Before the end of Mediation Week, we have another post looking at the benefits mediation poses to the workplace and workforce.
A key benefit of mediation and speaking openly within an organisation is that by investing in time in developing the working environment for staff it can drive improvements as discussed in an article with Jackie Daniel, Chief Executive, University Hospitals of Morecambe Bay NHS Foundation Trust and National Health Executive.
She highlights how the national NHS workforce Race Equality Standard has given a “great platform to drive discussion, develop action plans and make sustainable improvements” for staff and ultimately patients.
“Our partnerships have made us stronger. Our local BAPIO (British Association of Physicians of Indian Origin) network has worked closely with us to drive improvements in BME employee experience.” Ms. Daniel discusses their partnership with BAPIO, which has led them to develop employee centric employment practice, focusing on early intervention and the introduction of protected characteristic advisors.
She goes on to state that the result is that staff are feeding back that things feel different which also supports their data: “Previously BME employees were almost three times more likely to undergo formal disciplinary investigations- they are now no more likely than other colleagues. BME members of staff were also less likely to be appointed once shortlisted for a job, this is now reversed.”
It’s clear that resolving issues through communication and compassion can lead to great benefits in terms of cost saving but also for the betterment of staff and ultimately for users of the service.
If you want to read our previous mediation week posts, you can find Anne-Marie’s post here and the further post here.
