Social Care Workforce Race Equality Standard (SC-WRES) Action Plan 2025 to 2026

Percentage of directly employed staff from a minority ethnic background in senior manager membership roles compared with the percentage of White staff

What does the data tell us?

• we need to reduce the level of ‘not known’ ethnicity responses to employee data to provide a more accurate levels of information with attention to where percentage of unknowns is higher e.g. Children’s senior management
• Children’s senior management team is again more diverse than last year but we still need to increase ethnic diversity at senior manager levels

What we have achieved?

• supporting ethnic minority career progression including Ignite & I Will Accelerate positive action programmes when advertised. Talent development resources such as Coaching Culture, the West Midlands Coaching and Mentoring Pool & the Learning Hub.
• diversity based mentoring and sponsorship opportunities
• inclusive Recruitment & Selection Policy
• recruiting for Workforce Diversity training, Inclusive Recruitment & Selection toolkit, and inclusive interview panellist pool
• all colleagues Grade 10 and above have attended mandatory Owning and Driving Performance training to support the aspirations of the workforce and establish a supportive culture of continuous development

What we are working towards?

• we need to continue to support and monitor uptake from Adults and Children’s colleagues of any available positive action programmes
• ongoing actions to support ethnic minority career development and progression, making use of internal applications, secondment and acting up approaches for vacancies
• create opportunities for staff to shadow and learn through exposure to more senior level conversations and meetings e.g. project teams and steering groups
• to proactively promote and encourage staff from a Black, Asian and minority ethnic background to apply for leadership programmes