Workforce Race Equality Standard Reporting template

Transcription

1 Workforce Race Equality Standard 2015 Reporting template Reporting : 2015 Name of provider: The Royal Marsden NHS Foundation Trust Name and contact details of lead manager compiling this report: Lisa Neden Equality and Diversity Specialist Lead Name and contact details of Co-ordinating Commissioner to whom this report has been sent: Andy Hughes, Senior Supply Manager, NHS England Telephone andy.hughes2@nhs.net Link on which this report will be found on our website: This report has been signed off by: Nina Singh, Director of Workforce on behalf of the Board Date on which this report was signed off: 30 th June

2 1. Background narrative a) Any issues of completeness of data Indicator 4 (relative likelihood of accessing non mandatory training and CPD) is based on data related to study leave granted. b) Any matters relating to reliability of comparisons with s This is the first of submission 2. Total numbers of staff a) Employed within this organisation as at 30 th September 2014 (date when we produce our workforce equality information for wider comparison) 4059 b) Proportion of BME staff employed within this organisation at the date of the report 1049 staff (26%) 3. Self a) The proportion of staff who have disclosed their ethnicity 97% b) Have any steps been taken in the last period to improve the level of self by ethnicity The data is already of high enough quality to draw meaningful conclusions c) Are any steps planned during the current period to improve the level of self by ethnicity See above comment 2

3 Workforce data a) What period does the organisations workforce data refer to? Indicator 1 30 th September 2014 Indicator 2 1 st October th September 2014 Indicator 3 1 st January st December 2014 (going forward this indicator will report on data from the same period as all other workforce equality information 1 st October 30 th September) Indicator 4 1 st April 2014 to 31 st March 2015 (going forward this indicator will report on data from the same period as all other workforce equality information 1 st October 30 th September) Indicator 5, 6, 7 Staff survey findings 2014/2015 and 8 Indicator 9 30 th September

4 4. Workforce Race Equality Indicators Indicator For each of these four workforce indicators the Standard compares the metrics for White and BME staff 1 Percentage of BME staff in Bands 8 9, Very Senior Managers (VSM) ( Executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce 13% BME staff in the Trust are in these posts compared with 26% of BME staff in the overall workforce N/A This data has been reported through our workforce equality reports and compares similarly with other NHS Trusts. 32% of BME staff are in Bands 1 4 with 51% in Bands 5-7. We ran Recruitment master classes for experienced managers the impact of unconscious bias in decision making. Feed in WRES findings to recruitment and selection training. 2 Relative likelihood of BME staff being appointed from shortlisting compared to that of being appointed from are 2.29 times more likely to be appointed from shortlisting N/A This data has been reported through our workforce equality reports and compares similarly with other NHS Trusts. Recruitment master class for experienced managers the impact of unconscious bias in decision making. Review of recruitment and selection training 4

5 shortlisting across all posts than BME staff.. sharing WRES findings with trainers for use in their training. Equality and diversity training which includes unconscious bias is undertaken every 3 s and is monitored. A target has been set for 90% of all staff and managers to have participated in this training by April Relative likelihood of BME staff entering the formal disciplinary process compared to that of entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation (based on a two rolling average of the current and ) BME staff are 2.44 times more likely to enter the formal disciplinary process than N/A This data has been reported through our workforce equality reports and compares similarly with other NHS Trusts. Data has been discussed with Equality, Diversity & Inclusion Steering Group Candid conversations training delivered to help managers have difficult conversations with their staff to improve the outcomes of these. 5

6 4 Relative likelihood of BME staff accessing non mandatory training and CPD as compared to White staff are 1.6 times more likely to access nonmandatory training and CPD than. N/A BME staff are employed in higher proportions in lower pay bands where external training/ attendance at conferences etc. is less frequently identified as part of personal development. There has been increased promotion and provision of training for staff in Bands 1 4 where significant proportions of BME staff are employed. Further work on this is planned for the coming. For each of these four staff survey indicators the Standard compares the metrics for each survey question repose for White and BME staff 5 KF18Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months 19% BME staff 21% 19% BME staff 22% Addressing bullying and harassment is an area that the Trust is working on for all staff. Mediation service to be launched in August Staff are encouraged by their managers to report incidents. Posters are in place to remind patients and their visitors that we will treat them with dignity and respect and in turn our staff expect the same 6

7 treatment. 6 KF19 Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months 23% BME staff 27% 24% BME staff 27% This finding is similar to that of other London Trusts and pan London discussions have taken place to explore potential areas for action. Addressing bullying and harassment is an area which needs to be improved on for the benefit of all staff. Mediation service to be launched in August Support services are being promoted to staff the workplace adviser service, a listening service for staff with concerns of harassment and bullying. An additional survey was conducted in house to explore further the harassment and bullying findings. Focus groups were then run with staff to raise awareness of the issues and to identify areas for improvement. The new Corporate Induction includes a section on what we expect of staff at work in relation to dignity and respect for one another. All staff are expected to carry out their work in ways which are consistent with the trust values and behaviours. Managers 7

8 evaluate staff performance against the Trust values and behaviours through the performance appraisal process. Targeted equality and diversity programmes for departments where participation rates are low. 7 KF27 Percentage believing that Trust provides equal opportunities for career progression and promotion 90% BME staff 72% 95% BME staff 69% These findings were explored in focus groups with BME staff. The issues raised were discussed with managers, staff side and Employment Partnership representatives. Recruitment master class unconscious bias for experienced managers. Recruitment and selection training for new managers or managers new to recruitment includes impact of equality and diversity for recruitment and selection. Appraisal documentation has been strengthened and there is an increased focus on appraisals to include development discussions. Increased promotion and provision of training staff in Bands 1 4 8

9 where significant proportions of BME staff are employed. 8 Q23 In the last 12 months have you personally experienced discrimination at work from any of the following? B) Manager/ team leader or other colleagues 6% BME staff 14% Data not available This finding is similar to that found in other NHS Trusts. Mediation service to be launched in August Increase equality and diversity training participation to 90% by April The new Corporate Induction includes a section on what we expect of staff at work in relation to dignity and respect for one another. All staff are expected to carry out their work in ways which are consistent with the trust values and behaviours. Managers evaluate staff performance against the Trust values and behaviours through the performance appraisal process. Does the Board meet the requirements on Board membership in 9? 9

10 9 Boards are expected to be broadly representative of the population they serve. Board members White British 58% White Other 25% Not known 17% The ethnic profile of the Trust s Board is similar to that of other London Trusts. As a specialist provider of cancer care and treatment our catchment areas is broad. Our community services are provided in Sutton and Merton. To actively encourage BME applicants for future Non- Executive roles. From Census data 2011: England: White 85% BME 15% London: White 60% BME 40% Kensington and Chelsea White 71% BME 29% Sutton White 79% BME 21% Merton 65% BME 35% 5. Are there any other factors or data which should be taken into consideration in assessing progress? No 10

11 7. If the organisation has a more detailed plan agreed by its Board for addressing these and related issues you are asked to attach it or provide a link to it. Such plan would normally elaborate on the steps summarised in section 5 above setting out the next steps with milestones for expected progress against the metrics. It may also identify the links with other work streams agreed at Board level such as EDS2. Our Equality Objectives include a workforce objective: Between April 2012 and March 2016 to demonstrate an improvement in staff experiences of working for the Trust particularly those staff in minority groups worse experiences in the staff survey through improving staff knowledge and skills in how to identify and respond to the individual needs of others. Progress against this objective is reported to the Equality, Diversity and Inclusion Steering Group. 11