WRES 2025-2026 action plan
EEAST's Workforce Race Equality Standard (WRES) action plan for 2025-2026.
Inclusivity plan themes
- We will attract and retain an inclusive workforce.
- We will enable and empower our people by equipping everyone to be inclusive leaders.
- We will ensure our policies, processes and practices are fair and consistent.
- We will monitor and report on how we are progressing and target our plans to deliver change.
| Indicator | Objective | Action | Delivery Date | Leads/Stakeholders | Inclusivity Plan priority area |
|---|---|---|---|---|---|
| 1 | Percentage of staff in each of the AfC bands & VSM (including executive compared with the % of staff in the total workforce. Increase from 6.4% to 8.5% | ESR Declaration campaign. Recruitment & Selection training for panel. (Including Discrimination and unconscious bias). Cultural Inclusion Ambassador’s (CIA’s) to join Band 8a and above interview panels where possible. Cultural Awareness & Intelligence Training (1st Facilitator cohort commence training October). Career development programme. 25% of exit interviews completed & analysed for EDI themes. | 31/03/2026 | People Services Communications & Engagement | We will attract and retain an inclusive workforce. We will enable and empower our people by equipping everyone to be inclusive leaders. |
| 2 | Relative likelihood of white applicants being appointed from shortlisting compared to BME applicants. Reduce from 1.61 times greater to 1.5 times greater | Recruitment & Selection training for panel. (Including Discrimination and unconscious bias). Cultural Inclusion Ambassador’s (CIA’s) to join Band 8a and above interview panels where possible. Cultural Awareness & Intelligence Training (1st Facilitator cohort commence training October). Career development programme. | 31/03/2026 | People Services Communications & Engagement | We will attract and retain an inclusive workforce. We will enable and empower our people by equipping everyone to be inclusive leaders. |
| 3 | Relative likelihood of BME staff entering the formal disciplinary process compared to white staff. Reduce from 1.44 times greater to 1 times greater | Disciplinary policy/process was reviewed by TIAA and regular reviews and reporting recommended. Cultural Inclusion Ambassador’s (CIA’s) on panels where possible. Cultural Awareness & Intelligence Training (1st Facilitator cohort commence training October). Leadership Development Framework. | 31/03/2026 | People Services | We will attract and retain an inclusive workforce. We will enable and empower our people by equipping everyone to be inclusive leaders. We will ensure our policies, processes and practices are fair and consistent. |
| 4 | Relative likelihood of white staff accessing non mandatory training and CPD compared to BME staff. Reduce from 1.47 times greater to 1 times greater | Career development programme. Cultural Awareness & Intelligence Training (1st Facilitator cohort commence training October). Leadership Development Framework. Appraisal training for Managers. | 31/03/2026 | People Services Communications & Engagement | We will enable and empower our people by equipping everyone to be inclusive leaders. |
| 5 | Percentage of BME staff experiencing harassment, bullying or abuse from patients/service users, their relatives of members of the public in the last 12 months. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | 31/03/2026 | Information Analytics Corporate Governance Informatics Health, Safety & Security | We will monitor and report on how we are progressing and target our plans to deliver change. |
| 6 | Percentage of BME staff experiencing harassment, bullying or abuse from staff in the last 12 months. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | 31/03/2026 | People Services Communication and Engagement | We will enable and empower our people by equipping everyone to be inclusive leaders. |
| 7 | Percentage of BME staff believing that the Trust provides equal opportunities for career progression or promotion. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | 31/03/2026 | People Services Communication and Engagement Procurement | We will enable and empower our people by equipping everyone to be inclusive leaders. We will ensure our policies, processes and practices are fair and consistent. |
| 8 | Percentage of BME staff experiencing discrimination at work from either manager or team in the last 12 months. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | 31/03/2026 | People Services Communication and Engagement | We will enable and empower our people by equipping everyone to be inclusive leaders. We will ensure our policies, processes and practices are fair and consistent. |
| 9 | Percentage difference between the organisations’ Board membership and its overall workforce disaggregated by A) voting members of the Board & B) non-voting members of the Board. | EEAST will continue to monitor this objective and report quarterly at the People Committee. | 31/03/2026 | People Services Communications & Engagement | We will attract and retain an inclusive workforce. |
