Embed Equality monitoring into stakeholder engagement Equality monitoring data collated at all appropriate touch points with stakeholders Improve engagement with local communities to ensure the right information is available to help patients’ access appropriate services with a particular focus on the migrant population. Ensure equality considerations are embedded into the engagement plan/ strategy Equality monitoring becomes part of the standard reports and any future engagement plans. Develop a stakeholder map to widen participation The needs of all communities are understood Conduct a gap analysis of the stakeholder mapping Gaps are identified and plans developed to engage with seldom heard groups Work with the Council to understand any specific schemes to support the migrant population Engage through the diversity forum to prepare the trust for future changes in the local community Joint Strategic Needs Assessment Continue to contribute to the JSNA plan 2. The Trust promotes a culture of inclusion where employees have the opportunity to work in a supportive and positive environment and find a healthy balance between working life and personal commitments. DELIVERABLES Develop a mediation service which encourages informal resolution and an approach to build positive work relationships. Review existing Bulling and Harassment advisor roles The advisors are trained and competent in their role and accessed by staff Implement an effective mediation service The mediation service reports positive outcomes Monitor the impact of the services with cost benefit analysis. The service demonstrates ROI for informal resolution Promote flexible working options and guide managers on developing more flexibility into workforce planning. Develop a Trust wide flexi time scheme which supports work life balance A fair and equitable system is implemented which reports positively through the staff survey Communicate benefits of flexible working options and changes to working patterns to managers Staff have the tools to flex working patterns and support staffs needs Develop robust monitoring of flexible working requests to ensure fair application An accurate tracker contributes to the workforce data identify any inequitable practices Offer a wide range of Health and Well-being programmes to improve working lives Equality analyse the programmes available to staff to ensure fair and consistent application and benefit for all All changes are appropriately assessed and reported through the governance structure
Ensure the programmes meet the needs of the diverse workforce Develop the functionality to comply with equal pay reporting Develop equal pay monitoring for inclusion in workforce reports Develop robust justification for differences in pay to ensure no sex discrimination Develop capacity to meet mandatory duty to report equal pay data transparently Develop monitoring and reporting capability as part of the workforce data Implement the Workforce Race Equality Standard (WRES) to identify any imbalance or underrepresentation in our recruitment processes and develop appropriate solutions to promote equality of opportunity. Develop a recruitment tracker to understand recruitment journey Data informs, time to hire and ensure practices are inclusive Report on customer satisfaction through NHS jobs Capture candidate and recruitment managers experience to improve practices Develop diverse recruitment strategies Source and develop new attraction campaign Review recruitment attraction strategies to encourage applications from BME communities More applicants from diverse backgrounds Review apprenticeship recruitment to engage potential applicants from BME communities More applicants from diverse backgrounds 3. Leaders within the Trust are informed and knowledgeable about the impact of business decisions on a diverse workforce and the differing needs of the communities we serve. DELIVERABLES Improve the quality of patient and employee data to inform service design and help make meaningful business decisions. Develop meaningful equality analysis data for annual reporting Board have assurance that all equality considerations are understood and needs responded to Analyse the staff survey results and share the differing experiences of staff across the Trust Action plan are responsive to all staff Encourage robust equality impact assessments/ equality analysis to ensure all business changes have considered the potential impact Plans are intuitive to the needs of our patients and workforce Promote opportunities of inclusive leadership in all Participate in Equality and Human Rights Week Raise awareness across the Trust
management training and develop a culturally competent workforce by raising awareness of diversity and inclusion. Keep managers updated of changes and events to support their workforce Managers are more culturally competent and inclusive in their working practices Develop a communications plan to underpin activity Staff are more aware of the D&I agenda Establish robust communication tools to encourage fair and inclusive employment practices. Develop a managers bulletin All managers received the bulletin Make available a cultural calendar to help managers support a diverse workforce Managers have access to information which helps them support a diverse workforce Develop culturally competent leaders by designing a modular approach to training that supports a flexible workforce. Develop data collection from course attendance and evaluate to ensure all staff have access to development and progression Robust data informs of a fair and transparent talent development framework which is inclusive in design Produce guidance to help managers understand how to support their workforce Managers have a range of tools which support managing diverse teams Provide a range of training modules to develop future managers All staff have access to training regardless of working patterns