House Keeping

An insight into digital pressures with the backdrop of the current NHS workforce. What are the digital barriers and possible solutions? There will be discussion how to approach digital innovation as a component of improving the current workforce pressures. Practical examples will be explored.

Case Study - Reed

Maximising the reach for talent: ensuring diversity, equality and equity as part of your talent solution

What has diversity and inclusion got to contribute to staff engagement and improved productivity? Can more diverse teams deliver better and safer patient care? What even is a "diverse team"? We'll explore and address all of these issues in this provocative and challenging presentation on equality, diversity and inclusion across the new health and social care landscape and in the context of the new Long Term Workforce Plan. 

Case Study - Learning Curve Group

Professor Waterall will set out a compelling case for why all health and care professionals play a critical role in supporting people to live independent, healthier lives for longer. By examining key sources of public health data and practical tools which support professionals to enhance their knowledge and action, this session will include helpful content for everyone attending this virtual conference. This will include a brief demonstration of the All Our Health platform, which can be accessed by visiting https://www.e-lfh.org.uk/programmes/all-our-health/

Do you struggle with absenteeism? Do you wish you had someone to turn to when faced with a difficult discussion with employees? Would you be able to recognise if a colleague was suffering with mental health?

Building a Diverse and Inclusive NHS Workforce

This session will explore the importance of building a diverse and inclusive NHS workforce and the practical steps that can be taken to achieve this goal. The speaker will share examples of best practices and initiatives that have been successful in increasing diversity and promoting inclusion in the workplace.

Everyone hiring in the NHS is being expected to deliver more with less. The £50bn NHS hiring plan can only work with year on year productivity gains across the whole of the NHS.

Join Equitas and Rezoomo to hear how healthcare recruiters in Ireland have been able to reduce their workload, increase productivity and reduce time spent on hiring by up to 50% without compromising on the quality of hires. This case study will share trends, ways to build diverse teams, international hiring strategies, practical tips, tools and technology that can help you to hire the right people in half the time.

NHSBSA has been commissioned by the DHSC to discover, design and deploy the future workforce solution to 1.8 million NHS colleagues. The future workforce solution will replace ESR and the presentation will provide an overview of the ESR transformation programme and how we are supporting the NHS get ready for the change.

The development of Kent and Medway pathology network over the past five years, where we are now and our plans for the future.  Through a workforce, education and network development lens I will describe how we developed and are implementing a workforce strategy, what we have learnt and the challenges of working across multiple organisations through Covid and recovery.  Reference will be made to the national pathology transformation programme and collaborative working across the region and beyond. 

The NHS Continuing Healthcare (CHC) Workforce Development programme saw NHSEI and NHS MLCSU working in partnership to develop a virtual workforce via the Bring Back Staff returners programme. We faced the challenges of recruiting to tight timescales and securing staff with specialist skills. NHS MLCSU used a rapid recruitment, induction and training process, bringing candidates onboard in 2-4 weeks to begin roles internally and with partner organisations. Candidates were sourced from many healthcare professions and came with a wealth of valuable experience. This blueprint for NHS CHC workforce development recruits professionals considering NHS CHC as career option, retaining their skills and knowledge within the NHS.

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