We strive to be a great place to work and a great place to be cared for. We continue to work towards becoming a truly inclusive employer and health care service provider; creating an environment and culture that celebrates inclusion and diversity, dignity and respect, which values, nurtures, and harnesses difference for the benefit of our patients and their families and carers, our colleagues, and the communities we serve across Morecambe Bay.
Our ambition as an employer and a health care service provider is to be inclusive by default which means that everything we do, such as when we design services or review and develop policies, we do this with a co-design mindset, to ensure that it works for everybody on an equitable basis.
Our latest five-year inclusion and diversity strategy 'Positive Difference' has been developed with our colleague inclusion networks and was approved by the Trust Board in November 2021.
All colleagues are encouraged to actively participate in making a positive difference for each other, our patients, and citizens across Morecambe Bay. Our executive Directors also sponsor our colleague inclusion networks. Our leadership team for inclusion and diversity take responsibility for steering our action plans across both workforce and service inclusion.
Director of People & Organisational Development - David Wilkinson
Deputy Chief Nurse - Lynne Wyre
Strategic Lead for Inclusion and Engagement - Jessica Payne
Transformation Lead for Race Equality - Hannah Chandisingh
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.
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 BAME staff network aims to create a supportive working environment for BAME colleagues, and encourage all staff to understand the needs of the BAME community.
Lakshmi Patil, BAME Network Chair
Hannah Chandisingh, Communications 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.
Network for Inclusive Healthcare
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 Patient Experience