Report to: Board of Directors (Public) 2.1 Information / Discussion … · 2021. 1. 21. · Naomi...
Transcript of Report to: Board of Directors (Public) 2.1 Information / Discussion … · 2021. 1. 21. · Naomi...
Report to: Board of Directors (Public) Paper number: 2.1 Report for: Information / Discussion Date: 28 January 2021 Report authors: Sandra Chakara, Network for Change Chair
Naomi Williams, Network for Change Co-Chair Emma Scott, Quality Improvement (QI) Coach Adwoa Larbi Siaw & Anthony Jemmott, Protection Workstream Leads Itai Chikomo, Mary Ibude & Keisha Fearon, Representation Workstream Leads Simon Rowe, Communications Workstream Lead
Report of: Jeff Boateng, Executive Director of Digital Services & Informatics / Network for Change Executive Sponsor
FoI status:
Report can be made public
Strategic priorities supported:
Early and effective Intervention / Helping people to live well / Research and innovation
Cultural pillars supported:
We value each other / We are empowered / We keep things simple / We are connected
Title: The Network for Change Final Inclusion Roadmap 2021-2025 Executive Summary The impact of George Floyd’s death in the USA, and other deaths of Black and Minority Ethnic (BAME) people has led to a global shift in highlighting inequalities, particularly towards black people. In addition, the disproportionate impact of COVID-19 on the BAME community has also catapulted the issue of equality, diversity and inclusion into the spotlight further. As a staff network made up of BAME colleagues within C&I, the Network for Change (NfC) have been troubled by global events and partake in supporting members and non-members alike to navigate the feelings, emotions and concerns that are manifested. Equally, the dynamics of race inequality have also created a catalyst for change in eradicating racial bias at all levels within our organisation, acknowledging difference and embracing it as well as ensuring BAME colleagues are progressing towards senior leadership opportunities.
As part of this, the NfC along with colleagues from the QI hub have has been developing a Roadmap for Change, which highlights the key aspirations, primary drivers and change ideas which should be adopted within C&I. The Roadmap has been designed to stimulate change using a bottom up approach, with engagement and support from the Trust Chair, CEO, Non-Exec Directors and members of the Foundation Trust Exec. The key aim of the Roadmap is to improve the experience and opportunities for BAME colleagues, whilst meeting key WRES and outcome metrics. It is hoped that the change initiatives identified will embed BAME voices across all tiers of the organisation and be an organisational culture barometer. The Roadmap has four core workstreams: • Leadership; • Protection; • Representation & Staff Development; and • Communication & Engagement.
Recommendation to the Board The Board of Directors is requested to:
• RECEIVE, CONSIDER and ENDORSE this roadmap; and • CONSIDER how the Roadmap will be resourced, delivered and overseen
over the duration of the programme.
Network for Change Inclusion Roadmap 2021-2025
• Executive sponsor NFC – Jeff Boateng• NFC chair and program Lead – Sandra Chakara• NFC co-chair and Communication work stream lead – Naomi Williams
Aim of Roadmap
• Developed through a series of workshops with NfC members, Executive Sponsors and key stakeholders across the Trust
• Four key workstreams identified, with key priorities and change ideas mapped to activity planned or underway across the Trust and linked to key national and local strategies
What has happened so far
• To capture what matters to BAME staff at C&I, providing a co-produced roadmap for change
• To monitor and communicate progress against these key priorities for improving BAME staff experience, safety and wellbeing, aligned to WRES metrics
Next steps• Going forward, the NfC role is one of monitoring and co-production rather than programme
oversight and delivery • Discuss governance arrangements and required resource for the oversight and delivery of
the programme • Programme milestones and measures of success to be agreed with Exec sponsors subject
to resource agreed
NETWORK FOR CHANGE ROADMAP – Overview Lead: Sandra ChakaraExec sponsor: Jeff Boateng
Aim
To support C&I to deliver a programme of work to improve
the experience, wellbeing and
opportunities for the BAME workforce,
meeting key outcome and WRES measures
Workstreams
Protection of staff
Communication and
engagement
Representation & staff
development
BAME staff psychological support
BAME staff physical health support
COVID 19 protection
Tackling discrimination
Diverse & inclusive recruitment
Staff development
Representation in decision making
Leadership visibility & development
Information flow
Celebrating BAME staff
Engaging staff
Outcomes of all workstreams to feed into policy development
Drivers / remit
Leadership
Oversight of NfC programme
Steering group / NfC development and support
Board and SLT engagement
Middle management support
Leadership
Leadership
Supporting Board and SLT
to deliver roadmap
NFC steering group
development and support
Intervention Status Accountable Exec & Operational Lead
Mile stone
1.1 Ensure co-production between Network and Board
Each workstream has an allocated Executive sponsor
Jeff Boateng/Sandra Chakara
1.2 Funding and release time agreement
Discussions currently taking place to identify the required resource
Darren Summers / Peter Mitchell
2.1 Facilitated conversations around EDI
External trainers to deliver ‘Advantage blindness’ workshop for Board members
Angela McNab/Jackie Smith/Jeff Boateng
2.2 Reverse mentoring for each exec
To be led by the OD team Darren Summers/Peter Mitchell
2.3 Benchmarking progress Progress to be benchmarked against national data
Sandra Chakara /Shahzad Choudhry
2.4 An executive on each board should complete the WRES Advisor Programme
Exec discussion needed Darren Summers
2.5 Build assurance and accountability for progress - performance objectives on race built into appraisals
This is work will need to be undertaken by the EDI team and the Board
Angela McNab/Shahzad/ Choudhry
3.1 Leadership and skills development of Network leaders
QI coaching support in all work streamsExplore other skill development: Project management, business case writing?
Sandra Chakara
3.2 Psychological wellbeing of Network leaders
Supervision & support via fortnightly steering group meetings
Sandra Chakara , Beverley Flint, Ian Fishwick
3.3 Career planning support This is in line with our people first plan
Sandra Chakara, Ian Fishwick
4.1 Skills development Managers Basics programme Ian Fishwick
4.2 Psychological wellbeing Expansion of the wellbeing Team Beverley Flint
4.3 Accountability Frequency of formal processes to be included in supervision and bi annual appraisals for every manager
Shahzad Choudhry/Peter Mitchell
Oversight of programme
Supporting middle
management to deliver roadmap
Workstream Lead: Sandra ChakaraExec sponsor: Jeff Boateng
Protection of BAME staff health and wellbeing
Protection of BAME staff health and wellbeing
BAME staff physical health /
COVID 19 support and protection
Tackling discrimination
BAME staff psychological
support
Workstream Leads: Adwoa Larbi-Siaw, Anthony JemmottExec sponsor: Tafadzwa Mugwagwa, David Wragg
Intervention Linked National strategy
Status Accountable Exec & Operational Lead
Mile stone
1.1 Provision of psychologically safe spaces
NHS People plan action 1.14
• Reflective spaces project group established – aim to map current provision and train facilitators.
Darren SummersIan Fishwick
- WRES action plan
1.2 Provision of representative psychological support
NHS People plan action 1.14
• Working group established collaborating with Tavistock to develop mental health & wellbeing hub – providing reflective practice & training across NCL.
Darren SummersRana Rashad, Beverley Flint
1.3 Promote Freedom to Speak Up Guardian Service for BAME staff
London Workforce Race Strategy rec. 9
• FTSU attending silver meetings.
• Communications team to support with promotion.
Jeff Boateng
1.4 Appoint BAME wellbeing coordinator
NHS People plan action 1.10
• Trust wellbeing post in place, and BAME wellbeing guardian appointed starting 2021.
Darren SummersBeverley Flint- WRES action plan
Jan 21
1.5 NFC fortnightly support calls
London Workforce Race Strategy rec. 10
• Regular NfC support call in place
NfC chairsJeff Boateng
On-going
1.6 All staff to have health & wellbeing inductions & conversation, including EDI conversations
NHS People plan action 1.29, 1.20, 3.2
• Wellbeing plan template under development to be included in appraisal process.
• Wellbeing to be included in induction.
• Workplace adjustment sessions planned
Peter Mitchell Beverley FlintDebra Hall
Protection of BAME staff health and wellbeingWorkstream Leads: Adwoa Larbi-Siaw, Anthony JemmottExec sponsor: Tafadzwa Mugwagwa, David Wragg
Intervention Linked National strategies
Status Accountable Exec & Operational Lead
Mile stone
2.1 PPE provision and effective fit testing for BAME staff
NHS People plan action 1.2
• All acute staff fit tested. Community BME staff fit tested?
• H&S Manager looking at sourcing PPE for different characteristics
Tafadzwa Mugwagwa On-going by division
2.2 COVID risk assessments for all BAME staff
NHS People plan action 1.4
• 97% of staff of all staff and all BAME staff had risks assessment completed in first wave.
• Risk assessments to be reviewed for second wave
Peter Mitchell
2.3 Clear redeployment pathways
NHS People plan action 5.1
• Robust redeployment pathway developed by Operations, project management and HR, including risk assessment and training module
Peter MitchellNigel Kee
28th
Oct
2.4 Review of OH provision
• Current review of occupational health, looking at establishing NCL-wide provision with a focus on representative support
Peter MitchellBeverley Flint
2.5 Flexible / agile working opportunities
NHS People plan action 1.5
• Agile and flexible working policies review?
• Suzanne to produce SOP?
Peter Mitchell Suzanne Lopez-Barrillas
2.6 Identify and support staff when off sick / return to work with Covid / other
NHS People plan action 1.16
• Guidance document: management and support of C-19 absence and testing.
• Return to work plan in development (Bev).
• Regular weekly testing for frontline staff
Peter Mitchell Suzanne Lopez-Barrillas
Comms
2.7 Vaccines provided for all BAME staff
NHS People plan action 3.1
• Flu vaccination programme in place.
Tafadzwa MugwagwaChristina Amin
Protection of BAME staff health and wellbeing
BAME staff physical health /
COVID 19 support and protection
Tackling discrimination
BAME staff psychological
support
Linked WRES metrics
WRES 3: Relative likelihood of BME staff entering the formal disciplinary process compared to white staff
WRES 5: Percentage of BME staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months
WRES 6: Percentage of BME staff experiencing harassment, bullying or abuse from staff in the last 12 months
WRES 8: Percentage of BME staff personally experiencing discrimination at work from a manager/team leader or other colleagues
Intervention Linked National strategy
Status Accountable Exec & Operational Lead
Mile stone
3.1 Addressing bullying and harassment of BAME staff from staff
NHS People plan action 1.7WRES 6
• Micro-aggression awareness training / campaign: Content drafted
• Roll-out / delivery plan to be agreed
Peter MitchellDebra Hall / Shahzad Choudhry- WRES action plan
3.2 Addressing racial abuse of BAME staff from service users
NHS People plan action 1.8WRES 5
• 2 x local QI projects (SMS & Acute) designing policy for management of incidents of abuse, learning to be embedded in policy and promoted cross trust
• No-tolerance policy under development
• Trauma at work pathway to be promoted
Peter MitchellBeverley Flint(Warren James / Fiona Dowman)
- WRES action plan
Jul 21
3.3 Facilitated team conversations on race and inclusion
• Charity funding confirmed & proposal in draft for externally facilitated conversations and train-the trainer for sustainability.
Darren SummersBeverley Flint
- WRES action plan
Jan 2021
3.4 Develop a competency framework and development programme for managers
London Workforce Race Strategy rec. 8
• Managers Skills Training co-produced with WRES & EDI Lead
• Competency framework to be discussed at People Programme Board
Peter. MitchellMyra Whisker
Nov 20
3.5 Review of formal structures and policy implementation
• EQIA process improvement project: working group set up to test new approach in 3 pilot areas
Darren SummersDebra Hall / Shahzad Choudhry
Jul 21
3.6 Implement a white allies programme?
London Workforce Race Strategy rec. 9
• Plan initial meeting to discuss how to embed this model
Rana Rashad / Simon Rowe / Anthony Jemmott
Mar 21
3.7 Eliminate ethnicity gap in entering formal disciplinary
WRES 3NHS People plan action 3.4, 3.5
• WRES 3 project group in place• Fair and Just Culture Mersey care
training programme
Peter MitchellAnthony Jemmott, WRES Lead
- WRES action plan
Jul 21
3.8 Modernise ER processes -eliminate use of punitive disciplinary procedures where possible
London Workforce Race Strategy rec. 1
• Fair and Just Culture Mersey care training programme
Peter MitchellSusan Lopez-Barillas
Representation
Representation and staff development
Staff development
Representation in senior levels / decision making
Intervention Linked national strategy
Status Accountable Exec & Operational Lead
Milestone
1.1 Diverse shortlisting and interviewing panels
London Workforce Race Equality Strategy rec. 12WRES 1,2NHS: A Model Employer NHS People Plan
Trained Equality Champions.on panels for b6 and above.
Extending representation to other protected groups, ensure champions are supported and empowered to challenge decisions:• Updating training to include
all protected characteristics –deliver in Jan.
• Developing role description for Equality Champions.
• Equality Champions must be requested at start of advertising role to improve attendance. Champions given access to the TRAC jobs system to receive interview packs in advance.
• Consideration to be given to including champions at shortlisting stage.
Peter MitchellSu San Chan, resourcing Lead
- People Strategy- Our staff First strategy- NCL People strategy- WRES action plan
Jan 2021
1.2 Transparent recruitment policy
HR review undertaken of recruitment & selection: Scoring grid extended to b6 and above, with scores within 1-2 points to be reviewed by HR Q for exec - will these changes be standardised /formalise in policy for transparency?
Peter MitchellSu San Chan
- People Strategy- Our staff First strategy- NCL People strategy- WRES action plan
1.3 Targeted advertising to local BME communities
Pilot underway of active recruitment through local communities with two local Borough wards
Links with Islington Council for targeted advertising. Longer term plans to work with local job centre.
Peter MitchellSusan ChanEmily Van de PolRob MurrayWRES Lead EDI Lead
2021
Diverse & inclusive
recruitment
Linked WRES metrics
WRES 1: Percentage of staff in bands 1 - 9 and executive /board members compared with the percentage of staff in the overall workforce
WRES 2: Relative likelihood of white applicants being appointed from shortlisting across all posts compared to BME applicants
WRES 9: BME board membership
Workstream Lead: Itai Chikomo, Mary Ibude & Keisha FearonExec sponsor: Peter Mitchell
Representation
Representation and staff development
Staff development
Representation in senior levels
/ decision making
Intervention Linked National strategy
Status Accountable Exec & Operational Lead
Milestone
2.1 Internal promotions, stretch assignments and secondments
Weekly vacancy review panel reviews all b6 and above posts attended by NfC Exec Sponsor & Co-Chairs, to identify opportunities for internal promotion, secondment or stretch assignments, actively targeting current BAME staff.
Peter. MitchellSuSan Chan
- People Strategy- Our staff First strategy- NCL People strategy- WRES action plan
2.2 Job opportunities advertised internally first
2.3 Talent management
NHS: A Model Employer
BAME Leadership Programme b6-7 co produced with NfCStrategic conversation about trust wide joined up talent strategy
Peter MitchellMitzi Wyman
- WRES action plan
Nov 20
2.4 Reciprocal mentoring
NHS: A Model Employer
Discussions underway Peter Mitchell Ian Fishwick
- WRES action plan
2.5 Skills development of all staff
Managers Essentials –including Leading and managing diverse teams module
Peter Mitchell Ian Fishwick- WRES action plan
Diverse & inclusive
recruitment
Linked WRES metrics
WRES 4: Relative likelihood of BME staff accessing non-mandatory training and CPD compared to white staff
WRES 7: Percentage of BME staff believing that trust provides equal opportunities for career progression or promotion
Workstream Lead: Itai Chikomo, Mary Ibude & Keisha FearonExec sponsor: Peter Mitchell
Representation
Representation and staff development
Staff development
Representation in senior levels / decision making
Diverse & inclusive
recruitment
Intervention Linked National strategy
Status Accountable Exec & Operational Lead
Date
3.1 Board and SLT management of race related objectives
NHS: A Model Employer
• Plans to discuss mandatory EDI KPIs with quarterly targets for Divisional Directors – 100% of workforce diversity and equality disclosure
Peter Mitchell / Darren Summers
Nov 20
3.2 Recruitment drive of BAME NEDs
NHS: A Model Employer
• Three BAME NEDS and two BAME Associate NEDS recruited
Jackie Smith
3.3 NFC/EDI Leads represented at board meetings
• Rotation in place enabling network chairs to attend board
• Paused due to COVID but now resuming
Darren Summers
3.4 Capturing BAME / Frontline voices in decision making e.g. command structure
• All network chairs attend part of weekly Exec meeting, with discussion of priorities and opportunity to update.
• Have been involved in amendments to risk assessment from protected characteristics
• Looking at future opportunities to embed this
Darren Summers
3.5 Publish progress against the Model Employer goals
NHS: A Model Employer
• Exec discussion needed for best approach
Dalwardin Babu & Anuradha Singh
Linked WRES metrics
WRES 1: Percentage of staff in bands 1 - 9 and executive /board members compared with the percentage of staff in the overall workforce
WRES 2: Relative likelihood of white applicants being appointed from shortlisting across all posts compared to BME applicants
WRES 9: BME board membership
Workstream Lead: Itai Chikomo, Mary Ibude & Keisha FearonExec sponsor: Peter Mitchell
Communication and engagement
Communication and engagement Information Flow
Engaging staff
Intervention Status Accountable Exec & Operational Lead
Date
1.1 Celebrate achievements of BAME staff
• Plans to develop NfC hosted awards ceremony which shines a light on diversity and inclusion.
• Utilise BLM group to share achievements and best practice.
Darren Summers March 2021
1.2 BAME staff stories • Black history month webinar shared a number of staff perspectives.
• BLM exhibition – virtual and physical.• Develop dedicated area on intranet.
Simon Rowe Oct2020
2.1 Information flow between NFC / steering group / staff
• Revised meeting schedule. • Core leadership group established. • Virtual BLM/ support group
Naomi Williams Jan2021
2.2 Research, reports & literature – summarise and facilitate SLT conversations
• Review and better utilise intranet page to ensure shared resources are more accessible to wider Network members.
• Communicate changes/ process.
Naomi Williams Feb/ March2021
2.3 Internal comms strategy – newsletter, intranet etc.
• Proposal to appoint or identify resource for a NfC comms lead to progress this work.
Simon RoweNaomi Williams
March2021
2.4 Comms - strategic / operational developments and decisions
• Road map completed, shared widely and seeking Board approval – agree leadership of programme going forward.
• Regular engagement with C&I senior leadership – develop coordinated approach to involving wider group of Network members in decision-making where possible.
Jeff Boateng Shahzad ChoudhryNaomi Williams/ Sandra Chakara
Jan/ Feb2021
2.5 Sharing learning - e.g. you said, we did
• Create a newsletter with key information and good news stories (digital).
• Build a greater presence nationally – role within Network of Networks for example.
Simon Rowe March 2021
2.6 Promote success and share replicable good practice in improving EDI
• Integral role in supporting to shape the new EDI Strategy and how we can work with colleagues, in the first instance, at BEH to maximise available resource.
Shahzad Choudhry Feb2021
Celebrating BAME staff
Workstream Lead: Simon Rowe & Naomi WilliamsExec sponsor: Darren Summers
*Additional resource required to support workstream.
Communication and engagement
Communication and engagement Information Flow
Engaging staff
Intervention Status Lead Date
3.1 Opportunities for BAME staff promoted (linking to work of Representation)
• Attendance at weekly vacancy review panel which reviews all B6 and above posts for opportunities for internal promotions / stretch assignments, actively targeting current BAME staff.
• Equality champions. • NfC members have first glance at any
opportunities.
Jeff Boateng Ongoing
3.2 Visibility of Network to staff
• Held all staff webinar – continue to do so for topical areas e.g. vaccinations.
• Regular updates in all staff communications
• Attend team meetings across C&I.• BLM group and virtual support.
Simon Rowe Ongoing
3.3 Social media channels • Twitter, Instagram, Clubhouse etc.• Potential to work alongside QI team
Events Coordinator.
Resource required
TBC
3.4 BAME ambassadors/ champions for each division.
• Take to CD & DD meeting to get commitment
Naomi Williams Feb 2021
Celebrating BAME staff
Workstream Lead: Simon Rowe & Naomi WilliamsExec sponsor: Darren Summers
*Additional resource required to support workstream.