http hse ieengstaffResourcesdiversity Mona Eames Project Manager Diversity

http: //hse. ie/eng/staff/Resources/diversity/ Mona Eames Project Manager, Diversity Equality and Inclusion HSE

The Diversity Equality and Inclusion TEAM Siobhan Patten, National Lead Mona Eames, Project Manager Paul Egan, Project Officer Ciara Kane, Office Administrator Michele Guerin – Equality Officer Marian Murray – Equality Officer Anne Power – Equality Officer

The Diversity Equality and Inclusion Steering Group Siobhan Patten Mona Eames Paul Egan Michele Guerin Marian Murray Anne Power Mary Doran Louise Doyle Johanna Fullerton Caoimhe Gleeson Anna Killilea Edward Long Aoife Mallon Traveller and Roma Centre Caroline Mason Mahon Damien Mc. Callion Fiona Sands Des Williams National HR Lead: Diversity, Equality and Inclusion Equality Officer Health Business Services Unit Business Manager, National Doctors Training and Planning , HSE Psychologist , Seven – Psychology At Work Nationalist Specialist in Accessibility, HSE SEO, Corporate Employee Relations & Advisory Services, HSE Employee Relations, HSE South Coordinator, Primary Health Care Project, Pavee Point Specialist in Public Health Medicine National Direction, National Ambulance Service Co-Founder/Director, Head of Operations, Becounted Workforce Planning Analytics and Informatics, HSE

PERFORMANCE DEVELOPMENT ATTRACTION Talent Priorities – Ireland Global Human Capital Trends 2015 Attracting Top Talent Foster Diversity Leadership at all levels Develop Future Capability Engage our People Drive & Reward High Performance

Diversity Equality and Inclusion Statement of HSE Employees of the HSE bring a range of skills, talents, diverse thinking and experience to the organisation. The HSE is committed to creating a positive working environment whereby all employees inclusive of race, religion, ethnicity, gender, sexual orientation, responsibilities for dependents, age, physical or mental disability, civil status, membership of the Traveller community, and geographic location are respected, valued and can reach their full potential.

Diversity Equality and Inclusion Statement of HSE We aim to develop the workforce of the HSE which reflects the diversity of HSE service users, and which is strengthened through accommodating and valuing different perspectives, ultimately resulting in improved service –user experience.

Disability, Gender, Membership of Traveller Community, Civil/Family Status, Sexual Orientation/LGBT, Mental Health, Learning Disability, Religious Beliefs, Race/Ethnic Minority, Rural/Geography, Age.

Strategic Plan 2015 -2018

• y. Strategic Plan 2015 -2018 1. Strategic Positioning [People Strategy Priority 2. 9) 2. Data Analytics (People Strategy Priority 2. 9 and 5. 6) 3. Recruitment & Selection (People Strategy Priority 4) 4. Women in Leadership(People Strategy Priorities 2. 1 and 2. 4 and 2. 9 ) 5. Employees with Disability (People Strategy Priority 4. 9) 6. Culturally Diverse Teams – (People Strategy Priority 2. 9) 7. Review of LED and Leadership Programmes - DEI messages (People Strategy Priority 3. 10) 8. Development of Corporate Social Responsibility Function and Strategic Plan (People Strategy 2. 13, 7. 4)

One-size-fits-all solutions don’t work

What role do you think empathy plays in advancing the role of Diversity, Equality, and Inclusion in HSE? As a HR Specialist – Think about standing in the shoes of the staff members whom you work with / have coffee with / lead / mentor / advise / coach / train / performance manage. . . . “Diversity: the art of thinking independently together. ” — Malcolm Forbes