A key element of our NHS Providers Race Equality programme is focussed on equipping board members to ask challenging questions of themselves and each other, to encourage self-reflection, board leadership and accountability.
Monitoring and accountability
- Has our organisation analysed pay gap data (intersectional analysis), developed and published an action plan to eliminate gender and ethnicity pay gaps as required by the NHS Equality, Diversity and Inclusion (EDI) Improvement Plan?
- Are we cross-referencing data and analysis from the ethnicity pay gap report, the Workforce Race Equality Standard (WRES), NHS Staff Survey, and our workforce data (for example exit interviews, pulse surveys, local dashboards and qualitative insights) to inform our actions?
- Do we have clear accountability and oversight of progress on our EDI workstreams?
Policy and practice
- How do our policies consider NHS-specific aspects like clinical excellence awards and consultant pay in talent planning and career development, and their impact on the pay gap?
- What steps are we taking to ensure fair access to training, development and career progression for clinical, medical and non-clinical roles?
Engagement and culture
- How are we engaging with staff networks to drive change?
- How do we engage with diverse local communities to understand their needs and experiences and what mechanisms support diverse voices in areas with lower ethnic diversity?
Measuring impact
- How do we measure the impact of our EDI efforts on ethnic minority staff and the wider workforce, and change our approach if interventions are not having the desired result?
- Have our initiatives to address the ethnicity pay gap led to improved representation of ethnic minority staff at senior levels?