Our Accreditations

The Defence Employee Recognition Scheme Gold

The trust has been accredited Gold in the defence employee recognition scheme. This is the highest level of recognition an organisation can receive. This means the trust’s policies, values and behaviour aligns with the Armed Forces Covenant.

Disability Confident Leader

The trust is a disability confident leader, this means the trust is committed to supporting disabled people into work through having embedded practices to support staff and ensure that our recruitment processes are fair and effective for people with disabilities.

Armed Forces Covenant

The Armed Forces Covenant is a promise from the nation to ensure that those who serve or who have served in the armed forces, and their families, are treated fairly.
 
By signing the Armed Forces Covenant, the Trust are making a public pledge that no member of the armed forces community will face disadvantage.
 
In the case of healthcare, this means that if a person’s health condition is directly related to their service, they should be given priority access. However, this does not mean that they are entitled to priority above someone who has a higher clinical need.
 
Focusing on healthcare, housing and education, it will increase awareness among public bodies of the unique nature of military service, improving the quality of service for members of the armed forces community, no matter where in the UK they live.
 
The Commitment

We commit to uphold the Armed Forces Covenant and support the Armed Forces Community. We recognise the contribution that Service personnel, both regular and reservist, veterans and military families make to our organisation, our community and to the country.

Dying to Work Charter

The TUC Dying to Work charter is a commitment to support employees who are end of life.

The Commitment

We recognise that terminal illness requires support and understanding and not additional and avoidable stress and worry. Terminally ill workers will be secure in the knowledge that we will support them following their diagnosis and we recognise that, sage and reasonable work can help maintain dignity, offer a valuable distraction and can be therapeutic in itself

We will provide our employees with the security of work, peace of mind and the right to choose the best course of action for themselves and their families which helps them through this challenging period with dignity and without financial loss.

We support the TUC’s Dying to Work campaign so that all employees battling terminal illness have adequate employment protection and have their death in service benefits protected for the loved ones they leave behind

 Rainbow Badge

The Rainbow Badge is an assessment of how inclusive and supportive the Trust is for Lesbian, Gay, Bisexual, and Trans+ employees and patients. The assessment reviews:

• employment policies,
• patients services, and
• an employee and patient survey.

Current Level

Bronze (2022)

Sexual Safety Charter

In October 2023 the Trust joined the NHS Sexual Safety Charter.

The Charter Principles

The 10 principles of the charter are as follows:

• We will actively work to eradicate sexual harassment and abuse in the workplace.
• We will promote a culture that fosters openness and transparency, and does not tolerate unwanted, harmful and/or inappropriate sexual behaviours.
• We will take an intersectional approach to the sexual safety of our workforce, recognising certain groups will experience sexual harassment and abuse at a disproportionate rate.
• We will provide appropriate support for those in our workforce who experience unwanted, inappropriate and/or harmful sexual behaviours.
• We will clearly communicate standards of behaviour. This includes expected action for those who witness inappropriate, unwanted and/or harmful sexual behaviour.
• We will ensure appropriate, specific, and clear policies are in place. They will include appropriate and timely action against alleged perpetrators.
• We will ensure appropriate, specific, and clear training is in place.
• We will ensure appropriate reporting mechanisms are in place for those experiencing these behaviours.
• We will take all reports seriously and appropriate and timely action will be taken in all cases.
• We will capture and share data on prevalence and staff experience transparently.

The Trust is working to implement the principles of the charter by Summer 2024 in line with the NHS guidelines.