Workforce Race Equality Standard

Transcription

1 Workforce Race Equality Standard REPORTING TEMPLATE Template for completion Publications Gateway Reference Number: Name and title of Board lead for the Workforce Race Equality Standard Ruth McAll Director of HR Date of report: month/year Name and contact details of lead manager compiling this report Navrita Atwal - Equality Diversity and Inclusion Manager - Navrita.Atwal@eastamb.nhs.uk Names of commissioners this report has been sent to: July 2015 Julian Herbert, NHS Ipswich and East Suffolk CCG. Rushbrook House, Paper Mill Lane, Bramford, Ipswich, IP8 4DE julian.herbert@suffolk.nhs.uk Name and contact details of coordinating commissioner this report has been sent to: Julian Herbert, NHS Ipswich and East Suffolk CCG. Rushbrook House, Paper Mill Lane, Bramford, Ipswich, IP8 4DE julian.herbert@suffolk.nhs.uk Unique URL link on which this report will be found (to be added after submission):

2 This report has been signed off by on behalf of the Board on (insert name and date): Ruth McAll - Director of HR

3 Report on the WRES indicators 1. Background narrative a. Any issues of completeness of data: Recruitment data is taken from NHS Jobs, the history available to report only goes back 12 months i.e. 1/7/2014 to 30/6/2015 Standard NHS Jobs terms and conditions. In future audits will be taken of recruitment data so that this historic audit information will be available for a period beyond 1 year. b. Any matters relating to reliability of comparisons with previous years: This is the first year for the Workforce Race Equality Standards. Page 2

4 2. Self-reporting a) The proportion of total staff who have self reported their ethnicity: Ethnicity is all 100% self-reported via NHS Jobs and/or intermittently via data checks/updates. Data as at June 2015: b) Have any steps been taken in the last reporting period to improve the level of self-reporting by ethnicity: The Trust encourages self-reporting annually. Disability, Ethnicity, Religion and Belief have been identified as an area for improvement.

5 a) Are any steps planned during the current reporting period to improve the level of self-reporting by ethnicity: Steps that have been taken to promote disclosure at the following events: Induction, Need to Know (local magazine) and general training Staff survey for 2015/2016 will be proceeded by a campaign to promote completion of ethnicity data. (See section 7) 3. Workforce data a) What period does the organisations workforce data refer to? All data is as at 30/6/2015 unless otherwise stated. Total number of staff Proportion of BME Staff 2.03%.

6 4. 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 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. 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, VSM (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce. White 60.04% BME 4.97% White 93.05% BME 2.37% The Trust covers an area of over 7,500 square miles (19,000KM2) with a population of 5.8 Million people. Based on the ONS data from the 2011 census the ethnicity data BME is at 7.6% The Trust will develop positive action initiatives which will include: Mentoring/Coaching Positive Role Models Work Shadowing Schemes Development of Leadership Initiatives BME Staff will be encouraged take up management training course. Job adverts will continue to have a statement encouraging applicants from diverse communities to apply. 2 Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all posts White 8.61% BME 7.44% Not available Not available The Trust will continue to monitor and report on this area. The Trust recruits through NHS Jobs. NHS Jobs does not disclose EMB data to shortlisting managers and enable any data to be removed at the shortlisting stage. Page 5

7 3 Relative likelihood of BME staff entering the formal disciplinary process, compared to that of white staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation* White: 81.03% BME: 6.90% White: 81.97% BME: 3.28% The Trust will continue to monitor this area and report on any changes. At the moment this does appear to be an area of potential discrimination. Equality/Diversity and Employment Law training to be made mandatory for managers. *Note: 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 BME staff accessing non-mandatory training and CPD as compared to White staff White: 9.46% BME: 0.08% White: 21.70% BME: 0.26% The Trust recognises that there is a need to encourage BME staff to access training The Trust has a robust Financial and Study Leave Policy which sets out the support available and the application procedure for staff from an abstraction and funding perspective for non-mandatory learning. All applications for these are reviewed and approved by senior management before a decision is made. The Trust has previously withdrawn funding for non-mandatory training because of financial pressures, however this has now been released and all staff are now able to apply. Page 6

8 For each of these four staff survey indicators, the standard compares the metrics for each survey question response for white and B 5 KF 18. Percentage of staff Experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months 6 KF 19. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months 7 KF 27. Percentage believing that trust provides equal opportunities for career progression or promotion White: 50% White: 48% DATA AGAINST INDICATORS CAN BME: 44% BME: Not available% ONLY BE PUBLISHED WHERE THERE ARE 11 OR MORE STAFF RESPONDENTS. Survey forms were sent out to all staff: Returned forms: 1078 BME (21) White (927) White:29% BME: 34% White: 65% BME: Not Further development planned for managers and staff in this area available White: 65% White: 65% Roll out of leadership development programme BME: 67% BME: Not available The staff survey completion rate of 27% for 2014/15 was below the national average for Ambulance Trusts and all other NHS Trusts. This year the aim will be to increase the percentage return rate for completed surveys. Due to the low completion rate, it is difficult to interpret the BME data. Please see above comments. Essentially the data is too low to be able to identify and develop an action plan. However the data does suggest no differentiation between BME and others. Training has taken place for all managers in Harassment, Bullying and abuse of staff. The Trust also includes this in its annual training updates which all staff are required to complete. Please see above However the data would indicate that the BME experience is reported as more positive regarding career progression. The Trust has also implemented a leadership development programme to encourage and support managers gaining increase skills and competencies. Page 7

9 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 White: 20% White: 65% BME: 31% BME: Not available Please see above. From the data there appears to be no differentiation between BME/white staff Planned action for EDI lead will survey staff on discrimination and develop focus groups who will consider information relating to formal processes. Does the board meet the requirement on Board membership. 9. Boards are expected to be broadly representative of the population they serve. White: 83.33% BME: 16.67% White: 85.71% BME: 14.29% The population of East of England is 5.8 Million with BME being 7.6% The Trust compiles with this standard since 16.67% of the board is from a BME background. The Trust will work towards developing an action plan to address any disproportionality. This will be available at a later date in the year. Page 8

10 5. 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. In addition to the Workforce Race Equality Standard submission, annual reports are published on the East England Ambulance Service Trust s website. Progress is monitored through the Executive Management Board. The Equality, Diversity & Inclusion Steering Group is currently being refreshed. Both of these groups have Board representation and information is presented directly to the Board. The Trust has embraced Equality Delivery System both internally with staff and externally with community and patient engagement taking place via forums and questionnaires. The Trust has developed a Health Assure Recording System which allows easily access to information and evidence in relation to CQC Monitoring, EDS2 and Workforce Race Equality Standards. Training is currently underway to ensure that all key members of staff are trained to use this system. Page 9

11 6. 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. The Trust will be developing a specific plan to further enhance the commitment to improving the indicators and direction over the next twelve months. Actions Area lead Date to be completed by Development of leadership programmes - covering Leadership and Managerial skills Jill Page On-going programme Staff Survey Action Plan Harri Padden September 2015 Senior Manager/NED Mentoring/shadowing schemes Jill Page On-going programme Page 10