AH ANNUAL REPORT 2018

When planning the workstreams for 2018/19 the focus has been on “doing the basics brilliantly” with the team
wanting to lead change not just for the surgical division but with workstreams which will be far reaching and impact
upon care for all patients and families attending the Trust.
The metrics for improvement have been defined and presented as part of the annual plan and monitoring of these
improvements will take place via the BIOC group.
Pre-Operative Assessment
Service
• Improve safety, quality and
patient experience
• Reduce cancellations
Incident Reporting and
Management
• Use of Ulysses within Theatres
• Safety Culture
Workforce Development
• NatSips
• Recruitment and Retention
• CPD, Training, Career
progression
• Human Factors
Emergency Surgery
• Consolidate and further
improve Emergency pathways
Materials Management
• Reduced incidents/
cancellations due to stock
• Reduce expired stock/wastage
• Reduce cost
• Theatre Scheduling and
Planning
• Re-allocated sessions
• Review under-utilised lists
• Realignment of sessions
3.3.10 Equality and Diversity
Alder Hey continues with its commitment to try
to ensure that its services offer equal access for
all communities who need to use them and that
all employees experience equal opportunity in
employment. This means that we actively seek to
engage with patients, parents and carers, as well as
members of staff, to ensure that we do not discriminate
against any individual and that the diversity of each
individual is valued. The principles of equality and
diversity are core elements of the Trust’s stated Values,
which are reinforced through the Trust’s induction
programme and personal development review for
all staff. We are able to monitor our performance in
meeting our public sector equality duties (PSED)
as required by the Equality Act 2010, the NHS
Constitution, CQC inspection questions and NHS
commissioners through:
1. Equality Delivery System (EDS2) that has eighteen
outcomes and four goals:
1. Better Health Outcomes
2. Improved Patient Access and Experience
3. A Representative and supported workforce
4. Inclusive Leadership
2. Workforce Race Equality Standard (WRES) that
has 9 indicators comparing the data for white and
black & minority ethnic (BME) staff. Four are based on
workforce profile data, four on data from the NHS staff
survey questions and one on BME representation at
board level.
Aim: For Alder Hey to be an inclusive and
accessible place for all to visit and work, to meet
our duties and in so doing to provide the best
patient care possible.
Targets: From the 2016/17 Equality Objectives Plan:
• To increase the representation of black and
minority (BME) ethnic staff
• To improve the experience of families with
learning disability/autism that visit Alder Hey
• To improve the involvement of patient and staff
stakeholders in decision making
• To improve the quality of staff data
• To improve the quality of patient data
• To ensure equality is embedded through the
quality strategy
• To broaden equality training opportunities for staff
Alder Hey Children’s NHS Foundation Trust 137
Annual Report & Accounts 2017/18