NATIONAL WORKFORCE RACE EQUALITY STANDARD ACTION PLAN

Transcription

1 NATIONAL WORKFORCE RACE EQUALITY STANDARD ACTION PLAN INDICATOR 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.. Complete analysis of data by department & professional group & consider disaggregating the BME category to assist in identifying specific areas of concern and barriers to career progression Continue to deliver ED training with a focus on equality laws & unconscious bias for all new staff as part of corporate induction December 2016 Monthly Showcase employee case studies of BME staff to profile career progression successes and encourage managers and individuals to raise aspirations in career pathways Continue to communicate positive ED messages via internal communication channels Jane Trundle & with Communications with Communications & Quarterly 1

2 INDICATOR 2 of staff being appointed from shortlisting across all posts The relative likelihood of White staff being appointed from shortlisting compared to BME staff (0.22/0.09) is 2.38 times greater. Investigate this trend further at team level* Complete audit of a sample of interview scoring sheets for BME & White candidates Deliver 1-day recruitment & selection training (with unconscious bias awareness elements) for recruiting managers & dates for the rest of the year to be set Develop and launch Recruitment Handbook incorporating impact of unconscious bias INDICATOR 3 of staff entering the formal disciplinary process The relative likelihood of BME staff entering the formal disciplinary process compared to White staff is 0.034/0.014 = 2.36 times greater. Introduce requirement to have at least one member of the interview panel is appropriately trained, including in the impact of unconscious bias Consider if there are specific issues relating to particular professional groups, departments & pay bands Analyse disciplinary offence by ethnicity Analyse disciplinary data to 2

3 understand whether the likelihood of BME staff exiting the formal disciplinary process with a sanction is greater than for White staff INDICATOR 4 of staff accessing non-mandatory training and CPD INDICATOR 5 KF25. % staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months The relative likelihood of White staff accessing non mandatory training/cpd compared to BME is 0.60/0.58 = 1.03 times greater. White % BME % Consider the findings of the 2010 NHS Employers commissioned, Bradford University report on ethnicity and discipline and the NHS London/RCM report on discipline and midwives Take a targeted approach to key leadership and management programmes, proactively encourage BME candidates Continue to monitor annual NHS Staff Survey responses against workforce data (e.g. recorded harassment, bullying or abuse from patients, relatives or the public in the last 12 months) and work staff side to understand any discrepancies as part of annual PSED reporting & Jane Trundle onwards & INDICATOR 6 KF26. % staff White % BME % Drill down to analyse the data by department, pay band & Dawn Coxon 3

4 experiencing harassment, bullying or abuse from staff in the last 12 months professions KF 21 & Q17. Alison Shelley & November 2016 INDICATOR 7 KF 21. % Staff believing that the organisation provides equal opportunities for career progression or promotion INDICATOR 8 Q 17. In the last 12 months have you personally experienced discrimination at work from manager, team leader, or other colleague White % BME % White % BME % Hold a round table discussion with staff side to identify root causes and potential solutions to address the less positive results Implement NHS Equality Delivery System2 working with staff, newly established equality & community engagement & other external stakeholders to review data/progress over time. Meet mandatory requirement to complete EDS2 review every three years Campaign to further promote Employee Assistance Programme, including planned inclusion at the Senior Leader s Conference so that managers can encourage take up amongst their staff Communicate information about The Hertfordshire Wellbeing Service (IAPT) to staff as part of a wider Health &Wellbeing communication plan Tricia Wren & March 2017 November

5 Refresh and launch Trust s Equality December 2016 and Diversity Policy INDICATOR 9 Percentage difference between the organisations Board voting membership and its overall workforce Trust Voting Board has 13.3% less BME staff than the overall workforce Voting Board Member BME 0% Overall workforce BME 13.3% Difference 13.3% Link with the NHS Leadership Academy s Ready Now programme for senior BME leaders to develop our own future Board members Continue to advertise Board posts on NHS jobs and trust website to ensure a wide pool of potential candidates Jane Trundle & End of August 2016 December 2016 Ensure adverts make clear our commitment to ED *currently TRAC recruitment system does not allow reporting by pay band & professional group. The Trust will raise this issue for inclusion in the system development schedule for TRAC at the next TRAC user group meeting in October. Jane Trundle Dawn Coxon Head of Workforce Planning and Information Equality & Diversity Manager Head of Learning and Development Head of Resourcing Deputy Director of HR and OD HR Project Manager HR and OD Project Manager 5