Workforce Race Equality Standard

Transcription

1 Workforce Race Equality Standard REPORTING TEMPLATE Template for completion Name of provider organisation Date of report: month/year First Community Health and Care July 2017 Name and title of Board lead for the Workforce Race Equality Standard Liz Mouland Chief Nurse and Director of Clinical Operations Name and contact details of lead manager compiling this report Tina Gull Equality Lead Names of commissioners this report has been sent to East Surrey Clinical Commissioning Group and Crawley Clinical Commissioning Group Name and contact details of co-ordinating commissioner this report has been sent to Unique URL link on which this report will be found (to be added after submission) This report has been signed off by on behalf of the Board on (insert name and date) 13 September 2017 Publications Gateway Reference Number: 03496

2 Report on the WRES See above 1. Background narrative a. Any issues of completeness of data FCHC did not access the NHS staff survey in 2015 so we were not able to report on indicators 5-8 last year. We have however included this data for We have made progress in improving our data collection for this year however we are aware that there are areas that need further work b. Any matters relating to reliability of comparisons with previous years See above 2. Total numbers of staff a. Employed within this organisation at the date of the report 459 b. Proportion of BME staff employed within this organisation at the date of the report BME = 8.7%

3 3. Self reporting a. The proportion of total staff who have self reported their ethnicity As at 31st March % of staff reported their ethnicity b. Have any steps been taken in the last reporting period to improve the level of self-reporting by ethnicity no c. Are any steps planned during the current reporting period to improve the level of self reporting by ethnicity A further personal data audit of all staff will be completed in Workforce data a. What period does the organisation s workforce data refer to? 1st April st March 2017

4 5. Workforce Race Equality Indicators For ease of analysis, as a guide we suggest a maximum of 150 words per indicator. Indicator Data for reporting year Data for previous year For each of these four workforce indicators, the Standard compares the metrics for White and BME staff. Narrative the implications of the data and any additional background explanatory narrative Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective 1 Percentage of staff in each of the AfC Bands 1-9 and VSM (including executive Board members) compared with the percentage of staff in the overall workforce. Organisations should undertake this calculation separately for non-clinical and for clinical staff. Non-Clinical Staff BME by Band Band % Band 1 - Band 2 0.0% Band 3 6.8% Band % Band % Band 6 0.0% Band 7 0.0% Band 8a 0.0% Band 8b 0.0% Band 8c 0.0% Band 8d 0.0% 8-9/VSM = 6.52% Overall Workforce = 6.21% Clinical Staff - BME by Band Band 1 0.0% Band % Band 3 4.0%

5 Band 4 0.0% Band % Band 6 6.4% Band 7 2.5% Band 8a 4.8% Band 8b 50.0% Band 8c 50.0% Band 8d 0.0% 2 Relative likelihood of staff being appointed from shortlisting across all posts. Relatively Likelihood = (White) / (BME) = 2.49 White = 59.75% BME = 20.97% This data is for ALL applicants via NHS Jobs, not just shortlisted ones, compared against the staff who have started in the organisation. Shortlisting data required, Review Recruitment Policy, training and process. possibly introduce assurance by senior team White Staff = 67 (staff appointed) / 2129 (applicants) = BME Staff = 18 (staff appointed) / 1427 (applicants) = Relatively Likelihood = (White) / (BME) = 2.49, therefore white staff are 2.49 times more likely to be appointed then BME staff 3 Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation. This indicator will be based on data from a two year rolling average of the current year and the previous year. 4 Relative likelihood of staff accessing non-mandatory training and CPD. Total No, of formal case = WB 0.05 BME To be calculated Total No, of formal case = 11 White = 63.64% BME = 18.18% Undis = 18.18% 47 applications 4 4 Staff in Disciplinary Process, 2 BME, 1 White, 1 Unknown. 40 BME staff in Organisation. 2 (BME in Disciplinary) / 40 (BME Staff Total) = (White in Disciplinary) / 358 (White staff Total) = (BME) / (white) = 17.9, therefore BME staff are 17.9 times more likely to enter the formal disciplinary process Review HR Policies, managers training and process.

6 Indicator For each of these four staff survey indicators, the Standard compares the metrics for each survey question response for White and BME staff. Data for reporting year Data for previous year Narrative the implications of the data and any additional background explanatory narrative Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective 5 KF 18. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months White 24% BME 24% White 13 BME 0 Previous Data compiled from internal incident forms. No difference in response this year 6 KF 19. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months White 14% BME 38% White 0 BME 0 BME significantly higher focus groups to help us understand issues by end of Q3 7 KF 27. Percentage believing that trust provides equal opportunities for career progression or promotion 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 Does the Board meet the requirement on Board membership in 9? 9 Boards are expected to be broadly representative of the population they serve White 93% BME 82% White 3% BME 29% White N/A BME N/A White N/A BME N/A small difference BME significantly higher BME 0% White = 90.91% The Board do not have any staff who are BME. The majority of the population in East Surrey (87.3%) reported their ethnic group as White British. Note 1. All provider organisations to whom the NHS Standard Contract applies are required to conduct staff surveys though those surveys for organisations that are not NHS Trusts may not follow the format of the NHS Staff Survey Note 2. Please refer to the Technical Guidance for clarification on the precise means of each indicator.

7 6. Are there any other factors or data which should be taken into consideration in assessing progress? Please bear in mind any such information, action taken and planned may be subject to scrutiny by the Co-ordinating Commissioner or by regulators when inspecting against the well led domain. FCHC have introduced the NHS Staff Survey in 2016 so we have been unable to provide one years data relating specifically to the NHS staff survey questions. 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 a 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.

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