Our staff and volunteers are fundamental to what we do. We come from many backgrounds and cultures, speak many different languages and represent many faiths and beliefs, with different perspectives and experience. But we share values and respect for each other, the people for whom we care and the communities we serve.
Our sense of community and pride in our work stems from the difference which every member of our staff makes. We’re many people, but one team.
We are West London.
We work in some of the most diverse communities in London and the United Kingdom. This diversity is reflected in the makeup of our staff who come from a wide range of backgrounds and experiences.
To ensure that all our staff are treated fairly and rewarded appropriately, we’ve implemented several initiatives such as the Workforce Race Equality Standard (WRES) and the Workforce Disability Equality Standard (WDES), which are designed to promote equality and inclusivity within the workforce.
Additionally, we’ve achieved entry into the Stonewall workplace index and NHS Rainbow Badge accreditation. This certification recognises organisations that have made significant efforts to create an inclusive and welcoming environment for lesbian, gay, bisexual, transgender, and queer (LGBTQ+) staff and patients.
We understand that when our staff feel valued and included, they are better equipped to provide high-quality patient care, which in turn leads to increased patient satisfaction and improved patient safety. That’s why we’re committed to providing inclusive care and services that treat everyone with respect, regardless of their background or circumstances.
To achieve this goal, we continuously monitor our practices and make adjustments when necessary to ensure that everyone is treated with fairness and respect. We believe that everyone has the right to quality health care and that this can only be achieved when everyone is treated with equality and respect.
At the Trust, we're dedicated to promoting diversity and inclusivity in all aspects of our services. We don' t tolerate any form of discrimination, including - but not limited to - discrimination based on race, disability, sexual orientation, gender identity, or expression. We're committed to creating a safe and welcoming environment for all members of our community, and we won't tolerate any behaviour that undermines this principle.
Where appropriate, we'll take action to address any discrimination or harassment that may occur within our services.
Freedom to Speak Up Guardians support Trust staff to speak up when they can’t do so. They make sure that those who speak up are thanked, the issues they raise receive are responded to and that the person who’s speaking up receives feedback on actions taken. They’re also responsible for helping to tackle any barriers to speaking up in the Trust.
The Trust’s Freedom to Speak Up Guardians are:
- Professor Sally Glen (non-executive director):
- Adebayo Tijani, Head of Equality, Diversity and Inclusion:
The Trust also has a number of Freedom to Speak Up champions, with whom staff can also raise issues on a confidential basis.
The Trust introduced improvements to the way in which shifts are allocated in 2019. These were made following discussions with staff, staff side representatives and managers to address a number of issues, including rest times and fairness in shift allocation.
The charter is our commitment to staff as part of the work to develop a better culture in the Trust, focusing on:
- Fairness – fair allocation of shifts
- Transparency – members of the team can their colleagues’ shifts as well as their own
- Communication – effective communication, including a regular e-rostering bulletin
- Flexibility – greater flexibility for staff to arrange shifts around their lives.
These measures have had a significant impact on staff retention at the Trust.
The charter won the Allocate Award for Achieving Cultural Excellence.