The EDI Champions Framework

Introduction p.3 The Equality Initiatives of the Framework:

Cultural Ambassadors p.4

EqIA Assessors p.5

Dignity Advisors p.6

Staff Networks p.7

Race Advocates Programme p.8

Ability Advocates Programme p.9

LGBTQ+ Advocates Programme p.10

Reverse Mentoring Programme p.11

Contact Details p.12

Contents

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The EDI Champions Framework is the NCA’s new equality brand – bringing together existing and new equality and inclusion initiatives to provide a unique opportunity for staff and organisational development across all four Care Organisations. The Framework has been developed in response to the NCA ambition to continue to be an actively anti-racist organisation that is intentional about inclusion. The equality initiatives of the EDI Champions Framework will support departments and divisions to better develop more inclusive practices by: • Creating a specialised cohort of staff,

trained to support in key areas of equality and inclusion practice.

• Improving the experiences of staff from historically underserved communities

• Supporting the Care Organisations to improve their outcomes in relation to the WRES, WDES, Equality Delivery System and the NHS Staff Survey.

• Confidently challenging discrimination

Introduction

This brochure outlines the equality initiatives of the EDI Champions Framework open to all NCA staff.

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Cultural Ambassadors

The Role The role of a Cultural Ambassador is to ensure that there is challenge to systems and approaches within an organisation, specifically workforce issues. Cultural Ambassadors can be involved in recruitment and selection processes, or in disciplinary and grievance processes. The role was brought in with a particular focus on the disparity in workplace experiences of BAME staff of formal processes. Cultural Ambassadors are trained in spotting and challenging unconscious bias. Their role in the workplace is to act as a critical friend to the organisation and create dialogue prior to outcomes or decisions.

Core Skills Staff are expected to identify where there may be bias within processes and ensure discussions take place – that assumptions are not made to the detriment of certain groups of staff. They will receive training to support with this.

Training • Training to be a Cultural Ambassador

is over 3 days and has been described as ‘intensive’ by previous participants. So it is a real commitment to getting under the skin of how an organisation functions.

• 1:1 support for individuals will continue to be available through the EDI team.

• Ongoing learning on issues of inclusion are also expected.

Commitment • Can be up to 4 hours per quarter to

be fitted in during working hours. • Often the role requires a half or a

day-long commitment due to the nature of the meetings the ambassador would be involved in.

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EqIA Assessors

The Role Operating within different services and divisions, the EqIA Assessors will assist policy authors and also enable assessors to bring a different perspective with their own knowledge of lived experience in possibly shaping a policy/EqIA As a new EDI initiative, the role involves supporting the NCA with the assessors knowledge in providing feedback to the Operational Equality Team for any initial standout concerns or any negative impact that may be discriminatory or biased toward any patient group or community. EqIA assessors will bring a different perspective with their own knowledge of lived experience in possibly shaping a policy and equality impact assessment.

Core Skills • You should be confident in

providing constructive feedback. • You should have an understanding

of equality issues and the barriers many people encounter.

• Coaching Skills • Attention to detail is essential • Influencing Skills will be needed Training • Initial EqIA induction session for all

new EqIA accessors (1 hour) • 1:1 support will be given to EqIA

accessors on a needs basis with the EqIA Lead.

• Full support will always be available.

Commitment For the role itself this is flexible and can fit around your job role.

Expectation would be up to 4 hours per month.

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Dignity Advisors

The Role The role of a Dignity Adviser is to provide impartial and confidential advice to support staff with issues or concerns regarding harassment, bullying or victimisation within the framework of the NCA’s Dignity at Work policy. Help individuals to analyse the problem they face and explore the options available to them; in cases where they believe that they have been subject to, or accused of harassment, bullying or victimisation and assist them in forming a plan of action. Dignity Advisors will signpost the staff to relevant policies as well as sources of support and advice relating to their issue. Referrals may be made to HR, Unions, Occupational Health and Wellbeing or any other relevant department that seeks to support staff wellbeing.

Core Skills • Good active listening skills and the

ability to deal with issues confidentially.

• An interest in equality and diversity issues, fairness at work

• Good interpersonal skills. • The ability to offer support whilst

remaining objective, non-judgemental and impartial.

• Coaching Skills • Attention to detail is essential Training • Complete an initial 2hr workshop,

which will focus on development of key skills, exploring Coaching, Active Listening and elements of the HR pathways.

• 1:1 support will be given to advisors on a needs basis.

Commitment For the role itself this is flexible and can fit around your job role. Expectation would be up to 4 hours per month.

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Staff Networks

The Role Staff Networks are a group of staff and colleagues who want to promote and represent diversity, inclusion and equality of opportunity for all NCA underserved employees. Staff Networks hold enormous potential to influence the levels of staff engagement and productivity in the workplace. When operating efficiently they enable employees from underserved communities to feel accepted, tackling the under-utilisation of skills and encouraging diverse talent. NCA’s ambition is to have an BAME, LGBTQ+, Disability Staff Network at each of the four Care Organisations.

Core Skills • You should be confident in

providing constructive feedback. • You should have an understanding

of equality issues and the barriers many people encounter.

• Coaching Skills • Attention to detail is essential • Influencing Skills will be needed • Willingness to share lived

experiences with colleagues. Training • Full support will always be available

via the EDI Team. • EDI Training on Staff Networks. • Access to regional, local workshops.

Commitment Each of the Staff Networks meet on a quarterly basis. To attend an induction training.

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Race Equality Advocates Programme

The Role The aim of the Race Equality Advocates Programme is to create a network of staff able to support and signpost colleagues and make an impact within their team re reducing inequalities related to race, whether for staff or patients. Advocates will have a specialist interest in race and will be well placed to signpost colleagues with issues relating to all aspects of equality and inclusion. They will: • Share the support that is available to

staff – whether about career progression, health and wellbeing or other issues

• Know when and where to signpost staff • Understand race and the impact in the

workplace and within healthcare • Speak up and challenge the status quo

for themselves or others

We encourage applications for the Race Equality Advocates programme from staff of any ethnicity.

Core Skills Q. What skills will one need to be a Race Equality Advocate? Advocates must be able to speak up and challenge the status quo as part of this role. Training and support will be given about handling difficult conversations. Advocates should be good at listening and in helping others to decide the best approach for them. They must be confident in their ability to know when to refer or signpost and when to respond to something themselves. Again, training and support is available. Training

• Induction session • Commitment to ongoing training or

studying on equality. • 1:1 support available with EDI team Commitment Induction training required during working hours. Work to be carried out during working hours. Expectation would be up to 4 hours per month.

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Ability Advocates Programme

The Role

As an Ability Advocates, supporting disabled colleagues will be the priority. Helping staff to access a range of services such as the Emotional Health & Wellbeing service and BSL interpretation. Ability Advocates will also play a role in ensuring that workplaces are fully accessible.

The role will be varied and examples of activity might include: • exploring options to help people park

near to where they are based • assisting people to further develop

their skills • enabling people to self-advocate and

represent themselves • sign posting to sources of guidance

such as HR, line management, or the corporate EDI function

• helping staff to access services using the accessible information standard (AIS)

Core Skills • The ability to confidently provide

constructive feedback as a ‘critical friend’.

• A willingness to share personal lived experience to support culture change.

• An understanding of equality issues and the barriers many people encounter.

• Coaching Skills • Influencing Skills will be required Training • Initial induction session for all new

Ability Advocates (1 hour). • 1:1 support will be given to all new

Advocates on a needs basis with the EDI project lead.

• Full support will always be available from the EDI Function.

Commitment For the role itself this is flexible and can carried out alongside a person’s job role. Expectation would be between 3 to 7 hours per quarter.

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LGBTQ+ Advocates Programme

The Role

The LGBTQ+ Advocates Programme aims to expand and share knowledge of LGBTQ+ issues impacting staff and patients with colleagues, departments and leaders across the NCA.

LGBTQ+ Advocates will bring their lived experience to support both patients and staff on a range of clinical and non clinical issues impacting LGBTQ+ communities. They will be instrumental in sharing bite sized learning, and will be a visible contact for advice and signposting to specialist services.

As part of a high profile cohort, staff recruited under the LGBTQ+ Advocates Programme have the opportunity to specialise in a number of equality areas and disseminate that knowledge to help meet the equality ambitions and objectives of their teams and care organisations.

Core Skills • The ability to confidently share

personal lived experience to support learning and understanding of a range of LGBTQ+ issues.

• A broad understanding of equality issues and the barriers faced by LGBTQ+ communities.

• Coaching Skills • Attention to detail is essential • Influencing Skills will be required Training • Initial LGBTQ+ induction session

for all new recruits (1 hour) • 1:1 support will be given to

advocates on a needs basis with the LGBTQ+ Staff Network Chairs and the EDI Function.

Commitment For the role itself this is flexible and can fit around your job role.

Expectation would be up to 4 hours per month.

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Reverse Mentoring

The Role

Our Reverse Mentoring Programme is aimed at Senior leaders and Front line BAME colleagues across the NCA. The aim of the programme is to link every senior leader who joins the programme up with a front line BAME colleague so that they can have regular 1 to 1 mentoring conversations through which the sharing of lived experience and diverse perspectives are explored. This will begin to have a positive impact on the views and approaches taken by Senior Leaders across NCA. The Programme is open to any Senior Leaders at the NCA and front line BAME colleagues working in any area of the service or in an administrative support role.

Core Skills • You should be confident in sharing

your lived experience to support learning and understanding on a range of BAME issues.

• Coaching Skills • Influencing Skills will be needed Training All mentors & mentees will receive: • an induction session providing

advice and support. • a best practice resource guide on

having positive conversations and the power of mentorship to support them with their 1 to 1 meetings.

• access to a dedicate Equality professional to provide advice guidance and support

• given a informal framework to structure their mentoring relationship to try to support the programme achieving the outcomes we have set out.

Commitment • To attend a minimum of six

sessions over the 12 months. • Provide feedback through an

evaluation process at the end.

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Sign up to the EDI Champions Framework to use your skills to support equality & inclusion across the Northern Care Alliance.

For more information on any of the equality initiatives that make up the EDI Champions Framework contact the EDI Function.

Email: equality.diversity@pat.nhs.uk Tel: 0161 604 5893/5891

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