DGT People Strategy 2020 - 2025

What will our workforce look like in 5 years and what will this mean for our patients and organisation?

Colleagues We will ask our colleagues annually, the extent to which they agree with these ‘I’ statements through our internal survey with the ambition that we can monitor progress against these. We aim to have the majority of staff strongly agreeing with these by 2025. Our staff will feel Joy at Work and say: • I feel like I can be myself at work, I do not have to hide who I am. • I am supported to do my best at work. • I am supported to fulfil my full potential. • I have the option to work more flexibly. • I know that diversity is celebrated at work. • I see diversity in our leadership and management teams. • I am proud to work for the Trust. • I have no barriers in accessing opportunities in education or career development. • I feel able to raise concerns and challenge behaviours that do not align with our values. • My overall health and wellbeing is supported. at work.

Patients and organisation The delivery of this strategy will result in patients receiving: • More consistent care from a team that has a low turnover of colleagues. • Care with fewer incidents due to colleagues feeling happier at work and therefore paying greater attention. • Increased provision of care across seven days. Successful implementation of the strategy will also mean that the organisation will see: • Reduction in temporary staffing spend due to a reduction in turnover and lower sick leave levels. • Improved productivity as staff have greater flexibility including working from home and working differently. • Improved recruitment in hard-to-recruit-to services / posts. • Reduction in perceptions of harassment and bullying. • Improvement in the quality of people management practices.

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People Strategy Summary