Action plan

Metric 1

Percentage of staff in AfC paybands or medical and dental subgroups and very senior managers (including Executive Board members) compared with the percentage of staff in the overall workforce.

Objective

Increase staff disability declarations. Includes those with long tern health conditions/illness and staff who are neurodivergent

Action

Ensure staff understand why KMPT ask for equality data, who sees it and why. What KMPT does with the information and what the impact is on staff, the organisation and patients.

ESR initiative – launch the `update your personal details’ on ESR Self-Service portal. Develop staff easy to follow guidance on how to update their details including equality details. Send out why we collect data to all staff.

Reason

To have a true reflection of disabled staff within the KMPT and increase KMPT’s overall percentage of disabled representation of 6.84% (clinical/non-clinical & medical = 241 staff)

Reduce the percentage of staff disclosing unknown status for disability – currently 17.94%.

Staff survey indicates that 593 (33.7%) staff have a disability or long-term health condition.

Date

Jan 2023

Lead

D&I Manager

Workforce Lead

RAG rating

Not yet begun

Metric 1b

Objective

Increase staff disability declarations. Includes those with long tern health conditions/illness and staff who are neurodivergent

Action

Neurodiversity staff network to be developed, along with resources and training for managers and staff – awareness and how to support staff who are neurodivergent.

Reason

Staff to feel supported, seen and heard within the organisation.

Network to be a place to share concerns, ideas and promote neurodiversity, network to encourage staff and staff with immediate families who are neurodivergent.

Training to create awareness and provide information to managers and staff in understanding neurodiversity and supporting neurodivergent colleagues.

Date

Feb 2023

Lead

D&I Manager

D&I Facilitator

L&D Manager

RAG rating

Not yet begun

Metric 1c

Objective

Obtain Level 3 Disability Confident Leaders Award.

Action

Submit level 3 accreditation assessment, gather evidence against criteria.

Invite external validation of assessment prior to submission – identify evaluators against suggested list.

DAWN sub group formed to assist in the accreditation.

Reason

Increase KMPT to the wider disabled community as an employer of choice. Promotes KMPT to the Leaders level which enables the trust to use logos for Leaders, as well as meets the WDES actions.

Date

May 2023

Lead

D&I Practitioner – workforce Lead

DAWN Chair

RAG rating

Begun but not yet complete.

Metric 2

Recruitment.

Objective

From application to appointment.

Likelihood increased from 1.2 to 1.42 times

Action

All recruiting manager/panels to have Resourcing and Selection Training.

Recruitment to wider understanding of disability recruitment.

Reason

Increase the number of applications from disabled people

Recruitment process review start to end to make recruitment more inclusive and accessible

KMPT are part of the ICS De-biasing recruitment Training

Piloted November 2022

Training starts January 2023

Date

Ongoing

Lead

Head of Resourcing

D&I Manager

RAG rating

New.

Metric 3

Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process, as measured by entry into the formal capability.

Objective

Reduce the relative likelihood of disabled staff (including those with long term health conditions) entering the formal capability process compared to Non-Disabled staff is 1.37.

Action

• Examine the numbers of staff going through the capability process and split by Care Group

• Leadership training to include how to have difficult conversations staff.

Reason

To ensure reasons for capability processes are not discriminatory and to identify ways to reduce the likelihood.

Date

Ongoing

Lead

ER Manager

ER Team

D&I Manager & Practitioner

RAG rating

New.

Metric 4

Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from:

Objective

Metric 4a - Percentage of KMPT disabled (including those with long term health conditions) staff experiencing harassment, bullying or abuse from patients / service users, relatives or the public in last 12 months: 33.7% national average is 32.2%.

Metric 4b – Percentage of KMPT disabled staff (including those with long term health conditions) experiencing harassment, bullying or abuse from managers in the last 12 months: 12.4%, national average is 13.4%

Metric 4c – Percentage of KMPT disabled staff (including those with long term health conditions) experiencing harassment, bullying or abuse from other colleagues in the last 12 months

Metric 4d - Percentage of KMPT disabled staff (including those with long term health conditions) saying that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it

Action

Communication campaigns to inform all service users and visitors to the Trust regarding the approach to bullying, harassment, abuse and violence of staff.

Task and Finish group actions – OD Facilitators to lead on workshops and staff sessions to capture lived experience and to encourage staff to join the B&H working groups

Reason

To improve disabled staff experience and reduce bullying, harassment and abuse within KMPT.

Date

Dec 2022

Lead

D&I Manager

D&I Practitioners

OD Lead/Facilitators

Harassment Task and Finish Group

DAWN Network

RAG rating

New.

Metric 5

Staff survey.

Objective

Percentage of KMPT disabled staff (including those with long term health conditions) – 57.5%.

Action

• Support the development of a talent management strategy to include an EDI lens across all minority groups

• Develop talent/career pathways for international staff

Reason

57.7% of disabled staff (including those with long term health conditions) stated that they believe the Trust provide equal opportunities for career progression or promotion.

Date

N/A

Lead

D&I Manager

Head of Resourcing

OD Lead

HRBPs

RAG rating

New.

Metric 5b

Staff survey.

Objective

Training

Action

Book dates 2023 for Disability awareness training to be delivered by external provider Disability Rights UK

Reason

Provide staff and managers with awareness, information and resources to understand disability both medial and social models and how to support disabled staff.

Date

N/A

Lead

L&D Manager

D&I Manager

RAG rating

New.

Metric 6

Staff survey.

Objective

N/A

Action

Utilise the DAWN Network to engage with disabled staff to understand the context.

Reason

To identify whether this is real or perceived and to understand whether this is isolated to one incident or an on going concern.

Date

N/A

Lead

DAWN network

EDI Team

RAG rating

New.

Metric 7

Percentage of disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation values their work.

Objective

Creating a better inclusive work environment.

Action

Deliver staff sessions aimed at disabled staff to ask what an inclusive work environment looks like to them.

Reason

Insights gained to inform Culture programme and to develop initiatives to promote an inclusive work environment i.e. sunflower campaign, celebrate purple day.

Date

June 2023

Lead

DAWN Network/EDI Team

RAG rating

New.

Metric 8

Disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation values their work.

Objective

Reasonable adjustments.

Action

• DAWN sub group to lead on the role out of wellness /health passport

• Staff sessions on how to complete and use the wellness/health passports

Reason

Streamline the reasonable adjustment process to ensure that disabled staff are being afforded reasonable adjustments in their workplace.

Work with Digital Technologies to include disability accessible resources.

Date

March 2023

Lead

DAWN Network/EDI Team

RAG rating

New.

Metric 9

Disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation values their work.

Objective

Staff Engagement.

Action

To identify staff to participate in psychological safety group meetings to provide insights into whether disabled staff feel safe.

Reason

Improving disabled staff experience in the workplace and encourage a speaking up culture.

Date

January 2023

Lead

DAWN Network

EDI Team

OD Lead

RAG rating

New.

Metric 10

Involve Staff network in workforce related consultation exercises to make sure that disability equality is reflected throughout policies and practices.

Objective

Board representation.

Action

• By voting membership of the Board.

• By Executive membership of the Board.

Reason

voting Board Members including executive membership

Voting membership (13):

Non-Executive (8):

Disabled – 0%

Non-disabled – 100%

Executive membership (5):

Disabled – 0%

Non-Disabled – 60%

Unspecified – 40%

Date

April 2021

Lead

N/A.

RAG rating

Begun but not complete. 

Work with Trust Secretary to gain this information but no declarations of someone with a disability at 2023 reporting.

New actions for 2022-2024

• Disability Awareness Training for Staff

  • Continue promotion of eLearning available

  • Review Active Ally programme with DAWN

• Engagement

  • Prepare staff network roadshow event by Spring 2023 - know locations

• Communications (Normalising difference)

  • Use Culture Campaign to encourage staff to come forward to talk about their experiences of having a DAWN in the workplace. These will be anonymised to try and encourage participation but provide learning scenarios for staff – particularly for culture campaign.

• Policies and Practices

  • Gather data on whether proceedings are as a result of DAWN.

  • Support DAWN with development of either a policy or amendment to a policy to allow staff days out of work to manager their illness – sometimes called a Disability Leave Policy

• Accessibility

  • Work with the Estates Team on improving information on accessible work spaces, meeting and training rooms

• Psychological safety/staff engagement

  • Culture campaign on ‘you matter’ being developed, ensure ideas and comments of staff with disabilities are captured.

  • Invite staff network to comment on active ally programme.