1. A JOURNEY TOWARDS INCLUSION
ANYTHING IS POSSIBLE
A JOURNEY TOWARDS INCLUSION
Lydia Warren & Sam Ming: Co-Chairs BartsAbility;
Patricia Handley: Lead Nurse Learning Disabilities
Delordson Kallon: Head of Clinical Transplantation Laboratory – Pathology
Michael Pantlin: Director of People

2. #BartsAbility is a staff led initiative which aims is to improve the experiences of employees with a disability.
At the centre of the initiative is the Staff Diversity Network - Disability Subgroup which aims to promote a culture where staff are open about their disability and work to ensure that everyone is able to bring their authentic self to work.

3. We know employees frequently do not declare a disability or health condition that impacts on their role which can be to their detriment and that of the Trust
We know that employees and their managers often find talking about this difficult
The BartsAbility Passport is to support an employee with a health condition, disability or learning difficulty/difference
It will do this by supporting a conversation between an employee and their line-manager about
(i) the specific ways their condition affect how they do their job and
(ii) what reasonable adjustments are required

4. Embedding the Passport
WeCare Trust Values – Equitable
We are embedding the Passport in the everyday business of the Trust through the annual appraisal and other routes
We want Barts Health to be the employer of choice and have a workforce where all staff are able to contribute and achieve their potential  
Trust values
The overarching purpose of both forms is identical: high-performing teams are underpinned by individuals having clear objectives, supported to undertake their job to the best of their ability. While most of the “We Care” values are contained in the appraisal, the “Equitable” value is personified in the discussion around, and then implementation of, reasonable adjustments
Talk briefly what we are doing re recruitment
State we have copies for reference

5. #BartsAbility – Dyslexia Support Team
Mission
Why it is Important
How we made the change
To raise awareness and create a good environment within Barts Health so that people with dyslexia feel welcome, supported and able to reach their potential
Supporting staff with dyslexia improves their motivation, loyalty, efficiency and productivity.
An inclusive climate reduces stress levels, sickness and turnover of all staff;
Improves Trust reputation and is a recruitment
legal and moral obligation
Executive Support
Engage with stakeholders especially Occ. Health
Presentations
Media campaign
Social Media
Blogging
Collating suggestions
Creating short, medium and long term goals

6. #BartsAbility – Dyslexia Support Team
Impact
Next Steps?
Our advice …
Created
27 people across sites have expressed interest in being Dyslexia Champions
Multiple support requests from nurse managers and others
1 x request from doctor for assessment
1 X request advice for ‘reasonable adjustment’ at interview
Add Dyslexia to Induction package
Identify and fund a Trust Dyslexia Lead
Engage Site-based Dyslexia Champions
Set up Dyslexia Forum
Expand Dyslexia Intranet Site
Role out use of assistive technology
Create eCPD Dyslexia course
Executive support crucial
Believe 100% in what you are doing
A committed Triumvirate
Resilience
Don’t be afraid to ask for and accept advice
Be prepared for a reality check

7. Access all Areas
Our Mission
‘How can we better support access to Trust meetings and events for all of our colleagues? ’
‘Moving around the Trust can be difficult and tiring. I do not use public transport because of my disability. This means I cannot attend meetings at other locations without a taxi’
Where we are now
Where we want to be…
information about accessibility of rooms is inconsistent and not always readily available
some rooms used for meetings and events are not fully accessible for all our staff
too often the needs of colleagues with a disability are not given sufficient consideration for meetings and events
‘Everyone has an equal opportunity to contribute and participate in meetings and attend events’
‘the meeting rooms in Prescot Street on the second floor are not very accessible as you have to swipe and pull the door. At the same time’ 
‘If there is a lot of background noise, I find it very difficult to hear- so meetings with a lot of group discussion can be challenging’

8. What are we doing? Information Guidance Behaviour change
Developing Guidelines and a Checklist for hosting Accessible Meetings and Events
Information
‘Can everyone Access all Areas?’ Campaign to highlight issues and prompt behaviour change
Compiling a Register detailing Accessibility of all Trust rooms used for meetings
Ensuring that all Trust booking systems indicate accessibility
Guidance
Behaviour change
Alison Cann – Estates and Facilities
Ian Basnett- Director of Public Health

9. Mental Health First Aid
We all have mental health just like we have physical health. Mental ill health can strike at any time and can affect people from all walks of life.
Although things are improving, stigma still exists around mental ill health. As a society, we don't tend to know how to take care of our mental health like we do our physical health. This means that people may not know how to support a friend, family member or colleague experiencing a mental health issue, or where to go for support with their own mental health.
Stress, anxiety and depression are the biggest cause of sickness absence in our society. This has been recognised here at Barts Health and we have invested in the Mental Health First Aid programme as an early intervention to tackle stigma and discrimination,  empowering staff  with a long term mental health issue or disability to thrive.
We currently have a network of 50 MHFA of all disciplines where staff can access their contact details in their time of need.  

10. Removing Barriers by
Sam Ming &
Lydia Warren