Raise awareness of specific barriers faced by people with disabilities including through linking in with National Awareness Days or Weeks (such as Mind your Health Day) Work with BSO Social Committee to link in with disability groups for volunteering and fund raising. Increased staff awareness of the range of disabilities and needs Two annual awareness days profiled >50% of staff participating in the evaluation indicate that they know more about people living with disabilities as a result of the awareness days BSO Equality Unit Year 1 onwards BSO Human Resources Year 4 Engage with disabled colleagues and representative groups with a view to publicising at least two articles annually in the BSO internal newsletter, Business Matters Increased staff awareness of the disabilities and needs Business Matters Articles Assistant Director, Customer Care and Performance Year 3 onwards In collaboration with people with a disability review current guidance and produce revised guidance Staff with a disability are supported and staff are empowered to provide support Guidance in place for staff with a disability on what support is available. BSO Human Resources Year 4
on support for with a disability Guidance promoted via websites, newsletters, emails. In collaboration with disabled people design, deliver and evaluate training for staff and Board Members on disability equality and disability legislation. Facilitate Disability Awareness Training at the annual Business Planning Event and Annual Administrative Staff Event Facilitate Disability Awareness Training at an Internal Audit Staff Workshop Include at least one speaker on relevant Increased staff and Board Member awareness of the range of disabilities and needs and increased ability to facilitate individuals’ disability needs Between April 2015 and March 2018 the % of staff and Board Members who have successfully completed the disability module of Discovering Diversity has doubled each year (baseline 2015: 12% of staff) Training evaluations (where relevant) Record of consideration of training needs Directors with support from BSO Equality Unit and BSO Human Resources Year 3 Head of Clinical Education Centre Year 3 & 4 Head of Internal Audit Year 4 Assistant Director
Incorporate the Disability Duties of the Disability Discrimination Order 2006 into the training provided to Clients on Section 75 and the Disability Discrimination Act 1995 Completed Year 4 Assistant Chief Legal Advisor Year 3 Influence contractor for Community Equipment and Continence Service to have all drivers trained in disability awareness People with a disability experience interaction with drivers positively Record of communication to contractor Assistant Director Procurement and Logistics Service Year 4 (3) Getting people involved in our work, Participation and Engagement Action Measure Intended Outcome Performance Indicator and Target Timescale and Ownership Identify, provide and promote opportunities for more engagement for people with a disability in key work Better engagement by people with a disability (adults and children where relevant) in key areas Annual review of progress to ECNI. Directors and Assistant Directors Year 1 onwards
update the Bamford Group on Mental Health and Learning Disability to inform group of progress. Completed Target applications for ethics committees from Disabled People during recruitment exercises: liaise with Disability Action to discuss option for OREC to present to member organisations about the role of committees and value of committee membership in advance of recruitment exercise Where contracts may benefit from input by disabled patients/clients PaLS staff to suggest this to the Contract Record of engagement Recruitment advertisements Pre-tender Minutes Head of Office for Research Ethics Committees Northern Ireland (ORECNI) Year 3 onwards Assistant Director Procurement and Logistics Service
Adjudication Group (and record in Pre-tender Minutes) Completed Participation as a member of new Pension request DHSSPS Policy team to promote interest from disability groups when appointing Pension Board. Completed Record of communication to DHSSPS Year 3 onwards Head of HSC Pension Service Year 3 Explore scope and interest in the establishment of a forum for staff on disability Engage with HSC Trusts to establish current practice Develop regional approach to complement current structures Engage with staff Better involvement of with a disability in decision-making Options HR Director’s Forum Minutes Staff survey responses Forum Terms of Reference BSO Equality Unit Year 2 onwards
Put forum in place and promote to staff Completed Promote and encourage staff to participate in the disability staff network and support the network in the delivery of its action plan. New action Better involvement of with a disability in decision-making. Better support for staff with a disability. Features on intranet. Senior Management Team Year 4 Nominate a champion on disability at senior level Completed Evidence of leadership at senior level. Electronic communication evidences champion nomination Year 1 Develop a shadowing scheme for Board members and other key public life positions in engagement with the Public Appointments Unit and with people with a disability. Establish a baseline on participation in conversation with Public Appointments Unit. Develop capacity of people with a disability to participate in public life positions Shadowing scheme of reference. Relevant data collected and reported to ECNI Year 5
Involve disabled people in delivery and review of this plan Better engagement by people with a disability (adults and children where relevant) Feedback forms from engagement (and roundtable sessions, where appropriate) BSO Equality Unit Year 5 (4) Recruitment and Retention Action Measure Intended Outcome Performance Indicator and Target Timescale and Ownership Offer mentoring opportunities for young adults and older adults with disabilities Review best practice Engage with disability organisations Produce guidance Identify mentors Experience of people with a disability in the workplace is meaningful and any need for additional support is identified at an early stage. Guidance document Annual Progress Report to ECNI. BSO Human Resources Year 4 Create and promote meaningful placement opportunities including for people with disabilities in line with good practice and People with a disability gain meaningful work experience Guidance paper. Increased number of placements provided. BSO Equality Unit BSO Human Resources
making use of voluntary expertise in this area. Produce practical guidance on process and external support available. Review best practice Completed Engage with disability organisations Completed Identify placements across all work Completed Undertake pilot Completed Evaluate pilot Completed Placement participants’ feedback from evaluations. Managers’ feedback from evaluations Year 1 onwards Encourage disabled people to apply for employment opportunities and remain in the workforce (for example attend career fairs, include welcoming statement and issue job Greater numbers of people with a disability apply Increase in disability marked on equal opportunities monitoring forms and HRPTS BSO Human Resources Year 4