Publish date: 6 May 2022
I started in post July 2021 with a specific focus on our BAME staff. Since then I’ve met with divisional and equality, diversity and inclusion leads and Board members about their aims and goals. The BAME network has been a key catalyst to raise awareness of my role and as COVID restrictions are easing there will be opportunity to meet and visit staff and sites in person.
There are several themes I’ve discovered across all our divisions at all levels which I am sharing with the senior leadership team to try to bring about improvement measures. From the cases I’ve been involved with, some staff feel that discrimination occurs and I’m working with colleagues across the organisation to help gain further understanding of how we can improve this. As more people speak up, we have more evidence of the experience of colleagues at all levels in the Trust which will help to gain resolution and I’m involved in various workstreams to try to make this happen. It is not a quick process but however slowly, we will instigate change, but we need people to stand up and speak up.
If you would like help in raising a concern, we are here for that and will help to facilitate meetings, ensure processes are followed, and help to get resolution. Please promote the Freedom to Speak Up Guardians by talking to colleagues, especially those who may not have access to email, work night and/or weekend shifts and our temporary staff. Word of mouth is one of the best ways to raise awareness and allow our colleagues support to raise concerns.