NHS Blood and Transplant People First

Diversity in talent management and succession planning

One of our key strategic objectives in our talent management approach is to improve the diversity of our senior leadership in NHSBT, whether that be race, gender, sexual orientation or disability. We recognise that greater diversity produces more diverse thinking, problem solving and innovation.

We have stated our strategic objective is to increase our BAME representation in posts at band 8A+, due to the under-representation of BAME colleagues in NHSBT senior positions.  This objective has a direct link to our strategic objective to save and improve more lives and work with BAME communities. The link between BAME communities, BAME donors and BAME colleagues in NHSBT is vital to the future success of our organisation and direct delivery of our services to patients.

One of the first steps we are undertaking is to ensure that we review development plans for BAME colleagues at band 7+ and follow this up by managers having career conversations with BAME colleagues about their career aspirations, so that each colleague has a clear development plan and may be considered for talent management into senior leadership, subject to their career aspirations. 

Our intention is to roll out talent management planning to all band 7 colleagues in NHSBT during 2019 but we are starting with BAME colleagues at band 7 first because of the level of under-representation of BAME colleagues identified in Senior leadership. This early intervention represents Positive Action.

Diverse talent will also be a key theme as we roll out talent management more widely as the talent management model evolves further.

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