NHSGGC Equality Scheme - NHS Greater Glasgow and Clyde
NHSGGC Equality Scheme - NHS Greater Glasgow and Clyde
NHSGGC Equality Scheme - NHS Greater Glasgow and Clyde
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Goal 7: Has a workforce which represents our diverse population <strong>and</strong><br />
addresses their needs<br />
What we are going<br />
to do<br />
What success will look like<br />
Corporate<br />
Accountability<br />
System<br />
Accountability<br />
<strong>Equality</strong><br />
Groups<br />
Covered<br />
Improve the<br />
availability of<br />
disaggregated staff<br />
information<br />
The collection of <strong>Equality</strong> Monitoring<br />
HR data has been improved by 5%<br />
annually<br />
Human Resources<br />
Acute/<br />
Partnership<br />
Directors<br />
All<br />
Address remaining<br />
barriers to recruitment<br />
<strong>and</strong> retention<br />
A plan to increase BME <strong>and</strong> disabled<br />
representation across all levels of staff<br />
is in place<br />
Human Resources<br />
Race,<br />
Disability<br />
The potential barriers to employment<br />
on the basis of faith have been<br />
assessed<br />
Human Resources<br />
Faith<br />
A plan for addressing gender issues in<br />
the workforce including part-time staff<br />
<strong>and</strong> gendered portrayal of health care<br />
jobs is in place<br />
Human Resources<br />
Gender<br />
(Gender Reassignment)<br />
Enhance the ability of<br />
staff policies to meet<br />
the needs of equality<br />
groups<br />
The benefits of introducing Disability<br />
Leave have been assessed<br />
All HR policies are subject to EQIA<br />
Human Resources<br />
Human Resources<br />
Disability<br />
All<br />
There is an assessment of parental<br />
leave by male <strong>and</strong> female staff<br />
Human Resources<br />
Gender<br />
(Gender Reassignment)<br />
Meet any existing pay<br />
gap between women<br />
<strong>and</strong> men<br />
Audit of gender pay gap has been used<br />
to develop an action plan tackling the<br />
issues identified, to make sure<br />
<strong><strong>NHS</strong>GGC</strong> is legally compliant. This<br />
includes implications for the Careers<br />
Framework<br />
Human Resources<br />
Gender<br />
(Gender Reassignment)<br />
Enable staff from<br />
equality groups to<br />
feed back their views<br />
to the organisation<br />
A network of staff equality forums is<br />
established<br />
Human Resources<br />
Acute/<br />
Partnership<br />
Directors<br />
All<br />
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