Objective 1:
- A workforce representative of the local population.
Goals
- Deliver WRES aspirational targets for band 8 and above, including Board.
- All our staff are enabled to support EDI.
- EDI is a strategic priority for all our leaders/managers.
- Increase inclusion to ensure our BME workforce reflects the diversity of the local population.
- Use of diverse interview panels.
Strategies
- Develop a Workforce Strategy for an open and inclusive workforce.
- Engage local communities.
- Include BME in EDI performance management framework to monitor progress.
- Implement widening access campaign, including overhaul of recruitment and promotion practices.
- Implement interventions to enable BME staff to develop skills and competencies for career progression.
Aims
- Increase community engagement and awareness of the NHS And skills training
- Increased engagement.
- Monitor BME performance metrics in EDI performance management framework.
- Increased the percentage of BME staff believing Trust provides equal opportunities for career progression / promotion.
- Review recruitment process to ensure equitable and inclusive.
Measures
- Increased workforce diversity
- A workforce that is 15% BME by end-March 2023/24.
- Improvements across all Clinical Boards (representative leadership and disparity ratio’s).
- WRES indicator 7 improved in 2023 and sustained in 2024.
- Improvements in the likelihood of being appointed (Clinical Board and Nursing).
Objective 2:
- A workforce representative of the local population.
Goals
- Deliver WRES aspirational targets for band 8 and above, including Board.
- All our staff are enabled to support EDI.
- EDI is a strategic priority for all our leaders/managers.
- Increase inclusion to ensure our BAME workforce reflects the diversity of the local population.
- Use of diverse interview panels.
Strategies
- Prioritise training and awareness on micro aggressions, incivilities, hate crime delivered
- Ensure all staff feel welcome and valued, have support when they need it and have opportunities to develop.
- Development of a wrap around offer for staff undertaking the Impact Programme
- Embed coaching programme to maximise impact.
- Improve Trust disparity ratio, with targeted approach in nursing and midwifery.
Measures
- Training and awareness on micro aggressions, incivilities and hate crime delivered
- Increased % BME experiencing discrimination from managers/colleagues
- Increased percentage of BME staff believing the Trust provides equal opportunities for career progression / promotion
- Increased number of BME coaches and increased access to coaching offer
- Monitor ethnicity in EDI Performance management framework
Progress
- WRES Indicator 6 improved in 2023 and sustained in 2024.
- WRES Indicator 8 improved in 2023 and sustained in 2024.
- WRES Indicator 7 improved in 2023 and sustained in 2024.
- Increased diversity in leadership by 2028
- Improved disparity ratio Trust wide and specifically nursing and midwifery 2023/25.
