Race, Equality and Diversity - our aims
We're fully committed to improving Equality, Diversity and Inclusion (EDI) for patients, communities and staff across the South Yorkshire (SY) health and care system.
Our work to improve the inclusivity and diversity of our organisations draws on key NHS England documents, including; the NHS People Plan (2020) and the NHS People Promise, the core of which is illustrated below.
NHS England and NHS Improvement’s (NHSE/I) Workforce Race Equality Standards (WRES), also provides key information to understand our organisations, to ensure we are serving our colleagues equitably.
With the introduction of NHS England’s EDI Improvement Plan in June 2023, we are now also aligning our work to the 6 identified High Impact Actions:
Success metric
1a. Annual Chair/CEO appraisals on EDI objectives via Board
Assurance Framework (BAF).
Success metric
2a. Relative likelihood of staff being appointed from
shortlisting across all posts
2b. NSS Q on access to career progression and training and
development opportunities.
2c. Improvement in race and disability representation
leading to parity
2d. Improvement in representation senior leadership
(Band 8C upwards) leading to parity
2e. Diversity in shortlisted candidates
2f. NETS Combined Indicator Score metric on
quality of training.
Success metric
3a. Improvement in gender, race, and disability pay gap
Success metric
4a. NSS Q on organisation action on health and
wellbeing concerns
4b. National Education & Training Survey (NETS) Combined
Indicator Score metric on quality of training
4c. To be developed in Year 2
Success metric
5a. NSS Q on belonging for IR staff.
5b. NSS Q on bullying, harassment from team/line
manager for IR staff.
5c. NETS Combined Indicator Score metric on quality
of training IR staff.
Success metric
6a. Improvement in staff survey results on bullying /
harassment from line managers/teams (ALL Staff)
6b. Improvement in staff survey results on discrimination from
line managers/teams (ALL Staff)
6c. NETS Bullying & Harassment score metric
(NHS professional groups)
Key Areas of Work:
We are keen to address racism at a system level, linking with a clear ‘Joint Commitment’ in the Integrated Care Partnership Strategy to ‘Identify, recognise and tackle systemic discrimination including a focus on anti-racism’.
We have continued to improve on system wide data collation building on existing reporting i.e. WRES, WDES, EDS2 etc. and have used this data to develop improvement plans.
https://syics.co.uk/health_inequalities
Did you know?
The SY ICS has an EDI Steering Group of EDI leads across different NHS Trusts and organisations across South Yorkshire, working together to do coordinated work to reduce health inequalities and make South Yorkshire health and care anti-racist.
And…
Building on the excellent work of the EDI Steering Group, through 2023 we will establish an Equality Diversity and Inclusion Executive Board to be chaired by the Independent Chair of ICB, to ensure the EDI agenda attains a high profile and engages senior-level input.
Inclusive Recruitment at Board Level
Our current Board Level: Board Level
EDI Co-Production Group worked with HR colleagues at the ICB to develop the recruitment process for ICB Board positions to increase diversity of representation - as a result, a new ethnically diverse Independent Non-Executive Member (INEM) was recruited.
In addition, we introduced an Associate INEM Scheme to allow for two candidates per year to develop into these INEM positions to create a more diverse pipeline into Board positions across South Yorkshire.