Workforce Race Equality Standard Reporting template 2015 Date of report: July 2015 Name of provider: Norfolk and Suffolk NHS Foundation Trust Name and title of Board lead for the Workforce Race Equality Standard: Robert Nesbitt, Company Secretary Name and contact details of lead manager compiling this report: Ravi Seenan, Equalities and Engagement Manager Names of commissioners: WEST Norfolk CCG, Kathryn Ellis kathrynellis1@nhs.net Norwich CCG, North Norfolk CCG and South Norfolk CCG. Coordinating commissioner is SNCCG,Jocelyne Pike jocelyn.pike@nhs.net Great Yarmouth & Waveney CCG Tessa, Litherland, tessa.litherland@nhs.net West Suffolk CCG (coordinating CCG) and Ipswich East Suffolk CCG, Jon Reynolds tessa.litherland@nhs.net NHSE, Denise Clarke deniseclark1@nhs.net Name and contact details of co-ordinating commissioner: See above Link on which this report will be found (to be added after submission): http://www.nsft.nhs.uk/about-us/documents/workforce%20race%20equality%20standard%2009july2015.pdf This report has been signed off by on behalf of the board on (insert name and date) Robert Nesbitt 09.07.15
1. Background narrative a. Any issues of completeness of data Available data for Question 3 (relative likelihood of BME staff entering the formal disciplinary process) consisted of data from 2013/14 financial year. The data for the financial year 2014/2015 is still being analysed and will be updated once received. Question 4 data: Currently the Trust is looking at the most effective ways of capturing non-mandatory training activities. This is not currently being inputted on the ESR (electronic staff record) database and therefore exploring this option would be desirable and feasibility is being explored. b. Any matters relating to reliability of comparisons with previous years There was a total number of 332 staff who completed the NHS staff survey in 2013 compared to 1303 in 2014. This was because the Trust moved from a sample-based survey to a census-based survey. Whilst this means that the 2014 survey is more reliable it means that comparability between the 2013 and 2014 results carries the slight caveat of a different methodology being employed. 2. Total numbers of staff a. Employed within this organisation at the date of the report 3875 b. Proportion of BME staff employed within this organisation at the date of the report 8.34%
3. Self-reporting a. The proportion of total staff who have self-reported their ethnicity 97.81% b. Have steps been taken in the last reporting period to improve the level of self-reporting by ethnicity? The Trust has produced an Equality Monitoring leaflet to explain why these questions are asked in the hope that people will feel more confident and reassured. c. Are any steps planned during the current reporting period to improve the level of self-reporting by ethnicity? The Trust has now established a network of Equality Leads within the Trust who also raises awareness of equality monitoring across various team. Furthermore, this is discussed at the Trust Induction and a leaflet on equality monitoring is distributed to staff. 4. Workforce data a. What period does the organisation s workforce data refer to? For reporting year: 1 st April 2013-31 st of March 2014 For previous year: 1 st April 2014 31 st of March 2015
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, VSM (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce 2 Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all posts. 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* *Note: this indicator will be based on data from a two year rolling average of the current year and the Data for reporting year: 2014/15 3.40% of BME staff compared to 8.34% White staff are 1.07 times more likely to be appointed from shortlisting than BME staff Awaiting data from HR Data for previous year: 2013/14 3.49% compared to 7.81% No data is currently available due to system change 30% of cases were related to BME staff. Meaning that BME staff are 3.84 times more likely to enter formal Narrative- the implications of the data and any additional background explanatory narrative NSFT recognises that steps needs to be taken to address the under-representation of BME at senior level. The reasons of this outcome data are likely to be complex. NSFT recognises that steps needs to be taken to address this imbalance which may be due to an element of unconscious bias. Our data shows a higher number of disciplinary cases for BME staff. The number grievances raised by BME staff are also disproportionately higher compared to white staff. Action taken and planned including e.g does the indicator link to the EDS2 evidence and/or a corporate Equality Objective NSFT will develop a strategy to address this in the forthcoming years. Short term plan includes supporting BME staff through mentoring, coaching and leadership programme to help with their development. Roll out of Unconscious bias training. Review of recruitment and interview processes. Roll out of Equality and Diversity face to face training to include unconscious bias training. Strengthening the local BME Network. Roll out of equality and diversity training to include unconscious bias. NSFT equality objective 3 focuses on supporting staff who experience any form of discrimination.
4. previous year. Relative likelihood of BME staff accessing non-mandatory training and CPD as compared to White staff White: 91.97% BME: 6.58% White Staff are 1.09 times more likely to access nonmandatory training disciplinary process than white staff Due to a move to a new system this data is not available Sample data from a range of courses e.g. leadership, professional development reveals that BME are less likely to access nonmandatory training The Trust is currently reviewing the mechanisms for collecting equalities data for staff access to training opportunities. Part of wider ESR strategy will look into capturing equality monitoring data for take up for training opportunities.
Indicator Data for reporting year Data for previous year Narrative- the implications of the data and any additional background explanatory narrative Action taken and planned including e.g does the indicator link to the EDS2 evidence and/or a corporate Equality Objective For each of these four staff survey indicators, the Standard compares the metrics for each survey question response for White and BME staff. 5 KF 18. Percentage of staff experiencing harassment, bullying or abuse patients, relatives or the public in last 12 months. 6 KF 19. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months. White: 35% BME: 43% White: 27% BME: 28% White: 36% BME: 54% White: 29% BME: 37% Although this remains a concern, figures show a slight improvement in this area. However, it has to be noted that number of respondents to the survey in 2013 was significantly less compared to the 2014 survey due to the change from sample to census methodology. Although this remains a concern, figures show a slight improvement in this area. However, it has to be noted that number of respondents to the survey in 2013 was significantly less compared to the 2014 survey The Trust Equality Objective 3 (2015/16) focuses on supporting staff who experience any forms of discrimination in the Trust. The Trust launched an anti-discrimination campaign called Challenge, Educate and Support with clear guidelines on what is expected and how to report incident and what support is available. The Trust Equality Objective 3 (2015/16) focuses on supporting staff who experience any forms of discrimination in the Trust. The Trust launched an anti-discrimination campaign called Challenge, Educate and Support with clear guidelines on what is expected and how to report incident and what support is available. Anonymous reporting of such incident is currently being looked at. Equality Lead Network has now been established to support staff across various teams within the organisation. 7 KF 27. Percentage believing that White: 86% White: No change seems to be Equality and Diversity training is
trust provides equal opportunities for career progression or promotion BME: 82% 86% BME: 74% apparent for white staff group. The figure shows an improvement among BME believing that there are equal opportunities for career progression. However, it has to be noted that sample of BME staff who completed the survey in 2013 was relatively small making it difficult to compare. being rolled out to all staff including managers during the 8 Q23. In the last 12 months have you personally experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues Does the Board meet the requirement on Board membership in 9 9 Boards are expected to be broadly representative of the population they serve White: 8.6% BME: 16.09% White: 11% BME: 32% Discrimination against staff remains a concern. But the data reflects a decrease in number which signifies an improvement. 0% 0% The Board is currently not representative of BME communities at present and aware that this is an area of concerns that needs addressing The Trust will continue its campaign re: tackling discrimination and roll out the face to face equality and diversity training. The Trust will be looking at developing a three year diversity strategy to help address this issue. The local BME network will be supported further by senior members of the Trust and will explore potential coaching and mentoring support for BME staff at the lower banding level (i.e 6,7 and 8). Recent recruitment campaigns for non-executive director posts have encouraged applications from people from all backgrounds.
6. Are there any factors or data which should be taken into consideration in assessing progress? The Trust has established an Equality Lead Network within the organisation, with members who promote equality and diversity and assist in tackling discrimination. To help raise awareness and challenge attitudes of staff the equality leads are being trained to deliver training, provide information and support to their team in their respective areas. The Trust has also implemented a reporting system in place for issues regarding racism and other forms of discrimination. Furthermore, we are currently developing a confidential reporting mechanism through Datix with appropriate support to those affected. This work is being led by the Equalities and Engagement Manager. 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 a 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. As part of the EDS objective, the Trust are focusing on rolling out face to face Equality and Diversity Training, which will replace our current e-learning tool. A Trust diversity strategy is currently being developed. The EDS2 objectives for 2015/16 are attached.