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WRES improvement action plan 2021/22

Indicator 2: relative likelihood of staff being appointed from shortlisting across all posts.

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

Indicator 3: relative likelihood of staff entering the formal disciplinary process

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

Indicator 4: relative likelihood of staff accessing non-mandatory training and CPD

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

Indicator 5: percentage of staff experiencing harassment and bullying from relatives or the public in last 12 months

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)

Indicator 6: percentage of staff experiencing harassment bullying or abuse from managers and colleagues

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)

Indicator 7: percentage (of staff) believing that the Trust provides equal opportunities for career progression or promotion

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.

Indicator 8: in the last 12 months have you personally experienced discrimination at work from any of the following: Manager/team leader or other colleagues

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)

Indicator 9: percentage difference between the organisations Board voting membership and its overall workforce

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

Other

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

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