and allow ongoing dialogue with senior management. Developed support mechanisms for staff – e.g. roll out of Mindfulness, Personal Resilience courses, staff Inclusivity Network and Freedom to Speak Up Guardians etc. 7 Percentage believing that There has been an 2016 Survey Reviewed comments in Review comments in Staff Survey to the Trust provides equal improvement for BME 89.14% Staff Survey to identify identify specific areas of concern. opportunities for career staff, but a slight BME: 79.17% specific areas of concern. progression or deterioration for White Continue to engage BME staff in the promotion. staff year on year. A Engaged BME staff in the Trust (e.g. Inclusivity Network and WRES higher percentage of Trust via the Inclusivity workshops) to understand perception of 2017 Survey White staff believe that Network to understand fairness and solutions to provide White: 88.43% the Trust provides equal perception of fairness and support. BME: 80.00% opportunities for career solutions to provide progression or promotion. support. Continue to roll out leadership development for all staff to – ‘Ready Encouraged and Lead.’ supported BAME staff to utilise existing leadership Continue to review and benchmark courses by actively Trust actions/performance against bringing opportunities to other/neighbouring NHS organisations their attention and and HIOW STP (Workforce) to ascertain
and allow ongoing dialogue with senior management. Developed support mechanisms for staff – e.g. roll out of Mindfulness, Personal Resilience courses, staff Inclusivity Network and Freedom to Speak Up Guardians etc. 7 Percentage believing that the Trust provides equal opportunities for career progression or promotion. 2017 Survey White: 88.43% BME: 80.00% There has been an improvement for BME staff, but a slight deterioration for White staff year on year. A higher percentage of White staff believe that the Trust provides equal opportunities for career progression or promotion. 2016 Survey 89.14% BME: 79.17% Reviewed comments in Staff Survey to identify specific areas of concern. Engaged BME staff in the Trust via the Inclusivity Network to understand perception of fairness and solutions to provide support. Encouraged and supported BAME staff to utilise existing leadership courses by actively bringing opportunities to their attention and Review comments in Staff Survey to identify specific areas of concern. Continue to engage BME staff in the Trust (e.g. Inclusivity Network and WRES workshops) to understand perception of fairness and solutions to provide support. Continue to roll out leadership development for all staff – ‘Ready to Lead.’ Continue to review and benchmark Trust actions/performance against other/neighbouring NHS organisations and HIOW STP (Workforce) to ascertain