annually to inform to inform divisional and Trust action divisional and Trust action plans and bespoke interventions. plans and bespoke interventions. Review WRES findings and share information at senior leadership and Established a staff staff WRES workshops, Inclusivity Inclusivity Network. Network, JCNC and divisional meetings. Reviewed WRES findings Annual analysis of in Confidence’ ‘Speak and shared information at take-up/usage. senior leadership WRES workshops and divisional Continue to develop internal Trust staff meetings. network(s). Reviewed the Trust’s Analyse exit questionnaires. Bullying and Harassment Policy to ensure it Continue to develop support emphasised early mechanisms for staff e.g. roll out of – intervention and Mindfulness, Personal Resilience informal/local resolution, courses, Freedom to Speak Up where appropriate. Guardians, Inclusivity Champions and in Confidence’ etc. ‘Speak Reviewed and benchmark Trust Continue to hold a joint management actions/performance and Staff Side forum to discuss and against share ongoing issues and identify other/neighbouring NHS interventions to support and reduce organisations to ascertain incidences. a wider understanding of
annually to inform divisional and Trust action plans and bespoke interventions. Established a staff Inclusivity Network. Reviewed WRES findings and shared information at senior leadership WRES workshops and divisional meetings. Reviewed the Trust’s Bullying and Harassment Policy to ensure it emphasised early intervention and informal/local resolution, where appropriate. Reviewed and benchmark Trust actions/performance against other/neighbouring NHS organisations to ascertain a wider understanding of to inform divisional and Trust action plans and bespoke interventions. Review WRES findings and share information at senior leadership and staff WRES workshops, Inclusivity Network, JCNC and divisional meetings. Annual analysis of ‘Speak in Confidence’ take-up/usage. Continue to develop internal Trust staff network(s). Analyse exit questionnaires. Continue to develop support mechanisms for staff – e.g. roll out of Mindfulness, Personal Resilience courses, Freedom to Speak Up Guardians, Inclusivity Champions and ‘Speak in Confidence’ etc. Continue to hold a joint management and Staff Side forum to discuss and share ongoing issues and identify interventions to support and reduce incidences.
Workforce%20Race%20Equality%20Standard%202018-19%20Annual%20Plan.docx