1. Mona Eames Project Manager, Diversity Equality and Inclusion HSE

2. 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

3. The Diversity Equality and Inclusion Steering Group Siobhan PattenNational HR Lead: Diversity, Equality and Inclusion Mona EamesDiversity, Equality and Inclusion Paul EganDiversity, Equality and Inclusion Michele GuerinEquality Officer Marian MurrayEquality Officer Anne PowerEquality Officer Mary DoranHealth Business Services Unit Louise DoyleBusiness Manager, National Doctors Training and Planning, HSE Johanna FullertonPsychologist, Seven – Psychology At Work Caoimhe GleesonNationalist Specialist in Accessibility, HSE Anna KillileaSEO, Corporate Employee Relations & Advisory Services, HSE Edward LongEmployee Relations, HSE South Aoife MallonCoordinator, Primary Health Care Project, Pavee Point Traveller and Roma Centre Caroline Mason MahonSpecialist in Public Health Medicine Damien McCallionNational Direction, National Ambulance Service Fiona SandsCo-Founder/Director, Head of Operations, Becounted Des WilliamsWorkforce Planning Analytics and Informatics, HSE

4. Leadership at all levels Develop Future Capability Attracting Top Talent Engage our People Drive & Reward High Performance Foster Diversity ATTRACTION DEVELOPMENT PERFORMANCE

5. 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.

6. 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.

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

8. Strategic Plan 2015-2018

9. y. 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) Strategic Plan 2015-2018

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

12. “Diversity: the art of thinking independently together.” — Malcolm Forbes 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.......