Theme: Equality, Diversity & Inclusion

• Reaching true inclusivity for employees with hidden and visible disabilities
• Inclusivity: Looking after your internationally trained nurse

2022 has been declared the 'year of disabled workers'. This exchange workshops will explore how organisations can, and should, make reasonable adjustment in order to help employees with visible and invisible disabilities reach their full potential. Other groups will discuss how we can look after internationally trained nurses, both in the recruitment process and in the workplace. Reaching true inclusivity for employees with hidden and visible disabilities

• What reasonable adjustments can be made to accommodate each disabled employee's needs?
• How can your organisation accommodate the elder workforce's changing needs according to health issues?
• Supporting staff with long covid
• Helping differently able employees to reach their full potential

Giving organisations and people tools to support disabled staff Karen Hunte, policy and programme lead, directorate for education and quality (DEQ), Health Education England

Questions for the table:

• What will make HR departments better understand and support requests for reasonable adjustments?
• How can allies best assist disabled people and the disability agenda?
• How far have we come and how far will we be in 2032? i.e., post-2012 Paralympics, post-2022 Covid, 2032?

Inclusivity: Looking after your internationally trained nurse

• How are you making sure international staff feel valued and supported?
• Retaining internationally trained and recruited nurses
• Working together with health systems in nations from which we recruit to increase the opportunities for nurses and midwives

How are you supporting internationally educated nurses already in your Trust?

Emma Longden, senior regional marketing manager, EMEA – OET

Questions for the table

• What professional development opportunities are you providing?
• Is English language part of that?
• What outcomes are you hoping for from your initiatives?

Preparing and supporting international recruits for life and work in Britain

Tracey Collins, international nursing workforce lead, Devon Alliance for International Recruitment

Questions for the table:

• What support can be given to international recruits before arrival to the UK to prepare them for cultural integration.
• How can your organisation promote developmental opportunities in the NHS to our IR recruits
• For those considering setting up a system led approach for IRN, in your experience as an alliance, what are the 3 most important priorities.

Retaining internationally trained and recruited colleagues

Ciara Luscombe, programme lead, NHS Employers

Questions for the table:

• Does your organisation have a preceptorship programme in place for international nurses?
• What other support does your organisation offer international nurses beyond preceptorships – for example buddying and peer support/ongoing professional development/staff networks?
• From your experience which intervention has had the greatest impact on the retention of international staff in your organisation?

How can UK health and care organisations partner with those in other nations to support the leadership development of nurses and midwives?

Stuart Tuckwood, Director of FNF Global, Florence Nightingale Foundation

Questions for the table:

• How can we work together with health systems in nations from which we recruit to increase the opportunities for nurses and midwives?
• How can these arrangements be funded and sustained?
• How can we build and contribute to networks to exchange best practice in nursing and midwifery in order to tackle global health challenges?