Equality and Diversity Working Group (EDWG)
Update from December 2016 meeting
A summary of the key points discussed at the quarterly EDWG meeting that took place in December.
BAME representation on interview panels for Band 8A and above positions
The names and location of BAME panel representatives for recruiting managers are available from a spreadsheet list on the recruitment section of People First. An additional 10 names have been added to the spreadsheets, who have all been through recruitment training, giving a total of 21 Panel Representatives.
Although we have been able to supply representatives for the majority of recruitment panels, we will be monitoring whether the 21 panel members are sufficient over the next couple of months.
An evaluation of the benefits of diverse panel representation will also take place and will take into account feedback from BAME panel members and recruiting managers. This will be completed by end of March 2017.
Development of the Careers Website
NHSBT’s Career Website has now been updated with 17 Career Profiles to help potential employees understand the variety of work we do and are currently under the ‘Explore Our Jobs’ tab.
A number of BAME employees are featured on the website to demonstrate our employee diversity (we are still waiting on some high resolution images for some of the case studies). These case studies will help us to demonstrate our diversity as well as help attract a diverse range of applicants.
Diversity and Inclusion questions to be used for all interviews
Following discussions with recruitment colleagues, to better integrate the diversity and inclusion questions in to all interview packs, diversity and inclusion questions will form part of all recruitment interviews alongside the values based questions from 1 February.
Review and Evaluation of the Reach Higher Programme
A piece of work is currently ongoing to review and evaluate the Reach Higher Programme. The review includes an online questionnaire to gather feedback from line managers, and from course participants.
The review should be complete by the end of March and will help inform on the future offerings of development programmes for BAME employees.
Diversity and Inclusion Strategy
A workshop is planned for the end of February to help shape NHSBT’s Diversity and Inclusion Strategy. The workshop will be made up of key EDWG members, including staff side representationas well as representatives from the BAME Network and Disability Advocates Group and HR Business Partners and will:
- Look at the NHSBT vision for Diversity and Inclusion for our staff which will support NHSBT's People Strategy and NHSBT's Single Equality Scheme.
- Discuss gaps in current provision for staff taking into account the protected characteristics under legislation.
- Define what we need to achieve to become a more inclusive organisation.
- Set out and prioritise our work plan for the next financial year.
Development of a Diversity and Inclusion Scorecard
Work is ongoing towards producing a Diversity and Inclusion Scorecard. The Scorecard will help to focus Senior Managers on all key measurable indicators and our commitment towards reporting and updating actions on the Single Equality Scheme.
We are also looking at best practice from other organisations and as part of this NHSBT are now on the ALB Diversity Network Group – a network group set up to share best practice.
New Appointment
Jazz Sehmi has taken up the role of Diversity and Inclusion Manager, reporting directly to Suzanne Hunter. Some areas of focus for the year ahead include:
- Support the development of a Workforce Diversity and Inclusion Strategy.
- Support the development of staff network groups.
- Develop calendar of communications for Diversity and Inclusion information and awareness.
- Build working relationships with the Chair of the EDWG, BAME Network and external Diversity and Inclusion Networks bringing best practice into NHSBT.
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