Belonging in the NHS road map

Governance Group

1. Co-create a two-year strategic plan for ‘people communications and engagement’ supporting the delivery of the People Plan as well as the Trust’s wider strategic objectives i.e. clinical services, estates etc.
2. Report staff survey/pulse surveys to relevant governance groups to highlight actions needed to be taken to improve the experience for everyone working at our Trust.
3. Review staff networks and agree resourcing, succession planning and development support for staff networks and identify options for closer involvement with current governance structures.

1. Implement Year 1 plan for people communications and engagement.
2. Evaluate and review communications and engagement.
3. Have a clear people communications and engagement plan for each work stream.
4. In conjunction with relevant governance groups, produce a Trustwide Staff Survey action plan to be reported into the Workforce Committee.
5. Implement a staff network development plan and undertake Year 1 review and monitor impact.

Governance Group

1. Introduce an approach within the new disciplinary policy and procedure to support closing the gap in Black, Asian and Minority Ethnic (BAME) staff entering into the formal disciplinary procedures (Workforce Race Equality Standard (WRES)).
2. Recruit and start to establish the role of the cultural inclusion ambassadors. These will advise and constructively challenge within disciplinary and recruitment processes and to influence wider culture change.
3. To deliver and evaluate a pilot reciprocal mentoring programme.
4. Develop an internal EDI communications plan co-created with clinical services and staff networks.

1. Year 1 review and monitoring of impact of new processes in closing the gap in BAME staff entering the formal disciplinary processes.
2. Implement the 12 month development and support programme for cultural inclusion ambassadors.
3. To collectively respond to the evaluation of the pilot phase and co-create a forward delivery plan for reciprocal mentoring to ensure alignment to the broader cultural leadership offer.
4. Implement a communications plan and undertake Year 1 review and monitoring of impact.

Governance Group

1. To co-create with senior leaders a three year plan to continue to develop collective leaders and the groups in which they work then collectively respond to the outputs of phase 1 and co-create a phase 2 delivery plan.
2. To evaluate the Inclusive Leadership (CQ) programme delivered in 2020/21 and to collectively develop a delivery plan for future roll-out.

1. Implement the phase 2 delivery plan for the Collective Leadership programme, evaluate the impact and collectively co-create a forward plan for year 3 and beyond.
2. To implement the phase 2 roll-out of the Inclusive Leadership (CQ) programme based on the feedback received and evaluation.
3. To implement phase 2 roll-out of the Developing Inclusive Leaders programme.

Governance Group

1. Establish a Trustwide Prevention and Management of Violence and Aggression Group to ensure a safe environment that minimises the risk of violence and aggression.

1. Review and implement prevention and management of violence and aggression policies and resulting action plans.

Governance Group

1. Review and establish a revised equality assurance governance structure to set EDI priorities for 2022-2025.
2. To identify key priorities for those with protected characteristics through analysis of data and engagement activity to inform the EDI three-year forward plan aligned with other Trust strategic plans e.g. People Plan, Quality Strategic Plan.
3. To establish key metrics that summarise the experience of those with protected characteristics to inform the development of people experience work.

1. Complete the review of effectiveness of the equality assurance governance structure and implement revised governance arrangements and a work plan.
2. Develop and publish a three-year EDI plan, detailing priorities and targeted ambitions via the Equality Assurance Group.
3. Review the workforce demographic and personal experience data at Trust and service level to inform EDI plans and future priorities.

Governance Group