During this COVID-19 pandemic there may be changes in the way some of our services work. Contact the service directly to check how services are being delivered and follow their advice.
Some of our services now offer video consultations. You should speak to your clinician if this is something you would like them to consider. You can find out more about video consultation here.
Contact the ward you wish to visit in advance for guidance and instructions for a safe visit.
You can read some general NHS guidance on visiting healthcare inpatient settings.pdf [pdf] 89KB
If you need help in a mental health crisis during the COVID-19 pandemic outside office hours please contact our crisis team: Help in a crisis
For other medical advice and support contact your GP or visit NHS 111
Only visit your local Emergency Department for serious life-threatening conditions that need immediate medical attention including persistent severe chest pain, loss of consciousness, acute confused state, severe breathlessness, severe blood loss, serious burns or suspected stroke.
The Trust is committed to ensuring that no job applicant, employee, service user, carer or member of the public is discriminated against either directly or indirectly, on grounds of sex/gender, marriage/civil partnership status, disability, race, sexual orientation, religion or belief, age, social background, pregnancy/maternity status or gender identity.
We are committed to promoting and championing a culture of diversity, fairness and equality for all our employees, potential employees, service users, carers and members of the public. We will do this by valuing and celebrating individual difference and acknowledging potential contribution to the continued development of the organisation which will in turn improve the services we provide. We are proud to be a Stonewall Diversity Champion.
Our Equality and Diversity policy covers all aspects of employment including vacancy advertising, the recruitment and selection process, training, conditions of service and termination of employment. To ensure that the policy is operating effectively the Trust will maintain records of employee's and applicant's age, race, sexual orientation, religion or belief, pregnancy/maternity status, marriage/civil partnership status, sex/gender and disability.
The Trust has a People and Quality Committee which co-ordinates and supports implementation and development of the Trust's Equality and Diversity Action Plan and associated equality and diversity initiatives. Directorate equality forums, along with our thriving BME Staff Network and equality and diversity steering groups, also function across the Trust to drive improvements in employment, service delivery, community engagement and accessibility for 'seldom heard' communities.
Part of the Trust's Equality and Diversity Action Plan is to ensure that the composition of our workforce reflects not only the community we serve but also our service users. In reaching this goal we will strive to meet the following challenges:
To celebrate Black History Month in October 2018, our then Associate Director of Nursing Michelle Bateman, describes what her experience has been as a Black nurse in this short film.
The Trust has a number of equality and diversity forums and networks which provide an opportunity for diverse groups of staff to discuss equality related issues, share good practice, and contribute to Trust policy. These include the:
The Trust is a Disability Confident Employer. This means that we guarantee to interview all disabled applicants who meet the minimum criteria for any post advertised, providing the applicant has indicated on the application that they have a disability in accordance with the Equality Act 2010.
The Trust promotes and supports the employment of people who use our services. As a matter of good practice, we have service user and carer representation in our recruitment processes. For service users who use BSL as their first language this information may be useful.
This aims to ensure employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. From 2015 /16, WRES is included in the NHS standard contract.
Last year’s report showed that BME staff in the NHS had a lack of opportunities and career progression, suffered more harassment, bullying or abuse from patients, relatives or the public. The same experiences have been met with managers, team leaders and other colleagues.
We are pleased to send you a copy of the 2018 WRES data analysis report, which provides an overview of the data on all nine WRES indicators.
You will find some organisations have embraced the WRES and done better than others. Although there is a long way to go, there is evidence of some sustained improvements on which we will build and share what works.
Understanding the data is one of the steps in helping organisations to develop evidence-based action plans, to improve on the workforce race equality agenda.
The East Midlands Academic Health Science Network has produced two infographics to show demographic information and health inequalities for Nottingham and Nottinghamshire: