SHEFFIELD TEACHING HOSPITALS NHS FOUNDATION TRUST EXECUTIVE SUMMARY REPORT TO THE BOARD OF DIRECTORS. HELD ON 25 SEPTEMBER 2018

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1 SHEFFIELD TECHIN HOSPITLS NHS FOUNDTION TRUST EXECUTIVE SUMMRY REPORT TO THE BORD OF DIRECTORS. HELD ON 25 SEPTEMBER 2018 E Subject Supporting TE Member uthor Status 1 Workforce Race Equality Standard (WRES) Data and ction Plan Kirsten Major, Interim Chief Executive Paula Ward, Organisational Development Director Jaki Lowe and Deborah Wardle To be Noted PURPOSE OF THE REPORT The purpose of this paper is: To update the Board of Directors on the Trust s Workforce Race Equality Standard (WRES) Data and ction Plan To set out the next steps and a timetable for the WRES Data and ction Plan KEY POINTS This paper provides: Introduction Background Details of data submission Headlines from the data WRES ction Plan (mended) Risk of non-compliance overnance Next Steps Recommendation IMPLICTIONS 2 IM OF THE STHFT CORPORTE STRTEY TICK S PPROPRITE 1 Deliver the Best Clinical Outcomes 2 Provide Patient Centred Services 3 Employ Caring and Cared for Staff 4 Spend Public Money Wisely 5 Deliver Excellent Research, Education & Innovation RECOMMENDTIONS This paper was approved by the Trust Executive roup on 22 ugust 2018 and by the HR and OD Committee on 10 September Following these meetings a number of amendments have been made to the ction Plan. The Board of Directors is asked to approve and support the content and recommendation contained within this Paper. PPROVL PROCESS Meeting Date pproved Y/N 1 Status: = pproval * = pproval & Requiring Board pproval D = Debate N = Note 2 gainst the five aims of the STHFT Corporate Strategy

2 Board of Directors Meeting 25 September 2018 WORKFORCE RCE EQULITY STNDRD (WRES) DT ND CTION PLN Introduction The purpose of this paper is to update the Board of Directors in respect of the Trust s Workforce Race Equality Standard (WRES) data and action plan set against this data. Background The NHS Equality and Diversity Council announced 31 July 2014 that it had agreed actions to ensure that employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace. Following a period of engagement and consultation with key stakeholders, the Workforce Race Equality Standard (WRES) was mandated via the NHS standard contract, beginning in 2015/2016. WRES Implementation roup chaired by the Chief Executive was established in the Trust to oversee the plans. The WRES requires NHS trusts to self-assess against nine indicators. Four of the indicators relate specifically to workforce data; four are based on data from the national NHS Staff Survey questions, and one considers BME representation on boards. The nine WRES indicators are: 1. From Workforce Data: the percentage of BME staff in pay bands 8-9, VSM (including executive Board members and senior medical staff) compared to the percentage of BME staff in the overall workforce 2. From Workforce Data: the relative likelihood of White staff being appointed from shortlisting compared to that of BME staff being appointed, from shortlisting across all posts 3. From Workforce Data: the relative likelihood of BME staff entering the formal disciplinary process, compared to that of White staff entering the formal disciplinary process 4. From Workforce Data: the relative likelihood of White staff accessing non-mandatory training and CPD compared to BME staff 5. Staff Survey reference KF25: the percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months 6. Staff Survey reference KF26: the percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months 7. Staff Survey reference KF21: the percentage believing that the Trust provides equal opportunities for career progression or promotion 8. Staff Survey reference Q17: in the last 12 months have you personally experienced discrimination at work from any of the following? B) manager / team 9. BME Representation on Boards: percentage of BME Board membership The WRES aims to highlight differences between the experience and treatment of White staff and BME staff in the NHS, with a view to closing the gap in the metrics. Submission of Data The Trust s data, as at 31 March 2018 is attached to this paper (ppendix 1) and is required to be submitted to NHS England prior to publication both on the Trust s own Website, and nationally by NHS England. 2

3 In addition to this Trusts are required to have action plans in place to demonstrate continuous progress against the metrics. The Trust is required to publish the WRES data and action plan on the Website by 28 September The Trust is also required to share the data report and action plan with the Board of Directors, staff, and other local interests, including the lead commissioner. This data will then be published by NHS England in December Headlines from the Data Indicators 1 4 (from Workforce Data) The headcount of BME staff in pay bands 1 9 has increased The percentage of BME staff in senior roles has increased Indicators 2 and 3 have improved Indicator 4 has worsened Indicators 5 8 (from Staff Survey responses) Indicators 7 and 8 have improved Indicators 5 and 6 have worsened On three of the Indicators the gap between BME and White staff has improved WRES ction Plan WRES ction Plan was published in 2017 which has been updated and refreshed to reflect the actions already taken, as well as the changing portfolios of Trust directors. The revised WRES ction Plan is attached to this paper (ppendix 2). Risks of Non-Compliance The risks of non-compliance with WRES requirements are: Breach of the NHS standard contract Poor scores in the CQC well led domain Poor staff engagement in BME groups overnance WRES compliance is to be incorporated into remit of the Promoting and Valuing Difference Workstream of the Trust s People Strategy, which includes regular reporting to the PROUD Forum, Trust Executive roup, and HR and OD Committee. Next Steps Following this meeting, the proposed next steps are as follows: Task / ctivity Date Share WRES Data and revised ction Plan with the HR & OD Committee Share WRES Data and revised ction Plan with the Board of Directors Publish WRES Data and revised ction Plan on Trust Website Share WRES Data and revised ction Plan with Staff Partnership Forum NHS England to publish Trusts data December 2018 Recommendation The Board of Directors is asked to note and support the content and proposed next steps contained within this Paper. 3

4 STH WRES Indicators Data taken on 31 March 2018 WRES Metric Metric Description Ethnic roup Direction Percentage of BME staff in Bands 8-9, VSM (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce Representative Target North 2017 National 2017 BME Staff in Post 13.01% 13.16% 19% 7.50% 16.30% BME 8a + & VSM 4.20% 4.30% 13% 4.00% 10.40% Metric 2 Metric 3 Relative likelihood of White staff being appointed from shortlisting compared to that of BME staff being appointed from shortlisting across all posts Relative likelihood of BME staff entering the formal disciplinary process, compared to that of White staff entering the formal disciplinary process. White BME Metric 5 Metric 6 Relative likelihood of White staff accessing non mandatory training and CPD compared to BME staff White KF 25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months. White 20.47% 21.03% 0% 26.0% 27.9% BME 21.45% 21.48% 0% 27.4% 28.7% KF 26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months. White 19.12% 18.67% 0% 21.6% 24.4% BME 22.79% 24.28% 0% 25.1% 26.5% KF 21. Percentage believing that trust provides equal opportunities for career progression or promotion. White 90.18% 89.94% 100% 88.1% 87.6% BME 71.42% 74.79% 100% 77.1% 75.5% Metric 8 Metric 9 Q17. In the last 12 months have you personally experienced discrimination at work from any of the following?b) Manager/team Percentage of BME Board membership White 4.51% 4.53% 0% 5.6% 6.2% BME 14.78% 12.67% 0% 13.4% 13.8% White 100% 88% 81% 90% 88% BME 0% 0% 19% 6% 7% PROUD TO MKE DIFFERENCE SHEFFIELD TECHIN HOSPITLS NHS FOUNDTION TRUST

5 Sheffield Teaching Hospitals NHS Foundation Trust Workforce Race Equality Standard (WRES) ction Plan This ction Plan was originally prepared by Ms Yvonne Coghill, OBE, CBE, Director of NHS WRES Implementation at NHS England, who supported the Trust to develop the Workforce Race Equality Standard (WRES). The ction Plan how to address WRES and is intended to demonstrate how the Trust will address and monitor these issues. The ction Plan is fully endorsed by the Trust s Board of Directors. Year 1: CTION 1.1 Establish a senior equality advisory group for the Trust, to cover all equality matters, with particular emphasis on race equality Presentation of quarterly reports to HR & OD Committee detailing progress against the agreed WRES action plan 1.2 Establish a WRES working group to oversee the development and WRES Metric Lead Timescale To Note R Diversity, and By Director of HR By and ongoing overnance proposals for EDI to be presented to Trust Executive roup in October 2018 WRES Data and ction Plan shared with HR & OD Committee on To be shared with the Board of Directors on and published on the Intranet by This group was formed and chaired by the Chief Executive. The group held its third and final meeting on 25 June

6 delivery of the WRES action plan 1.3 Recruit a team to lead the WRES and the wider Diversity, and Inclusion (EDI) agenda 1.4 Develop, publish and promote the WRES strategy, Sheffield Implementation guide and WRES data 1.5 Develop a robust Communication strategy Raise the awareness of the importance of race equality in the organisation OD Director By Diversity, & with advice and support from the Communications Director and team By By Develop a BME staff network within By and the remit of this group has been incorporated into the remit Promoting and Valuing Difference work stream of the Trust s People Strategy n in-house team of staff from across the Trust and particularly from the HR Directorate have focussed on the WRES and its ction Plan. The EDI remit has been incorporated into the remit of the Trust s recently established OD function and work on delivering EDI has commenced internally as well as by engaging with stakeholder partners such as Healthwatch and Sheffield Clinical Commissioning roup (CC). Recruitment to EDI Manager vacancy is pending Directorate-level WRES data has been produced and presented to all directorates. The Trust s WRES Implementation Plan has been uploaded to the Trust s website Communications strategy and plan is to be developed. n EDI calendar is in place and to be uploaded to the Website and staff communications on culture and EDI is now in place. Improving Workforce Race Equality: a system-wide approach is also on the Website network is in place for BME staff which is led by Chair of the Trust s Staff

7 1.7 the Trust and launch the BME network Introduce a Reverse Mentoring Scheme within the Trust that incorporates board level directors. Scope RM schemes supported by Nottingham University with supportive guidance for BME staff considering career progression to Band 7 and above posts. 1.8 Establish a BME talent pool by identifying potential and offering opportunities for participation in secondments and other development or stretch opportunities. Improve awareness and access to national leadership breakthrough training for BME staff in pay bands 5, 6, 7, and 8a: Stepping Up (pay band 5-7), Breaking Through (pay bands 8 and above), Innov8 1.9 Continue to work with and engage BME staff to identify the potential barriers to the progression of BME staff in Nursing & Midwifery, dmin & Clerical, and management roles Metric 2 Director of WRES Implementation, NHS England, and Director of HR Diversity, & Diversity, & By By Innov8 work to take place in Years 2 and 3 Partnership Forum. Discussions are in place to establish a Trust led BME Network Reverse Mentoring Scheme is in place which involves members of the Board of Directors, and with academic support from the University of Nottingham ll BME staff were invited to apply for the Stepping Up programme in the 2017 cohort. The development of an internal system for the talent pool and other developments is outstanding although Talent Management is one of the Workstreams of the Trust s People Strategy Ensure that the Stepping Up programme, 2018, is supported and that BME staff are encouraged to apply The BME peer support group is in place where these issues may be discussed Work is ongoing in Nursing to improve the BME representation in this profession. There is an &C Professional Programme in development which may impact upon the progression of BME staff in these roles Identify and develop BME role This action is outstanding and will be R 3

8 1.10 models across all pay scales and professions 1.11 Undertake further detailed analysis to identify any specific departments, job roles and pay bands where BME staff are under represented a 1.13 Engage with senior managers in the areas identified in action 1.11 above to develop plans to identify the underlying reasons preventing the progression of BME staff. Identify and agree WRES targets at Directorate levels to address this. Implement changes in areas for WRES metrics 2 and 3 (recruitment and disciplinary process) Develop bespoke questions to include in the annual national staff survey to explore the experiences of BME staff development 1.14 Quality Improvement and Race pilot completed 1.15 Plan and deliver WRES seminar / conference Metric 2 Metric 2 Metric 3 Metric 5 Metric 6 Metric 8 ll Diversity, & Director of WRES Implementation, NHS England, and team and OD By By actioned by the new EDI Lead upon their appointment Directorate level reporting is now available. mechanism to share data is now required to be incorporated into the WRES Communications strategy and plan These actions remain outstanding and will be actioned by the new EDI Lead on their appointment This action remains outstanding and will be part of the remit of the new EDI Lead upon their appointment This action may be discharged by using pre-existing data from the 2017 staff survey and the upcoming 2018 staff survey, and linking to the BME networks Completed Sheffield Report is published on the Trust s website There is an event planned to take place in early 2019 R R 4

9 1.16 Development and pilot benchmark tool, and share data with Directorates Metric 2 Metric 3 Diversity, & By This action is outstanding and will be actioned by the new EDI Lead on their appointment R Year 2: ction Publish and share WRES data, benchmark against previous years and other organisations nationally and regionally Continue to raise awareness of the importance of the WRES strategy via the Trust s internal Communications strategy Monitor and review progress against the WRES indicators and national staff survey data Benchmark tool to be rolled out across the Trust Work closely with other local and regional organisations and share best practice Identify internal talent and support talent management (NHS Leadership cademy) 2.7 Develop an evaluation toolkit for the WRES Metric Lead Timescale To Note R By This action is on track This action is on track Planned for Q4 2018/19 Planned for Q4 2018/19 This action is on track Planned for Q4 2018/19 5

10 WRES Planned for Q4 2018/ Work with appointments committees to engage with BME communities to support the recruitment of BME candidates to senior roles 2.9 Disseminate Unconscious Bias training throughout the Trust Support and develop BME-specific 2.10 initiatives to offer BME staff the opportunity to develop for career progression Conduct case reviews and staff 2.11 experiences, together with a detailed analysis of non-mandatory training and CPD data to understand why this metric has declined, and recommend action to improve the metric Conduct case reviews and a detailed 2.12 analysis of bullying and harassment data and staff experiences, and recommend action for improvement. Engage with HR and the BME staff network Metric 9 Metric 5 Metric 6 By By This will be actioned by the new EDI Lead on their appointment This will be actioned by the new EDI Lead on their appointment This will be actioned by the new EDI Lead on their appointment This will be actioned by the new EDI Lead on their appointment This will be actioned by the new EDI Lead on their appointment Year 3: CTION Publish and share WRES WRES Metric Lead Timescale Comments 6

11 3.1 data, benchmark against previous years and other organisations nationally and regionally 3.2 Thoroughly evaluate the achievements to date 3.3 Conduct STH self-assessment against WRES and disseminate the results By By By