To ensure all managers have equality and diversity corporate objective within all staff personal development review objectives Managers are supported to deliver and support staff to work in culturally competent ways Ensure that all staff receives the mandatory equality and diversity training. Re-launch of the Dignity at work advisory service with dedicated lead Results for specific key findings to be broken down by Care organisation and shared across all areas. To be integrated into the Business plans for each Care organisation Achievement date Jan 2018. 6 % Of staff experiencing harassment, bullying or abuse from staff in last 12 months EDS Goal 3: Engaged and supported staff 26.86% White 27.6% BME 31.02% White 34.38% BME Improve staff engagement scores In staff survey. Engagement with BME staff to better understand the staff survey results. Drill down to analyse data further i.e. by Care organisation as far as possible. Equality website development – prioritise development of website to improve information and increase accessibility Further diagnostic work being undertaken via the staff engagement team via the pulse surveys Engagement with BME staff network. Data audits identified to take place on a bi-monthly basis to identify any issues. This includes data from the Dignity at work advisory service. Equality website pages in process of being updated. Achievement date August 2017. 7 % Of staff believing that the Trust provides equal opportunities for career progression or promotion EDS Goal 4: Inclusive leadership at all levels 84.23% White 64.18% BME 82.79% White 68.75% BME Ensuring that the planning of the mentoring/coaching programme addresses unconscious bias and cultural awareness when coaching. Review of Trust nominees for the NW Leadership Academy National programmes and positive action to promote to BME staff. Internal BME Reciprocal Mentoring programme developed and all Executive Directors are mentors. 2 cohorts running successfully. With plan of roll out across all care organisations. Achievement date July 2018 Target specifically BME members of staff utilising ESR to raise awareness of leadership programmes on offer. Ongoing Head of EDI & Associate Director OD
Develop internal leadership programme aimed at band staff) Develop mechanisms to monitor requests and agreement on courses working to ensure equitable access to provision In process of developing an BME leadership programme aimed at bands 5-7 ‘ Paving the way’ – launch date October 2017 for recruits programme delivery date Jan 2018 Working with OD colleagues to embed equitable access within all programmes. Achievement date June 2018 8 % of staff experiencing bullying and harassment or abuse from staff in the last 12 months 6.4% 16.55% BME 12.30% White 19.35% BME See metric 6 above See metric 6 above 8a in the last 12 months have you personally experienced discrimination at work from any of the following manager / team leader/ supervisor 6.4% White 16.55% BME 12.30% White 19.35% BME See metric 6 above See metric 6 above 9 Boards are expected to be broadly representative of the workforce EDS Goal 4: Inclusive Leadership at all levels 0% of board is BME 1% of Board BME The Trust recognises that this is an area which requires improvement and plans to establish a senior leader to drive this work forward. development session planned and delivery will be Oct/ Nov 2017 Support Membership and Trust Board in the development of a diverse Board, through targeted recruitment of members.