Equality Mainstreaming Report 2021 - Golden Jubilee ...
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Equality Mainstreaming Report 2021
Equality
Mainstreaming
Report 2021
Contents
Chief Executive foreword 3 Care Studies 13
Mainstreaming overview 4 Disability 15
Hospital expansion project 5 Race 18
Inclusive design strategy 6 Religion or belief 18
Introducing self check-in kiosks 10 Sex 20
The Welcome app for diabled users 11 Sexual orientation 24
Age 12 Appendices 26
2
Chief Executive
Foreword
NHS Golden Jubilee has a proud
history as an equal opportunities’
employer and service provider.
Since becoming a part of the NHS in 2002,
we have been on a journey of continuous
improvement, creating an inclusive work
environment that not only welcomes Sector Equality Duty. It shows how
individuals of all backgrounds, but actively we have embedded participation and
highlights and celebrates this unique mix equalities into our services, functions
of people. This approach ensures we and policies, and provides information
provide the highest possible standard of on our protected characteristics, gender
care and service for every patient, visitor, pay, and demonstrates our progress in
delegate and guest who comes here. implementing our equality outcomes.
As an organisation, we are committed to Since our last report, we have continued to
promoting a positive workplace culture, take significant steps to improve awareness
with the Board and Senior Managers of our responsibilities and to support all staff
playing a vital role in demonstrating in delivering these. Key highlights include:
strong, inclusive leadership.
• Disability Confident Leader – 2018
Our Organisational Values place dignity • Stonewall Diversity Champion for 10 years
and respect at the forefront of everything • Formed a new partnership against
we do. Our innovative values-based Gender Based Violence
recruitment process ensures that our team
not only have the right skills, knowledge • Developed a new user-friendly integrated
and experience for their role, but that they Equality Impact Assessment (EQIA)
also demonstrate appropriate behaviour • Renewed our Investor in
which is aligned to these principles. Volunteers status
• Embedded approach to equality
Our work on equality, diversity and in expansion works
inclusion is an important part of how • Investor in Young People Gold Award
we demonstrate these values. We have
worked hard to make these even more As our Hospital expands, we will continue
visible and influence how we behave each to invest in new and innovative ways
day. This helps us provide a quality, safe, to make sure that all of our staff have
effective, and person-centred service for the opportunities, facilities, resources,
everyone who walks through our doors. and support to get the most out of
their roles. This will help us to deliver
Our 2021 Equalities Mainstreaming the highest possible quality services
Report highlights how we have met the for patients across Scotland.
requirements of the Scottish Public
Jann Gardner
Chief Executive
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Equality
Mainstreaming
Report 2021
Mainstreaming overview
Each NHS Board in Scotland has people and patients who work for us
a duty to comply with the three and use our services. We will share
aims of the Public Sector General our success with other public sector
Duty, the Equality Act 2010, and organisations and will learn from others
Specific Duties Scotland Regulations who have demonstrated best practice.
2012. These three aims are to:
One of our core values is to value
1. eliminate discrimination, harassment, dignity and respect. We are continually
victimisation and any other conduct working to make these real for every
that is prohibited under the Act; member of staff and every patient
2. advance equality of opportunity that we see and treat. This is how we
between persons who share a view mainstreaming equality. Although
protected characteristic and we produce the required reports and
persons who do not; and statistics, it is our staff and our patients
3. foster good relations between who will let us know if we are truly
people who share a protected mainstreaming equalities for all.
characteristic and those who do not.
We provide guidance, advice and
The Specific Duties Scotland Regulations training to all of our staff so that they
2012, detailed below, support public understand equality, human rights, health
sector bodies in their delivery of inequalities, and the impact this has on
the general equality duty: their role within the Board. We have
developed bespoke equalities training
• Report progress on mainstreaming that every staff member must undertake
the public sector equality duty; as part of their mandatory training.
• Publish equality outcomes Uptake is monitored on a monthly basis
and report progress; and reported to our Executive Team.
• Assess and review policies Equalities have been integrated into
and practice; our senior leadership programmes,
• Gather and use employee information; our recruitment training, and every
• Publish statements on equal pay; employee’s personal development plan.
• Consider award criteria and conditions
in relation to public procurement; and Responding to comments from our
• Publish in a manner that is accessible. Diversity and Inclusion Network and
our iMatter feedback, we continue to
The aspiration of NHS Golden Jubilee re-examine our approach in order to
is to do more than just meet our give people greater opportunities to
legal obligations. We will strive to participate in shaping the decisions that
continually improve inclusiveness by impact them. This means increasing
creating a work environment that the ability of those responsible to
not only welcomes individuals of all recognise and respect individual’s
backgrounds, but actively highlights rights, as well as being able to hold
and celebrates the unique mix of them to account for their actions.
4
A closer look inside our report
Our report this year is divided into two Section two features a selection of
distinct sections providing highlights some highlighted projects, workforce
of our progress and commitment to monitoring data and written reports
mainstreaming equalities throughout all connected to various protected
aspects of service delivery during the characteristics. As you read you will
reporting period: 2017 to 2020. notice different voices as we have
included the original words by our
Section one focuses specifically on our contributors to signify commitment to
Hospital expansion project, providing an and value we place on diversity.
overview of our approach to embedding
the inclusive design agenda within our
state-of-the-art Eye Centre.
Section One: Hospital Expansion
Equalities Case studies
Introducing our new equality impact assessment process (EQIA)
• New user-friendly design
• Introduction of ‘traffic light’ impact rating system
• Embedding socio-economic and health inequalities
During 2018, NHS Golden Jubilee undertook of the template minimising the number of
a major redesign of the existing Equality steps required to complete the assessment
Impact Assessment (EQIA) process. The process.
outline objective was to increase awareness
and uptake of the EQIA process to further A systematic approach was deployed
embed equality, diversity and inclusion within listing the positive, negative and neutral
the day to day running of the organisation implications associated with each protected
to ensure our patients, visitors and staff are characteristic. Negative implications are then
treated with fairness, dignity and respect. itemised with corresponding actions to either
Prior to commencing the redesign, a eliminate, minimise or manage the impact
comprehensive review of current EQIA for identified groups. An impact rating
practices within all other Scottish NHS score based on a traffic light coding system
Boards was conducted. This provided an provides a visual representation of groups
insight into the pros and cons of each EQIA likely to be impacted as a direct result of the
process whilst additionally highlighting the proposed policy change.
significant variation in approach adopted by
each Board. The findings suggest there is a The remainder of the assessment focuses on
need to simplify the process. stakeholder collaboration and documented
research evidence to support the rationale
The new EQIA template was specifically for the EQIA. Finally, a regular monitoring and
designed to be an engaging and user- review structure aims to ensure that the EQIA
friendly document. This was achieved is kept up to date during the evolution of the
through a number of ways including the policy and in response to future legislative
creation of brand identity and simplification reform.
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Equality
Mainstreaming
Report 2021
Inclusive design strategy
Phase one expansion: Eye Centre
Key Highlights
• Principal and secondary wayfinding directories featuring coloured,
lettered and tactile zoning.
• Coloured and lettered wayfinding floor lines.
• High contrast interior throughout to assist with wayfinding and
identification facilities, features and fixtures/fixings.
• Easy view flooring incorporating zonal contrast.
• Dementia and visual impairment friendly high contrast signage
with tactile pictograms, embossed text and braille.
• Gender neutral toilets throughout all patient areas.
• Integrated hearing loop systems to reception desks and patient
interaction areas.
• Enhanced accessibility self-check-in kiosks with pinch/zoom
magnification, audio assistance and voice recognition in a suite of
10 languages.
• Scotland’s first ‘talking toilet’ with audio description.
• Enhanced accessibility vending machines.
The interior wayfinding strategy was developed with patient centred care at the
forefront of design decisions to create an accessible and intuitive environment. In
doing so, we aspire to be one of the most accessible healthcare facilities in the UK and
further afield. Our unique approach moves away from traditional healthcare design,
featuring a range of visual, tactile, and auditory cues to establish a fresh, vibrant and
immersive experience to ensure we meet the varying needs of our diverse patient
demographic.
We have worked closely with other Health Boards throughout 2019/2020 to share
our approach to achieving design excellence through a series of presentations and
workshops with the Elective Centre Expansion Board and Healthcare Improvement
Scotland (HIS) Service Design Community of practice. By sharing our evidence-based
6
stakeholder engagement practices and lessons learned, we are proactively embedding
equalities on a national level with particular focus on the design and delivery of the
Elective Centre expansion programme across Scotland.
Wayfinding directories
Our principal and secondary wayfinding directories are located within the entrance
foyer and self-check-in zone. They provide a simplified, high contrast and legible
directory featuring coloured and lettered zoning in addition to tactile qualities.
Wayfinding floor lines
Our new Eye Centre features integrated coloured/lettered wayfinding floor lines to
provide a continuous, legible, and reassuring path of travel between key facilities and
departments. Colours are chosen in line with best practice guidance to provide a
strong visual contrast when viewed in greyscale to take account of people with colour
blindness. In addition, lettered zoning provides an additional cue for people who have
limited colour perception, helping to create a truly inclusive wayfinding experience for
our service users.
Red line B
Yellow line
s
A
Outpatient
Blue line D
in
Green line
Self Check-
C
Toilets
Surgery
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Equality
Mainstreaming
Report 2021
Easy view flooring
We worked closely with our
stakeholders when determining
Zone by colour the most suitable flooring
Our building interior features visual to maximise the accessibility
impairment, autism and dementia of our patient pathways. This was
friendly coloured and tonal zoning, complimented with a review of
strategically located at key decision best practice guidance to ensure
points throughout all patient areas we capture and incorporate the
to create distinction and assist with required specifications to meet the
wayfinding, navigation, and orientation. diverse needs of our service users.
We have also implemented a psychology
of colour approach within our interior Our interior features visual impairment
design strategy to reflect the functional and dementia friendly ‘earth theme’
attributes of each space to promote marmoleum throughout all patient
increased brain wave activity within areas to provide high contrast definition
the Self Check-in and Outpatient areas between circulation and waiting areas.
and reduce stress and anxiety within
the entrance foyer and Surgical zones. We have selected a flooring range to
In doing so we aim to promote the create a uniform, non-patterned, low
health and wellbeing of our service glare appearance to provide clarity
users throughout all patient pathways. and reduce visual confusion
and disorientation.
Cool Blue – Entrance foyer
and Self Check-in zone Dark theme toilets
Helps to make a space feel larger Our toilet interiors have been
and creates a calming effect developed with patient focus
upon entering the building. at the heart of the design.
We understand that glare can
Yellow - Entrance waiting area often be an issue for people with
Stimulating colour, often used in activity a visual impairment, particularly
areas to increase brain wave activity. following dilation at the examination
Yellow is a good colour for Alzheimer’s stage or post-surgery phase.
patients as it can help trigger memories With this in mind, we have introduced
and increase cognitive function. dark theme interiors throughout all
patient toilets to reduce glare and
Red - Outpatients provide visual clarity for the detection
Recommended for high activity of grab rails, fixtures/fittings and
areas and communal spaces the toilet seat in line with best
where stimulation is required. practice recommendations.
Increases brain wave activity, helping
people to focus their attention. Audio descriptive toilet
At NHS Golden Jubilee, we are
Green - Surgery always looking to implement
This earthy colour is associated with
innovative solutions to remove
growth and life. Promotes reduced
barriers to access for our service
activity within the central nervous
users. We are proud to introduce the
system, helping people feel calmer.
first audio description toilet in Scotland
located within our ‘all gender’ accessible
baby change facility in the Check-in zone
8
of our new Eye Centre. The RoomMate Introducing feature directional
by ADI Access provides a descriptive wordcloud arrows
overview of the facilities features,
including the location and distance of the We recognise that visiting the Hospital
toilet, emergency alarm, grab rails, sink, for an appointment or procedure can
hand dryer and waste disposal units. often be a stressful experience for our
patients, many of whom are first time
Demonstrating our commitment visitors. With this in mind, we wanted
to ensure that our toilets are clearly
to trans equality signposted in all waiting areas and paths
We have developed a truly inclusive of travel. In order to understand how we
signage strategy based on a can best support this goal, we undertook
comprehensive review of the latest a series of engagement activities
best practice guidance alongside with key stakeholder groups from
feedback from our network of valued Ophthalmology outpatients, Visibility
stakeholders. Our room identification Scotland and Alzheimer’s Scotland.
signs have been designed to incorporate
a range of assistive elements targeting The majority of this work was undertaken
all user groups to provide clarity and during 2019 and comprised of survey
promote independent access to key analysis, focus groups and design
departments and facilities. In doing workshops. Participants were
so, demonstrating our commitment to
equality and diversity and extending asked to rate a series of design
a warm welcome to every patient options based on digital concepts
regardless of personal characteristic. and tactile prototypes.
All of our toilets within patient areas The end product provides an innovative
are designated as single occupancy ‘all design comprising of a large, high
gender’ facilities, demonstrating our contrast tactile directional arrow
commitment towards trans equality. Our with large scale, high contrast, tactile
staff are provided with similar facilities on symbols and complimentary wording.
level 2 including an ‘all gender’ accessible
toilet and private changing rooms. Our wordcloud arrows provide
Our signs feature a range of visual complimentary information to room
and tactile cues to assist people signs and offer a dual function. From
with a range of visual impairments a distance the arrows have a solid
and dementia including: appearance and are orientated towards
the direction of travel to adjacent toilets.
• Strong visual contrast when viewed
in both colour and greyscale. When viewed in close proximity,
• Dementia friendly toilet symbol. tactile words are revealed
• Wheelchair layout configuration providing information relating to the
indicator providing options key features within each toilet, for
for left hand (LH) and right example ‘wheelchair accessible’, ‘all
hand (RH) transfer. gender’, ‘baby change’ and ‘toilets’.
• Tactile pictograms. Each 1.2-metre-high arrow is mounted
• Integrated hearing loop symbols. for optimal viewing allowing ease of
• Embossed text. access for people regardless of whether
• Easy read large print fonts in in a seated or standing position.
accordance with best practice 16 Providing feature manifestations
guidance for short distance viewing. to full height glazing
• Corresponding grade 1 Braille NHS Golden Jubilee is firmly committed
with locator marker. to safeguarding the health, safety
9
Equality
Mainstreaming
Report 2021
and wellbeing of patients, staff and guidance through the design and
visitors whilst accessing facilities and installation of feature manifestations
services on our campus. We have paid applied to glazing within the entrance
particular attention to the design and foyer, entrance waiting area and surgery
appearance of full height glazing to waiting area as detailed below.
ensure it is clearly visible to mitigate
against injuries associated with potential Entrance foyer and
impact. This is particularly important in Surgery waiting area
the case of the Eye Centre where all of
Application of NHS Scotland branding
our patients will have some degree of
featuring the iconic manifestation
visual impairment and can often perceive
with iconic buildings and bridges from
full height glazing as an opening if not
the Glasgow and regional skyline.
clearly highlighted using visual contrast.
We have exceeded best practice
Introducing enhanced accessibility
self check-in kiosks
Enhanced Accessibility kiosks diverse patient population we serve.
Our building interior features visual We took an ambitious and proactive
approach to tackling this issue by
impairment, autism and dementia friendly
embarking on a consultation phase with
coloured and tonal zoning, strategically our stakeholder networks in conjunction
located at key decision points throughout with a review of best practice guidance
all patient areas to create distinction and for touch screen interactivity. Feedback
assist with wayfinding, navigation, and and data was then reviewed and a set
orientation. We have also implemented of enhanced specifications were drawn
a psychology of colour approach within up to address the needs of people with
our interior design strategy to reflect the a range of abilities spanning across
functional attributes of each space to multiple cultural backgrounds.
promote increased brain wave activity
within the Self Check-in and Outpatient In order to turn our vision into a reality we
areas and reduce stress and anxiety established a strategic partnership with
within the entrance foyer and Surgical Jayex, a leading kiosk supplier, to develop
zones. In doing so we aim to promote a bespoke product incorporating a suite
the health and wellbeing of our service of enhanced accessibility functionality.
users throughout all patient pathways.
Overview
During 2018, NHS Golden Jubilee
undertook a comprehensive review of
existing self-check-in kiosk provisions
throughout healthcare facilities across the
UK and wider afield. We quickly realised
that the range of ‘off the shelf’ kiosks
would not meet the varying needs of the
10Our new state of the art kiosks provides an • their contrast preferences.
industry first for inclusivity. Empowering • A suite of ten core languages to
independence and promoting the promote cultural diversity.
principles of the social model of disability, • Voice guidance providing step
we understand that a person is often by step instructions to assist
disabled by physical features and social with the check in process.
practices rather than factors associated
with their personal attributes. • Magnification with pinch and zoom
allowing for optimal text height viewing.
Assistive functionality • Text to speech output providing
Our kiosks offer the following functionality: audio feedback when using
• Fully height adjustable kiosks providing the on- screen keyboard.
optimal reach range for wheelchair users. • Voice recognition, enabling
• A selection of colour theme options hands free check in.
allowing patients to personalise
The Welcome app for
disabled service users
At NHS Golden Jubilee, we are always looking Our team will be notified within the platform
at ways to improve the accessibility of our and via email when the patients request
services and patient pathways. Following a a visit, when they are approaching the
recommendation from the Cabinet Secretary “geofence” and when they arrive at the Main
for Health and Sport, we launched a trial of Entrance. Additionally, the platform enables
the WelcoME platform by Neatebox in 2020, staff to get in touch with service users to
specifically targeted at our high volume update them of any changes to their visit and
ophthalmology outpatients. manage expectations accordingly.
WelcoME allows NHS Golden Jubilee service We understand that the introduction of new
users to outline their specific accessibility infection control guidance preventing family
requirements in advance of their arrival on- and friends from accompanying patients
site. Once users have done so, we are notified to their appointments will have a greater
of the visit request and receive an overview negative impact upon disabled patients
of the patient’s condition, including, photos than other user groups. As a result, we have
to assist with identification and disability extended the trial period during 2021 and
awareness refreshers from a diverse list of broadened the scope to include coverage
common and less well-known conditions across all patient pathways and elective
to facilitate meaningful and person-centred services.
interactions during the arrival and check
in process. This continued rollout will help to remove
barriers to access (physical/social/mental
The Welcome app is a cloud based health) for our disabled patients during their
system and therefore does not require the arrival and check in process and promote
introduction of additional I.T. infrastructure NHS Golden Jubilee as a leader in the
within the existing network. All customer forefront of adopting a socially responsive
interactions are locatedin one dashboard and and person-centred approach to healthcare
can be accessed from any device (PC, Mac, provision. In doing so, we aim to help enable
tablet or mobile) by multiple Golden disabled people to independently access NHS
Jubilee users. Golden Jubilee services, enhancing equality
of opportunity and empowering freedom of
movement by removing barriers to access.
11Equality
Mainstreaming
Report 2021
participate in the national Dementia
Champions programme and the ‘Best
Practice in Dementia Care’ course for
Age clinical Health Care Support Workers
(run by Stirling University).
Overview To date we have 10 Dementia Champions
We have different strands of our work in and 54 HCSWs who have successfully
relation to Age. We continue to monitor achieved the ‘Best Practice’ course.
the age demographics of patients and
ensure that the design or redesign of Our Board Dementia Strategy was approved
services takes account of this knowledge. by the Board in February 2019, this strategy
outlines our key objectives going forward
With the development work for the over the next three years when caring for
Ophthalmic expansion, our Lead Nurse for patients with dementia. Included in this
Dementia has participated in some of the strategy are our aims for supporting staff
meetings and discussions about design in our employment with early diagnosis
and use of colour to ensure that this is of dementia. By strengthening the
both dementia friendly and contrasting knowledge of Human Resources staff and
for patients with impaired vision. line managers about early recognition
and resources available, we can better
By increasing knowledge in both quality support staff showing signs of dementia
improvement methodologies and dementia and those with caring responsibilities.
needs, there is now an improvement plan
in place to improve compliance with use
of the Single Question in Delirium (SQID).
This helps clinical staff to quickly identify
patients who might be developing delirium
and reduce incidence of this when combined
with staff education on this topic.
We have developed guidelines for increased
nursing support for patients with altered
cognition to ensure that patients are
monitored closely and staff receive the
support they require. One to one supervision
may be required for many reasons and
steps have been made to ensure that
we have sufficient activity materials to
support their and to help reduce the
patient’s stress/distress. Providing this
support can be mentally challenging and
tiring, and the guidance recommends that
staff are rotated at two hourly intervals.
Dementia education continues to be
delivered throughout the year for all groups
of staff. Course content maps to the Scottish
‘Promoting Excellence’ Framework (2011),
and we continue to actively support staff to
12Supporting Young People
NHS Golden Jubilee, we are committed to We have a member of staff participating in
supporting people of all age groups. the Graduate Apprenticeship Scheme and six
additional members of staff applying for year
2018 was the Year of Young People and saw two, relating to opportunities in eHealth and
the Board receive recognition from West Business administration. Year two focuses
Dunbartonshire Council for our commitment on enhancing skills, knowledge and career
to the Schools Employability Skills development for staff of all ages.
Programme. Thanks to the programme, since
then we have established links with a number We continue to monitor our staff age
of local schoold and have been established demographics and the variations within
and 32 students from five different schools specific departments. Changes to retirement
took up placements with us over the last legislation several years ago has led to our
two years. Each placement offers students a workforce becoming more age diverse.
chance to take part in a number of different
roles over six weeks, including outpatient The Chief Nursing Officer for Scotland
support, pastoral care, welcome and way published the Nursing 2030 Vision in
finding, and quality walkrounds (measuring November 2017. The vision acknowledges not
patient experience). We plan to continue only the changes to the nursing profession
growing this service and including more and the delivery of care moving forward,
school age people in the life and work of but also to the age demographics of the
our organisation. profession. Nursing staff are now working
longer into middle age, changing the balance
In 2018, our Board also became the first in of demographics.
NHSScotland to be awarded the Investor in
Young People accreditation at Gold Level. Within the Hospital nursing team, we have
The framework recognises good practice reviewed the age demographic of our staff
in three domains of youth employment: and the impact this can have (both positive
attraction and recruitment, support and and the challenges). We developed our
development and retention. Roster Policy in 2018 which sets our aims for
ensuring that shift patterns are fit for purpose
We continue to participate in the Modern in terms of work life balance, breaks between
Apprentice Scheme and review opportunities shifts and requests processes, and the
within the workplace to deliver this. Examples opportunities to review the length of shifts
include placements of people to work within in order that these are suitable for patient
the Catering and Housekeeping Teams. clinical needs and for staff wellbeing.
13Equality
Mainstreaming
Report 2021
Pastry Chef
We regularly engage and work with local
schools and support organisations to
offer work placements or work experience
for young people. We were approached We have a member of staff participating in
and asked if we could support a young the Graduate Apprenticeship Scheme and
person with cerebral palsy to work in our six additional members of staff applying for
kitchen. The school was having difficulty year two, relating to opportunities in eHealth
placing her because of her disability and and Business administration. Year two
the adjustments that would be required to focuses on enhancing skills, knowledge and
accommodate her. Following discussion with career development for staff of all ages.
our Catering Manager, a risk assessment was
carried out which identified the adjustments We continue to monitor our staff age
which needed to be put in place to support demographics and the variations within
the placement. specific departments. Changes to retirement
legislation several years ago has led to our
The young person came to work in the workforce becoming more age diverse.
kitchen for one week. They achieved a lot The Chief Nursing Officer for Scotland
and great care was taken to ensure that published the Nursing 2030 Vision in
the individual was safe and that they were November 2017. The vision acknowledges
gaining meaningful experience. not only the changes to the nursing
profession and the delivery of care moving
They expressed an interest in cake forward, but also to the age demographics
decoration, which is not something we do of the profession. Nursing staff are now
in the Hospital kitchen. An approach was working longer into middle age, changing
made to the Chef in the Hotel kitchen who the balance of demographics.
agreed to give the young person two days
experience in his pastry kitchen. We used Within the Hospital nursing department,
the same risk assessment information and we have reviewed the age demographic of
were easily able to replicate the adjustments our staff and the impact this can have (both
made in the Hospital kitchen. positive and the challenges). We developed
our Roster Policy in 2018 which sets our aims
The individual was extremely happy with her for ensuring that shift patterns are fit for
time here and while she decided that this purpose in terms of work life balance, breaks
was probably not the right environment for between shifts and requests processes,
her, she was certain that she wanted to go and the opportunities to review the length
further into the pastry side of things. of shifts in order that these are suitable for
patient clinical needs and for staff wellbeing.
From the organisation’s perspective, the
teams in both areas were completely We were asked by a local school to meet
supportive of the individual, looking after with two young people – one who had
her, ensuring she had everything she needed autism and one who was a wheelchair user
and generally coaching and mentoring her – who wanted to get some experience in
within two very busy environments in the our Hotel kitchen. The school was finding it
workplace to deliver this. Examples include difficult to find the right work placement for
placements of people to work within the them and we agreed to meet with them to
Catering and Housekeeping Teams. see if it would be possible for us to
place them.
14Our Executive Chef met with both young was needed for the wheelchair user. He had
people and took them on a tour of the hotel sufficient mobility to move from his chair to
kitchen. Having met them, he had a better the stool and the challenge was ensuring
understanding of their requirements and he that he remained sitting, as he likes to stand.
agreed to make the necessary adjustments He was able to do this for short periods. If he
within the kitchen. stood for too long there was a danger that
he may faint.
Both young people attended and were
supported throughout their placement. They Therefore, we asked for his permission to
gained experience in a variety of different share this with other team members so that
skills which reinforced the training they were they could remind him he needed to sit
receiving in school. One in particular found down. This could have been a big risk in a
the experience particularly rewarding. In kitchen with all of the hazards, however, the
his words, this was “awesome” and he has team were able to make sure he was safe
continued his studies in this area. and someone worked alongside him at all
times, reminding him of the need to sit. They
This individual is very keen to progress took responsibility for him, and made sure
to a full job in a kitchen and undoubtedly he had everything he needed while in our
when he has completed school will be workplace. The Hotel already had facilities
looking for work in our Hotel. As with the that were suitable for him so there were no
previous example, the adjustments were major adjustments required.
not enormous, for example, a high stool
Disability
The Golden Jubilee Conference Hotel was “We are very passionate about catering for
named Scotland’s ‘Most Accessible’ at the people of all abilities here at the Golden
industry’s top awards night. Two members Jubilee Conference Hotel. We constantly
of staff also lifted prestigious titles at the review and invest in accessible features within
Scottish Hotel Awards in Glasgow on 28 our facilities and services, so I am absolutely
April 2019. delighted this has been recognised on a
national level at these fantastic awards.
Hotel Manager, Gary Flanagan, was named
as Scotland’s Food and Beverage Manager of “Our staff are among the most dedicated
the Year, while Chef Garry Gault received the team in the business and go the extra mile
accolade for Banqueting Chef of the Year. As for guests, customers, and delegates, always
an NHS and public sector venue of choice, striving to deliver the best possible service.
the Golden Jubilee Conference Hotel prides
itself on the level of accessibility it provides all “I’d like to congratulate Denis and Garry on
guests, customers and delegates. their individual wins and Margaret and Sasha
for winning the Regionals and making the
Our four-star venue, which was named shortlists for the National titles.
Conference Hotel of the Year at the 2018
awards, was once again shortlisted for “It’s very much a team effort at the Golden
the top award after winning the Regional Jubilee and all of our staff deserve great
Glasgow title in January. As well as Mr praise for their hard work, professionalism
Flanagan and Mr Gault, Sasha Paton was and dedication to top class customer
nominated for the Duty/Operations Manager service.” said Bronagh Bell, Hotel Director.
of the Year title and Margaret Young was up We worked with an external agency to
for the Banqueting Individual category. support an applicant with disabilities for an
15Equality
Mainstreaming
Report 2021
apprenticeship within our housekeeping appointed into the apprenticeship – because
team. We reviewed our recruitment process they were the best candidate for the role and
and made small adjustments so that it was we accepted that, because of their disability,
possible for the applicant to be considered. they would require additional support.
The interview process focuses heavily on
asking competency based questions such The disability the individual lives with is a
as, “tell us about a time when...” lesser known condition which means that
they require information to be presented
in a specific way and for it to be covered
a number of times before they are
comfortable with it. Understandably, the
candidate is very knowledgeable about their
condition and is open and honest about
what is needed from us to make things work
well for them. For our part, we want all of our
staff to succeed, so we listened and adjusted
our processes, training and timescales so
that they could do well.
To support the team within the organisation
to better understand this condition, training
was given before they joined us. Feedback
we received about our student revealed
they were very methodical in their work,
polite, cheerful and well liked both by
colleagues and patients. They successfully
completed their apprenticeship and were
given a permanent contract within the
housekeeping team. They continue to work
In this case, following discussion with well within the organisation and are keen to
Clydebank College who were supporting the progress to other areas of work.
candidate with applications, we amended
the process to ask questions that would be For the organisation, the satisfaction of
more easily achieved by that individual e.g., seeing a nervous young person grow into a
Tell us about yourself. From those wider much more confident employee has been
questions, the candidate was encouraged to extremely rewarding. The team benefited
tell us about the things they had been doing from extra training, they listened and made
since they left school, which parts they liked, adjustments as required and were delighted
which areas they struggled with and what when we were able to confirm a permanent
support the individual thought they might role. This team member is still with the
need if they were successful in organisation and is thriving within the team.
their application.
We understand that two of the most
We encouraged the candidate to present us common impairments impacting in the
with a folder of information that contained modern workplace are mental health
the certificates they had achieved both issues and chronic pain resulting from
in and after school. The total information musculoskeletal conditions. As a result, our
we gathered supported answers to the Occupational Health service has a range of
questions we would have asked in a interventions available for staff who have
different way. The individual was successfully mental health issues and we have also
16established a staff physiotherapy service for we have been working with volunteers,
staff with musculoskeletal problems. patient representatives and third sector
organisations to ensure that as we expand
Other work that we have undertaken to our services we are meeting people’s needs. .
support our staff who have impairments
includes: Over the last two years we have continued
• Participating in the Disability Confident to focus on tackling stress in the workforce,
Scheme (formerly “positive about recognising that this remains the biggest
disability two ticks”). This means that any factor in sickness throughout the NHS.
applicant with a disability who meets We know from staff that the cause of
the minimum job criteria is guaranteed their stress is multifactorial including lots
an interview. The Golden Jubilee has of personal areas that we cannot directly
achieved Level 3: Disability Confident address, but we understood that we could
Leader. help decrease it and provide additional
support where appropriate. As a result,
• Working with the Glasgow Centre for
we looked to support staff to maintain
Inclusive Living (GCIL) and funding a
and improve their health and wellbeing
graduate trainee post.
through a range of activities provided by
• Developed a managers guide about the Centre for Health and Wellbeing team.
disability and reasonable adjustments. This included staff challenges’ which have
This has been reviewed to ensure that the provided a safe environment for staff
terminology is current. members to commence their journey
• Developed a Menopause Guide, to ensure to a fitter lifestyle. So far over 200 staff
that managers understand the impact members have completed the courses and
that this can have on some individuals have commented that it has changed their
and how to support them. lifestyle and outlook, resulting in a change of
attitude to fitness and lifelong changes.
• Developed a Carers Guide for staff, which
gives practical examples of how board The Health and Wellbeing team have worked
policies can support staff who are carers. closely with various departments such as
• Delivered training, supported by Age Occupational Health, Rehabilitation and
Scotland, on Dementia in the Workplace Motion Analysis to consider a full range
of routes to improve staff’s Health and
• Signed up to “See Me”. This is a
Wellbeing. The team has accelerated the
programme funded by the Scottish
process for staff members recovering from
Government and Comic Relief, and
long time sickness by having the facilities to
managed by the Scottish Association for
help assist a speedy recovery.
Mental Health (SAMH) and the Mental
Health Foundation, whose aim is to tackle
Yoga was introduced which has been
mental health stigma and discrimination.
very popular and is one of the major ways
• Establishing a Staff Disability Network the team helps to combat stress related
where staff can share experiences and conditions. We are also signposting staff to
provide support to colleagues as well support provided either by the organisation
as helping the Golden Jubilee shape or other providers such as:
services, policies etc. This now has a
Facebook page which staff can ask Health and wellbeing initiatives and facilities
to join. provided by the organisation including:
• Financial advice and guidance;
As a public sector organisation, we also • Occupational health support;
have to ensure that we support our service • Citizen’s advice bureau; and
users who have impairments. To this end • Legal advice
17Equality
Mainstreaming
Report 2021
Race
The Equality Act (2010) sets out nine
protected characteristics as a framework for Scottish Executive Committee,
furthering diversity. Though great on paper, and Rose Sehakizinka, Project Coordinator,
in practice, there is often a knowledge gap Isaro Social Integration Network.
between those delivering vital services for
the Hospital, and those working primarily Sofi gave us a fascinating and entertaining
on diversity and inclusion. Reducing this talk about migration and black and ethnic
knowledge gap was a key outcome for the minority issues in the NHS, demonstrating
review period. To that end, the Golden Jubilee how black workers, in particular nurses, have
has been host to several external speakers on been treated when arriving in the UK.
these issues.
Rose told us about the work of Isaro, a social
On 12 October 2018, we were delighted to be integration network working to support
joined by two guest speakers for a lunchtime people from ethnic minority groups in West
learning event to mark Black History Month. Dunbartonshire. ISARO run a wide range of
community activities and we have agreed
We heard from Sofi Taylor, Health to improve connections between Golden
Improvement Lead, NHS Greater Glasgow Jubilee and groups such as Isaro in our local
and Clyde and member of Unite Union area.
Religion or belief
In Scotland today over 63% of people reflect on what is meant by, and how
identify themselves as religious, however it to identify needs around religion, belief
is understood that many of those and the and corresponding spiritual issues.
remaining 37% identify as being “spiritual”, Techniques for supporting people from
with beliefs and commitments which are these backgrounds are also given and
deeply important to their health, wellbeing, acknowledges this is applicable to
and sense of personhood. In order to attend patients, families and their colleagues.
to all of those people (particularly those from • A session is provided to all new doctors
minority backgrounds) we have embedded and includes best practice around
training on Spiritual Care and Religion and supporting people at the end of their
Belief to all new staff in the organisation. lives while taking into consideration
This training takes place in four ways: their faith and belief particularly for
• We have specific sessions for people from minority backgrounds.
all registered nurses which last • All new staff receive mandatory “live”
for 30 minutes and allows a diversity training which lasts for three
deeper understanding of the key hours and includes an exploration
principles involved in attending of what faith and belief may mean
to the “Spiritual Care” of patients, to people as well as guidelines for
relatives and themselves. how best to attend to their needs.
• A three-hour session is now provided
to all Health Care Support Workers to
18We have also worked on developing to members of a specific faith or belief
our social media coverage of significant groups (e.g. Roman Catholic Extraordinary
festivals of all world faiths and beliefs which Ministers of the Eucharist). These individuals
includes short stories, pictures, reflections come under the direction of the Spiritual
and articles. In our Spiritual Care Centre and Pastoral Care department, and are
we have also developed experience days, registered with the Volunteer department.
information sessions, and events with art Pastoral Care Volunteers have a different
installations such as Holocaust Memorial role from religion or belief group volunteers
Day. Although mainly connected to people and their key aim is to attend to the widely
of the Jewish faith, this is also very relevant recognised need of “being heard” at
to many other protected characteristics. difficult times in a manner that is inclusive
of both faith and belief. We have increased
As well as these training resources we the number of these volunteers by 50%
have also employed a Spiritual Care Lead. over the last two years and continue to
Their role is to provide spiritual care to develop the diversity of these volunteers
patients, relatives and staff and to oversee by recruiting from various sources.
the Spiritual Care department which is
comprised of Volunteer Services, Mortuary In the last two years NHS Golden Jubilee
Services, Interpretation and Translation, has increased its focus on the importance
as well as pastoral care volunteers. of spiritual care and wellbeing which is
deeply connected to faith and belief as part
The department is based in a purpose of our person-centred approach to caring
built Spiritual Care Centre consisting of for our patients and staff. Building on our
welcoming, sanctuary space, quiet rooms earlier work to equip our staff to be attentive
and a place for 1-2-1 and small group to matters of religion and belief from
conversations. It is available within easy their first day working with us, we have
access of the Hospital and Hotel premises. incorporated spiritual care awareness,
spiritual care interventions and self-care
The sanctuary welcomes people of all training as part of every new nurse and
faiths and beliefs, with resources available doctor’s induction to our organisation. We
for worship. It also welcomes people who have also begun offering spiritual wellbeing
simply need a rest. In line with best practice, and resilience training to all nursing students
our spiritual care provider is registered with within the organisation. Over the last
and adheres to the code of conduct of the two years every department can request
UK Board of Healthcare Chaplains. They will this training and our Healthcare Support
listen to those who need to talk, tell their Worker and Dementia leads have both
story and describe their feelings, concerns or incorporated it into CPD events for their
hopes in the context of their current health teams. The purpose of this training is not
status, and then respond in an appropriate only to enhance the ability of our
way which helps those find personal staff to care for themselves, but
meaning and resilience. This service has had to be able to care for their
a significant uptake from our increasing colleagues, patients and
patient footprint as well as by Hospital relatives in a way that is
staff over the last two years. We have a mindful of religion, belief,
number of volunteers who provide support and spirituality broadly.
19Equality
Mainstreaming
Report 2021
During the Coronavirus pandemic, which beliefs. We also began re-drafting our
impacted the majority of 2020, the spiritual care policy to incorporate a
Spiritual Care Service was maintained more embedded spiritual care approach,
by teleconferencing technology and allowing all staff to have a clear role in
was available to all patients, relatives providing spiritual care at the appropriate
and staff regardless of their religion or level in their working environment.
Sex
Background
As part of the work for our Mainstreaming
Report, we produced a summary of
our gender pay gap analysis. We have
committed to review this data within
twelve months of the information being
published in the 2021 Mainstreaming
Report. The following summary reflects
the updated pay audit and highlights
any differences and comparisons over
the previous twelve-month period.
As an NHS employer, we continue
to work with our employees to
ensure a fair and transparent system
from recruitment, progression and
pay that is easy to understand.
We have continued to carry out this pay • The median average pay for both male
audit using a national template to ensure and female employees is the same, at
that employees’ pay and income are £15.29 per hour. This is the top point
based on principles of equality, rather than on the Band 5 salary scale and reflects
historical systems, which may not have that many nurses are on this pay point.
been robustly checked for their fairness. • We continue to have proportionately
more female than male employees
General Points in lower Agenda for Change (AfC)
• We continue to employ more bands: 28.17% of AfC staff are females
females than males. The ratio of in Bands 1 to 4, with males making
female to male staff is almost 3:1. up 11.51% of staff in these bands.
• The mean average pay for males is £19.81 • There continues to be some hourly pay
per hour, while that for females is £15.33 differentials between male and female
per hour. This represents a difference of staff across the different staff groups
£4.48 per hour, which is £0.10 less than it within the organisation. The largest
was in the previous twelve-month period. differentials are in medical staff, where
20males earn £3.91 more than females, to 8B), when compared with the number
and Senior Managers, where females of male colleagues (5 in the same bands).
earn £8.58 per hour more than males.
• Female staff access flexible working Healthcare Sciences
and career breaks in a larger number • 58.26% of staff in this job family are
than our male employees. female, which represents a slight
decrease since the last audit.
The majority of our staff are employed • The variance in average hourly rates of
on AfC terms and conditions, which have male and female staff in this job family
been legally tested to ensure that the that was reported in the last audit (9.36%
system is fair and equitable for all staff. in favour of males) has disappeared
Once an employee has reached the top in this analysis. The variance is now
of their AfC pay band, there is no further £0.03 (0.04% in favour of females).
increase and, over time any pay differentials
will reduce. We will continue to monitor Medical and Dental
and report on all AfC band variations.
• As of August 2018, NHS Golden Jubilee
no longer employs doctors in training,
Administrative Services and are no longer included in this
analysis. Instead, they are employed by
• 81.79% of the staff in this job family are one of the regional Lead Employers:
female, a slight decrease on the previous NHS Greater Glasgow and Clyde,
twelve months, down from 82.67%. NHS Lothian and NHS Grampian.
• There is a variance of 10.84% between • The majority of our medical workforce
average hourly rates of male and female continues to be male: 81.10%
• administration staff, with male compared with 18.90% for females.
workers being paid higher: • There is a variance of 10.02% between
£14.70 compared to £13.11. average hourly rates of male and
• The differential appears to be due to female doctors, with male doctors
the hourly rate paid due to incremental paid an average hourly rate of £38.99,
drift on Band 6 to 8 salary scales. compared to £35.08 for female doctors.
This represents a departure from the
Allied Health Professions downwards trend that has been seen
• Female members of this job over the last few years in the disparity
family outnumber their male between male and female doctors’ pay.
counterparts by more than 4:1, • Discretionary points have been awarded
as 81.25% of staff are female. to more male Consultants than female
• Female members of staff earn Consultants in the 2018 round of awards:
on average £0.76 per hour more 11/15 points (73.33%) went to male
than their male colleagues: doctors, with 4/15 awarded to female
• £16.97 compared to £16.21. At least in part doctors (26.67%). Of those doctors who
this might be accounted for by the fact were eligible to apply for discretionary
that there are greater numbers of female points 42/51 (82.35%) were male and
colleagues in senior posts (21 in Bands 7 9/51 (17.64%) were female. Therefore,
21Equality
Mainstreaming
Report 2021
• We continue to have more females
employed at senior bands, Band 7
and above, in this job family. Of the
a higher proportion of female doctors
107 nurses at Band 7 and above,
were awarded discretionary points
91 are female (85.05%), which is
than were eligible to apply for them.
slightly below their proportion of
overall staff in the job family.
Other Therapeutic
• Of the job families that come under the
Agenda for Change banner, this is the
one with the highest monetary variance
between male and female colleagues:
male workers earn on average £1.62
more than their female counterparts.
Senior Managers
• We have established that the pay
The majority of our Senior Managers
differential exists because of incremental
continues to be female, who earn on
drift, and also because we employ
average £8.58 more per hour than
more male doctors than females at this
their male counterparts (24.28%).
time. We will continue to monitor this
situation, but over time we continue
Support Services
to expect to note the differential
decreasing as some male doctors retire • The Support Services job family
and our female doctors continue to is made up of employees from
progress through incremental points. Catering, Housekeeping, Portering,
Maintenance and Security services.
Medical Support The majority of staff working in
the Golden Jubilee Conference
• Male staff members in this job family
Hotel falls under this job family.
earn on average £0.94 more per
hour than their female colleagues. • This is one of only two job families with
a higher proportion of male than female
• This is one job family where male
staff: 53.67% male and 46.33% female.
colleagues are more evenly represented,
making up 43.33% of staff members. • In this job family males are paid on
average £1.44 more per hour than their
female colleagues: £11.31 compared
Nursing and Midwifery
to £9.88 per hour. This is the highest
• 11.88% of nurses are male, which percentage variance in the job families
is roughly the same as reported under the Agenda for Change banner.
during the last audit (11.98%).
• This variance has been caused by
• There is a variance of £0.53 (3.62%) incremental drift and the fact that we
between average hourly rates of male have more male staff members employed
and female nurses, with female nurses at higher bands in Support Services.
being paid higher, at £15.28 per hour.
22Conclusion/Recommendation Jubilee and was aimed at educating local
employers about the harmful behaviours
Our analysis has demonstrated that
associated with domestic abuse in order
whilst there are some pay gaps, these are
to recognise these behaviours and raise
predominantly caused by incremental drift
awareness within the workplace.
which we will continue to monitor, update
and report on. Our Human Resources Representatives from Police Scotland, NHS
team will continue to work with Managers, Golden Jubilee, West of Scotland College
Staff, Partnership Representatives and the Campus in Clydebank, Aggreko and Chivas
Equalities Group to monitor these issues and all took part in the training which was
to help reduce pay differentials that exist. facilitated by Medics Against Violence.
We will also continue to enhance the This initiative has empoweredrepresentatives
information contained within our Workforce from the Golden Jubilee to recognise and
Monitoring Report in relation to the identify our role in recognising harmful
protected characteristics and how we behaviours linked to domestic abuse.
present our data in the most meaningful This collaborative working has delivered
way to ensure we continue to meet and education, training and the development
exceed our Public Sector Act Duty. of various duty of care policies specifically
related to domestic abuse. This has led
This paper has been reviewed by the
to a real opportunity to help reduce
Equalities Group and SMT members are
domestic violence and encourage
asked to review this data and note the
reporting in West Dunbartonshire.
changes over the last twelve months.
The training programme provided
According to the Scottish Government
employers with important information
Annual domestic abuse report, a domestic
about the different harmful behaviours
abuse incident in Scotland is reported every
associated with domestic abuse and how
11 minutes. West Dunbartonshire Local
to identify and raise awareness of them.
Authority Area has the highest instance of
A number of representatives from our
domestic abuse in Scotland. The 2016/17
Equalities Group attended the training
Scottish Government crime statistics
and whilst we are not experts on domestic
recorded 155 incidents per 10,000 head of
abuse, we were provided with increased
population compared to the national average
knowledge, confidence and support to
of 109 per 10,000 head of population.
raise awareness to support colleagues.
Police Scotland joined together with We will continue to promote our Gender
employers in West Dunbartonshire as part Based Violence Policy and regularly
of a new campaign focussed on tackling review this to ensure the information and
domestic abuse. This initiative was launched contact details are kept up to date.
on 19 September 2018 within NHS Golden
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