Description of the contract
Introduction
The Anti-Racist Wales Action Plan recognises that there will be occasions where it is necessary to refer to the collective experience of racism. The Plan uses the terminology “Black, Asian and Minority Ethnic” alongside the shorter form “ethnic minority”. In line with the Plan, reference should be made to “people” rather than “communities” wherever possible.
Social Care Wales recognises that experiences of racism affect a wide range of groups, including people from ethnic minority backgrounds, Gypsy, Roma and Traveller communities, and people affected by antisemitism and Islamophobia. Cultural competence should therefore support organisations to understand and respond appropriately to the experiences of all people affected by racism.
During the development phase of the progression programme, organisational culture and cultural competence were identified as significant barriers to career progression. Therefore, all participating organisations will be required to commit to improving cultural competency as part of their involvement in the programme.
The wider aims of the progression programme are to:
- Support people to recognise and develop their leadership potential;
- Increase visibility of leadership pathways within social care in Wales;
- Develop understanding of effective and inclusive leadership;
- Provide opportunities to gain practical leadership experience.
This commission specifically addresses a key systemic barrier identified during the development phase: Wider system and sector attitudes and processes need to change to support colleagues effectively.
Evidence gathered through focus groups within the initial pilot highlighted that progression is strongly influenced by organisational culture. Participants described a lack of trust in organisations and the wider sector, often arising from experiences of systemic barriers that had not been adequately addressed. Some participants also expressed concerns that raising issues related to race and equality could have negative consequences for their careers.
This project seeks to support organisations to take practical and meaningful steps towards creating psychologically safe, inclusive workplaces in which all staff can thrive and progress.
Aims and objectives
The objectives of this commission are to:
- Strengthen organisational leadership commitment to anti-racist and inclusive practice;
- Support participating organisations to improve cultural competence and progression equity;
- Provide all sites with access to practical tools and support to enable organisations to identify and address systemic barriers to progression, generate early insight, test engagement approaches;
- Promote psychologically safe, inclusive working environments where staff feel valued, heard and supported.
- Establish a sustainable foundation for future organisational development, with the flexibility to evolve should further investment become available.
What is required / ‘The Requirements’
This cultural competence programme will operate alongside the leadership programme delivered by the Institute of Public Care (IPC). IPC will be responsible for recruiting and supporting participating organisations within the wider progression programme and will work closely with the successful supplier to support engagement, coordination and escalation of any issues requiring additional support.
The successful supplier will deliver a tailored cultural competence programme to all organisations participating in Social Care Wales' progression programme for social care staff from ethnic minority backgrounds.
The supplier will work with participating organisations to strengthen cultural competence, support inclusive leadership practices and help identify actions that promote equitable progression and psychologically safe working environments.
Please see Specification for more detail
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