SUMMARY REPORT TRUST BOARD (IN PUBLIC)

Transcription

1 SUMMARY REPORT TRUST BOARD (IN PUBLIC) 4 October 2018 Agenda Number: 16 Title of Report Workforce Race Equality Standard report 2017/18 Accountable Officer Author(s) Purpose of Report Recommendation Director of HR & OD Debby Lewis Human Rights, Equality & Inclusion Lead This report includes the data for the Workforce Race Equality outcomes for 2017/18 which required uploading to NHS England by 10th August The explanation of the raw data is attached which requires publication on the Trust s website alongside the WRES action plan by 28 th September. The Board is recommended to: Take note of the WRES data for 2017/18 Promote and participate in the improvements identified in the WRES action plan Agree to the publication of the WRES action plan onto the Trust s website Signed off by Executive Owner September 2018 Director of HR & OD Reviewed by Executive Team - - Reviewed by Board Committee (where applicable) Reviewed by Trust Board (where applicable) Consultation Undertaken to Date Date(s) at which previously discussed by Trust Board / Committee Next Steps August 2018 September 2018 Deferred the People and OD Committee It was recommended the Trust Board review the report and submit to the October Board The WRES data and relevant action plan was shared with the Trust s Minority Ethnic Staff Network. It was also included in the Equality & Inclusion Steering Group meeting for discussion in July This was approved by the People and Organisational Development Committee 30 th August. The data was uploaded to NHS England via Unify. The evidence and action plan will be published on the Trust s website. The progress of improvements will be monitored by the Equality and Inclusion Steering Group. Executive Summary NHS England introduced the Workforce Race Equality Standard in April 2015 which requires health providing organisations to publish information relating to their workforce, comparing BME staff (Black or Minority Ethnic groups) to White staff. There are 9 outcomes to evidence, the data for which has been sourced ESR, NHS jobs, Datix and the National Staff Survey. Consultation with BME staff is a requirement of the standard; therefore the evidence was discussed with 1

2 the Minority Ethnic Group, a staff network group, to examine the evidence, seek views on their experiences and to explore possible ways to improve for the future. The feedback this group informed the WRES action plan. Of the nine outcomes there have been seven improvements with two staying the same in the last twelve months. Although improvements are welcome there is still a long way to go before the Board can be assured that the experiences of BME members of the workforce are equal to the White members. Financial Risks Key Risks Disclosure Statement Equality and Diversity Statement Non identified Risk of not improving the experiences of BME staff if the action plan is not implemented. Risk of legal action relating to the Trust s recruitment process. The evidence was sourced the National Staff Survey, ESR, NHS Jobs, TRAC and Datix. This report supports the implementation of positive action to improve the experiences of BME staff and enables compliance with the Workforce Race Equality Standard. 2

3 Workforce Race Equality Standard Report 2017/18 1. Introduction / Background The Workforce Race Equality Standard was introduced in 2015 by NHS England following on the Snowy White Peaks report (Kline 2013) which looked at the impact the Race Equality Action Plan had made since its introduction in The report focused on NHS Trust s in the London area as this area had a high proportion of the workforce a Black or minority ethnic (BME) background, 41% in fact. The report revealed that BME staff were still not progressing into senior leadership roles, which prompted the Workforce Race Equality Standard to be introduced. The BME population of Cornwall was measured in the 2011 Census as being 1.8% of the total population with the BME workforce of the Trust presently at 3.38%. This is positive as the workforce is overly representative of the community, however, there still appears to be a lack of representation in senior leadership roles within the Trust, which may be fair due to the small total number of employees a BME background, however there does appear to be a lack of representation of BME staff in the mid banded roles which may be due to the recruitment process or career progression prospects. This will be explored within the evidence provided in this report. An action plan already exists to improve the experiences of the Trust s BME workforce; this will be amended to include the findings within this report and consultation with the Minority Ethnic staff network. 2. Evidence for the nine outcomes See attached report 3. Conclusion The majority of the outcomes have seen improvements over the last year. Although improvements are welcome there is still a long way to go before the Board can be assured that the experiences of BME members of the workforce are equal to that of White staff. The action plan will support further work to close the gap between staff different backgrounds, improving the experience of all staff and most importantly, patients as a result of being cared for by a workforce who are treated equally and fairly. 4. Recommendation Take note of the WRES data for 2017/18 Promote and participate in the improvements identified in the WRES action plan Agree to the publication of the WRES reporting templates and action plan onto the Trust s website 3

4 /18 Workforce Race Equality Standard Royal Cornwall Hospitals Trust Deborah Lewis Royal Cornwall Hospitals Trust 1/7/2018

5 Introduction The Workforce Race Equality Standard was introduced in 2015 by NHS England following on the Snowy White Peaks report (Kline 2013) which looked at the impact the Race Equality Action Plan had made since its introduction in The report focused on NHS Trusts in London as this area had a high proportion of the workforce a Black or minority ethnic (BME) background, 41% in fact. The report revealed that BME staff were still not progressing into senior leadership roles, which prompted the Workforce Race Equality Standard to be introduced. The BME population of Cornwall was measured in the 2011 Census as being 1.8% of the total population, with the BME workforce of the Trust presently at 3.38%. This is positive as the workforce is overly representative of the community. However, there still appears to be a lack of representation in senior leadership roles within the Trust, which may be fair due to the small total number of employees a BME background. There does appear to be a lack of representation of BME staff in the mid banded roles which may be due to the recruitment process or career progression prospects. This will be explored within the evidence provided in this report and the WRES action plan for improvements. An action plan already exists to improve the experiences of the Trust s BME workforce; this will be amended to include the findings within this report. The action plan will be supported by the Trust s Minority Ethnic Group (a staff network) and will be monitored through the Equality & Inclusion Steering Group. Workforce Race Equality Standard Report July 2018 review July 2020 Page 1 of 6

6 Outcome 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. 2016/ /18 Ethnic Origin by Payscale & / White BME Unspecified Total A B C D Medical Staff Medical Leadership/VSM Non agenda for change Total Ethnic Origin by Payscale & / White BME Unspecified Total Clinic al A B C D Medical Staff Medical Leadership/VSM non agenda for change Total The 2017/18 table indicates where improvements have been made over the last year for BME staff by the green highlights sections. The red numbers show where there has been a decrease in the number of BME staff in banding and the pink highlights a lack of representation. This will remain on the WRES action plan with audits on the recruitment process to take place for external and internal applications. Workforce Race Equality Standard Report July 2018 review July 2020 Page 2 of 6

7 Outcome 2 Relative likelihood of staff being appointed shortlisting across all posts. 2016/17 Applied Shortlisted % Shortlisted applied Appointed % Appointed shortlisting WHITE % % BME % % Undisclosed % % Nonclinical Applied Shortlisted % Shortlisted applied Appointed % Appointed shortlisting WHITE % % BME % % Undisclosed % % 2017/18 Applied Shortlisted % shortlisted applied Appointed % appointed shortlisting White % % BME % % Other % % Applied Shortlisted % shortlisted applied Appointed % Appointed shortlisting White % % BME % % Other % % The 2017/18 tables above show a fair improvement in the percentage of BME people being employed shortlisting. However, White people are still twice as likely to be appointed shortlisting than non-white applicants. This will remain on the WRES action plan for further investigation. Workforce Race Equality Standard Report July 2018 review July 2020 Page 3 of 6

8 Outcome 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 a two year rolling average of the current year and the previous year. 2016/ /18 Ethnicity Disciplinary % Ethnicity Disciplinary % White % White 16 94% BME 0 0% BME 0 0% Unspecified % Unknown 1 5.8% Total 125 Total 17 The table shows that there have been no disciplinaries for staff ethnic minorities in the last two years. There does not appear to be any concerns for this outcome, therefore this is not included on the WRES action plan. Outcome 4 Relative likelihood of staff accessing non-mandatory training and CPD. 2016/17 Likelihood of White staff accessing training compared to BME staff 2017/18 Likelihood of White staff accessing training compared to BME staff White BME Unknown This outcome sees an improvement last year with BME staff being 0.94 likely to attend non mandatory training compared to 0.63 White staff. It is important to note that the figures represent course attendances and does not necessarily mean 218 BME people attended non-mandatory training. Workforce Race Equality Standard Report July 2018 review July 2020 Page 4 of 6

9 Outcome 5 National NHS Staff Survey indicators (or equivalent) For each of the four staff survey indicators, compare the outcomes of the responses for White and BME staff. KF 25. Percentage of staff experiencing harassment, bullying or abuse patients, relatives or the public in last 12 months. The evidence for this outcome has been taken the 2017 Staff Survey White staff completed the survey and 111 BME staff; this should be considered when looking at the percentages below. However, in 2016 the response rate was 2000 for White staff and 81 for BME so the comparison with last year is possible. * KF25. % experiencing harassment, bullying or abuse patients, relatives or the public in last 12 mths White BME There has been a 3% improvement in the percentage of BME staff stating that they have been bullied or harassed by patients or relatives in the last year, which is lower than White staff. Outcome 6 KF 26. Percentage of staff experiencing harassment, bullying or abuse staff in last 12 months KF26. % experiencing harassment, bullying or abuse staff in last 12 mths White BME The percentage of BME staff saying they had been bullied by other staff remains the same and 1% higher than White staff. This will remain on the Trust s WRES action plan. Workforce Race Equality Standard Report July 2018 review July 2020 Page 5 of 6

10 Outcome 7 KF 21. Percentage believing that the Trust provides equal opportunities for career progression or promotion. KF21. % believing the organisation provides equal opportunities for career progression / promotion White BME There has been a 4% increase in the number of BME staff who think that career progression is fair in the Trust; however this is 10% lower than White staff. This will remain on the WRES action plan. Outcome 8 In the last 12 months have you personally experienced discrimination at work any of the following? b) Manager/team leader or other colleagues KF20. % experiencing discrimination at work in last 12 mths White 9 8 BME It is concerning that the number of BME staff who have experienced discrimination is almost three times higher than White staff but this has decreased by 9% in the last year. Outcome 9 Board representation indicator For this indicator, compare the difference for White and BME staff. Percentage difference between the organisations Board voting membership and its overall workforce The percentage difference between the total Board and the overall workforce is -3.4%. The Board remains 100% White which is fairly reflective of the population of Cornwall with only a 1.8% BME community (Census 2011). However, it may be expected that the very senior managers may include some individuals a non-white background and a better representation in the middle bands. Workforce Race Equality Standard Report July 2018 review July 2020 Page 6 of 6

11 Workforce Race Equality Action Plan Domain Key area o / c Outcome 1 Improve the career progression of minority ethnic staff Action Introduce a "buddy" system for Minority Ethnic staff in bands 5 and 6 to increase their confidence and opportunities in their career progression. The "buddy" will be a person who is in the band above the individual and in the same occupation type e.g. nursing. Audit recruitment process including internal promotions. Target date On going Exec Lead Accounta ble Status Progress/update Date completed HROD HREI Inform new staff at induction about the MEG group and buddy system. Continue to advertise external courses designed for BME career progression. The number of band 6 staff a BME background has increased 17 to 21 in 2017/18. Evidence/outcome Increase the number of EM staff in band 6 roles by 2018 Objective 2 Reduce the number of BME staff who are bullied by other staff in the work place (will also hopefully reduce the number of White staff experiencing bullying at work) 6 Respect Each Other Campaign launched November 2017 to address a perceived bullying culture in the Trust Dec 2019 HROD HREI Values Behaviour Framework relaunched with start of campaign. Mediation skills commissioned for managers to enable early intervention with team disputes. Conference arranged for medics in October 2018 to have the necessary conversations and produce some solutions to change the organisational culture. Reduce the number of staff declaring they have been bullied in the staff survey. WRES action plan v4 August 2018 Review August 2020

12 Domain Key area Action Target date Objective 3 Reduce the number of BME staff who say they have been discriminated against at work. 8 Continue to monitor the Zero Tolerance to Discrimination protocol via reports on Datix. Audit internal recruitment procedures. Dec 2019 Exec Lead HRO D Accounta ble HREI Stat us Progress/update Datixs relating to discrimination are monitored by HREI Lead and staff are asked if protocol followed. Date completed Evidence/outcome Improved staff survey results. WRES action plan v4 August 2018 Review August 2020