Inclusive Recruitment and Workplaces in the NHS

1. Inclusive recruitment and workplacesPresentation to the HR team

2. Our organisation Insert information on your organisation’s: character priorities vision.

3. The NHS is driven by fundamental principles:- working together for patients- respect and dignity - quality of care- compassion- improving lives- everyone counts.

4. What does an unrepresentative workforce and inaccessible recruitment mean for us? Embedding open and inclusive recruitment practices and ensuring sufficient workplace support for disabled people will improve: your workforce diversity your reputation as a local employer of choice interest in your advertised vacancies.

6. What's happening now and what can we do in the future? • Include details of your organisation’s recruitment process and any work to support the recruitment and retention of disabled staff.  • You could also facilitate HR colleagues to draw out your organisation’s recruitment journey, before viewing our infographic on the next slide.

7. Candidate recruitment journey Open NHS Employers’ recruitment journey  infographic online or hand out printed copies on A3 paper. ​ ​ ​ ​

8. Benefits The benefits disabled people being represented in the NHS workforce are clear: It reduces the number of unemployed disabled people, which stands at around 4.6 billion and specifically around 1 in 6 people with an autistic spectrum disorder. It improves staff morale – West and colleagues (2015) found that disabled staff in the NHS are more likely to face discrimination at work than their black, Asian and minority ethnic colleagues. Making recruitment more inclusive, could go some way to changing this.

9. Patient care is likely to improve. Patients appreciate being treated by a diverse workforce that is representative of the local community. Work towards your organisation’s Workforce Disability Equality Standard (WDES). 

10. Impact on our organisation We can expect to see a number of positive outcomes when we support disabled people into our workforce: improved patient care staff perform better in organisations that value diversity public trust increases and we become an employer of choice innovation and thinking is improved  our workforce will reflect our local communities.

11. strengthen a future talent pipeline improving opportunities for social mobility across a local area NHS organisations can seek to better compete with the increasingly flexible offers made by other large employers if we don’t promote this commitment we risk losing out financially on the purple pound.

12. Further impact • Disabled people have been found to be reliable, less likely to take time off sick, and to be equally as productive at work as staff without disabilities. • Disabled people may be more likely to stay in a single role for longer, thus improving staff retention. • Disabled people may bring unique qualities, talents and dynamics to a team, including skill sets a team may otherwise not benefit from.

13. What is this costing us? Insert below statistics relevant to your organisation • Number of vacancies unfilled – • Number of disabled people in our local authority – • Our representation of disabled people in the workforce – • Potential untapped talent pool locally – • Number of leaver on apprenticeships – • Staff survey experiences of discrimination/harassment based on disability status -

14. Learning from others Provide evidence of how other organisations have made change to their recruitment and support for disabled staff. You can read about how Barts Health NHS Trust supported interns with learning disabilities through Project Search and the benefits the trust gained through implementing this initiative.  

15. What can you do? Demonstrate a commitment to this agenda. Review internal recruitment processes and employment support to ensure the organisation is offering open and accessible options. Promote participation in the training across the organisation. Engage with disabled staff and their managers to understand their challenges.

16. Timeline  Insert timelines for HR colleagues to commit to certain asks by. Demonstrate the plans for the wider work you are discussing. 

17. Questions?

18. Thank you Insert your contact details here