AH ANNUAL REPORT 2018

Future Plans
• Continue to utilise Listening into Action as an
empowerment methodology to engage staff and
patients in identifying and implementing improvement
opportunities
• Hold a Quality Summit with contributions from all
specialties and departments as well as children and
families to identify local priorities whilst maintaining
children and families at the centre of everything we
do.
• Repeat the ‘Fab staff’ week to ensure we continually
recognise and reward staff for their outstanding work
• Continue to explore new and innovative ways of
building staff confidence and motivation.
Increasing the Black and Minority
Ethnic (BME) Workforce Within the
Trust by a Further 5% by 2022
Aim: Increase the BME workforce by 1% each year,
over the next 5 years to 2022, thus reflecting the
demograhic make up of the local population, with an
11% BME population.
Targets:
• 1% increase each year
Outcomes - 2017/18:
• April 2017 – 190 BME employees (5.6%)
• March 2018 – 222 BME employees (6.3%)
• Overall annual increase of 0.7%
The Trust recognises that the staff are the most
important and valuable resource and are committed
to attracting and retaining a diverse and motivated
workforce, with the right skills, values and knowledge
to deliver world class care for patients. Creating a
more diverse and inclusive workforce will enable the
organisation to deliver a more inclusive service and
improvement in patient care.
Improvements 2017/18
• Review of Recruitment and Selection Policy, methods
and training – a revised Recruitment and Selection
Policy and Management Toolkit was implemented in
June 2017, providing clear direction to managers and
staff regarding the processes in place when recruiting
staff internally and externally.
• During August 2017 a revised Recruitment and
Selection Training programme was introduced for
recruiting managers providing information relating to
selection methods which enabled recruiters to avoid
any form of discrimination or unconscious bias.
• BME staff also received the recruitment and
selection training to act as a ‘critical friend’ and to
share personal experiences, which can in turn be
incorporated in the programme to enrich the training.
• The Human Resources Team have identified
recruitment campaigns where BME applicants have
applied and been shortlisted. HR team members
have then observed those interview panels ensuring
that no form of discrimination or unconscious bias
occurs. To date no unconscious bias or discrimination
has been identified.
• Training has also been provided to managers to assist
them with constructive and meaningful feedback
to unsuccessful applicants following interview.
Managers and staff have also accessed Cultural
competence training.
• The Trust has adopted ‘positive action’ in recruiting -
the following statement is contained on all advertised
vacancies on NHS Jobs.
“Black, Chinese and Disabled individuals are underrepresented
in our total workforce, and males are
under-represented in our nursing workforce. We
actively encourage applicants from these groups”.
• The development of an inclusive careers promotional
video and brochure is now in use to further assist in
our recruitment strategy.
• The Trust has also developed a pathway for
volunteers enabling them to apply for internal
vacancies following successful placement within
the volunteer’s team. This opportunity has been
promoted to various BME groups and networks.
• Introduction of and development of a Staff BME
Network – the BME Network was introduced in April
2016; the aims were to address under-representation
of BME groups at Alder Hey. This group has been
invaluable in understanding and addressing issues
affecting the BME workforce. The group has
reviewed the reasonable adjustments processes,
and evaluated internal recruitment processes and
opportunities which has already enabled staff
progression and development.
• Development of Pre-employment Programme –
during October 2017 Alder Hey and Job Centre Plus
implemented a programme offering unemployed
members of the local community the opportunity to
participate in a 10 week work experience programme
based within Alder Hey. Following successful
completion of the programme the applicants were
offered the opportunity to apply for internal vacancies
or bank work within the Trust. When advertising the
Trust targeted BME groups and actively encouraged
applicants from BME backgrounds.
Alder Hey Children’s NHS Foundation Trust 125
Annual Report & Accounts 2017/18