1. Inclusive recruitment and workplaces
Presentation to the executive board

2. Our organisation
- Insert information on your organisation’s character, priorities and vision. 1
Document title to go here

3. The NHS is driven by fundamental principles of:
working together for patients
respect and dignity
quality of care
compassion
improving lives
everyone counts. 1
Document title to go here

4. Key challenges facing the NHS to deliver on these are:
financial pressures
demand on services
ageing population with multiple co-morbidities and preventable illness
low staff morale
competing priorities. 1
Document title to go here

5. What does this mean for us?
Embedding inclusive recruitment practices and sufficient workplace support for disabled people and those with LDD, will improve workforce diversity, your reputation as an employer of choice, and increase interest in your advertised vacancies. 1
Document title to go here

6. What is this costing us?
Insert below statistics relevant to your organisation
Number of vacancies unfilled –
Number of disabled people in our local authority –
Our representation of disabled people in the workforce –
Potential untapped talent pool locally –
Number of leaver on apprenticeships –
Staff survey experiences of discrimination/harassment based on disability status – 1
Document title to go here

7. Benefits
The benefits of more disabled people and those with LDD being represented in the NHS workforce, to society, the NHS and individual organisations, are clear.
It reduces the number of unemployed disabled people, which currently (2018) stands at 4.6 billion and around 1 in 6 people with an autistic spectrum disorder.
It improves staff morale – West and colleagues (2015) found disabled NHS staff are more likely to face discrimination than BAME colleagues. Making recruitment and your workplace more inclusive, could help change this.
Patient care is likely to improve, it has been found that a diverse workforce is likely to improve patients’ perception of care, as patients appreciate seeing a diverse workforce in the NHS.
It works towards your organisation’s WDES.  1
Document title to go here

8. Impact on our organisation
We can expect to see a number of positive outcomes when we support disabled people and those with LDD into our workforce.
Improved patient care
Staff perform better in organisations that value diversity
Public trust increases and we become an employer of choice
Innovation and thinking is improved   
Our workforce will reflect our local communities
It strengthens a future talent pipeline 
It improves opportunities for social mobility across a local area
NHS organisations can compete with the increasingly flexible offers made by other large employers
If we don’t promote this commitment we risk losing out financially on the purple pound 1
Document title to go here

9. Further impact
Disabled people have been found to be reliable, less likely to take time off sick, and to be equally as productive at work as staff without disabilities.
Disabled people may be more likely to stay in a single role for longer, thus improving staff retention.
Disabled people or people with LDD, may bring unique qualities, talents and dynamics to a team, including skill sets a team may otherwise not benefit from. 1
Document title to go here

10. What are we doing? What else could we do?
Insert key points on strategies or programmes your organisation supports which promote disabled people and those with LDD coming into the organisation.
What else could we do?
Insert a key statement around what you are asking the board to commit to. 1
Document title to go here

11. What can you do? Give support to the inclusive recruitment agenda by:
attending relevant training and demonstrating a commitment to this agenda
giving senior-level support in organisation-wide communications
making roll out and participation in unconscious bias training a strategic commitment
being an ambassador for open and accessible recruitment and the importance of this agenda
engaging with disabled staff/apprentices and their managers to understand their challenges. 1
Document title to go here

12. Organisational priorities31
Apprenticeships for All – inclusive recruitment training

13. Timeline
Use this space to insert any useful timelines by which you would like to ask board-level colleagues to commit to certain asks by.
It could also be a good way to demonstrate the plans for the wider work you are discussing.  1
Document title to go here

14. Any questions? 1
Document title to go here

15. Insert your contact details here
Thank you
Insert your contact details here 1
Document title to go here