Chamber and committees

Stroke rehabilitation sprint audits have been conducted as part of the Scottish Stroke Improvement Programme (SSIP) report, published on 11 July.

The Rehab Sprint Audit is focussed on 4 key criteria; Assessment by AHP by 4th day of hospital admission; Multidisciplinary team (MDT) discussion by the 4th day; MDT discussion recorded and accessible; documented evidence that rehabilitation plan has been agreed with patient and / or next of kin. The audit excluded those patients where the hospital stay was less than 2 days or where end of life pathway was deemed the most appropriate.

Further, the Scottish Government approach, highlighted in our Stroke Improvement Plan (SIP), is to focus on the priorities and actions in the SIP on Transition to the Community and Living with Stroke. Stroke Managed Clinical Networks assess themselves against the benchmark criteria. Appendix B of the SSIP report contains further information on pages 55-58.

The Scottish Government and NHS Scotland actively promote the participation of traditionally underrepresented groups within the NHS workforce; this is underpinned by fair and inclusive recruitment policies, supported by clear and unequivocal Staff Governance Standards.

Our nationally agreed Partnership Information Network (PIN) policy “Embracing Equality, Diversity and Human Rights” was published in December 2013 (available at http://www.gov.scot/Publications/2013/12/3747). This policy, developed in partnership with NHS Boards and employee representatives, is explicitly designed to further embed a culture that promotes equality and values diversity.

More broadly, the Scottish Government is committed to showing leadership in advancing race equality in Scotland. Through the Race Equality Framework we are taking forward a series of actions that seek to eradicate the barriers faced by people from minority ethnic backgrounds. This includes specific actions to increase BME participation in the health and social care workforces, and requires Health Boards to provide relevant equality and diversity training for their staff.

NHSScotland Workforce Statistics, as at 31 March 2017, show where staff provided data on their ethnic background, that 3.0% of respondents identify as belonging to a ‘Non-White’ ethnic group. 18% declared ‘Not Known’ and 13.2% of respondents declined to answer.

Further information is available at the linked table: https://www.isdscotland.org/Health-Topics/Workforce/Publications/2017-06-06/Equality_and_Diversity_M2017.xls

Information from Scotland’s 2011 census indicates that visible and non-visible minority ethnic groups make up 8% of Scotland’s population.

NHSScotland Workforce Statistics, as at 31 March 2017, show that 0.8% of respondents have self-declared as living with a disability. It is not known how many respondents declined to answer. Further information is available at the linked table: https://www.isdscotland.org/Health-Topics/Workforce/Publications/2017-06-06/Equality_and_Diversity_M2017.xls

The Scottish Government and NHS Scotland are taking action to reduce apparent under-reporting where employees are living with a disability. Work is on-going to ensure that all staff working for NHS Boards across Scotland feel comfortable and supported to share their experiences, both through staff surveys and iMatter, a Staff Experience Continuous Improvement Model being rolled out across NHS Scotland.

Information from Scotland’s 2011 census indicates that approximately 20% of people in Scotland are living with a long-term activity-limiting health problem or disability.

Through a number of initiatives, such as the Professional Careers Programme, we are actively supporting individuals living with a disability to realise their ambitions of working for the NHS in Scotland. This programme, developed in partnership between the Scottish Government, NHS Scotland and a number of equalities organisations, offers a range of employment opportunities.

Additionally, on behalf of the Scottish Government, the Scottish Social Services Council (SSSC), provides resources, through various sources, to promote career opportunities for people from all backgrounds in the social care sector in Scotland.

In December 2016, the Scottish Government published our Disability Delivery Plan, A Fairer Scotland for Disabled People, through which we have given a specific commitment to provide further tools and guidance to support Health Boards deliver the Learning Disability Employment Programme.

The Scottish Government is determined to show leadership in advancing race equality in Scotland. Through the Race Equality Framework we have identified a number of actions to promote the participation of traditionally underrepresented groups in all arenas of Scottish life, including two specific actions to promote the participation of black and minority ethnic people within the NHS and social care workforces.

We work actively with NHS Boards to promote equality and diversity issues, which are underpinned by fair and inclusive recruitment policies, supported by clear and unequivocal Staff Governance Standards.

Furthermore, on behalf of the Scottish Government, the Scottish Social Services Council (SSSC) provides a range of resources, through various sources, to promote career opportunities for people from all backgrounds in the social care sector in Scotland.

The Scottish Government and NHS Scotland actively promote employment for individuals living with a disability within the NHS workforce; this is underpinned by fair and inclusive recruitment policies, supported by clear and unequivocal Staff Governance Standards.

Working in partnership with NHS Boards, our Professional Careers Programme provides a 2 year supported employment opportunity for disabled graduates which will equip them with the skills for a long-term career in healthcare. Additionally, through our Disability Delivery Plan, A Fairer Scotland for Disabled People, we are actively working with Health Boards to implement a Learning Disability Employment Programme.

This information is not held centrally.

Information on consultant vacancies is published at quarterly intervals by ISD Scotland. Monthly vacancy information may be available from individual NHS Boards.

Vacancy information for: a) consultants with a specialty of clinical radiology is available at the following weblink:-

https://www.isdscotland.org/Health-Topics/Workforce/Publications/2017-06-06/Consultant_Vacancies_M2017.xls

Vacancy information for: b) interventional neuro-radiologists is not centrally held. Specific local information may be available from individual NHS Boards.

On page 6, the report notes that "within the associated report on religiously aggravated crime, the number of charges relating to Islam has increased 89% to 134 charges, from the 71 recorded charges last year. This increase is not attributable to a single event or pattern, and appears to reflect a general rise in the reporting of these types of charges.” On page 10, the report notes "the global and media context is a crucial driver shaping the perception of safety for particular communities (such as Muslim or Jewish communities). Experiences of and anxiety about hate crime were both heightened during or following particularly high profile international events...". A copy of the report can be found at http://www.gov.scot/Publications/2016/09/3565.