Workforce Race Equality Standard April 2015

Transcription

1 Workforce Race Equality Standard April 2015 Author: Jillian Wilkins, Equality and Diversity Lead Sponsoring Director: Louise Ludgrove, Acting Director of HR&OD Version 1.0

2 1. Purpose of Report Workforce Race Equality Standard (WRES) The purpose of this report is to communicate the trusts performance against the Workforce Race Equality Indicators and gain approval of recommendations. 2. Background The systemic discrimination against Black and Minority Ethnic (BME) staff within the NHS is highlighted in numerous reports. These reports show that by every indicator BME staff experience less favourable treatment when working in the NHS than do their white colleagues. From the work of Professor Michael West and Jeremy Dawson there is evidence of a spiral of positivity in organisations that have engaged, motivated and enthusiastic staff. Being undervalued and discriminated against leads to disengagement, unhappiness, depression, poor performance and ultimately reduced effectiveness. Though this appears true for all groups, Jeremy Dawson highlights a particular relationship with ethnicity: the staff survey item that was most consistently strongly linked to patient survey scores was discrimination, in particular discrimination on the basis of ethnic background. (Dawson J. 2009) 1 Michael West also concludes there is a good link between the treatment of BME staff and patient satisfaction the greater the proportion of staff from a black or minority ethnic (BME) background who report experiencing discrimination at work in the previous 12 months, the lower the levels of patient satisfaction, the experience of BME staff is a very good barometer of the climate of respect and care for all within NHS trusts. West, M et al 2011) 2 The Standard has been developed to improve workforce race equality across the NHS. It will help to improve the opportunities, experiences and working environment for BME staff, and in doing so, help lead towards improvements in the quality of care and satisfaction for all patients. Further information on the WRES can be found on the NHS England website: 3. Reporting Arrangements The WRES Standard (and the EDS2) will for the first time be included in the 2015/16 Standard NHS Contract. The regulators, the Care Quality Commission (CQC), National Trust Development Agency (NDTA) and Monitor, will use both standards to help assess whether NHS organisations are well-led. WRES Technical guidance strongly recommends identifying a Board member and Union Side representative to lead and promote the work on the WRES and for them to meet directly with BME staff to hear, at first hand, their experiences of the workplace. 1 Dawson, J. (2009) Does the experience of staff working in the NHS link to the patient experience of care? An analysis of links between the 2007 acute trust inpatient and NHS staff surveys. Aston Business School. 2 West, M. Dawson, J. NHS Management and Health Service Quality, Aston Business School. (2011). 2 of 6

3 Publication of 1 April 2015 baseline data including identification of any essential shortcomings must be completed by 1 July Summary of WRES Metrics There are nine indicators included in the WRES Metrics. Four of the indicators are specifically on workforce data, four are based on data from the national staff survey indicators, and one considers Board composition. The Standard will highlight any differences between the experience and treatment of White staff and BME staff in the NHS with a view to closing those metrics. 5. Trust Performance Against WRES Metrics The Technical Guidance for the NHS Workforce Race Equality Standard (WRES) published on 10 March 2015 ( has been used to formulate the calculations for the workforce indicators below: Workforce indicators For each of these four workforce indicators, the Standard compares the metrics for White and BME staff WRES Indicator 1 Percentage of BME staff in Bands 8-9 and VSM (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce Number of BME staff in Bands 8-9 and VSM* 176 Total number of staff in Bands 8-9 and VSM 693 Percentage of BME staff in Bands 8-9 and VSM 25.40% Number of BME staff in overall workforce 403 Total number of staff in overall workforce 8010 Percentage of BME staff in overall workforce 5.03% Relative Difference % 25.4% BME staff in Bands 8-9, VSM compared to 5.03% in the overall workforce. Therefore BME staff in senior roles are over represented with a relative difference of %. WRES Indicator 2 Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being recruited from shortlisting across all posts White BME Number of shortlisted applicants Number appointed from shortlisting Ratio shortlisting/appointed Relative likelihood (White/BME) The relative likelihood of white staff being appointed compared to BME staff is 1.1 greater and therefore there is virtually no difference. 3 of 6

4 WRES Indicator 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. Note. This indicator is based on data from a two year rolling average of the current year and the previous year. White BME Number of staff in workforce Number of staff entering the formal disciplinary process Likelihood Relative likelihood (BME/White) The 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 is Therefore BME staff are less likely than white staff to enter formal disciplinary processes. WRES Indicator 4 Relative likelihood of BME staff accessing non mandatory training and CPD compared to white staff White BME Number of staff in workforce Number of staff accessing non mandatory training and CPD Likelihood Relative likelihood (White/BME) The relative likelihood of BME staff accessing non mandatory training and CPD compared to white staff and therefore virtually no difference. National NHS Survey findings For each of these four staff survey indicators, the Standard compares the metrics for the responses for White and BME staff for each survey question WRES Indicator 5 KF18 Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months % Acute Average 29% Trust overall result 26% BME result 25% The information for indicator 5 shows that BME staff are less likely to experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months at 25% compared to the overall trust score of 26% and acute average of 29%. WRES Indicator 6 KF19 Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months 4 of 6

5 Acute Average 23% Trust overall result 20% BME result 34% BME staff that are experiencing harassment, bullying or abuse from staff in last 12 months is 34% which is a worse score compared to the overall trust score of 20% and acute average score of 23% WRES Indicator 7 KF27 Percentage believing that trust provides equal opportunities for career progression or promotion Acute Average 87% Trust overall result 90% BME result 69% The percentage of BME staff believing that trust provides equal opportunities for career progression or promotion is 69% which is a worse score than the overall trust score of 90% and acute average score of 87%. WRES Indicator 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 Acute Average 8% Trust overall result 6% BME result 15% The percentage of BME staff that have personally experienced discrimination at work from Manager/team leader or other colleagues in the last 12 months is 15% which is a worse score than the trust average of 6% and acute average of 8%. Boards. Does the Board meet the requirement on Board membership Indicator 9. Boards are expected to be broadly representative of the population they serve. 100% of Board members are white. This compares to a white population of 98% in County Durham and 96% in Darlington making the Board members mostly representative of the community the trust serves. 6. Conclusion and Action Indicators 6, 7 and 8 show areas where improvements can be made. The WRES technical guidelines suggest that prior to April 2016 NHS organisations should complete the following additional pieces of work: a. Specifically consider the indicators used for Standard and seek to drill down by department, profession, shift, site, and consider further disaggregation by individual BME staff groups 5 of 6

6 b. For Indicator 1: organisations will want to publish the ethnicity data by all pay bands as that will assist in identify specific areas of concern c. For Indicator 2: organisations may wish to consider analysing data on appointment from shortlisting for specific departments, occupations, or pay bands d. For Indicator 3 and 4 : organisations may well want to understand if there are specific issues relating to specific professional groups, departments or shifts e. Consider how their staff survey and workforce responses compare to those of the previous two years as some organisations already do f. Compare how their staff survey compares to that of comparators by type of organisation g. Discuss with their local staff organisations their understanding of the root causes behind the differences between BME and white staff treatment and experience for each of the indicators and suggestions on how to improve the metrics h. Discuss with their local black and minority ethnic networks, providing a safe place to do so, their understanding of the drivers behind each of the indicators and suggestions on how to improve any difference between white and BME treatment and experience i. Consider making a three year retrospective comparison on their data, as some Trusts already do, to scrutinise trends j. Ensure, as appropriate, that there exists a BME staff network to be consulted and represent the views of BME staff in their organisation 7. Recommendation To agree the additional pieces of work identified by the technical guidance over the next 12 months including a deeper analysis of pay bands, occupational groups and departments (where this will not identify individuals) for indicators 1 to 4 and retrospective trend analysis for staff survey indicators. To identify a Side and Board lead for the WRES, in line with the recommendations for implementing the standard, and for them to meet directly with BME staff to hear, at first hand, their experiences of the workplace. Support conducting an anonymous online survey for BME staff within the trust to explore issues in relation to indicators 6, 7 and 8 and potential actions to facilitate improvements including the possible appetite for a BME staff network group. Author: JILLIAN WILKINS, Equality & Diversity Lead Exec Lead: LOUISE LUDGROVE, Acting Director of Human Resources & Organisation Development 6 of 6