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, Diversity and Inclusion Steering Group are asked to discuss the report and action plan and approve it for publishing. Context and background NHS Providers (1) concluded that: Recent research on race equality in the NHS workforce makes challenging reading for Boards in provider organisations. Evidence shows that if you are from a black and minority ethnic background you are less likely to be appointed once shortlisted, less likely to be selected for training and development programmes, more likely to experience harassment, bullying and abuse, and more likely to be disciplined and dismissed. Black and minority ethnic staff are significantly underrepresented in senior management positions and at Board level. In 2012, just 1% of NHS Chief Executives came from a BME background, to 16 % BME representation in the NHS workforce. Within London specifically Roger Kline (2) identified that one in 40 London NHS Chairs and no Chief Executive Officer in London is from a Black and Minority Ethnic (BME) background. He also found that 17 of the 40 London Trusts have all White Boards and yet over 40% of the workforce and patients in London come from BME backgrounds. The Workforce Race Equality Standard (WRES) has been implemented as a mandatory requirement for all NHS Providers and NHS Commissioning Groups to improve race equality across the NHS. The WRES is required as part of the NHS Standard Contract and WRES indicators form part of well led assessments of organisations as a way to help develop understanding of the experiences of minority groups, which formed part of our CQC inspection in 2016. Indicator findings The WRES comprises nine indicators, four of these are based on workforce data, four are based on data from the national staff survey indicators and one considers Board composition. These metrics consider any difference between White and BME staff and The Royal Marsden has used this information to target particular actions to reduce the gaps in experience and treatment between White and BME staff. The findings are shown overleaf with comparison to the 2016 findings. Four of the indicators are the same or better and five indicators are worse, however three of the four staff survey indicators have improved since 2015 when the WRES commenced. (1) Leading by example: the race equality opportunity for NHS provider boards (2014) (2) The snowy white peaks of the NHS: a survey of discrimination in governance and leadership and the potential impact on patient care in London and England (2014) 1
Indicator WORKFORCE RACE EQUALITY STANDARD WRES findings Indicator description Comparison of and 2016 findings RAG rating 2015 baseline with findings 1 Proportion of staff in bands 2 Likelihood of White staff being appointed from shortlisting 3 Likelihood of BME staff entering formal disciplinary process 4 Likelihood of BME staff accessing non-mandatory training and CPD 5 Harassment bullying or abuse from patients (staff survey) 6 Harassment bullying or abuse from staff (staff survey) 7 Believes Trust provides equal opportunities for career progression or promotion (staff survey) 8 Experienced discrimination from manager/ team/ leader or colleagues (staff survey) 9 Percentage difference between Board voting membership and overall workforce Similar to 2016 findings Slightly worse than 2016 findings 2.42 more likely in 1.91 more likely in 2016 Similar to 2016 findings 2.25 more likely in 2.20 more likely in 2016 Similar to 2016 - equal outcomes for BME and White staff Slightly higher for BME staff 2016 BME 17% White 17% 2015 BME 15% White 17% 2014 BME 21% White 19% Higher for both BME and White staff 2016 BME 28% White 22% 2015 BME 24% White 21% 2014 BME 27 % White 23% Lower for BME staff in 2016 BME 74% White 91% 2015 BME 76% White 90% 2014 BME 72% White 90% Slightly lower for BME staff 2016 BME 11% White 5% 2015 BME 12% White 6% 2014 BME 14% White 5% As the proportion of BME staff overall has increased from 26% to 28%, this finding has increased from -26% to - 28% 2
In addition to overall findings, a breakdown of data for Indicator 1 is presented below. Broadly the WRES findings are similar to the 2016 findings with some slight differences which should be monitored going forward. The number of non-consultant career grade staff and staff in higher bands is small and any differences should be treated with caution. Indicator 1: Non-clinical staff Nonclinical staff Clinical staff White BME White BME Band 1 39% 61% 47% 53% > Band 2 74% 26% 69% 31% < Band 3 73% 27% 71% 29% < Band 4 67% 33% 68% 32% > Band 5 69% 31% 73% 27% > Band 6 69% 31% 70% 30% > Band 7 70% 30% 74% 26% > Band 8a 77% 23% 72% 28% < Band 8b 77% 23% 80% 20% > Band 8c 70% 30% 80% 20% > Band 8d 100% 0% 100% 0% = Band 9 100% 0% 100% 0% = VSM 75% 25% 77% 23% > Indicator 1: Clinical staff 2016 2016 White BME White BME % of BME staff in with 2016 % of BME staff in with 2016 Band 2 65% 35% 63% 37% < Band 3 60% 40% 62% 38% > Band 4 81% 19% 83% 17% > Band 5 70% 30% 70% 30% = Band 6 69% 31% 70% 30% > Band 7 79% 21% 79% 21% = Band 8a 84% 16% 82% 18% < Band 8b 92% 8% 94% 6% > Band 8c 91% 9% 93% 7% > Band 8d 100% 0% 0% 0% = Band 9 75% 25% 80% 20% > VSM 100% 0% 100% 0% = 3
Indicator 1: Medical staff Medical and Dental Consultants Nonconsultant career grade Trainee grades 2016 % of BME staff in White BME White BME with 2016 73% 27% 71% 29% < 59% 41% 70% 30% > 66% 34% 72% 28% > 3. Actions taken The findings highlight some areas of difference between the experiences of White and BME staff which are similar to those reported by other London Trusts and the wider NHS. Specific London wide actions are being taken through the Equality and Diversity Leads Network and in addition we have taken a number of steps to reduce these differences which include: Launching a career development mentoring scheme for staff in bands 4 6 with particular encouragement to BME staff Embedding a forum for staff from BME backgrounds, chaired by the Chief Nurse with key priorities and objectives Ensuring a diverse selection of shortlisted candidates for recent Non-Executive Board appointments Introducing career journey conversations with the forum for staff from BME backgrounds and senior leaders at quarterly meetings Establishing mediation services Encouraging consistent practice through the introduction on an employee relations checklist A second review of disciplinary cases where the outcome could be dismissal or final warning Encouraging participation in the Leadership Academy coaching and mentoring schemes Running managing difficult conversations training for managers Maintaining 90% competence in equality and diversity training which is mandatory for all staff Strengthening the diversity of the Workplace Adviser service, supporting staff with concerns of harassment and bullying 4
4. Future actions To support our equality strategy and aims for continuous improvement in our race equality performance the following actions have been agreed for /2018. Action Timescale Responsibility 1 To launch a career development mentoring programme for staff in Bands 1-3 with particular encouragement to staff from BME backgrounds March 2018 Head of Learning and Development To conduct a review of the career development mentoring scheme for staff in Bands 4 6 at the end of cohort 3 before rolling out further programmes January 2018 Head of Learning and Development 2 To conduct an audit on recruitment practice to identify any areas for improvement September Head of Recruitment 3 To launch the new leadership development programme including inclusive leaders March 2018 Assistant Director of Workforce Development 4 To publish the WRES findings on the internet and intranet. November 5 To host a Cultural Food Celebration event October Equality and Diversity Specialist Lead Forum for BAME staff with Equality and Diversity Specialist Leads (The Royal Marsden and ICR) 5. Next steps This report will be published on the equality and diversity pages of the internet. A copy of this report will also be sent to the Equalities Department within NHS England and also to our Co-ordinating Commissioner as required. 5
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