STRATEGIC OUTCOME 4 (continued)
Objectives
4.3 Develop our talent and leadership capability across our workforce
4.1 Cultivate a safe, flexible and positive
4.2 Ensure our workforce reflects the diversity in our community and our culture leverages diversity of thinking Understand the needs and values of our diverse community to improve the patient and carer experience. » Promote diversity inclusion and belonging in the workplace to attract talented people from diverse backgrounds. » Ensure diverse representation in our leadership and decision making roles to inform policy development, service design and continuous improvement. » Provide equitable opportunities to all under-represented groups in the workforce. » Provide access to culturally appropriate employee assistance and support programs.
workplace culture where staff feel valued, heard, empowered and are supported to perform at their best Staff who feel safe and valued, and experience an empowering and inclusive work environment, are better equipped and able to provide person-centred care. » Support the physical and psychological wellbeing of all staff, including volunteers, students, trainees and graduates, through a safe and supportive work environment, safe work practices, workload and leave management and access to wellness support programs. » Demonstrate our CORE values and continue to build a culture that promotes collegiality and collaboration across internal and external stakeholders to provide cohesive and connected patient care. » Support staff to achieve a work life balance through mutually agreed flexible arrangements that are beneficial to all relevant stakeholders and suited to the context of delivering healthcare services. » Cultivate a work culture where staff are kept informed, have access to information and are encouraged to be involved in developing solutions to improve services and processes.
Leadership is demonstrated at all levels of the organisation and across all roles. » Engage and empower our leaders and staff to role model our values with a focus on continually improving a person-centred and respectful culture of high performance. » Ensure leadership development strategies are aligned, valued, accessible and deliver measurable outcomes for our workforce and our organisation. » Develop a pipeline of future clinical and non- clinical leaders to support promotion from within our organisation. » Equip leaders with the necessary skills and capabilities for their roles. » Support leaders to guide our workforce to meet current and future demands of the health system through robust performance and development management processes.
44 NSLHD Strategic Plan 2022-2027
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