Workforce Race Equality Standard Implementation Plan

Workforce Race Equality Standard Implementation Plan

EDS / Equality Aim / WRES Metric / Action / Lead / Timescale / Update
Goal 3
Engaged and supported staff / Meets Equality aims 1, 2, and 3 / 1 / Introduction of a stretch target for BME representation at all Bands to address the disproportional representation of BME staff.
•A succession development plan that considers positive action for all board and senior positions.

To review effectiveness of the information and data collection systems.
To identify areas where there are gaps and issues
Design and deliver training for staff in the collection of equality monitoring information.
Review of equality monitoring data
Publish equality monitoring action plans

/ Director of Workforce & Organisational Development / Reported bi-monthly
Quarterly Board update
Bi-monthly reporting to Quality Leads meeting
To be reviewed on annual basis
Engaged and supported staff / Meets all the Equality Aims / 2 / • To introduce spot audits of the recruitment process
• Detailed analysis of advertised posts that have good representation from BME candidates.
• Investigate if there is a difference between different professions in relation to the success of BME candidates.
• Investigate the DNA rates at interview for BME candidates.
• Unconscious Bias training for all members of interview panels.
• Engagement with local BME community to encourage applications / Assistant Director Workforce Transformation / Head of Equality & Human Rights / Ongoing
Reported bi-monthly at
Strategic
Equality committee
Goal 3
Empowered, engaged and well supported staff / Meets Equality aims 1, 2, and 3 / 3 /

Focus groups with BME staff to better understand the data
Build ethnicity into quarterly case review meetings in the HR team.
Further analysis of each disciplinary case involving BME staff members to look for common themes/ issues.
Promote the Dignity at Work Advisory service.
To reduce the incidences of bullying and harassment
To ensure all managers have equality and diversity corporate objective within all staff personal development review objectives
Managers are supported to deliver and support staff to work in culturally competent ways.
Ensure that all staff receives the mandatory equality and diversity training.

/ Assistant Director Workforce Transformation (WT)
Head of Equality & Human Rights
Deputy Director W&OD
Divisional Director
Assistant Director (L&OD)
Assistant Director (L&OD) / Reported bi-monthly at
Strategic
Equality committee
Goal 3: Empowered, engaged and well supported staff / 4 /

Ensure robust Trust wide system for collecting and analysing such data.
BME staff network to support engagement activities across the Trust
BME staff network to form pool of staff for recruitment panels
Ensuring that the planning of the coaching programme addresses unconscious bias and cultural awareness when coaching.
Review of Trust nominees for the NW Leadership Academy National programmes and positive action to promote to BME staff.
Develop internal leadership programme aimed at band 5-7(BME staff)
Develop mechanisms to monitor requests and agreement on courses working to ensure equitable access to provision

/ Assistant Director WT
Assistant Director (L&OD)
Assistant Director (L&OD)
Assistant Director (L&OD) / Reported bi-monthly at
Strategic
Equality committee
Goal 4:
Inclusive leadership at all levels / 5 - 8 /

Improve staff engagement scores In staff survey and ensure experience of BME staff Is consistent within workforce as a
Engagement with BME staff to better understand the staff survey results.
Using either focus groups or survey monkey
Drill down to analyse data further i.e. by department as far as possible.
Equality website development – prioritise development of website to improve information and increase accessibility

/ Director of Workforce & OD
Head of Equality & Human Rights
Assistant Director WT / Head of Equality & Human Rights / Reported bi-monthly at
Strategic Equality committee / BME staff network has been developed and meets on a monthly basis.
Goal 4
Inclusive leadership at all levels / 9 /

Board development session around equality, cultural awareness.
Positive action in recruitment to Board posts.

/ Chairman / Director of W&OD
Chairman / CEO / Reported bi-monthly at
Strategic Equality committee

WRES Plan 2016Page 1