Inclusion & Diversity
We believe that being eﬀortlessly inclusive is at the heart of how University Hospitals of Morecambe Bay NHS Foundation Trust (UHMBT) will continue to be a ‘Great Place to be Cared For; Great Place to Work’.
We are working towards becoming a truly inclusive organisation by celebrating inclusion and diversity, and are committed to eliminating discrimination, reducing health inequalities, promoting equal opportunities and respect for all of our colleagues and patients.
In November 2019, UHMBT was named the tenth most inclusive employer in the UK in the Inclusive Top 50 UK Employers list.
Our five year Inclusion and Diversity Strategy has been developed with our staff inclusion networks and was approved by the Trust Board in September 2016.
Our inclusion leadership team
- Lynne Wyre
- Karmini McCann
- David Wilkinson
Understanding the experiences of our employees is important so that we can see where we need to make improvements, and make sure we provide a supportive and inclusive working environment for everyone.
The Workforce Race Equality Standard (WRES) ensures eﬀective collection and analysis of workforce data to address the under-representation of BME staﬀ in the NHS.
The Trust’s latest WRES report and action plan was approved by the Trust Board in July 2019.
The Workforce Disability Equality Standard (WDES) ensures eﬀective collection, analysis and use of workforce data to address the under-representation of staﬀ with a disability in the NHS.
Our 2019 Disability Workforce metrics have been shared with the Trust’s staﬀ Disability Network ahead of publishing, and an action plan has been developed.
We have created a local workforce sexual orientation standard to help us understand the differences in experiences of our colleagues based on their sexual orientation.
It is the law that organisations with more than 250 employees report on their gender pay gap.
The Equality Impact Assessment process encourages all of our colleagues to recognise that people are different, and to look at what we do from different perspectives. The guidance sets out a process to help understand the impact that our decisions might have on different people and to improve them where we can. See our equality impact assessment guidance here.
Our staff networks are run by staff, for staff. Each of our networks brings together people from different professions and departments who have a common interest in developing and improving equality in our Trust.
The national Personal, Fair, Diverse (PFD) campaign has around 5000 champions across the NHS. Being a PFD Champion means that you are passionate about making sure that the NHS provides personal, fair and diverse services and support for both staff and patients.
At UHMBT we have around 100 Personal, Fair, Diverse Champions that help to support other staff with things like raising concerns, showing how we can all be more inclusive, and being a voice for others who might find it difficult to be heard.
Karl Hinchliffe, Personal, Fair, Diverse Lead
Our disability staff network is open to all UHMBT employees, volunteers and students with a disability, and colleagues who want to help support people with a disability. The network aims to make sure that our Trust is a safe and inclusive environment for people with different disabilities, and to encourage all staff to understand the needs of different individuals.
Improvements that have been made because of the disability staff network include hand rails being fitted at the main entrance of Westmorland General Hospital and at the Royal Lancaster Infirmary Education Centre.
The LGBT staff network aims to maintain a supportive environment for lesbian, gay, bisexual and transgender colleagues, and make sure that all staff understand the needs of LGBT individuals.
The group also make sure that policies and decisions made across the Trust consider the LGBT community, and provide confidential support and advice to all staff, not just those who may identify as LGBT.
Having signed the Armed Forces Covenant, achieving the Employers Recognition Scheme Silver award and being a Step into Health advocate, the network provides support to the Armed Forces community. Working with colleagues and service users to ensure we understand the needs of everyone to help provide the right support and advice as well as participating in national and local events such as Armed Forces day and Remembrance Day parades.
Respect Champions are volunteers who carry out their respect champion role alongside their contracted post. Coming from all disciplines and sites within the Trust their primary role is to provide confidential support for colleagues who feel they are victims of bullying, harassment or incivility. A listening ear when it is needed with signposting advice of who to contact when necessary helping to get the right outcome for all concerned.
Working to create a supportive working environment and improve the experiences for colleagues and patients in terms of Gender Equality, the network encourages all colleagues within the Trust to understand the needs and experiences of individuals while promoting general equality of opportunity.
Equality of Access to Health
We are committed to improving access to our services by making them more accessible, safer and reliable for everyone.
The Access to Equality group was created to address unfair discrimination experienced by members of protected characteristic groups.
Things like disabled parking spaces, wheelchair access, hearing loops and accessible toilets all help to make access to our services equal for everyone.
Barry Rigg, Head of Diversity and Inclusion