The WRES complements our wider aims and programmes, and we've made a committment to become an anti-racist organisation.
We have a Fair and Inclusive Action Plan built around the themes of:
- making sure we're accountable and there are consequences for our behaviours
- improving learning and development
- making sure our recruitment, retention and progression is fair and inclusive
- improving how we work with and understand the city’s diverse communities
We're signed up to the Race at Work Charter and we're already making sure our social care practice is anti-racist.
Both children’s and adult services have demonstrated a commitment to embedding anti-racist principles into organisational development.
The WRES work is closely aligned with the Fair and Inclusive Action Plan, being a fair and inclusive council, and we've completed work such as recruitment training of equality, diversity and inclusion.
In children’s social work, we appointment a permanent anti-racist lead practitioner. This is a good example of turning intention into action. This post is having an impact on social work practice within our service and more widely.
We also hold weekly anti-racist practice discussions and regular bespoke learning events on race and racism. An anti-racist project board has been in place for over 2 years. The board oversee workstreams covering staff support, practice with families, and the voice of children, families and carers.
As part of the WRES, we have held cross service focus groups with staff and we will continuing with these.
We recognise that we're trying to bring about long-term culture change. We hope the action we've taken during the year of piloting the WRES has begun to make a difference.
Our data suggests this may be the case. For example, in relation to Metric 1, between March 2021 and March 2022, there was an increase in the proportion of staff from Black and diverse communities in the middle pay-bands. This is where social workers and most social care workers sit in both adult and children’s services.