Workforce Disability Equality Standard Action Plan 2022-2023

Workforce Disability Equality Standard Action Plan 2022-2023

Action Plan ....................................................................................................................................................................................................................................... 2 Metric 1: Recruitment and Promotion......................................................................................................................................................................................... 2 Metric 2: Appointments............................................................................................................................................................................................................... 3 Metric 3: Capability Process......................................................................................................................................................................................................... 4 Metric 4a: Experiencing Bullying, Harassment, and Abuse ......................................................................................................................................................... 5 Metric 4b: Reporting Bullying, Harassment, and Abuse.............................................................................................................................................................. 6 Metric 5: Equal Opportunities ..................................................................................................................................................................................................... 7 Metric 6: Presenteeism................................................................................................................................................................................................................ 8 Metric 7: Valuing Employee’s Work............................................................................................................................................................................................. 9 Metric 8: Adjustments ............................................................................................................................................................................................................... 10 Metric 9: Engagement and Voice............................................................................................................................................................................................... 11 Metric 10: Board Representation .............................................................................................................................................................................................. 12 Supporting Data ............................................................................................................................................................................................................................. 13 Infographic ................................................................................................................................................................................................................................. 13 WDES Data ................................................................................................................................................................................................................................. 14

Action Plan Metric 1: Recruitment and Promotion Percentage of staff in AFC pay bands or medical and dental subgroups and Very Senior Managers) including Executive Board members compared with the percentage of staff in overall workforce

Actions

Accountable People / Team

Commentary

No.

Deadline

Raise the visibility of disability, including hidden disabilities and chronic health conditions, through communications and through various staff events.

Disability and Wellbeing Staff Network

1a

October 2023

4.1% of our workforce has reported that they have a disability. This is an increase of 0.5% from 2021.

Investigate the process for encouraging staff to update their equality data via PDR and ESR every 6 months. Ensure managers are aware of the Disability Guaranteed Interview Scheme, as part of the Recruitment and Selection Training.

Workforce Systems Team

1b

October 2023

1c

Recruitment Team

June 2023

1d

Renew Level 2 Disability Confident.

EDI Team

November 2022

Metric 2: Appointments Relative likelihood of Disabled staff compared to non-disabled staff being appointed from shortlisting across all posts

Actions

Accountable People / Team

Commentary

No.

Deadline

Develop guidance for managers on Disability Awareness, including hidden disabilities and neurodiversity, to be disseminated through a range of communication methods. Develop new job description and person specification templates and guidance documents for managers which include guidance for managers on identifying “essential” vs “desirable” criteria, ensuring Agenda for Change job matching guidance is complied with.

2a

EDI Team

October 2023

HR Operational Service Lead

Non-Disabled staff are 1.13 times more likely to be appointed from shortlisting compared to Disabled staff. The gap has narrowed from being 1.52 times more likely in 2021.

2b

October 2023

Embed Disability Awareness in the Managing for Success programme.

2c

EDI Team

June 2023

Recruitment Team, Career Development Practitioner

Develop and embed a new recruitment and selection training for managers.

2d

June 2023

Metric 3: Capability Process Relative likelihood of Disabled staff compared to non- disabled staff entering the formal capability process, as measured by entry into the formal capability procedure.

Actions

Accountable People / Team

Commentary

No.

Deadline

3a Review the Improving Performance and Disability in Employment Policies.

HRBP, Staff Side

March 2023

The relative likelihood of Disabled staff entering the formal capability process is 8.3 times higher compared to non-disabled staff. There has been a significant increase from 3.42 in 2021.

3b Review and update the Recruitment and Selection and Managing for Success programmes to include conversations about supporting disabled staff in the workplace and making reasonable adjustments when required.

Recruitment Team, HRBP, EDI Team

June 2023

Metric 4a: Experiencing Bullying, Harassment, and Abuse Percentage of Disabled staff compared to non- disabled staff experiencing harassment, bullying or abuse from Patients/Service users, their relatives or other members of the public, Managers, or other colleagues.

Actions

Accountable People / Team Engagement & OD Manager, Recruitment Team

Commentary

No.

Deadline

Raise awareness of harassment, bullying and abuse issues in targeted areas in Recruitment and Selection and Managing for Success training.

June 2023

4a.1

4a.2 Using intelligence from the staff survey to reiterate the Trust’s legal and moral responsibilities in relation to the Equality Act 2010.

EDI Team

October 2023

17% of Disabled staff reported experiencing harassment, bullying or abuse from patients and/or members of the public, 13% from managers and 20% from other colleagues. Since 2021, abuse from patients and/or the public (15%) has increased, whereas abuse from managers (17%) and other colleagues (22%) has decreased

Promote an inclusive and supportive culture, free from harassment, bullying, and abuse. Raising awareness of and signposting to appropriate services. Conduct a review and refresh of the Respect Campaign, developing new training and resources, and ensuring it embeds Bulling, Harassment, and Abuse from patients towards staff. Map bullying, harassment, and abuse data against the following:  Grievance Data  Disciplinary Data  Exit Interviews  Data held by Staff-Side Representatives

HRBP, FTSU, Staff Side, EDI Champions EDI Manager Partnership Officer HRBP, Partnership Officer, FTSU Guardian, Engagement & OD Manager

4a.3

October 2023

4a.4

August 2023

October 2023

4a.5

 Data held by Freedom to Speak Up Guardian  Data held by Health and Wellbeing Leads

4a.6 To develop and implement the Let’s Talk – Safe Conversations workshops for managers

EDI Manager

October 2023

Metric 4b: Reporting Bullying, Harassment, and Abuse Percentage of Disabled staff compared to non-disabled staff saying that the last time they experienced harassment bullying and abuse at work, they or a colleague reported it.

Actions

Accountable People / Team

Commentary

No.

Deadline

Head of Facilities

4b.1 Review the Violence and Aggression Policy.

August 2023

HRBP, Staff-Side

4b.2 Review the Positive Working Relationships Policy

April 2023

PEC, PALS

4b.3 Monitor the number of reported incidents of bullying, harassment, and abuse by patients, relatives, or the public.

August 2023

53% of Disabled staff stated that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it. This figure has increased from 51% in 2021.

Head of Operational HR, Partnership Officer HRBP, Engagement & OD Manager Disability and Wellbeing Staff Network, HRBP

4b.4 Agree the anonymous reporting mechanisms for bullying, harassment and abuse.

October 2023

4b.5 Raise awareness of bullying, harassment, and abuse issues within divisional areas from the staff survey results.

August 2023

Raise awareness through the Disability and Wellbeing Staff Network and HRBPs of mechanisms of reporting, i.e. FTSU, staff side, and HRBP, EDI Champions.

4b.6

October 2023

Metric 5: Equal Opportunities Percentage of Disabled Staff compared to non-disabled staff believing that the trust provides equal opportunities for career progression or promotion.

Actions

Accountable People / Team

Commentary

No.

Deadline

5a Explore options for career development opportunities for disabled staff via The Northwest Leadership Academy, NHS and internal leadership and management development programmes.

OD Specialist

October 2023

50% of Disabled staff believe that the Trust provides equal opportunities in career development, compared to 62% of Non-Disabled staff. There has been a significant decrease for both Disabled (80%) and Non-Disabled (91%) staff since 2021.

OD Specialist, Workforce Development Manager OD Specialist, Workforce Development Manager, Disability and Wellbeing Staff Network

5b Targeting leadership opportunities and development to disabled staff through the disabled staff network.

October 2023

5c Leadership programmes advertised and promoted cross the Trust and via Disability and Wellbeing Staff Network.

October 2023

Metric 6: Presenteeism Percentage of Disabled Staff compared to non-disabled staff saying that they have felt pressure from their manager to come to work, despite not feeling well.

Actions

Accountable People / Team Engagement & OD Manager, Disability and Wellbeing Staff Network

Commentary

No.

Deadline

6a Investigate reasons for presenteeism (coming to work when unwell) for disabled staff, through the Staff Survey and Disability and Wellbeing Network Group.

October 2023

27% of Disabled staff reported that they have felt pressure from their manager to come to work despite not feeling well enough to perform their duties, compared to 20% of Non Disabled staff. There has been a decrease for both Disabled (28%) and Non-Disabled (24%) staff since 2021.

6b Improve consistency of the application of the sickness and absence policy through embedding guidance into Recruitment and Selection and Managing for Success training programmes. 6c To raise awareness about mental health and wellbeing (EDS 2022 Domain 2). 6d Record and support staff with long Covid symptoms using the Risk Assessment Part 2 documentation.

HRBP

June 2023

Engagement & OD Manager

October 2023

HRBP, Health & Safety October 2023

Metric 7: Valuing Employee’s Work Percentage of Disabled staff compared to non-disabled staff saying that they are satisfied with the extent to which their organisation values their work.

Actions

Accountable People / Team

Commentary

No.

Deadline

7a Reiterate key messages to managers about the importance of managing diversity and being inclusive leaders through Induction, Managing for Success programme and PDR’s.

HRBP

October 2023

38% of Disabled staff are satisfied with the extent to which their organisation values their work, compared to 50% of Non-Disabled staff. There has been a decrease for both Disabled (41%) and Non-Disabled (57%) staff since 2021.

7b

To review the values and behaviours across the Trust.

OD Specialist

January 2023

Disability and Wellbeing Staff Network

7c Promote disability inclusion via the Disability and Wellbeing Staff Network Group.

October 2023

Metric 8: Adjustments Percentage of Disabled staff saying that their employer has made adequate adjustments to enable them to carry out their work

Actions

Accountable People / Team

Commentary

No.

Deadline

8a Review and promote the Reasonable Adjustment Passport and the Disability in Employment Policy

HRBP, Staff Side

March 2023

73.2% of Disabled staff stated that their employers have made adequate adjustment(s) to enable them to carry out their work. This has decreased from 79.6% in 2021.

Develop and deliver workshops for managers and staff on the Disability in Employment Policy and Reasonable Adjustments Policy.

HRBP, Staff Side, EDI Team

8b

October 2023

Metric 9: Engagement and Voice The staff engagement score for Disabled staff compared to non-disabled staff and the overall engagement score for the organisation. Trust action to facilitate the voices of Disabled staff in your organisation to be heard.

Actions

Accountable People / Team

Commentary

No.

Deadline

Implement targeted interventions from the staff survey to gauge further details about disabled staff experiences and increase engagement scores for disabled staff; by:  Offering career development opportunities  Ensuring they have a voice via the Disability and Wellbeing Staff Network (DAWN)  Consistent messaging via the values and behaviours work  Embedding disabled staff voices and experiences via the EDI Champions and FTSUG’s Activity Reports.

Engagement & OD Manager, EDI Team, Disability and Wellbeing Staff Network, EDI Champions, Career Development Practitioner

The staff engagement score is 6.84 for Disabled staff, and 7.38 for Non Disabled staff. There has been a decrease for both Disabled (7) and Non-Disabled (7.5) staff compared to 2021.

9a

October 2023

Ensure that the staff survey action plans address specific issues around disability from this report and action plan.

Engagement & OD Manager

9b

August 2023

Metric 10: Board Representation Percentage difference between the Organisation’s Board voting membership and its organisation’s overall workforce.

Actions

Accountable People / Team

Commentary

No.

Deadline

Work with stakeholders to explore options to implement regional approaches to talent management and ways to encourage people with visible and non- visible disabilities to apply for Executive and non-Executive roles

10a

October 2023

Company Secretary, with support from

The difference between Disabled staff representation on Board membership and in the workforce is -4%. The figure has not changed since 2021.

10b Develop a diverse and Inclusive Board Recruitment programme and process for disabled candidates

October 2023

Workforce Colleagues

Identify specialist recruitment agencies that targets disabled candidates for board appointments

10c

October 2023

10d To improve recording of disclosure rates for Executives and Non- Executive members.

October 2023

Supporting Data Infographic

WDES Data

Metric 1: Area by Disability Status

Clinical (non medical)

Total Workforce

Total Workforce

Non-Clinical

Medical

Disabled

4.14%

4.4%

4.3%

1.13%

Non-Disabled

85.85%

85.8%

86.7%

81.89%

Unknown

10.01%

9.8%

9.0%

16.98%

Metric 1: Band Groupings by Disability Status

Clinical and Non-Clinical

Medical

Total Workforce

Total Workforce

Bands 1-4

Bands 5-7

Bands 8a +

Consultant

Non-Consultant

Disabled

4.14%

4.0%

4.8%

3.4%

1.2%

1.1%

Non-Disabled

85.85%

84.9%

87.8%

88.4%

82.2%

81.3%

Unknown

10.01%

11.1%

7.4%

8.2%

16.7%

17.6%

Metrics 2-9:

Disabled

Non-Disabled

Unknown

Non-Disabled staff are 1.13 times more likely to be appointed from shortlisting compared to Disabled staff. The gap has narrowed from being 1.52 times more likely in 2021. The relative likelihood of Disabled staff entering the formal capability process is 8.3 times higher compared to non-disabled staff. There has been a significant increase from 3.42 in 2021. 17% of Disabled staff reported experiencing harassment, bullying or abuse from patients and/or members of the public, 13% from managers and 20% from other colleagues. Since 2021, abuse from patients and/or the public (15%) has increased, whereas abuse from managers (17%) and other colleagues (22%) has decreased 53% of Disabled staff stated that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it. This figure has increased from 51% in 2021. 50% of Disabled staff believe that the Trust provides equal opportunities in career development, compared to 62% of Non-Disabled staff. There has been a significant decrease for both Disabled (80%) and Non Disabled (91%) staff since 2021 27% of Disabled staff reported that they have felt pressure from their manager to come to work despite not feeling well enough to perform their duties, compared to 20% of Non-Disabled staff. There has been a decrease for both Disabled (28%) and Non Disabled (24%) staff since 2021.

Metric 2: Relative likelihood of being appointed from shortlisting

0.30

0.34

1.03

Disabled

Non-Disabled

Unknown

Metric 3: Likelihood of staff entering the formal capability process

0.00658

0.000792

0.005435

Disabled

Non-Disabled

Unknown

Patients & the public:

17.0%

12.4%

N/A

Metric 4a: Percentage of staff experiencing harassment, bullying or abuse from…

Disabled

Non-Disabled

Unknown

Managers:

12.9%

8.3%

N/A

Disabled

Non-Disabled

Unknown

Colleagues:

19.9%

14.4%

N/A

Disabled

Non-Disabled

Unknown

Metric 4b: Percentage of staff who experienced harassment, bullying or abuse that reported it

52.9%

49.0%

N/A

Disabled

Non-Disabled

Unknown

Metric 5: Percentage of staff believing that trust provides equal opportunities for career progression or promotion

49.9%

62.2%

N/A

Disabled

Non-Disabled

Unknown

Metric 6: Percentage of staff saying that they have felt pressure from their manager to come to work, despite not feeling well.

26.8%

19.8%

N/A

Disabled

Non-Disabled

Unknown

38% of Disabled staff are satisfied with the extent to which their organisation values their work, compared to 50% of Non-Disabled staff. There has been a decrease for both Disabled (41%) and Non-Disabled (57%) staff since 2021. 73.2% of Disabled staff stated that their employers have made adequate adjustment(s) to enable them to carry out their work. This has decreased from 79.6% in 2021. The staff engagement score is 6.84 for Disabled staff, and 7.38 for Non-Disabled staff. There has been a decrease for both Disabled (7) and Non-Disabled (7.5) staff compared to 2021.

Metric 7: Percentage of staff saying that they are satisfied with the extent to which their organisation values their work.

38.3%

49.6%

N/A

Disabled

Non-Disabled

Unknown

Metric 8: Percentage of Disabled staff saying that their employer has made adequate adjustments to enable them to carry out their work

73.2%

N/A

N/A

Disabled

Non-Disabled

Unknown

Metric 9 : The Staff Engagement Score for disabled staff and non-disabled staff

6.84

7.38

7.3

Metric 10:

Disabled

Non-Disabled

Unknown

The difference between Disabled staff representation on Board membership and in the workforce is - 4%. The figure has not changed since 2021.

Metric 10: difference between the organisations board voting membership and its overall workforce

Board members by disability status Difference between board membership and workforce

0%

85.71%

14.29%

-4%

0%

4%

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