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When planning the workstreams for 2018/19 the focus has been on “doing the basics brilliantly” with the team
wanting to lead change not just for the surgical division but with workstreams which will be far reaching and impact
upon care for all patients and families attending the Trust.

The metrics for improvement have been defined and presented as part of the annual plan and monitoring of these
improvements will take place via the BIOC group.

Pre-Operative Assessment Incident Reporting and Workforce Development
Service Management
• NatSips
• Improve safety, quality and • Use of Ulysses within Theatres
• Recruitment and Retention
patient experience
• Safety Culture
• CPD, Training, Career
• Reduce cancellations
progression
• Human Factors

Emergency Surgery Materials Management • Theatre Scheduling and
Planning
• Consolidate and further • Reduced incidents/
improve Emergency pathways cancellations due to stock • Re-allocated sessions
• Reduce expired stock/wastage • Review under-utilised lists
• Reduce cost • Realignment of sessions

3.3.10 Equality and Diversity 2. Workforce Race Equality Standard (WRES) that
has 9 indicators comparing the data for white and
Alder Hey continues with its commitment to try black & minority ethnic (BME) staff. Four are based on
to ensure that its services offer equal access for workforce profile data, four on data from the NHS staff
all communities who need to use them and that survey questions and one on BME representation at
all employees experience equal opportunity in board level.
employment. This means that we actively seek to
engage with patients, parents and carers, as well as
members of staff, to ensure that we do not discriminate
Aim: For Alder Hey to be an inclusive and
against any individual and that the diversity of each
accessible place for all to visit and work, to meet
individual is valued. The principles of equality and
our duties and in so doing to provide the best
diversity are core elements of the Trust’s stated Values,
patient care possible.
which are reinforced through the Trust’s induction
programme and personal development review for
Targets: From the 2016/17 Equality Objectives Plan:
all staff. We are able to monitor our performance in
meeting our public sector equality duties (PSED) • To increase the representation of black and
as required by the Equality Act 2010, the NHS minority (BME) ethnic staff
Constitution, CQC inspection questions and NHS
• To improve the experience of families with
commissioners through:
learning disability/autism that visit Alder Hey
1. Equality Delivery System (EDS2) that has eighteen • To improve the involvement of patient and staff
outcomes and four goals: stakeholders in decision making
1. Better Health Outcomes
• To improve the quality of staff data
2. Improved Patient Access and Experience
• To improve the quality of patient data
3. A Representative and supported workforce
• To ensure equality is embedded through the
4. Inclusive Leadership quality strategy

• To broaden equality training opportunities for staff

Alder Hey Children’s NHS Foundation Trust 137 Annual Report & Accounts 2017/18