WORKFORCE RACE EQUALITY STANDARD 2018-2019 Sandra Ovid Equality, Diversity & Inclusion Manager, NEL Sandra.ovid@nhs.net 0203 6881460
Contents About Workforce Race Equality Standard (WRES) 3 Foreword 4 Workforce Race Equality Standard (WRES) Indicators 5 Providers and Compliance 6 WRES Indicators 7 WRES Report 2018-19 8-14 Action Plan 15 Merton CCG WRES 2018-19
About the Workforce Race Equality Standard (WRES ) In 2014, NHS England and the NHS Equality and Diversity Council agreed actions 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. The Workforce Race Equality Standard is a set of indicators that, for the first time, require all organisations with NHS contracts, to demonstrate progress against a number of areas of race equality, including a specific indicators to address the low levels of BME Board representation. Simon Stevens, Chief Executive of NHS England, said: “The Five Year Forward View sets out a direction of travel for the NHS – much of which depends on the health service embracing innovation, engaging and respecting staff, and drawing on the immense talent in our 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.” Merton CCG WRES 2018-19
Foreword Merton CCG is committed to ensuring that diversity and inclusion is at the heart of everything we do in the CCG and to seek assurance from our Providers that they do the same to meet contractual requirements in relation to the Workforce Race Equality Standard (WRES) and Equality Delivery System (EDS2). There is robust evidence for the effectiveness of having an ambition that is based upon commitment to specific goals, monitored by frequent feedback. BME leadership representation across the NHS has shown signs of improvement since the introduction of the WRES, however, there is a clear need for further accelerated improvement. Aspirational goals to increase BME representation at leadership levels and across the workforce pipeline will reinforce the existing WRES programme of work. Many organisations and part of the NHS are already setting aspirational goals for a number of WRES Indicators. Issues of the lack of leadership representation apply as much to the clinical workforce as they do to the non-clinical workforce. Whilst the next part of the WRES strategy focuses upon representation across the Agenda for Change (AfC) bandings, this strategy approach will apply to those NHS staff that do not fall under the Agenda for Change model. This recommended model will align with the timeframe announced by the government on this aspiration for the public sector, it is in line with the timeframe for the NHS Long Term Plan and Interim NHS People Plan and is the basis upon which this strategy is informed for the current WRES programme of work across the NHS. This is our fourth WRES report which sets out the CCG’s performance information against the nine mandatory NHS WRES metrics. Since inception, the CCG has adopted the EDS2 and now we are publishing the WRES report. Publishing reports is one part of ‘Due Regard’. It is about our commitment to ensuring we are inclusive in our service delivery and that our staff reflect the community we serve. The report covers the CCG’s workforce profile, staff survey and board composition by ethnicity. The report also details the calculations and analysis of the results against each metric, with recommendations for improvements where appropriate. The report will be published as an internal document in December 2019 and the new NHSE WRES Strategic Data Collection Service (SDCS) Data submission was submitted to meet the August 2019 timeline. Of note, the CCG is in the process of applying to merge into one South West London (SWL) CCG from April 2020; this will require WRES reporting processes to be updated to reflect this. *RAG ratings are colour coded: Green represents BME experience equivalent to White experience Amber represents some difference between BME and White experience. Red Large difference between BME and White experience. RAG status key BME experience equivalent to white experience Some difference between BME and white experience Merton CCG - WRES Report 2018-19 Large difference between BME and white experience
Key highlights Overall 91% of staff reported their ethnicity as at 31 March 2019. This is an increase of 4% on the previous year where 87% of staff reported their ethnicity. BME staff has increased by 2% on the previous year. The disclosure rate remained relatively the same year on year. Indicator 1: There is an decrease by 5% for BME staff in AfC Bands 1 – 7 compared to the previous year. White and BME staff mirrored with a percentage of 45% for 2018-19. Indicator 2: Shortlisted White candidates are 6.70 times more likely to be appointed to roles than BME candidates. This is an increase with the previous year reporting this as nearly twice as likely. WRES guidance states A figure below “1” would indicate that white candidates are less likely than BME candidates to be appointed from shortlisting . In 2018-19 BME staff numbers in the shortlisted category have increased significantly by 46% compared to the previous year. Indicator 3: 2018-19 data shows that White staff are more likely than BME staff to enter the formal disciplinary process. Indicator 4: The Workforce system now enables the capture of non-mandatory CPD and training across the organisation. 26 members of staff completed the 2018 NHS staff survey. Indicator 5-6: It is hard to carry out a comparison on BME responses because of the low data on the previous year. However, 22% of White staff reported that they experienced harassment, bullying or abuse from patients/relatives or members of the public in the last 12 months. This has increased by 15.3% on the previous year. That said, staff experiencing harassment, bullying or abuse from staff in the last 12 months has also increased by13.3% for White staff and BME staff has increased by 33.3% compared to the previous year. Indicator 7-8 : 90.9% of White staff believe that the organisation provides equal opportunities for career progression or promotion. The numbers were too low to report on BME staff experience regarding equal opportunities for career progression or promotion. The National average for BME on this indicator is 59.3%. Indicator 9 : Currently Merton CCG Governing Body Members are not reflective of its workforce nor the local population it serves. This has remained unchanged from 2017-18. RAG status key BME experience equivalent to white experience Some difference between BME and white Merton CCG WRES 2018-19 experience Large difference between BME and white experience
Workforce Race Equality Indicators For each of these four workforce indicators, compare the data for White and BME staff Indicator Description 2017-18 RAG rating 2018-19 RAG rating 1 Percentage of staff in each of the AfC Bands 1-9 and Developing Developing VSM (including executive Board members) compared with the percentage of staff in the overall workforce Note: Organisations should undertake this calculation separately for nonclinical and for clinical staff 2 Relative likelihood of staff being appointed from Developing Under- developed shortlisting across all posts 3 Relative likelihood of staff entering the formal disciplinary Developing Achieving 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 4 Relative likelihood of staff accessing non-mandatory Under- developed Under developed training and CPD National NHS Staff Survey indicators (or equivalent) For each of the four staff survey indicators, compare the outcomes of the responses for White and BME staff 5 KF 25. Percentage of staff experiencing harassment, Under- developed Under developed bullying or abuse from patients, relatives or the public in last 12 months 6 KF 26. Percentage of staff experiencing harassment, Under- developed Under developed bullying or abuse from staff in last 12 months 7 KF 21. Percentage believing that trust provides equal Under- developed Under developed opportunities for career progression or promotion 8 Q217. In the last 12 months have you personally Under- developed Under developed experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues Board representation indicator. For this indicator, compare the difference for White and BME staff Percentage difference between the organisations’ Board 9 Under developed Under developed Merton CCG WRES 2018-19 voting membership and its overall workforce Note: Only voting members of the Board should be included when considering this indicator
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