Equality, Diversity and Inclusion Lead
| Posting date: | 23 May 2025 |
|---|---|
| Salary: | £30,405 per year |
| Additional salary information: | £30405 a year |
| Hours: | Full time |
| Closing date: | 13 June 2025 |
| Location: | Farnham, GU9 7XG |
| Company: | NHS Jobs |
| Job type: | Permanent |
| Job reference: | M0001-PHY0602 |
Summary
PHYLLIS TUCKWELL (PT) JOB DESCRIPTION Post: Equality, Diversity & Inclusion Lead Accountable to: Director of People Job Purpose: To support the Hospice in achieving its strategic aim to make sure our services and ways of working meet the needs of everyone in our community by understanding and responding to the needs of groups who are currently under-represented in the Hospices profile of patients, carers, service users and workforce. To lead, manage and provide overall direction of EDI at Phyllis Tuckwell, with responsibility for the strategic development and delivery of EDI initiatives. To design and implement an equality, diversity and inclusion (EDI) strategy, which embeds an inclusive culture across all areas of Phyllis Tuckwell, so that we provide a fully inclusive service to our community, patients, carers and our workforce. Responsibilities To work collaboratively and in partnership internally, and externally with other health, social care, and voluntary providers, organisations and community groups, to increase Phyllis Tuckwells reach and support for underrepresented communities in our catchment area. To establish and use data and information about the diversity of current patients, service users and workforce as appropriate, to evidence impact, highlight issues, risks and to support decision making in relation to EDI development, such as: Capture and analysis of diversity and health inequalities data for existing patients and service users and comparing these against our local population Reviewing the data on the demographics and diversity profile of the local population to make comparisons against internal data Identifying gaps in available internal diversity data recommendations to improve availability and reliability of data Identifying and ensuring key internal EDI performance indicators are produced internally Working with the PAFs (and Voluntary Services) team(s), and other Hospice teams as necessary, to further develop relationships and work with other health and social care providers, voluntary organisations and community groups to gain insight into the needs of those groups in the community who are currently under-represented in the Hospices care and support, by drawing on lived experience to establish barriers they face in accessing support, and any gaps in provision. To work in collaboration and partnership with all colleagues and teams across the Hospice and with community groups and other organisations, to: propose solutions to overcome the barriers and gaps identified set up systems and ways of working which will make a positive impact create an action plan to improve access to services pilot and test new ways of working, with support from others as appropriate agree measurements, monitor and evaluate results Work with the Marketing and Communications team to enhance diversity and inclusion messaging and communications internally and externally for our patients, carers, workforce, external bodies and platforms such as social media, PT website etc. Provide expert knowledge and advice to improve organisational diversity and an inclusive culture in the workforce where everyone feels they belong. To lead and further develop the EDI Focus Group, ensuring coordination, implementation and monitoring of agreed projects and workplans. Identify, lead, design and champion EDI through establishing engagement initiatives and activities that supports our aim of becoming a more inclusive and diverse culture across our services and workforce. Working with leaders and key stakeholders across all parts of the Hospice provide specialist support and advice on diversity and inclusion-related matters, to achieve our commitment to creating and sustaining an inclusive environment Work closely with the HR team providing advice and supporting investigations relating to EDI. Research, plan and deliver training programmes for our workforce that will improve and strengthen skills and knowledge around equity, diversity and inclusion, ensuring that these are embedded in everyday business activities. Provide timely information and reports to the People Sub Committee and Leadership Team to enable strategic plans to be progressed and developed in relation to equality, diversity and inclusion. Professional To lead by example and ensure positive leadership style is aligned to the values and culture of PT. To have an open and collaborative communication style working closely with other Leads and Managers. Training and Development Team: To promote continuing appropriate professional development through formal and informal training. To role model effective and supportive relationships and behaviours, in accordance with our values across clinical and non-clinical areas. To take part as appropriate in PT Induction Programme and with any ongoing training for PT professionals. Personal: To develop and maintain own professional knowledge and skills through continual professional development and through Phyllis Tuckwell appraisal process. To embrace a dynamic interest in professional matters associated with palliative and end of life care, quality assurance, regulation, and compliance. Research and Audit To promote a positive audit and research-based approach so that knowledge is developed and encouraged, and clinical care based on evidence-based practice. To support PT taking part in research-based projects where applicable. Safeguarding, Equality, Diversity and Inclusion Role holders are required to understand their responsibilities in the safeguarding context, ensuring that Phyllis Tuckwell reduces the risk of harm or abuse of adults and children at risk. You are required to adhere to Phyllis Tuckwells Safeguarding Policy (held on the NEST), which supports the local authoritys multi agency safeguarding policy, the law (Care Act 2014) and Mental Capacity Act 2005 (including Deprivation of Liberty Safeguards). inform the appropriate PT professional where there is concern that an adult or child may be at risk of harm, abuse, or neglect. Phyllis Tuckwell is committed to an Equal Opportunities approach, valuing, and respecting everyone as individuals, with diverse opinions, cultures, lifestyles, and circumstances. This job description is underpinned by Phyllis Tuckwells philosophy, culture, and core values, which actively embrace diversity and inclusion and promotes total team spirit. This job description is current. It is an overview of responsibilities and is subject to yearly review in consultation with the jobholder. It is liable to reflect and anticipate necessary changes to support the PT strategy.