Inclusivity Plan


 Public Board



Report Title:

 Inclusivity Plan

Agenda Item:



Lauren Singleton, Deputy Director of Culture and Leadership Development

Lead Director:

Dr Hein Scheffer, Director of Strategy, Culture and Education


SR1a: If we do not ensure our people are safe and their wellbeing prioritised, there is a risk that we will be unable to attract, retain and keep all our people safe and well


SR1b: If we do not ensure our leaders are developed and equipped, there is a risk that we will not be able to change our culture, and value, support, develop and grow our people

Equality Impact Assessment

No negative impact identified




The Trust Board is asked to note the content of this report and discuss EEAST’s ambitions for a diverse workforce, to help shape the inclusivity plan.

Previously considered by:

 ELT and People Committee


The purpose of this report is to provide an overview of the intention to create a unified inclusivity plan. It is also designed to highlight the current gaps between the current workforce diversity data and the most recent census data. This provides critical context of what the inclusivity plan is designed to build, in helping creating a more representative workforce for the communities we serve.

Executive Summary

To harmonise existing workstreams and promote greater transparency, it is proposed that a unified inclusivity plan is adopted by EEAST. The actions will cover a rolling 3 year period, supported by a new series of KPIs, providing greater assurance of progress and a continuation of effort to increase levels of diversity across EEAST. The inclusivity plan is being co-created with the EDI Networks.

Introduction/ Background

A number of individual workstreams currently make up EEAST’s approach to equality, diversity and inclusion (EDI). These workstreams are a combination of statutory reporting activities, such as gender pay gap, or have been developed internally in response to activities such as the BME survey. The individual workstreams are currently all tracked via individual project plans, which creates an unnecessary administrative burden and often, duplication of effort.

The inclusivity plan is designed to unify all of these individual workstreams, into one defined project plan. The project plan will be designed in conjunction with the networks, as well internal EDI and people services teams, to ensure all EDI related actions are mapped, traced and quantifiable. The inclusivity plan is being co-created with the EDI networks to ensure all collective actions are captured and aligned.

Once created, the inclusivity plan will also be accompanied by a proposed set of diversity KPIs for EEAST. These are designed to highlight the trends in workforce diversity data, year on year, to help evidence impact of all activities undertaken as well as help inform actions in the following annual cycle.

Key Issues/ Risks

EEAST’s inclusivity plan is designed to be clear, traceable and measurable. Failure to create a unified plan with these components may mean that EDI progress is slowed, due to a lack of clarity, conflicting demands and an ongoing administrative burden. There is also a risk that we will be unable to articulate progress against actions required, if we do not have a clear set of KPIs, which are essential for providing evidence and assurance.


The extent of EEAST’s ambitions in respect of having a workforce that is better representative needs to be discussed. For example, it may be felt that a 1% increase of BME staff year on year is great progress, however, in relation to the wider population data in the Eastern region, it may be felt this is not ambitious enough.


The inclusivity plan seeks to provide greater transparency and accountability of all EDI activities planned or underway across EEAST. With the use of an annual set of KPIs to track progress, it is intended that greater visibility and discussion is had about this essential topic over the coming years and months.



Inclusivity Plan Overview

Next Section: Staff Survey Results