WRES 2026-2027 action plan
EEAST's Workforce Race Equality Standard (WRES) action plan for 2026-2027.
EDI Priorities
- Improve the education of the workforce and managers on bias and cultural awareness.
- Improve the poor workplace experiences of diverse colleagues.
- Improve the access and use of workplace adjustments.
Indicator: 1
Objective:
- Percentage of staff in each of the AfC bands & VSM (including executive compared with the % of staff in the total workforce.
- Workforce increase by 1.5%
Action and delivery date:
- ESR Declaration campaign. 31/03/2027
- Bias & cultural awareness training (focus on appraisals & recruitment). 31/03/2027
- Targeted career progression support for Band 5 – 7 i.e. mentoring & coaching.
- Cultural Inclusion Ambassadors (CIAs)
- Cultural Awareness & Intelligence Training. 31/12/2027
Leads / Stakeholders:
- People Services
- Communications & Engagement
Inclusivity plan priority area, Strategic Objective and Key EDI priorities
- Strategic Objective (People 1).
- EDI priorities 1 & 2
Indicator: 2
Objective:
- Relative likelihood of white applicants being appointed from shortlisting compared to BME applicants.
- Reduce from 3.29 times greater to 1.61 times greater.
Action and delivery date:
- Bias & cultural awareness training (focus on appraisals & recruitment). 31/03/2027
- Targeted career progression support for Band 5 – 7 i.e. mentoring & coaching.
- Cultural Inclusion Ambassadors (CIAs)
- Cultural Awareness & Intelligence Training. 31/03/2027
Leads / Stakeholders:
- People Services
- Communications & Engagement
Inclusivity plan priority area, Strategic Objective and Key EDI priorities
- Strategic Objective (People 1).
- EDI priorities 1
Indicator: 3
Objective:
- Relative likelihood of BME staff entering the formal disciplinary process compared to white staff.
- Relative likelihood of white staff accessing non mandatory training and CPD compared to BME staff.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee.
Leads / Stakeholders:
- People Services
Indicator: 4
Objective:
- Relative likelihood of BME staff entering the formal disciplinary process compared to white staff.
- Relative likelihood of white staff accessing non mandatory training and CPD compared to BME staff.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee.
Leads / Stakeholders:
- People Services
Indicator: 5
Objective:
- 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.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee.
Leads / Stakeholders:
- Information Analytics
- Corporate Governance
- Informatics
- Health, Safety & Security
Indicator: 6
Objective:
- Percentage of BME staff experiencing harassment, bullying or abuse from staff in the last 12 months.
- Reduce from 23.4% to 19.4%
Action and delivery date:
- Cultural Awareness & Intelligence Training. 31/03/2027
- Micro-aggression (Cultural Awareness Course)
- Unconscious bias training
- #My name is campaign (comms rollout)
- Leadership Development Framework (EDI Module)
Leads / Stakeholders:
- People Services
- Communications & Engagement
Inclusivity plan priority area, Strategic Objective and Key EDI priorities
- Strategic Objective (People 3 & 5).
- EDI priorities 1 & 2
Indicator: 7
Objective:
- Percentage of BME staff believing that the Trust provides equal opportunities for career progression or promotion.
Action and delivery date:
- EEAST will continue to monitor this objective and report quarterly at the People Committee.
Leads / Stakeholders:
- People Services
- Communications & Engagement
- Procurement
Indicator: 8
Objective:
- Percentage of BME staff experiencing discrimination at work from either manager or team in the last 12 months.
- Reduce from 13.9% to 10.9%
Action and delivery date:
- Cultural Awareness & Intelligence Training. 31/03/2027
- Micro-aggression (Cultural Awareness Course)
- Unconscious bias training
- #My name is campaign (comms rollout)
- Leadership Development Framework (EDI Module)
Leads / Stakeholders:
- People Services
- Communications & Engagement
Inclusivity plan priority area, Strategic Objective and Key EDI priorities
- Strategic objective (People 1 & 3).
- EDI Priorities 1 & 2
Indicator: 9
Objective:
- 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.
- Workforce increase by 1.5%
Action and delivery date:
- ESR Declaration campaign. 31/03/2027
- Bias & cultural awareness training (focus on appraisals & recruitment). 31/03/2027
- Targeted career progression support for Band 5 – 7 i.e. mentoring & coaching.
- Cultural Inclusion Ambassadors (CIAs)
- Cultural Awareness & Intelligence Training
Leads / Stakeholders:
- People Services
- Communications & Engagement
Inclusivity plan priority area, Strategic Objective and Key EDI priorities
- Strategic Objective (People 1)
- EDI Priorities 1 & 2
