Workforce Race Equality Standard Reporting template

Transcription

1 Workforce Race Equality Standard 2015 Reporting template Reporting : March 2016 (updated report) Name of provider: The Royal Marsden NHS Foundation Trust Name and contact details of lead manager compiling this report: Lisa Neden Equality and Diversity Specialist Lead Name and contact details of Co-ordinating Commissioner to whom this report has been sent: Andy Hughes, Senior Supply Manager, NHS England Telephone andy.hughes2@nhs.net Link on which this report will be found on our website: This report has been signed off by: Nina Singh, Director of Workforce on behalf of the Board Date on which this report was signed off: 29 March

2 March 2016 Update The Workforce Race Equality Standard (WRES) findings have been updated to reflect improvements in the completeness of Board equality data and the 2015 staff survey findings indicators 5-9. The 2016 WRES, with updated data for indicators 1-4 will be agreed with the Equality, Diversity and Inclusion Steering Group in May 2016, to be published on the equality and diversity pages of the internet and intranet and circulated to commissioners to meet the 1 st July 2016 deadline. 1. Background narrative a) Any issues of completeness of data Indicator 4 (relative likelihood of accessing non mandatory training and CPD) is based on data related to study leave granted. b) Any matters relating to reliability of comparisons with s 2015 was the first of submission 1. Total numbers of staff a) Employed within this organisation as at 30 th September 2015 (date when we produce our workforce equality information for wider comparison) 4240 b) Proportion of BME staff employed within this organisation as at 30 th September staff (26%) 2. Self a) The proportion of staff who have disclosed their ethnicity 97% b) Have any steps been taken in the last period to improve the level of self by ethnicity 2

3 The data is already of high enough quality to draw meaningful conclusions c) Are any steps planned during the current period to improve the level of self by ethnicity See above comment 3

4 Workforce data a) What period does the organisations workforce data refer to? Indicator 1 30 th September 2014 Indicator 2 1 st October th September 2014 Indicator 3 1 st January st December 2014 (going forward this indicator will report on data from the same period as all other workforce equality information 1 st October 30 th September) Indicator 4 1 st April 2014 to 31 st March 2015 (going forward this indicator will report on data from the same period as all other workforce equality information 1 st October 30 th September) Indicator 5, 6, 7 Staff survey findings 2015/2016 and 8 Indicator 9 1 st March

5 3. Workforce Race Equality Indicators Indicator 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, Very Senior Managers (VSM) ( Executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce 13% BME staff in the Trust are in these posts compared with 26% of BME staff in the overall workforce N/A This data has been reported through our workforce equality reports and compares similarly with other NHS Trusts. 32% of BME staff are in Bands 1 4 with 51% in Bands 5-7. We ran Recruitment master classes for experienced managers the impact of unconscious bias in decision making. Feed in WRES findings to recruitment and selection training. Specific equality objectives agreed for 2016/2017: To develop a process to audit and check recruitment decisions, to ensure that these are fair To achieve robust data for promotions and to consider this data by protected 5

6 characteristic and implications for further career development support Develop a system of mentorship by the members of the leadership team, with specific encouragement to BME staff. 2 Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all posts White staff are 2.29 times more likely to be appointed from shortlisting than BME staff. White staff are 2.29 times more likely to be appointed from shortlisting than BME staff. This data has been reported through our workforce equality reports and compares similarly with other NHS Trusts.. Recruitment masterclasses were run for experienced managers the impact of unconscious bias in decision making. Review of recruitment and selection training sharing WRES findings with trainers for use in their training. Equality and diversity training which includes unconscious bias is undertaken every 3 s and is monitored. Specific equality objectives agreed for 2016/2017: 6

7 To develop a process to audit and check recruitment decisions, to ensure that these are fair. To achieve robust data for promotions and to consider this data by protected characteristic and implications for further career development support. 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 (based on a two rolling average of the current and BME staff are 2.44 times more likely to enter the formal disciplinary process than White staff BME staff are 2.44 times more likely to enter the formal disciplinary process than White staff This data has been reported through our equality reports and compares similarly with other NHS Trusts. Data has been discussed with Equality, Diversity & Inclusion Steering Group Candid conversations training delivered to help managers have difficult conversations with their staff to improve the outcomes of these. Also investigation training for managers. Specific equality objective 7

8 ) agreed for 2016/ 2017: To establish a second review of disciplinary decisions before these are confirmed, to ensure they are fair. 4 Relative likelihood of BME staff accessing non mandatory training and CPD as compared to White staff White staff are 1.6 times more likely to access nonmandatory training and CPD than White staff. N/A BME staff are employed in higher proportions in lower pay bands where external training/ attendance at conferences etc. is less frequently identified as part of personal development. There has been increased promotion and provision of training for staff in Bands 1 4 where significant proportions of BME staff are employed. Specific equality objective agreed for 2016/2017: To achieve robust data for promotions and to consider this data by protected characteristic and implications for further career development support. For each of these four staff survey indicators 8

9 the Standard compares the metrics for each survey question repose for White and BME staff 5 KF18Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months White staff 17% BME staff 15% White staff 19% BME staff 21% Addressing bullying and harassment is an area that the Trust is working on for all staff. Mediation service launched in August 2015 and has had positive impact on helping staff to address conflict and reduce the number of cases reaching a formal level. Staff are encouraged by their managers to report incidents. Posters are in place to remind patients and their visitors that we will treat them with dignity and respect and in turn our staff expect the same treatment. Launched BME staff forum in 2015 to listen to staff experiences at work. 6 KF19 Percentage of staff experiencing harassment, bullying White staff 21% White staff 23% This finding is similar to that of other London Trusts and pan London discussions have Mediation service launched in August 2015 and has had 9

10 or abuse from staff in the last 12 months BME staff 24% BME staff 27% taken place to explore potential areas for action. Addressing bullying and harassment is an area which needs to be improved on for the benefit of all staff. positive impact on helping staff to address conflict and reduce the number of cases reaching a formal level. Support services promoted to staff the workplace adviser service, a listening service for staff with concerns of harassment and bullying. Investigation training courses run by the Workforce team. Corporate Induction includes a section on what we expect of staff at work in relation to dignity and respect for one another. All staff are expected to carry out their work in ways which are consistent with the trust values and behaviours. Managers evaluate staff performance against the Trust values and behaviours through the performance appraisal process. 10

11 Targeted equality and diversity programmes for departments where participation rates are lower or there are specific issues. 7 KF27 Percentage believing that Trust provides equal opportunities for career progression and promotion % White staff 90% BME staff 76% % White staff 90% BME staff 72% These findings were explored in focus groups with BME staff. The issues raised were discussed with managers, staff side and Employment Partnership representatives. BME staff forum launched to hear views of BME staff. Recruitment master class unconscious bias for experienced managers. Recruitment and selection training for new managers or managers new to recruitment includes impact of equality and diversity for recruitment and selection. Appraisal documentation has been strengthened and there is an increased focus on appraisals to include development discussions. Increased promotion and provision of training staff in Bands 1 4 where significant 11

12 proportions of BME staff are employed. Specific equality objectives agreed for 2016/2017: To achieve robust data for promotions and to consider this data by protected characteristic and implications for further career development support. Develop a system of mentorship by the members of the leadership team, with specific encouragement to BME staff. 8 Q23 In the last 12 months have you personally experienced discrimination at work from any of the following? B) Manager/ team leader White staff 5% BME staff 12% White staff 6% BME staff 14% This finding is similar to that found in other NHS Trusts. Mediation service launched in August 2015 and has had positive impact on helping staff to address conflict and reduce the number of cases reaching a formal level. Increased 12

13 or other colleagues equality and diversity training participation to 86% and updated the e-learning package to include more cases studies (March 2016). Corporate Induction includes a section on what we expect of staff at work in relation to dignity and respect for one another. All staff are expected to carry out their work in ways which are consistent with the trust values and behaviours. Managers evaluate staff performance against the Trust values and behaviours through the performance appraisal process. Launched BME staff forum. Does the Board meet the requirements on Board membership in 9? 13

14 9 Boards are expected to be broadly representative of the population they serve. Board members White British 82% White Other 18%% Board members White British 58% White Other 25% Unknown 17% The ethnic profile of the Trust s Board is similar to that of other London Trusts. As a specialist provider of cancer care and treatment our catchment areas is broad. Our community services are provided in Sutton and Merton. To actively encourage BME applicants for future Non- Executive roles. From Census data 2011: England: White 85% BME 15% London: White 60% BME 40% Kensington and Chelsea White 71% BME 29% Sutton White 79% BME 21% Merton 65% BME 35% 4. Are there any other factors or data which should be taken into consideration in assessing progress? No 14

15 7. 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 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. Our equality objectives include specific actions to address the findings of the Workforce Race Equality Standard which are: To develop a process to audit and check recruitment decisions, to ensure that these are fair. To achieve robust data for promotions and to consider this data by protected characteristic and implications for further career development support. To establish a second review of disciplinary decisions before these are confirmed, to ensure they are fair. Develop system of mentorship by the members of the leadership team, with specific encouragement to BME staff. 15