Workforce Race Equality Standard REPORTING TEMPLATE (Revised 2016) Template for completion Name of organisation Date of report: month/year NHS Leeds West Clinical Commissioning Group June 2016 Name and title of Board lead for the Workforce Race Equality Standard Jo Harding - Director of Quality and Nursing Name and contact details of lead manager compiling this report Sharon Moore Senior Equality and Engagement Manager (sharon.moore9@nhs.net) and Farmida Ishaq HR Manager (f.ishaq@nhs.net) Names of commissioners this report has been sent to (complete as applicable) Workforce and Diversity Management Meeting (13 June 2016) Senior Management Team (22 June 2016) Name and contact details of co-ordinating commissioner this report has been sent to (complete as applicable) Jo Harding - Director of Quality and Nursing Unique URL link on which this Report and associated Action Plan will be found xxxxxxx This report has been signed off by on behalf of the Board on (insert name and date) Members of NHS Leeds West CCG Senior Management Team (22 June 2016)
Report on the WRES indicators 1. Background narrative a. Any issues of completeness of data When collating statistical information for such relatively low numbers of staff, this can often present challenges in respect of any meaningful analysis. Therefore the performance data for each of the nine indicators contained within this report should be read in the context of low staffing numbers employed by NHS Leeds West Clinical Commissioning Group. There are no issues in respect of completeness of data for any of the nine WRES indicators. b. Any matters relating to reliability of comparisons with previous years This is the second year of producing our NHS Workforce Race Equality Standard Report and therefore no matters of reliability of comparisons with our WRES 2015 report have been identified. It should be noted, however, due to the changes in definitions for Indicator One and Indicator Nine we will not be in a position to compare performance for these. 2. Total numbers of staff a. Employed within this organisation at the date of the report 82 staff employed and 7 non directly employed Governing Body Members b. Proportion of staff employed within this organisation at the date of the report 16% staff
3. Self reporting a. The proportion of total staff who have self reported their ethnicity 81 members of staff reported their ethnicity as follows: 68, 12 Asian/Asian British, 1 Black,/African/Carribean /Black British and 1 was recorded as Undefined/Not Stated. b. Have any steps been taken in the last reporting period to improve the level of self-reporting by ethnicity Annually staff are reminded to validate all their personal details, which includes the collection of all demographic data. Employee self-service (ESR) was introduced in 2015, which allows employees to access their own ESR and update personal and demographic data themselves. Regular checks are carried out and reports produced. c. Are any steps planned during the current reporting period to improve the level of self reporting by ethnicity We plan to carry out more regular report checks to enable us to identify if there is any missing data. Should any missing data be identified the central team will be contacted with a view to checking personal files. Reminders to employees to check and update their records in ESR will be circulated. 4. Workforce data a. What period does the organisation s workforce data refer to? The workforce data referred to in this report has been taken from the electronic staff record (ESR) and reflects the position of NHS Leeds West CCG at 31st March 2016. The Staff Survey results have been taken from the 2015 survey.
5. Workforce Race Equality Indicators Please note that only high level summary points should be provided in the text boxes below the detail should be contained in accompanying WRES Action Plans. Indicator reporting year 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 EDS2 evidence and/or a corporate Equality Objective For each of these four workforce indicators, compare the data for and staff 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. Organisations should undertake this calculation separately for non-clinical and for clinical staff. Clinical - Staff Band 1 to 9 and VSM -12% Non Clinical - Staff Band 1 to 9 and VSM 17% No data available as the indicators definition has changed. The non clinical staff in Bands 1 to 9 and VSM account for 10 people in the organisation. The clinical staff in Bands 1 to 9 and VSM account for 1 person in the organisation. Using the definitions contained within the WRES guidance, the Census 2011 data shows that in NHS Leeds West CCG geographical area 89 2% The percentage of staff - both clinical and non-clinical is higher than the percentage of within NHS Leeds West geographical area. There are no concerns in relation to this indicator. No action required. 2 Relative likelihood of staff being appointed from shortlisting across all posts. 18 Short listed 0 Appointed 40 Short listed 7 Appointed 13 Short listed 1 Appointed 42 Short listed 4 Appointed Please note that turnover is low so the opportunity for new recruitment is relatively low. LWCCG performance against indicator two shows that there is a lower relative likelihood of staff being appointed compared to white staff. However, all staff on interview panels have recruitment and selection training, which includes eliminating unconscious bias. In addition Equality This could potentially highlight a disparity when comparing to staff appointments. This indicator links to Goal 3- Outcome 1 "Fair NHS recruitment and selection processes lead to a more representative workforce at all levels". LWCCG will continue to ensure that members of all interview panels have recruitment and selection training. 3 Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation. This indicator will be based on data from a two year rolling average of the current year and the previous year. No staff have been subject to a formal disciplinary process during 2015/16 No staff were subject to a formal disciplinary process during 2014/15 There is no concern in this area as no disciplinary action has been taken against staff in comparison to staff. There are no concerns in relation to this indicator. No action required. 4 Relative likelihood of staff accessing non-mandatory training and CPD. Applications 4 Approved 4 Applications 5 Approved 5 Applications 4 Approved 4 Applications 5 Approved 5 This indicator provides data for long course applications (defined as development over 500 or over 7days). There are no disparities between the relative likelihood of staff accessing non mandatory training and continual professional development (CPD) as compared to staff. Consideration will be given to improving monitoring of all learning and development opportunities outside statutory mandatory training.
Indicator National NHS Staff Survey indicators (or equivalent) For each of the four staff survey indicators, compare the outcomes of the responses for and staff. 5 KF. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months. reporting year 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 EDS2 evidence and/or a corporate Equality Objective 3.65% 5% 0% 14% LWCCG performance for indicator five shows that there are no staff compared to 3.65% staff that have experienced harassment, bullying or abuse from patients, relatives or the public. 3.65% relates to 3 members of staff. The percentage of staff experiencing harassment/bullying/abuse from the public has gone down from 14% to 0%. There are no concerns relating to this indicator. No action 6 KF. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months. 2.43% 5% 0% 14% LWCCG performance against indicator six shows that the percentage of staff who have experienced harassment, bullying or abuse is zero percent compared to staff 2.43% relates to 2 staff members. The percentage of staff experiencing harassment/bullying/abuse from staff has gone down from 14% to 0%. There are no concerns relating to this indicator. No action required. 7 KF. Percentage believing that trust provides equal opportunities for career progression or promotion. 97% 96% 100% 86% LWCCG performance against indicator seven shows that 100% of staff believe that there are equal opportunities for career progression or promotion. The percentage of staff who felt there was equal opportunities for career progression has increased from 86% to 100%. Only 3% (2) members of staff stated they felt they were not given equal opportunities for career progression. 8 Q. In the last 12 months have you personally experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues 2.43% 2% 0% 14% LWCCG performance against indicator eight shows that no staff have personally experienced discrimination at work from a Manager/team leader or other colleagues, compared to 2.43% of staff. 2.43% relates to 2 staff members. The percentage of staff experiencing discrimination at work from a manager/team leader/colleague has gone down from 14% to 0%. There are no concerns relating to this indicator. Board representation indicator For this indicator, compare the difference for and staff. 9 Percentage difference between the organisations Board voting membership and its overall workforce. Governing Body-12.5%. (2 out of 16 Governing Body No data available as the indicators definition has changed. It should be noted that four of the Governing Body members are elected into roles from member GP practices and the remainder are appointed via a recruitment and selection process. In order to improve performance 12.5% of Governing Body members are. This higher than the population in LWCCG geographical area, which is 10.8%. The percentage difference between staff in our workforce and Governing Body Members is Note 1. Note 2. All provider organisations to whom the NHS Standard Contract applies are required to conduct the NHS Staff Survey. Those organisations that do not undertake the NHS Staff Survey are recommended to do so, or to undertake an equivalent. Please refer to the WRES Technical Guidance for clarification on the precise means for implementing each indicator.
6. Are there any other factors or data which should be taken into consideration in assessing progress? Using the definitions contained within the WRES guidance, the Census 2011 data shows that in NHS Leeds West CCG geographical area 89.2% of the population are and 10.8% of the population are. LWCCG has a total of 89 staff. 81 members of staff reported their ethnicity as follows: 68, 12 Asian/Asian British, 1 Black,/African/Caribbean /Black British and 1 was recorded as Undefined/Not Stated. When collating statistical information for such relatively low numbers of staff this can often present challenges in respect of any meaningful analysis. Therefore the performance data for each of the nine indicators contained within this report should be read in the context of low staffing numbers. 7. Organisations should produce a detailed WRES Action Plan, agreed by its Board. Such a Plan would normally elaborate on the actions summarised in section 5, setting out the next steps with milestones for expected progress against the WRES indicators. It may also identify the links with other work streams agreed at Board level, such as EDS2. You are asked to attach the WRES Action Plan or provide a link to it. There are no concerns in relation to disparities between and staff for any of the nine indicators Indicator 2 - does highlight a potential disparity in respect of the number of staff appointed, compared to staff - actions identified links to: NHS EDS Goal 3- Outcome 1 "Fair NHS recruitment and selection processes lead to a more representative workforce at all levels" However, as agreed for 2015 WRES report - all agreed actions to reduce any disparities will be incorporated within Workforce and Organisational Development Strategies and supporting action plans. Click to lock all form fields and prevent future editing Produced by NHS England, April 2016