NHS Workforce Race Equality Standard (WRES) 2018-19 · 2019. 9. 26. · diversity remains central...
Transcript of NHS Workforce Race Equality Standard (WRES) 2018-19 · 2019. 9. 26. · diversity remains central...
NHS Workforce Race
Equality Standard
(WRES) 2018-19published September 2019
CONTENTS
ABOUT WORKFORCE RACE EQUALITY STANDARDS (WRES) 3
FOREWORD 4
WORKFORCE RACE EQUALITY INDICATORS 5
WRES REPORT 2018-19 6
ACTION PLAN 13
About Workforce Race Equality Standards (WRES)
In 2014, NHS England and the NHS Equality and Diversity Council agreed action to ensure employees
from Black and Minority Ethnic (BME) backgrounds have equal access to career opportunities and receive
fair treatment in the workplace. It was agreed that a Workforce Race Equality Standard (WRES) should be
developed, and in April 2015 it was made available to the NHS. All NHS organisations including CCGs,
Trusts and CSUs as well as national organisations are encouraged to implement the WRES in an open and
transparent way. This will help to show the national, clinical and commissioning workforce.
“We know that care is far more likely to meet the needs of all the patients we’re here to serve when NHS
leadership is drawn from diverse communities across the country, and when all our frontline staff are
themselves free from discrimination. These new mandatory standards will help NHS organisations to
achieve these important goals.”
Simon Stevens, Chief Executive NHS England
Foreword
NHS Southwark Clinical Commissioning Group is committed to ensuring equality and
inclusion is at the heart of everything we do, both within our own workforce and
across the services we commission for our richly diverse communities in Southwark.
It is particularly important, as we strengthen our collaboration between
commissioners across south east London, that this commitment to equality and
diversity remains central to our work, and staff feel supported during this period of
change.
This is the second year we have published our Workforce Race Equality Standard
and Action Plan and we have already started putting in place support, training and
development opportunities for our staff and leadership team to ensure that we
address the issues that have been highlighted in our WRES report.
Dr Jonty Heaversedge, NHS Southwark CCG Chair
NHS Workforce
Race Equality
Indicators
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 disaggregated by: Non-Clinical Staff/Clinical staff*
What is the data telling us?
BME representation has remained the same proportion of the workforce and
the level of non-disclosure has increased slightly.
There is a lower proportion of BME staff at the senior levels.
What have we done over the last year?
• All staff session on diversity, development & wellbeing including a section
on unconscious bias in Sept 2018
What are we planning to do in the year ahead?
• Update of ESR data for all staff took place in Q1 of 2019-20
• Development sessions with Governing Body leaders on improving
inclusivity of the organisation (April 2019)
• Manager sessions planned and taking place between May & October 2019
• Staff training looking at resilience and handling difficult conversations (May
and June 2019)
• Launched a staff health and wellbeing programme for CCG staff running
until March 2020.
StatusSource: Electronic Staff Record (ESR) as at 31 March 2019
NHS Southwark CCG - Staff Numbers
2017-18 2018-19
White 83 62% 83 58%
BME 35 26% 40 28%
Not disclosed 15 11% 19 13%
Total 133 142**
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Band 1-7 Band 8a -VSM
15% 13%
44%
24%
41%
63%
NHS Southwark CCG - Workforce by Band (2018-19)
Not disclosed BME White
*At Southwark CCG the number of clinical staff is not disaggregated due to small numbers
**Southwark CCG hosts wider teams including: Our Healthier South East London (OHSEL), South East London Commissioning
Alliance & London STP network
Indicator 2: Relative likelihood of staff (comparison by ethnicity) being appointed
from shortlisting across all posts
Source: Recruitment activity 1 April 2018 to 31 March 2019
What is the data telling us?
For Southwark CCG White candidates are more likely to be shortlisted
for roles than BME candidates.
Once shortlisted White candidates are more than twice as likely to be
appointed as BME candidates.
What have we done over the last year?
• Raise the need to have recruitment & selection training (including
unconscious bias) across the CCG.
What are we planning to do in the year ahead?
• Provide training to recruitment panel chairs and managers on
recruitment and selection including the impacts of unconscious bias
across the South East London CCGs Reform OD Group.
• Harmonising recruitment and selection policies across South East
London (SEL) STP geography
Status
Southwark CCG England average
Indicator 2: Appointed 2017-18 2018-19 2018
Relative likelihood of White
person being appointed2.3 2.4 1.6
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Applications Shortlisted Appointed
173 36 4
638
97
9
311105
23
Recruitment - NHS Southwark CCG, 2018-19
Not disclosed BME White
Indicator 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 previous year)
Source: Disciplinary action data held by Human Resources 1 April 2017 to 31 March 2019
What is the data telling us?
There are no formal disciplinary cases recorded
What have we done over the last year?
Continue to monitor this indicator by ethnicity to identify any trends over time.
What are we planning to do in the year ahead?
Continue to monitor this indicator by ethnicity to identify any trends over time.
Status
Indicator 4: Relative likelihood of staff accessing non-mandatory training
and CPD
Status
What is the data telling us?
Information for non-mandatory and CPD training is not currently collected.
What have we done over the last year?
The CCG does not currently collect this information.
What are we planning to do in the year ahead?
• Raise the issue of the data collection for this metric through the SEL OD Group for the
future SEL CCG from April 2020
Indicators 5-6: National NHS Staff Survey Indicators
StatusSummary of 2018 -19 Staff Survey outcomes (WRES Indicators 5-6)
NHS Southwark CCG 2018 Average for
CCGs2017 2018
5 – KF25 Percentage of staff experiencing harassment,bullying or abuse from patients, relatives or the public in last 12 months
Of the total who responded those who said ‘Yes ‘:
Of the total who responded those who said ‘Yes’:
White: 3% White: 5% White: 9%BME: 0% BME: 9% BME: 10%
6 – KF26 Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
Of the total who responded those who said ‘Yes’:
Of the total who responded those who said ‘Yes’:
White: 15% White: 23% White: 19%BME: 41% BME : 61% BME: 30%
What is the data telling us?
There has been an increase in the percentage of all staff stating that they have experienced harassment, bullying or abuse from patients,
relatives or the public, although it is better than the national average for CCGs. There is also an increase in BME staff stating they have
experienced harassment, bullying or abuse from staff, which represents a higher proportion than the national CCG average.
What have we done over the last year?
• A series of sessions for the SMT and the Governing Body to reflect on personal and organisational behaviours and gain an awareness of
the impact of interactions.
• All staff session on diversity, development & wellbeing including a section on unconscious bias in Sept 2018.
• Follow-up discussions at staff meeting & staff bulletins and all staff e-mails.
• The CCG ran staff surveys focusing on negative behaviours and health and wellbeing.
• Discussion at directorate meetings of the survey results and behaviours.
• Following on from the analysis of the surveys results and positive responses from the all staff away day and discussion at SMT, the
CCG organised further training & development sessions for Governing Body, line managers and all staff to take place in 2019/20.
• Re-design of appraisals format to provide opportunity for staff to discuss negative behaviours with their manager.
What are we planning to do in the year ahead?
• Development sessions with Governing Body leaders on improving inclusivity of the organisation (April 2019)
• Staff training around resilience and handling difficult conversations (May and June 2019)
• A development programme for line managers to create a positive performance culture (May – October 2019)
• Launched a staff health and wellbeing programme for CCG staff running until March 2020.
• Continue to make staff aware of the extended role of the Speaking Up Guardian.
• Repeat the national staff survey in 2019/20, with the same provider for the 6 SEL CCGs, to provide a comprehensive baseline for
the proposed SEL CCG.
Source: Responses to NHS Staff Survey 2018, published 2019 - http://www.nhsstaffsurveyresults.com/local-workforce-equality-standards-wres/
Indicators 7-8: National NHS Staff Survey Indicators
What is the data telling us?
There has been a decrease in percentage of staff from all backgrounds believing that the CCG provides equal opportunities for career
progression, highlighting a disproportionate decrease among BME staff.
There has also been a small decrease in all staff experiencing discrimination at work, which is lower than the national CCG average
for White people however disproportionately higher for BME staff.
What have we done over the last year?
The CCG’s activity in response to these survey results relate to the actions outlined for Indicators 5 and 6 with particular relevance to
the following activities:
• All staff session on diversity, development & wellbeing including a section on unconscious bias in Sept 2018.
• A series of sessions for the SMT and the Governing Body to reflect on personal and organisational behaviours and gain an
awareness of the impact of interactions.
• The CCG ran staff surveys focusing on negative behaviours and health and wellbeing.
What are we planning to do in the year ahead?
• Staff workshops on resilience and handling difficult conversations
• Training programme for managers to create a positive performance culture
• Repeat the national staff survey in 2019/20.
• The CCG Reform Group is undertaking an EqIA process to understand any potential differential impacts on protected characteristic
groups and to identify any appropriate mitigating actions
Status Summary of 2018 -19 Staff Survey outcomes (WRES Indicators 7-8)
NHS Southwark CCG 2018 Average for CCGs2017 2018
7 – KF21 percentage believing that the CCG provides equal opportunities for career progression or promotion
Of the total who responded those who said ‘Yes ‘:
Of the total who responded those who said ‘Yes’:
White: 100% White: 97% White: 88%
BME: 40% BME: 27% BME: 59%
8 – Q17 IN the last 12 months have you personally experienced discrimination at work from any of the following: Manager, Team Leader, Other Colleagues
Of the total who responded those who said ‘Yes’:
Of the total who responded those who said ‘Yes’:
White: 6% White: 3% White: 5%
BME: 33% BME : 30% BME: 14%
Source: Responses to NHS Staff Survey 2018, published 2019 - http://www.nhsstaffsurveyresults.com/local-workforce-equality-standards-wres/
Indicator 9: Percentage difference between (i) the organisations’ Board voting
membership and its overall workforce and (ii) the organisations’Board executive membership and its overall workforce
Source: Electronic Staff Record (ESR) – 31 March 2019
What is the data telling us?
• Southwark CCG Governing Body does not represent the diversity of its
workforce by 7%points. However, the detailed breakdown of the GB shows a
consistent level of BME representation.
• The local population of the London Borough of Southwark has an ethnicity
proportion of 48% BME.
What have we done over the last year?
• Governing Body seminar on the findings from implemented EDS Goal 4
What are we planning to do in the year ahead?
• Development sessions with Governing Body leaders on improving inclusivity of
the organisation (April 2019)
• Continue to implement the NHS EDS2 framework to review the inclusivity of the
leadership and decision making, following up on the work done in 2017/18.
StatusCCG Governing Body
2018/19CCG Staff 2018/19
Difference between GB & Staff
Number % Number % % points
White 19 79% 83 58% 21%
BME 5 21% 40 28% -7%
Not disclosed 0 0% 19 13% -13%
Total 24 100% 142 100%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Voting members Executive members Overall
78% 83% 79%
22% 17% 21%
CCG Governing Body Ethnicity Breakdown
White BME
Summary Action Plan 2019/20 (1)Indicator Status and
Priority level Point for focus Action Owner Planned
end Date
1 and 9 High Senior BME Representation in Bands 8+, VSM, GB
Update of ESR data for all staff took place in Q1 of 2019-20 NEL March 2020
Manager sessions planned and taking place between May & October 2019 RW March 2020
Development sessions with Governing Body leaders on improving inclusivity of
the organisation (April 2019)
RW March 2020
Staff training looking at resilience and handling difficult conversations RW March 2020
Launch a staff health and wellbeing programme for CCG staff running until March
2020.
SH/CW March 2020
Continue to implement the NHS EDS2 framework to review the inclusivity of the
leadership, following up on the work done in 2017/18.
NEL/RW March 2020
2 High
To address the variance in recruitment likelihood between BME and White Staff
Provide training to recruitment panel chairs and managers on recruitment and
selection including the impacts of unconscious bias.
RG/SEL
OD Group
March 2020
Harmonising recruitment and selection policies across South East London (SEL)
STP geography
March 2020
3 LowTo continue to monitor any disciplinary cases
Continue to monitor this indicator by ethnicity to identify any trends over time. NEL March 2020
4 Medium
To assess the impact of non-mandatorytraining on BME career progression
Raise the issue of the data collection for this metric through the SEL OD Group
for the future SEL CCG from April 2020
RG/SEL
OD Group
March 2020
RAG Status Key
Significant variance between White and BME staff experience
Some variance between White and BME staff experience
No variance between White and BME staff experience
Note: This is a high level plan of centrally coordinated actions aligned to the WRES indicators.
Summary Action Plan 2019/20 (2)
Indicator Status and Priority level
Point for focus Action Owner Plannedend Date
5 and 6 High
Reducing incidences of bullying and Harassment within Southwark CCG
Development sessions with Governing Body leaders on improving inclusivity of
the organisation (April 2019)
RW March 2020
Staff training around resilience and handling difficult conversations. RW March 2020
A development programme for line managers to create a positive performance
culture.
RW March 2020
Launched a staff health and wellbeing programme for CCG staff running until
March 2020.
SH/CW March 2020
Continue to make staff aware of the extended role of the Speaking Up Guardian. CW March 2020
7 and 8 High
Develop and
promote culture of
inclusion
throughout
Southwark CCG
Repeat the national staff survey in 2019/20, with the same provider for the 6 SEL
CCGs, to provide a comprehensive baseline for the proposed SEL CCG.
CW March 2020
The CCG Reform Group is undertaking an EqIA process to understand any
potential differential impacts on protected characteristic groups and to identify any
appropriate mitigating actions
SEL OD
Group/RG
March 2020
Note: This is a high level plan of centrally coordinated actions aligned to the WRES indicators.
RAG Status Key
Significant variance between White and BME staff experience
Some variance between White and BME staff experience
No variance between White and BME staff experience