Our Workforce Race Equality Standard (WRES): Action plan - April 2022 to March 2023

Published: 28 November 2022 Page last updated: 30 November 2022

Contents

Aim 1: Build a workforce representative of the communities we serve

Actions

We will continue to promote to colleagues the importance of self-declaring their ethnicity. We will work with the Race Equality Network (REN) and Network Chairs to increase reporting. We will promote with regular campaigns, articles and videos.

We aim to reduce ‘Not Stated’ figures on the Electronic Staff Record to 95% (currently 91%). We will consider encouraging colleagues, by emailing those who have not yet self-reported.

The Reverse Mentoring Programme will run again in 2022. The Academy and Organisational Development (OD) teams run the programme. It will include colleagues from ethnic minority groups and disabled colleagues. There will be a greater focus on intersectionality.

Senior leaders will have the chance to mentor colleagues from ethnic minority groups. Colleagues from ethnic minority groups will have opportunities to shadow senior leaders. This will help them progress within the organisation.

The OD team and the REN will work with senior leaders to promote mentoring. They will promote understanding of the importance of diversity in mentoring.

CQC will continue to build its brand as a great place to work for colleagues from ethnic minority groups. We will advertise on diversity recruitment sites. This will attract a wider pool of people from ethnic minority groups for Grade A roles and above. We have begun to advertise Executive and Grade A roles on Vercida and Diversity Jobs. We will review how effective these websites have been in attracting diverse talent.

The REN will continue to hold talks each month with colleagues in senior roles. Often these conversations are with colleagues from ethnic minority groups. They will discuss career pathways, opportunities, challenges and career progression.

Timing:

  • April 2022 – start to assess the diversity recruitment websites and recruitment campaigns. Review each quarter
  • 2022 Q3 – begin the Reverse Mentoring Programme.

Leads:

  • People Analytics and Insight Manager
  • OD Diversity and Inclusion (D&I) Manager
  • REN
  • Academy
  • Recruitment

Why / link to D&I Strategy ambitions

To reach our goals, it is important that we are representative of the communities we serve.

Aim 2: Include Independent Panel Members (IPMs) in all recruitment

WRES Indicators: 1, 2 and 7

Actions

Assess the use of Independent Panel Members (IPMs). They are currently used on Grade A, Executives and Expression of Interest (EOI) panels.

We are assessing with the aim of also using IPMs in short-listing for all Grade A roles and above. This will help reduce biases. We aim to increase how many colleagues from ethnic minority groups are short-listed for interview.

We will work with the Equality Networks, People Leads and senior leaders to increase the IPM pool. To cover short-listing we will promote, hire and train new IPMs.

Timing:

  • March 2022 – start to assess and review IPMs
  • April 2022 – campaign to increase IPMs
  • 2022 Q1 – introduce IPMs into short-listing.

Leads:

  • Recruitment
  • REN

Why / link to D&I Strategy ambitions

IPMs play a key role in recruitment that is fair, open, and transparent. Strategic Ambition: Inclusive policies and practices.

Aim 3: Build inclusive recruitment tools. Provide robust feedback to internal and external applications

WRES Indicators: 1, 2 and 7

Actions

Design an Inclusive Recruitment Toolkit with Recruitment and the REN. This will help hiring managers support colleagues from ethnic minority groups through interviews.

Timing:

  • May 2022 – start building the Toolkit.

Leads:

  • Recruitment
  • D&I Manager
  • OD team
  • REN

Why / link to D&I Strategy ambitions

Ensuring recruitment is open, fair, and inclusive. Constructive feedback is key to supporting candidates. It helps improve their interview techniques and so progress their career. Recruiting managers need to take ownership for providing feedback. Strategic Ambition: Inclusive policies and practices.

Aim 4: Understand and respond to adverse impact within the recruitment process

WRES Indicators: 1, 2 and 7

Actions

We have worked with Digital and removed the option to upload a CV on our recruitment site. This upholds anonymous shortlisting. It also reduces the likelihood of bias influencing selections.

We check all recruitment campaigns for adverse impact for applicants from ethnic minority groups and disabled applicants. We review the diversity of the applicant pool at shortlisting. If there is any adverse impact, we will ask hiring managers to review those not shortlisted. We also check the diversity of first applications and offers. This ensures we are representative of the working population. It also identifies any adverse impact.

We have changed the Recruitment for Leaders training to e-learning. Now all hiring managers can complete the training before starting recruitment. It includes how to understand common biases that occur in interviews. We will look at making this training mandatory for all line managers and hiring managers. This will help mitigate biases at interview.

Timing:

  • Ongoing.

Leads:

  • Recruitment team
  • All recruiting managers

Why / link to D&I Strategy ambitions

Remove any barriers throughout recruitment process. Strategic Ambition: Inclusive policies and practices.

Aim 5: Improve representation of colleagues from ethnic minority groups at Grade A and above

WRES Indicators: 1 and 2

Actions

The Action for Race Equality Group (AREG) and Recruitment are starting a Quality Improvement (QI) project. This will look at the interview process for Executive 1 Grades. It will bring in processes to make Executive hiring more fair, unbiased, and anonymous.

Timing:

  • Begun January 2022.

Leads:

  • AREG
  • Recruitment team
  • Academy Learning and Development Team
  • REN
  • OD team

Why / link to D&I Strategy ambitions

To ensure all colleagues build skills and experience. That all colleagues can access internal development opportunities. Strategic Ambition: Inclusive Policies and Practices.

Aim 6: Review the Expression of Interest (EOI) process for internal recruitment

WRES Indicators: 1, 2 and 7

Actions

We will advertise EOI opportunities on our recruitment site. We will not share or hire locally. This makes the process fairer and more transparent. It helps people to be more aware of what EOI opportunities are available. This will support people feeling more confident to apply for EOIs, without fear of biases.

Timing:

  • -

Leads:

  • Recruitment team
  • Human Resources (HR) Business Partners
  • People leads

Why / link to D&I Strategy ambitions

51% colleagues agree that CQC offers fair career progression and promotion. Reviewing the EOI process is key to improve this score. Strategic Ambition: Inclusive policies and practices.

Aim 7: Develop a diverse talent pool of colleagues from ethnic minority groups

WRES Indicators: 1 and 7

Actions

This will use our talent management model. It will prepare colleagues from ethnic minority groups for promotion opportunities. These opportunities include secondment and stretch projects.

We are introducing the “Inclusive Leadership Pathway” (ILP) in 2022. Academy, the Disability Equality Network (DEN) and the REN have designed the ILP. The ILP is a leadership development program for disabled and/or colleagues from ethnic minority groups. It includes stretch projects, funded learning, and coaches.

The ILP includes stretch projects, funded learning, and coaching. The programme will pair CQC-trained coaches and colleagues, both from ethnic minority groups. Colleagues will receive expert coaching from those who can relate to them most. Our aim is to improve the experience of those colleagues going on upcoming courses. These include Level 3 Leadership and Level 5 Project Management Apprenticeships. Colleagues will be able to apply their learning and feel more confident to progress to leadership roles.

The Reverse Mentoring Programme will run again in 2022. The Academy and OD teams run the programme. It will include colleagues from ethnic minority groups and disabled colleagues. There will be more of a focus on intersectionality. Colleagues from ethnic minority groups can shadow and mentor senior colleagues. This will help colleagues from ethnic minority groups to progress within the organisation. It will also help senior leaders understand the challenges faced by colleagues from ethnic minority groups. OD and the REN will work with the Senior Leadership Team to promote mentoring. This will improve understanding of the importance of mentoring a diverse group of people, including colleagues from ethnic minority groups.

The Talent team will share upcoming programmes with the Equality Networks. These include Shaping Our Future Leaders and Apprenticeships. The Talent team will join the Network days to promote.

We hold a potential candidate pool for these programmes. A percentage of this pool is candidates from ethnic minority groups and/or disabled candidates. We therefore ensure they can apply and hopefully be accepted.

The Talent team created “register your interest” forms before the sign up for apprenticeship programmes. We will check if there is a gap in candidates from ethnic minority groups completing the form and resulting applications.

The AREG are working with Talent to look at CQC’s current talent management model. They will consider whether the system develops a diverse pool of colleagues from ethnic minority groups.

Timing:

  • Q1 2022 – Inclusive Leadership Pathway begins.

Leads:

  • Talent team
  • People leads
  • Line managers
  • AREG

Why / link to D&I Strategy ambitions

To achieve our aim of better representation of colleagues from ethnic minority groups in Grades A and above. Strategic Ambition: Inclusive policies and practices.

Aim 8: Review current individual learning requests (ILR) for funded learning

WRES Indicators: 4 and 7

Actions

There is a QI project to review current Individual Learning Requests for funded learning. The AREG are working on this with the Talent and Academy teams. The aim is to find potential improvements.

Timing:

  • -

Leads:

  • Academy
  • Talent

Why / link to D&I Strategy ambitions

Career development is important for an ambitious and progressive organisation. Access to funded learning should be fair for all. Strategic Ambition: Inclusive policies and practices.

Aim 9: Pilot monitoring of ethnicity pay gap

WRES Indicator: 7

Actions

Review best practice in ethnicity pay gap reporting across private and public sectors.

Produce ethnicity pay gap report using relevant data.

Consider any suitable actions.

Timing:

  • Q1 2022/23.

Leads:

  • Data Analyst
  • People Directorate
  • REN

Why / link to D&I Strategy ambitions

To understand if colleagues from ethnic minority groups face a pay gap. Carrying out actions to address this. Strategic Ambition: Inclusive engagement.

Aim 10: Reduce the likelihood of colleagues from ethnic minority groups entering the formal capability process

WRES Indicator: 3

Actions

To find any widespread issues which shed light on the increase we will conduct a deep dive. This will be considered in comparison with white colleagues. We will work with the People Directorate and REN.

Continue to use Equality Impact Assessments (EIA) as part of all people management policy reviews. The Diversity and Inclusion Manager will sign off at each review.

Timing:

  • Q1 2022.

Leads:

  • HR Advice and Guidance
  • REN

Why / link to D&I Strategy ambitions

To ensure that our colleagues from ethnic minority groups are not disproportionally affected. Strategic Ambition: Inclusive policies and practices.

Aim 11: Reduction in reports of internal bullying, harassment, and/or discrimination

WRES Indicators: 5, 6 and 8

Actions

We aim to reduce the gap between colleagues from ethnic minority groups and white colleagues who, via the people survey, report that they have experienced internal bullying, harassment and/or discrimination.

OD will work with the AREG and the Equality Networks to introduce an internal campaign. This will promote CQC’s zero tolerance of bullying and harassment. We will encourage colleagues to report bullying and harassment, even from external stakeholders.

The new Anti-bias and fairness e-learning will be mandatory for all colleagues from April 2022. Users will be encouraged to select one of the behavioural D&I Success Profiles in “My Performance”. We hope this will help colleagues think about their biases towards colleagues from ethnic minority groups. We hope they will also choose a Success Profile to exemplify going forwards.

We will continue to highlight the lived experiences of colleagues from ethnic minority groups. This will be through our Conference, Black History Month events and Let's Talk.

OD will continue to work with the REN Chairs to examine whether there are trends and patterns. We will look at teams or directorates where colleagues from ethnic minority groups are being bullied or harassed.

Academy and OD will run the Reverse Mentoring Programme in 2022. This will include both colleagues from ethnic minority groups and disabled colleagues. This will allow senior leaders to understand bullying and harassment that colleagues from ethnic minority groups may experience. This will help to address and reduce in CQC.

Academy, OD and the REN will create a new tailored CQC e-learning product. This will improve awareness of bullying and harassment of colleagues from ethnic minority groups.

Using People Surveys and exit interviews we will find trends, concerns, and areas for improvement for colleagues from ethnic minority groups.

We will build a stronger relationship between the REN and Freedom to Speak Up (FTSU) Guardians and Ambassadors. We will encourage colleagues from ethnic minority groups and/or REN members to raise bullying and harassment concerns. We will improve knowledge of the support available from FTSU network. We will run a joint network event for February’s Stand Up to Bullying Day. A FTSU Ambassador will Chair with Network Chairs as panel members.

We will explore the most recent People Survey results. We will review data and comments on the type and origination of bullying and harassment.

Timing:

  • 2022 Q2 - Create new bullying and harassment e-learning products
  • 2022 Q3 - Begin the Reverse Mentoring Programme.

Leads:

  • AREG
  • OD team
  • HR Advice and Guidance
  • REN

Why / link to D&I Strategy ambitions

To create an inclusive culture that values all our people. A culture of respect, where colleagues do not fear harassment, bullying or discrimination. Strategic Ambition: Inclusive cultures.

Aim 12: To have a Board representative of our workforce

WRES Indicator: 9

Actions

We will work closely with our Executive team, so they understand the importance of self-reporting. One or two Non-Executive Board Members who joined CQC’s Board recently have self-reported they are from an ethnic minority group.

The Reverse Mentoring Programme will run again in 2022. The Academy and Organisational Development (OD) teams run the programme. It will include colleagues from ethnic minority groups and disabled colleagues. The Executive team will have the opportunity to be mentored by colleagues from ethnic minority groups. This will help them understand the experience of being a colleague from an ethnic minority group at CQC. It will also give colleagues from ethnic minority groups the opportunity to shadow the Executive team.

We will continue to work closely with the Department of Health and Social Care recruitment team. We will reinforce our commitment to attract and recruit more colleagues from ethnic minority groups.

Timing:

  • 2022 Q3 - Begin the Reverse Mentoring Programme.

Leads:

  • Board Chair
  • Recruitment team

Why / link to D&I Strategy ambitions

To reach our goals, it is important that we are representative of the communities we serve. Strategic Ambition: Inclusive policies and practices.

WRES indicators: all

Actions

Continue to hold curious conversations. These will focus on and raise the profile of individuals’ lived experiences.

Promote equality network-led events more. This will embed the aims of the D&I Strategy.

Reverse Mentoring Programme for all senior leaders.

Share the lived experiences of colleagues from ethnic minority groups in different ways. For example, Schwartz rounds and Let’s Talk.

Timing:

  • Ongoing
  • 2022 Q3 - Begin Reverse Mentoring Programme.

Leads:

  • OD Team
  • Academy Learning and Development Team
  • Joint Network Voice

Why / link to D&I Strategy ambitions

To give our senior leaders insights into the lived experiences of our colleagues from ethnic minority groups. To build skills of colleagues from ethnic minority groups. Strategic Ambition: Inclusive leadership and accountability and Inclusive Culture.

Working for CQC - our commitment to equality

Last year's plan: Our Workforce Race Equality Standard (WRES): Action plan 2021

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