NATIONAL WORKFORCE RACE EQUALITY STANDARD ACTION PLAN 2016-17 WRES Indictor What the WRES data tell us Action(s) Owner Deadline INDICATOR 1 Percentage of staff in each of the AfC Bands 1-9 and VSM (including executive Board members) compared with the percentage of staff in the overall workforce.. 7% of the BME non clinic workforce is in pay bands 8a 9 & VSM compared to 11.24% of the White non clinical workforce 3.8% of the BME clinic workforce is in pay bands 8a 9 & VSM compared to 6.4% of the White clinical workforce Complete analysis of data by department, profession & consider disaggregating the BME category to assist in identifying specific areas of concern and barriers to career progression Incorporate unconscious bias dimensions into HR core skills training to influence recruitment and people management practices Richard Wilkes Christine Palmer & October / November 2016 For the non clinical workforce in 14/15 BME staff are over represented in Bands 1-4 and Band 6, and under-represented in other bands. For 15/16 figures, BME staff are still overrepresented in Bands 1-3, but are now considerably more over represented in Band 6 and are equally represented in Band 7. Continue to deliver ED training covering unconscious bias elements for all staff Review current provision of Unconscious bias in E&D training with the Workforce equality forum and internal multi-cultural staff network Connect members Monthly December 2016 1
Work with multi-cultural staff network Connect to develop & showcase employee case studies of BME staff to profile career progression successes and encourage managers and individuals to raise aspirations in career pathways For the clinical workforce BME staff are overrepresented in Bands 2 and 4 for 14/15 and under represented in bands 6, 7 and 8 apart from 8b. For 15/16 the over representation in Band 5 is less, and the underrepresentation at Band 6 is less. Identify positive role models to promote across the organisation November 2016 Use co-design methodologies to develop Equality and Human rights Policy 2016 making clear our commitment to ED & our vision for an effortlessly inclusive organisation. Trust-wide launch Newly established Workforce equality forum to co-design approach & interventions to address ED/workforce challenges identified by staff, WRES & PSED. Forum to meet bimonthly Implement NHS Equality Delivery System2 working with JCC, multi- Susan Whiterod, & January 2017 Bimonthly from March 2017 2
cultural staff network Connect & external stakeholders to review data and progress over time. Meet mandatory requirement to complete EDS2 review every three years Lesley Lopez Take a targeted approach to key leadership and management programmes, proactively encourage BME candidates Susan Whiterod onwards INDICATOR 2 Relative likelihood of staff being appointed from shortlisting across all The relative likelihood of White staff being appointed from shortlisting compared to BME staff is 1.64 times greater. Explore possibility of developing a shadowing and or mentoring scheme) for all staff but with a focus on BME candidate to address informal advantages some staff may have accrued over others and to raise aspirations of managers and individuals. Consider working across Herts trusts (HPFT, HCT, East & North Herts Investigate this trend further consider if there are differences between professions, departments & pay bands both from application to shortlisting stage and appointment from shortlisting December 2016 Richard Wilkes December 2016 3
posts Complete audit of a sample of interview scoring sheets for BME & White candidates Continue to deliver recruitment & selection training including the impact of unconscious bias INDICATOR 3 Relative likelihood of staff entering the formal disciplinary process The relative likelihood of BME staff entering the formal disciplinary process compared to white staff is 2.3 times greater. Ensure at least one member of the interview panel is appropriately trained, including in the impact of unconscious bias Analyse the disciplinary data to understand whether the likelihood of BME staff exiting the formal disciplinary process with a sanction is greater than for White staff August 2016 Analyse disciplinary offence by ethnicity Consider if there are specific issues relating to particular professional groups, departments & pay bands Promote Portal and suite of tools July 2016 4
available to staff and managers INDICATOR 4 Relative likelihood of staff accessing non-mandatory training and CPD. INDICATOR 5 KF25. % staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last The relative likelihood of White staff accessing non mandatory training/cpd compared to BME staff is 0.96 The relative likelihood of white staff accessing non mandatory training/cpd has decreased from 1.14 to 0.96 from 14/15 to 15/16 White 26.3% BME 29.9% Consider the findings of the 2010 NHS Employers commissioned, Bradford University report on ethnicity and discipline and the NHS London/RCM report on discipline and midwives Hold a round table discussion with members of multi cultural staff network Connect and staff side to identify opportunities to promote fairness to career progression or promotion as the staff survey results [KF21] reveal that 87% of White staff stated that they believe that the organisation provides equal opportunities for career progression or promotion. The figure for BME staff was 68.4%. Continue to monitor annual NHS Staff Survey responses against workforce data (e.g. recorded harassment, bullying or abuse from patients, relatives or the public in the last 12 months) and work with Workforce equality forum & multi cultural staff & Paul DaGama December 2016 Susan Whiterod Annual 5
12 months network Connect to understand any discrepancies INDICATOR 6 KF26. % staff experiencing harassment, bullying or abuse from staff in the last 12 months INDICATOR 7 KF 21. % Staff believing that the organisation provides equal opportunities for career progression or promotion INDICATOR 8 Q 17. In the last 12 months have you personally experienced discrimination at work from manager, team leader, or other White 28.1 BME 29.9 White 87% BME 68.4% White 6.2% BME 14.3% Drill down to analyse the data by department, pay band & professions KF 21 & Q17. Hold a round table discussion with members of multi cultural staff network Connect and staff side to understand staff survey data, to identify root causes and potential solutions to address the less positive results Continue conflict resolution training Continue to support staff multi cultural network Connect to provide opportunities for sharing experiences Expand role of the bullying and harassment advisor to not only support harassment, but a range of B&H elements. Also rename the role to reflect range of support Susan Whiterod Paul DaGama Christine Palmer December 2016 6
colleague Publicise the wide range of B&H tools and pathway to staff with the use of a video and posters Arrange departmental meetings to promote the B&H service HR BPs INDICATOR 9 Percentage difference between the organisations Board voting membership and its overall workforce Voting Board Member BME: 8.3% Overall BME workforce: 32.5% Trust Voting Board has 24.2% less BME staff than that of the overall workforce. Consider developing internal mediation service for dealing with issues around harassment, bullying and discrimination Link with the NHS Leadership Academy s Ready Now programme for senior BME leaders to develop our own future Board members Continue to advertise Board posts on NHS Jobs to capture a wide pool of potential candidates Jane Barrett August 2016 Ensure adverts make clear our commitment to ED Ensure executive search agencies are committed to diversity in their policies and processes 7