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Our Workforce Equality Action Plan

NHSGG&C have produced a Workforce Equality Action plan to support the delivery of the Board’s equality scheme, “A Fairer NHS Greater Glasgow and Clyde” and help fulfil the employment obligations as outlined in the specific duties of the Equality Act (2010).

 Please click here to access our workforce equality action plan and additional workforce demographics.

What is the aim of the plan?

The aim of the plan is to support the delivery of organisational values, by enhancing leadership and promoting a behavioural approach which will promote the principles of dignity and respect across our workforce. This plan continues to build on actions and approaches demonstrated through our previous action plan “Creating and Monitoring a Diverse Workforce 2013-2016”. There are a number of areas highlighted in this plan which will support the mainstreaming of equality and diversity across core HR services. These include:

  • Workforce Planning and Analytics
  • Staff Governance
  • Recruitment and Resourcing
  • Learning and Education
  • Organisational Development
  • Workforce Employability 

Within the plan, there are a number of actions to support our Staff Disability Forum

The plan will be monitored through the Workforce Equality Group which meets quarterly and actions will be refreshed on an annual basis. We will also work with our Heads of People and Change to ensure local accountability for actions and ensure that there is wider ownership of actions across the organisation.

Objectives of the Workplan
  • Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act 2010 and less favourable treatment of staff as set out within other relevant legislation;
  • By removing or minimising disadvantages suffered by people due to their protected characteristics and creating an environment in which individual differences and the contributions of all staff are recognised and valued.
  • Advance equality of opportunity between people who share a protected characteristic (i.e. age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex or sexual orientation) and those who do not; 
  • By taking steps to meet the needs of people from protected groups where these are different from the needs of other people.
  • Foster good relations between people who share a protected characteristic and those who do not;
  • By taking steps to reduce underrepresentation of people with particular protected characteristics and increase the diversity of our workforce, both at an organisational level and within different job roles.
  • Ensure that the Board has due regard for the European Convention of Human Rights (ECHR) in the discharge of its function;
  • By taking a zero tolerance approach to intimidation, bullying or harassment, recognising that all staff are entitled to a working environment that promotes dignity and respect for all.