Workforce race equality standard (WRES) action plan 2026 to 2027
This clear, impactful 7-point action plan prioritises the Anti-racism work and that of the Equality, Diversity and Inclusion team, Improvement and Culture, Human Resources and Recruitment teams in relation to promise 26. This articulates our ambition to “become an anti-racist organisation by 2025, as part of a wider commitment to fighting discrimination and positively promoting inclusion”. This 7-point plan is specific, measurable, action focused, time bound and collectively owned within the organisation.
The 7-point plan
| Objective | Actions | Responsible lead or team | Timeline | Measurement and updates | Red, amber, green rating (RAG) |
|---|---|---|---|---|---|
| Objective 1: continue to embed our acceptable behaviour policy. | Shared and implemented across all care groups and directorates. | Operational areas alongside executive support. | September 2026. | Introduced and in use.
This policy was audited August 2025 it included findings and recommendations. |
Complete (green). |
| Objective 2: changing our recruitment process to ensure diverse interview panels. | Develop a project plan to increase the diversity on interview panels.
Secure global majority colleagues to support the interview panels. Provide training to the global majority colleagues. |
Head of workforce, deputy director of organisational develop, equality, diversity and inclusion lead. | September 2026. | Since May 2025 global majority colleagues have been recruited and trained.
Provision of diverse interview panel training is a 90-minute sessions continue. Diverse interview panels for band 7 and above now in place as part of business as usual. |
Complete (green). |
| Objective 3: changing our investigative process to ensure racism allegations are typically investigated by a diverse panel. | A diverse investigation panel to be set up. | People and organisational development director and human resources lead. | September 2026. | Mokita commissioned to undertake an investigation of racism on behalf of the trust. | Complete (green). |
| Objective 4: active bystander training within both our leadership development offer and our monthly first line management training programme. | Incorporated within the leadership development offer (LDO) programme.
Incorporated in the clinical leader’s programme and the first line managers programme (FLM). |
Deputy director of organisational development, improvement and culture, organisational development and equality, diversity and inclusion lead. | May 2026. | Active bystander training commissioned from Mokita as part of the leadership development offer (LDO), roll out began May 25. 90% of leadership development offer participants have completed this training which equates to 116 senior leaders.
First line managers programme cultural humility now in place. |
Complete (green). |
| Objective 5: putting anti-racism learning and understanding at the heart of our new induction programme and within learning half days. | This is delivered within induction at several points throughout the induction programme. | Learning and Development team and equality, diversity and inclusion lead. | March 2026. | Anti-racism messaging is embedded in every induction and the work is ongoing.
Cultural competency training is delivered in learning half days and upon request as part of business as usual. Monitor uptake numbers. |
Complete (green). |
| Objective 6: committing to have a diverse and representative leadership in senior roles. | Talent development plan. | People and organisational development director and executive team. | March 2026. | Current top leaders cadre diversity being assessed and then an improvement percentage will be determined.
Positive action all band 7 and above roles mandate diverse recruitment panels. |
Ongoing (amber). |
| Objective 7: creating a clear message that the trust will not remain neutral on any form of discrimination. | Organisational strategy and promise 26. | Executive directors, directors and Communications team. | March 2026. | Strong feature in trust communication and links to the Race, Equality and Cultural Heritage Network (REaCH) and is embedded in disciplinary policies.Achieved Bronze recognition from north west Black, Asian and Minority Ethnic (BAME) assembly now working towards silver actions. |
Complete (green). |
NHS high impact actions
This plan prioritises the following 6 high impact actions to address the widely-known intersectional impacts of discrimination and bias.
Measurable objectives on equality, diversity and inclusion for chairs, chief executives and board members
Success metric: annual chair and chief executive appraisals on equality, diversity and inclusion objectives.
Overhaul recruitment processes and embed talent management processes
Success metric:
- relative likelihood of staff being appointed from shortlisting across all posts
- NHS Staff Survey question on access to career progression, training and development opportunities
- improvement in race and disability representation leading to parity
- improvement in representation of senior leadership (band 8C and above) leading to parity
- Diversity in shortlisted candidates
- National Education and Training Survey combined indicator score metric on quality of training
Eliminate total pay gaps with respect to race, disability and gender
Success metric: improvement in gender, race and disability pay gap.
Address health inequalities within their workforce
Success metric:
- NHS Staff Survey question on organisation action on health and wellbeing concerns
- National Education and Training Survey (NETS) combined indicator score metric on quality of training
- to be developed in year 2
Comprehensive induction and on boarding programme for international recruited staff
Success metric:
- NHS Staff Survey question on belonging for internationally recruited staff
- NHS Staff Survey question on bullying, harassment from team or line manager for internationally recruited staff
- National Education and Training Survey combined indicator score metric on quality of training for internationally recruited staff
Eliminate conditions and environment in which bullying, harassment and physical harassment occurs
Success metric:
- improvement in staff survey results on bullying and harassment from line managers or teams (all staff)
- improvement in staff survey results on discrimination from line managers or teams (all staff)
- National Education and Training Survey bullying and harassment score metric (NHS Professional group)