The People Plan and the Regional Strategy

The People Plan Regional strategic priorities
i. Looking after our people Removing barriers to inclusive and compassionate health and wellbeing support
ii.  Belonging in the NHS Leading with compassion and inclusion

Removing barriers to help staff speak up

Tackling racism and other types of discrimination (including bullying and harassment)

Eliminating racism and bias in disciplinaries

Reward and celebration when good practice is identified

iii. New ways of working and delivering care A collaborative approach across systems

Building accountability

iv. Growing for the future Eliminating racism and bias in recruitment and progression

Mission

To create an anti-racist, compassionate, and inclusive working culture.

Vision

By 2021, we will deliver a regional approach to tackling racism in the workplace. We will do this by working with each of the 11 systems. 

Strategic Outcomes

  • Removing barriers to inclusive and compassionate health and wellbeing support
  • Leading with compassion and inclusion
  • Removing barriers to help staff speak up
  • Tackling racism and other types of discrimination (including bullying and harassment)
  • Eliminating racism and bias in disciplinaries
  • Rewarding and celebrating good practice
  • A collaborative approach across systems
  • Building accountability
  • Eliminating racism/ bias in recruitment and progression

Top priorities within the 6 months

  • Establish an ED&I subgroup with representation from 11 ICS/STPs
  • Staff networks to be formally constituted and be part of the decision-making process.
  • STP/ICS and organisations to establish a diverse talent pipeline
  • Staff should have open access to senior leaders to raise concerns when they are not addressed
  • Ensure staff health and wellbeing is prioritised and delivered in a culturally sensitive way
  • Report progress against Model Employer, including progress against WRES and WDES metrics
  • National ED&I 6 high impact actions to close the gap in recruitment and promotion outcomes. *

*Actions for closing the gap in recruitment and promotion outcomes – six national actions

  • Ensure Executive Senior Managers own the agenda
  • Introduce a system of ‘comply or explain’
  • Organise talent panels
  • Enhance equality, diversity and inclusion support
  • Overhaul interview processes
  • Adopt resources, guides and tools for productive conversations about race