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NHS Resolution Annual report and accounts 2021/22 101
Recruitment, selection and on-boarding • Following the development of the behaviours
framework, awareness sessions have been designed
• There is a dedicated recruitment page on our Connect
to embed the framework within the organisation.
intranet which provides details of NHS Resolution
vacancies. The purpose of this is to support open and • Building on our Disability Confident Scheme
transparent promotion of all our job opportunities. we have supported the launch of a staff-led
disability network which runs quarterly events.
• The recruitment and selection policy and staff
training programme have been updated to • We have developed a dedicated Connect
reflect current legislation and best practice. intranet page updated with the purpose and
aims of the Disability Staff Network.
• A number of interventions continue to run to
support individuals through the recruitment and • HR&OD have facilitated an open staff discussion
selection process. These include preparation for the meeting in order to test the appetite for
recruitment and selection process, interview and establishing a staff-led LBGT+ network.
assessment centres and focused career coaching.
Our Diversity Matters staff group continued to meet
• Since January 2022 we have completed audits bi-monthly with a vibrant programme of topics, including:
on recruitment campaigns covering a range of
• An update on staff survey results and next steps;
monitored characteristics. The purpose is to identify
any areas which may need to be considered • An open discussion on how Diversity Matters has
and addressed further by way of learning. contributed to staff lived experience at NHS Resolution;
• Where appropriate, we continue to use specific • A networking session on what we want
job boards in order to promote roles to those an inclusive organisation to look like;
groups who may be underrepresented.
• An update on progress made on our Equality,
• As part of our 2022/23 business plan, we diversity and inclusion strategy and action plan;
have developed specific KPIs in relation to
• A presentation on the Leadership Academy's
improving the diversity of our workforce.
wellbeing coaching offer; and
Leadership and talent management • A presentation on the leadership model at
• We continue to promote and support access to North East London NHS Foundation Trust.
leadership development for all levels of staff. As a result of a suggestion from the Diversity Matters
• Where available, we promote external group, we have amended our annual leave policy to
leadership development opportunities aimed introduce a 'public holiday swaps' arrangement. This
specifically at BAME staff, for example the gives staff the opportunity to work over public holidays
Ready Now and Stepping Up programmes. and to enable them to take leave at other times,
including for significant dates in religious calendars.
• There are dedicated Connect intranet pages
for coaching (internal and external) and In accordance with the Sickness absence and promoting
mentoring, including the promotion of an attendance policy and procedure (HR09), NHS Resolution
ALB-wide reciprocal mentoring platform. put together a policy statement on 'menopause at work'
which aligns to our broader EDI strategy and action plan
Capacity and capability
and our wellbeing work. The aim is to promote a wider
• We have checked in regularly with our understanding of menopause support and reasonable
junior case managers to ensure progress adjustments to staff experiencing menopausal symptoms.
is made against objectives.
