system. This information is confidential. We do so when we do an induction with them. At the end of September 2016, only 62.96% of our staff had filled in their disability data on the IT system. At the end of March 2016 this number had been 67.16%. At the end of September 2016, only 0.73% of our staff had said that they have a disability. This is down from 0.81% six months earlier. All this means that we need to keep working on this. We that more staff who have a disability may feel comfortable to update their equality information on the IT system when they hear more about others in the organisation who have a disability. We think it would be good especially if staff who work at the top of our organisation were happy to talk about their own disability. We have asked for volunteers to do that and become a ‘role model’. Action Measure Intended Outcome Performance Indicator and Target Timescale and Ownership service
Invite a speaker from a disability group to present at our quarterly staff engagement session Arrange awareness training for staff to accommodate the assimilation of staff with specific disabilities e.g. Asperger’s Syndrome Explore bespoke training for those staff who deal with disabled clients (mainly Community Equipment and Continence Service) Incorporate the Disability Duties of the Disability Discrimination 2006 into the training provided Year 3 onwards Head of HSC Pension Service Year 3 onwards Assistant Director of Family Practitioner Services Year 3 Assistant Director Procurement and Logistics Service Year 3 Assistant Chief Legal Advisor (Year 3)
12. Identify, provide and promote opportunities for more engagement for people with a disability in key work areas. Clinical Education Centre: Identify and facilitate the involvement of disabled people in our work, such as in relation to the Knowledge Understanding Framework and as programmes are reviewed or new programmes are developed. Office for Research Ethics Committees: Target applications for ethics committees from Disabled People during Better engagement of people with a disability (adults and children where relevant) in key areas. Annual review of progress to ECNI. Programme development group membership list Record of engagement Recruitment advertisements Directors and Assistant Directors Year 1 onwards Head of Clinical Education Centre Year 3 onwards Head of Office for Research Ethics