The Christie NHS FT Annual Report & Accounts 2019-20

Staff report

inclusion activities in respect of service delivery and the workforce. We regularly discuss workforce equality issues with trade union colleagues through our staff forum and our senior managers through workforce committee. As part of our commitment to meeting our legal duties, we have developed our equality objectives for 2020 to 2024. To help us fulfil our commitment in this area to our patients and staff, we have developed our first equality, diversity and inclusion plan for 2019 to 2023. Gender Pay Gap Information on the Trust’s gender pay gap can be found at https://gender-pay gap.service.gov.uk/Employer/2qJmZZZ5/2019

Our staff quarterly magazine and our monthly team brief, which is delivered face to face by the Chief Executive, cascade key information and messages about the Trust’s performance, plans and developments, changes to services and information that is of interest to our staff. Our process for welcoming staff includes a trust induction, which provides the opportunity to meet our Chief Executive and learn more about the Trust. In addition to the trust induction, nursing colleagues have the opportunity to meet with the Chief Nurse during their first six weeks within the organisation. The trust recognises its legal duty to protect patients, staff and visitors from the risk of injury or work-related ill health. There is an effective executive-led approach to managing health and safety with close co-operation between management and staff side representatives. Managers have access to specialist trained advisers in health and safety, moving and handling, fire and security. In addition, advice and support are available from radiation protection, infection control, occupational health and waste management. Equality, Diversity & Inclusion Creating an inclusive culture for our patients and staff is vital to what we do at The Christie. Our approach to equality and diversity is to ensure our care is individual and patient-centred, and that patients, visitors and colleagues are treated with dignity and respect at all times. We are determined to ensure that we offer equal access to healthcare and employment opportunities to everyone in the communities we serve. We are committed to actively promoting equality across all our activities with the intention of achieving and maintaining a fully inclusive organisation. Recognising our responsibilities, there is an effective executive-led approach to promoting

Our staff (headcount at year end 2020 including non-executive Directors)

Male Female

Directors

6

7

Other senior managers

11

16

Employees

819

2220

Male Female

Directors

46% 41% 27%

54% 59% 73%

Other senior managers

Employees

121