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Baseline measure: White candidates are more likely (a ratio of 1.24) to be appointed than BME candidates

Actions

• Review actions fairer recruitment process including BAME employee sitting on recruitment panels  and manager justifying non-selection of BAME for impact (December 21)
• Review processes for acting up arrangements and implement robust processes for recording internal mobility (March 22)

Target criteria

• 6% increase in the number of BME staff who believe that the Trust provides equal opportunities
• 99% staff have completed equality and diversity training

Baseline measure: BME staff 3.73 times to enter disciplinary process

Actions

• Continue to build on and monitor impact of ER triage scheme - ongoing (March 22)
• Introduce cultural ambassadors to provide a further level of scrutiny around the management and processing of ER cases (Feb 22)

Target criteria

• 1% reduction in the proportion in the number of BME staff going through disciplinary processes

Baseline measure: BME staff 0.84 more likely to access mandatory training

Actions

• Undertake analysis to better understand the data particularly access of learning and development by staff at AfC bands 2-4 and non-clinical grades (Feb 22)
• Continue to launch positive action initiatives to develop BAME staff in skills gap areas to support progression (March 22)

Target criteria

• 6% increase in the number of BME staff who believe that the Trust provides equal opportunities

Baseline measure: 35% of both White and BME staff experiencing BHA

Actions

• Improve incident reporting processes (March 22)
• Contract conflict resolution training (Nov 22)
• Publicise zero tolerance of bullying and harassment and abuse to patients and the public (Nov 21)
• Continue to provide training for staff mental health liaison and conflict resolution training particularly in hot-spot areas (Nov 20)

Target criteria

• 5.3% reduction in % of staff experiencing BHA (reduction to average for similar organisations in SS 2019)

Baseline measures:

• 24% and 22% White and BAME staff experiencing BHA from colleagues
• 17% of White and BAME staff experiencing BHA from managers

Actions

• Implement comprehensive BHA plan linked to HEART behavioural framework. Plan completed (April 22)
• Continue to roll out HEART values training in conjunction with forum theatre model (April 22)
• Review and refresh of BHA toolkit (Dec 21)
• Continue to embed HEART BUILD tool locally encouraging staff to challenge poor behaviours - ongoing (March 22)

Target criteria

3% reduction in % of staff experiencing BHA (reduction to average for similar organisations in SS 2019)

Baseline measure: 67% BAME and 83% White staff believe the organisation acts fairly on career progression.

Actions

• Launch progress 8+ programme (Nov 21)
• Evaluate all positive action BME programmes (Jan 22)
• Develop handbook profiling of BME staff in senior roles in the Trust (Feb 21)

Target criteria

6% increase in the number of BME staff who believe that the Trust provides equal opportunities.

Baseline measure: 16% BAME staff experienced discrimination at work

Actions

• Launch level 2 Equality and diversity training for all managers (Dec 22)

Target criteria

• 1.3% reduction in staff experiencing BHA (reduction to average for similar organisations)

Baseline measure: % difference between Trust Board and overall workforce increased from -39.7%.

Actions

• Review and evaluate executive mentoring and reverse mentoring programme (May 22)
• Review WRES BAME aspirational goals  against plans (June 22)
• Continue to strengthen executive engagement  and the BAME voice through partnership working with the BME Network (May 22)
• Trust to continue to instruct external agencies involved in senior appointments to select potential candidates for interview from a diverse field - ongoing (July 22)

Target criteria

• Board voting membership is proportionate to its overall workforce

Baseline measure: 5% of the workforce not disclosing their ethnic categories.

Actions

• Run campaign to improve quality of ESR data to increase numbers of staff disclosing their ethnicity (Dec 21)

Target criteria

• 95% of all staff disclose their ethic categories