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Workforce Race Equality Standards (WRES) for social careExpression of interest (EOI) in becoming an initial siteDear Director / Principal Social Worker,Senior leaders at the highest level must be involved in developing and reviewing race and diversity policies, practice and procedures from recruitment and selection, professional development opportunities and support with progression. Visible leadership in this area, along with effective and consistent implementations can contribute to meaningful and sustained change from the impact on racism on the social care workforce.Collective leadership recognises that all member of an organisation play lead roles at different stages. Shared leadership in teams and a collaborative approach enabling leaders to work across boundaries can enhance a positive workforce culture and develop the right climate for inclusion. A Workforce Race Equality Standard (WRES) involves submitting data reports and action plans on an annual basis around key metrics, which?highlight disparities in experiences between White and Black, Asian and Minority Ethnic (BAME) staff.The design of a social care WRES was a recommendation in a scoping report for Skills for Care, undertaken by Karen Linde and Roger Kline in 2018 after wide consultation with the sector.The report found BAME staff are a substantial part of the social care workforce but are under-represented in management and more senior positions within the sector. The sector’s strong human rights value base was emphasised, but organisations were less confident that they were responding to differences in protected groups and undertaking deeper discussion about race and racism. There were concerns about the impact of service pressures on achieving a system-wide approach. The report recommended the design of a social care WRES and the establishment of a community of practice with key national organisations, regulators and networks to foster a solution focused and system-wide approach to embedding workforce race equality.?The under-representation of BAME staff in senior leadership was also recognised in the recent Equality, Diversity and Inclusion Action: ADASS Webinar (July 2020).In response to this, we plan to engage 10-15 local authority social service departments to commence a WRES for social care department staff employed within the local authority starting in April 2021.Successful sites will be supported via communities of practice and guidance tools. This is a significant moment in time, one where, as social care and local authority leaders, we can start to challenge the inequalities that are clearly evident and take action. It is vital that as a sector built on the principles of equality and social justice, we take an accountability and steps towards real change.If you are interested in becoming an initial site for WRES for social care, please complete the table at the end of this document and email it to nimal.jude@.uk with the subject heading as EOI WRES by 30 October 2020. Thank you.Mark Harvey and Fran LeddraJoint-Chief Social Workers for AdultsResponsibilities and requirements of becoming a WRES siteSenior leadership endorsement and support is a vital aspect. Leadership at the very top must champion and ensure communication to promote a deep examination of its own processes and culture with a focus on action?.Project leadership needs to be sufficient. Dedicated project management capacity to support improvement and evaluation activities, and involvement in learning events ?is needed.A WRES lead should be identified with a remit of reporting into senior teams, senior governance, etc?.Local authorities will participate in a series of learning events to share good practice and to develop a community of practice?.Local authorities will participate in data gathering and review activities to support the WRES metrics and the development of a local report. The WRES will be designed to draw on, where possible, data already available; however, the process will require deeper examination of this data in liaison with local data analytic team. The success of the WRES improvement methodology relies on a commitment to staff engagement. Local authorities will need to involve staff at all levels, especially ensuring ways to fully focus on the experiences of Black, Asian and Minority Ethnic staffThe involvement of individuals, families and carers accessing social care services will also be important from not only local but national improvement.To make meaningful improvements, local authorities and individuals must set aside intentional time to learn and develop system capabilities and to make necessary improvements. Approximate timelinePlease complete this tableName of local authorityClick or tap here to enter text.Director / senior lead AdultsChildrenNameEmail addressClick or tap here to enter text.Click or tap here to enter text.Click or tap here to enter text.Click or tap here to enter text.Principal social workerAdultsChildrenNameEmail addressClick or tap here to enter text.Click or tap here to enter text.Click or tap here to enter text.Click or tap here to enter text.HR leadNameEmail addressClick or tap here to enter text.Click or tap here to enter text.Data analyst leadNameEmail addressClick or tap here to enter text.Click or tap here to enter text.Project manager / co-ordinatorNameEmail addressClick or tap here to enter text.Click or tap here to enter text.Are you applying as Children and Adults social service departments?(applying together will strengthen your application)Adults ?Children ?Both ?What are the plans for governance for the WRES?(include leadership, project management)Max 250 wordsClick or tap here to enter text.How does this work link to your corporate plan? How will you be supported by corporate partners? Max 250 wordsClick or tap here to enter text.What work has already been undertaken to gather workforce race and equality data and implementation of action plans. (being at the start of your journey will not preclude your application)Max 250 words Click or tap here to enter text.How will you engage the workforce in this activity?(consider communication strategy) Max 250 wordsClick or tap here to enter text.How can you share the learning via local and regional partnerships?Max 250 wordsClick or tap here to enter text.Is there a key area / top challenges relating to race and equality where you recognise there is an issue in your organisation?Max 250 wordsClick or tap here to enter text.Optional attachmentse.g. race action plans, diversity board actions, plans following staff engagement events Click or tap here to enter text.Questions for the WRES project teamIf you have further questions in relation to becoming an initial site, please include them here.Click or tap here to enter text. ................
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