NHS Workforce Race Equality Standard (WRES)

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1 Board meeting date: 3/08/2017 Agenda Item number: Enclosure: Report Title: NHS Workforce Race Equality Standard (WRES) Accountable Director: Author (name & title): Ashi Williams, Director of People & Corporate Development Paul Singh, Equality & Diversity Lead Purpose of the report: Action required from the Board Decision / Approval What other Trust Committee or Group has considered the key elements of this report? To seek approval of the Board for submission of the Trust s WRES data for 2016/17. Gain assurance Discussion Committee: Workforce Committee Date reviewed: 24/07/17 Key points or recommendations from Committee: Strategic Objective(s) to which this paper relates: High quality services Inclusive partnerships Leadership culture Responsible workforce Supporting strategies Information Effective/efficient resources The CQC domains that this report relates to are: Caring Responsive Effective Well-led Safe Please give brief details: This report ensures that all staff are aware of their responsibilities in respect to providing compassionate, dignified and high quality care that is in line with National standards regarding restrictive practices, The report takes into account that staff are responsive to the needs of service users and ensue the care provided is least restrictive but that meets the needs of the service user. The report has been written in line with best evidence based practice that is written to ensure the care provided is highly effective.. The report clearly describes all staff responsibilities and this will ensure that implementation of the Workforce Race Equality Standard is well led and fully implemented across the Trust The dignity, rights and preferences of the service user must be considered at all times whilst maintaining the safety of the service user, other service users and the staff / visitors

2 Title NHS Workforce Race Equality Standard (WRES) Introduction The NHS Equality and Diversity Council (EDC) introduced WRES as a framework for NHS Trust s to focus on Race. This is in response to the 2014 study by Roger Kline titled The Snowy White Peaks of the NHS. This study demonstrates the link between good patient care and an NHS workforce that is representative of the local population it serves. The study also highlights the disparity between BME and white employees within the NHS specifically at senior management and board level. Equality and diversity is also a key theme within the NHS Constitution and the NHS national staff survey. The WRES and the work already underway using the EDS2, therefore provides DWMHPT with a framework by which to comply with the public sector duties as detailed in the Equality Act From the 1 st April 2015, the WRES formed part of the standard NHS Contract and from April 2016 it forms part of the CQC inspection standards. The WRES requires Trust s to demonstrate progress against nine standard indicators specifically focused at Race equality. The nine indicators cover: Four workforce metrics data provided showing the experience of Black and Ethnic Minority (BME) employees and candidates when directly compared with White employees and candidates Four NHS Staff Survey findings Key Findings 18, 19, 23 and 27 all specifically focus on the experience of employees from an Equality and Diversity perspective. Again this is direct comparison between BME and White employees. A Board that is broadly representative of the population they serve. The Standard is now within its third year. This report sets out the data against the 9 indicators as required for all NHS organisations across the England. Summary of key points, issues and risks Our performance as at April 2017 is presented in detail in Appendix 1 and includes data for comparison from our submission from August There has been one area of difficulty in terms of data collation. Indicator 8 relates to discrimination from managers or colleagues and requires staff survey data relating to a single question. BME response data is only readily available in terms of key findings (each key finding is a composite of several individual questions) and this has necessitated a request to survey provider Quality Health to provide the information. There are no other significant issues with our data and our self-reporting of ethnicity is high.

3 Key headline overview against the 9 Internal WRES Indicators: Indicator 1 BME representation in the Trust grade bands. Band / Grade White HC BME HC White HC % BME HC % Band % 9% Band % 17% Band % 19% Band % 11% Band % 25% Band % 20% Band % 18% Band 8A % 15% Band 8B % 10% Band 8C % 14% Band 8D % 0% VSM % 17% Specialty Registrar % 64% Career Grade % 80% Consultant % 82% Senior medical manager % 50% Comparing with the general population clinical staff are fairly well represented of local populations. For some medical roles within the Trust there is a higher BME representation. Our Black staff figures are considerably over representative compared to the local populations. Non-clinical BME staff for Bands 7-9 is still fairly low represented in comparison to white staff. VSM for White staff is 83% compared to BME at 17%. (Please also refer to Appendix 2, for further breakdown of figures). Indicator 2 Relative likelihood of staff being appointed from shortlisting across all posts Number of shortlisted applicants: White BME *12 applicants did not disclose their ethnic origin ( 4 of which were successful for the post)

4 Number appointed from shortlisting: White BME Relative likelihood of shortlisting/appointed: Ethnic Origin Likelihood White 0.25 BME BME Staff are less likely to be appointed from shortlisting compared to White staff (against data captured and analysed for Trust volume recruitment activity) In 2016/17 the relative likelihood of white staff being appointed from shortlisting compared to BME staff (0.25/0.20) is therefore 1.25 times greater. Indicator 3 Relative likelihood of staff entering the formal disciplinary process as measured by entry into a formal disciplinary investigation In terms of new disciplinary cases between April 16 and March 17 there were 4 new cases opened of which: 3 were White British and 1 was Asian/Asian British Indian. In the same time period there were open disciplinary cases carried over from the previous year that either reached a resolution in the 2016/17 year or are still on-going as follows: 3 cases total: 1 White British other; 1 White British and 1 Black/Black British- African. Compared to the last reporting year there has been a reduction of disciplinary cases for both White and BME staff for this Year (7 cases last year compared to 4 this year) However, more significantly, there has been a decrease of BME staff going through the disciplinary process. The Trust has now appointed 5 BME Cultural Ambassadors from different levels of staff as a resource to support BME staff entering the disciplinary process. Indicator 4 Relative likelihood of staff accessing non-mandatory training and CPD Number of staff in workforce: White BME *28 staff have not disclose Ethnicity, and are not included within the above figures

5 Number of staff accessing non-mandatory training and CPD: White BME *21 staff who accessed training did not disclose Ethnicity Likelihood of white staff accessing non-mandatory training and CPD is: Accessed Training Number of Employees Likelihood Likelihood of BME staff accessing non-mandatory training and CPD is: Accessed Training Number of Employees Likelihood Relative likelihood of white staff accessing non-mandatory training and CPD compared to BME staff: Ethnic Origin Likelihood White 0.21 BME The figures in the tables above show that it is more likely that an individual from a BME background will access non mandatory training The following indicators relate to the Trust s 2016 staff survey results: Indicator 5 Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months For this reporting year, there has been a decrease of both White and BME staff experiencing bullying, harassment and abuse from people other than staff. Overall 5% decrease for BME staff. However, BME staff are still more likely to experience bullying, harassment and abuse from people other than staff. This is 33% for BME and 29% for White staff.

6 Indicator 6 Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months. There has been an increase in the number of both White and BME staff experiencing harassment, bullying or abuse from staff in this reporting year. However, BME staff are still 10% more likely to experience bullying, harassment and abuse. And an increase of 6% since the last reporting year. Therefore, highlights that more work need to be done to improve this. Indicator 7 Percentage believing that the Trust provides equal opportunities for career progression or promotion For this reporting year, there has been a decrease in percentage for BME staff believing that the Trust provides equal opportunities and career progression. This is a reduction of 4% since the last reporting year. However, for white staff the number remains at 94%, (the same as the last reporting year) compared to BME staff at 80%. Indicator 8 In the last 12 months have you personally experienced discrimination at work from any of the following management/team leader or other colleagues Data suggests an increase of BME staff experiencing discrimination at work compared White staff. For White staff the figure has increased for this reporting year by 1%, whereas for BME staff it has increased by 4%. Indicator 9 Board Representation indicator, comparing the difference for White and BME staff BME Board Representation remains more or less as the previous reporting year. This indicator relates to both the executive and non-executive members of the Board. Out of All Board Members 20% are from a BME background. Internal WRES Action Planning for 2017 / 18: Some of the key internal WRES focus will be: Explore actions and recommendations relating the Recruitment Audit that took place in May/June 2017 Further work on the talent management programme and Values based recruitment Through MERIT and TCT partnerships develop joint staff networks to address the issues behind the figures for Indicators 5, 6 and 8 of the WRES Undertake a refreshed communications campaign to staff regarding bullying and unacceptable behaviors, re-emphasising the zero tolerance approach. Launch the newly appointed and trained BME Cultural Ambassadors Team

7 A supporting WRES action plan is being developed and will support the WRES data published on our website. The WRES action plan is currently being finalised and will be presented to the Workforce Committee in September and presented to Trust Board by the Equality & Diversity Lead for final sign off. The WRES action plan will then be published alongside the WRES data on the Trust website. The Action Plan will also be monitored by E&D Steering Group and the Trust's Workforce Committee. Recommendations: It is recommended that the Board endorse the WRES assessment for 16/17 in readiness for the data submission. The WRES assessment Tool and Action Plan will be published on the Trust website by the 30 th September 2017.

8 Appendix 2: WRES Indicator 1 Number of staff in workforce White BME Headcount Headcount % 77% 23% *28 staff have not disclosed Ethnicity, and are not included within the above figures Band / Grade White HC BME HC White HC % BME HC % Band % 9% Band % 17% Band % 19% Band % 11% Band % 25% Band % 20% Band % 18% Band 8A % 15% Band 8B % 10% Band 8C % 14% Band 8D % 0% VSM % 17% Specialty Registrar % 64% Career Grade % 80% Consultant % 82% Senior medical manager % 50% Local Grade Staff Apprentices have been included within the Band 1 figures (16 White, 1 BME) 3 Nurse trainees have been added to Band 3 figures (3 White) 2 Trainee Psychological Wellbeing Practitioner have been added to Band 6 (2 White) 12 Trainee Psychotherapist & Trainee High Intensity Therapist have been added to Band 6 (4 White, 8 BME)

Workforce Race Equality Standard 2017

Workforce Race Equality Standard July Introduction The purpose of this report is to provide the key findings for The Royal Marsden in relation to the Workforce Race Equality Standard (WRES) in. The Equality,