Retention Charter action 2.3

Action 2.3: Create inclusive environments and engender positive attitudes towards Psychiatrists experiencing mental and/or physical illness or disability and those with caring responsibilities outside of work..

Action 2.3 is part of Domain 2 of the RCPsych's Retention Charter for employers - which relates to supporting psychiatrists' mental and physical health.

What stage is your organisation at?

Use this maturity matrix to assess what stage your organisation is at, in terms of Action 2.3. 

  • The organisation proactively reaches out to psychiatrists with mental and/or physical illness or disability and ensures assessment of their needs as appropriate, alongside sending a strong message of their work and insights being valued.
  • Staff with mental and/or physical illness or disability are engaged in 1:1 conversation, from the start of their employment, to consider, implement, and review appropriate workplace modifications, reasonable adjustments, and support required, catering to their strengths.
  • The organisation highlights the important role of carers and ensures that flexible working policies exist to support them in balancing their work and caring responsibilities.

  • The organisation enables a supportive environment where individuals with illness, disability, or caring responsibilities outside of work feel able to identify themselves as needing additional support.
  • The organisation routinely collates feedback on the experiences of Psychiatrists with physical and/or mental illness or disability and those with caring responsibilities outside of work and demonstrates enactment of such feedback.
  • The organisation participates in national events and initiatives, such as mental health awareness week and world mental health day, to raise awareness of conditions impacting the workforce and how to effectively support colleagues with these.

  • A platform/forum exists for colleagues with mental and/or physical illness or disability and their allies to convene to support one another, share experiences, advice, and information, and promote learning in relation to staff support.
  • Staff networks for employees with illnesses, disabilities, or caring responsibilities, work closely with wellbeing champions and regularly review organisational policies for impact and fairness, with mechanisms in place to report to board.
  • The organisation takes active steps to reduce stigma towards employees with mental and/or physical illness or disability including misconceptions about what they can and can't do.
  • The organisation celebrates strengths and provides hope to those experiencing illness and/or disability by sensitively sharing the stories and achievements of consenting staff who have experienced these and thrived at work.

Advice and recommendations

  • Review physical working environments in the organisation, ensuring sufficient set up of offices/equipment, access to quiet places, and accessibility of facilities for all employees including those with physical disabilities.
  • Create and advertise ‘champion’ roles within the organisation to advocate for individuals with physical or mental illness or disability, such as disability champions.
  • Collate feedback from staff to understand the inclusivity of the organisation and how staff with mental and/or physical illness and disability feel they are treated and supported, including options for staff to give feedback anonymously.  Be receptive to challenge and demonstrate how collected feedback has been listened to and acted upon by reporting back to staff and considering initiatives such as ‘you said we did’.
  • Implement mechanisms by which staff with hidden disabilities can choose to make these visible to others, if they wish to do so, such as with the Hidden Disabilities Sunflower lanyard.
  • Identify and implement any workplace adjustments, including flexible working options, and additional support that might be required for individuals with mental and/or physical illness and disability and those with caring responsibilities for a person with disability.  Ensure processes are in place for involving occupational health and access to work when appropriate.
  • Keep a log/calendar of important events aimed at reducing stigma and improving awareness of various conditions (e.g. world autism awareness day, disability month, carers week) and participate in these by sending out relevant communications and visibly displaying support for individuals with these conditions.
  • Share success stories of psychiatrists and other health professionals with mental and/or physical illness and disability, with their consent, through various means such as blog posts, newsletter articles, posters, and/or information on the staff intranet.
  • Support staff networks of individuals with mental and/or physical illness or disability by ensuring they have sufficient time and space to meet and that there are clear mechanisms by which they can provide feedback to senior leaders and influence organisational policy.
  • Use health or disability passports to record information about a psychiatrist’s health condition/s and reasonable adjustments that have been agreed. This allows them to present such passports to new line managers/supervisors when they move roles, and this can reduce barriers to disclosing information and seeking support.
  • Provide training for line managers/supervisors on reasonable adjustments and how to effectively support and promote inclusive environments for psychiatrists with physical and/or mental illness, disability, or caring responsibilities.

Links and resources

Examples of good practice

Mersey Care NHS Foundation Trust implemented the role of Autism Champions to develop a staff network enthusiastic about supporting people with autism, increase autism awareness, improve reasonable adjustments training, and improve experiences of people with autism.