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.