Workforce Race Equality Standard Action Plan 2022-2023
Workforce Race Equality Standard Action Plan 2022-2023
Action Plan ....................................................................................................................................................................................................................................... 2 Metric 1: Recruitment and Promotion......................................................................................................................................................................................... 2 Metric 2: Appointments............................................................................................................................................................................................................... 3 Metric 3: Disciplinary ................................................................................................................................................................................................................... 4 Metric 4: Education...................................................................................................................................................................................................................... 5 Metric 5: Bullying and Harassment from the Public and Patients ............................................................................................................................................... 6 Metric 6: Bullying and Harassment from Staff............................................................................................................................................................................. 7 Metric 7: Equal Opportunities ..................................................................................................................................................................................................... 8 Metric 8: Discrimination .............................................................................................................................................................................................................. 9 Metric 9: Board Representation ................................................................................................................................................................................................ 10 Supporting Data ............................................................................................................................................................................................................................. 11 Infographic ................................................................................................................................................................................................................................. 11 WRES Data ................................................................................................................................................................................................................................. 12
Action Plan Metric 1: Recruitment and Promotion Percentage of staff in each of the Agenda for Change bands 1-9 or Medical & Dental, subgroups and very senior managers (including Executive Board members) compared with the percentage of staff in the overall workforce by ethnicity (BAME, White, not known).
Accountable People / Team Recruitment Team, Career Development Practitioner Recruitment Team, Career Development Practitioner
Commentary
No.
Actions
Key Performance Indicators
Deadline
Increase applications from BAME candidates for Band 7 and above, and Very Senior Management positions, by 5%.
Develop a recruitment strategy to attract and recruit BAME staff to work at the Trust. Explore options to promote career opportunities to a more diverse range of candidates using community engagement activities. Monitor the progression of candidates from application to interview, and interview to appointment, by ethnicity.
October 2023
1a
Attend / engage in 4 community activities.
1b
October 2023
The data showed that 14.9% of our workforce are from a BAME background. This is a decrease of 0.3% from 2021. Medical bands have a higher proportion of BAME staff than other bands.
Data submitted to Workforce Committee every 6 months
Recruitment Team
1c
October 2023
Recruitment Team, Career Development Practitioner
Recruitment and Selection course delivered 3 times.
1d Develop and embed a new recruitment and selection training for managers.
June 2023
Paper submitted to Workforce Committee
Recruitment Team
1e Assess the feasibility of mandating this training for all panel chairs
June 2023
To investigate and implement the process for encouraging staff to update their equality data via PDR and ESR every 6 months.
Workforce Systems Team
1f
Increase in disclosure rates
October 2023
Metric 2: Appointments Relative likelihood of staff being appointed from shortlisting across all posts.
Accountable People / Team Recruitment Team, HRBP, EDI Manager Recruitment Team, Career Development Practitioner Recruitment Team, Ethnic Diversity Group, Career Development Practitioner Career Development Practitioner
Commentary
No.
Actions
Key Performance Indicators
Deadline
To develop and embed new Recruitment and Selection training for managers (see 1d) and review and update the Managing for Success training programmes. To develop targeted recruitment events to engage underrepresented groups internally and externally. For example, schools, universities, colleges community centres. To develop and/or signpost colleagues to workshops and resources on career Planning, job applications, and interview preparation, targeting BAME colleagues. Identify a dedicated or specific ‘safe space’ for delivery of career planning and development discussions. Develop and implement equality monitoring and a feedback survey which monitors the effectiveness of workshops and discussions and equality characteristics. Recruit and train a diverse pool of Recruitment Ambassador’s to participate on recruitment and selection panels for senior recruitment (Bands 8c and above).
Recruitment and Selection course delivered 3 times. Managing for Success Programme reviewed. 4 targeted community events promoted and delivered. Recruitment Lead attended at least 1 Ethnic Diversity Group meeting. 3 workshops / interventions delivered. 10 colleagues attended workshops/interventions internally.
June 2023
2a
2b
June 2023
White staff are 3.2 times more likely to be appointed from shortlisting compared to BAME staff. The gap has widened from being 2.2 times more likely in 2021. BAME candidates have a 14.65% chance of being appointed from shortlisting. Whereas, white candidates have a 46.99% chance of being appointed from shortlisting.
2c
October 2023
10 career discussions delivered in newly identified safe space.
2d
October 2023
Feedback survey developed and implemented. 50% of colleagues attending workshop and discussions filled in the survey.
Career Development Practitioner
2e
October 2023
Recruitment Team, EDI Manager
3 BAME Recruitment Ambassadors recruited and trained.
2f
October 2023
Metric 3: Disciplinary Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation. This indicator is based on data from a two-year rolling average of the current year and the previous year.
Accountable People / Team
Commentary
No.
Actions
Key Performance Indicators
Deadline
Recruit and train BAME Bank staff to support and participate in disciplinary panels as a case investigator.
2 disciplinary panel bank staff appointed and trained.
3a
HRBP
October 2023
The relative likelihood of BAME staff entering the formal disciplinary process is 2.46 times higher compared to white staff. An increase from 0.59 in 2021 to 2.46 in 2022. This may have been impacted by covid 19.
Review and update the disciplinary training programme to ensure that EDI is integrated.
Disciplinary training reviewed. 2 disciplinary training courses delivered.
HRBP, EDI Manager
3b
June 2023
Introduce equality monitoring for disciplinary cases.
Data submitted to Workforce Committee every 6 months
3c
HRBP
October 2023
Metric 4: Education The relative likelihood of staff accessing non mandatory training and CPD (Continuing Professional Development).
Accountable People / Team OD Specialist Workforce Development Manager
Commentary
No.
Actions
Key Performance Indicators
Deadline
Equality monitoring information captured on applications to The Christie Leadership Programme. Equality monitoring information captured on all applications of those accessing non-mandatory training and applying for CPD funding. Attended 2 meetings with the Ethnic Diversity Group (ALL) Shared opportunities for leadership development with the Chair of the Ethnic Diversity Group, when leadership offer is updated. (FM) Share opportunities when new leadership programmes or spaces are procured. (JO) Focussed support and financial sponsorship towards strategic leadership programmes, such as Clinical Leaders Network and King’s Fund. (JO) 2 cohorts of positive action leadership programme started
April 2023
To include equality monitoring information on all applications when accessing non mandatory training and applying for CPD
4a
October 2023
OD Specialist (FM), Workforce Development Manager (JO), Ethnic Diversity Group
White staff are 1.17 times more likely to access non mandatory training and CPD than BAME staff. The gap has narrowed from 1.36 times in 2021 to 1.17 in 2022.
Cascade information to the Ethnic Diversity Group (Staff Network) regarding career development opportunities and access to non mandatory training and CPD
4b
October 2023
4c Introduce and develop a positive action leadership programme for BAME staff.
OD Specialist
October 2023
Explore mechanism to attract more BAME staff to reflect the workforce profile onto the Leadership Programmes
OD Specialist, Assistant EDI Manager
4d
3 places ringfenced for BAME staff
October 2023
Metric 5: Bullying and Harassment from the Public and Patients Percentage of staff experiencing harassment, bullying or abuse from patients, relatives, or the public in the last twelve months.
Accountable People / Team
Commentary
No.
Actions
Key Performance Indicators
Deadline
Develop the Respect Campaign to include bullying, harassment, and abuse by patients and the public
Respect campaign materials targeted to patients developed and launched.
EDI Team PEC
5a
August 2023
16.5% of BAME staff compared to 12.9% of white staff said they had experienced harassment, bullying, or abuse from patient's relatives, or the public in the last 12 months. Compared to 2021, both groups were more likely to have experienced Bullying, Harassment, and Abuse. The difference between the two groups has widened from 11.8% of white staff, compared to 11.3% of BAME staff.
Head of Facilities
5b Review the Violence and Aggression Policy
Policy reviewed and updated
August 2023
Monitoring template and metrics developed and agreed Data submitted to Patient Experience Committee every 6 months
Monitor the number of reported incidents of bullying, harassment, and abuse by patients, relatives, or the public.
PEC PALS
5c
August 2023
Staff Survey results sent to each division. Actions plans developed to address bullying, harassment, and abuse
Identify bullying, harassment, and abuse ‘hotspots’ from Staff Survey results
Engagement & OD Manager
September 2023
5d
Metric 6: Bullying and Harassment from Staff Percentage of staff experiencing harassment, bullying or abuse from staff in last twelve months.
Accountable People / Team Head of Operational HR, Partnership Officer
Commentary
No.
Actions
Key Performance Indicators
Deadline
Agree the anonymous reporting mechanisms for bullying, harassment and abuse.
Reporting mechanisms agreed and approved by Workforce Committee and Staff Forum Staff Survey reports featuring bullying, harassment, and abuse figures and feedback, sent to divisions. Action plans developed to address bullying, harassment, and abuse issues in divisions. 10 EDI Champions nominated by divisional managers. 4 EDI Champions training sessions developed and delivered. 90% EDI Champions attended all training meetings.
October 2023
6a
Raise awareness of bullying, harassment, and abuse issues within divisional areas from the staff survey results.
HRBP, Engagement & OD Manager
August 2023
6b
Staff Survey results showed that 21.8% of BAME staff reported experiencing harassment, bullying or abuse from staff in the last 12 months, compared to 19% of white staff. Reported levels have decreased for both white (20%) and BAME (27%) staff since 2021.
Nominate and train EDI Champions from each division for staff to access to discuss or raise concerns of bullying, harassment, or abuse. Map bullying, harassment, and abuse data against the following: Grievance Data Disciplinary Data Exit Interviews Data held by Staff-Side Representatives Data held by Freedom to Speak Up Guardian Data held by Health and Wellbeing Leads Review and update the Respect Campaign and develop new resources and training materials to support this.
Divisional Managers, EDI Team
March 2023
6c
October 2023
HRBP, Partnership Officer,
Bullying, harassment, and abuse data collected EDI bullying, harassment, and abuse actions developed and agreed Trends and patterns identified
October 2023
6d
FTSU Guardian, Engagement & OD Manager
EDI Team, Partnership Officer
Respect Campaign reviewed 6 Respect workshops delivered
6e
January 2023
Metric 7: Equal Opportunities Percentage believing that Trust provides equal opportunities for career progression or promotion.
Accountable People / Team
Commentary
No.
Actions
Key Performance Indicators
Deadline
Explore options for career development opportunities for BAME staff via The Northwest Leadership Academy, NHS
Promote leadership training for BAME staff Explore with the Leadership Academy the number of staff accessing their offers, and whether protected data can be shared.
The Staff Survey results indicate that White colleagues are more likely to believe the Trust provides equal opportunities for career progression or promotion 44.5% of BAME staff believe the Trust provides equal opportunities in career development, compared to 61.3% of white staff. There has been a significant decrease for both white (90%) and BAME (80%) staff since 2021.
7a
OD Specialist
October 2023
and internal leadership and management development programmes.
7b Introduce and develop a positive action leadership programme for BAME staff (See 4c)
OD Specialist OD Specialist, Workforce Development Manager, Ethnic Diversity Group
October 2023
Leadership programmes advertised and promoted cross the Trust and via Ethnic Diversity Group (Staff Network)
7c
(See 4b)
October 2023
Monitor the number of BAME staff attending internal development programmes and those access internal funding avenues.
Workforce Development Manager
7d
(See 4a)
October 2023
Metric 8: Discrimination Percentage of staff experiencing discrimination at work from a manager / team leader or other colleagues in the last twelve months.
Accountable People / Team EDI Team, Partnership Officer, Ethnic Diversity Group
Commentary
No.
Actions
Key Performance Indicators
Deadline
The staff survey results indicate that BAME colleagues are more likely to experience discrimination at work from managers/team leader or other colleagues. 12.7% of BAME staff reported that they have personally experienced discrimination whilst at work, compared to 4.1% of white staff. Reported levels have decreased for both white (6%) and BAME (14%) staff since 2021.
Respect Campaign launched and promoted across the Trust
April 2023
8a Relaunch the Respect Campaign following review (see 6e)
Organise a series of Roadshows across the Trust to promote the Respect Campaign
EDI Team, Partnership Officer
5 roadshows delivered across the different sites.
8b
October 2023
Review completed and policy updated
HRBP, Staff-Side
8c Review the Positive Working Relationships Policy
April 2023
Implement “Let’s Talk Safe Conversations” workshops for managers.
10 Let’s Talk Safe Conversations workshops delivered
8d
EDI Manager
October 2023
Metric 9: Board Representation Percentage difference between the organisations’ Board voting membership and its overall workforce
Accountable People / Team
Commentary
No.
Actions
Key Performance Indicators
Deadline
Identify specialist recruitment agencies that targets BAME candidates for board appointments
3 specialist recruitment agencies identified
9a
October 2023
The difference between the overall BAME Board membership and the BAME workforce is -0.64%. The gap has decreased from -7.5% in 2021.
Company Secretary, with support from
Inclusive Board recruitment programme developed
9b Develop a diverse and Inclusive Board Recruitment programme and process
October 2023
Workforce Colleagues
Develop and action plan based on the publication of the Shattered Hopes report from the NHS.
Action plan developed and approved by the Board
September 2023
9c
Supporting Data Infographic
WRES Data Metric 1: Area by Ethnicity
Clinical (non medical)
Total Workforce
Total Workforce
Non-Clinical
Medical
BAME
14.93%
13.66%
13.09%
33.09%
White
83.41%
84.96%
85.58%
61.71%
Unknown
1.66%
1.38%
1.33%
5.20%
Metric 1: Band Groupings by Ethnicity
Clinical and Non-Clinical
Medical
Total Workforce
Total Workforce
Bands 1-4
Bands 5-7
Bands 8a +
Consultant
Non-Consultant
BAME
14.93%
17.50%
12.72%
9.02%
29.89%
49.47%
White
83.41%
81.22%
86.00%
89.50%
68.39%
38.95%
Unknown
1.66%
1.28%
1.28%
1.47%
1.72%
11.58%
Metric 9:
BME
White
Unknown
The difference between the overall BAME Board membership and the BAME workforce is -0.64%. The gap has decreased from -7.5% in 2021.
Board members by ethnicity
Metric 9: difference between the organisations board voting membership and its overall workforce
14.29%
85.71%
0%
Difference between board membership and workforce
-0.64%
2.31%
-1.66%
Metrics 2 - 8
BME
White
Unknown
Metric 2: Relative likelihood of appointment from shortlisting
White staff are 3.2 times more likely to be appointed from shortlisting compared to BAME staff. The relative likelihood of BAME staff entering the formal disciplinary process is 2.46 times higher compared to white staff. An increase from 0.59 in 2021 to 2.46 in 2022. White staff are 1.17 times more likely to access non mandatory training and CPD than BAME staff. The gap has narrowed from 1.36 times in 2021 to 1.17 in 2022. 16.5% of BAME staff reported experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months. Reported levels have increased for both white (12%) and BAME (11%) staff since 2021. 21.8% of BAME staff reported experiencing harassment, bullying or abuse from staff in the last 12 months, compared to 19% of white staff. Reported levels have decreased for both white (20%) and BAME (27%) staff since 2021. 44.5% of BAME staff believe the Trust provides equal opportunities in career development, compared to 61.3% of white staff. There has been a significant decrease for both white (90%) and BAME (80%) staff since 2021. 12.7% of BAME staff reported that they have personally experienced discrimination whilst at work, compared to 4.1% of white staff. Reported levels have decreased for both white (6%) and BAME (14%) staff since 2021.
14.65%
46.99%
45.65%
BME
White
Unknown
Metric 3: Likelihood of staff entering the formal disciplinary process
3.04%
1.12%
3.64%
BME
White
Unknown
Metric 4: Likelihood of staff accessing non mandatory training and CPD
14.17%
16.59%
12.73%
BME
White
Unknown
Metric 5: Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months Metric 6: Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months Metric 7: Percentage of staff believing that trust provides equal opportunities for career progression or promotion Metric 8: Percentage of staff experiencing discrimination at work from a manager / team leader or other colleagues in the last 12 months
16.50%
12.90%
N/A
BME
White
Unknown
21.80%
19.00%
N/A
BME
White
Unknown
44.50%
61.30%
N/A
BME
White
Unknown
12.70%
4.10%
N/A
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