Re-launch of the Dignity at work To ensure all managers have advisory service with dedicated equality and diversity corporate lead objective within all staff personal development review objectives Results for specific key findings to be broken down by Care Managers are supported to organisation and shared across all deliver and support staff to work in areas. culturally competent ways To be integrated into the Business Ensure that all staff receives the plans for each Care organisation mandatory equality and diversity Achievement date Jan 2018. training. Further diagnostic work being 6 % Of staff experiencing 26.86% White 31.02% White Improve staff engagement scores In undertaken via the staff harassment, bullying or abuse staff survey. 27.6% BME 34.38% BME engagement team via the pulse from staff in last 12 months surveys Engagement with BME staff EDS Goal 3: Engagement with BME staff to better network. Engaged and supported staff understand the staff survey results. Data audits identified to take place Drill down to analyse data further i.e. on a bi-monthly basis to identify any by Care organisation as far as issues. This includes data from the possible. Dignity at work advisory service. Equality website development – Equality website pages in process prioritise development of website to of being updated. improve information and increase Achievement date August 2017. accessibility 7 % Of staff believing that the 84.23% White 82.79% White Ensuring that the planning of the Internal BME Reciprocal Mentoring Head of EDI mentoring/coaching programme programme developed and all & Associate Trust provides equal 64.18% BME 68.75% BME addresses unconscious bias and Executive Directors are mentors. 2 Director OD opportunities for career cultural awareness when cohorts running successfully. With progression or promotion coaching. plan of roll out across all care organisations. EDS Goal 4: Review of Trust nominees for the Achievement date July 2018 Inclusive leadership at all levels NW Leadership Academy National programmes and positive Target specifically BME members action to promote to BME staff. of staff utilising ESR to raise awareness of leadership programmes on offer. Ongoing
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. Re-launch of the Dignity at work advisory service with dedicated lead Results for specific key findings to be broken down by Care organisation and shared across all areas. To be integrated into the Business plans for each Care organisation Achievement date Jan 2018. 6 % Of staff experiencing harassment, bullying or abuse from staff in last 12 months EDS Goal 3: Engaged and supported staff 26.86% White 27.6% BME 31.02% White 34.38% BME Improve staff engagement scores In staff survey. Engagement with BME staff to better understand the staff survey results. Drill down to analyse data further i.e. by Care organisation as far as possible. Equality website development – prioritise development of website to improve information and increase accessibility Further diagnostic work being undertaken via the staff engagement team via the pulse surveys Engagement with BME staff network. Data audits identified to take place on a bi-monthly basis to identify any issues. This includes data from the Dignity at work advisory service. Equality website pages in process of being updated. Achievement date August 2017. 7 % Of staff believing that the Trust provides equal opportunities for career progression or promotion EDS Goal 4: Inclusive leadership at all levels 84.23% White 64.18% BME 82.79% White 68.75% BME Ensuring that the planning of the mentoring/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. Internal BME Reciprocal Mentoring programme developed and all Executive Directors are mentors. 2 cohorts running successfully. With plan of roll out across all care organisations. Achievement date July 2018 Target specifically BME members of staff utilising ESR to raise awareness of leadership programmes on offer. Ongoing Head of EDI & Associate Director OD
WRES%20action%20plan%202017.docx