Full excel report at the bottom of the page

Aim 1: Make recruitment and career progression more inclusive

Links to Metric 2


1.1 Complete the maturity assessment for inclusive recruitment based on NHSE best practice

1.2 Agree action plan

1.3 Develop and deliver inclusive recruitment training package (including development of e-learning package) 

1.4 Mandate training for all recruitment panels 

1.5 Develop process for confirming all panel members are trained

1.6 Agree pilot for diverse interview panels 

1.7 Create and implement a talent management plan to improve the diversity of executive and senior leadership teams (by June 2024) and evidence progress of implementation (by June 2025)

1.8 Implement a plan to widen recruitment opportunities within local communities, aligned to the NHS Long Term Workforce Plan. This should include the creation of career pathways into the NHS such as apprenticeship programmes and graduate management training schemes (by October 2024). Impact should be measured in terms of social mobility across the integrated care system (ICS) footprint.

Aim 2: Board and executive level support to deliver the EDI agenda

Links to Metric 9


2.1 Board and Exec to review organisational data (NSS, WRES, WDES) to understand organisational culture and support the development and implementation of improvement plans highlighting specific areas of concern e.g. setting reduction targets to improve staff experience

2.2 Every Exec and Board member to have a EDI objective (SMART) within their appraisal 

2.3 Implement the executive sponsorship of each of the staff networks

2.4 Implement the reverse mentoring model and compassionate inclusion training with Exec team

2.5 Board and Exec to agree a plan of action for how they will improve Board level diversity

2.6 Exec team to continue to support and embed the Armed Forces agenda 

2.7 Board and Exec's to implement staff lived experience stories on EDI issues at People Committee and Trust Board

2.8 Staff Network Chairs protected time to be approved and implemented

Aim 3: Share best practice in the region on all EDI forums

Across all metrics 


3.1 Connect with ICB and Place partners to share best practice in EDI 

3.2 Attend and be an active member of the ICP EDI steering group

3.3 Attend and be an active member of the ICB/ICS EDI steering group  

3.4 Be an active participant at the NHS Employers Diversity in Health and Care Partners Programme and share learning with NCIC 

Aim 4: Review our approach to our staff networks to ensure we are enabling and supporting diverse voices to be heard

Across all metrics 


4.1 Coordinate an engagement event with the staff network chairs and co-chairs

4.2 Review Staff Network Governance Framework which includes roles and responsibilities and terms of reference

Aim 5: Develop and implement an improvement plan to address health inequalities within the workforce

Across all metrics 


5.1 Line managers and supervisors should have regular effective wellbeing conversations with their teams, using resources such as the national NHS health and wellbeing framework

5.2 Work in partnership with community organisations, facilitated by ICBs working with NHS organisations and arm’s length bodies, such as the NHS Race and Health Observatory. For example, local educational and voluntary sector partners can support social mobility and improve employment opportunities across healthcare

Aim 6: Implement a comprehensive induction, onboarding and development programme for internationally-recruited staff

Across all metrics 


6.1 Pre-employment - ensure international recruits receive clear communication, guidance and support around their conditions of employment ; including clear guidance on latest Home Office immigration policy, conditions for accompanying family members, financial commitment and future career options

6.2 Create comprehensive onboarding programmes for international recruits, drawing on best practice

6.3 Line managers and teams must maintain cultural awareness to create inclusive team cultures that embed psychological safety (links to cultural awareness programme)

6.4 Ensure international recruits access development opportunities to support career progression

Aim 7: Create an environment that eliminates the conditions in which bullying, discrimination, harassment and physical violence at work occur

Links to Metrics 5, 6, 7 and 8


7.1 Review disciplinary and employee relations processes to provide assurances that all staff who enter into formal processes are treated with compassion, equity and fairness

7.2 Ensure safe and effective policies and processes are in place to support staff affected by domestic abuse and sexual violence (DASV)

7.3 Provide comprehensive psychological support for all individuals who report that they have been a victim of bullying, harassment, discrimination or violence

7.4 Have mechanisms to ensure staff who raise concerns are protected by their organisation

7.5 Create an environment where staff feel able to speak up and raise concerns, with steady year-on-year improvements. Board report to enable the review of this information by protected characteristics

Aim 8: Improve the experiences of our Overseas Educated staff 

Across all metrics 


8.1 Review the Level 1 Cultural Awareness induction training offer ​​​​​​​

8.2 Design and agree an implementation plan for Level 2 Cultural Awareness training offer to all Trust staff, including an agreed delivery pool of trainers  

8.3 Implement the 17 Seconds Level 3 Cultural Awareness training offer for ward managers / leaders to manage challenging discrimination conversations/ situations

8.4 - Recruit Respect & Inclusion Ambassadors across all Collaboratives at HCA (Health Care Assistant) level

Aim 9: Contribute to the development of a Ward Accreditation System

Across all metrics 


9.1 Link with Project Team and contribute to the development and implementation​​​​​​​

9.2 Pre-placement contract 

9.3 Establish a "what good looks like" scoring system