BartsAbility: 5 ways we're supporting you to thrive at work
Our new BartsAbility policy is making it easier for colleagues with a disability, long-term health condition or who are neurodivergent to get the support they need to do their best work.
Our staff survey tells us that around 19% of colleagues identify as having a disability, yet only 5% have recorded this officially on the NHS Electronic Staff Record. This suggests that many people may be missing out on support that could help them feel more confident, comfortable and included at work.
The new policy aims to close this gap by making the process clearer, simpler and more consistent.
- Workplace adjustments made easier: The policy sets out a straightforward process for workplace adjustments, whether that’s flexible working, specialist equipment, changes to duties or accessible formats. A central budget, managed by employee wellbeing services, means the cost doesn’t fall on individual departments.
- The BartsAbility passport: Colleagues can use the BartsAbility passport to record agreed adjustments. It belongs to the employee, can move with them between roles and can be reviewed regularly to make sure support continues to meet their needs.
- Access to Work support: Staff are encouraged to apply for Access to Work, a government scheme offering practical, financial support such as travel assistance, software or a support worker. The trust can reclaim costs for colleagues who have been in post for less than six weeks.
- Inclusive culture and shared responsibility: We want a culture where disability can be spoken about openly and respectfully, in line with our WeCare values. Managers are expected to act early when they spot signs that someone may benefit from adjustments, even if this hasn’t been formally requested.
- Fairness across policies: Disability inclusion is now embedded across key policies, including recruitment, capability, sickness absence, redeployment and fire safety.
This includes:
- paid disability leave for pre-planned appointments
- considering adjustments to attendance triggers
- adapting duties where needed to support wellbeing and performance
These changes are designed to remove barriers, improve consistency and ensure everyone has the opportunity to thrive. By making support easier to access and embedding inclusion across our policies, we are building a workplace where everyone feels they belong and can give their best to each other and our patients.
Read more
- Samantha Ming and Lydia Warren feature in NHS Employer's Disability History Month Voices at Work: Valuing Disabled Talent stories