Workforce Race Equality Standard (WRES)

Homerton Assessment

WRES• The Equality and Diversity Council (EDC) agreed that a Workforce

Race Equality Standard (WRES) for the NHS be consulted on, with a view to it being included in the NHS standard contract 2015/16. Over three months of extensive consultation has taken place with key stakeholders regarding the WRES.

• The WRES has been welcomed as a positive step forward for Trusts to deliver their responsibilities under the equality agenda and has now been included in the 2015/16 NHS standard contract. The WRES forms the first phase in a programme of work addressing workforce equality issues.

• The Workforce Race Equality Standard seeks to tackle one particular aspect of equality – the consistently less favourable treatment of the BME workforce – in respect of their treatment and experience.

• It draws on new research about both the scale and persistence of such disadvantage and the evidence of the close links between discrimination against staff and patient care.

 1Percentage of BME staff in bands 8-9 VSM (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce. 

 2Relative 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 average of the current year and the previous year. However, currently data is only available within the Trust from 1 April 2014. We continue to improve systems to capture this data .

WRES Indicators  

4 Relative likelihood of BME staff accessing non-mandatory training and CPD as compared to White staff. 

5 KF18 – Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months. 

 6 KF19 – Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months.

WRES Indicators  

 7 KF27 Percentage believing that the trust provides equal opportunities for career progression or promotion. 

 8

Q23. In the last 12 months have personally experienced discrimination at work from any of the following?

b) Manager / team leader or other colleagues 

 9 Boards are expected to be broadly representative of the population they serve. 

WRES Indicators

Asian Black Mixed Not stated Other White 0

5

10

15

20

25

30

35

40

45

50

%

Trust Employees by Ethnicity %

Trust Employees by Band and Ethnicity (Excluding Medical)

Apprentice B1 B2 B3 B4 B5 B6 B7 B8a B8b B8c B8d B9 VSM0

100

200

300

400

500

600

700

800

Asian Black Mixed Not Stated Other White

Appren-tice

B1 B2 B3 B4 B5 B6 B7 B8a B8b B8c B8d B9 VSM0

100

200

300

400

500

600

FemaleMale

Trust Staff By Band and By Gender (excluding Medical)

Indicator 1:Percentage of BME staff in bands 8-9 VSM ( including executive Board members and senior medical staff) compared with

the percentage of BME staff in the overall workforce. 

B8a B8b B8c B8d B9 VSM0.00%

10.00%20.00%30.00%40.00%50.00%60.00%70.00%80.00%90.00%

100.00%

Staff in Bands 8a+ by Ethnicity % (Excluding Medical Workforce)

White %Black %Asian %Mixed %Other %Not stated %

B8a B8b B8c B8d B9 VSM0.00%

20.00%

40.00%

60.00%

80.00%

100.00%

Staff in Bands 8a+ by Gender % (Excluding Medical Workforce)

Female % Male %

Medical Workforce by Gender and Ethnicity

• Black staff only represent 4% of the Trust’s Medical Workforce compared to 26% being Asian and 56% White.

Female Male0.00%

20.00%

40.00%

60.00%

Medical Workforce by Gender %

Asian Black Mixed Not Stated Other White0.00%

20.00%

40.00%

60.00%

Medical Workforce by Gender Ethnicity %

• In terms of gender, within the medical workforce there is almost a 50/50 split.

Indicator 2: Relative likelihood of BME staff being appointed from short listing compared to that of White staff being appointed from shortlisting across all posts.

Hackney Residents Trust Employees Applicants Shortlisted Appointed0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

9.1%14.4%

24.0%16.8% 16.4%

23.1%

30.3%

34.2%

36.3%

25.9%1.4%

0.8%

0.6%

0.6%

0.5%

6.4%

2.7%

4.2%

4.0%

2.6%

54.7%46.3%

30.5%36.8%

48.5%

5.3% 3.0% 3.6% 2.8% 1.3%2.5% 2.9% 2.9% 4.5%

Hackney Residents, Trust Employees compared with Recruitment by Eth-nicity

Asian Black Chinese Mixed

White Any Other Not Disclosed

Indicator 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.

Dismissal Formal Sanction Grievance Bullying & Harassment0

5

10

15

20

25

Employee Relations by Ethnicity

Asian Black Mixed White Other Not stated Undisclosed

Indicator 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.

• Despite Black staff only representing 30% of the organisation, they account for almost 50% of the Trust dismissals, whereas white staff account for only 6% of dismissals.

• Asian staff represent 14% of the Trust and account for 20% of the Trust’s Bullying & Harassment complaints and only 6% of the Trust’s dismissals.

• 35% of formal sanctions are against Black staff compared to only 5% of formal sanctions being issued to White staff.

• 29% of grievances received are from Black staff in comparison with only 6% of grievances from White staff.

Asian Black Mixed Not Stated Other Undefined White0

500

1000

1500

2000

2500

3000

3500

4000

Non-Mandatory Training by Ethnicity

Indicator 4: Relative likelihood of BME staff accessing non- mandatory Training and CPD as compared to White staff

White Black Asian Not Stated02468

1012141618

Leadership Training by Ethnicity

20152014

Male Female0

5

10

15

20

Leadership Training by Gender

20152014

Indicator 4: Relative likelihood of BME staff accessing non- mandatory Training and CPD as compared to White staff

Indicator: 5 KF18 Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months Q Problem Score Text

Trust Average %

White MixedAsian/Asian

BritishBlack/Black

BritishChinese

and other

21aHarassment, bullying or abuse from patients/service users, their relatives or members of the public

30 30 27 22 31 32

Indicator 6: KF19 Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months

Q Problem Score TextTrust

Average %White Mixed

Asian/Asian British

Black/Black British

Chinese and other

21bHarassment, bullying or abuse from manager/team leader or other colleagues

24 21 31 27 26 31

21c+

Last experience of harassment/bullying/abuse not reported

50 49 40 53 52 50

Green = >3% better than Trust average ; Amber = within 3% of Trust average ; Red = >3% worse than Trust average.

Indicator 7: KF27 Percentage believing that trust provides equal opportunities for career progression or promotion. Q Problem Score Text

Trust Average %

White MixedAsian/Asian

BritishBlack/Black

BritishChinese

and other

22Organisation does not act fairly: career progression

13 8 13 14 25 17

Indicator 8: Q23b. In the last 12 months have you personally experienced discrimination at work from any of the following? Manager / team leader or other colleagues

Q Problem Score TextTrust

Average %White Mixed

Asian/Asian British

Black/Black British

Chinese and other

23aDiscrimination from patients/service users, their relatives or other members of the public

8 7 6 6 13 6

23bDiscrimination from manager/team leader or other colleagues

11 8 6 15 16 19

Indicator 7: KF.27 Percentage believing that trust provides equal opportunities for career progression or promotion.

• Over 50% of the Trust’s promotions are of White staff, despite White staff only representing only 46.3% of the workforce.

• Just over 25% of promotions are of Black staff, despite them representing 30% of the workforce. • 14% of Trust promotions are Asian staff, and they account for 14% of the workforce.

Asian Black Chinese Mixed White Other Not Stated0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

14.0%

25.7%

0.6%3.4%

52.5%

1.7% 2.2%

Promotions by Ethnicity %

Indicator 9: Boards are expected to be broadly representative of the population they serve

White Not stated0.00%

10.00%

20.00%

30.00%

40.00%

50.00%

60.00%

70.00%

Board Representation by Ethnicity

%

Findings

1

• The data from ESR evidences that there is an under-representation of Black and Asian staff in posts that are Band 8a and above, and there is no representation of Black and Asian staff in Bands 8d and Band 9.

• There are no staff recorded as Black or Asian occupying VSM posts. • Further analysis is being undertaken in terms of Black and Asian staff in

senior medical posts.

2• The data from NHS Jobs shows that 25.9% of Black applicants are appointed

compared to 36.3% of Black applicants being shortlisted.

3

• The data from ESR illustrates that, despite Black staff representing 30% of the organisation, they account for almost 50% of the Trust dismissals.

• Asian staff represent 14% of the Trust and account for 20% of the Trust’s Bullying & Harassment complaints and only 6% of the Trust’s dismissals.

• 35% of formal sanctions are against Black staff, compared to only 5% of formal sanctions issued to White staff.

• 29% of Grievances received are from Black staff in comparison with only 6% of grievances from White staff.

4

• 36% of non mandatory training places are accessed by Black staff, which is proportionate to the number of Black staff employed by the Trust.

• Black and Asian staff are under-represented on leadership development programmes.

5

• The results from Asian staff were significantly lower than the Trust average for harassment, bullying or abuse from patients/service users, their relatives or members of the public. The results for White, Mixed, Black and Chinese were comparable with the Trust average of 30%.

• BME Staff did not appear to be disproportionately affected by violence and aggression.

6

• Harassment and Bullying or abuse from manager/team leader is a significant concern amongst Mixed staff and staff that are Chinese/other. These are significantly above the Trust’s average of 24%.

• Staff from a Mixed background are more likely to report an experience of bullying and harassment than other groups.

Findings

7

• The number of Black staff that felt that the organisation does not act fairly in terms of Career Progression is significantly over the Trust average of 13%.

• The data from ESR demonstrates that over 50% of promotions in 2014 were of White staff, who represent just over 45% of the staff population. Black staff represent 30% of the organisation, but only account for just over 25% of promotions.

• Asian staff represent 14% of the Trust population and account for 14% of Trust promotions.

8• In relation to discrimination, the respondents who felt discriminated against

by their manager/team leader/colleagues were Black, Asian, Chinese and other.

9 • There is no Black or Asian representation on the Trust board.

Findings

What We are Doing Currently?• We have developed a robust Staff Survey action plan in response

to the 2014 National Staff Survey results. The plan contains a number of significant actions that are in progress;

• Further analysis of Workforce data to identify trends;• An active Equality Steering Group;• Workforce Committee established in April 2015;• Development of a Workforce Strategy to pull together Trust-wide

workforce issues;• Raising the focus of Equality and Diversity within the Trust’s overall

Workforce Strategy;• Implementing the Equality Delivery System 2 (EDS).

• We have amended our internal HR KPI’s to include analysis by protected groups;

• We are implementing a programme specifically designed to support BME staff to access opportunities for development and career progression.

What We are Doing Currently?