Workforce Race Equality Standard Action Plan 2022-2023

Metric 4: Education The relative likelihood of staff accessing non mandatory training and CPD (Continuing Professional Development).

Accountable People / Team OD Specialist Workforce Development Manager

Commentary

No.

Actions

Key Performance Indicators

Deadline

 Equality monitoring information captured on applications to The Christie Leadership Programme.  Equality monitoring information captured on all applications of those accessing non-mandatory training and applying for CPD funding.  Attended 2 meetings with the Ethnic Diversity Group (ALL)  Shared opportunities for leadership development with the Chair of the Ethnic Diversity Group, when leadership offer is updated. (FM)  Share opportunities when new leadership programmes or spaces are procured. (JO)  Focussed support and financial sponsorship towards strategic leadership programmes, such as Clinical Leaders Network and King’s Fund. (JO)  2 cohorts of positive action leadership programme started

April 2023

To include equality monitoring information on all applications when accessing non mandatory training and applying for CPD

4a

October 2023

OD Specialist (FM), Workforce Development Manager (JO), Ethnic Diversity Group

White staff are 1.17 times more likely to access non mandatory training and CPD than BAME staff. The gap has narrowed from 1.36 times in 2021 to 1.17 in 2022.

Cascade information to the Ethnic Diversity Group (Staff Network) regarding career development opportunities and access to non mandatory training and CPD

4b

October 2023

4c Introduce and develop a positive action leadership programme for BAME staff.

OD Specialist

October 2023

Explore mechanism to attract more BAME staff to reflect the workforce profile onto the Leadership Programmes

OD Specialist, Assistant EDI Manager

4d

 3 places ringfenced for BAME staff

October 2023