Workforce Race Equality Standard

Transcription

1 Workforce Race Equality Standard Part of our Trust Strategy to Promote and Improve Equality Diversity and Inclusion for Black Asian and Minority Ethnic Service Users and Staff

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3 Contents Introduction 4 Workforce Race Equality Standard Targets and Target summary 4 Workforce Race Equality Standard Action Plan 5 Workforce Race Equality Standard Report Appendix 1 Trust Workforce Race Equality Standard (WRES) Target Identification Analysis Appendix 2 Trust Workforce Race Equality Standard (WRES) Action Plan

4 Introduction The NHS Workforce Race Equality Standard (WRES) requires the Trust to: Upload WRES metric data so that the Trust performance can be benchmarked against similar organisations. Complete the WRES reporting template and publish this on the organisations web page. Complete and publish an action plan to support improvement. The Trust strategy, to Promote and Improve Equality Diversity and Inclusion for Black Asian and Minority Ethnic Service Users and Staff has four drivers: Work in partnership with Health and Social Care Commissioners and Providers Work In partnership with Black Asian and Minority Ethnic Communities to bring about change Promote equality of access experience and outcomes to services and treatments Develop a diverse and culturally competent organisation and workforce The strategy was agreed by the Trust before the introduction of the WRES, however, the fourth strategic driver, Develop a diverse and culturally competent organisation and workforce, supports the WRES. It therefore makes sense that WRES objectives and associated action are taken forward alongside work to achieve this strategy. This paper Sets out WRES targets agreed by the Trust to be achieved between 2016 and 2021 Reports in detail on progress against the 2015/16 WRES action plan Sets out a WRES action planned for the financial year 2016/17. This paper should be considered alongside the Trust WRES 2016 report and the national WRES benchmarking report recently published by the national WRES team. 1 Workforce Race Equality Standard Targets Targets have been set using the WRES data as a starting point. The detail of the analysis and information underlying these targets can be can be found in Appendix 1 Trust Target Analysis. Targets are intended to be achieved or maintained by 2021 and assume that over the next five years there will be incremental improvement. 1 A national WRES Report was published in May 2016 this covered metrics 5-7 of the WRES which are drawn from the NHS staff survey data. Future reports will cover all nine WRES metrics. 4

5 Targets Summary Metric One Increase the numbers of staff from BAME groups in Bands 3 and 4 to 14% Increase the number of staff from BAME groups in Bands 6 and 7 and 8a,b,c,d to 9% Improve ethnicity recording for staff in Band 3 to 5% not known Metric Two Decrease the WRES score for Metric Two to 1.00 or below Metric Three Decrease the WRES score for Metric Three to 1.00 or below Improve ethnicity recording for staff subject to disciplinary to 95% Metric Four Decrease the WRES score for Metric Four to 1.00 or below Metric Five A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health Metric Six A year on year reduction from previous year BAME percentage is equal to or less than White percentage Metric Seven A year on year increase from previous year BAME percentage is equal to or more than White percentage BAME percentage is more that median for mental health Metric Eight A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health Metric Nine Board BAME voting membership 13% Workforce Race Equality Standard Action Plan Achievement of these targets will be delivered through an annual action plan. The action plan is aligned to the Trust BAME strategy action plan. The action plan for 2016/17 can be found in Appendix 2 this includes an update on progress on action agreed for 2015/16. Workforce Race Equality Standard Published Report BAME percentage is less that median for mental health The Trust WRES report 2016 is published on the Trust web site on the following page: 5

6 Appendix 1 Trust Workforce Race Equality Standard (WRES) Target Analysis NOTE : All workforce data includes staff employed on the flexible workforce and is data used for the 2016 WRES report WRES Metric One - Percentage of staff in each of the Agenda for Change Bands 1-9 (or equivalent) and VSM (including Executive Board members) compared with the percentage of staff in the overall workforce The Trust Workforce Race Equality Standard (WRES) report indicates that the Black Asian and Minority Ethnic (BAME) workforce is underrepresented in some bands and overrepresented in other bands in comparison to the overall workforce. Targets have been identified by grouping bands and identifying the average BAME representation in the group i.e. a target percentage BAME, then comparing this to representation of BAME staff in each band in the group. Targets are described as a percentage and as an indicative number based on 2015/16 WRES data. Ethnicity of Staff in Bands 2 to 4 BAND BME Unknown White % BAME (known) % Unknown %White AFC Band % 7% 79% 14% Average BAME staff in bands 2,3,4 (known) AFC Band % 13% 87% 14% AFC Band % 3% 90% 14% Ethnicity of staff in Bands 5,6,7,8 a-d and 9 Band BME Unknown White % BAME (known) % Unknown % White AFC Band % 5% 82% 9% AFC Band % 6% 94% 9% AFC Band % 5% 94% 9% AFC Band 8a,b,c,d * 3% 6% 97% 9% *Numbers are obscured where one figure is less than 10 The tables above indicate that: Average BAME staff in bands 5,6,7,8,a,b,c,d and 9 (known)

7 Across bands 2, 3 and 4 the average of BAME ethnicity (excluding not known) is 14%. Looked at by band there are proportionately more BAME staff in band 2 than in bands 3 and 4, however the number of not known in band 3 will have a significant impact on this. Across bands 5, 6 and 7 and 8a, b, c, d and 9, the average of BAME ethnicity (excluding not known) is 9%. Looked at by band there are proportionately more BAME staff in Band 5 than in Bands 6,7, 8a,b,c,d and 9. There are a high percentage of people in band three where ethnicity is not known. To improve metric one it s proposed that there is a need to: Increase the numbers of staff from BAME groups in Bands 3 and 4 (however review band 3 target in line with improved ethnicity recording) Increase the number of staff from BAME groups in Bands 6,7 and 8a,b,c,d Improve ethnicity recording for staff in Band 3. Metric One Proposed Targets a) Increase the numbers of staff from BAME groups in Bands 3 and 4 BAND BME Unknown White % BME (known) % Unknown %White Target % BAME Number (approx)* AFC Band % 7% 79% AFC Band % 13% 87% 14% 6 AFC Band % 3% 90% 14% 12 * The number of posts currently held by staff with White ethnicity that would need to be held by staff with BAME ethnicity to achieve the % target. The figure of 6 for band 3 assumes that recording ethnicity has improved to 95% and the number of current BME staff is 89 b) Increase the number of staff from BAME groups in Bands 6 8a Band BME Unknown White % BME (known) % Unknown % White Target % BAME Number (approx)* AFC Band % 5% 82% AFC Band % 6% 94% 9% 15 AFC Band % 5% 94% 9% 9 AFC Band 8a,b,c,d ** 3% 6% 97% 9% 11 * The number of posts currently held by staff with White ethnicity that would need to be held by staff with BAME ethnicity to achieve the % target. ** Numbers are obscured where one figure is less than 10 7

8 c) Improve ethnicity recording for staff in Band 3 Band BME Unknown White Ethnicity not known % Target (ethnicity unknown) AFC Band % Less than 10% WRES Metric Two - Relative likelihood of staff being appointed from shortlisting across all posts. The following table calculates the relative likelihood of White staff being appointed from shortlisting in comparison to BAME staff. WRES Shortlisted to Appointment 2015 WRES Return 2016 WRES Return Number of Shortlisted applicants (White) Number of appointed from shortlisting (White) Ratio figure White Number of shortlisted applicants (BME) Number appointed from shortlisting (BME) Ratio figure BME Relative Likelihood of White Staff being appointed compared to BME In 2015 this calculation indicated that there was nearly an equal chance of BAME staff being appointed from shortlisting, i.e In 2016 this has altered to 1.48, indicating that White staff are more likely to be recruited than BAME staff. The data used only uses data available where ethnicity is known. An improvement in metric two would be a decrease in the WRES score to 1.00, which would indicate, proportionally, an equal chance of being appointed from shortlisting. Metric Two Proposed Target Decrease the WRES score for Metric Two to

9 WRES Metric Three - Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation WRES Entry to Disciplinary Process 2015 WRES Return 2016 WRES Return Number of Staff in workforce (White) Number of staff entering formal disciplinary process (White) Ratio figure White Number of Staff in workforce (BME) Number of staff entering formal disciplinary process (BME) Ratio figure BME Relative Likelihood of BME staff entering the formal disciplinary process compared to White staff WRES data indicated that there was overrepresentation of staff from BAME groups in disciplinary cases (2015 WRES score 2.75) this was based on a figure that excluded flexible workforce staff from the overall numbers (as required by the technical guidance at the time). With flexible workforce staff included the WRES score would have reduced slightly to 2.27 but remained high. The 2016 WRES score for metric three is 1.85 which is an improvement. A long term improvement target in metric three would be a WRES score of 1.00 or less. Metric Three Proposed Target Decrease the WRES score for Metric Three to

10 WRES Metric Four - Relative likelihood of staff accessing non-mandatory training and CPD In 2015 there was limited data to draw on and in 2016 a staff survey was undertaken to gather data for this metric. This survey also provided qualitative information that is being analysed separately. Survey Results Access to undergrad postgrad and other courses paid for by the organisation or self Approached about a career development opportunity Other Opportunities a) Attended any conferences b) Attended a meeting on behalf of your line manager c) Attended a local event to represent the Trust or your service d) Presented to a meeting or event as a development opportunity e) Taken part in any Trust projects f) Undertaken a locally agreed project that was not part of your normal day to day work role g) Acted up into a more senior position h) Been seconded to another department or organisation as a development opportunity Number that answered yes Number that answered yes Number that answered yes Number that answered yes Number that answered yes Number that answered yes Number that answered yes Number that answered yes Number that answered yes Number that answered yes Number White Group Number BME Group BME Percentage % % % % % % % % % % Average 14.53% WRES Access to Non- mandatory Training and CPD 2015 WRES Return Number of Staff in workforce (White) Number of staff accessing training (White) Ratio figure White Number of Staff in workforce (BME) Number of staff accessing training (BME) Ratio figure BME Relative Likelihood of white staff and BME staff accessing non mandatory training is WRES Return The WRES score for metric four has decreased from 2015 however the 2015 data only referred to access to funding for university courses, of note in 2016 data access to university courses is one of the areas where BAME staff percentage wise appear to have proportionally less access. 10

11 Metric Four Proposed Target Decrease the WRES score for Metric Four to 1.00 WRES Metric Five - Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months. This metric is taken from the NHS Staff Survey. The 2015 staff survey report contained a specific WRES benchmarking report against other Mental Health Trusts In 2014 more BAME staff than White staff (who completed the staff survey) reported a negative experience. In the 2015 staff survey the percentage reporting a negative experience has reduced it is also lower than for White staff and below the average for Mental Health in SHSC 2015 STAFF SURVEY AVERAGE (MEDIAN) MENTAL HEALTH SHSC 2014 STAFF SURVEY White 35% 32% 29% BME 27% 37% 33% Metric Five Proposed Target The aspirational target for all staff would be 0% for all staff, however a realistic target year on year would be: A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health WRES Metric Six - Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months. This metric is taken from the NHS Staff Survey. In the 2014 survey more BAME staff than White staff (who completed the staff survey) reported experiencing harassment, bullying or abuse from staff in the preceding 12 months In the 2015 staff survey the percentage reporting a negative experience has reduced, it is also lower than for White staff and below the average for Mental Health in

12 SHSC 2015 STAFF SURVEY AVERAGE (MEDIAN) MENTAL HEALTH SHSC 2014 STAFF SURVEY White 27% 21% 18% BAME 15% 23% 21% Metric Six Proposed Target The aspirational target for all staff would be 0% for all staff, however a realistic target year on year would be: A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health WRES Metric Seven - Percentage believing that the trust provides equal opportunities for career progression or promotion This metric is taken from the NHS Staff Survey. In 2014 less BAME staff than White staff (who completed the staff survey) believed that the trust provided equal opportunities for career progression or promotion however at 86% this was near to the White score of 91%. In 2015 this score for BAME staff has worsened to 67% which is also below the median for Mental Health SHSC 2015 STAFF SURVEY AVERAGE (MEDIAN) MENTAL HEALTH SHSC 2014 STAFF SURVEY White 90% 88% 91% BAME 67% 75% 86% Metric Seven Proposed Targets A year on year increase from the previous year BAME percentage is equal to or above the White percentage BAME percentage is more than the median for mental health 12

13 WRES Metric Eight - In the last 12 months have you personally experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues In 2014 the trust had a relatively positive score for BAME staff in comparison to the average for Mental Health i.e. less BAME staff said they had personally experienced discrimination at work from any of the following a Manager/Team Leader or other colleague. In the 2015 staff survey this score has worsened although it is in line with the average for mental health. SHSC 2015 STAFF SURVEY AVERAGE (MEDIAN) MENTAL HEALTH SHSC 2014 STAFF SURVEY White 7% 7% 7% BAME 13% 13% 4% Metric Eight Proposed Targets A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health WRES Metric Nine Percentage difference between the organisations Board voting membership and its overall workforce WRES Metric Nine has been altered in 2016 in two ways. Firstly only voting Board membership can be included and secondly the ethnic diversity of the Board in relation to the ethnic diversity of the workforce as a whole is the comparator rather than the community served. Board Diversity 2016 Workforce Diversity 2016 WHITE 90% 87% BAME 10% 13% Metric Nine Proposed Target Board BAME membership (voting) 13% 13

14 Appendix 2 Trust Workforce Race Equality Standard (WRES) Action Plan WRES Targets and Strategic Plan METRIC ONE WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target/ Position % (NB Metric has been amended in 2016) Increase the numbers of staff from BAME groups in Bands 3 and 4 to 14% Improve ethnicity recording for staff in Band 3 to 95% Increase the number of staff from BAME groups in Bands 6 and 7 and 8a,b,c,d to 9% The 2016 WRES now asks Trusts to report this metric across all Bands and break this down into clinical and none clinical. See appendix one for WRES 2016 breakdown. Band Target 2016 Position 3 14% 13% 4 14% 10% 6 9% 6% 7 9% 6% 8 a-d &9 9% 3% B3 % not known 10% 13% ACTION PLAN - METRIC ONE Action 2015/16 Progress 2015/16 Action 2016/17 Deliver the Innov8 Fund Project Project lead appointed Five Board members undertook mentoring with five staff in bands 6/7/8a or equivalent Mentored staff revived coaching training and in turn mentored five staff in one band below or equivalent. Involved in the leadership Academy ilead initiative linked to the project shared progress and learning to date. 1. Complete the evaluation of the Innov8 project 2. Produce a business case to support a phase two of the Innov8 project drawing on the evaluation findings. 3. Access a place in the Bradford Care Trust Moving On course evaluate relevance for Trust as good practice. 4. Use positive Action in Recruitment 4.1. BAME members of staff to be involved in recruitment of staff in bands 6 upwards Develop support and training for managers and supervisors to focus on ensuring that effective appraisal and development support is offered Review recruitment data by ethnicity for band 8a upwards posts at each recruitment Provide a quarterly report to the HR and Workforce Group on progress against targets Undertake a more detailed review and analysis of medical staff development career pathways and identify specific action in response.

15 METRIC TWO WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position Decrease the WRES score for Metric Two to 1.00 or below 1.48 Target 2016 Position ACTION PLAN - METRIC TWO Action 2015/16 Progress 2015/16 Action 2016/17 Review and update recruitment data by ethnicity (to respond to problems experienced with ESR reporting) ESR report improved National WRES ESR dashboard now available following work by the national WRES team. 1. Action described for metric 1 above will support this metric. 2. Use positive action under Section 159 of the Equality Act 2010 for posts in band 6 upwards (Trust process and pro forma is available) 3. Take action to support and publicise development opportunities for staff from BAME groups 4. Require recruiting managers to keep a more detailed account of reasons for lack of success at shortlisting and recruitment and offer candidates detailed feedback. 5. Integrate into the trust widening participation action plan

16 METRIC THREE WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position Decrease the WRES score for Metric Three to 1.00 or below Improve ethnicity recording for staff subject to disciplinary to 95% 1.85 Target 2016 Position ACTION PLAN - METRIC THREE Action 2015/16 Progress 2015/16 Action 2016/17 Establish a project group to review and identify action regarding the percentage of BME staff subject to disciplinary. Project group established Project group reviewed the available data in detail (for example bands outcomes reasons for action etc.) and considered the findings of the review and agreed action/next steps. Progress made on improving data quality. Proposed the introduction of a new Problem Resolution Framework 1. Implement the problem Resolution Framework 2. Review Disciplinary data quarterly and update ethnicity where this is not recorded. 16

17 ACTION PLAN - METRIC FOUR WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position Decrease the WRES score for Metric Four to 1.00 or below 1.13 Target 2016 Position ACTION PLAN - METRIC FOUR Action 2015/16 Progress 2015/16 Action 2016/17 Review processes in place for obtaining funding and other opportunities to identify barriers Agree action to address Review completed information distributed through BME staff network and wider Individual advice and support provided by learning and development lead 1. Undertake a survey of staff focused on access to learning and development opportunities 2. Review by ethnicity 3. Develop a separate action plan and integrate into phase 2 of the Innov8 project 17

18 ACTION PLAN - METRIC FIVE WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position 2016 White 29% BME 33% A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health White 35% BME 27% Target Reduction from previous year BAME % equal to or less than White % Less than median for mental health trusts ACTION PLAN - METRIC FIVE Action 2015/16 Progress 2015/16 Action 2016/17 Continue to review incidents of racial harassment from third parties through trust safeguard report Achieved Review quarterly safeguard report at the strategy operational group and agree action based on any themes. Implement the zero tolerance policy Updated the zero tolerance of third part harassment policy. Achieved 18

19 ACTION PLAN - METRIC SIX WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position 2016 White 18% BME 21% A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health White 27% BME 15% Target Reduction from previous year BAME % equal to or less than White % Less than median for mental health trusts ACTION PLAN - METRIC SIX Action 2015/16 Progress 2015/16 Action 2016/17 Support and develop the role of the BME staff network group Extend membership Seek support of steering group to address barriers to attendance Achieved membership extended and meetings taking place. Competed Support the BME staff network group to deliver a conference in 2016/17 Support the BME staff network to implement their communication plan Implement the problem resolution framework Review role and function Completed 19

20 ACTION PLAN - METRIC SEVEN WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position 2016 White 91% BME 86% A year on year increase from previous year BAME percentage is equal to or more than White percentage BAME percentage is more that median for mental health White 90% BME 67% Target Increase from previous year BAME % equal to or more than White % More than median for mental health trusts ACTION PLAN - METRIC SEVEN Action 2015/16 Progress 2015/16 Action 2016/17 As above support development of the BME staff Network group Achieved Complete learning and development survey Review Qualitative and quantitative data Agree an action plan with the BME staff network group Undertake the BME staff network group conference 20

21 ACTION PLAN - METRIC EIGHT WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position 2016 White 7% BME 4% A year on year reduction from previous year BAME percentage is equal to or less than White percentage BAME percentage is less that median for mental health White 7% BME 13% Target Reduction from previous year BAME % equal to or less than White % Less than median for mental health trusts ACTION PLAN - METRIC EIGHT Action 2015/16 Progress 2015/16 Action 2016/17 Establish and implement a cross organisational communication plan to promote the Trust strategy to Promote and Improve Equality Diversity and Inclusion for Black Asian and Minority Ethnic Service Users and Staff Outline plan agreed with the chair of the BME staff network group. Communication contact list established and communications started E) Leadership Development Forum took place results to be fed into process of identifying priorities for 16/17 and equality objectives Support the BME staff network group plan for a Trust conference. Continue to develop network of BME staff involved in the BME staff network. Support the SNG to undertake a staff survey updating from the survey undertaken in 2011 Develop a shorter Race Equality Cultural Capability (RECC) course 21

22 ACTION PLAN - METRIC NINE WRES METRIC 2015 Trust Target WRES METRIC 2016 Trust Target Position 2016 Target 2016 Position 10% -3% difference 13% 10% -3% difference 13% 10% ACTION PLAN - METRIC NINE Action 2015/16 Progress 2015/16 Action 2016/17 Consider the use of positive action in recruitment of Board members Agreed that positive action would be used in recruitment Positive action pro forma developed and relevant staff briefed Use positive action in Board Recruitment 22