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WORK FORCE I S SUE S


People plan: ensuring wellbeing and inclusion


The latest NHS People Plan highlights the need for the NHS to look after its staff and ensure retention by being ‘positive, compassionate and inclusive’. However, the Government has faced criticism for the lack of an equivalent plan for social care and going into the pandemic with a major workforce gap. Clinical Services Journal provides an overview of the key ambitions.


Following the lessons learned from the global pandemic and the intense pressures experienced by healthcare workers on the frontline, there has been an increased focus on the need to: ‘care for the carers’, grow the current workforce, tackle inequalities and develop new ways of working and delivering care. The arrival of COVID-19 acted as a springboard, bringing about an incredible scale and pace of transformation, and highlighting the enormous contribution of all those working in the NHS. The aim of the new People Plan is to build on this momentum and foster a “culture of inclusion and belonging”. We are the NHS: People Plan 2020/21 – action for us all, along with Our People Promise, set out what NHS staff can expect from their leaders and from each other. These documents build on the interim NHS People Plan, published in June 2019, and set out practical actions for employers and systems, as well as the actions that NHS England and NHS Improvement and Health Education England will take, over the remainder of 2020/21. The new People Plan includes specific commitments around: l Looking after our people – with quality health and wellbeing support for everyone.


l Belonging in the NHS – with a particular focus on tackling the discrimination that some staff face.


l New ways of working and delivering care –


making effective use of the full range of our people’s skills and experience.


l Growing for the future – how the NHS recruits and keeps people and welcomes back colleagues who want to return.


Central to the plan is ‘Our People Promise’, which outlines behaviours and actions staff can expect from NHS leaders and colleagues,


Staff feel the pressure of heavy workloads and staff shortages – they want more time to support one another and provide great care, along with the time to find new and better ways of working.


SEPTEMBER 2020


to improve the experience of working in the NHS for everyone. It acknowledges that, together, the NHS workforce has ‘achieved the extraordinary’ and the nation has witnessed the ‘resilience, teamwork and innovation’ of the NHS.


At the same time, staff feel the pressure of heavy workloads and staff shortages – they want more time to support one another and provide great care, along with the time to find new and better ways of working. The document states that “staff want to continue to bring out the very best in one another – inspiring each and every person and unleashing potential.” This must be achieved by making the culture of the NHS one that is “compassionate and inclusive, and addressing our workforce and workload challenges.”


WWW.CLINICALSERVICESJOURNAL.COM l 15





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