Equal Opportunities

Two Ticks Disability Symbol

Positive About Disabled People LogoJobcentre Plus awarded NHS Lothian the Two Ticks Disability Symbol in recognition of meeting the five commitments regarding the employment of disabled people. By using the disability symbol, we can make it clear to disabled people that we welcome applications from them and are positive about their abilities. In addition it will show existing employees that their contribution is valued and will be treated fairly should they become disabled.

The five commitments are as follows:

  1. To interview all applicants with a disability who meet the minimum criteria for a job vacancy and consider them on their abilities
  2. Consult employees with a disability
  3. Retaining people who become disabled
  4. Developing awareness
  5. Reviewing progress and keeping people informed.

Epilepsy Scotland

NHS Lothian has again received the best practice certificate for 2010 for its ongoing support for people with epilepsy in the workplace.

NHS Lothian
Equal Opportunities Policy Statement

NHS Lothian considers that it has an important role to play as a major employer and provider of services in Lothian and accepts its obligations both legal and moral by stating commitment to the promotion of equal opportunities and elimination of discrimination.

The objectives of its policy are that no person or employee receives less favourable treatment on the grounds of sex, disability, marital status, age, race (including colour, nationality, ethnic or national origin), creed, sexuality, responsibility for dependants, political party or trade union membership or activity, HIV/AIDS status or is disadvantaged by conditions or requirements which cannot be shown to be justifiable.

Provision of Services

The organisational objective is to provide equality of access to provision of services through:

  • consultation over services to ensure that groups concerned are consulted over existing services and changes
  • epidemiological studies, patient satisfaction surveys and qualitative research to ensure that specific reference is made to the needs of the groups covered by the policy.

Equal Opportunities in Employment

2.1 Recruitment and Selection

The organisation aims to ensure that:

  • all sections of the community know about job opportunities within NHS Lothian
  • where possible, under statutory rules, members of groups who are under-represented in the workforce will be encouraged to apply for jobs through positive action programmes
  • everyone who applies or a job or promotion within the organisation will receive fair treatment and will be considered solely on ability to do the job against justifiable selection criteria and unbiased personnel specification
  • records are kept so that the organisation can monitor how the policy is working. To do this, applicants and employees will be asked to provide information for their records. All information will be confidential
  • all procedures and practices used in recruitment and selection are reviewed, to make sure that there is no unintended bias.

2.2 Training

The organisation intends that:

  • all its employees, including part time staff, will be advised at induction and regular in-service training that they have equal access to training and are encouraged to take advantage of such training
  • all managers and all those responsible for appointing staff receive training in the organisational Equal Opportunity Policy
  • in-service staff are trained as trainers and external expertise identified in sufficient quantity, quality and range to support induction, on-going and update training in Equal Opportunities for all staff
  • the organisation will also work with medical schools and other training agencies to ensure that Equal Opportunities training is integrated into courses for health workers.

2.3 Employment

The organisation intends that:

  • all staff will be protected from discrimination or harassment because of their sex, disability, marital status, age, race (including colour, nationality, ethnic or national origin), creed, sexuality, responsibility for dependants, political party or trade union membership or activity or HIV/AIDS status;
  • staff who discriminate or harass employees on the grounds of any of those factors will face disciplinary action;
  • staff who, in good faith, have raised or intend to raise a grievance against alleged discrimination or who give or intend to give evidence or information in connection with such grievance; must not be treated less favourably than other employees;
  • all grievances and complaints will be recorded with information on investigations and outcomes to supplement monitoring.

2.4 Contractors

The organisation will require contractors to comply with its Equal Opportunities Policy and this will be a condition of contract.

2.5 General

It should be noted that the organisation’s Equal Employment Opportunities Policy extends to groups which are not specifically covered by anti-discrimination legislation.

The policy intends that the elimination of discrimination in the employment field be related to discriminatory actions or omissions which are unlawful, unfair or inappropriate.

Guidance on unlawful discrimination or unfair discrimination for appointment panels is available from HR Departments.

The organisational policy does not detract from individual rights.

This policy does not prevent an individual from pursuing contractual rights through the grievance procedure or from pursuing statutory rights through any body which deals with the enforcement of the particular legislation.

Last Reviewed: 14/01/2013