Workforce Race Equality Standard REPORTING TEMPLATE Template for completion Name of provider organisation Date of report:month/year Calderdale and Huddersfield NHS Foundation Trust June 2015 Name and title of Board lead for the Workforce Race Equality Standard Jackie Green, Interim Director of Workforce and OD Name and contact details of lead manager compiling this report Azizen Khan, Assistant Director of Human Resources Names of commissioners this report has been sent to Carol McKenna, Chief Officer, Greater Huddersfield CCG and Matt Walsh, Chief Officer, Calderdale CCG Name and contact details of coordinating commissioner this report has been sent to Carol Mckenna, Chief Officer, Greater Huddersfield CCG Unique URL link on which this report will be found (to be added after submission) http://www.cht.nhs.uk/fileadmin/departments/equality/documents/wres_report_june_2015_final.pdf This report has been signed off by on behalf of the Board on (insert name and date) Board of Directors 25 June 2015 Publications Gateway Reference Number: 03496 Page 1 of 6
Report on the WRES indicators 1. Background narrative a. Any issues of completeness of data Indicator 2: The NHS Jobs website, the NHS recruitment tool, does not allow a complete picture to be developed for every post advertised of the ethnicity of all applicants. To compensate, the reported data has been collated through a manual exercise. b. Any matters relating to reliability of comparisons with previous years Not applicable. 2. Total numbers of staff a. Employed within this organisation at the date of the report 5782 (as at 31 March 2015) b. Proportion of BME staff employed within this organisation at the date of the report 13% 3. Self reporting a. The proportion of total staff who have self reported their ethnicity All staff ethnicity recorded is self reported b. Have any steps been taken in the last reporting period to improve the level of selfreporting by ethnicity No c. Are any steps planned during the current reporting period to improve the level of self reporting by ethnicity The Trust will be introducing Electronic Staff Record (ESR) Self Service which will allow staff to update their own record. 4. Workforce data a. What period does the organisation s workforce data refer to? Page 2 of 6
1 April 2014 31 March 2015 5. Workforce Race Equality Indicators For ease of analysis, as a guide we suggest a maximum of 150 words per indicator. 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 EDS2 evidence and/or a corporate Equality Objective For each of these four workforce indicators, the Standard compares the metrics for White and BME staff. 1 Percentage of BME staff in Bands 89, 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 6.37% This information is based on the ethnicity that is recorded in ESR. The VSM category includes Medical staff with senior manager responsibilities. 12% of the workforce is of a BME background. White Staff 0.170 BME staff 0.134 White Staff 0.005 BME Staff 0.004 The data shows there is a greater likelihood of White staff being offered employment than BME staff. As the ethnicity data field in NHS Job is not a mandatory field not all applicants provide this information and have therefore been excluded from the figures. This information is taken directly from ESR. The information shows that there is a marginally higher possibility of a White member of staff entering the disciplinary process than a BME member of staff. Page 3 of 6 Links to EDS2 Outcome 3.1 about a fair recruitment and selection process so there is a more representative workforce at all levels and the Trust's PSED objective with regard to access for people with protected characteristics. Links to EDS2 Outcome 3.1 about a fair recruitment and selection process so there is a more representative workforce at all levels at work being free from abuse, harassment, bullying and violence from any source and the Trust's PSED
average of the current year and the previous year 4 Relative likelihood of BME staff accessing nonmandatory training and CPD as compared to White staff For each of these four staff survey indicators, the Standard compares the metrics for each survey question response for White and BME staff. White Staff 0.64 BME staff 0.64 The data is based on the training information stored in ESR. The data shows that there is equal uptake of nonmandatory training for both White and BME staff. Links to EDS2 Outcome 3.3 about training and development opportunities being taken up and positively evaluated by staff and the Trust's PSED objective with regard to staff accessing training. 5 KF 18. Percentage of staff or abuse from patients, relatives or the public in last 12 months 6. KF 19. Percentage of staff or abuse from staff in last 12 months White 28% BME 23% White 60% BME 65% between White and BME staff or abuse from patients, relatives or the public. Overall, in comparison to other Acute Trusts in 2014 the results show that the Trust is better than average for this indicator. between White and BME staff or abuse from staff. The staff survey data suggests that more BME staff experience bullying and harassment compared to the number of reported bullying and harassment cases recorded in workforce data. Overall, in comparison to other Acute Trusts in 2014 the staff being free from abuse, harassment, bullying and violence from any source whilst at work and the Trust's PSED being free from abuse, harassment, bullying and violence from any source whilst at work and the Trust's PSED Page 4 of 6
7. KF 27. Percentage believing that the Trust provides equal opportunities for career progression or promotion 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 White 65% BME 60% White 4% BME 11% survey results show that the Trust is better than average for this indicator. between White and BME staff in their belief that the Trust does not provide equal opportunities on career progression and promotion. Further work needs to be undertaken to understand and improve the position. The staff survey data suggests that BME staff believe they do not have equal opportunity for career progression/promotion. Overall, in comparison to other Acute Trusts in 2014 the staff survey results show that the Trust is in the best 20% of acute Trusts for this indicator. between White and BME staff in their belief that they have personally experienced discrimination at work from managers or colleagues. Further work needs to be undertaken to understand and improve the position. Overall, in comparison to other Acute Trusts in 2014 the staff survey results show that the Trust is performing better than other Links to EDS2 Outcome 3.1 about fair recruitment and selection processes and training and development opportunities being taken up and positively evaluated by staff. being free from abuse, harassment, bullying and violence from any source whilst at work and the Trust's PSED Page 5 of 6
acute Trusts for this indicator. 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 90% BME 10% Population figures indicate a split of 83.6% White and 16.4% BME. Based on this the Trust has a Board profile broadly representative of the population it serves. Links to EDS2 Outcome 3.1 about fair recruitment and selection processes and training and development opportunities being taken up and positively evaluated by staff. Note 1. All provider organisations to whom the NHS Standard Contract applies are required to conduct staff surveys though those surveys for organisations that are not NHS Trusts may not follow the format of the NHS Staff Survey Note 2. Please refer to the Technical Guidance for clarification on the precise means of each indicator. 6. Are there any other factors or data which should be taken into consideration in assessing progress? Please bear in mind any such information, action taken and planned may be subject to scrutiny by the Coordinating Commissioner or by regulators when inspecting against the well led domain. Calderdale and Huddersfield NHS Foundation Trust determined that it would not use of EDS toolkit when it was first introduced due to its complexity and instead focused on delivering locally agreed public sector equality duty objectives without it. The Trust is currently working on the EDS2 and is liaising with Yorkshire and the Humber Commissioning Support Unit to explore the feasibility of a steering group of local Trusts to create a collective approach to EDS2. 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. The Trust is in the process of developing an action plan to remedy issues arising from these figures for submission to the Board of Directors for approval. Page 6 of 6