Governance and accountability
1. We will ensure that at least a third of our directors are People of Colour or Black people, of which at least one must be an Executive Director 2. Our Balanced Scorecard includes measures relating to race equity at work: ҄ Agreed number of external organisations to attend our Race Equity and Mental Health course ҄ All active and approved Instructor Members to complete the Anti-racism training 3. We will undertake a review of, and report on, our ethnicity pay gap 4. We will publish an annual report of our learning, progress, and impact 5. All staff have an objective in their 2021/22 performance and development plan to be accountable for adopting an anti-racist approach in their work 6. Departments are expected to create spaces in team meetings to share relevant resources, review activities, successes and lessons learned to ensure continuous improvement 7. We will empower our Sapphire Champions to embed a culture of learning, sharing, reflecting, and innovating in teams and departments
Culture and performance
Policies
We will review all our existing policies through an anti-racist and equity lens. Policies include: zero tolerance, ways of working, pay and reward framework, wellness and equity Our flagship Adult Mental Health First Aid programme is undergoing a full review. This will be completed in 2022. We will ensure the course is inclusive and representative of the inequities in mental health faced by People of Colour and Black people. This includes all course content, videos, case studies, and how the product is designed, presented and delivered We will review our Inclusive Language Guide, how it’s being used, and how we can build upon it We will monitor and review the changes we have made to our Instructor Training programme, Frame of Reference tool and the Youth MHFA course. We will continue to make changes where they are highlighted as being necessary All future product updates and reviews will adopt an anti-racist and race equity lens We will ensure that our campaign for workplace culture change, My Whole Self, recognises and acknowledges disparities in the experience of those who are People of Colour and Black people We will review all marketing and communications collateral to ensure it is inclusive and reflects our diverse population and workforce
8.
Products
9.
10.
11.
12.
Campaigns and communication
13.
14.
27
Made with FlippingBook - Online magazine maker