The Christie Foundation Trust Annual Report and Accounts 2021-22

The Christie NHS Foundation Trust Annual Report & Accounts 2021-22

Staff Report

Our patients are at the heart of everything we do, and our workforce makes the difference by achieving the highest possible patient support and care. We are committed to attracting, retaining and developing our staff and aim to support them by engaging with them and valuing their individual contributions to the work that we deliver. The Christie People Plan sets out 6 strategic commitments/ priorities that map to the NHS People Plan: - 1. Workforce Supply – Understanding our demand for staff and how we can maintain a continuous workforce supply. 2. Workforce Transformation – Developing innovative workforce solutions to address workforce shortages, maximising digital technology and supporting a more flexible and agile workforce. 3. Leadership & Culture – Developing and equipping our leaders to foster a culture of trust, transparency, openness and respect. 4. Employee Support & Experience – Supporting staff to stay safe and healthy and creating opportunities for them to be involved and listened to. How we recognise contribution and achievements. 5. Workforce Development – Developing a skilled, capable workforce who have opportunities to learn and grow in their careers. 6. Equality, Diversion & Inclusion (EDI) – Ensuring EDI is at the heart of everything the Trust does. Staff Policies & Actions The Trust has developed a full range of employment policies to support staff throughout their time working at the Trust. These policies are developed in partnership with our Staff Side

colleagues and regularly reviewed in line with employment legislation and best practice. The equality and diversity policy provides our commitment to treat everyone with compassion, dignity and respect, and to ensure that we promote a fair culture. This includes employment, training, promotion, and general treatment. All policies are assessed to establish the equality impact, to ensure all groups are treated fairly and consistently, and where appropriate reasonable adjustments are considered. For example, our recruitment and selection policy is underpinned by the achievement of the Disability Confident Scheme (Level 2) which provides our commitment to employing and retaining disabled people and ensuring this commitment is reflected in all recruitment practices. We work in collaboration with our staff and consult where decisions are likely to have an impact on individuals. Our organisational change policy provides mechanisms for consultation with recognised trade union and professional association representatives as well as our staff. We work in partnership with our staff-side representatives which include a number of recognised trade unions. Regular staff forums are held to engage with our union partners to share information about the direction of the organisation and to gain feedback and support. The Trust employs a Freedom to Speak Up Guardian. The Guardian works independently alongside Trust leadership teams to support our Trust in becoming a more open and transparent place to work, where all staff are actively encouraged and enabled to speak up safely. The Trust has a strong commitment to the delivery of education, training, and learning and development opportunities to ensure all our staff have the skills necessary to fulfil their role and contribute to excellent patient care. In addition to our on-going mandatory training programmes, which are tailored for staff groups, we offer

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