The strategy sets out five priority areas for action over the next three years. These are:
Health and equality
We will work with staff to improve understanding and address health and equality issues. Specific actions will include: improving access to health information; recognising and responding to “impactors” on health, including discrimination; and using our opportunity as an employer to make staying healthy as easy as possible for all our staff. Part of this will be to examine and remove barriers to staff taking up initiatives to support employee health. The new web portal for staff, A Healthier Place to Work, was launched in February as part of our commitment to improved access to health information and all staff are encouraged to use the site regularly.
Changes to the NHS pension scheme and national retirement age mean we are all working longer. We know that, as staff work longer, we are likely to see more people developing health conditions while continuing to work. Over the next three years, a focus will therefore be to examine the issues associated with an ageing workforce and create opportunities for people to work longer in roles that meet their specific needs.
Health and wellbeing
We will work over the next three years on activities that improve health and support attendance at work. These will include activities that promote wellbeing, as well as those that give staff coping behaviours in overcoming the psychological issues that affect health. Specific actions include: all staff to have an opportunity to complete a stress survey by 2020; staff to have access to a range of weight management activities and information; improved access to physical activity opportunities; access to healthy eating choices; and access to a range of smoking cessation services either at work or where you live.
Fair Work is work that offers staff an effective voice, opportunity, security, fulfilment and respect, and balances the rights and responsibilities of employers and workers. We will link employability/workforce planning to Fair Work and by 2020 will establish programmes that create greater opportunities in our workplace.
Long-term conditions can have a significant impact on a person’s ability to work. Only 0.4 per cent of our staff declare a disability when compared with the statistics for the general workforce population, where between 10-15 per cent are disabled. A Staff Disability Forum was established in 2014, the aim of which is to achieve a positive culture for disability in NHSGGC.
Over the next three years, this will continue to be a priority and by 2020, we will routinely retain staff who develop long-term conditions and impairments by making reasonable adjustments to enable them to remain at work.
As well as these five priority areas for action, our ongoing strategic staff health programmes will continue throughout the three years as detailedin the graphic below.