Work Force Race Equality Standard Action Plan 2016/17 Metric Objective Action Measure Timeframe Relative likelihood of increase the likelihood of BME staff annually review recruitment and selection Increase 2017 staff being appointed likelihood of being appointed from shortlisting; training content for managers enhance the from Shortlisting BME staff importance and understanding of an being inclusive workforce that is representative appointed of the local population from continue to unconscious bias ‘thread’ shortlisting training throughout all manager/leadership training formally implement scoring process at interview increase diversity of recruitment panels undertake depth analysis by Directorate/staff group/band/job roles on 2015/16 recruitment data to identify where BME staff are more/less likely to be appointed increase BAME representation in ensure recruitment is Increased 2020 ‘campaign/imagery’ percentage the workforce as a whole inclusive of BME staff use of Trust role models throughout BME in post History Month as a leading large employer, increase engagement with the local BME community continue to work with local job centres
Work Force Race Equality Standard Action Plan 2016/17 Metric Objective Action Measure Timeframe Relative likelihood of staff being appointed from Shortlisting increase the likelihood of BME staff being appointed from shortlisting; annually review recruitment and selection training content for managers enhance the importance and understanding of an inclusive workforce that is representative of the local population continue to ‘thread’ unconscious bias training throughout all manager/leadership training formally implement scoring process at interview increase diversity of recruitment panels undertake depth analysis by Directorate/staff group/band/job roles on 2015/16 recruitment data to identify where BME staff are more/less likely to be appointed Increase likelihood of BME staff being appointed from shortlisting 2017 increase BAME representation in the workforce as a whole ensure recruitment ‘campaign/imagery’ is inclusive use of Trust role models throughout BME History Month as a leading large employer, increase engagement with the local BME community continue to work with local job centres Increased percentage of BME staff in post 2020
Work_Force_Race_Equality_Standard_Action_Plan_2016.docx