1. Introduction
In May 2016, the NHS Equality and Diversity Council published the NHS Workforce Race Equality Standard
(WRES), 2015 data analysis for NHS Trusts. The report provides an analysis, based on data collected in July 2015
(staff survey results relating to 2014), as a baseline. The report provides comparison data from 4 of the 9 WRES
indicators, reflective of the national Staff Survey questions:
2.
Findings from the report
A summary of the main overall findings are as follows:
The report then provides detailed feedback by NHS Trust type. The main points for Mental Health and Learning
Disabilities Trusts across the country are detailed by indicator below:
a)
Indicator 5, KF18: Percentage of staff who report experiencing harassment, bullying or abuse from
patients, relatives or the public in the last 12 months.
KMPT reported data: White = 25% & BME = 26%.
Therefore KMPT has a similar profile to MH Trusts, with BME reporting a higher %, with only 1% difference
between white and BME scorings. KMPT is well below the overall average of 41.5%, as published in the 2014 Staff
Survey.
b) Indicator 6, KF19: percentage of staff experiencing harassment, bullying or abuse from staff in the last 12
months
KMPT reported data: White = 21% & BME = 21%. Nationally reported data as follows:
Therefore, KMPT has the same reporting by white and BME’s of reported experiences, no gap between, as did 2
other organisations. The score is the same as the average figure, as published in the 2014 Staff Survey.
c) Indicator 7, KF27: Percentage believing Trust provides equal opportunities for career progression or
promotion
KMPT reported data: White = 89% & BME = 76%. Nationally reported data as follows:
Therefore KMPT are the same as the majority of MH Trusts to experience lower %’s of BME staff believing equal
opportunities for career progression or promotion, with a gap of 13%. BME reported number is 10% lower than
the overall average figure of 86%, as published in the 2014 national staff survey.
d) Indicator 8, Q23: In the last 12 months have you personally experienced discrimination at work from any
of the following? Manager/Team leader or other colleague
KMPT reported data: White = 9% & BME = 24%. Nationally reported data as follows:
Therefore KMPT show the same reporting experience as the majority of MH Trusts, in relation to BME reporting
higher % of discrimination from manager/team leaders, with a 15% difference between white and BME. The
highest differential in MH Trusts was 22% points. KMPT reported a high number of BME’s experiencing this
discrimination and both white and BME above the national average of 7.8%, as per 2014 national Staff Survey.
Also, note that the WRES reports on the following additional indicators, which were not covered within the
report:
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.
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 average of the current year and the
previous year.
4. Relative likelihood of BME staff accessing non-mandatory training and CPD as compared to White staff
9. Boards are expected to be broadly representative of the population they serve.
3. Next steps:
There are a number of main themes, as identified in the report to help facilitate improving the workforce race
equality agenda:
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Leadership & Governance – WRES to be mainstream business and Board support. Developmental
initiatives and leadership programmes to support this, as part of the ‘well led’ domain of CQC standards.
Engagement – involvement of staff, staff networks, staff side representatives. Encouragement of
feedback and support in networks. Being able to express concerns and be listened to, plus being involved
in the WRES data results.
Data sources and action plans – using similar questions in any local surveys, full Staff Survey at regular
intervals, use WRES report to compare against peers, engage with staff, produce action plans, reduce
inequalities.
WRES data reporting – sign off of WRES submission and publication on website.
Transparency – Open and Clear about the position, engagement and sharing progress/achievements.
Evidence based practice – Use WRES team to support replicable good practice.
Equally the introduction of the Equality Delivery System (EDS) in 2002 and its later refresh, had been supported by
KMPT, with the publishing of the Equality and Diversity Objectives, which set plans for 2014-2017.
The workforce elements of this plan were as follows, and updates have been provided annually as part of the
audit account:
4. Next Steps
Whilst the results for indicators 5 and 6 are not where KMPT aspires to be, the results do not indicate that this is
specifically due to the race of staff.
However, the below sets out what has been undertaken specifically to support the 4 WRES reported areas, and
what work still needs to be done:
Indicator
2015 results
Actions taken to improve
Best practice/learning from
(for staff survey 2014)
5
6
White – 25%
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BME – 26%
White – 21%
BME – 21%
7
White – 89%
BME – 76%
8
White 9%
BME – 24%
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Devon Partnership
North Staffs combined
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EU referendum – zero tolerance
communication to staff
Staff training
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BME network
Monitoring of ER cases by BME
Staff training
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North Staffs
Worcestershire
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BME network
Learning and Development
policies
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Calderstones
Devon
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EU referendum – zero tolerance
BME network
E&D Surgeries
Staff training
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Camden & Islington
The aim is to progress a small number of initiatives in order that the impact of these can be assessed to see
whether making a difference and that the following year we can set targets. The Equality and Diversity Steering
Group agreed to the implementation of a Diversity and Inclusion group and this group will help to formalise more
specific actions and targets, but anticipated actions include:
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Encourage Green Button reporting
Staff Forums
Use of Peer Support workers
Raising awareness sessions
Refresh networks
Shadowing
Professional development
Coaching and mentoring
External presentations
Focus groups
E&D Surgeries
Also, the commitment to the E&D agenda, and building on good practice already in place, the above can then be
extrapolated across other protected characteristics/equality strands as part of the wider review of the Equality
and Objectives for post 2017.
5. Recommendations
a) To agree ‘next steps’ section for broad principles
b) To agree to receive an action plan, which will also be built for Service Line action plans (to be monitored
via the E&D Steering Group), including post 2017 objectives for all equality strands in 3 months –
December 2017
c) To support embedding the actions across the Equality and Diversity agenda
d) To support the implementation of a Diversity and Inclusion group