Cardiff and Vale University Health Board. Rachel Pressley, Senior HR Policy & Compliance Officer Rebecca Marsh, Assistant HR Manager

Transcription

1 Section A: Assessment Cardiff and Vale University Health Board Name of Policy Person/persons conducting this assessment with Contact Details RECRUITMENT AND SELECTION POLICY Rachel Pressley, Senior HR Policy & Compliance Officer Rebecca Marsh, Assistant HR Manager Date 20 November The Policy Is this a new or existing policy? Existing What is the purpose of the policy? The recruitment and selection of staff is a key responsibility of all UHB managers. This Policy has been designed to support managers in providing a fair, consistent and effective approach to the recruitment and selection processes. By following the guidance in this policy, recruiting managers can be assured that they are operating within the confines of current employment legislation and they are able to avoid discrimination and recruit safely without putting the UHB at risk. How do the aims of the policy fit in with corporate priorities? i.e. Corporate Plan This Policy is linked with the following employment policies: Secondment Policy Disclosure and Barring Service Policy Fixed Term Guidelines Recruitment & Selection Policy Page 1 of 13 EQIA

2 Professional registration policy Redeployment Policy New and Changed Jobs Protocol Cardiff and Vale University Health Board Who will benefit from the policy? This policy will benefit all managers and staff who are involved in the recruitment and selection of UHB employees. Patients, visitors, and other stakeholders will also benefit from the recruitment of the right individuals NHS Wales Shared Services Partnership Employment Services (NWSSP) What outcomes are wanted from this policy? The UHB is committed to ensuring that the recruitment and selection of staff is conducted in a systematic, comprehensive and fair manner, promoting equality of opportunity at all times. The policy aims: To ensure that managers are clear about the principles underlying the recruitment and selection processes To provide a robust framework to ensure compliance and promote best practice within the necessary legislative framework, whilst maximising flexibility to meet the varying needs of the UHB. To appoint the best candidate for each position To promote the values of the UHB and ensure that this is reflected in the selection of candidates. Are there any factors that might prevent outcomes being achieved? (e.g. Training/practice/culture/human or financial resources) Training Communication/awareness and understanding of the principles and processes involved Resources, especially manager s time Quality of candidates Processes are determined by NWSSP, Recruitment & Selection Policy Page 2 of 13 EQIA

3 2. Data Collection What qualitative data do you have about the policy relating to equalities groups (e.g. monitoring data on proportions of service users compared to proportions in the population)? What quantitative data do you have on the different groups16 (e.g. findings from discussion groups, information from comparator authorities)? Please indicate the source of the data gathered? (e.g. Concerns/Service/Department/Team/Other) What gaps in data have you identified? (Please put actions to address this in your action plan?) A number of EQIAs relating to Recruitment and Selection Policies from other NHS and public sector organisations were accessed ( and accessed on ) The Recruitment Policy EQIAs accessed include those of Hywell Dda Health Board, Kent and Medway NHS and Social Care Partnership Trust, Northamptonshire County Council, Wirral Council, The Queen Elizabeth Hospital King s Lynn NHS Foundation Trust, United Bristol Healthcare NHS Trust, Bradford Teaching Hospitals NHS Foundation Trust and Durham County Council. These EQIAs found that there was no discriminatory or adverse impact in relation to the protected characteristics, human rights or Welsh Language except where highlighted below. In addition, the workforce profile of the Cardiff and Vale UHB was examined and information was obtained from NHS Jobs. Recruitment & Selection Policy Page 3 of 13 EQIA

4 3. Impact Please answer the following Consider the information gathered in section 2 above of this assessment form, comparing monitoring information with census data as appropriate (see Office National Statistics website) and considering any other earlier research or consultation. You should also look at the guidance in Appendix 1 with regard to the protected characteristics stating the impact and giving the key reasons for your decision. Do you think that the policy impacts on people because of their age? (This includes children and young people up to 18 and older people) Yes the policy has a positive impact. Equal Opportunity Monitoring Information, including age, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. The Policy states that emphasis should be placed on quality rather than length of experience. All adverts state that the UHB is committed to flexible working and equal opportunities. All adverts include the we re supporting age positive logo, which indicates that the UHB is committed to ensuring we do not discrimate against job seekers on the grounds of age. Bradford Teaching Hospitals NHS Foundation Trust identified that the Trust was not employing as many people age as other age groups (2%). Durham Country Council noted that an analysis of age data for employees indicated that they had an older workforce. The Table below shows the breakdown of staff profile by age within Cardiff and Vale, which identifies 57% of the workforce are over 40. Recruitment & Selection Policy Page 4 of 13 EQIA

5 Age Range Headcount % Under % % % % % % % % % % % Over % Grand Total Do you think that the policy impacts on people because of their caring responsibilities? No, the policy does not have a direct impact on people because of their caring responsibilities but all adverts state that the UHB is committed to flexible working and equal opportunities. Do you think that the policy impacts on people because of their disability? (This includes Visual impairment, hearing impairment, physically disabled, Learning disability, some mental health issues, HIV positive, multiple sclerosis, cancer, diabetes and epilepsy.) Yes the policy has a positive impact. Equal Opportunity Monitoring Information, including information about disabilities, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. Recruitment & Selection Policy Page 5 of 13 EQIA

6 The UHB has been awarded the Positive About Disability (two ticks) symbol and is committed to interviewing all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities. Therefore, if an applicant who identifies themselves as disabled on NHS Jobs meets the minimum essential criteria for the post, they must be offered an interview. The Policy reminds managers that each job should have a written job description, person specification and KSF outline. These should be reviewed every time a vacancy occurs to ensure that they remain relevant and are flexible, including making reasonable adjustments should people with disabilities apply. Pre-employment questions, including asking about sickness absence are only asked after a job offer has been made. Service Users are represented where appropriate on Mental Health recruitment panels, to ensure services are responsive to the needs of people who use them. All adverts state that the UHB is committed to flexible working and equal opportunities. All adverts include the Mindful Employer symbol which indicates the UHB is committed to increasing awareness of mental health at work, and offering a positive approach in the retention and recruitment of staff living with mental health issues. Bradford Teaching Hospitals NHS Foundation Trust noted that disability may be a potential barrier to recruitment e.g. individuals may find it difficult to complete an application form online. They also noted some concerns about whether or not all recruiting managers were aware of and understood the two tick scheme. Wirral County Council also noted that some applicants may require assistance to complete the application form. These potential barriers have also been identified within Cardiff and Vales UHB. Do you think that the policy impacts on people because of Gender reassignment? (This includes Trans transgender and transvestites) No, the policy does not have a direct impact on people because of gender reassignment. However, Equal Opportunity Monitoring Information, including Gender reassignment, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. In addition, all adverts state that the UHB is committed to flexible working and equal opportunities. Do you think that the policy impacts on people because of their being married or in a civil partnership? No, the policy does not have a direct impact on people because they are married or in a civil partnership. However, Equal Recruitment & Selection Policy Page 6 of 13 EQIA

7 Opportunity Monitoring Information, including marital status, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. In addition, All adverts state that the UHB is committed to flexible working and equal opportunities. Do you think that the policy impacts on people because of their being pregnant or just having had a baby? No, All adverts state that the UHB is committed to flexible working and equal opportunities. Do you think that the policy impacts on people because of their race? (This includes colour, nationality and citizenship or ethnic or national origin such as Gypsy and Traveller Communities.) Equal Opportunity Monitoring Information, including race, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. Within Cardiff and Vale UHB 78% of the current workforce is classified as white. This can be compared to the UK 2011 Census data, 86% of the population in England and Wales are classified as white. Bradford Teaching Hospitals NHS Foundation Trust identified issues around the number and position of BME staff in the workforce. A disparity between the number of people from BME backgrounds applying for posts and the proportion being promoted was also identified. Kent and Medway NHS and Social Care Partnership Trust stated that intial analysis of the equalities data from NHS Jobs appeared to indicate that while applicants were slightly more likely to be shortlisted and then appointed than non-white applicants. Durham County Council suggest that candidates may need guidance about whether or not qualifications obtained outside the UK are recognised. (n.b. professional bodies such as the NMC, GMC would determine this in healthcare). All adverts state that the UHB is committed to flexible working and equal opportunities. Recruitment & Selection Policy Page 7 of 13 EQIA

8 Do you think that the policy impacts on people because of their religion, belief or non-belief? (Religious groups cover a wide range of groupings the most of which are Buddhist, Christians, Hindus, Jews, Muslims, and Sikhs. Consider these categories individually and collectively when considering impacts) Equal Opportunity Monitoring Information, including religion, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. All adverts state that the UHB is committed to flexible working and equal opportunities. Do you think that the policy impacts on men and woman in different ways? Equal Opportunity Monitoring Information, including sex, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. Bradford Teaching Hospitals NHS Foundation Trust noted concerns about the percentage of women in senior and low paid jobs, and the number of men applying for work at the Trust. Durham County Council noted that more women than men were employed by the Council and that certain jobs tended to be gender dominated e.g. women and caring roles, men and manual and technical roles. Cardiff and Vale NHS employ a high number of woman within the workforce, they represent 75%, this number is historically higher within the public section. All adverts state that the UHB is committed to flexible working and equal opportunities. Do you think that the policy impacts on people because of their sexual orientation? (This includes Gay men, heterosexuals, lesbians and bisexuals) Equal Opportunity Monitoring Information, including sexual orientation, is obtained from all applicants via NHS Jobs and held by Recruitment & Selection Policy Page 8 of 13 EQIA

9 NWSSP but is witheld from the shortlisting panel and therefore does not impacr on the shortlisting process. All adverts state that the UHB is committed to flexible working and equal opportunities. All adverts include the Stonewall logo which indicates that the UHB is committed to making the workplace LGBT friendly Do you think that the policy impacts on people because of their Welsh language? Yes, the policy has a positive impact: The policy states that the UHB is committed towards providing quality healthcare through the medium of Welsh. Welsh language skills must be actively considered as part of the recruitment process, based on the healthcare needs of Welsh speaking patients and service users. For clinical workplaces, teams, and posts where the desirability or need to appoint a Welsh speaker has been identified, posts must be advertised and recruited to on that basis, provided that all other professional qualifications and experience are suitable. Equal Opportunity Monitoring Information, including whether or not they speak Welsh, is obtained from all applicants via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. All adverts state that the UHB is committed to flexible working and equal opportunities. Recruitment & Selection Policy Page 9 of 13 EQIA

10 4. Summary. The policy aims to ensure that the recruitment and selection of staff is conducted in a systematic, comprehensive and fair manner, promoting equality of opportunity at all times. Equal Opportunity monitoring is obtained via NHS Jobs and withheld from the shortlisting panel. Impact expected to be positive any issues addressed in action plan The UHB aims to work at all times within current employment legislation and best practice guidelines to ensure a fair and equitable recruitment process. The Policy states that at each stage of the recruitment process due consideration must be paid to the legal framework. Information is provided on the legal context (ie protected characteristics set out in Equalit Act 2010) and describes the four types of discrimination (direct, indirect, associative, perceptive). The R&S Policy will help ensure that the UHB fulfils its statutory duty to promote equality of opportunity and to eliminate unlawful discrimination. Recruitment & Selection Policy Page 10 of 13 EQIA

11 Section B: Action 5. Please complete your action plan below. Issues you are likely to need to address include What consultation needs to take place with equality groups (bearing in mind any relevant consultation already done and any planned corporate consultation activities?) What monitoring/evaluation will be required to further assess the impact of any changes on equality target groups? Equalities Impact Assessment Implementation Mitigation/Action Plan Issue to be addressed Responsible Officer Action Required Timescale for completion Action Taken Comments Person specs wording including length of experience Understanding and compliance with of two ticks scheme Understanding of GOR (Genuine Occupational Requirements) Rebecca Marsh Rebecca Marsh Rebecca Marsh Guidance on Recruitment skills available on the intranet. Redesign recruitment pages, make them more user friendly. Guidance on Recruitment skills available on the intranet. Redesign recruitment pages, make them more user friendly. Guidance on Recruitment skills available on the intranet. Redesign 3 months 3 months 3 months Recruitment & Selection Policy Page 11 of 13 EQIA

12 Awareness of what being a Mindful Employer is also, what does the stonewall and positive about age symbols mean Rebecca Marsh / Clare Wright Cardiff and Vale University Health Board recruitment pages, make them more user friendly. Link in with Clare Wright. Promote and raise awareness via, intranet and local induction. 3 months 6. Report, publication and Review Please record details of the report or file note which records the outcome of the EQIA together with any actions / recommendations being pursued (date, type of report etc) Please record details of where and when EQIA results will be published On UHB intranet and internet site Please record below when the EQIA will be subject to review. 3 years after approval of policy, or earlier if required by changes to legislation or best practice Name of person completing Rebecca Marsh and Rachel Pressley Signed Date Name of Responsible Tracy Myhill, Executive Director of Workforce and OD Executive/Clinical Board Director Authorising Assessment and Action Plan for publication Signed Date Recruitment & Selection Policy Page 12 of 13 EQIA

13 Executive Summary Background The recruitment and selection of staff is a key responsibility of all UHB managers. This Policy has been designed to support managers in providing a fair, consistent and effective approach to the recruitment and selection processes. This policy will benefit all managers and staff who are involved in the recruitment and selection of UHB employees. Recruiting managers can be assured that they are operating within the confines of current employment legislation and they are able to avoid discrimination and recruit safely without putting the UHB at risk. The scope of the EQIA A number of EQIAs relating to Recruitment and Selection Policies from other NHS and public sector organisations were accessed when completing the EQIA. We also looked at recruitment monitoring information from NHS Wales Shared Services Partnership and examined Cardiff and Vales workforce profile. Key findings Equal Opportunity Monitoring Information, including gender, race, marital status, religion, and sexual orientation is obtained from all applicants. This data is collected via NHS Jobs and held by NWSSP but is witheld from the shortlisting panel and therefore does not impact on the shortlisting process. It was identified the policy has a positive impact on age, however the UHB workforce age profile is skewed towards the over 40s. The UHB has been awarded the Positive about Disability (2 ticks) symbol and is committed to interviewing applicants who meet the minimum criteria. It has also been noted there could be a potential training needs with managers regarding there understanding and compliance of the 2 tick symbol, understanding of GOR and being a Mindful employer. Recommendations The Recruitment and selection policy has a overall positive impact on all applicants engaging in the process. Some training issues have been identified which include understanding and awareness of the 2 tick scheme, GOR and what being a mindful employer means. Recruitment & Selection Policy Page 13 of 13 EQIA