Workforce Race Equality Standard (WRES) Data and Action Plan

Workforce Race Equality Standard (WRES) Data and Action Plan 2017-2018 No WRES Indicator Metric and data set (UNIFY2: 2017) 1. Percentage of BME staff in bands 8-9 and Very Senior Managers (VSM) including executive Board Members and senior medical staff, compared with the percentage of BME staff in the overall workforce Looking at the overall workforce employed in Band 8a and under representation of BME staff. Over representation of BME staff at VSM consultant posts. Actions 1. Undertake a review of succession planning and talent spotting currently in place for roles at band 8a and above. Ensure that appropriate schemes are in place, utilise leadership programmes to identify high potential and undertake equality analysis to ensure equality of opportunity. 2. Assurance of an Equality Analysis undertaken on all talent management and learning and development policies and practices. Tasks and Comments (evidence of action) Review data and actions in relation to the BME Staff Equality Survey results All Trust policies and strategies are subject to an Equality Analysis prior to ratification. The succession planning and talent management policy/process will need to be reviewed to reflect actions to address Lead Responsibility and Timescale for delivery OD Manager & EI Manager Training November 2017. January 2018 Page 1 of 18

3. A) Undertake further detailed data analysis to identify any specific directorates, job roles and pay bands where BME staff are poorly represented at senior level. 3B).Work with senior manager in those areas to develop action plans to identify the underlying reasons and potential solutions e.g. as role models/ involvement in recruitment campaigns 4. Engage with the Trust BME Staff Support Network to identify potential barriers to the progression of BME staff past band 7 and to identify appropriate mechanisms by which the Trust can identify and develop BME staff with potential for career progression. 5. Further data analysis and work to look at whether BME staff are more likely or less likely to access leadership development programs. 6. Then Identify ways in which the Trust can increase participation by BME staff in the available leadership development programmes designed to create a level playing field for Undertake review and include within the PSED workforce equality data analysis report. 3b to be reviewed in line with above action and recruitment training review and activities. Understand and review the BME Staff Equality Survey results to further inform this action Understand and review the BME Staff Equality Survey results to further inform this action Attendance of workforce Director to attend BME Staff Networks and further inform this action. Undertake listening in ESR Lead & EI Manager February 2018, Recruitment Manager & OD Manager. & Director Workforce & Development. & Director Workforce & Development. & Director Workforce & Development Page 2 of 18

BME staff and to give those with the talent and potential to move into senior leadership roles the tools to do so. 7. Review the development opportunities available to staff (both formal and informal) which would support promotion and career progression into senior roles. Undertake equality analysis of the processes in place by which these opportunities are accessed and consider potential barriers to equality of opportunity in the talent pipeline for senior roles between different staff groups. 8. Design a sustainable and effective work experience and shadowing programme across the Trust, including at senior/board level. 9. Ensure that when external agencies are used to source candidates for senior roles, contracts include requirements relating to Equality and Diversity which go beyond the statutory minimum. Require agencies to source candidates in a way which encourages applications from as action process. Review BME Staff Equality survey findings to further inform this action. Publicise opportunities available within the Trust to the Trust s BME Staff Support Network Utilise senior BME staff to increase awareness and understanding of support available for career progression i.e. BME coaches and mentors. Work with NHSi to develop local initiatives to increase BME NED representation- currently working to develop an awareness campaign. Development and use of an Equalities Checklist within contracts.i.e. SBS contract.. OD Manager & Training &. & NHS NED Recruitment Lead- March 2018. AD for HR and Contracting Leads Page 3 of 18

diverse a pool of talent as possible and which demonstrates the Trust commitment to diversity and inclusion. 10. Consider the introduction of unconscious bias as a component of training for managers who participate in recruitment and selection. Incorporate information on unconscious bias in the new managers training programme and related resources for OD& Gateway programme/ Learnbites. and OD Lead. February 2018 11. Include information in job adverts at bands 8a and above to encourage applications from under-represented groups. Further work will be required to identify which other groups are under-represented at senior level for example by gender, disability or sexual orientation so that applicants from these groups can be specifically targeted. This links to the Equality Objective 2016-2019 Representative Workforce. 12. Improve collection and analysis of exit interview data to better understand reasons for leaving and to identify and implement actions to improve staff retention. Review job adverts to assess inclusion commitment and language. Review data from BME Staff equality survey. Work in progress will need to review in line with responses from BME staff equality survey. Following on from the equality staff survey results action plans Recruitment and Communications team ESR Lead, EI Manager and Director of Workforce and Development. Page 4 of 18

13. Develop initiatives in partnership with the BME staff Support Network to create positive role models and support potential applicants from local BME communities. for positive action will be developed including creation of positive role models from BME backgrounds. 2. Relative likelihood of BME staff being appointed from shortlisting compared to that of white staff being recruited from shortlisting across all posts BME applicants are 1.5 times as unlikely as to be appointed within the Trust in comparison to a White applicant. BME have 10% chance whilst White have 17% of being appointed. 1. Quality assure that all equality data sets are being recorded in the ESR data set on successful recruitment including the Ethnic groups. 2. Scope opportunities and initiatives to standardise applicant activity against equality grouping as a standard report in order to identify any improvements, trends and patterns. This needs to be analysed against clinical and non- clinical roles as well as pay band and linked to all the stages of recruitment (shortlisting etc) Currently in progress since 2016. Workforce Equality Data report provides an annual overview across all applicants but does not split into detail roles. Carry out a deep dive on roles where high number of BME applicants evident. HR, Recruitment ESR & SBS Ongoing HR recruitment & ESR, SBS Match 2018 SBS 3. Add information to job adverts and other recruitment documentation (including the SBS Induction Questionnaire), to encourage applicants from under-represented groups to apply and to disclose their Utilisation of Trust commitment to Equality & Inclusion via Job advert e.g. Mindful employer charter. Process agreed to access Communications & HR recruitment Page 5 of 18

equality data in confidence by emphasising the need for us to use this information to ensure that the Trust is treating people fairly. 4. Seek to make better use of technology and social media to reach and attract potential candidates from all protected characteristic communities. Specific media opportunities to be scoped. 5. Review and enhance the Trust Training programmes, ensuring a greater emphasis on the development of a diverse and inclusive culture. 6. To review shortlisting process and matrix used for all recruitment processes which ensures that shortlisting is undertaken on the basis of objective criteria based on the requirements for the role. 7. To review interview training and refresher training provided for hiring managers to raise awareness of equality and diversity of media to access diverse/ underrepresented groups community groupsvacancies to local groups. Process agreed to access diversity of media to access diverse/ underrepresented groups community groupsvacancies to local groups. Evidence of delivery of Cultural competence awareness and resources for unconscious bias for staff. All shortlisting undertaken from person specifications which will have been subjected to Agenda for Change process this should quality check the objective managers are using. A review is planned of all training and on-line information following wider feedback from staff/ participants. Delivery of Unconscious bias Communications & HR recruitment OD & Recruitment Team & AD HR Ongoing HR Recruitment & Page 6 of 18

diversity issues. Consider the introduction of unconscious bias as a component of the training. awareness would be included in this revised training. 8. Ensure that improvements in recruitment and selection processes are communicated to staff to ensure that they are aware of the Trust aims to make selection a fairer process and link to the Equality Objective Representative workforce. 9. Review the responses to the staff survey question relating to whether the Trust acts fairly in relation to career progression and promotion in more detail on an annual basis to establish what changes take place over time. Ensure that this forms part of discussions with Clinical Directorates as part of the mainstream analysis work and related survey action plans. This will be undertaken following the review of training and an update on refreshed training. The above will reflect BME Staff equality survey actions. Review the findings from the equality survey for BME staff and wider equality groups. The NHS Staff Survey reference group will include this into the feedback to business divisions and localised action plans. HR Recruitment & NHS Staff Survey Reference Group & Call for action reference Group. 3. Relative likelihood of BME staff entering the formal disciplinary process, compared to that of white staff entering the formal BME staff are 3 times more likely to be entering the formal disciplinary process compared to white staff. 1. Human Resources to share an overview of this disciplinary data with line managers and to work with them to try to encourage them to address conduct issues Register set up 2016 Policy reviewed Relations ongoing Page 7 of 18

disciplinary process, as measured by entry into a formal disciplinary investigation. White= 0.3% BME= 3.72% earlier and at a more informal level, where appropriate. 2. Undertake a review and quality assure the EA of the disciplinary policy and guidance notes to ensure that there is clear guidance on addressing issues at an early, informal stage where possible and appropriate. To ensure that there is a link with the Bullying and Harassment Policy: Dignity and Respect at work policy. Policy reviewed. Currently reviewing Dignity at Work policy- this policy endorses mediation as a first step. Opportunities for staff to raise concerns via Freedom to speak out Raising concerns process Work will inform agenda for the reference group : Call for Action Relations & EI Manager 3. The BME Staff support Network to support the development of the Managers and staff guide related to the dignity and respect at work policy. 4. To encourage managers undertaking disciplinary investigations, hearings and appeals to undertake equality and diversity training prior to carrying out these roles in order to increase awareness of equality issues and how they relate to the disciplinary process. Guide in draft- current survey of BME staff in process looking at experiences within Trust- will review guide with network and publish via Call for Action Group. Looking into RCN cultural Ambassador Program and Call to Action for the Trust OD activities and learn-bites to be included re: values and behaviours Relations 5. To improve the quality of Process being developed to Page 8 of 18

disciplinary data held and put in place better systems for monitoring and review of disciplinary cases. Consider transferring disciplinary data from the current Excel spread sheets to the relevant Electronic Staff Record (ESR) system module. 6. To undertake more in depth analysis of the qualitative and quantitative data to identify any issues and trends by directorate, by profession and by band. 7. To publicise the disciplinary policy and procedure further to ensure that staff are aware of the expectations of them in terms of conduct and that they understand the potential consequences of failure to comply. 8. Publicise across all staff groups the values behaviours and practices expected of Trust employees promoting an inclusive culture. 9. Review induction and training ensure accurate reporting and collection of equality data- this will be reported within the Workforce Equality Data report. Relations Relations & ESR Lead Relations OD & OD Manager Page 9 of 18

given to staff to ensure that staff who trained overseas are given sufficient training and information about NHS and UK culture and behavioural expectations. 10. Engage with BME staff via the BME network to gain greater understanding of this issue and seek feedback on how we can apply the disciplinary policy more consistently and fairly. This would include seeking feedback on: a) How well they feel the organisation deals with disciplinary matters generally. b) The main reasons that they feel staff from BME backgrounds are disciplined. c) Aspects of the disciplinary process they feel might place BME staff at a disadvantage. d) Suggested ways to improve the situation for BME staff. e) Ways to help improve the situation for managers. Points ABC were included within the BME Staff equality survey. The findings will be presented at the December staff network with an action to suggest ways/ initiatives to improve the situation this will include positive action. Page 10 of 18

4. Relative likelihood of BME staff accessing nonmandatory training and CPD compared to white staff. BME staff less likely to access nonmandatory training and CPD training than white staff. White staff are 1.17 times more likely to access training than BME staff. 1. Improve the reliability of training data to obtain a clearer and more accurate picture of staff access to training. The Trust will review the current position with regard to the recording of all training and assesses the options to increase data recording of all training and development accessed by staff. Explore opportunities to link the Training and Development database with ESR to capture training data by ethnicity. From July 2016 the link to the CPD/ LBR data and ESR have been established. Need to link with findings from the BME Staff equality survey to further develop actions or resources for managers and staff promoting equality in rates of access to training. Training & ESR Lead ongoing Training & ESR Lead & EI Manager 2. Further analysis should be undertaken to understand where there may be pockets of underrepresentation (either by BME or white staff) in terms of accessing non-mandatory training and to identify directorates, roles or job bands where review and action is required. Need to link with findings from the BME Staff equality survey to further develop actions or resources for managers and staff promoting equality in rates of access to training. & Training 3. Identify from the BME staff support network where any barriers exist to access training across the Trust triangulating findings with the NHS Staff Survey and their own Trust In progress currently undertaking analysis of BME staff equality survey- which will inform this action. Findings of the survey will be November 2017. Page 11 of 18

experience. Identify actions to address any barriers that are identified. reported to WMC November 2017. 4. Identify ways in which the Trust can increase participation by BME staff in the available programmes designed to create a level playing field for BME staff and to give those with the talent and potential to move into senior leadership roles the tools to do so. (Link to indicators 1 and 9) Findings from BME Staff equality survey and discussions with the network on positive action will address this action.. 5. Review and update relevant training policies and procedures. Trust process for policy ratification subjects each policy to an equality analysis. Training ongoing 5. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months. In 2015 the findings show : White staff = 22.7% BME staff = 29.49% In 2016 the findings Show: White Staff = 23.77% BME Staff = 17.20% 2017 shows: White Staff= 20.75% BME Staff= 18.63% 1. A refreshed communication campaign to all service users and visitors to the Trust regarding the Trust approach to bullying, harassment, abuse and violence to staff. Linking with the conflict resolution policy. 2. Review mechanisms available to staff to report incidents to ensure that these are easy to access, quick and simple to use and that appropriate responses are Ongoing campaigns such as: Freedom to speak out Raising concerns Dignity in the workplace Estates to deliver awareness campaign aimed at patients, public etc. Regular awareness of the Ongoing campaigns such as: Freedom to speak out Raising concerns Estates (H&S) & Relations team/ Communications Team Risk Team & Relations/ Page 12 of 18

Higher incidence increase within BME staff received by staff who report to ensure that they are aware of action taken. Publicise the incident reporting process to encourage staff to report issues. Dignity in the workplace Incident reporting Respect email This will inform the reference team agenda for Call for Action. Communications 3. Ensure a process is in place to support staff where an incident has occurred offering support from EI manager, Staff support services and HR employee relations team. 4. Review the data available to identify service areas where staff are reporting high incidence of occurrence and identify actions to address with the local service user groups. Ongoing campaigns such as: Freedom to speak out Raising concerns Dignity in the workplace Incident reporting Respect email Regular reports and identified actions presented to Quality and Safety Committee & Risk team & Relations Ongoing Estates (H&S) 5. Review the data available on penalties issued to patients to ascertain whether the current process is resulting in appropriate action being taken. Regular reports and identified actions presented to Quality and Safety Committee Risk Team Page 13 of 18

6. Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months In 2015 the figures showed: White staff = 17.23% BME staff = 26.49% In 2016 the figures show: 1. Undertake a refreshed communication campaign to staff regarding bullying and unacceptable behaviours, reemphasising the zero tolerance approach. BME staff survey capturing staff experiences will link with this action. & Communications Team January 2018 White Staff =18.20% BME Staff = 21.74% In 2017 the figures show: White Staff=15.80% BME Staff=24.00% BME staff have a 3% rise from 2016 more likely to have experienced bullying etc. 2. In areas where bullying has been identified as an issue, consider implementing a programme of anti-bullying training, which sets out Trust expectations regarding acceptable behaviours and pathways of support and sanctions. 3. Work with the BME staff network to look at a guide supporting the dignity at work policy which incorporates an element of assertiveness and/or resilience training to give staff some tools and to help them feel more confident in addressing or reporting behaviours which make them feel uncomfortable. 4. Undertake annual reviews of the Trust Bullying and Harassment Policy against the findings and feedback from NHS Staff survey, internal surveys and reporting BME staff survey capturing staff experiences will link with this action. This will be incorporated with the feedback of the BME Staff Equality Survey findings and positive actions work the network will undertake. Develop a network of Champions Reference group Call for Action will look at these areas. Head Relations & OD January 2018 & Relations Relations Page 14 of 18

figures. Page 15 of 18

7. Percentage believing that the Trust provides equal opportunities for career progression or promotion BME staff more likely than white staff to feel that the Trust does not provide equal opportunities for career progression or promotion. 2015 results BME staff = 87.04% White Staff =90.86% 2016 results BME staff = 87.88% White Staff= 90.05% 2017 results BME staff = 84.62% White Staff= 90.87% Decreased from last 2 years. 1. Undertake some engagement work with all staff, e.g. Diversity Staff Networks with support from the Equality and Inclusion Manager, to improve the Trusts understanding of staff perceptions about fairness and equal opportunities in career progression and promotion. 2. This should identify why BME staff are significantly more likely to feel that there is a lack of equality of opportunity and result in appropriate action to improve the position. 3. Communication campaign to highlight the Trust s process for equal opportunities to access career progression and promotion. BME Staff equality survey addresses this and the findings and actions will provide an understanding. Director of Workforce and Development will attend the BME networks and undertake Listening in Action NED for Equality and Inclusion will attend the BME networks and undertake Listening in Action Call for Action reference group will link these areas into the agenda. Relations, & OD Manager & Communications Team January 2018 4. Ensure an EA has been undertaken within the career progression pathway/processes that the Trust has in place and identify actions to address any unequal and positive action. Ratification process within the Trust ensures Equality analysiswill need to review the analysis and the process following findings from the BME Staff survey. OD Manager/EI Manager January 2018. Page 16 of 18

8. In the last 12 months have you personally experienced discrimination at work from any of the following b) Manager/Team Leader or other colleagues Findings in 2015: BME Staff = 7.89% White Staff = 5.31% Findings in 2016: BME Staff=5.38% White Staff= 5.23% Findings in 2017: BME Staff=10.68% White Staff= 4.54% In 2016 the incidence rate is lower for the BME staff than for the White staff. However in 2017 incidence rate doubled for the BME staff and reduced for White Staff. 1. Undertake further data analysis work on areas of service / directorate where this is reported and deliver key messages to staff of Trust expectations in relation to the dignity at work policy and dignity and respect Charter. 2. Actively promote and support the production of equality in the workplace guide for staff looking at inclusive culture and promoting equality in the workplace. 3. Develop awareness through existing and new initiatives for manager training/awareness to reiterate the messages of equality and identification of behaviours and practices that can be identified as discrimination. Link this work with the mainstream NHS Staff Survey action plans. This will be developed with BME staff network. Link this work with the mainstream NHS Staff Survey action plans. Relations & OD Manager OD Manager & Call for Action reference group. There remains however a disproportionate risk to BME staff. 4. Ensure managers are up to date with the Trust s equality training. Training 9. Boards are expected to be broadly representative of There are NO BME staff at Board level. 1. Identify ways in which the Trust can increase participation by Recruitment Page 17 of 18

the population they serve. This is static from 2015! The Unify2 states this is a difference of -4.4% BME staff in the available programmes designed to create a level playing field for BME staff and to give those with the talent and potential to move into senior leadership roles the tools to do so (Link to indicator 1) This will be incorporated with the feedback of the BME Staff Equality Survey findings and positive actions work the network will undertake. Board Members 2. Review the development opportunities available to staff (both formal and informal) which would support promotion and career progression into senior roles. Undertake equality analysis of the processes in place by which these opportunities are accessed and consider potential barriers to equality of opportunity in the talent pipeline for senior roles between different staff groups (Link to indicator 1) Look at positive action of BME staff mentoring and coaching within the organisation Work with NHSi to develop local initiatives to increase BME NED representation- currently working to develop an awareness campaign. Director of Workforce and Development 3. Ensure that the process for appointment of Non-Executive Directors encourages diverse applicants and that those involved in the selection process have received appropriate training in equality and diversity. Actions identified within above sections: Interview training and unconscious bias training. Page 18 of 18