Race Equality Employer Guidance - Believe Programme
The Believe (Bristol North Somerset South Gloucestershire Race Equality Talent Development) programme has made successful progress in 2022 and realised 13 (i.e. 65% of the targeted 20) participants achieving progression. This was broken down as follows:
9 participants have made an upward progression
4 have remained at the same level but moved from fixed-term to permanent/extended fixed term or gained promotion of duties with pay.
Of the initial participants, 11 were nurses/midwife and 5 were among those who progressed.
In the next phase of the Believe programme we will be:
Reporting on the review and evaluation of the initial phase one Believe programme
Report on the scoping of Believe to be BAU with recommendations
Scoping for a Programme for Believe2, to include more senior management progression
One of the other fundamental outputs of the Believe programme of work was the “Race Equality Employer Guidance (Believe Programme)”. This Guidance is central and instrumental in identifying and actioning positive action development opportunities which starts to proactively address career progression and retention of Black, Asian and Minority Ethnic staff who are underrepresented at middle and senior levels, as evidenced by the WRES data & other relevant published documents. This Employer Guidance sits alongside the BNSSG Positive Action Framework and Inclusive Recruitment Framework and its successful implementation needs to take account of all these Equality, Diversity & Inclusion (EDI) initiatives.
The “Race Equality Employer Guidance (Believe programme)” was produced with the reviews and feedbacks from many of you (thank you) and has been ratified by the BNSSG EDI Leads Group. I am pleased to share with you now collectively, the finalised document so that it can be utilised within the BNSSG, by individual partners, to not only address disparities but ultimately retain - and recruit - invaluable staff members who are all a part of the communities we serve. This is only a start to supporting the increase of more under-represented staff group particularly at senior levels, on a permanent and substantive basis, within the BNSSG system. Your roles are key in promoting and/or establishing positive action opportunities within your organisations, so we can fully meet our collective target of delivering at least 20 development opportunities across the system.