Workforce Race Equality Standard
Action Plan 2016
The Workforce Race Equality Standard (WRES)
In 2015 NHS England mandated the Workforce Race Equality Standard (WRES) for all NHS providers. The Standard was mandated in recognition of
the ongoing inequalities in employment experience of Black and Minority Ethnic (BME) staff when compared to White staff. These inequalities have
continued despite a decade of the NHS Race Equality Action Plan.
In July 2015 we published baseline data for the WRES and commenced work on a number of actions to address gaps in data and to understand
issues that were raised as a result of the submission. In July 2016 we submitted our first full year’s data for the WRES to NHS England and the
actions within this plan have been agreed at Board level to address issues that were identified as part of the analysis process.
The first two parts of this action plan focus on the two staff survey indicators where overall staff experience has deteriorated significantly since 2014 –
KF26 and KF21, (please note that BME figures were too low to report and therefore analyse), see the image below for overall scores:
There then follows a number of actions to address different areas of the WRES, for example establishment of a BME network, and further
assessment of training opportunities and recruitment.
Both WRES submissions can be viewed on the Trust webpage along with this 2016 action plan.
2
Action Set 1 - KF26 Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months
Actions Required
Lead on Action(s)
Dignity at Work Policy to be
communicated in the Bridgewater Bulletin
on a quarterly basis – including reference
to the Employee Code of Conduct
Review of NHS Employers resources and
materials on bullying, including antibullying in the NHS
Launch of an ‘anti-bullying’ campaign
Consideration of a bullying hotline
allowing staff members to phone a
confidential number and leave a message
a member of the Human Resources
Team will call back
Consideration of Bullying & Harassment
Advisors/Buddies. Staff can access them
and talk through their issues in the first
instance. They can explain the Trust’s
procedure, discuss options and provide
ongoing support
Set up a Bullying & Harassment page on
the Intranet – The Hub. Highlight
initiatives that include asking for
employee suggestions
Bullying, Harassment & Abuse Survey –
staff to be surveyed on line with all
submissions being anonymous
A Manager’s “Bullying & Harassment”
Guide, based on the Trust’s Policy, which
can give hints and tips to Managers on
how to handle issues that may arise
during employment
Publicise ‘zero tolerance’ through all
Management and Team Leader meetings
Human Resources
Timescale for Completion
of Action(s)
Quarterly Submissions
Human Resources
May 2016
Human Resources
Human Resources
May/June 2016
June 2016
Human Resources and Staff-side
Colleagues
July 2016
Human Resources
June 2016
Human Resources
August with despatch
September
Human Resources
June/July 2016
Heads of Service and Heads of
Departments
Publicise ‘zero tolerance’ in the HR
HR Manager
As per schedules of
meetings throughout
2016/17
June 2016 – Induction
Progress to Date
3
Action Set 1 - KF26 Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months
Actions Required
Induction Booklet that is handed to new
employees at their formal Induction
Programme
Design and Develop a Bullying &
Harassment Module on the Trust’s HR
Skills Programme
Lead on Action(s)
Timescale for Completion
of Action(s)
dates scheduled throughout
the year
Human Resources Business
Partners
July 2016
Progress to Date
Action Set 2 - KF21 Percentage of staff believing the organisation provides equal opportunities for career progression/promotion
Actions Required
Lead on Action(s)
Profile of staff that have successfully
achieved internal promotions in the Trust
Ensure that internal applicants are
reviewed for new posts before external
applicants are considered. If internal
candidates not successful guarantee
feedback look at development
opportunities if they want to progress in
that area
Cascade promotions and new
opportunities through Team Meetings
Workforce Information Team
Timescale for Completion
of Action(s)
Quarterly Reports
Recruiting Managers
Ongoing
Area Directors and Heads of
Corporate Departments
DMT Meetings as
Scheduled
Progress to Date
Corporate Team Meetings
as scheduled
Action Set 3 – WRES
Actions Required
Lead on Action(s)
Establishment of a BME network in
Bridgewater
Equality & Human Rights Project Officer
Internal Staff Survey that focuses on
the key indicators in the Staff Survey
and WRES. With demographic
Equality & Human Rights Project Officer
and Human Resources Team
Timescale for Completion
of Action(s)
30 June 2016 for feasibility
study
Progress to Date
31 July 2016 for returns
New deadline for
4
Action Set 3 – WRES
Actions Required
information collected and an
opportunity to provide further
feedback outside of the survey scope
Assessment of employee relations
cases in relation to BME staff on a
quarterly basis through HR/Electronic
Staff Records (ESR) data recording
Recording of cases reported to the
bullying hotline or to Borough
Advisors/ Buddies to monitor BME
cases
Assessment of successful applicants
through NHS Jobs to determine
success rate for internal BME
applicants
Assessment of non-mandatory
training and mandatory training for
BME staff – take up and successful
completion
Assessment of need and viability of
specific mentoring programme for
BME staff for career progression and
promotion (in line with the proposed
action to ensure internal applicants
are reviewed for new posts before
external candidates and feedback
provided when unsuccessful)
Lead on Action(s)
Timescale for Completion
of Action(s)
responses 31 October 2016
Equality & Human Rights Project Officer
and Human Resources Team
30th June 2017 for setting
up process and then
ongoing
See KF 26
See KF 26
Equality & Human Rights Project Officer
and Recruitment Team
31 July 2016
Equality & Human Rights Project Officer
and Learning & Development Team
Under consideration, target
date to be set once scope
of issue clarified
Equality & Human Rights Project Officer
Under consideration, target
date to be set once scope
of issue clarified
Progress to Date
Contact Details
For further information please contact:
Ruth Besford (Equality & Human Rights Project Officer)
Tel: 01942 482992 Email: [email protected]
5