An intergenerational practice approach to organisational development

1
An intergenerational practice approach to
organisational development

• London Intergenerational Network Meeting
• 25 June 2009
• Angela Flood
• International Development Manager
• NHS Brighton and Hove and City Council

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Context

• NHS Primary Care Trust
• Commissioning primary healthcare services
• 200 employees approximately
• Vision to keep people well and provide high
  quality care through the excellence of its staff
  and its partnerships
• Intergenerational issues highlighted through
  International Development work

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Challenges

• Nature of work - extensive changes
• Internal external environment including
  demographic change
• Targets - national local
• Organisational Development Plan (ODP) -
  implementation
• Equality Diversity issues linked to age
• Knowledge Management link to organisational
  success

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Organisational Development Plan

• Link World Class Commissioning
• Goal 1, 4, 9 To become an employer of choice
• Objective Recruiting, investing in and
  retaining a talented workforce that reflects the
  diversity of the city and makes the most of all
  the skills of staff
• Investment Management development recruitment
  and retention plan

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Equality Diversity issues (age)

• Younger employees
• job satisfaction
• training development
• appraisals
• flexible working
• stress
• exit (20-29)
• Older employees
• promotion
• unacceptable behaviours
• exit (45-49)

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Constraints to intergenerational interaction

• Structure hierarchical directorates
• Culture role specialisation functional
  separation
• Relationships often shaped through role
  function/remit
• Internal resources not fully identified,
  harnessed, used
• Organisational learning barriers to interaction
  information flows
• HR - recruitment policies
• New organisational form required

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Actions so far (1)

• ODP - recognises barriers created by
  organisational structure, culture values
• ODP - recognises importance of value of internal
  resources in achieving organisational goals
  success
• ODP Advisory Group open to all
• Equality Diversity Strategy - includes support
  for sub-networks (including older employees)

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Actions so far (2)

• C3A Sub-network (Colleagues of the 3rd Age)
• sub-group of the Equality Diversity Network
• staff network for older staff (50)
• employment issues related to age/ageing how
  organisation deals with this
• awareness-raising events
• creation of clear retirement policy

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Hearts and Minds

• Intergenerational working workshop organised by
  the C3A in February 2009
• Examining issues of ageing within the PCT
• All age groups
• All levels
• Ways forward informing the ODP

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Hearts and Minds - findings

• Intergenerational workforce - encourages
  diversity in thinking/working
• Workforce stability - inward investment crucial
  to knowledge retention
• Work/Life balance different priorities
• Gender C3A but no group for younger employees!
• Training development ad hoc access issues
  opportunities for other forms of development
• Communication over-emphasis on IT ageing not
  addressed corporately exit interviews
  succession planning
• Information/data lacking around age-related
  issues within PCT

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Recommendations

• Senior management - active involvement support
  is key
• C3A group higher profile change driver
• Proven change management methodology build
  the business case!
• Skills audit we dont know what we dont know
• Knowledge sharing - culture encouraged,
  recognised, rewarded
• Succession planning identify, value, use
  internal resources knowledge transfer mechanisms
  (incl. project teams) exit interview analysis
• Diverse development provision mentoring
  coaching shadowing buddying secondments
  knowledge cafes

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Thank you for listening

• For further information, please contact
• Angela Flood
• International Development Manager
• NHS Brighton and Hove City Council
• angela.flood_at_bhcpct.nhs.uk
• Tel [phone]