Workforce Race Equality Standard Action Plan 2022-2023
Action Plan Metric 1: Recruitment and Promotion Percentage of staff in each of the Agenda for Change bands 1-9 or Medical & Dental, subgroups and very senior managers (including Executive Board members) compared with the percentage of staff in the overall workforce by ethnicity (BAME, White, not known).
Accountable People / Team Recruitment Team, Career Development Practitioner Recruitment Team, Career Development Practitioner
Key Performance Indicators
Increase applications from BAME candidates for Band 7 and above, and Very Senior Management positions, by 5%.
Develop a recruitment strategy to attract and recruit BAME staff to work at the Trust. Explore options to promote career opportunities to a more diverse range of candidates using community engagement activities. Monitor the progression of candidates from application to interview, and interview to appointment, by ethnicity.
Attend / engage in 4 community activities.
The data showed that 14.9% of our workforce are from a BAME background. This is a decrease of 0.3% from 2021. Medical bands have a higher proportion of BAME staff than other bands.
Data submitted to Workforce Committee every 6 months
Recruitment Team, Career Development Practitioner
Recruitment and Selection course delivered 3 times.
1d Develop and embed a new recruitment and selection training for managers.
Paper submitted to Workforce Committee
1e Assess the feasibility of mandating this training for all panel chairs
To investigate and implement the process for encouraging staff to update their equality data via PDR and ESR every 6 months.
Workforce Systems Team
Increase in disclosure rates
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