Workforce Race Equality Standard (WRES) Action Plan guidance

Our senior sponsors and leadership play a full part in signing-off the WRES data and agreeing the associated action plans. Senior leaders have shown ownership of the work and have delegated to the appropriate staff to address any issues that arise and implement the changes.

NCC's WRES Action Plan 2022-23 will be monitored, reviewed, and evaluated following engagement and consultation with:

• The WRES Project Group, which includes the Executive Directors of the Adult Social Services Department (ASSD) and Children's Services (CS), as well as leads across both services, HR, and the Equalities Team.
• NCC's Member led Equality, Diversity and Inclusion (EDI) Performance Board, on which sit the Director of Children's Social Care, the Director of Community Social Work in ASSD and the Director for People in HR.
• Employee and Advisory Networks which include colleagues from the Black and Asian Employee Network, the International Employee Network, and the Racial Equality Advisory Network.

Principles of NCC's WRES Action Plan 2022-23:

• It has been codesigned with staff to ensure any concerns are reflected.
• It aims to identify overarching objectives based on the data returns, which are spotlighted within the plan to show areas in need of priority action. The plan also includes other important areas of action which are being taken, beyond the nine metrics.
• Where possible, evidence-based interventions will be used.
• Data is shared in a way which disaggregates Children's and Adults Social Care workforce results, where doing so best informs the related action.
• Some actions address problems/deficit areas, while others build on the positive practice areas that have been identified.
• The plan has been signed off by our senior sponsors.

The action plan will run between May 2022 to May 2023. The WRES Project Group, the Advisory and Employee Networks and other colleagues will be consulted, where appropriate, in completing the actions. The plan will be reported on every 3 months and there will continue to be regular communication with all colleagues, including sharing key findings from the analysis and action plan.

The action plan demonstrates our commitment to making progress towards better outcomes for all staff and focusing on areas that the data reveals a need for concentration on. Through publishing the action plan on the NCC website, we have committed to following through on actions and being held accountable by staff.