Anti-racist Wales Action Plan - Section B

Every senior leader (Senior Civil Servant) within the Welsh Government will be required to have one performance objective related to anti-racism in 2022 to 2023.

The Board of the Welsh Government will have regular reports on the plan and be invited to look at their own diversity, learning needs and performance objectives in relation to anti-racism.

Permanent Secretary will announce and explain the requirement to both senior leaders and the Board of Welsh Government, as well as point to resources to support this action.

The Welsh Government Board and all senior leaders will have committed to embedding anti-racism in every aspect of Welsh Government policy and practice.

Senior leaders will make an informed and educated decision about the performance /behaviours/actions they choose to demonstrate their objectives and so demonstrate a greater understanding and commitment to anti-racism.

April 2023.

• Permanent Secretary for the Welsh Government supported by Welsh Government Human Resources.

Provide key support, including induction, training, coaching/mentoring, reverse mentoring, seminars and events to keep an understanding of anti-racism constantly on the agenda

Programme of events, reverse mentoring and anti-racist coaching will be available for all leaders.

Anti-racism embedded into the new Senior Civil Service Strategy by June 2022.

Every senior leader will be aware of what anti-racist behaviours look like within the leadership framework for public services.

April 2023.

• Welsh Government Human Resources in consultation with the Anti-racist Wales Implementation Team.

Academi Wales will develop leadership behaviours that will be part of the Leadership Behaviours Framework to support this action.

A collective review of the performance indicators adopted by senior leaders, will be carried out annually, to ensure they do not become tick boxes and learning is shared with Accountability Group and Welsh Government Board members.

Academi Wales to review and co-design the public service leadership behaviours with ethnic minority leaders.

April 2023.

• Academi Wales.
• The Welsh Government’s Chief Operating officer to commission.

Engage expert consultancy support with appropriate lived experience and experience of working effectively in a government context to review Welsh Government’s HR policies, procedures and practices (entry to exit) to ensure they are explicitly anti-racist.

Recommendations on how our internal policies, procedures and practices can be ant-racist are shared and implemented.

Improved and robust HR policies, procedures and practices which are anti-racist and ethnic minority staff experience better outcomes in recruitment, progression and exit practises measured through the Staff Survey.

Summer 2023.

• Welsh Government Human Resources.

Develop specific actions, using positive action to reach recruitment target of 20% of our recruits from an ethnic minority background by 2026 at all levels of the organisation.

Outreach standards developed and annual progress reported and published.

This will support our aim of becoming more representative of the population of Wales, with at least 6% of all staff at all levels of the Welsh Government coming from an ethnic minority background.

Ethnic minority staff will experience outcomes no worse than non-ethnic minority colleagues as reported by lived experience interviews, when working for Welsh Government and all staff will better understand and engage with good practice in anti-racist recruitment and retention and exit practises.

2026.

• Welsh Government Human Resources.

Implement positive action into progression, recruitments and interviews.

Increase understanding on Positive Action as defined in the Equality Act 2010 and understand how to embed it in their work.

Officials are well informed and confident to implement Positive Action in recruitment, retention and progression. Rates of retention and progression for ethnic minority staff will be the same as those for non-ethnic minority staff.

By 2026 we will have reached our recruitment target of 20% at all levels of the organisation and in Board membership that are from ethnic minority groups. As a result, at least 6% of all staff at all levels of the Welsh Government will be from an ethnic minority.

2023.

• Welsh Government Human Resources.

Deliver training and development (mentoring etc) opportunities for ethnic minority staff within the organisation.

Staff from ethnic minority groups will experience outcomes no worse than those of non-ethnic minority staff in progression and promotion.

Minority Ethnic Staff Network staff who attend specific Learning & Development opportunities report high levels of satisfaction.

2023.

• Welsh Government Human Resources.

Co-design an apprenticeship and new middle management talent schemes to attract applicants from ethnic minority communities to meet our targets for recruitment.

New apprentice and middle management talent scheme outcomes reflect the population of ethnic minorities in Wales.

• Welsh Government Human Resources.

Continue to support, resource and listen to the Minority Ethnic Staff Network (MESN) and engage with them to see what further support is needed.

Staff network is properly resourced and supporting members within the organisation.

Engagement, inclusion and fair treatment scores for ethnic minority staff are at the same level or higher than the Welsh Government average.

Ongoing.

• The Welsh Government Workplace Equality Team.

Continue to engage with minority ethnic staff who are not members of the MESN network through a number of channels.

Minority ethnic staff have improved awareness and greater confidence in engagement channels within the organisation.

2024.

• The Welsh Government Workplace Equality Team.

Learn lessons from the pilot Shadow Board which has members from protected groups including ethnic minority representatives.

Shadow Board evaluation published and gives specific consideration to experience of, and recommendations arising from, minority ethnic staff.

Evaluation of the pilot scheme will be shared with the Accountability Group and lessons learnt transferred to other public and third sector organisations.

2024.

• The Welsh Government Workplace Equality Team.

Review and co-design the Dignity at Work policies and processes with minority ethnic staff to ensure the racial harassment elements are appropriate and updated.

Revised policy in place.

2024.

• Welsh Government Human Resources.

Ensure recruitment panels are diverse and wherever possible include someone from an ethnic minority background, starting with our most senior roles.

Improve our exit processes so that when colleagues from minority ethnic backgrounds leave us we understand the reasons why and can address them.

Monitoring of representation on SCS recruitment panel / staff panel composition.

Exit interviews undertaken by HR Senior Management Team for exits of senior staff civil servants (SCS).

Guidance and processes to be developed for exits at other grades.

Recruitment process yields more diverse outcomes.

Minority ethnic staff have greater confidence in recruitment processes

Ability to identify themes/issues and action needed.

End 2022.

• Welsh Government Human Resources.

Publish our ethnicity pay gap.

Evidence will be available to highlight what pay gaps at different levels of the Welsh Government.

Ability to identify trends, actions and processes to eliminate the pay gap.

Summer 2023.

• Welsh Government Human Resources.

Collect data on progress against flow targets above, applicants to recruitment programmes and individual job adverts, where applicants saw adverts for jobs, inward secondments and outward secondments.

After the review of HR systems and policies proposed above, recommendations for data will be reviewed and implemented.

Ethnic minority people inside and outside the organisation will have data to measure the Welsh Government’s progress about recruitment and all other HR related processes.

Quantitative data and qualitative data including lived experience will be collected to share the Welsh Governments efforts to tackle racism in recruitment to exit.

Start of 2024.

• Welsh Government Human Resources.

Implementation of the 2020 Diversity and Inclusion Strategy for Public Appointments, including:

• chairs of all regulated bodies to ensure that every Board member (including themselves) has a diversity and inclusion objective, to include anti-racism as part of their performance management system.
• chairs objectives to be discussed by relevant stakeholder groups and agreed by Ministers or Welsh Government Senior officials.
• a suite of training for Regulated Boards to be commissioned and delivered.

Good practice form this transferred to other Boards we fund.

A near ready public appointment leadership programme for ethnic minority groups, interested in assuming public appointment roles.

A public leaders of the future development programme targeted at ethnic minority groups aimed at showcasing and supporting individuals interested in public appointment opportunities in the medium to long term.

Chairs of regulated bodies will have identified one objective in their performance management system related to anti-racism.

Chairs will have had a discussion with their respective Ministers about their performance related to tackling institutional racism.

Regulated Boards will have committed to training in anti-racism.

By summer 2023.

• Public Bodies Unit.

Leadership: Race Disparity Evidence Unit to scope and pilot a data collection of the equality characteristics of regulated Public

Sector Bodies (including race) in 2022-23 in order to run a baseline survey for 2023-24. Initial assessment of the pilot will be published in Summer 2023.

Clear picture of the position on Boards in Welsh Government public bodies

Following the initial baseline survey of the PSB equality data collection in Summer 2024 we will set quantifiable targets on an increase in ethnic minority representation on regulated bodies. Targets will also be set for other protected groups.

Ability to measure and report on progress.

Baseline survey 2022 to 2023.

• Race Disparity Evidence Unit.

Facilitate bespoke opportunities including mentoring, coaching, community mentorship, reverse mentoring for community leaders with public service leaders, providing mutual benefit for them and for public services.

A suite of opportunities available from across public and third sector opened and well published to community leaders is in place.

More women and people from ethnic minority groups in leadership roles.

Career entry and progression through all levels through to senior leadership and Boards.

In place by end of 2023.

• Public Bodies Unit.

Expand the availability of opportunities for community leaders to be involved in policy development and decision-making (including making public appointments), with remuneration where possible and appropriate.

Outreach programme developed, community leaders engaged and budget identified to remunerate people’s time.

Expert lived experience built into policy-making and delivery decision.

Better services for all.

By Summer 2023.

• Anti-racist Wales Implementation Team.

Develop a cadre of highly committed allies across public services to embed anti-racism.

Departments and sponsor teams to work with delivery bodies to develop the capacity and capability of a greater understanding and actions required of allies for anti-racism.

Public Bodies Unit to lead corporate communications with key internal and external stakeholders to share best practice and facilitate improved practice.

Expectation that public bodies create a programme of events and guidance on what it means to be an ally and how to call out racism and support ethnic minority people will be in place.

Training in managing a multi-racial, intersectional team will be commissioned.

Mentors and coaches who are active allies within and outside Welsh Government will be made available to ethnic minority staff.

Public Bodies Unit to engage senior public leaders through the Public Leaders Forum.

Public Bodies Unit to establish and manage an internal network with Partnership Teams to share and drive best practice and to establish and facilitate an external network with relevant stakeholders from protected characteristics with a similar goal.”

All leaders at all levels of the organisation will have exposure to and better understand what is racism, anti-racism, the dynamics of intersectional discrimination and act to call out racism including micro aggression and support ethnic minority staff.

By end 2022.

By summer 2023.

• Public Bodies Unit reporting progress of sponsor teams.

Join up work to support community leadership with development of the pipeline for public appointments and entry to the public service workforce for ethnic minority people, with particular focus on ethnic minority women who are exceptionally under-represented in leadership roles.

Develop a collaborative programme of support for community leaders from ethnic minority groups to enter the public services workforce.

More women and people from ethnic minority groups in leadership roles.

Career entry and progression through all levels through to senior leadership and Boards.

By end March 2023.

• Anti-Racist Wales Implementation Team.
• Third Sector Team.
• Public Bodies Unit.

Academi Wales will review and co-design its Public Service Leadership Behaviours Framework, embedding an anti-racist approach into that review.

Academi Wales will share the draft of the behaviours with the Accountability Group and in particular the experts by expertise appointed to agree the new framework before adopting and publishing it.

Revised behaviours framework.

Behaviours expected of leaders at all levels for an anti-racist Wales will be explicit to all.

April 2023.

• Academi Wales.

Use all levers available to embed anti-racist approaches throughout the public sector including:

• remit letters
• funding
• performance reviews
• guidance
• legislation

Ensure grants and procurement process are anti-racist.

Use conditions of grants and procurement to incentivise other organisations to improve leadership and representation and anti-racism more generally.

Published anti-racist statements and action plans for all funded organisations and their delivery partners.

All levers and enablers has to tackle institutional racism identified.

A Welsh Public Service that better reflects the communities it serves with services that meet the needs of all.

• The Welsh Government.

To develop the policy capability of policy makers in the Welsh Government by increasing knowledge, skills and behaviours important to anti-racism.

Resources to support policy makers understand and apply an anti-racist approach in their policy work.

Welsh Government policymakers are able to develop the relevant knowledge, skills and behaviours to further embed an anti-racist approach in their policy work.

Agree date with equality team and Learning and Development team.

• Communities Division.
• Organisational Development and Engagement (To be confirmed). Sustainable Futures Division.

Continue to improve Integrated Impact Assessment (IIA), the Welsh Government’s approach to understanding and assessing impact and using this to shape policy making which delivers positive outcomes for the environment and the diverse people of Wales now and in the future.

Improved IIA tool and guidance.

Welsh Government policy making will be underpinned by understanding of the impact on the environment and diverse communities, now and in the future.

Ongoing improvement.

• Sustainable Futures Division.

Review and revise the Equality Impact Assessment element of Integrated Impact Assessment to support staff in carrying out effective equality impact assessments, including support in understanding impact in respect of race as a protected characteristic and how to take a specifically anti-racist approach when considering impact.

Improved Equality Impact Assessment tool and guidance, including guidance on anti-racist impact.

Staff will be supported to understand impact of policy on race and will be triggered to take an anti-racist approach to the Welsh Government policy making.

Ongoing improvement.

• Communities Division.

Develop the next phase of the Community Mentor programme working alongside policy leads to act as the bridge between Government and Black Asian and Minority Ethnic communities.

Community Mentor programme approved, mentors identified and embedded with policy leads.

Individuals and communities feel engaged with policy-making.

Better services for all.

In progress.

• Anti-racist Wales Implementation Team.

Continue to run a regular Gypsy, Roma and Traveller stakeholder meeting to inform Welsh Government actions and policymaking.

Six meetings held per year.

Measurable contribution to policy and delivery.

In progress.

• Communities Division.

Establish the Equality, Race and Disability Evidence Units made up of:

• Equality Evidence Unit
• Disability Disparity Evidence Unit
• Race Disparity Evidence Unit.

Evidence Units to:

• undertake a mapping exercise of existing equality data/evidence sources to assess consistency,
  completeness and granularity, and identify gaps
• identify and address barriers to improving existing equality data collection, reporting and use
• provide guidance and training to colleagues and stakeholders on equality data collection and sources of evidence
• make changes to existing data collections and introduce new data collections, where required, to fill the evidence gaps identified.

Strategic Equality Evidence Plan identifying scope, priorities, clear timescales and approaches to work, including a:

• Race Disparity Evidence Unit Plan
• Equality Evidence Plan
• Ethnicity data map including gaps
• Key demographic and performance measures that reflect ethnic minority groups
• Training and guidance materials on the use of evidence on ethnicity in policy making.

Data readily available to be used in all policy areas, to better reflect decision making for ethnic minority communities.

Lived experience, in the form of coproduction and qualitative evidence is valued equally to other sources of evidence.

Data on ethnicity includes disaggregation by gender, disability and all other protected characteristics where possible.

An increased understanding of the availability, consistency, completeness and granularity of existing ethnicity data/evidence sources in Wales.

Improvements in collection, reporting and use of ethnicity data/evidence.

Evidence Units in place by April 2022.

Planning and mapping completed by January 2023.

Available demographic and performance data will be staged and planed in detail following the data mapping exercise.

• The Welsh Government Equality, Race and Disability Evidence Units, in partnership with public sector and third sector organisations.

Provide expert support to Black, Asian and Minority Ethnic communities in accessing services, advice and benefits.

Establish separate advice and advocacy services to Gypsy, Roma and Traveller and Black Asian and Minority Ethnic communities.

Appoint procured service provider to deliver the service against defined indicator targets.

The scheme will improve access to a range of services including health, utilities, and benefits.

By December 2022.

• Communities Division.

Ensure that progress towards the Anti-Racism Plan is disseminated widely through a multi-channel communications and engagement strategy.

Resource the strategy appropriately to include traditional marketing methods such leaflets, digital communications such as Paid for Social Media, and more creative methods such as the use of Influencers.

Approved communications and engagement strategy in place with resource identified to deliver.

Awareness of work, opportunities to engage identified and increased community cohesion.

By September 2022.

• Anti-Racist Wales Implementation Team.

Develop a funding mechanism to support micro-organisations and individuals who are working in anti-racism and face barriers to accessing mainstream funding.

Funding identified, potential delivery partner secured and criteria and guidance published.

Those working on the front-line of anti-racism are able to engage, are recognised for their expertise and lived experience and have the opportunity to influence public sector policy-making.

By end of 2022.

• Anti-Racist Wales Implementation Team/Race Policy Team.

Create a standalone fund for community organisations to support and raise awareness of key dates and events throughout the year, including:

• Windrush
• Gypsy, Roma and Traveller History Month
• Black History Month

Funding established with criteria and guidance published.

Long-term sustainable support to raise awareness of key dates and events to celebrate anti-racism.

Communities have the opportunity to engage with national campaigns.

By December 2022.

• Equality Policy Team.

Establish and resource the Anti-Racist Wales Action Plan Accountability Group and Internal Challenge and Support Group supported by experts with lived experience.

Ensure experts are appropriately remunerated for their time and expertise and receive induction and on-going support.

Appointed Accountability Group and Internal Challenge and Support Group with expertise identified and recruited.

Progress against published targets met, significant improvements across all sectors reported by Black Asian and Minority Ethnic people.

By autumn 2022.

• Anti-Racist Wales Implementation Team.

Commission an independent review of policies and procedures in the FE and adult learning sector through an anti-racist lens and expect representation of ethnic minority groups within forums or groups established to design the audit/review and oversee and support their effective implementation and application.

Review completed and published.

Evidence base for strengthening anti-racist policies and improving the experiences of learners and staff of all ethnicities.

By March 2023.

• Colegau Cymru.
• Black Leadership Group (BLG).

Work with the FE sector to embed the principles of the Black Leadership Group 10 point plan to ensure an anti-racist FE system.

Survey learners and staff to understand their experiences of racism and to gather views on what effective anti-racist practice looks like in FE.

Confirmed commitment by individual institutions.

Survey undertaken and responses analysed.

Anti-racist practice is embedded in FE institutions.

Basis for strengthening anti- racist policies and improving the experiences of learners and staff of all ethnicities.

By July 2023.

• Colegau Cymru.
• BLG.

Establish an anti-racism network across the HE sector.

Publish an annual race equality report and performance measures for the sector, including outcomes for students and staff.

Sharing of good practice across HE institutions in addressing racial harassment and promoting anti-racist culture.

Report and measures are published.

More rapid, sustainable progress towards improving the experience for staff and students.

Increased accountability for HE institutions with regard to anti-racism. More focused response to issues affecting Black, Asian and Minority Ethnic staff and students, including attainment gaps for students from different ethnic backgrounds.

By March 2023.

Annual report from 2023.

• HEFCW.
• Universities Wales.
• Welsh HE institutions.
• Unions.

Require HEFCW to expect all HE institutions to review existing recruitment policies and procedures through an anti-racist lens.

Require HEFCW to expect HE institutions to monitor and address inequalities, including pay disparities.

Expect all HE institutions to achieve a race equality charter mark as a condition of funding within three years to embed anti-racism policies at all levels within the sector.

Senior leaders adopt a whole- institution anti-racist approach.

Publication of data on HE staff pay for different ethnic groups.

All HE institutions to achieve a Charter Mark.

Increased ethnic minority representation in senior positions within higher education.

Greater transparency in pay data to support increased pay equality for staff regardless of racial background.

Whole-institution, open, commitment to anti-racist approach which will benefit all students and staff.

By September 2023.

By September 2023.

Commitment to Charter Mark by September 2023.

• HEFCW.
• Universities Wales.
• Welsh HE institutions.
• Unions.

Make it mandatory to include the teaching of Black, Asian and Minority Ethnic communities and contributions across the revised Curriculum for Wales.

Update the Curriculum for Wales framework and guidance and teaching resources to reflect the recommendations of the Williams Review.

Inclusion in the refined Curriculum for Wales framework and guidance, including the mandatory What Matters Code.

Reported increased knowledge amongst the general population of ethnic minority people experiences and contributions to the history of Wales.

Ethnic minority learners report greater relevance and representation in the curriculum they experience.

By September 2022.

• Regional Education Consortia.
• The Welsh Government.
• Local authorities Schools.

Review and revise the current FE curriculum to embed anti-racist principles and develop a revised curriculum in co-construction.

Working group established and initial scoping exercise completed.

More diverse and enriched curriculum for post-16 learners.

Black, Asian and Minority Ethnic learners report greater relevance and representation in the curriculum they experience.

By September 2023.

• FE institutions.
• Colegau Cymru.
• Black Leadership Group.
• Qualifications Wales.

Maintain alignment between the CQFW and the other UK qualification frameworks and the European Qualifications Framework to support ongoing qualification comparability and learner mobility.

Raise awareness and promote the CQFW as a vehicle to aid understanding and recognition of qualifications as appropriate, and refer queries from international learners relating to the equivalency and comparison of international qualifications

Collate information together with examples of the types of qualifications currently not being recognised or accepted by institutions or employers across Wales, to help our understanding of barriers to employment.

Qualifications and learning are understood and recognised, facilitating learner/citizen progression, transferability and mobility.

Increased consistency of approach with regards to assessing prior learning.

Barriers to recognition of prior learning are removed.

By April 2023.

• The Welsh Government.
• Colegau Cymru.
• The CQFW Advisory Group.

Develop anti-racist professional learning resources to support the teaching of the new curriculum hosted on a co-designed “virtual campus” to collate and curate all anti-racist materials and resources.

Published central online resource to provide support for practitioners and leaders to develop curriculum materials and resources to address the requirements of the new curriculum.

Increased confidence in practitioners’ ability to address racism and install a culture of anti-racism via teaching of the curriculum.

Ongoing.

• BAMEed (Wales) Network.
• The regions and HEI partners.
• Other expert groups.

Support a new PhD doctorate placement to evaluate the programme of Diversity and Anti-Racist Professional Learning (DARPL).

Published evidence to underpin a revised programme.

Contribution to research in this area from a uniquely Welsh perspective.

Ongoing.

• BAMEed (Wales) Network.

Review Initial Teacher Education (ITE) and professional learning to ensure that it reflects an anti-racist approach to teacher recruitment and training.

An updated and published:

• criteria for the Accreditation of ITE programmes
• inspection frameworks for ITE
• professional learning resources
• new recruitment, retention and progression pathways prior to ITE published
• activities to take place in all schools to highlight teaching as a profession

All student teachers receive professionally appropriate, high quality ITE that includes anti-racist issues and prepares them to be a beginner teacher.

More diversity from ethnic minority communities in the teaching profession that better reflects communities.

By December 2022.

• ITE Partnerships. EWC Teacher Education Accreditation Board.
• Estyn.
• USCET.
• The Welsh Government.

Expand the range of subjects available on the employment-based Initial Teacher Education (ITE) scheme to attract support staff from ethnic minority backgrounds, including Welsh-medium.

Expanding the subjects offered via Open University programmes where economically and educationally viable.

Increased recruitment from ethnic minority communities into the teaching profession.

By September 2025.

• OU ITE Partnerships.

Set up a diverse anti-racism working group with stakeholders to review progress against the actions and identify emerging requirement.

Working group established to oversee delivery of actions in recruitment plan.

Ethnic minority people involved as stakeholders and partners report that their lived experiences, voice and recommendations have been heard and acted on.

By March 2022.

• The Welsh Government.

Develop and publish recruitment plans specifically to increase the numbers of ethnic minority applicants to ITE courses including Welsh-medium.

Each ITE Partnership will publish a recruitment plan with baseline data specifically identifying the actions they will take to increase ethnic minority representation in their intake.

Increased recruitment from ethnic minority communities onto the teaching profession.

By July 2022.

• ITE Partnerships.

Co-design appropriate and sensitive support arrangements for students from ethnic minority backgrounds at all stages of the application and study process.

All ITE partnerships to undertake a review of existing practice.

Identify any shortcomings in existing processes and use these findings to ensure that appropriate levels of support are in place to assist ethnic minority applicants.

Satisfaction with level and appropriateness of support provided increased.

By March 2022.

• The Welsh Government.
• ITE Partnerships.
• EWC.

Require all ITE providers to review, strengthen and develop the application of criteria for accreditation requirements in existing programmes.

All ITE partnerships to undertake a review of existing practice.

Identify any shortcomings in existing processes and use these findings to ensure that issues around anti-racism are strengthened in the accreditation requirements for programmes.

Greater satisfaction and increased numbers of applicants from ethnic minority people reported.

By March 2022.

• ITE Partnerships.

Collaborate and co-design with ethnic minority stakeholder groups to develop next phases of the ITE Black Asian and Minority Ethnic Recruitment Plan.

Publish an updated and second phase of the ITE Black, Asian and Minority Ethnic Recruitment Plan.

Increased recruitment of teachers from ethnic minority communities onto ITE programmes whilst increasing representation within the workplace.

Ongoing.

• The Welsh Government.
• ITE Partnerships.
• EWC.
• Estyn.
• Community stakeholders.

Evaluate and build on the race access and success enhancement programme.

Strengthen opportunities for ethnic minority ITE students to gain work experience to support future career progression.

Reduction in educational inequalities, leading to more equal opportunities for Black, Asian and Minority Ethnic students reported.

By September 2023.

• HEFCW.
• Universities Wales.
• Welsh HE institutions.
• NUS.
• Students unions.

Support the Education Workforce Council (EWC) to gather improved data on the ethnicity of post-16 practitioners and learning support workers by building trust so that more staff disclose their ethnicity (current levels of Not known and Prefer not to say are very high).

Ensure this improved data is used to support workforce policy and recruitment practices.

Coverage of ethnicity category for practitioners and learning support workers improved from 80% to at least 95%.

Stronger baseline to improve representation where needed.

Better understanding of the ethnic profile of staff.

By July 2022.

• EWC.

Survey staff from ethnic minority backgrounds on their experiences of working in FE, and co-produce proposals on improving their experiences and career prospects.

Publish an action plan to support FE staff from ethnic minority backgrounds.

• Colegau Cymru.
• BLG.
• National Academy for Education Leadership.
• Joint Trade Unions.

Work with Colegau Cymru and BLG to explore improved methods of collecting data on protected characteristics of non-Education Workforce Council registered staff, including leaders.

Initial data collection completed and evaluated.

Stronger baseline to improve representation where needed.

Better understanding of the ethnic profile of staff.

By September 2022.

• Colegau Cymru.
• BLG.

Undertake a review of the PGCE for FE Incentives programme, including improved data collection on the ethnicity of current practitioners.

Take positive action to encourage more learners from ethnic minority communities to undertake ITE qualifications in the FE sector, via the PGCE FE Incentives programme.

Improved data collection processes for the Incentives Scheme.

Amendments to the priority guidance for the distribution of the PGCE FE Incentive.

Work with HEIs to ensure the Incentive is having the impact intended.

An increase in the numbers of individuals from ethnic minority communities in the FE Sector which will aim to strengthen representation, understanding and acceptance of different cultural backgrounds and communities within the sector.

The Incentive Review will take place by March 2023.

• Lead and Partners for this are WG and USCET.

Identify any recruitment and retention issues of teachers from ethnic minority communities in the PCET Sector, put appropriate positive actions in place where required and impact assess them.

Review undertaken and improved data established on which to base policy decisions.

Action plan in place once issues are understood.

Work closely with the sector to deliver action plan.

An increase in the numbers of individuals from ethnic minority communities in the FE Sector which will aim to strengthen representation, understanding and acceptance of different cultural backgrounds and communities within the sector.

• FE sector.
• Work-based learning sector.

Continue to collect hard and lived experience data on existing workforce and increase levels of self-identification from individuals.

Ethnicity identification is voluntary so further work with communities to get greater ownership and compliance will be sought.

Statistical evidence on the ethnic makeup of the workforce.

Identified negative impacts and remedied shortfalls in the recruitment plan.

Annually.

• EWC.

Require reporting of racist incidents and harassment in schools and colleges through strengthened data collection, how they were dealt with, action taken in response and whether the incident was resolved successfully for the victim.

Improved and consistent reporting system for schools.

Improved collection of data from schools and colleges in Wales; including good practice and lived experience evidence.

Higher levels of satisfaction from ethnic minority learners and their families with the way racist incidents are dealt with and resolved in schools and colleges.

Increased knowledge of the numbers of racist incidents experienced by learners and staff across schools and colleges in Wales.

Ability to use this data to identify trends and measure success of policies.

By September 2023.

• Anti-racism stakeholders: Show Racism the Red Card.
• BAMEed Wales Network.
• Anti-bullying Steering Group for Wales.

Co-design and publish statutory Gypsies, Roma and Travellers’ guidance for schools.

Statutory guidance published for all schools.

Resource trusted intermediaries e.g. community activists and leaders engaged in enabling this change on the ground.

Support and improve educational outcomes for learners from Gypsy, Roma and Traveller backgrounds.

Increased awareness in schools of the specific needs of Gypsy, Roma and Traveller learners, leading to a reduction in educational inequalities.

Reported increase in confidence in schools by the respective communities.

By July 2022.

By July 2023.

Strengthen the Welsh Government’s statutory guidance for schools in respect of wellbeing to recognise the particular needs of learners from an ethnic minority backgrounds.

Updated statutory guidance.

Teachers and other school staff are aware of the particular needs of learners from ethnic minority backgrounds and are able to offer appropriate support in a timely fashion.

2022 to 2023.

• Anti-racism stakeholders – Show Racism the Red Card.
• BAMEed Wales Network.
• Anti-bullying Steering Group for Wales.

Strengthen the Welsh Government’s ‘Rights, respect, equality’ anti-bullying guidance for schools.

Updated statutory guidance; support for schools to develop anti-bullying strategies; advice for practitioners on how to engage effectively with parents and carers around this agenda.

Increased confidence in practitioners’ ability to address racial harassment and bullying. Increased confidence in learners that racist behaviour will be tackled effectively.

By July 2022.

• Anti-bullying Steering Group for Wales.
• Estyn.
• KAS.
• Equalities Division.

Ensure a range of appropriate interventions (both universal and targeted) are available to schools to meet the wellbeing needs of learners from ethnic minority backgrounds.

Suite of appropriate evidence based resources are available.

Learners have access to evidence based resources which are appropriate to their needs to support their wellbeing.

2022 to 2023.

• PHW.
• Local authorities.
• Schools.
• Third sector.

Strengthen our guidance on Exclusion from Schools and Pupil Referral Units in relation to learners who we are aware can be disproportionately subject to permanent or temporary exclusions; this includes, but is not limited to ethnic minority learners and learners with special educational needs (SEN). Data will be used from the Official Statistics published by the Welsh Government on permanent and fixed-term exclusions from schools, which includes data on exclusions by ethnic background. This data will continue to be published.

Updated guidance; support for schools to understand how to use exclusions in a way that does not disproportionately impact specific groups.

Data published from the Official Statistics.

Learners from specific groups do not disproportionately get excluded from schools or pupil referral units.

By September 2023.

• The Welsh Government lead for schools.

Integrate reporting on ethnicity into the suite of statistical releases on post-16 learning and learner outcomes.

Identify equality gaps in learner participation and attainment, and set targets and appropriate actions for improvement.

Ethnicity reporting integrated into regular reporting cycle.

Analysis completed and action plan in place.

Better, more transparent information about participation and outcomes of learners from different ethnic backgrounds.

More equity in access, experience and attainment and improved opportunities for learners from different ethnic backgrounds.

By May 2022.

By March 2023.

• FE institutions.
• Estyn.

Commission a review of the English for Speakers of Other Languages (ESOL) policy and address its recommendations.

Review completed, stakeholders satisfied with it and policy co-designed and updated.

More sustainable, consistent and effective ESOL provision across Wales.

By March 2023.

Increase and better use data on HE applications and acceptances on to courses.

Report ethnic minority applications and acceptances onto courses as part of the ongoing monthly reporting process.

Increased data evidence on application and acceptance rates.

Identified if there are differences in the levels of successful candidates from ethnic minorities and acted on results.

Ongoing monthly.

Gain a better understanding of the lived experience of the c.10000 Welsh speakers from ethnic minority communities to inform future actions and interventions to eliminate racism in Wales.

Integrate findings into current and future policies and look for ways to improve access to information on access to Welsh-medium education, language learning, workplace activities and community activities.

A better understanding of the experiences of Welsh speakers from ethnic minority communities across Wales.

By March 2023.

• The Welsh Government and the Welsh Language Partnership Council’s Equality Inclusion and Diversity Sub-group.

Set targets and expectations of anti-racist approaches for grant funded organisations. Develop an action plan to improve representation from ethnic minority backgrounds within the workforce of our grant funded organisations.

Updated grant funding arrangements and action plan in place.

Updated terms and conditions to grant recipients in 2022-23 award letters.

More Welsh language projects delivered for people from ethnic minority communities across Wales.

More individuals from ethnic minority communities across Wales enjoying activities and events through the medium of Welsh.

By April 2023.

• The Welsh Government grant funded organisations.

Commission the National Centre for Learning Welsh to review current take up of provision amongst Black, Asian and Minority Ethnic backgrounds, and current strategies to promote access.

Published review with findings used to better inform communication and marketing strategies in order to attract more learners from Black, Asian and Minority Ethnic communities.

More adults from ethnic minority communities across Wales accessing National Centre for Learning Welsh provision.

By March 2023.

• National Centre for Learning Welsh.

Analyse data on Black, Asian and Minority Ethnic people that attend Welsh-medium education to develop local and national strategies to increase this number and tackle the barriers to accessing Welsh-medium education.

Analysis complete and strategies developed.

More children from ethnic minority communities accessing Welsh- medium education.

By March 2023.

• Welsh Language Partnership Council’s Equality, Inclusion and Diversity Sub-group.
• WLGA.
• Local authorities, Grant funded organisations (RhaG, Mudiad Meithrin, Mentrau Iaith, Urdd).

Commission the development of multilingual anti-racist resources and case studies to support an increase of take up in Welsh-medium education within ethnic minority community.

Resources published and promoted.

More parents/carers from ethnic minority communities understand the benefits of Welsh-medium education and access it for their children.

By December 2022.

• The Welsh Government.
• RhAG.
• Welsh Language Partnership Council’s Equality, Inclusion and Diversity Sub-group.

Ensure the Welsh terminology used to discuss and debate anti-racism is current, appropriate, consistent and based upon input provided by Welsh speakers from ethnic minority communities.

Revise and implement standardised terminology, and in doing so ensure engagement with language specialists and representation of Welsh speakers from Black, Asian and Minority Ethnic communities.

Standardised terminology that is easily understood by all developed to discuss issues in relation to anti-racism that reflects Wales’ culturally ethnic community.

Ongoing.

• The Welsh Government.
• Relevant stakeholders.

Review and develop a specific set of requirements as part of contracts and grant funding.

Specific requirements included in contracting and funding arrangements to ensure all materials are anti-racist.

Learners have better understanding of our cultural heritage.

By March 2023.

• The Welsh Government grant funded organisations and contractors.

Require the governing bodies and senior leaders of all funded organisations to adhere to performance requirements for anti-racism.

These requirements may be set out through remit letters, award letters and other conditions of grant as appropriate.

Funded organisations to submit sufficient evidence as appropriate, to demonstrate adherence to performance requirements.

For example, Welsh Government Sponsored Bodies’ diversity and inclusivity goals reviewed in quarterly monitoring meetings, revised as needed and updated regularly.

Senior leadership and governing bodies are held to account.

Anti-racist principles at structural level determine and lead changes in policy implementation and practice on the ground.

March 2023 and ongoing.

• Publicly funded Culture, Heritage and Sport organisations.

Require public bodies to establish working environments which are highly inclusive and anti-racist, including anti-racism training as a core component of professional learning and development.

All members of the workforce including board members to complete training. New employees should complete as part of their induction training.

All members of the workforce including board members demonstrate anti-racism in practise and decision-making and take responsibility for creating an inclusive working environment.

Black, Asian and Minority Ethnic members of the workforce feel safe, supported and respected in the workplace.

March 2024: workforce and boards undertake training.

• Publicly funded Culture, Heritage and Sport organisations.

Publicly funded organisations to capture/ review baseline data of ethnic diversity across the organisation and, as appropriate, implement steps to increase ethnic diversity at all levels, specifically in leadership teams and on boards, by providing quality job opportunities in planning, design, curation and decision-making roles and measure progress.

Data on the diversity of boards, senior management and workforce collected, measuring both recruitment and retention of staff to assess success.

More applications from and employment of Black, Asian and Minority Ethnic people into organisations, especially in senior management leadership roles.

More applications to and appointment of Black, Asian and Minority Ethnic people into boards or governing bodies of organisations.

A diverse board, senior management and workforce, providing visible role models and opportunities to Black, Asian and Minority Ethnic people.

March 2023 and annually.

• Publicly funded Culture, Heritage and Sport bodies.

Encourage all publicly funded organisations to adopt ‘positive’ recruitment policies that will support and enable applications from and career pathways of under-represented groups; for example by reviewing and amending the design of application forms and methods of advertising posts, and providing training for both applicants and selection panels.

More applications from and employment of Black, Asian and Minority Ethnic people into organisations, especially in senior management leadership roles.

More applications to and appointment of Black, Asian and Minority Ethnic people into boards or governing bodies of organisations.

Monitoring and equality impact assessment of recruitment procedures in place. Ongoing consultation on design and implementation of measures to eliminate inequalities.

A diverse board, senior management and workforce, providing visible role models and opportunities to Black, Asian and Minority Ethnic people.

March 2023 Review of processes and implementation of any changes.

October 2024: impact and monitoring of changes.

• Publicly funded Culture, Heritage and Sport bodies.

Review existing systems for reporting, and dealing with complaints of discrimination; including the identification and elimination of all forms of racial discrimination.

Improved processes for reporting and dealing with discrimination.

Process for reporting discrimination is transparent, accessible and effective. Procedures help to change the prevailing culture is one of open and assertive rejection of racist language and behaviour.

Improved confidence in processes for reporting discrimination amongst Black, Asian and Minority Ethnic workforce, job applicants and service users.

March 2023 Review.

March 2024 Implementation of required changes.

• Publicly funded Culture, Heritage and Sport organisations.

Undertake detailed financial assessments (including workforce expenditure) and make a specific reporting requirement for how grassroots organisations are supported) and on how funding resources are currently being used. This is to be underpinned by both quantitative and qualitative data and lived experience.

Report on these assessments within 12 months, including recommendations for concrete, quantifiable action.

Existing schemes reviewed within 12 months and outcomes published, including recommendations for change.

Improved transparency in terms of funding resources, including on how grassroots organisations are supported.

Fairer and more equitable distribution of financial support.

March 2023 for reviews/assessments.

March 2024 for implementation of required changes.

• The Welsh Government and relevant Culture Heritage and Sport Welsh Government Sponsored Bodies.

Review the funding application process to improve outcomes for Black Asian and Minority Ethnic-led organisations or people, including where necessary by supporting applicants and potential applicants to make applications.

Funding schemes reviewed and amended or redesigned as appropriate, to facilitate applications from communities across Wales.

This should include promotion and targeting of schemes to Black, Asian and Minority Ethnic people or organisations and provision of training and support to assist with applications and selection processes.

Monitoring, assessment and reporting of the effectiveness of updated funding procedures.

Equitable availability and accessibility of funding.

Measurably increased number of Black, Asian and Minority Ethnic people or organisations applying for and accessing funding.

March 2023 Review of Schemes.

March 2024 implementation of required changes.

• The Welsh Government and relevant Culture Heritage and Sport Welsh Government Sponsored Bodies.

Work with funding bodies to co-produce bids from small or Black, Asian and Minority Ethnic-led organisations to improve outcomes for Black, Asian and Minority Ethnic groups.

Measurably improved number of bids taken forward through a co-designed approach in collaboration with small organisations.

Smaller organisations work alongside funding bodies as equal partners alongside funding bodies, confident to express their ideas and aspirations knowing that they will be listened to co-design cultural bids.

March 2024.

• The Welsh Government and relevant Culture Heritage and Sport Welsh Government Sponsored Bodies (especially the Arts Council of Wales and Sport Wales).

Identify a specific ring-fenced resource to support grassroots cultural, creative and sporting activities among Black, Asian and Minority Ethnic groups and promote this to encourage applications, taking account of intersectional disadvantages and specific issues relating to community languages.

Greater availability of funding to specifically support grassroots, cultural, heritage and sport initiatives.

More opportunities to participate and initiate culture, heritage and sport initiatives relevant to the needs and aspirations of Black, Asian and Minority Ethnic groups at a grassroots level.

March 2023 initiatives have started.

• The Welsh Government and relevant Culture Heritage and Sport Welsh Government Sponsored Bodies (especially the Arts Council of Wales and Sport Wales).

Support the participation in active lifestyles of women and girls from Black, Asian and Minority Ethnic groups, taking account of intersectional disadvantages, languages and the most disadvantaged groups.

Measurably increased number of women and girls from Black, Asian and Minority Ethnic people participating in sport.

Opportunities for Black, Asian and Minority Ethnic women and girls to participate at a grassroots level in sport relevant to their needs and aspirations.

March 2024.

• Sport Wales.

Co-design opportunities with grassroots community-based organisations to engage Black Asian and Minority Ethnic individuals (including women, girls, disabled people, elders, people who identify as LGBTQ+, and people whose first language is not English or Welsh) to express their creativity, heritage, language, cultural identity and origins.

These activities will allow people to come together to celebrate our diverse but shared cultural heritage including through visual and performing arts, including contemporary street art, fashion, poetry, dance, sport and music.

Measurably increased partnerships/ engagement between the public bodies and smaller, community-based organisations representative of Black, Asian and Minority Ethnic people (especially women, girls, disabled people, elders, people who identify as LGBTQ+, and people whose first language is not English or Welsh).

Creatives, (and especially women, girls, disabled people, elders, people who identify as LGBTQ+, and people whose first language is not English or Welsh) from Black, Asian and Minority Ethnic communities are supported at a grass-roots level both individually and collectively to participate in and initiate opportunities to express their own identity on their own terms and in collaboration with publically-funded bodies.

October 2023: initiatives identified/ agreed.

March 2025: initiatives delivered.

• Publicly funded Culture, Heritage and Sport bodies.

Marketing and advertising materials are anti-racist and reflect the true depth of our diverse cultural heritage while avoiding stereotyping and cultural appropriation.

Marketing, branding and communications are anti-racist, with an awareness of racist tropes, cultural appropriation and othering in advertising and marketing, and of how even well-meaning language can sound patronising and undermine the principle of equality.

Communication in public spaces is overtly anti-racist and is inclusive of the diverse groups and communities of Wales.

March 2023 and ongoing.

• Publicly funded Culture, Heritage and Sport organisations.

Use Creative Wales’ funding mechanisms and its relationship with public service broadcasters through the development of Memorandums of Understanding, to encourage and support a more anti-racist sector that produces content that reflects the reality of our diverse cultural heritage and provides opportunities for Black, Asian and Minority Ethnic people in front of and behind the camera.

New production funding criteria will provide a greater understanding of the number of opportunities available on film and TV productions for Black, Asian and Minority Ethnic people both on screen and off screen.

Diversity and inclusivity ambitions in each MoU discussed at quarterly meetings and updated annually if required.

Black, Asian and Minority Ethnic candidates successfully apply for job and trainee opportunities provided in WG supported productions.

March 2023.

• Creative Wales.
• Public service broadcasters.

Work with partners in the development of Creative Wales’ action plans for priority sectors to ensure a specific anti-racist focus on actions that addresses under-representation in the creative industries and supports inclusive pathways into the sector.

Annual review of progress against each action plan in regards to under-representation in the creative industries, following publication of action plans.

More job and trainee opportunities provided in WG supported productions.

March 2023 and ongoing.

• Creative Wales.
• Creative Wales priority sector stakeholder groups.
• Creative Wales Non-Exec Board.

Review and decolonise our public spaces and collections by appropriately addressing the way in which people and events with known historical associations to slavery and colonialism are commemorated, acknowledging the harm done by their actions and reframing the presentation of their legacy to fully recognise this.

Publish guidance for public and local authorities which references the findings from 'The Slave Trade and the British Empire: An Audit of Commemoration in Wales' to provide clarity on how they review and address examples of historic commemorations. This guidance is promoted to assist with implementation.

People and events with known historical associations to slavery and colonialism are portrayed in an anti-racist way – one that recognises historical injustices.

March 2023: new guidance.

March 2025: implementation.

• Publicly funded Culture, Heritage and Sport organisations and local authorities, as appropriate.

Work with Black, Asian and Minority Ethnic communities to identify and lift barriers to accessing heritage sites and cultural collections.

Tell stories through the lens of Black, Asian and Minority Ethnic people’s experiences (past and present) in our galleries and museums, including through permanent displays, celebrating their contribution and recognising their presence in the history of Wales.

New and existing schemes or exhibitions are co-created at both a local and a national level that can be used as exemplars for setting the historic narrative.

Black, Asian and Minority Ethnic people are truly represented in the rich and diverse nature of our shared heritage.

Black Asian and Minority Ethnic communities report that the voices of those neglected in the historical narratives of the past and present are amplified and celebrated.

March 2025.

• Publicly funded Culture, Heritage and Sport organisations.

Relevant bodies to report on how they have reviewed and redesigned the historical narrative informed by lived experiences, ensuring that the Black, Asian and Minority Ethnic individuals and groups who participate and share lived experience are paid appropriately for their time and experience.

Reviews by relevant public bodies completed, with action plans put in place.

The historic narrative of Wales truly represents the rich and diverse nature of our shared heritage.

March 2023: review of historical narrative completed by organisations.

October 2023 Action plans put in place.

• Publicly funded Culture, Heritage and Sport organisations, as appropriate.

Review online and social media content to improve visibility and encourage accessibility – seeking out and working with Black, Asian and Minority Ethnic groups and individuals, to uncover untold stories and celebrate success.

All relevant online and social media content, recognises and celebrates diversity and encourages anti-racist engagement.

Content is disseminated through a wider range of networks and channels, using a wider range of materials and methods to support engagement.

Online culture, heritage and sport content is reported by Black, Asian and Minority Ethnic communities to be more sensitive, accessible, equitable and anti-racist, with materials available in different languages.

October 2023 and ongoing.

• Publicly funded Culture, Heritage and Sport organisations as appropriate.

Build on and further link the stories of Black, Asian and Minority Ethnic people within existing educational and cultural programmes, including the Curriculum for Wales, Fusion, Hwb, Cynefin and the People’s Collection Wales.

Delivery of education and learning, and associated materials, celebrate diversity and encourage anti-racist engagement.

Relevant collections, which are promoted as part of the delivery of the curriculum through greater digital access and engagement with schools.

People’s Collection Wales provides a digital repository of stories better reflecting Black, Asian and Minority Ethnic people’s experiences (past and present).

Increased engagement with Fusion coordinators, promoting equality via Culture.

Reported increased awareness amongst all the population, especially young people, of the valuable contributions of Black, Asian and Minority Ethnic people to life in Wales.

Reported greater engagement with our cultural organisations from an early age in a truly anti-racist way for all children and young people, which continues throughout their education and lifelong learning.

March 2024.

• Publicly funded Culture, Heritage and Sport organisations.
• Welsh Government Curriculum division.

Priority action 1: Require anti-racist leadership at all levels by direction. All NHS Boards, Trusts and Special Authorities to report demonstrable progress in driving anti-racism at all levels by:

• appointing ‘Executive Equality Champions’ and ‘Cultural Ambassadors
• implementing a leadership and progression pipeline plan for Black, Asian and Minority Ethnic staff
• providing Ethnic Minority Networks appropriate levels of resource and access to the Board

Appointment of Executive Equality Champions and Cultural Ambassadors; Pipeline Plans.

Audit and local plans implemented to support Ethnic Minority Networks reporting via Integrated Medium Term Plans IMTP and annual plans, and specifically recognised in Health Education and Improvement Wales (HEIW) annual planning processes.

More visible representation and allyship at all levels, clear leadership pipeline for Black, Asian and Minority Ethnic staff and thriving networks supporting and acting as a critical friend to the Boards. More effective mechanism to address differential attainment.

September 2023.

• Welsh Government.
• NHS Boards.
• Equality networks.

Use existing legislative frameworks to require NHS organisations to develop anti-racism action plans; for both employment and service delivery as a specific part of their wider approach to equality, inclusion and diversity.

Progress will be monitored and reported via IMTP and Annual Plans, and the Joint Executive Team process.

NHS organisational plans include anti-racism action plans, monitored annually by Welsh Government for appropriateness, good practice and impact as well as minimal compliance with the Equality Act 2010.

Implementation of anti-racism action plans will reduce people’s experience of racism while being recruited, progressing and working or accessing services.

December 2022.

• Welsh Government.
• NHS Boards.

All NHS Board members will undertake an anti-racist education programme and implement and report progress against personal objectives (for all Board members) to meet vision of an anti-racist Wales.

Evidence of attendance, participation and improved understanding and behaviour of Board members where required.

Report detailing personal objectives and progress against objectives.

Visible evidence of development in the behaviours exhibited by Board members.

Visible change, where required, in decision making, evidencing that anti-racism, equality, diversity and inclusion have been considered and acted upon.

Visible and transparent allyship and leadership providing confidence to workforce and service users that structural racism is being proactively addressed.

December 2022.

• NHS Boards.
• Welsh Government.
• Partner Organisations.

Senior Leaders in Welsh Government Health and Social Services Group will establish an internal Challenge Board to include external representation to monitor and ensure collective progress against Health and Social Care Goals and Actions.

Internal Challenge Board convened with Terms of Reference and meeting schedule agreed.

Visible leadership and allyship demonstrated accountability at the highest level and commitment to ensure Health Goals and Actions are scrutinised and progress challenged.

July 2022.

• Welsh Government Health and Social Services senior leaders.

Priority action 2: Commission an independent audit of all existing workforce policies and procedures through an anti-racist lens, and expect Black, Asian and Minority Ethnic representation within forums or groups established to design the audit/and oversee and support their effective implementation and application.

Completed Independent Audit of current workforce policies with recommendations to strengthen anti-racist principles. This will specifically include policies around grievances, complaints and use of Non-Disclosure Agreements.

Independent assurance, workforce policies address systemic and instructional racism.

Confidence in workforce that anti-racist principles are threaded through policies and scrutinised independently.

Black, Asian and Minority Ethnic staff have increased confidence that they will work in a safe and inclusive workplace that recognises and promotes their performance and progression. This will also address ethnic diversity at all levels of the NHS workforce across Wales.

December 2022.

• Welsh Government.
• NHS Wales Employers.
• NHS Wales organisations.
• Trade unions.
• Partner organisations.

Higher Education Institutions (HEIs) and NHS Organisations will co-design anti-racist education programmes with Black, Asian and Minority Ethnic people.

Set a requirement for all NHS Staff, NHS Volunteers and students to complete redesigned anti-racist education programmes.

Audit of current anti-racist educational/training interventions.

Appropriate anti-racist education intervention developed.

Report detailing completion of staff, student and volunteer numbers completing the education programme.

Appraisals will capture completion and participation in anti-racist education and will require EDI objectives to be set and met.

Consistent, fit for purpose educational intervention offered to all staff, students and volunteers.

Visible mandated education providing confidence to workforce that organisation is serious about anti-racist principles.

Visible evidence of development and change in the exhibited behaviours of those who have participated in education programme.

Staff more confident in providing allyship and calling out racism.

Staff more confident in complaining about racist incidence by colleagues and public.

December 2023.

• HEIW.
• NHS Wales Employers.
• Trade unions.
• NHS Wales organisations
• HEIs.
• Partner Organisations.

Each NHS organisation will commit to their involvement in the Aspiring Board Members Programme, ensuring education, mentoring and support to participants who will be from a Black, Asian and minority ethnic background.

Academi Wales, to work in partnership with NHS Wales and other appropriate organisations to develop and run an Aspiring Board Members Programme.

All NHS organisations will provide at least one aspiring board member with experience, education and mentoring from a senior non-executive director, including the opportunity to attend board and committee meetings.

In return the senior non-executive member will also receive reverse mentoring from the aspiring board member.

Increase the number of people from a Black, Asian and minority ethnic background who are able to evidence more effectively their ability to undertake the role of a non-executive member.

Increased ethnic diversity on Boards, “building a robust pipeline” of future Black, Asian and Minority Ethnic Board Members.

December 2022.

• Welsh Government.
• NHS Boards.
• HEIW.
• NHS Wales organisations.
• Trade unions.
• Academi Wales.

HEIW will ensure all commissioned programmes provide evidence of anti-racist principles and reflect HEIWs Strategic Equality Plan in order to meet objectives regarding differential attainment, widening access and under-representation of Black, Asian and Minority Ethnic people in NHS Wales.

Report from HEIW (in their Strategic Equality Plan) detailing how they are holding organisations to account through the commissioning process.

Issues of differential attainment are identified and addressed by the General Medical Council.

Anti-racist principles embedded in commissioning process.

September 2023.

• HEIW.
• NHS Wales organisations.
• Trade unions.

Priority action 3: Improve workforce data quality and introduce a Workforce Race Equality Standard (WRES) to provide an evidence base to make and measure targeted structural change. Underpinned by cultural change, through targeted interventions at both local and national level, developed through social partnership.

Scoped and implemented WRES to include data about NHS and Social Care Black, Asian and Minority Ethnic workforce career, progression, leadership representation, discrimination and bullying.

High quality workforce data, underpinned by a culture where staff can be safe, and confident to provide ethnicity data and speak up against racist discrimination and practice.

September 2023.

• Welsh Government.
• NHS Wales organsiations.
• Trade Unions.
• Partner Organisations.

Implement systemic monitoring of concerns of workforce discrimination and bullying raised by staff through the Joint Executive Team process. Sources of workforce data and intelligence will be refined including the WRES and HEIW Centre of Excellence.

Scoped and implemented WRES.

High quality workforce data, underpinned by a culture where staff can be safe, and confident to provide ethnicity data and speak up against racist discrimination and practice.

By 2023.

• Welsh Government, Health and Social Services Planing and Performance.
• HEIW.

Co-design and revise population health data collection, creating an evidence base to develop policies and provide equitable health and social care services.

Report detailing how population health data collection, monitoring has been revised and the impact.

Refined and cohesive population health data collation.

Transparency and accountability levels raised increasing confidence by population, and providing organisations with data they can be confident to act against.

By 2023.

• Welsh Government Health and Social Services Public Health Improvements.

Priority action 4: The Maternity and Neonatal Safety Support Programme, co-designed and developed with Black, Asian and Minority Ethnic people and stakeholders, will detail and implement specific changes to maternity services that will improve outcomes and experiences of Black, Asian and Minority Ethnic women and families who experience health inequalities who experience health inequalities who experience health inequalities.

Publication and reporting against programme’s progress.

A reduction in perinatal mortality in minority ethnic women and babies.

Improved experiences of care in pregnancy and birth including pain management in labour.

January 2023.

• Office of the Chief Nursing Officer.

Priority action 5: Establish a dedicated working group on health inequalities to address barriers in accessing services and make recommendations to improve. The group will hear from experts by lived experience and draw on evidence that has already been submitted.

Working Group established, experts and community partners identified and Terms of Reference and meetings scheduled.

Greater awareness of barriers and recommendations based on lived experience on how to remove them.

Consultation with Black, Asian and Minority Ethnic people will raise confidence that their voices are being heard, and that systemic differences are being implemented to improve access to services.

December 2023.

• Welsh Government Health and Social Services Public Health Improvements.
• Public Health Improvement.

Ensure our COVID-19 recovery plans are fully inclusive and targeted to address known health inequalities in access to care and service provision.

National recovery frameworks and detailed recovery plans of local NHS organisations include specific actions to address inequalities.

Delivery of more culturally competent care, with improved access.

September 2023.

• Welsh Government.
• NHS Wales Organisations.

“Time to Change Wales” will develop and deliver an anti-racist mental health anti-stigma programme which is co-designed with people with lived experiences and from Black, Asian and Minority Ethnic people.

Published programme on mental health anti-stigma.

Programme based on lived experience will be more authentic and impactful and raise confidence within communities that their voices are being heard.

March 2023.

• Welsh Government Health and Social Services Public Health Improvement.
• Welsh Government Health and Social Services Mental Health and Vulnerable Groups Division.
• Public Health.
• Improvement.
• Mental Health.

Work with community organisations, the third sector and the NHS to ensure the needs of Black, Asian and Minority Ethnic people are considered when developing:

• new strategies and legislation for Mental Health
• proposals to address the unmet mental health needs of asylum seekers, refugees and migrants
• proposals to reduce health inequalities amongst, Gypsies, Roma and Traveller communities

An Action Plan on improving access to and the quality of mental health support for Black, Asian and minority ethnic people.

Black, Asian and minority ethnic people will know how to access mental health services and the service they receive is delivered with an understanding of their individual needs.

September 2023.

• Welsh Government Health and Social Services Mental Health and Vulnerable Groups Division.

Secure ethnic minority representation to the new national programme board for end of life care to ensure that the work programme of the Board includes (and delivers on) commitments around improving end of life care for ethnic minority people.

December 2023.

• Welsh Government Health and Social Services Population Healthcare.

Work with representatives of ethnic minority communities to promote the Putting Things Right (PTR) concerns and complaints procedure, including the advocacy services available, ensuring accessibility through additional recommended languages.

Revise Putting Things Right guidance to NHS organisations and include information about on how to respond to patients’ complaints about racism in the provision of NHS services.

Complaints are monitored to check whether Black, Asian and Minority Ethnic people are using the process are using the process.

Black, Asian and Minority Ethnic people engaged in the development of a strategy for joint PTR and Duty of Candour guidance promotion and translation plan.

Revised NHS organisation guidance distributed.

Greater levels of awareness/use of the PTR complaints procedure by by Black, Asian and Minority Ethnic people.

Empowered citizens feeling safe and supported in making complaints about NHS services confident that they will be taken seriously.

Empowered NHS organisations putting steps in place to better manage complaints about racism in service delivery.

December 2023.

• Welsh Government Health and Social Services Population Healthcare.

Introduce the new Duty of Candour and, by involving Black, Asian and Minority Ethnic people in the development of the guidance and promotion, ensure high levels of awareness of the duty and the benefits it affords all recipients of NHS care.

Bespoke engagement with ethnic minority communities at a formative stage of the development of the duty of candour guidance.

Plan drawn up for how to ensure duty of candour is effectively promoted to Black, Asian and Minority Ethnic people. Evaluated for impact.

Greater levels of awareness of the Duty.

April 2023.

• Welsh Government.

Welsh Government will take an anti-racist approach to the establishment of the new Citizen Voice Body (CVB) for Health and Social Care to ensure that its recruitment processes, governance and policies are anti-racist and fully representative of our communities.

Ensure this approach enables the new body to engage meaningfully with the public about matters relating to racism in health and social services in Wales from the outset.

The CVB establishes relationships with ethnic minority-led organisations, local authorities, NHS bodies and those from ethnic minority backgrounds to ensure their views are heard and reflected.

Annual Remit Letter and Framework Documents to re-enforce above requirements, together with the need to evaluate the effectiveness of their approach.

An anti-racist organisation is established.

Documents set out requirements for engagement and the arrangements for assessing the effectiveness of this engagement.

Improvement action plans are developed where required and progress reporting arrangements are in place.

The voices and lived experience of Black Asian and Minority Ethnic people and communities are effectively heard and their concerns acted upon. With improvements made to service delivery for those communities.

April 2023.

• Welsh Government.

Engage with Black, Asian and Minority Ethnic people to identify how the voice and lived experiences of people in these communities can be captured as part of the Health Impact Assessment process which will be mandated in the forthcoming Health Impact Assessment Regulations to be made under the Public Health (Wales) Act 2017 and will assist in tackling health inequities including those which arise as a result of the wider determinants of health.

Black, Asian and Minority Ethnic people engaged in the development of Regulations which will be a key tool to tackling health inequities.

The voices of Black, Asian and Minority Ethnic people will be involved in the development of the Regulations and in shaping the duty to carry out Health Impact Assessments by the public bodies who will be required to comply with the Regulations.

December 2023.

• Welsh Government Health and Social Services Public Health Improvement.

Work with Social Care Wales (SCW) and Health Education and Improvement Wales (HEIW) to review implementation of the Workforce Strategy for Health and Social Care so that it delivers actively anti-racist leaders.

Leaders to be exposed to the revised leadership behaviours for anti-racism, as part the Leadership Behaviours Framework developed by Academi Wales.

The joint SCW and HEIW Workforce Strategy incorporates the Workforce and Leadership Actions within the social care element of the action plan.

Leaders at all levels of social care are clear on the role they play, behaviours they need to observe, actions they must take and will be measured against and the education and training that will support them to deliver an anti-racist social care sector in Wales.

March 2024.

• Social Care Wales.
• Health Education and Improvement Wales.
• Care Inspectorate Wales.

Take positive action and support a range of leadership development opportunities for minority ethnic members of the social care workforce to develop into middle and senior management roles.

Development opportunities such as enhanced access to shadowing, secondments, coaching, mentoring (including reverse mentoring), sponsorship, and bespoke training will be included.

A range of leadership development opportunities to promote the development and progression of minority ethnic people in the social care workforce.

The opportunities will demonstrate a more skilled and able cohort of minority ethnic individuals in leadership positions in the social care sector.

September 2023.

• Social Care Wales.
• Health Education and Improvement Wales.
• Black, Asian and Minority Ethnic Partner Organisations.

Develop the social care content of a Health and Social Care Workforce Race Equality Standard as part of the Social Care Health and Wellbeing Framework. This will be used to consider any revisions to the Codes for Employers and Social Care Workers.

This will inform revisions to the Codes for Employers and Social Care Workers.

A Health and Social Care Workforce Race Equality Standard has been scoped and implemented.

Revised Codes for Employers and Social Care Workers to include explicit reference to expectations of anti-racist practice.

That anti-racist thinking and practice starts to become the norm in all activity related to the workforce.

That anti-racist practice is specified as an outcome measure by Care Inspectorate Wales.

March 2024.

• Social Care Wales.
• Health Education and Improvement Wales.
• Care Inspectorate Wales.

Establish a working group of statutory, independent and Third sector service partners to co-produce anti-racist, culturally competent social care services for users of all ages.

The group will provide advice and support to social care officials. The Group will represent minority ethnic people in its membership and some experts in social care to bring their lived experiences and expertise.

Identify good/best practice elsewhere.

Co-produced working group report setting out specific, time-limited, and measurable actions to be taken forward by each local authority and regulators.

The report will contain a new repository of evidence of positive practice in social care services design and delivery with minority ethnic people.

Social care services will be anti-racist in their design and delivery; services will be more accessible and culturally appropriate for minority ethnic people.

Positive practice in respect of Black, Asian and Minority Ethnic people is implemented and embedded within social care services.

Increase in minority ethnic people recording that they feel fully supported by statutory social care services.

2023.

• Social Care Wales.
• ADSS Cymru.
• CAFCASS Cymru.
• Care Inspectorate Wales.
• Social Care Fair Work Forum.
• Third sector providers and advocates.
• Independent sector providers.

Care Inspectorate Wales to undertake anti-racism training for all inspectors.

This impact will have been assessed via Care Inspectorate Wales inspections.

March 2024.

• Care Inspectorate Wales.

Map out the existing cultural, language, and interpretation/translation needs of minority ethnic people using social care services to aid current and future service planning and the provision of spoken and written translations.

Secure baseline of numbers and nature of complaints in relation to lack of provision to compare with changes sought.

When action plan is delivered build in evaluation of the services, using hard data and lived experiences information.

An action plan which sets out existing cultural, language and interpretation needs and recommendations, and identifies resources needed to fill gaps and build capacity.

An increased confidence that services will meet cultural, language and interpretation/translation needs.

March 2023.

• Social Care Wales.
• ADSS Cymru.
• Independent sector providers.
• Black, Asian and Minority Ethnic partner organisations.

Undertake a review of complaints from the social care workforce to identify racist behaviours in the workplace and any associated patterns.

An action plan on social care selection and progression processes and policies and reasons for the exit of minority ethnic social care professionals from the workforce.

A reduction in the number of complaints made by Black, Asian and Minority Ethnic people in respect of racism encountered in the delivery of social care services.

March 2023.

• Social Care Wales.
• Trade Unions.
• Social Care Fair Forum Wales.

Review of selection and progression processes commencing with Local Authority middle management and leadership roles) and identify reasons for the exit of Black, Asian and Minority Ethnic social care professionals from the workforce.

The review will include recommendations for de-biasing the relevant processes and policies and arrangements for ongoing evaluation.

Published action plan with recommendations on social care selection and progression processes and policies and reasons for the exit of Black, Asian and Minority Ethnic social care professionals from the workforce.

Improved processes and policies developed in line with anti-racist principles and practices which result in increased numbers of Black, Asian and Minority Ethnic people in senior positions and the improved retention of Black, Asian and Minority Ethnic people across the workforce as a whole.

December 2023.

• Social Care Wales.
• Health Education and Improvement Wales.
• Black Asian and Minority Ethnic organisations.

Ensure that all education and training for the social care workforce, including all initial, pre-entry training and continuous professional development has been reviewed in respect of anti-racist content; including cultural awareness and anti-racism training.

All leaders in Social Care will have training in anti-racism as part of their induction and on-going learning.

This will include the development and delivery of cultural competency training as a recommended element of social care Continuous Professional Development.

Annual evaluation of the Toolkit’s effectiveness in supporting anti-racist delivery.

Map out the Welsh language training needs of minority ethnic social care workforce and how these communities of professionals can be more effectively reached to encourage take up of Welsh and other needed/identified language learning.

An action plan for improvements to anti-racist education and training content, both at initial, pre-entry level and in relation to continuous professional development.

Development, implementation and evaluation of cultural competency training in social care.

The social care workforce is equipped with the skills and confidence to provide anti-racist, culturally appropriate social care services.

March 2023.

• Social Care Wales.
• ADSS Cymru.
• CAFCASS Cymru.
• Social Care Partnership/Fair Work Forum. BASW Cymru.
• Universities and colleges providing social care education and training.
• Third sector providers and advocates.

In line with the publication date for the Equality and Human Rights Commission (EHRC) Inquiry report into the treatment and experiences of the lower paid Black, Asian and Minority Ethnic social care and health workforce, we will respond positively to the Inquiry’s findings and look to include its recommendations within the Actions set out here.

Inclusion of EHRC’s recommendations within the social care element of the Anti-racist Wales Action Plan (and elsewhere as required).

Recommendations of EHRC incorporated into Anti-racist Wales Action Plan and responses implemented.

• EHRC.
• Social Care Wales.

Review the membership of all Welsh Government Social Services-sponsored bodies and stakeholder group and where necessary, set expectations of greater representation from ethnic minority communities and leadership performances for anti-racism.

A note which sets out the full range of sponsored bodes and groups and their memberships together with advice on augmenting memberships with minority ethnic representation.

Advice would include how to reach and encourage individuals to join these groups and bodies.

Minority ethnic people will see more people from their backgrounds occupying positions of influence and feel more confident that issues which matter to them will be represented.

October 2022.

• SSID Equalities Group.

Gather information from across the social care services such as concerns, complaints, grievance, fitness to practice referrals, safeguarding referrals, trade union intervention, staff surveys, annual reviews/ appraisals; exit interviews, and whistleblowing.

Analyse, in the context of confidence to report racist behaviour, that reporting will be taken seriously and proactively acted on.

Recommendations to ensure transparency in processes, describe rights to wellbeing support and that restorative approaches to resolution are designed and embedded.

This will be assessed via evaluation following each resolved complaint and a report one year after revised processes and policies are introduced.

Published action plan with recommendations about complaints made, the processes and policies followed to resolve them and the improvements which need to be made to show that anti-racist principles and practice have informed revised processes and policies.

Social care professionals from minority ethnic backgrounds will feel and see evidence that their employers’ complaints processes and policies have been informed and improved by anti-racist principles and practice.

December 2024.

• Social Care Wales.
• Trade Unions.
• Social Care Fair Work Forum.
• Care Inspectorate Wales.
• ADSS Cymru.

Commission an analysis and produce a report of all Welsh Government social services published statistics that contain an ethnicity measure and to do so against national and local population data and the intersection with other protected characteristics. This analysis will also make recommendations about how to fill any gaps in the published data.

A wide ranging analysis report which will be used to provide evidence in support of Welsh Government and partners policy and services development and delivery. Also, recommendations for where Welsh Government can improve its social care data in respect of minority ethnic people (including intersectionality) using social care services.

Improved knowledge about Black, Asian and Minority Ethnic people using care and support services provided by local authorities.

March 2023.

• The Welsh Government Knowledge and Analytical Services/Race Disparity Unit.
• Local authorities.
• ADSS Cymru.
• Local Government Data Unit.
• Social Care Wales.
• Care Inspectorate Wales.
• Digital Health and Care Wales.
• Academic Institutions.

Identify data gaps and what action can be taken to improve confidence in self-reporting of race and ethnicity identities (alongside the other protected characteristics.)

A reduction in the numbers of people who tick ‘prefer not to say’. More robust and complete data relating to the ethnicity of social care users and the social care workforce.

Data providing an improved understanding of the support needed to encourage people to disclose their ethnicity.

March 2023.

• The Welsh Government Knowledge and Analytical Services/Race Disparity Unit.

Ensure the Adults Receiving Care and Support Census (an already identified data gap) collects data and includes data points on ethnicity so that we have better intelligence on minority ethnic people who receive a social service and the types of services they receive.

A new Adults Receiving Care and Support Census to stand alongside the already published Children Receiving Care and Support Census.

Improved knowledge about Black, Asian and Minority Ethnic people using care and support services provided by local authorities.

April 2023.

Review and revise the Social Care Research and Development Strategy in respect of matters relating to minority ethnic social care users and the social care workforce (including lived experiences). This will improve the development, collation, and use of evidence in Wales and link to any gaps in research that can assist with the delivery of all the above social care Goals and Actions in this plan.

A revised Social Care Research and Development Strategy.

A new digital Community of Practice for research in social care.

Improved knowledge about minority ethnic people using care and support services. Improved knowledge about the Black, Asian and Minority Ethnic social care workforce.

December 2023.

• The Welsh Government Social Research team/ Race Disparity Unit.
• Social Care Wales.

Ensure organisations’ boards, advisory groups, senior leadership and workforce reflect the diversity of ethnic minority people by working with Black, Asian and Minority Ethnic organisations, and partners such as Tai Pawb, Chartered Institute of Housing (CIH), Community Housing Cymru (CHC), Welsh Local Government Association (WLGA) and Cymorth Cymru to:

• implement Reflecting Wales in Running Wales: the diversity and inclusion strategy for Public Appointments, in collaboration with the Public Bodies Unit, specifically in relation to the following goals:
  • demonstrate open and transparent recruitment practices
  • demonstrate diversity within Boards
  • demonstrate that they are building a community of individuals (in particular ethnic minority women) who are interested, aware and nearly ready for Board membership (i.e. to build a robust pipeline).

Increased numbers of Black, Asian and Minority Ethnic, (ethnic minority) people with a place on organisational boards, advisory groups, in senior leadership roles and across the workforces associated with Homes and Places.

Open and transparent recruitment practices which are published.

Increased diversity across the workforce.

Improved access to better job roles, and development opportunities for ethnic minority people.

December 2023 and ongoing/ longer-term.

• Tai Pawb.
• CIH.
• CHC.
• WLGA.
• Cymorth Cymru and ethnic minority-led organisations.

Housing Associations, local authority housing departments and third sector support organisations to demonstrate how they will ensure anti-racism and race equality are to be embedded within their organisations both as employers and service providers, including initiatives such as the Tai Pawb’s Deeds not Words pledge; this work should be informed by involvement of third sector organisations and community groups.

Delivery plans with clear and achievable timelines and actions.

Anti-racist thinking and practice becomes the norm in all activity related to the workforce.

An inclusive culture in the workplace is created and nurtured.

December 2023 and ongoing/ longer-term.

• Housing Associations.
• Local authorities.
• Third sector support organisations.

Partner organisations to provide anti-racism and zero tolerance training for Boards and all staff groups on understanding and challenging racism on an ongoing basis.

Senior members of the workforce including board members to complete training within 18 months, as part of any Continuing Professional Development programme.

New employees should complete as part of their induction training.

Anti-racist thinking and practice becomes the norm in all activity related to the workforce.

Creating self-awareness amongst work force, encouraging learning about equality, diversity and inclusion.

December 2023 and ongoing/ longer-term.

• Housing Associations.
• Local authorities.
• Third sector support organisations.

Revise the current regulatory standards to ensure the expectations placed on Housing Associations with regards to representation on Equality, Diversity and Inclusion, including anti-racism, are clear.

The regulatory standards for housing associations have been revised.

Under Regulatory Standard 1: The organisation has effective strategic leadership and governance arrangements which enable it to achieve its purpose and objectives, the expectations are the social landlord:

• c) Sets and delivers measurable, evidence-based commitments across all areas of its business in relation to equality, diversity and inclusion (including anti-racism and tackling hate crime) reflecting the diversity of the communities it works in and with
• d) Has a diverse Board, reflecting the communities the Registered Social Landlord before (RSL) works in and with, and has the skills and knowledge required to be effective Compliance with standard will be monitored.

Equality, Diversity and Inclusion, including anti-racism, becomes the norm in all activity related to the workforce.

Complete and implementation will be monitored.

• The Welsh Government Regulation team.
• CHC.
• Housing Associations.

Ensure The Welsh Government housing Boards and advisory groups, including the National Housing Support Advisory Group, reflect ethnic minority people’s voice and representation in the transformation of homelessness services.

Increased numbers of ethnic minority people represented on the Welsh Government Boards.

Increased engagement with ethnic minority communities and ensure policy is informed by people’s lived experience.

Already ongoing/ longer-term.

• The Welsh Government partner organisations, including ethnic minority-led organisations.

Work with ethnic minority-led organisations, Tai Pawb, Chartered Institute of Housing (CIH), TPAS Cymru, CHC, Cymorth Cymru and WLGA to:

• provide ongoing anti-racism and cultural competence training to the workforce involved in service provision for tenants and customers (and as part of Continued Professional Development)
• review guidance for the above organisations to support staff and tenants to understand how to report racism and hate crime, and provide support to those reporting (actively ensuring tenants are aware of their rights and the support available)
• ensure all landlords demonstrate that they are responding quickly to complaints of racism, harassment and hate crime and offer appropriate support

Senior members of the workforce including board members to complete training within 18 months, and as part of any Continuing Professional Development programme.

New employees should complete as part of their induction training.

Process for reporting discrimination is improved and is culturally considered as having appropriate strength.

Staff feel empowered to report cases.

Anti-racist thinking and practice becomes the norm in all activity related to the workforce.

Quantifiably improved service user satisfaction with processes for dealing with discrimination, coupled with a significant reduction in complaints of racism.

December 2023 and ongoing/ longer-term.

• The Welsh Government.
• Tai Pawb.
• CHC.
• Cymorth Cymru.
• WLGA.
• TPAS Cymru.
• Ethnic minority-led organisations.

Building on the literature review undertaken on overcrowding amongst ethnic minority people and communities, undertake further research and/ or analysis to better understand the link between overcrowding in homes and the increased risk of catching COVID-19 amongst ethnic minority people.

New research paper.

Better understanding of issues and mitigating action put in place.

December 2023 and ongoing/ longer-term.

• The Welsh Government and partner organisations.

Work with ethnic minority-led organisations, local authorities, Housing Associations, Shelter Cymru and Citizens Advice Cymru to demonstrate the information, advice and advocacy needs of ethnic minority people are met in relation to accessing appropriate homes, including Gypsies and Travellers, ethnic minority women and asylum seekers and refugees.

Services, including advice services demonstrate how they have become more accessible; data and case studies.

Services, including advice services become fully accessible to the full diversity of ethnic minority people.

December 2023 and ongoing/ longer-term.

• The Welsh Government.
• Ethnic minority-led organisations.
• Shelter Cymru.
• Citizens Advice Cymru.

Revise the current regulatory standards to ensure the expectations placed Housing Associations with regards to standards, provision and services on equality, diversity and inclusion, including anti-racism, are clear.

The regulatory standards for housing associations have been revised. Under Regulatory Standard 1: The organisation has effective strategic leadership and governance arrangements which enable it to achieve its purpose and objectives, the expectations are the social landlord:

• c) Sets and delivers measurable, evidence based commitments across all areas of its business in relation to equality, diversity and inclusion (including anti-racism and tackling hate crime) reflecting the diversity of the communities it works in and with
• d) Has a diverse Board, reflecting the communities the RSL works in and with, and has the skills and knowledge required to be effective.

Compliance with standard will be monitored.

Anti-racism and equality embedded within Housing Associations.

Completed. Came into effect January 2022.

• The Welsh Government Regulation team.
• CHC.
• Housing Associations.

Develop new guidance for Local Housing Market Assessments (LHMAs) with local authorities and housing associations to include:

• an analysis of the need for homes of key groups (Black, Asian and minority ethnic people, disabled people, homeless people, older people, those with mental health conditions, ethnic minority women, etc.) within each local authority to understand:
  • the availability of appropriate housing
  • the estimated future need;
  • what any shortfall is for each key group
• the Welsh Government to provide all local authorities with training and ongoing support.

New LHMA process and documents to ensure Local authorities have detailed understanding of housing need of ethnic minority people and others within their communities, with particular focus on those most in housing need.

Local authorities and Housing Associations can build affordable housing that meets the needs of ethnic minority people and others in their communities.

Summer 2022.

• The Welsh Government.
• Local authorities.
• WLGA.
• Housing Associations.
• Tai Pawb.

Ensure that the LHMAs, and their assessment of needs for ethnic minority people and other key groups inform the prospectus as part of the Social Housing Grant programme monitoring.

Funding is awarded based on meeting the needs of ethnic minority people and others within local authority communities.

Access to appropriate and affordable housing is increased.

December 2023 and ongoing/ longer-term.

• The Welsh Government.
• Local authorities.
• WLGA.
• Housing Associations.
• Tai Pawb.
• Ethnic minority-led organisations.

Ensure the barriers faced by the full diversity of ethnic minority people are specifically addressed to ensure they have equal access to homelessness services and homes.

This will include:

• making race equality an integral and focused part of the transformation of homelessness services (including future consideration of priority need and allocations) and ensuring success in addressing the needs of ethnic minority people is built into the evaluation of the transformation
• ensure the policy and legislative framework supports the commissioning of culturally sensitive housing and accommodation- related support services to meet the needs of diverse ethnic minority people
• ensure that all Welsh Government homes related guidance to local authorities, such as the “Rapid Rehousing guidance or Code of Guidance on Allocations”, includes consideration of the full diversity of ethnic minority people

Action plan, guidance, and communications make race equality and anti-racism an integral part of ending homelessness services; appropriate housing is provided.

Anti-racism is embedded within approach to ending homelessness at strategic and operational level so that barriers to ethnic minority people and others are removed.

December 2023 and ongoing/ longer-term.

• The Welsh Government partner organisations, including ethnic minority- led organisations, Tai Pawb, Cymorth Cymru.

Continue the implementation of our work to support those with No Recourse to Public Funds (NRPF) and EU Citizens who have not yet applied for EU Settled Status to access shelter and the services which they are entitled to receive, including:

• the delivery of training to 400 local authority housing and social services officers to ensure they understand the rights of migrants, including those with No Recourse to Public Funds
• the publication of the Welsh Government guidance for local authorities to ensure they understand the legal routes to support for those with No Recourse to Public Funds
• funding provided to the Third Sector to help expand and professionalise ‘hosting’ arrangements for those with a realistic prospect of achieving leave to remain
• finding innovative ways to support homeless migrants through shared housing schemes with housing providers and the Third Sector

Training, funding and guidance provided so that organisations know how best to provide support to those with NRPF.

Local authority and third sector staff will be trained to ensure that they are fully up to date with the rights and entitlements of EU Citizens and other migrant groups, including those granted refugee status, those seeking asylum, and those with No Recourse to ‘Public Funds.

Local authority and Third Sector staff will understand what is meant by ‘public funds’ and be confident in knowing what support can be legally provided.

The Welsh Government has provided funding to strengthen and develop hosting provision. This includes shared housing for refused asylum seekers, as well as mixed housing schemes for people with no recourse to public funds.

The funding will increase number of hosts in the four dispersal areas, improved access to legal support for those hosted, all-Wales consistency for safeguarding policies and practices associated with hosting and shared housing accommodation models.

Those with NRPF are given all support possible without compromising

their status if appealing negative immigration decision.

Guidance and training: 2022.

• The Welsh Government.
• Tai Pawb.
• Asylum Justice.
• Ethnic-minority-led organisations.
• WLGA.
• Local authorities.
• Housing Justice Cymru.

Over next 5 years: Ensure the needs of all ethnic minority people are included in the reviews of the provision of homes/housing related legislation and policy in the next Senedd term, including on homelessness and allocations.

Ending homelessness legislation and policy framework which embeds anti-racism and ensures race equality, removing barriers and building trust within ethnic minority people and others in prevention work and/or accessing services.

Ethnic minority people’s needs are addressed to ensure they can access appropriate homes and services.

May 2026.

• The Welsh Government.
• Ethnic minority-led organisations.
• WLGA.
• Local authorities.
• CHC.
• Tai Pawb.
• Third Sector organisations.

Develop a Private Rented Sector (PRS) Action Plan improving the equality of the sector, which has anti-racism at its core. To include:

• further research into the prevalence of racism and discrimination taking account of intersectionality and socio-economic disadvantage in the PRS and determine options to address this
• research and review the evidence base of the support provided to ethnic minority tenants to access and sustain tenancies in the PRS
• further research the scale of overcrowding in the PRS, and how the ability of local authorities to enforce standards in the PRS could be strengthened
• strengthen the support to those on lower incomes to access affordable and longer term tenancies
• work with Rent Smart Wales to develop anti-racism and hate crime training for landlords and agents. Provide information to tenants to encourage them to report racism and hate crime in the PRS
• improve communication and engagement with private sector ethnic minority tenants so that they are aware of their rights and how to enforce them and have confidence in doing so

Research and options appraisal.

Research to establish what tenancy support is available, and produce options to strengthen it.

Research and options appraisal.

Review and strengthen policies to support access to the PRS.

Rent Smart Wales (RSW) to develop anti-racism and anti-hate crime training for landlords and agents (Programme for Government commitment). Information to signpost to help and support will also be shared with tenants and placed on the RSW website.

Develop and deliver communications and engagement strategy.

Better understanding of the scale of the issues and barriers within the PRS in order to prioritise actions to address

Improvement in the support provided for tenants.

Better understanding of the scale of overcrowding in the PRS and gaps in enforcement; to prioritise key remedial actions.

Increased support to enable tenants to access the PRS and sustain tenancies.

Greater understanding of impact of racism and hate, and confidence for landlords and agents in tackling racism.

Greater advice and support for tenants experiencing racism and hate crime so racism reduces.

Engagement of ethnic minority tenants and communities to inform private sector policy.

December 2023 and ongoing/ longer-term.

• The Welsh Government.
• Ethnic minority-led organisations.
• Tai Pawb.
• TPAS Cymru.
• Shelter Cymru.
• Citizens Advice Cymru.
• Rent Smart Wales (RSW).
• Other partner organisations.

Make the Welsh Government Housing and Regeneration Directorate communications and communication campaigns engaging for ethnic minority people in their design and roll out and ensure ethnic minority-led organisations and ethnic minority people are involved in the development, monitoring and evaluation.

Homes and Places communications plan based on engagement with ethnic minority people and communities.

Improved engagement with ethnic minority people and communities so that their needs are reflected within Homes and Places policy and funding.

December 2023 and ongoing/ longer-term.

• The Welsh Government.
• Tai Pawb.
• Ethnic minority led organisations.
• CHC.
• WLGA.
• Other Partner organisations.

Ethnic minority tenants must have channels to voice concerns, challenge and influence the Welsh Government Housing and Regeneration policy through:

• working with ethnic minority-led organisations and partners including Tai Pawb, Cymorth Cymru, CIH, CHC, and TPAS Cymru
• work with ethnic minority-led organisations and partners including Tai Pawb, Cymorth Cymru, CIH, CHC, and TPAS Cymru to develop effective practice on engagement and communication in respect of Equality
• Diversity and Inclusion, including anti-racism

Communications strategy that delivers better engagement with ethnic minority people, organisations and communities.

Voice and influence on the Welsh Government Homes and Places policy and funding.

December 2023 and ongoing/ longer-term.

• The Welsh Government
• Ethnic minority-led organisations.
• Partner organisations including Tai Pawb, Cymorth Cymru, CIH, CHC, and TPAS Cymru.

To better understand and remove barriers to tenant involvement and ensure closer alignment of accountability for tenant services in both local authorities and Housing Associations; working with ethnic minority- led organisations; CHC, CIH, Tai Pawb, TPAS Cymru and WLGA to ensure landlords collect and publish data on ethnic minority tenant involvement data.

Robust data on which to understand the experiences and barriers of ethnic minority tenants and monitor and evaluate progress.

Organisations can act to remove barriers and provide appropriate housing and services to ethnic minority people and tenants.

December 2023 and ongoing/ longer-term.

• The Welsh Government.
• Ethnic minority-led organisations.
• WLGA.
• CHC.
• CIH.
• TPAS Cymru.
• Tai Pawb.

During the policy evaluation/development phase, the Welsh Government will work with ethnic minority-led organisations; CHC, CIH, Tai Pawb, TPAS Cymru and WLGA and ethnic minority people, to understand how the potential for Domain Regulation (i.e. regulation of local authorities as well as housing associations in respect of landlord services) may impact on outcomes for ethnic minority people and communities.

Evidenced policy development and options on the potential benefits of domain regulation for landlord services on ethnic minority people and communities.

Decision on whether to pursue domain regulation fully considers impacts on ethnic minority people and communities on an informed basis.

Timescales not yet agreed/ longer-term.

• The Welsh Government.
• Ethnic minority-led organisations.
• Local authorities.
• WLGA.
• Tai Pawb.
• CIH.
• TPAS Cymru.
• CHC.

Establish a Group to continue to oversee the implementation of the Anti-racist Wales Action Plan within the Housing and Regeneration Directorate, including structures for sharing information and effective practice.

Establish Group.

Establish a community of effective practice.

Achievement of goals and actions relating to Homes and Places.

Within 6 months and ongoing.

• The Welsh Government.
• Ethnic minority-led organisations.
• Tai Pawb.
• CHC.
• Cymorth Cymru.
• CIH.
• TPAS Cymru.
• WLGA, and other partner organisations.

Create a national network of transit provision to facilitate travelling life, with consideration for negotiated stopping, as appropriate.

At least 5 pitches created in both North and South Wales.

Increased number of transit pitches.

Days of pitch use as a proxy measure for reduction in unauthorised encampments.

By 2025.

• The Welsh Government Communities Division.
• The Welsh Government Planning Division.
• Gypsy and Traveller groups.
• Local authorities.

Pilot additional or new ways of funding permanent provision.

10 families with permanent homes delivered using new approaches.

Additional homes provided and new approaches adopted.

By 2025.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Housing Associations.

Explore the potential for a mobile home rental scheme run through social housing in order to improve quality and cost of rental provision in Wales.

Scoping report.

Identify if there is market failure and develop solutions.

By 2025.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Housing Associations.

Capital requirement for mobile home rental pilot.

Pilot rental scheme.

Identify if there is market failure and develop solutions.

By 2025.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Housing Associations.

Provide learning and development support to Local Authority Elected Members on Gypsy and Traveller communities’ culture, needs and strengths. The specification for the service will be drawn up to ensure the support will go beyond awareness-raising and will include anti-racism.

Commission provider and deliver training in a target number of local authorities.

Elected members are informed and sensitive to the needs of Gypsies and Travellers.

Racist language, sentiment and actions towards the Gypsy Traveller communities are not tolerated and widely condemned.

By 2025.

By 2024.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Training providers with lived experience.

Commission a three-year pilot programme to provide independent, trusted advice to those seeking to develop private sites.

Appointment of organisation providing service.

Increased access to appropriate homes. Impact framework will measure number of contacts, the support offered and the results of support.

By 2023.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Planning Aid Wales.

Review the current funding policy for Gypsy and Traveller sites and assess its effectiveness, with a view to piloting additional or new ways of funding site provision, including support for private sites.

Commissioned review of the funding approach with recommendations for alternative and additional funding models.

More accessible and flexible ways of accessing culturally appropriate site provision through the implementation of recommendations.

By 2024.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Housing Associations.

Re-draft the Sites Guidance to ensure that the design and location needs of communities are better reflected in this document.

Amended and republished sites guidance.

Improved quality of LA site homes.

Increased resident satisfaction at +2 years.

Decreased whole lifetime cost per pitch.

Pitches with improved energy efficiency.

By 2024.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Housing Associations.

Commission a national training scheme for Welsh local authority housing options teams, and other relevant professionals, to improve the approach taken and support offered to community members seeking help for homelessness and accommodation issues by creating Gypsy and Traveller “champions” or “leads” in each local authority.

Commissioned training developer and provider.

Deliver 12 training sessions.

Train a minimum of 12 champions.

Proxy impact measures for culturally sensitive service delivery to be developed.

Local authority staff who are informed and culturally sensitive to the accommodation needs of Gypsies and Travellers.

By 2024.

• The Welsh Government Communities Division.
• Gypsy and Traveller groups.
• Local authorities.
• Training providers with lived experience.

Ensure existing legal mechanisms are fully utilised to ensure compliance with existing legislation.

Annual review of compliance with Part 3 of the Housing Act (Wales) 2014.

Summary data on progress towards meeting duty produced for Accountability Group.

Increased pitch provision.

By 2023.

• The Welsh Government Communities Division.
• The Welsh Government Planning Division.
• Local authorities.

Expand the Access to elected office fund for the next local government elections in 2027.

New legislation and guidance and funding.

‘Increase in Black, Asian and Minority Ethnic people seeking local elected office.

By March 2023.

• Local Government Directorate in the Welsh Government.
• Welsh Local Government Association (WLGA).
• One Voice Wales.
• Political parties.

Review and implement changes to the local government ethical framework.

Publish guidance on involvement and participation in local government.

Publish plans for improved information and engagement in relation to registration and voting.

New legislation and guidance published.

Black, Asian and Minority Ethnic people feel engaged and represented by local democracy.

By March 2023.

• Local Government Directorate in the Welsh Government.
• Welsh Local Government Association (WLGA).
• One Voice Wales.
• Political parties.

Use improvement funding to local government to drive best practice in employment policies as part of good governance and performance.

Support for embedding anti-racism in HR policies for principal councils.

Improved culture (recruitment, retention and progression is anti-racist) is reported by Black, Asian Minority Ethnic employees in local government.

By March 2023.

• Local Government Directorate in the Welsh Government.
• Welsh Local Government Association (WLGA).
• Trade Unions.
• One Voice Wales.
• Political parties.

Review data publishing requirements in relation to pay policy statements.

Clear data publication requirements are in place.

Improved data on representation in local government is available to all to examine.

By March 2023.

• Local Government Directorate in the Welsh Government.
• Welsh Local Government Association (WLGA).
• Trade Unions.
• One Voice Wales.
• Political parties.

Review and evaluate the data we collect on ethnic minority participants’ in Employability Programmes.

Analyse participation and outcomes for different groups of learners in our statistical reporting, developing disaggregated data by differing ethnic minority groups and gender.

An ongoing review of data using anti-racism as a lens of our employability programmes including Working Wales, ReAct+, and Jobs Growth Wales+.

A coherent and disaggregated data set that can be used to understand what support works and where we must improve, and demonstrably improve outcomes for Black Asian and Minority Ethnic people, in particular where there is disparity by gender and certain ethnic minority groups.

Updated approaches to engage and increase participation with ethnic minorities.

Improved data and more transparency, leading to clear understanding of participation levels and increased uptake and better outcomes for people from ethnic minorities.

March 2023.

• The Welsh Government.
• Contracted providers Careers Wales.
• Equality and Human. Rights Commission (EHRC).

Co-designed review of our employability programmes using anti-racism as a lens.

Review actions taken on anti-racism within the workforce of our providers of learning and delivery organisations for employability programmes and services.

Review delivery partner engagement to include a specific focus on understanding the experiences of women from ethnic minority communities to increase awareness of support available.

Review community delivery locations to increase accessibility of provision to individuals from ethnic minority communities.

Review the impact of our support on women from Black, Asian and Minority Ethnic backgrounds in order to understand the issues they face and how we can support them through our programmes.

An understanding of where direct and effective improvements in programme delivery can be made.

Positive actions taken to support anti-racism including a programme of training for programme providers and awareness raising for learners.

Increased awareness of anti-racism in the workplace and benefits for businesses. Wider engagement and positive outcomes for people from ethnic minority communities, ensuring inter-sectionality, in skills programmes and better opportunities to progress and upskill.

Increase in participation and improved experiences and outcomes for people from ethnic minorities when participating in Welsh Government employability support.

Increased opportunities for better employment for people from ethnic minority communities.

April 2023.

• The Welsh Government.
• Contracted providers.
• Careers Wales.
• EHRC.
• Third sector.
• Local authorities.

Review and improve Careers Wales/Working Wales services to increase the number of ethnic minority people that access their services.

Develop co-shaped proposals to raise career aspirations for young people from Black, Asian and Minority Ethnic backgrounds.

Introduce a programme of anti-racism training and anti-racism awareness sessions for all programme providers and learners that will raise awareness of the experiences of Black, Asian and Minority Ethnic groups, including the specific experience of women and disabled people.

Ensure providers continue to monitor the increased risks of COVID-19 when considering the needs of participants and staff from ethnic minority communities.

Roll out awareness and training on anti-racist recruitment practices and anti-racism awareness to businesses.

Utilise the Wales Union Learning Fund (WULF) Working with trade unions to develop the essential skills and employability of the workforce, with a particular emphasis on removing barriers for traditional non-learners.

Explore avenues for developing a co-created framework for family learning as a route into skills development and employment opportunities.

Issue Lifelong Learning Wales Record (LLWR) reports showing trend, breakdown and benchmarking ethnicity data to Lead Contract Holders (LCH.)

Monitor completion data for ethnic minority people and action if drop rate is above thresholds.

Utilise LCH contract management processes to highlight good practice and areas for improvement.

Share good practice through Equality Diversity and Inclusion Monitoring Group and include monitoring targets in refreshed apprenticeship policy and monitor LCH against this target.

Ensure case studies and promotional materials include ethnic minority people.

Ethnicity target set out in refreshed policy achieved and maintained.

Increased ethnicity starts for apprenticeships.

December 2022.

• Lead contract holders.

Include anti-racism in the future operating arrangements of the new statutory Social Partnership Council and the Workforce Partnership Council and ensure anti-racism is embedded into their work and that ethnic minority voices are heard.

A Social Partnership Council and Workforce Partnership Council in which ethnic minority voices are heard.

Work Programmes that make a clear commitment to tackling racism as far as possible within their remit.

Improved satisfaction and engagement will be reported by ethnic minority employers and workers.

December 2022.

• Welsh Government.
• (Shadow) Social Partnership Council.
• Social Partnership Council.
• Workforce Partnership Council.
• Equality and Human Rights Commission.

Seek out qualitative research, including a literature review, and listen to the lived experiences of ethnic minority workers. We will use this to inform social partnership and fair work policy development and interventions.

Development and implementation of evidence based policy that meets the needs of ethnic minority workers.

Ethnic minority workers have had improved access to anti-racist and fair working conditions.

December 2023.

• Social partners.
• Equality and Human Rights Commission.

Engage social partners to ensure that employers and trade unions act as champions for change in promoting awareness and understanding of anti-racist practice and tackling workplace harassment. We will accelerate this activity and establish ways of measuring progress.

Establishment of fair work indicators.

Better informed employers and employees and reduced levels of non-compliance with employment law is evident.

December 2023.

• Welsh Government.
• Social partners.
• EHRC.
• The Welsh Government Equality Branch.

Improve employee awareness of workers’ rights and employer awareness and understanding of their legal responsibilities, to increase levels of compliance. This will include building on our workforce rights and responsibilities campaign to improve access to relevant information, advice and guidance.

We will build a more effective relationship with the Equality and Equality and Human Rights Commission and others to support this work.

Activity to improve awareness of workforce rights and employer responsibilities.

Better informed employers and employees and reduced levels of non-compliance with employment law.

December 2023.

• Welsh Government.
• Social partners.
• Equality and Human Rights Commission.

Deliver our National Milestone to eliminate the ethnicity pay gap by 2050. In the short term we will incorporate data on Black, Asian and minority ethnic pay and employment into our fair work outcome measures, and progress plans to review the Public Sector Equality Duty.

A national milestone to eliminate gender, disability and ethnicity pay gap by 2050.

Evidenced that there is an improving trend in the pay gap between ethnic minority and white workers.

December 2023.

• Welsh Government.
• (Shadow) Social Partnership Council.
• Workforce Partnership Council.

Work with our social partners to proactively promote the advantages for all of a diverse workforce and working environments that support Black, Asian and minority ethnic workers to participate, progress and thrive.

Development and diffusion of relevant information, advice and guidance.

Ethnic minority workforce will have reported greater satisfaction that there are more diverse, cohesive and productive workplaces which enable them to reach their full potential.

December 2023.

• Welsh Government.
• Social partners.
• Equality and Human Rights Commission.

Work with representative bodies and individuals especially from the ethnic minority business community to develop an anti-racist plan for the Business Wales service.

Deliver anti-racism training for all staff in Business Wales.

Publish a plan with an anti-racism lens over the Business Wales service.

A service provision that is aware of how racism creates disparities is culturally confident and generates increased numbers of ethnic minority people using the service.

March 2023.

• Partners will be commissioned to develop the anti-racist plan in collaboration with the Welsh Government and Business Wales.

Use Business Wales contracts arrangements to secure anti-racist provision through contractual arrangements.

Requirements evaluated.

A service evaluated and underpinned by an anti-racist supply chain to deliver services.

Initial Tender process to commence in July 2022.

Ensure forced migrants living in Wales can access the advice and advocacy services that they need and are supported to effectively integrate with communities through the procurement and management of the Sanctuary Seeker Support Service.

Provision of expert asylum casework advice, immigration legal advice, bespoke support for young people and other vulnerable groups.

People seeking sanctuary will be supported to achieve better outcomes.

Good relations between sanctuary seekers and wider society will be fostered.

Forced migrants can access advice and this will ensure knowledge of rights and prevent more harmful outcomes.

Forced migrants can integrate with communities and the wider community can thrive.

Sanctuary Seeker Support Service to be funded up to 2025.

• The Welsh Government Inclusion and Cohesion Team.

Implement our Migrant Integration Framework for Wales.

Public bodies and service providers will understand how their services and data contribute to increasing understanding of migrant integration and effective processes.

Fewer migrant community members will experience barriers to integration.

2025.

• The Welsh Government Inclusion and Cohesion Team.

Ensure the sustainability of English for Speakers of Other Languages (ESOL) Hubs to provide consistent high-quality language proficiency assessments and provision of appropriate language courses.

ESOL Hubs will operate in Cardiff, Swansea, Newport and Wrexham (with wider virtual provision).

Migrants without adequate English/ Welsh language skills will be supported to access courses.

Language acquisition will be adequately supported to ensure this is only ever a short-term barrier to employment, education or training.

ESOL Hubs funded up to 2023.

• The Welsh Government Inclusion and Cohesion Team.
• ESOL Team.

Ensure refugees are supported to avoid destitution and homelessness through continued funding for a ‘Move On’ accommodation project.

Ongoing funding will be provided to ensure a trusted refugee support organisation can support newly recognised refugees due to be evicted from asylum accommodation.

The project will ensure refugees can find alternative accommodation, access bank accounts and work/social security, as quickly as possible, avoiding destitution and homelessness.

Funding provided 2022 to 2023.

• The Welsh Government Inclusion and Cohesion Team.
• Welsh Refugee Council.

Revise Rent Smart Wales landlords’ training to include an explanation of migrant rights to housing (including how this relates to refugees, those with No Recourse to

‘Public Funds’, EU Citizens, and others), how to easily check the status of migrants to prevent discrimination, and how to deal with racism and hate crime.

Rent Smart Wales landlords training will be revised to incorporate these elements.

Migrants should face fewer barriers to access caused by ignorance and discrimination.

Hate crime and racism should be dealt with more effectively.

Training being rolled out 2022 to 2023.

Provide advice to Public Bodies and capacity- building support to the Third Sector to ensure those with No Recourse to ‘Public Funds’ (NRPF) are able to access services to which they are entitled to avoid them becoming more vulnerable to violence and exploitation and treated with compassion and harmful outcomes are avoided.

Guidance for local authorities on how to support those with NRPF is implemented.

Promote understanding of councils’ role in delivering services to migrants, providing information on council services in accessible forms (translated information, community connectors).

Regular training is undertaken to support local authorities to understand their duties to support those with NRPF.

Funding is provided to the Third Sector to expand and professionalise ‘hosting’ arrangements.

Shared housing schemes are explored with housing providers and the Third Sector to find innovative ways to support homeless migrants.

Ongoing funding to ensure last-line immigration legal advice is available.

Local authorities will see the person’s needs before their immigration status and maximise the support they can give.

Local authorities will be supported to understand support which can be offered.

Shelter can be provided where individuals have opportunities to regularise their immigration status.

Those refused asylum but with grounds to challenge the decision are supported to do so.

Guidance published 2022.

Training funded 2022-23.

• The Welsh Government.
• Local authorities.
• Relevant Third sector organisations.

Seek to minimise data sharing between Welsh Public Bodies and the Home Office to increase migrant confidence to come forward for necessary healthcare or other essential support.

Welsh Public Bodies are advised to limit data sharing with Home Office unless absolutely necessary.

Undertake proactive engagement with migrant communities to increase confidence.

Harmful health outcomes, domestic abuse, or exploitation experienced by migrants including those with insecure immigration status is reduced due to less fear of coming forward for key support.

2025 and ongoing work with migrants to be taken forward as part of Migration Integration Wales.

• The Welsh Government.
• Public Bodies.

Health inequalities experienced by forced migrants are mitigated and reduced through ensuring the sustainability of the Cardiff

and Vale Health Inclusion Service (CAVHIS), encouraging vaccine take-up and maintaining a focus on these communities as part of the work of Traumatic Stress Wales as well as a specific focus on supporting better access to mental health services among Black, Asian and Minority Ethnic communities.

Cardiff and Vale Health Board are funded to ensure the sustainability of CAVHIS.

Vaccination programmes ensure take-up from migrant communities.

Traumatic Stress Wales will retain a focus on supporting refugees and asylum seeker mental health.

Forced migrants will be supported to have initial health screening upon arrival.

Migrants will not experience unequitable access to vaccines.

Trauma experienced by those forced to migrate will be understood and mitigated.

2023 and ongoing.

• The Welsh Government.
• Public Health.
• Mental Health.
• Vulnerable groups.

Employability of forced migrants is supported through awareness raising of migrant rights to work with employers, sector-specific employment programmes such as the Wales Asylum and Refugee Doctors scheme and advocating for the right to work for asylum seekers.

Training and engagement will be undertaken with employers to remove barriers to employment and increase understanding of skills migrants have to offer.

ReStart funded until December 2022.

• The Welsh Government Inclusion and Cohesion Team.

Increase opportunities for forced migrants to access further and higher education through exploring funding changes and ensuring refugees continue to be considered as ‘home students’.

Explore ways to ensure comparable support to Education Maintenance Allowance and Financial Contingency Fund is available for asylum seekers.

Refugees will continue to be eligible for ‘home student’ fee status.

Work with Higher Education Funding Council Wales (HEFCW) and Higher Education Institutions to improve recruitment and retention of forced migrants.

Forced migrants can better fulfil their potential and, in turn, contribute more effectively to Welsh society.

• The Welsh Government.
• HEFCW.
• Higher Education Institutes.

Continue to advocate for improvements to asylum and immigration systems to prevent harmful outcomes for asylum seekers, refugees or other forced migrants.

The impact and operation of

UK Government asylum dispersal and refugee resettlement programmes are assessed and recommendations for how these schemes should apply in Wales are made.

Ongoing dialogue between UK Government and the Welsh Government to make improvements and integration of support where possible.

UK Government fully understands the impact of its decisions on Wales and devolved responsibilities.

Assessment enables better provision of support to forced migrants.

Ongoing work with the Home Office.

• The Welsh Government.

Continue to support and uphold the rights and best interests of unaccompanied asylum-seeking children and young people.

Programme for Government commitment to be further developed with policy leads.

Councils are enabled to provide appropriate placements and unaccompanied children and young people have access to support and services.

Ongoing.

• The Welsh Government.
• Local authorities.

Working with criminal justice partners, publish the Criminal Justice Anti-Racism Action Plan for Wales, setting out the concrete and tangible action we will take forward together to tackle inequality and to create an anti-racist criminal justice system.

Deliver relevant actions agreed under the above Criminal Justice Anti-Racism Action Plan for Wales.

Through the Criminal Justice Board for Wales, provide oversight of the delivery of the Criminal Justice Anti-Racism Action Plan for Wales, ensuring that progress is made and outcomes improve.

A joint anti-racism work programme developed and delivered by criminal justice organisations alongside the Welsh Government, which will embed an anti-racist approach across the justice system in Wales supported by quantitative and qualitative as well as lived experience data.

Under the Female Offending Blueprint, take forward involvement and work with women from racially and ethnically diverse backgrounds to better understand experiences of the Criminal Justice System.

Reduced levels of discrimination and diverse outcomes for people from ethnic minorities across the system as demonstrated by their reported lived experiences and quantitative data.

Ethnic minority people will have increased confidence and trust in, and where relevant improved experiences of, the criminal justice system.

A research report on the experiences of women from ethnic minorities in the justice system.

A better understanding of the challenges facing ethnic minority female offenders, which will then feed into the Blueprints approach and wider justice work. The report will be shared with the External Accountability Group.

Ongoing. The work is likely to last several years. The particular actions, timelines, impact and measurements of changes will be set out in the document when published in summer 2022.

Report on the experience of female offenders will be by March 2023.

Report shared with the External Accountability group by March 2023.

• The Welsh Government Community Safety Division, in partnership with Criminal Justice in Wales which includes Policing in Wales.
• Her Majesty’s Prison and Probation Services (HMPPS) in Wales and other key justice stakeholders.

Through the terms of the funding we provide for Welsh Government funded Police Community Support Officers (PCSO), ensure police forces apply a policy of equal opportunities in employing people regardless of race, gender/gender identification, sexual orientation, religion and belief, age or any disability. Monitor outcomes and provide challenge if necessary.

Encourage broader positive action to recruit more ethnic minority personnel across the police forces in Wales and at all different levels.

Use the Wales Police Community Support Officer Steering Group to monitor the ethnicity of PCSOs in Wales, providing constructive challenge if numbers do not reflect the population of each force area.

Regular statistics on the diversity of Police Community Support Officers in Wales reported annually to the PCSO Steering Group, allowing us to understand if the make-up of the PCSO workforce is representative in each police force area and challenge if this is not the case.

Ethnicity report and lived experiences of the ethnic minority PCSOs, other staff and volunteers in police workforces in Wales reported annually to the Welsh Government and so to the Accountability Group.

A more representative and diverse Police and Community Support Officer workforce, and generally a police forces in Wales, and increasing trust in the service for people from ethnic minorities and a more effective service which reflects the people it serves.

Monitoring is in place on an ongoing basis.

• The Welsh Government Community Safety Division, working closely with Policing in Wales.

Raise awareness of the Welsh Government’s Race Disparity Evidence Unit with criminal justice partners in Wales, and identify how best to help all partners to improve the evidence available on racial disparity within the justice system in Wales and use this to support better policy decisions and monitoring.

Identify the gaps in evidence in relation to all domains including criminal justice data collected and reported on ethnicity and race as one of the first priorities of the Race Disparity Evidence Unit, via an audit of data collections held/outputs produced by the Welsh Government and the wider public/ third sector.

Building on this initial assessment, take forward a programme of work to improve the evidence base to identify racial disparity within the criminal justice system, including ongoing engagement with ethnic minority people to improve their knowledge/trust in how their data will be used to increase their confidence to share data.

An initial assessment of the gaps in evidence in relation to criminal justice data collected and reported on ethnicity and race in Wales.

An ongoing work programme to improve the evidence base on ethnicity and race within the criminal justice system in Wales, and address any gaps identified from the equalities data audit and from dialogues with ethnic minority people.

A more robust, systematic, consistent approach to collecting and reporting criminal justice data on ethnicity and race in Wales, resulting in a stronger evidence base to inform the decision making process in the criminal justice system in Wales.

A reported increase in confidence to share data by ethnic minority people.

To have in place an agreed monitoring system to capture key data by June 2023.

• The Welsh Government Race Disparity Evidence Unit, in collaboration with criminal justice partners.

Ensure development and training opportunities of key officials and those influencing UK Government and Welsh Government policy to understand and argue for an anti-racist justice system.

Take every action possible to highlight the needs and experiences of people from ethnic minorities, and the understanding and importance of an anti-racist approach, through our response to UK Government policy and legislation in the justice space.

Policy officials trained and skilled in arguing what an anti-racist justice system looks and feels like.

Consultation responses, Ministerial correspondence and official-to- official correspondence from us to the UK Government with foregrounds the importance of creating an anti-racist justice system.

Wherever possible, confidence that we have encouraged and supported an anti-racist policy approach from the UK government given that they hold many levers in the criminal justice space.

Ongoing.

• The Welsh Government, working closely with UK Government leads.

Take forward our Programme for Government commitment to pursue the case for devolution of justice and policing to Wales.

Bring forward a publication setting out our work to improve justice and making the case for further reform.

Continue to work to progress the recommendations on criminal justice from the Thomas Commission with the Ministry of Justice.

A publication setting out our work to improve justice and making the case for further reform. This will include an argument for an anti-racist justice system in Wales.

Activity and products which will continue to demonstrate the case for reform.

A joint programme of activity with the UK Government to respond to the Thomas Commission.

In time, a devolved criminal justice system in Wales.

Ongoing. We will provide updates to the Accountability Group to update them on progress.

• Justice Policy division.

Raise awareness of the impact of hate crime on victims from ethnic minority communities through our ‘Hate Hurts Wales’ campaign. This campaign will address victims, perpetrators and bystanders through various materials. Campaign materials will be developed with those who have been affected by racist hate crime.

Campaign monitored to capture ‘reach’ and ‘engagement’.

Bystanders will better understand hate crime and be motivated to act in an anti-racist way in support of victims.

Hateful attitudes will be seen as socially unacceptable.

Perpetrators will fear prosecution and understand the impact of their actions.

‘Hate Hurts Wales’ launched in

March 2021 and will continue for least the next 2 years.

• The Welsh Government Equality Team.

Enhance our support and advocacy for those who have experienced racist hate crime through a refreshed Wales Hate Support Centre, including consideration of incidents where intersectional hate has taken place and the specific support which may be required in those circumstances.

Wales Hate Support Centre (WHSC) will record change in number of hate crime referrals during bursts.

Victims offered support will increase (initial aim of 80%). At least 65% of support offers will be taken up by 2025. Victim satisfaction with WHSC services will be at least 90%.

More victims will feel confident taking their abusers to court or finding an alternative suitable outcome.

Increased prosecutions will raise awareness of the problem and will inhibit potential perpetrators.

Ongoing. Contract will run until at least 31 March 2025.

• Victim Support Cymru.

Undertake direct work with hate crime perpetrators to better understand how to reduce racial abuse.

Targeted projects undertaken with hate crime perpetrators or those with racist attitudes will be undertaken.

Projects will explore good practice in other perpetrator diversion schemes, as well as the scope for increased use of restorative justice practices.

We will better understand effective ways to convert potential and convicted perpetrators to anti-racist members of society.

Converted perpetrators will help us to convince others not to make the same mistakes that they did.

Work will begin in 2022.

• The Welsh Government working with key partners.

Identify and propose improvements to hate crime law and processes through the Hate and Community Tensions Board Cymru.

Four Hate and Community Tensions Board Cymru meetings per year. Meetings influence the Welsh Government Communities’ engagement with the UK Government and Law Commission to advocate legal or policy changes.

Board members commit to a forward work programme which involves better data analysis, piloting new ways to improve outcomes and share learning.

Reports will be shared with the Accountability Group to get their responses and ideas for actions to take.

Evidence-based advocacy supported by pilot projects should lead to better UK Government policy decisions.

Ongoing. The Board will meet quarterly and progress this work throughout the year.

• Hate and Community Tensions Board Cymru.

Counter online racist hateful attitudes.

Working with Cardiff University’s HateLab we will build tools to identify and track hate speech online with a particular focus on Wales.

Counter-hate interventions will be undertaken to disrupt this hate.

Work with the tech companies and media platforms to tackle hate crime and misinformation.

Participation in HateLab will better increase the visibility of racist attitudes online. It will enable us to test approaches to understand what works in disrupting spreading hateful content.

HateLab Pilot ends in October 2022.

Work with tech companies and media platforms is a Programme for Government 2021-2025 commitment.

• The Welsh Government.

Provide Third Sector based funding to build community cohesion and address community tensions.

Funding provided to groups supporting ethnic minority communities to address community tensions.

Provide opportunities for grassroots community groups and those closest to the issues to deliver work to promote cohesion.

Work will start in 2022.

• The Welsh Government.

Create sustainable funding arrangements to fund Holocaust Memorial Day.

Continue funding Holocaust Education Trust (HET) “Lessons from Auschwitz” programme.

Reinforce our commitment to the International Holocaust Remembrance Association definition of anti-Semitism.

Mainstream tackling anti-Semitism in Welsh Government’s anti-racism training and policy-making processes.

Ensure the Hate Hurts Wales campaign highlights the harm caused by religious hate and bigotry.

Funding allocated to schools to undertake activities to promote anti-Semitism through the Holocaust Educational Trust programme.

Commitment to funding and support for educational and awareness raising activities.

Supportive messages promoted in national communications campaign.

Training courses for the Welsh Government staff to include awareness of anti-Semitism.

Understanding of how to report and access support for anti-Semitic hate crime.

The Jewish community in Wales feels supported and valued and feel they can access culturally appropriate and sensitive services across the public sector.

Tackling anti-Semitism is recognised and mainstreamed through our anti- racism activities.

Annually on Holocaust Memorial Day 27 January.

Annually – “Lessons from Auschwitz” is delivered in Wales each February.

Hate Hurts Wales campaign will run for at least 2 years from 2022.

• The Welsh Government.

Work with faith groups, community leaders and equalities partners to explore the adoption of a definition of Islamophobia that fits the Welsh context.

Mainstream tackling Islamophobia in the Welsh Government’s anti-racism training and policy-making processes.

Ensure the Hate Hurts Wales campaign highlights the harm caused by religious hate and bigotry.

Initial scoping work undertaken to identify a definition for the Welsh Government and the public sector to adopt.

Training courses for Welsh Government staff to include awareness of Islamophobia.

Understanding of how to report and access support for Islamophobic hate crime.

Muslim communities in Wales feel valued, supported and feel they can access culturally appropriate and sensitive services across the public sector.

Tackling Islamophobia is recognised and mainstreamed through our anti-racism activities.

Ongoing.

• The Welsh Government.

Enhance our support in building community cohesion through a review of successes and areas for improvement in our Community Cohesion Programme.

Respond to the findings of the 2021 to 2022 rapid review of the Community Cohesion Programme and reflect in the development of the work plans for our Community Cohesion teams across Wales.

Community Cohesion Principles will be developed as part of this work to ensure a collective understanding of the terms, legislation and effective approaches involved.

Our Community Cohesion Programme will be underpinned by a more consistent, evidence-based approach. This should increase the impact of the Programme. We would expect people to feel more belonging to their area and perceive better community cohesion.

Ongoing.

• The Welsh Government, working with Community Cohesion Teams.

Community Cohesion Programme will focus on events and activities which foster good relations between groups through reducing segregation and increasing empathy and understanding.

Build a dataset though the Race Disparity Evidence Unit which it develops a baseline and then measures cohesion and integration.

Cohesion team work plans will include the need to work with grassroots organisations on events and activities which build a shared sense of community.

% of people agreeing that they belong to their local area; % who agree that people from different backgrounds get on together; and % who agree that people in the area treat each other with respect should all increase.

Ongoing.

• The Welsh Government, working with Community Cohesion Teams.

Ensure Cohesion teams act as conduits between communities and public bodies to promote participation in policy-making and equality of opportunity for ethnic minority communities.

Cohesion team work plans will include requirements to promote and monitor role in inclusive policy-making.

Case studies of co-production will be captured and shared with other cohesion teams and public bodies across Wales.

Policy-making should be more inclusive of ethnic minority communities.

Ongoing.

• The Welsh Government, working with Community Cohesion Teams.

Review “Managing Unauthorised Camping” to reflect changes to legislation since last reviewed and changes to be brought in under the forthcoming Police, Crime, Sentencing and Courts Bill.

Work with Policing in Wales on the enforcement of the clauses on unauthorised encampments in the Bill, to ensure that partners in Wales take a progressive and constructive approach to working with Gypsy and Traveller communities.

Commission an external review.

Consult with Gypsies and Travellers and other stakeholders including Local Authorities and Police Services.

Revised guidance to Local Authorities to mitigate adverse impacts on traditional nomadic ways of life, settled people and landowners.

2022 to 2023.

• The Welsh Government Equality Team.
• Gypsy and Traveller team, and Policing in Wales.

The Welsh Government will work with sector representative bodies and sponsored bodies to develop plans to support the Anti-racist Wales Action Plan in their work and report progress against objectives in relation to

anti-racism as part of their organisations work to meet the vision of an Anti-Racist Wales.

December 2022.

• In partnership with sector representative bodies and sponsored bodies.

Focused on lived experience, anti-racism, allyship and cultural competence, the Welsh Government will work in collaboration with sector partners and ethnic minority partners to develop and refresh anti-racist training for the sector and promote its use.

December 2022.

• In partnership with sector representative bodies and sponsored bodies.

The Welsh Government will consider, in partnership with sector partners, whether the childcare and play workforce should be required to complete training programmes in relation to anti-racism, and if so through what mechanisms.

December 2022.

• In partnership with sector representative bodies and sponsored bodies.

The Welsh Government will, in partnership with sector partners, consider how to collate and review concerns of workforce discrimination and bullying raised by staff.

December 2022.

• In partnership with sector representative bodies and sponsored bodies.

Supporting Workforce change, the Welsh Government and sector partners will review existing best practice templates for workforce policies and procedures developed to support providers through an anti-racist lens, to ensure that policies reflect change.

December 2022.

• In partnership with sector representative bodies and sponsored bodies.

The Welsh Government will work with Care Inspection Wales and other partners to promote anti-racist working practices in workforce policies and procedures of providers.

December 2022.

• In partnership with sector representative bodies and sponsored bodies.

The Welsh Government, working with sector partners will commission a programme of work to survey staff from ethnic minority backgrounds on their experiences of working in the sector and co-produce proposals on improving their experiences and career prospects.

December 2022.

• In partnership with sector representative bodies and sponsored bodies.

The Welsh Government will establish a dedicated working group, the working group including sector representative bodies, will work alongside people from Black, Asian and Ethnic Minority Communities, to identify barriers faced by these communities in accessing services. The working group will make recommendations on how barriers can be removed to ensure equality of access to services.

December 2022.

Recommendations 6-12 months.

• In partnership with sector representative bodies and sponsored bodies.
• People from Black, Asian and Ethnic Minority Communities.

Local Authority partners, will engage with Black, Asian and Minority Ethnic communities to identify how the voice and lived experiences of people in these communities can be better captured as part of the Childcare Sufficiency Assessment that Local Authorities are required to undertake.

Ongoing.

• Local authorities.
• People from Black, Asian and Ethnic Minority Communities.

The Welsh Government and sector partners will work to improve provider’s awareness of anti-racism within the new curriculum.

Over June 2022 to June 2023 as the new curriculum is embedded.

• In partnership with sector representative bodies and sponsored bodies.
• People from Black, Asian and Ethnic Minority Communities.

Focused on lived experience, anti-racism, allyship and cultural competence, the Welsh Government will work with sector partners, in collaboration with ethnic minority partners, to design learning materials to support settings to include the teaching of Black, Asian and Minority Ethnic communities within childcare and play settings and to ensure practitioners are supported to do so.

Over June 2022 to June 2023 as the new curriculum is embedded.

• In partnership with sector representative bodies sponsored bodies.
• People from Black, Asian and Ethnic Minority Communities.