Trinity's Anti-Racism action statement Where we are now? We recognise that there is a problem of race inequality in society, in healthcare and in our organisation, and this affects our patients and families, our staff, customers and volunteers Trinity has a history of championing equality, diversity and inclusion, through our FREDIE work, and in 2020, in response to the Black Lives Matter movement, we committed to asking questions of ourselves and to address racism The answers to these questions tell us that our Black, Asian and Minority Ethnic colleagues have experienced racism at work We acknowledge that in the past we have failed to do enough to identify and actively tackle racism in our organisation and that this must change Our mission includes aims to challenge and overcome barriers to equity, diversity and inclusion in our services and to be true to our values and a good employer Showing dignity and respect to everyone and delivering better outcomes are at the core of Trinity’s DNA It is with renewed vigour to make positive and authentic change that we make a commitment to become an organisation where racism is not tolerated, and our differences are celebrated Trinity’s Board and Executive team commit to own this process jointly and to give it high priority. Our commitment to becoming a genuinely anti-racist organisation 1. Understanding and addressing racial bias We commit to understand and proactively address racial bias that affects our patients, our staff and our organisational structures. What we will do: All Board members will undertake education on anti-racism All staff and volunteers will undertake mandatory training on anti-racism All managers will be trained on inclusive recruitment practices and how to enact our policies for responding to incidents of racism All staff will be asked to identify a personal objective, as part of their regular appraisal process, to support anti-racism and our FREDIE principles We will scrutinise our internal organisational policies and processes with the intention to remove any potential bias We will introduce reverse mentoring, initially at Executive team level, as a way to build understanding of barriers that our patients and staff may face We will have regular conversations within the organisation in order to recognise, accept and celebrate our differences better. 2. Listening, learning and taking action in response to racism We commit to listen and learn from everybody connected to our organisation, including patients and their loved ones, staff, volunteers and customers, and to take swift and decisive action to address any racism that is experienced or witnessed. We commit to working to ensure Trinity is a fully inclusive environment for our patients and staff alike. What we will do: We will make sure that we regularly and proactively ask everyone connected to Trinity about their experience of racism and discrimination We will provide and clearly communicate multiple options for patients, staff, volunteers and customers to report any racism they may experience We will always promptly investigate allegations of racism by or against patients and staff We will ensure that there is support for those who experience or have experienced racism We will steer our work through listening to voices from across the organisation in our Anti-Racism Action Group reporting to the Board’s People Committee (see below) We will work with staff to develop an Anti-Racism Action Plan. 3. Strengthening our accountability We commit to ensuring that our decisions are anti-racist and to give our anti-racism work the resource and prominence it needs to lead to genuine change. What we will do: All policy and decision-making papers submitted to the Board and Board committees will include an Equality Impact Assessment We will establish a new Board committee (“People Committee“) to focus on our people, culture and anti-racism, where patient and staff feedback and follow-up action will be scrutinised We will amend the Board’s regular information dashboard to include data on any incidences of racism We will only work with third party providers who can demonstrate that they have inclusive policies and practices and will specify this within our contracts We will continue actively to recruit from a diverse candidate shortlist for Board and senior staff positions with the intention that our leadership reflects appropriately the diverse communities that we serve The Board will discuss and review progress with our anti-racist commitments and the Anti-Racism Action Plan at least twice a year We will publicly report progress in delivering these commitments and our Anti-Racism Action Plan in our Quality Account and on our website We will continue to submit our actions and processes to external scrutiny and certification.