Equality Delivery System
Delegate Handbook
Goal 3
Our Aim
Empowered, Engaged & Well Supported Staff
Our Aim – Empowered, Engaged & Well Supported Staff
3.1
Points
To
Consider
A-F
Assess us on
Recruitment and selection processes are fair, inclusive
and transparent so that the workforce becomes as
diverse as it can be within all occupations and grades
A > Through the use of best
B > Through the use of best available
C > Does the organisation engage
available evidence, can the
organisation demonstrate that staff
from protected groups, experience
inclusive and equitable recruitment
and selection processes within all
occupations and grades?
evidence, can the organisation
demonstrate that staff from protected
groups are represented on the Board, in
senior management teams and in clinical
leadership roles, to the same extent that
they are reflected in the total workforce of
the organisation and the population being
served?
with staff-side organisations and
staff about ensuring that recruitment
and selection processes are fair,
inclusive and transparent for staff
from protected groups, and how to
make progress?
D > Does the organisation take
E > Does the organisation deal with
F > Does the organisation have
account of key disadvantaged groups
in the above processes?
instances of possible unfairness &
discrimination in recruitment and
selection processes for protected groups,
and quality assure practice and outcome,
through mainstream processes?
plans in place to progress to the next
level, with milestones?
1
STATISTICAL DATA FOR OUTCOME 3.1
Recruitment Data Analysis For Quarter 1 & 2 for 2012 / 2013
The recruitment team undertake a quarterly recruitment diversity dashboard on 6 of the protected characteristics, which will be undertaken as part of the ongoing monitoring of recruitment and selection procedures. This process reviews the recruitment process from advert, through to short listing, testing, interview,
and appointment stages, in order to evaluate the lessons learnt at each point in the process and to implement improvements wherever possible in the
process. The recruitment figures taken from the NHS Jobs report for the 2012/13 across various vacancies advertised, the data was based on 1138
applications received during the last reporting period compared with 1077 during the same period in 2011, the data shows the following analysis for Jan – Dec
2011 / 2012, under the six protected characteristic groups for applications.
Turnover by Age
Turnover by Religious Belief
This data shows the number of staff who have left the Trust and percentage of
Turnover by Age
Jan to Dec 2011
This data shows the number of staff who have left the Trust and percentage of
Turnover by Religious Belief
Jan to Dec 2012
Jan to Dec 2011
Jan to Dec 2012
24
9.34%
40
4.16%
0
0.00%
1
0.00%
68
6.24%
134
6.12%
16 - 20
16
21.92%
10
10.00%
Atheism
21 - 25
41
12.22%
71
13.55%
Buddhism
26 - 30
38
8.21%
45
6.62%
Christianity
31 - 35
39
6.51%
35
3.88%
Hinduism
2
28.57%
1
12.89%
36 - 40
40
6.12%
51
5.98%
41 - 45
34
5.84%
23
2.86%
I do not wish
to disclose
17
5.78%
49
7.94%
46 - 50
31
5.71%
23
3.83%
Islam
5
26.32%
1
0.00%
51 - 55
37
8.33%
30
5.54%
Judaism
0
0.00%
56 - 60
45
14.83%
48
13.29%
Other
23
6.68%
61 - 65
46
27.38%
38
19.51%
Sikhism
66 - 70
8
28.57%
17
29.82%
Undefined
TURNOVER
Turnover for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 6.77%
01-Jan-2011 to 31-Dec-2011 was 7.25%
01-Jan-2010 to 31-Dec-2010 was 6.49%
01-Jan-2009 to 31-Dec-2009 was 6.23%
8
4.85%
5
29.41%
5
16.76%
248
10.58%
137
8.02%
TURNOVER
Turnover for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 6.77%
01-Jan-2011 to 31-Dec-2011 was 7.25%
01-Jan-2010 to 31-Dec-2010 was 6.49%
01-Jan-2009 to 31-Dec-2009 was 6.23%
by FTE and 9.55% by headcount
(FTE) and 8.98% by headcount
(FTE)
(FTE)
The three highest levels of turnover are found in the 21 - 25 group; 56-60 group
and 61-70 group. More staff aged over 41 have left the Trust during 2012 than
in 2011, and is corrolated with the % headcount increase due to the ceasation
of student bursarys.
by FTE and 9.55% by headcount
(FTE) and 8.98% by headcount
(FTE)
(FTE)
The highest level of turnover is in the Christianity staff category. It is also
noted that the number of "undefined" has significantly reduced enabling more
accurate reporting.
2
Recruitment Data Analysis For Quarter 1 & 2 for 2012 / 2013
Turnover by Ethnicity
Turnover by Gender
This data shows the number of staff who have left the Trust and percentage of
Turnover by Ethnicity
Jan to Dec 2011
299
8.20%
Jan to Dec 2012
342
9.41%
BME
21
15.00%
13
8.64%
Not Stated
57
13.80%
36
11.59%
White
TURNOVER
Turnover for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 6.77%
01-Jan-2011 to 31-Dec-2011 was 7.25%
01-Jan-2010 to 31-Dec-2010 was 6.49%
01-Jan-2009 to 31-Dec-2009 was 6.23%
This data shows the number of staff who have left the Trust and percentage of
Turnover by Gender
Female
Male
Jan to Dec 2011
165
10.23%
Jan to Dec 2012
153
6.12%
212
238
8.20%
TURNOVER
Turnover for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 6.77%
01-Jan-2011 to 31-Dec-2011 was 7.25%
01-Jan-2010 to 31-Dec-2010 was 6.49%
01-Jan-2009 to 31-Dec-2009 was 6.23%
by FTE and 9.55% by headcount
(FTE) and 8.98% by headcount
(FTE)
(FTE)
This data shows that fewer BME staff have left the Trust during 2012, when
compared with those leaving during the previous year.
The % headcount increase is due to the ceasation of student bursarys.
7.14%
by FTE and 9.55% by headcount
(FTE) and 8.98% by headcount
(FTE)
(FTE)
Turnover levels have reduced slightly for both male and female staff.
The % headcount increase is due to the ceasation of student bursarys.
Turnover by Sexual Orientation
Turnover by Disability
This data shows the number of staff who have left the Trust and percentage of
Turnover by Sexual Orientation
This data shows the number of staff who have left the Trust and percentage of
Turnover by Disability
Jan to Dec 2011
2
11.76%
Jan to Dec 2012
2
4.96%
Gay
3
8.70%
4
8.15%
Not Declared
0
0.00%
3
69.44%
Heterosexual
108
6.76%
215
6.02%
Undefined
350
8.67%
353
6.51%
I do not w ish to
disclose
13
7.08%
27
7.03%
Yes
8
20.51%
18
7.49%
Lesbian
3
13.33%
6
11.10%
Undefined
248
10.58%
137
8.02%
Bisexual
TURNOVER
Turnover for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 6.77%
01-Jan-2011 to 31-Dec-2011 was 7.25%
01-Jan-2010 to 31-Dec-2010 was 6.49%
01-Jan-2009 to 31-Dec-2009 was 6.23%
No
Jan to Dec 2011
19
15.97%
TURNOVER
Turnover for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 6.77%
01-Jan-2011 to 31-Dec-2011 was 7.25%
01-Jan-2010 to 31-Dec-2010 was 6.49%
01-Jan-2009 to 31-Dec-2009 was 6.23%
by FTE and 9.55% by headcount
(FTE) and 8.98% by headcount
(FTE)
(FTE)
The data shows that the majority of staff leaving the Trust are recorded as
hetrosexual. The number of "undefined" staff is reducing as data recording is
more successful.
3
Jan to Dec 2012
17
11.61%
by FTE and 9.55% by headcount
(FTE) and 8.98% by headcount
(FTE)
(FTE)
The number of staff who have left the Trust and have also stated they have a
disability remain low in both 2011 and 2012. The % in 2012 is lower than 2011
whist the headcount is higher - this is because there are more staff reported as
having a disabilty which in turn reduces the %.
Our Evidence For Outcome 3.1
Recruitment data Analysis For Quarter 1 & 2 in 2012 / 2013
Age
The second quarter this year saw an increase in applications under the age of 30
years, of 45.87% (522 individuals) compared to last year’s second quarter data, which
reported 35.75% (385 individuals). Applications from the age of 30-59, were
consistently high in this quarter compared to last year’s second quarter.
WMAS has in place practices and
procedures, together with data
monitoring, to provide fair and
consistent recruitment and selection
processes for employees and
applicants
Disability
The number of disabled applications increased slightly in this second quarter, with a total figure of 4.66% (53
individuals) compared to last year for the same period, which recorded a total figure of 3.53% (38 individuals) and the
number of undisclosed decreased from 13 last year to only 4 this quarter.
Ethnicity
A total of 17.93% (204) of applications from BME were received, which is a decrease in the number of BME
applications compared to last year in the same period it was reported 20% (218 individuals) of
applicants were from BME backgrounds. The Trust recruits through NHS Jobs website in the same
way as all other NHS organisations. However, further work will need to be undertaken to
understand why applications from BME communities for ambulance service posts are low and
whether this is due to marketing or some other factors.
Gender
The data reflect the continuing ratio of 60/40 male to females.
Religion and Belief
The religious belief of applicants in the third quarter remained at similar levels to previous quarters, in that nearly 60% of applicants regarded
themselves of the Christian belief, with a significant increase in those declaring Atheism at 10.9% (248 individuals), compared to last year, the
figure recorded was 10.58% (114 individuals) and 6% (145) declaring Islam as their religion compared to last year, the same quarter the figure
recorded was 7.8% (84 individuals) and at least 10% of applicants did not disclose their religious belief.
4
Sexual Orientation
There is a slight increase in the heterosexual applications, in the last quarter a figure of 93.59% (1065 individuals) was reported which may be
accounted for the reduced number of undisclosed in this quarter, of 3.43% (39 individuals, compared to 7.24% (78 individuals) to the same
period last year. We receive very few applications from gay/lesbian or bisexual candidates.
Successful Appointments
The recruitment diversity dashboard shows data on the six protected characteristics for the last quarter
(July-September) of 2012/13, compared with the same period in 2011/10.
Age
The age ratio of appointments in this quarter is 40/60% for applicants aged under 30 years and
applicants over 30 years of age respectively.
Disability
The percentage of disabled applicants appointed increased in quarter 2 of this year compared to last year
for the same period.
Ethnicity
The appointments of BME applicants decreased in this second quarter to 3% compared to the same period last year the reported figure was
10%, which may reflect the increased internal appointments this year.
Gender
The data shows an increase in the number of female appointments being made from
32.26% appointed last year to 44% successful appointment made this year.
Religion and Belief
The number of applicants appointed in this quarter showed a slight decrease in other and
undisclosed and with an increase in Atheism.
Sexual Orientation
The number of appointments increased amongst the non-heterosexual applicants; however the
number of undisclosed increased, compared to the same quarter last year.
5
Positive Action Training
The recruitment review group identified the need to ensure all interview panel members are trained around fair and consistent approach when
shortlisting, interviewing and appointment decisions are made. The purpose of the training is to develop knowledge and understanding of the
recruitment, selection and interview process, for those involved in its implementation, in order to deliver a fair, appropriate and effective service.
Currently there are 104 Managers & Senior Managers who would be required to attend the Recruitment & Selection Training. In addition there
are approximately 16 HR / Recruitment Staff who regularly support managers during the interview / selection stages. A pilot training session took
place in November 2012 with 16 of the HR/Recruitment staff. All chairs of the interview panel shall go through the training in the first instance,
with the training to the remaining Managers and Staff who are involved in Recruitment & Selection, to be delivered during 2013/14.
Analysis
The Trust has set up a recruitment review group, which is chaired by a Non- Executive Director and reports directly to Trust Board, to
specifically look at the strategic equality objective 4; “Increase the representation of Black Minority and Ethnic and disabled staff across
groups and pay scales within the Trust” which are underrepresented groups of the workforce, as identified from the January 2012 Equality
Data Analysis report.
The EDS staff grading event, which took place in March 2012, enabled the equalities team to understand staff experiences and their
understanding of barriers to recruitment, a full review of the feedback has been embedded
into the Recruitment review group’s action plan.
Further analysis of gender data in frontline services leading to a sense of actions arising
from that analysis
Consideration of the impact of age legislation, has been incorporated into workforce plans
Review and implementation of employment monitoring best practice
Further awareness and engagement events amongst BME communities, are planned to
take place during January 2013- March 2013.
The Trust’s recruitment policy demonstrates a positive action Implementation of positive
employment practices to encourage underrepresented groups to the Trust.
National Ambulance work stream has been agreed to review positive action and
recruitment initiatives, to encourage under- represented groups into the Ambulance sector.
6
Recording Data In Recruitment
Diversity data is taken from NHS Jobs reports for each quarter of the current financial year against the 6 protected characteristics. NHS
Jobs application form and equal opportunities reports do not provide data on the additional 3 protected characteristics. To revise the NHS
application form and provision of data on the 9 protected characteristics under the Equality Act 2010, will require national change by NHS
Jobs and Electronic Staff Records (ESR) national groups. However, the reports from NHS Jobs are limited in detail and after a period of
approximately eighteen months are deleted from the NHS Jobs website.
NHS Jobs is currently being amended and should provide a more sophisticated reporting suite, this system is due to go live in 2013.
A Diversity Dashboard showing data for each quarter of the financial year is reported to the Workforce Development Committee by the
Head of Recruitment, together with narrative against the 6 protected characteristics. Narratives indicate that BME applicants fail at shortlisting or selection assessment stages and therefore work needs to be undertaken to identify what additional support is required in these
areas. Random analysis of individual vacancies will also help understand the reasons and levels of unsuccessful applicants.
The Trust’s Recruitment and Selection Policy outlines the recruitment and selection processes aimed to ensure that applicants are
selected on grounds of ability and suitability for vacancies, and to be consistent and fair in the selection process, providing equality of
opportunity for all applicants.
The Policy and associated processes, together with pre-employment checks, comply with employment legislation, NHS requirements and
Codes of Practice.
All vacancies are advertised through the Trust’s Weekly Brief staff magazine, NHS Jobs website and Job Centres. All applicants
complete the same NHS Jobs application form.
Staff-side Representatives are engaged on the Trust’s Workforce Development Committee, the Policy Group and the Trust’s Regional
Partnership Forum. They also participate in same recruitment and selection programmes, such as recruitment of Operational Supervisors
and Student Paramedics, through observing, marking and facilitating selection assessments.
Template advertisements have been updated to state that applications from part time workers are also welcomed.
The NHS Jobs application section includes a statement that the Trust positively welcomes diversity and other changes include providing
all applicants with access to both a telephone number and an email address for a recruitment contact.
7
During all stages of recruitment and selection, help and assistance is available to disabled and BME candidates as and when required.
For example, the Recruitment Advisers are accredited Workplace Dyslexia Assessor, trained through the British Dyslexia Association.
Complaints or concerns can be raised by candidates at any time during the recruitment process directly to the Recruitment Advisers. If
they are unable to help or resolve matters, escalation is made to the Head of HR. Internal applicants also have the Trust’s internal
procedures that can be invoked, e.g. Grievance Procedure, Dignity at Work and the Equal Opportunities Procedures.
Attendance at Career events takes place, albeit were limited in current financial year.
The Trust has included a Positive Action statement on the NHS Jobs website which appears for each vacancy
Work is currently being undertaken to revamp the current internal and external website which will include signposting to assistance with
assessment skills i.e. Literacy & Numeracy and promoting the various opportunities available within the Trust
8
Student Paramedic Targeted Recruitment Campaign
Following the approval of the Student Paramedic vacancy in March 2013, a small working group was established to collate an action plan to
ensure that this vacancy was communicated to the BME communities to encourage applications from these underrepresented groups.
.
Below, is a table that shows the various methods of engagement implemented by the Trust across the duration of the vacancy:
Date
Event
Location
Friday 8
March 2013
Social media
update
Facebook & Twitter
th
Social media
update
Social media
update
th
Saturday 9
March 2013
th
Sunday 10
March 2013
Engagement event
th
Monday 11
March 2013
Engagement event
*demo ambulance
booked
Social media
update
Facebook & Twitter
Facebook & Twitter
New Street Train
Station
Morrisons 280
Coventry Rd, Small
Heath, Birmingham,
West Midlands B10
0XA
Facebook & Twitter
Recorded interview
Big City Radio – main
station for Aston and
its surrounding areas
Social media
update
Facebook & Twitter
Tuesday
th
12 March
2013
Wednesday
th
13 March
2013
Social media
update
Facebook & Twitter
9
Thursday
th
14 March
2013
Social media
update
Engagement event
Facebook & Twitter
Job Centre Plus
Temple Row House,
25-45 Soho Road,
Birmingham B21 9SL
Tally Ho, Birmingham
Engagement event
Leaflet distribution
/ engagement
events
Engagement event
*demo ambulance
booked
th
Friday 15
March 2013
Engagement event
*demo ambulance
booked
Social media
update
Saturday
th
16 March
2013
Nishkam Centre, Soho
Road, Birmingham
& One Stop Shopping
Centre
Ghomkol Sharif
Mosque
150 Golden Hillock
Road, Small Heath,
Birmingham, West
Midlands B10 0DX
ASDA @ Smethwick
Facebook & Twitter
Social media
update
Facebook & Twitter
Social media
update
Facebook & Twitter
Social media
update
Facebook & Twitter
th
Sunday 17
March 2013
th
Monday 18
March 2013
10
The use of social media sites was extremely beneficial in ensuring that potential applicants were aware of where the events were being held
and also provided reminders of the vacancy closing date.
The team had their photographs added to the sites and responded to questions from members of the public to provide a more ‘humanistic’
approach to the recruitment campaign which was extremely well received.
All events were well attended and were used to not only promote the Student Paramedic vacancy but also to signpost individuals to the NHS
Jobs website and provide contact details for the recruitment team.
Angad Flora, Paramedic for WMAS, also pictured
with his brother Anand (also a WMAS Paramedic)
below, also supported the engagement event held
at Handsworth Job Centre. His input was
invaluable and as a previous Student Paramedic
he used his past experiences to champion the
training programme. Angad is also assisting on
the assessment days to provide applicants with
some personal support.
11
Our Aim – Empowered, Engaged & Well Supported Staff
3.2
Points
To
Consider
A-E
Assess us on
Levels of pay and related terms and conditions are fairly
determined for all posts, with staff doing equal work and
work rated as of equal value being entitled to equal pay
A > Through the use of best available
B > Does the organisation engage
C > Does the organisation take
evidence, can the organisation
demonstrate that staff from protected
groups enjoy levels of pay and related
terms & conditions no different to the
pay and related terms & conditions for
staff as a whole doing equal work or
work rated as equal value?
with staff-side organisations and
staff about ensuring pay and
related terms & conditions for staff
from protected groups are fairly
determined for all posts, and how
to make progress?
account of key disadvantaged
groups in the above
processes?
D > Does the organisation deal with instances of
E > Does the organisation have plans
possible unfairness and discrimination with regards to
pay and related terms & conditions for protected groups,
and quality assure practice and outcomes, trough
mainstream processes?
in place to progress to the next level,
with milestones?
12
STATISTICAL DATA FOR OUTCOME 3.2
Gender by Pay
There are few changes in respect of sex. The key area of focus is equal pay, with a new Code of Practice now in place. NHS
organisations must make sure that they are carrying out regular pay audits and assessing whether there are any significant
gender pay gaps which they need to address.
There is also a mandatory reporting requirement on the gender pay gap which organisations will need to comply with.
Jan to Dec 2011
Jan to Dec 2012
Jan to Dec 2011
Male
Female
Male
Female
Male
Female
Male
Female
1.55%
0.19%
3.47%
0.16%
Band 1
65
8
66
7
Band 2
4.63%
2.13%
6.85%
2.47%
Band 2
195
90
222
101
Band 3
10.70%
8.14%
9.15%
7.50%
Band 3
450
342
384
307
Band 4
9.26%
8.54%
10.48%
8.00%
Band 4
389
359
374
328
Band 5
9.95%
6.85%
13.93%
7.75%
Band 5
418
288
439
317
Band 6
17.90%
8.59%
10.55%
8.81%
Band 6
752
361
726
361
Band 7
2.82%
1.00%
2.21%
1.15%
Band 7
118
42
136
47
Band 8+
2.03%
0.62%
1.91%
0.66%
Band 8+
85
26
86
27
Other
2.80%
2.34%
3.35%
1.62%
Other
118
99
103
67
Band 1
Jan to Dec 2012
The data shows that there is a drop off in representation of women in Band 6 and above.
There is also a drop in the number of staff at Band 6 and an increase at Band 5. This is due to the recruitment of graduate
paramedics and development of technicians to paramedics.
Analysis Of Data for Quarter 1 and 2 for 2012 / 2013
By exploring the Trust’s data on equal pay for men and women during Q1 and Q2 for 2012 / 13. The data illustrates there are more females within pay band 36, and that there is a drop off in representation of women in band 6 and above. The Trust’s total workforce and make-up in terms of gender is 38.22% for
females and 61.78% for males, the gender split is nearly 60/40. Further work around how the Trust can encourage women to apply for bands 6+ and how the
Trust can offer further or opportunities or support.
There is also a drop in the number of staff at Band 6 and an increase at Band 5. This is due to the recruitment of graduate paramedics and development of
technicians to paramedics.
The key area of focus is equal pay, with an NHS Code of Practice now in place. NHS organisations must make sure that they are carrying out regular pay
audits and assessing whether there are any significant gender pay gaps which they need to address. There is also a mandatory reporting requirement on the
gender pay gap which organisations need to comply with.
13
Our Evidence For Outcome 3.2
Pay Equality – Agenda For Change
The Equality Act 2010 gives women and men the right to equal pay for equal work. The Trust
works under the terms and conditions of the NHS ‘Agenda for change (AFC)’. NHS Employers
have stated within the guide (Agenda for Change - NHS terms and conditions of service
handbook - Amendment number 24 Pay Circular (AFC) 3/2011
“Equal pay has been a statutory entitlement since 1970, when the Equal Pay Act came into force.
The Agenda for Change pay system was introduced in October 2004 to ensure that pay in the NHS was consistent with the requirements of
equal pay law.....agenda for Change and its national job evaluation scheme complies fully with anti-discrimination legislation....” (NHS Employers,
2011)
The Trust is therefore completely committed to the following commitments under NHS Agenda for Change:
Everyone working in the NHS should be able to achieve his or her full potential, in an environment characterised by dignity and mutual
respect;
The past effects of institutional discrimination are identified and remedial action taken;
Equality of opportunity is guaranteed;
Individual difference and the unique contribution that individual experience, knowledge and skills can make is viewed positively;
Job descriptions, person specifications and the terms and conditions of service fit with the needs of the service and those who work in it.
14
A Recognition Agreement, developed in Partnership with
the three main Trade Unions; Unison, GMB, Unite, that
Represent the interests of all staff of the Trust.
WMAS has taken many steps to promote
Equality, Diversity & Inclusion into
mainstream business,
amongst recent key developments, have
been:
A Regional Partnership Forum is established
comprising 15 local Trade Union Representatives and
Management representatives, meeting every 6 weeks to receive and agree working arrangements and policies etc.
The National Job Evaluation Scheme has been introduced across all posts contracted within the Agenda for Change Terms and
Conditions Framework.
A central database of Job Evaluation outcomes for all affected positions is maintained within the Workforce Directorate.
Regular monitoring reports are produced and presented to the Trust Board on Workforce positions and pay progressions.
All organisational change proposals are presented in business case format, including an Equality Impact Assessment, to the Executive
Management Board for discussion and approval before progressing to consultation and implementation.
An Agenda for Change Steering Group comprising representatives from Management and Staff side, meet every 3 months to review
Terms and Conditions and to make recommendations for changes to the Regional Partnership Forum
15
An on-going, full training programme for Job Evaluation panellists is to
be maintained to enable an adequate and appropriate range of
management and staff representatives to be sourced as required to
complete a job evaluation for Agenda for Change
contracted
positions of the Trust.
WMAS acknowledges that in order to
support our continual improvement
in workforce equality data and its
impact on pay, the following will be
undertaken:
A schedule of dates are planned for each year, and agreed with staff
representatives, to ensure meetings are held at the frequency agreed for Regional Partnership Forum, Agenda for Change Steering
Group,
Further engagement with all nine protected characteristic groups, as well as addressing and implementing issues and concerns from
the Equality Ambassadors.
A Workforce Report covering all protected characteristics to be submitted to Trust Board annually.
16
Our Aim – Empowered, Engaged & Well Supported Staff
3.3
Points
To
Consider
A-F
Assess us on
Through support, training, personal development and
performance appraisal, staff are confident and competent
to do their work, so that services are commissioned or
provided appropriately
A > Through the use of best available
B > Through the use of best available
C > Does the organisation engage
evidence, can the organisation
demonstrate that staff from protected
groups receive both personal
development and performance
appraisals no different to that
received by staff as a whole?
evidence, can the organisation
demonstrate that all staff are
supported, trained and developed to
be competent and confident to plan,
procure or deliver services that are
personal, fair or diverse to meet the
needs of all communities?
with staff-side organisations and
staff around the provision and
uptake of personal development
opportunities & performance
appraisals for protected groups,
and how to make progress?
D > Does the organisation take
E > Does the organisation deal with instances of
F > Does the organisation have
account of key disadvantaged
groups in the above processes?
possible unfairness in the provision and uptake
of personal development opportunities &
performance appraisals for protected groups, and
quality assure practice and outcomes, through
mainstream processes?
plans in place to progress to the
next level, with milestones?
17
STATISTICAL DATA FOR OUTCOME 3.3
Analysis Of Data for Quarter 1 and 2 for 2012 / 2013
Workforce dashboard is an analysis of the data from a number of learning and development events in 2011 and 2012. Compared to the
organisation’s profile there are a higher percentage of men than women and a higher proportion of staff employed on a Full time basis taking part
in such events. Slightly less on average female staff has taken advantage of learning and development events than their male colleagues. All
learning and development opportunities are recorded as lower in 2012 than offered in 2011.
The percentage across the age bands in the separate years is similar, with staff in the highest groups to take advantage of learning and
development events is from 26 to 55 age range, although it is noted that all age ranges do undertake some learning and development each year.
The data shows an even spread of staff from all sexual orientation groups, accessing learning and development opportunities. The number of
attendances at events from staff stating "undefined" has reduced substantially making the data more informative.
Appraisal by Gender
Appraisal by Ethnicity
This data shows the number and percentage of assignments that have had an
Appraisals completed by Gender
This data shows the number and percentage of assignments that have had an
Appraisals completed by Ethnicity
Jan to Dec 2011
Jan to Dec 2011
Jan to Dec 2012
Jan to Dec 2012
White
2912
90.66%
2002
62.78%
Female
1220
91.44%
834
63.67%
BME
99
83.80%
95
74.84%
Male
2069
89.69%
1412
62.31%
Not Stated
279
89.69%
149
57.29%
APPRAISALS
Percentage of appraisals completed for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62.81%
01-Jan-2011 to 31-Dec-2011 was 90.33%
01-Jan-2010 to 31-Dec-2010 was 90.72%
01-Jan-2009 to 31-Dec-2009 was 30.30%
APPRAISALS
Percentage of appraisals completed for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62.81%
01-Jan-2011 to 31-Dec-2011 was 90.33%
01-Jan-2010 to 31-Dec-2010 was 90.72%
01-Jan-2009 to 31-Dec-2009 was 30.30%
A higher percentage of BME staff have received their appraisals than White
staff in 2012 and there are significantly fewer staff within the "not stated"
category in 2012 than recorded for 2011. The % reduction in appraisals in 2012
is attributable to an increase in demand in the latter part of the year.
Appraisals are at consistent levels between both male and female staff. The %
reduction in appraisals in 2012 is attributable to an increase in demand in the
latter part of the year.
18
Appraisal Data
Appraisal by Age
Appraisal by Religious Belief
This data shows the number and percentage of assignments that have had an
Appraisals completed by Age
This data shows the number and percentage of assignments that have had an
Appraisals completed by Religious Belief
Jan to Dec 2011
Jan to Dec 2012
Jan to Dec 2011
Jan to Dec 2012
Atheism
173
85.56%
219
78.75%
16 - 20
8
43.24%
9
54.55%
Buddhism
6
75.00%
6
60.00%
21 - 25
203
79.18%
155
66.15%
Christianity
839
88.44%
909
75.59%
26 - 30
362
89.61%
260
67.95%
Hinduism
5
83.33%
8
100.00%
31 - 35
467
89.58%
310
62.41%
I do not wish to
disclose
36 - 40
533
92.33%
348
63.67%
255
100.00%
233
69.67%
41 - 45
467
88.71%
353
65.89%
Islam
11
66.91%
16
83.09%
46 - 50
465
92.33%
309
59.93%
1
100.00%
51 - 55
388
93.76%
241
58.45%
Other
132
90.37%
134
70.67%
56 - 60
243
90.37%
176
63.16%
Sikhism
12
85.15%
20
100.00%
61 - 65
129
99.54%
88
67.83%
Undefined
1856
90.72%
700
46.19%
66 - 70
31
100.00%
13
49.44%
Judaism
APPRAISALS
Percentage of appraisals completed for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62.81%
01-Jan-2011 to 31-Dec-2011 was 90.33%
01-Jan-2010 to 31-Dec-2010 was 90.72%
01-Jan-2009 to 31-Dec-2009 was 30.30%
APPRAISALS
Percentage of appraisals completed for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62.81%
01-Jan-2011 to 31-Dec-2011 was 90.33%
01-Jan-2010 to 31-Dec-2010 was 90.72%
01-Jan-2009 to 31-Dec-2009 was 30.30%
All staff categories show appraisals have taken place, and these have been
consistently applied across all staff.
All age groups have received appraisals at around the same percentage level.
One exception to this is the over 66 age group where approximately 50% of
staff have received an appraisal in 2012. The overall % reduction in appraisals
in 2012 is attributable to an increase in demand in the latter part of the year.
19
Appraisal Data
Appraisal by Disability
Appraisal by Sexual Orientation
This data shows the number and percentage of assignments that have had an
Appraisals completed by Disability
Jan to Dec 2011
This data shows the number and percentage of assignments that have had an
Appraisals completed by Sexual Orientation
Jan to Dec 2012
Jan to Dec 2011
Jan to Dec 2012
No
81
86.56%
63
50.08%
Bisexual
12
88.24%
10
56.66%
Not Declared
4
68.73%
3
62.24%
Gay
26
88.74%
27
79.88%
Undefined
3162
90.11%
2092
62.35%
Heterosexual
1209
88.28%
1291
74.12%
Yes
43
100.00%
88
97.55%
I do not wish to
disclose
Lesbian
170
100.00%
195
79.52%
16
88.72%
23
100.00%
Undefined
1856
90.75%
700
46.20%
APPRAISALS
Percentage of appraisals completed for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62.81%
01-Jan-2011 to 31-Dec-2011 was 90.33%
01-Jan-2010 to 31-Dec-2010 was 90.72%
01-Jan-2009 to 31-Dec-2009 was 30.30%
APPRAISALS
Percentage of appraisals completed for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62.81%
01-Jan-2011 to 31-Dec-2011 was 90.33%
01-Jan-2010 to 31-Dec-2010 was 90.72%
01-Jan-2009 to 31-Dec-2009 was 30.30%
The data shows that appraisals are conducted across all the workforce, and is
not influenced by staff who declare a disability.
The category for staff receiving an appraisal is spread evenly across all declared
sexual orientation groups.
20
Learning & Development Data
Learning & Development by Ethnicity
Learning & Development by Gender
This data shows the percentage of employees involved in Learning and
Development (L&D) by Ethnicity
Jan to Dec 2011
This data shows the percentage of employees involved in Learning and
Development (L&D) by Gender
Jan to Dec 2012
Jan to Dec 2011
Jan to Dec 2012
White
10806
3.36
7076
2.22
Female
4205
3.15
2594
1.98
BME
320
2.71
228
1.80
Male
8026
3.48
5258
2.32
Not Stated
1105
3.55
548
2.11
LEARNING & DEVELOPMENT
Number of L&D events recorded in ESR for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 7852
01-Jan-2011 to 31-Dec-2011 was 12231
01-Jan-2010 to 31-Dec-2010 was 14196
01-Jan-2009 to 31-Dec-2009 was 9588
LEARNING & DEVELOPMENT
Number of L&D events recorded in ESR for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 7852
01-Jan-2011 to 31-Dec-2011 was 12231
01-Jan-2010 to 31-Dec-2010 was 14196
01-Jan-2009 to 31-Dec-2009 was 9588
Much fewer learning and development opportunities have been recorded on
ESR to date, during 2012, when compared to those opportunities in 2011.
However, the greatest reduction in recorded development places is from
White staff. A significant reduction in the "not stated" category is noted.
Slightly less on average female staff have taken advantage of learning and
development events than their male colleagues. All L&D opportunities are
recorded as lower in 2012 than offered in 2011.
21
Learning & Development Data
Learning & Development by Religious Belief
Learning & Development by Age
This data shows the percentage of employees involved in Learning and
Development (L&D) by Religious Belief
Jan to Dec 2011
This data shows the percentage of employees involved in Learning and
Development (L&D) by Age
Jan to Dec 2012
Jan to Dec 2011
Jan to Dec 2012
Atheism
727
3.60
850
3.06
16 - 20
85
4.59
81
4.91
Buddhism
30
3.75
29
2.90
21 - 25
771
3.01
618
2.64
Christianity
3444
3.63
3322
2.76
26 - 30
1342
3.32
821
2.15
Hinduism
17
2.83
23
3.40
31 - 35
1912
3.67
1104
2.22
I do not wish to
disclose
923
3.64
876
2.62
36 - 40
2110
3.65
1359
2.49
41 - 45
1868
3.55
1121
2.09
Islam
41
2.49
31
1.61
46 - 50
1657
3.29
1177
2.28
5
10.00
51 - 55
1294
3.13
810
1.96
530
2.79
56 - 60
755
2.81
513
1.84
Judaism
Other
465
3.18
Sikhism
34
2.41
35
1.83
61 - 65
357
2.75
196
1.51
Undefined
6550
3.20
2151
1.68
66 - 70
80
3.75
42
1.60
LEARNING & DEVELOPMENT
Number of L&D events recorded in ESR for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 7852
01-Jan-2011 to 31-Dec-2011 was 12231
01-Jan-2010 to 31-Dec-2010 was 14196
01-Jan-2009 to 31-Dec-2009 was 9588
LEARNING & DEVELOPMENT
Number of L&D events recorded in ESR for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 7852
01-Jan-2011 to 31-Dec-2011 was 12231
01-Jan-2010 to 31-Dec-2010 was 14196
01-Jan-2009 to 31-Dec-2009 was 9588
The data shows that learning and development is being accessed by all staff
groups. The number of "undefined" has reduced significantly as greater emphasis
is placed on encouraging staff to update their personal record.
The highest group to take advantage of learning and development events is
from 16 to 20 age range due to the number of apprentices taken on, although
it is noted that all age ranges do undertake some learning and development
each year.
22
Learning & Development Data
Learning & Development by Disability
Learning & Development by Sexual Orientation
This data shows the percentage of employees involved in Learning and
Development (L&D) by Disability
Jan to Dec 2011
This data shows the percentage of employees involved in Learning and
Development (L&D) by Sexual Orientation
Jan to Dec 2012
Jan to Dec 2011
Jan to Dec 2012
No
415
4.44
424
3.37
Bisexual
56
4.12
50
2.83
Not Declared
23
3.95
6
1.24
Gay
82
2.80
98
2.90
Undefined
11694
3.33
7182
2.14
Heterosexual
4908
3.58
4780
2.74
Yes
99
3.04
240
2.66
I do not wish to
disclose
Lesbian
563
3.40
690
2.81
73
4.05
81
3.68
Undefined
6549
3.20
2153
1.42
LEARNING & DEVELOPMENT
Number of L&D events recorded in ESR for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 7852
01-Jan-2011 to 31-Dec-2011 was 12231
01-Jan-2010 to 31-Dec-2010 was 14196
01-Jan-2009 to 31-Dec-2009 was 9588
LEARNING & DEVELOPMENT
Number of L&D events recorded in ESR for Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 7852
01-Jan-2011 to 31-Dec-2011 was 12231
01-Jan-2010 to 31-Dec-2010 was 14196
01-Jan-2009 to 31-Dec-2009 was 9588
The data shows an even spread of staff from all sexual orientation groups,
accessing learning and development opportunities. The number of attendances
at events from staff stating "undefined" has reduced substantially making the
data more informative. More emphasis needs to be given to encouraging a
greater level of disclosure.
The data shows that learning and development is accessed by all categories
of staff, and is not influenced by staff who declare they have a disability.
23
Our Evidence For Outcome 3.3
2011 / 12 PDR data collected against the 6 groups in ESR
A report of the six groups currently collected in the Electronic Staff Records (ESR) for Personal Development Reviews (PDRs) undertaken in
2011/12 financial year. Reported through the Workforce Development Committee and the Executive Management Board.
Organisational Development Strategy
The purpose of this strategy is to set out the way in which the organisation intends to continue to develop in
order to ensure the capability and capacity to enhance its effectiveness, and meet the vision, values, objectives,
priorities and ambitions of the West Midlands Ambulance Service (WMAS) for the delivery of its service to
patients and stakeholders. The full Strategy document can be found using this link
https://wmas365.sharepoint.com/SitePages/Policies,%20Procedures%20and%20Strategies%20%20Workforce%20＆%20OD.aspx
Enabling Success Framework
The Enabling Success Framework has been designed to develop and implement a systematic way of
improving personal and team performance in the Trust in order to: support the achievement of individual,
team and Trust goals and plans; meet agreed standards and professional requirements and ensure our patients
receive services which are delivered to the required standard. The full Framework and training documents can be found on E-Nav
http://www.wmvle.wmids.nhs.uk/wmas/course/view.php?id=134
E-Nav
E-Nav is a freely available internet-based course and education package that facilitates 24 / 7 access for staff to a range of learning, education
and training tools to enhance their Continuing Professional Development (CPD) and their professional
practice. E-Nav hosts learning and teaching packages which support all staff; clinical, non-clinical and
managerial, to support their personal and professional growth, from NVQ to second degree level or higher.
More information and log-in instructions can be found on E-Nav.
http://www.wmvle.wmids.nhs.uk/wmas/login/index.php
24
Apprenticeships
Apprenticeships have become an acknowledged mainstream approach to developing the skills for a wider
health sector workforce, attracting and retaining new and existing staff, enhancing staff morale, meeting
changing service delivery requirements and associated new job roles as well as securing clear routes of
progression. WMAS has signed a skills pledge, ensuring that all staff have the opportunity to be qualified to
at least level 2. Reported through the Workforce Development Committee and the OD Working Group.
Engaging With Young People
Engaging with young people is an important investment in the quality of our future workforce. The Trust delivers both group programmes as
well as programmes catering for the needs of individuals. Reported through the Workforce Development Committee and the OD Working Group.
Career Pathways Tool
Delivers a number of fundamental benefits both to staff and to the Trust. It creates career paths for staff in the organisation and can be used to
support staff progression, retention and focused learning and development.The Career Pathways Project involves developments at an
organisational level to clarify the technical (occupational) skills required for each post or within a job family (grouping of similar jobs). It also
defines the skills and experience required to support career progression and facilitates the development and movement of staff within the
Trust by aligning individual abilities with current and future organisational needs. The Career Pathways offers both vertical and lateral
movement.
25
INITIATIVE
DESCRIPTION
The cultural competency programme & workbook are designed to help
everyone that works within WMAS to become better at understanding and
appreciating differences; and how that affects the quality of our day-to-day
communication & conversations.
Cultural Competency
Programme &
Workbook
The cultural competency workshop will be included in all Engaging Leaders and
Engaging Managers programmes that started from 2012.
The programme is also part of the “Time Out” annual updates for non-clinical
staff. Additional workshops can be run by the OD team as requested.
The cultural competency workbook will be available on E-Nav and is therefore
available for all staff to complete as part of their professional CPD.
Aspirant BME
Leadership
Development
Revive and Thrive BME
Leadership Programme
NHS Midlands & East offer an Aspirant BME Leadership Development for BME
leaders, clinicians and managers across the Midlands and East Cluster. The
OD team supports these programmes by disseminating the applications
through our networks and via the weekly briefing. The OD team offers
additional support by acting as a point of contact within the Trust for questions
and supports the application process.
WMAS is co-hosting a BME Leadership Programme for all West Midlands
colleagues at bands 7 and above.
26
Actions
1 - Appraisals (Enabling Success Framework)
Review the Enabling Success Framework to consider whether key disadvantaged groups are taken into account
2 - Personal Development
Develop a framework for in-depth analysis of Equality Delivery System personal development applications
Review the personal development application process to consider whether key disadvantaged groups are taken into account
3 - Quality Assurance Process
Review mainstream quality assurance practices to determine how possible unfairness in the provision and uptake of personal development
opportunities & performance appraisals would be dealt with
4 - Reporting Mechanisms
Review the reporting mechanisms for appraisals and development opportunities
27
Our Aim – Empowered, Engaged & Well Supported Staff
3.4
Points
To
Consider
A-F
Assess us on
Staff are free from abuse, harassment, bullying, violence
from both patients and their relatives and colleagues, with
redress being open and fair to all
A > Through the use of best available
B > Through the use of best available
C > Does the organisation engage
evidence, can the organisation
demonstrate that staff from protected
groups are free from abuse,
harassment, bullying and violence from
patients, their relatives and colleagues?
evidence, how does the level of abuse,
harassment, bullying and violence
experienced by staff from protected
groups compare with the level of abuse
etc experienced by staff as a whole?
with staff-side organisations and
staff about abuse, harassment,
bullying, violence experienced by
protected groups, and how to make
progress?
D > Does the organisation take account
E > Does the organisation deal with
F > Does the organisation have
of key disadvantaged groups in the
above processes?
instances of possible abuse etc. against
staff from protected groups, and quality
assure practice and outcomes, through
mainstream processes?
plans in place to progress to the
next level, with milestones?
28
STATISTICAL DATA FOR OUTCOME 3.4
Analysis Of Data for Quarter 1 and 2 for 2012 / 2013
Analysis of the data provided via ESR highlights an increase in the overall numbers of disciplinary cases from the previous year (increase of six cases in
2011-12) with numbers of grievances remaining static. The highest proportion of grievances is within the age range of 51- 55.
Disciplinary
Significantly more male staff were disciplined in both 2011 and 2012, than their female colleague
There are slightly more staff in the 26 - 40 age groups being disciplined in 2012, and slightly less staff in the 31 - 55 age groups compared to 2011.
Disciplinary by Ethnicity
Disciplinary by Gender
The data shows the number of Disciplinary cases and percentage per category
recorded in ESR by Ethnicity
The data shows the number of Disciplinary cases and percentage per category
recorded in ESR by Gender
Jan to Dec 2011
White
BME
Not Stated
83
2
17
2.58%
1.69%
5.47%
Jan to Dec 2011
Jan to Dec 2012
72
3
8
Female
Male
1.99%
2.01%
2.47%
23
79
1.43%
3.05%
Jan to Dec 2012
19
64
1.22%
2.53%
DISCIPLINARY
Number of Disciplinary Cases recorded in ESR for WMAS for the
following periods were:
01-Jan-2012 to 31-Dec-2012 was 83 (Equates to 20.28 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 102 (Equates to 27.19 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 79 (Equates to 19.11 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 44 (Equates to 11.90 per 1,000 employees)
DISCIPLINARY
Number of Disciplinary Cases recorded in ESR for WMAS for the
following periods were:
01-Jan-2012 to 31-Dec-2012 was 83 (Equates to 20.28 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 102 (Equates to 27.19 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 79 (Equates to 19.11 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 44 (Equates to 11.90 per 1,000 employees)
There is a reduction in the number of cases in 2012 when compared to 2011.
There are very low numbers of BME staff being dsciplined by the
organisatiaon, and this appears comparable with the percentage of White
members of staff.
Significantly more male staff were disciplined in both 2011 and 2012, than their
female colleagues. There is a reduction in the number of cases in 2012 when
compared to 2011.
29
Disciplinary Data
Disciplinary by Age
Disciplinary by Religious Belief
The data shows the number of Discilpnary cases and percentage per category
recorded in ESR by Age
The data shows the number of Discilpnary cases and percentage per category
recorded in ESR by Religious Belief
Jan to Dec 2011
Jan to Dec 2011
Jan to Dec 2012
Atheism
2
0.78%
5
1.53%
Jan to Dec 2012
16 - 20
21 - 25
26 - 30
0
4
8
0.00%
1.19%
1.73%
0
3
11
0.00%
1.01%
2.54%
Buddhism
0
0.00%
0
0.00%
Christianity
23
2.11%
30
2.23%
31 - 35
20
3.34%
11
1.92%
Hinduism
0
0.00%
0
0.00%
36 - 40
19
2.91%
19
3.04%
2.39%
10
2.64%
14
12
15
8
2
2.40%
2.21%
3.38%
2.64%
1.19%
10
8
11
9
1
1.70%
1.43%
2.45%
2.83%
0.60%
I do not w ish to
disclose
7
41 - 45
46 - 50
51 - 55
56 - 60
61 - 65
Islam
1
5.41%
0
0.00%
0
0.00%
66 - 70
0
0.00%
0
0.00%
Judaism
DISCIPLINARY
Number of Disciplinary Cases recorded in ESR for WMAS for the
following periods were:
01-Jan-2012 to 31-Dec-2012 was 83 (Equates to 20.28 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 102 (Equates to 27.19 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 79 (Equates to 19.11 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 44 (Equates to 11.90 per 1,000 employees)
Other
7
4.26%
9
4.24%
Sikhism
0
0.00%
0
0.00%
Undefined
62
2.64%
29
1.64%
DISCIPLINARY
Number of Disciplinary Cases recorded in ESR for WMAS for the
following periods were:
01-Jan-2012 to 31-Dec-2012 was 83 (Equates to 20.28 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 102 (Equates to 27.19 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 79 (Equates to 19.11 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 44 (Equates to 11.90 per 1,000 employees)
The majority of cases are in the age bands 36 - 40, 56 - 60 and 26 - 30.
The majority of cases occur in the Christianity, Undefined or 'not wishing to
disclose' categories. The profile data for the Trust shows a high level of nondisclosure for this characteristic. This makes the data inconclusive and further
work is needed to increase the level of reporting.
30
Disciplinary Data
Disciplinary by Sexual Orientation
Disciplinary by Disability
The data shows the number of Discilpnary cases and percentage per category
recorded in ESR by Sexual Orientation
The data shows the number of Discilpnary cases and percentage per category
recorded in ESR by Disability
Jan to Dec 2011
Jan to Sep 2012
Bisexual
0
0.00%
1
5.13%
Gay
1
2.90%
0
0.00%
Heterosexual
36
2.25%
46
2.34%
I do not w ish to
disclose
3
1.63%
7
2.54%
Lesbian
0
0.00%
0
0.00%
Undefined
62
2.64%
29
1.64%
Jan to Dec 2011
No
Not Declared
Undefined
Yes
0
0
99
3
0.00%
0.00%
2.45%
7.79%
Jan to Dec 2012
1
0
76
6
0.60%
0.00%
1.99%
5.85%
DISCIPLINARY
Number of Disciplinary Cases recorded in ESR for WMAS for the
following periods were:
01-Jan-2012 to 31-Dec-2012 was 83 (Equates to 20.28 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 102 (Equates to 27.19 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 79 (Equates to 19.11 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 44 (Equates to 11.90 per 1,000 employees)
DISCIPLINARY
Number of Disciplinary Cases recorded in ESR for WMAS for the
following periods were:
01-Jan-2012 to 31-Dec-2012 was 83 (Equates to 20.28 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 102 (Equates to 27.19 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 79 (Equates to 19.11 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 44 (Equates to 11.90 per 1,000 employees)
The majority of staff who have been subject to disciplinary action within the
Trust is predominately within the "undefined" category. This makes the data
inconclusive and further work would be required to encourage staff to voluntarily
declare if they have a disability that could affect their work. Of those who have
declared a disability, the % in 2012 is lower than 2011 whist the headcount is
higher - this is because there are more staff reported as having a disabilty
which in turn reduces the %.
Disciplinary cases are more likely to apply to hetrosexual staff that any other
disclosed category. The number of "undefined" is reducing to enable a greater
level of analysis to be undertaken.
31
Grievance Data
The data set shows no discernible difference between grievances being raised by any individual ethnicity group.
Low numbers of grievances have been raised in 2011 and 2012 to date. On average, grievances are placed equally by both male and female staff.
It is noted that the age group most likely to submit a grievance is in the 51 - 55 age group, with those staff under 25 year and over 61 less likely to do so.
It is noted, the number of undefined categories under disability and sexuality, make it difficult to interpret the data. Further work will need to commence to
ensure data in this area can be adequately analysed in order to draw robust trends.
Grievance by Ethnicity
Grievance by Gender
The data shows the number of Grievance cases and percentage per category
recorded in ESR by Ethnicity
Jan to Dec 2011
White
BME
Not Stated
61
2
6
1.90%
1.69%
1.93%
The data shows the number of Grievance cases and percentage per category
recorded in ESR by Gender
Jan to Dec 2012
52
2
8
Female
Male
1.44%
1.34%
2.47%
Jan to Dec 2011
Jan to Dec 2012
23
46
24
38
1.43%
1.78%
1.54%
1.50%
GRIEVANCE
Number of Grievance Cases recorded in ESR for the Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62 (Equates to 15.15 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 69 (Equates to 18.95 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 53 (Equates to 12.82 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 43 (Equates to 11.62 per 1,000 employees)
GRIEVANCE
Number of Grievance Cases recorded in ESR for the Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62 (Equates to 15.15 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 69 (Equates to 18.95 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 53 (Equates to 12.82 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 43 (Equates to 11.62 per 1,000 employees)
There is a reduction in the number of cases in 2012 when compared to 2011.
This data set shows no discernable difference between grievances being raised
by any individual ethnicity group. Grievance numbers remain low year on year
across the Trust.
Low numbers of grievances have been raised in 2011 and 2012 to date. On
average, grievances are placed equally by both male and female staff. There is
a reduction in the number of cases in 2012 when compared to 2011.
32
Grievance Data
Grievance by Age
Grievance by Religious Belief
The data shows the number of Grievance cases and percentage per category
recorded in ESR by Age
Jan to Dec 2011
Jan to Dec 2012
16 - 20
21 - 25
26 - 30
0
2
4
0.00%
0.60%
0.86%
0
2
5
0.00%
0.67%
1.16%
31 - 35
10
1.67%
10
1.75%
36 - 40
9
1.38%
4
0.64%
41 - 45
46 - 50
51 - 55
56 - 60
61 - 65
6
13
15
8
2
1.03%
2.40%
3.38%
2.64%
1.19%
12
10
10
8
1
2.04%
1.79%
2.22%
2.52%
0.60%
66 - 70
0
0.00%
0
0.00%
The data shows the number of Grievance cases and percentage per category
recorded in ESR by Religious Belief
Jan to Dec 2011
Jan to Dec 2012
Atheism
3
1.17%
2
0.61%
Buddhism
0
0.00%
1
9.52%
Christianity
9
0.83%
15
1.11%
Hinduism
0
0.00%
0
0.00%
I do not w ish to
disclose
2
0.68%
8
2.11%
Islam
0
0.00%
0
0.00%
0
0.00%
Judaism
GRIEVANCE
Number of Grievance Cases recorded in ESR for the Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62 (Equates to 15.15 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 69 (Equates to 18.95 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 53 (Equates to 12.82 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 43 (Equates to 11.62 per 1,000 employees)
Other
6
3.65%
2
0.94%
Sikhism
0
0.00%
0
0.00%
Undefined
49
2.09%
34
1.93%
GRIEVANCE
Number of Grievance Cases recorded in ESR for the Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62 (Equates to 15.15 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 69 (Equates to 18.95 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 53 (Equates to 12.82 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 43 (Equates to 11.62 per 1,000 employees)
The majority of cases are in the age bands 56 - 60, 51 - 55 and 41 - 45.
The majority of cases occur in the Christianity, Undefined or 'not wishing to
disclose' categories. The profile data for the Trust shows a high level of nondisclosure for this characteristic. This makes the data inconclusive and further
work is needed to increase the level of reporting.
33
Grievance Data
Grievance by Sexual Orientation
Grievance by Disability
The data shows the number of Grievance cases and percentage per category
recorded in ESR by Sexual Orientation
Jan to Dec 2011
Jan to Sep 2012
Bisexual
0
0.00%
0
0.00%
Gay
0
0.00%
0
0.00%
Heterosexual
16
1.00%
23
1.17%
I do not w ish to
disclose
3
1.63%
5
1.81%
Lesbian
1
4.44%
0
0.00%
Undefined
49
2.09%
34
1.93%
The data shows the number of Grievance cases and percentage per category
recorded in ESR by Disability
No
Not Declared
Undefined
Yes
Jan to Dec 2011
Jan to Dec 2012
0
0
68
1
0
0
57
5
0.00%
0.00%
1.69%
2.60%
0.00%
0.00%
1.49%
4.88%
GRIEVANCE
Number of Grievance Cases recorded in ESR for the Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62 (Equates to 15.15 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 69 (Equates to 18.95 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 53 (Equates to 12.82 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 43 (Equates to 11.62 per 1,000 employees)
GRIEVANCE
Number of Grievance Cases recorded in ESR for the Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 62 (Equates to 15.15 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 69 (Equates to 18.95 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 53 (Equates to 12.82 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 43 (Equates to 11.62 per 1,000 employees)
The report shows that although there are relatively low levels of grievances
being raised each year, the staff reporting their grievance are listed as
"undefined" in this data-set. It is therefore not possible to assess this category
until a greater number of staff identify whether they have a disability or not, that
could affect their work. Similarly, of those who have declared a disability, the %
in 2012 is lower than 2011 whist the headcount is higher - this is because there
are more staff reported as having a disabilty which in turn reduces the %.
The group most likely to raise a grievance is within the hetrosexual group. The
number of "undefined" as reduced slightly.
34
Harassment Data
Harassment by Ethnicity
Harassment by Gender
The data shows the number of Harassment cases and percentage per category
recorded in ESR by Ethnicity
The data shows the number of Harassment cases and percentage per category
recorded in ESR by Gender
White
BME
Not Stated
Jan to Dec 2011
Jan to Dec 2012
11
1
0
11
0
0
0.34%
0.85%
0.00%
Female
Male
0.30%
0.00%
0.00%
Jan to Dec 2011
Jan to Dec 2012
7
5
6
5
0.43%
0.19%
0.38%
0.20%
HARASSMENT
Number of Harassment Cases recorded in ESR for the Trust for the
period:
01-Jan-2012 to 31-Dec-2012 was 11 (Equates to 2.69 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 12 (Equates to 3.30 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 9 (Equates to 2.18 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 8 (Equates to 2.16 per 1,000 employees)
HARASSMENT
Number of Harassment Cases recorded in ESR for the Trust for the
period:
01-Jan-2012 to 31-Dec-2012 was 11 (Equates to 2.69 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 12 (Equates to 3.30 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 9 (Equates to 2.18 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 8 (Equates to 2.16 per 1,000 employees)
Claims of harassment are low across the Trust, in all ethnic categories. No
reported cases have been raised by BME staff to date, during 2012.
Very low numbers of harassment claims are raised by both male and female
staff.
35
Harassment Data
Harassment by Age
Harassment by Religious Belief
The data shows the number of Harassment cases and percentage per category
recorded in ESR by Age
The data shows the number of Harassment cases and percentage per category
recorded in ESR by Religious Belief
Jan to Dec 2011
Jan to Dec 2012
Atheism
0
0.00%
0
0.00%
Buddhism
0
0.00%
0
0.00%
Christianity
4
0.37%
3
0.22%
Hinduism
0
0.00%
0
0.00%
I do not w ish to
disclose
0
0.00%
0
0.00%
0
0.00%
0
0.00%
0
0.00%
Jan to Dec 2011
Jan to Dec 2012
26 - 30
0
2
1
0.00%
0.60%
0.22%
0
2
1
0.00%
0.67%
0.23%
31 - 35
1
0.17%
1
0.17%
36 - 40
3
0.46%
3
0.48%
41 - 45
46 - 50
51 - 55
56 - 60
61 - 65
1
1
3
0
0
0.17%
0.18%
0.68%
0.00%
0.00%
1
0
2
0
1
0.17%
0.00%
0.44%
0.00%
0.60%
Islam
66 - 70
0
0.00%
0
0.00%
16 - 20
21 - 25
Judaism
HARASSMENT
Number of Harassment Cases recorded in ESR for the Trust for the
period:
01-Jan-2012 to 31-Dec-2012 was 11 (Equates to 2.69 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 12 (Equates to 3.30 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 9 (Equates to 2.18 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 8 (Equates to 2.16 per 1,000 employees)
Other
0
0.00%
1
0.47%
Sikhism
0
0.00%
0
0.00%
Undefined
8
0.34%
7
0.40%
HARASSMENT
Number of Harassment Cases recorded in ESR for the Trust for the
period:
01-Jan-2012 to 31-Dec-2012 was 11 (Equates to 2.69 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 12 (Equates to 3.30 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 9 (Equates to 2.18 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 8 (Equates to 2.16 per 1,000 employees)
The incidences of harassment are spread across all age bands.
The majority of cases occur in the Christianity, Undefined or 'not wishing to
disclose' categories. The profile data for the Trust shows a high level of nondisclosure for this characteristic. This makes the data inconclusive and further
work is needed to increase the level of reporting.
36
Harassment Data
Harassment by Sexual Orientation
Harassment by Disability
The data shows the number of Harassment cases and percentage per category
recorded in ESR by Sexual Orientation
The data shows the number of Harassment cases and percentage per category
recorded in ESR by Disability
Jan to Dec 2011
Jan to Sep 2012
Bisexual
0
0.00%
0
0.00%
Gay
0
0.00%
0
0.00%
Heterosexual
4
0.25%
3
0.15%
No
Not Declared
Undefined
I do not w ish to
disclose
0
0.00%
1
0.36%
Yes
Lesbian
0
0.00%
0
0.00%
Undefined
8
0.34%
7
0.40%
Jan to Dec 2011
Jan to Dec 2012
0
0
12
0
0
0
11
0
0.00%
0.00%
0.30%
0.00%
0.00%
0.00%
0.29%
0.00%
HARASSMENT
Number of Harassment Cases recorded in ESR for the Trust for the
period:
01-Jan-2012 to 31-Dec-2012 was 11 (Equates to 2.69 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 12 (Equates to 3.30 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 9 (Equates to 2.18 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 8 (Equates to 2.16 per 1,000 employees)
HARASSMENT
Number of Harassment Cases recorded in ESR for the Trust for the
period:
01-Jan-2012 to 31-Dec-2012 was 11 (Equates to 2.69 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 12 (Equates to 3.30 per 1,000 employees)
01-Jan-2010 to 31-Dec-2010 was 9 (Equates to 2.18 per 1,000 employees)
01-Jan-2009 to 31-Dec-2009 was 8 (Equates to 2.16 per 1,000 employees)
The report shows that very small numbers of staff each year make a claim to
the Trust sighting harassment as the cause. However, from the claims
received it is noted that staff are listed under this category as "undefined" and
therefore further work is needed to increase the level of reporting.
There are low levels of harassment claims in 2011 and 2012, However, the
majority of these are recorded as "undefined" in this category
37
Our Evidence For Outcome 3.4
We manage bullying and harassment through our ‘Dignity at Work’ policy. It follows best employment practice
and guidance from both NHS Employers and the Chartered Institute of Personnel and Development (CIPD).
There were a very small number of claims under the Dignity at Work Policy in the calendar years of 2011 and
2012 (to September); which makes any analysis unlikely to be statistically viable. Of the 22 claims made over
the 21 months, one was from a Black, Minority or Ethnic (BME) community. The male and female split for
both periods shows a higher proportion of woman.
Claims of harassment are low across the Trust, in all ethnic categories. No reported cases have been
raised by BME staff to date, during 2012.
The age group that has submitted the most harassment claims both in 2011 and 2012 are within the 36 40 age groups. It is however noted that these claims are very low in number.
Staff Survey 2012
In the 2011 staff survey, 14% of employees said that they had experienced harassment, bullying or abuse from colleagues or managers in the
previous 12 months. In 2012 the figure showed an increase to 26%, this was slightly above the national average of 18% for all Ambulance
Trusts. (Staff Opinion Survey 2011, Key Finding 21b). When this data is compared with the number of incidents reported, there is a gap between
how many staff report an incident of bullying and harassment and those who say they experience it.
As a result of the increase in 2011, the Staff Survey Response working group, which consists jointly of management and staff side
representatives, has been asked to undertake further work to identify any key causes. The Trust Board also engaged external independent
consultants to engage with staff, in several confidential focus groups, to discuss staff concerns and provide feedback around positive next steps.
The following key areas were agreed, as a result of the consultant’s findings:
Act Quickly- communicate early
Improve the way managers communicate with, motivate and support their staff
Improve relationships between departments and teams
Build trust and improve dialogue between senior management and staff
Improve working practices and conditions on the ground
A detailed action plan has been produced, by the Staff Survey Response working group with key deliverables, and implementation plan, which will be
recommended to the Trust Board.
38
Grievance & Disciplinary
We believe that it is to the mutual benefit of both staff and management that there is an agreed procedure for achieving and maintaining
standards of conduct. We recognise that from time to time, employees may wish to seek redress for grievances relating to their employment;
similarly the employer may need to take action where standards fall below those expected of its workforce. The procedures for both disciplinary
and grievance follow best employment practice from NHS employers and ACAS.
The Disciplinary procedure has three main objectives:
•
To improve the conduct of staff
•
That Management endeavours to take corrective rather than punitive action
•
To ensure that poor conduct is dealt with equitably across the organisation by a system of warnings
The basic principle of the Grievance Procedure is to settle all grievances quickly and as near as possible
to the point of origin. The procedure has both informal and formal stages. These ensures fair and
consistent treatment to all staff and encourages free exchange of views to ensure that questions and
problems arising during an individual’s employment can be aired and resolved.
39
Bullying and Harassment- Dignity at Work
Bullying and Harassment is managed through the Dignity at Work Policy in the Trust.
The Dignity at Work Policy follows best Employment Practice and guidance from both
NHS employers and the Chartered Institute of Personnel and Development.
The Dignity at Work Policy was fully agreed through the usual staff side consultation
machinery, and has a full Equality Impact Assessment
40% of staff at the trust said that they had experienced harassment, bullying or abuse
from colleagues or managers in the previous 12 months
The trust's score of 40% was above the average
Dignity at Work Training was offered to middle and Senior Managers.
It should be noted that the small numbers of claims under the Dignity at Work Policy, and analysis is unlikely to be statistically viable.
However, of the 11 claims made over the last 2 calendar years 0 of them were from BME 6 female reported harassment and 5 males were
recorded on ESR. Majority of the claims were the ages between 36-40.
The male and female split in 2011 was in line with what would be expected. However, no claims were made by men in 2010.
40
Actions
Liaise with National Stakeholder Groups to raise issue of ESR and NHS Jobs not recognising all protected characteristics. It is
acknowledged that this is a longer term objective.
Short term action to collate information on a manual basis to ensure the Trust is able to report on the protected characteristics.
Further research should be undertaken to establish if the higher usage of the Dignity at Work Policy in 2011 is due to raised awareness and
understanding of the policy, or if it is coincidental due to the small numbers of claims made.
Undertake further Training for Middle and Senior Managers on Equality and Diversity.
Continue training on Dignity at Work to first line and middle managers
41
Our Aim – Empowered, Engaged & Well Supported Staff
3.5
Points
To
Consider
A-F
Assess us on
Flexible working options are made available to all staff,
consistent with the needs of the service, and the way people
lead their lives
A > Through the use of best
B > Through the use of best available
C > Does the organisation engage
available evidence, can the
organisation demonstrate that staff
from protected groups have access
to a full range of flexible working
options?
evidence, how does the range and extent
of flexible working options made
available to staff from protected groups
compare with the range and extent of
flexible working options made available
to staff as a whole?
with staff-side organisations and
staff about developing and
improving flexible working options
for all protected groups, and how to
make progress?
D > Does the organisation take
E > Does the organisation deal with
F > Does the organisation have
account of key disadvantaged
groups in the above processes?
instances of unfairness and discrimination
with regard to the availability of flexible
working options for protected groups, and
quality assure practice and outcomes,
through mainstream processes?
plans in place to progress to the
next level, with milestones?
42
STATISTICAL DATA FOR OUTCOME 3.5
Analysis Of Data for Quarter 1 and 2 for 2012 / 2013
The majority of staff undertaking flexible working [other than through the
24/7 shift patterns] are predominately White. The majority of staff working
flexibly is female. With the average usual age range for males and females
for flexible working staff is between 36 - 40 years of age. The most reported
religion for staff working flexibly is Christianity. The data under disability
category is limited. The records of the majority of staff working flexible hours
show "undefined" under this heading. More work is required to improve the
level of information so that more accurate and useful analysis can be
undertaken in the future.
FLEXIBLE WORKING
Number of Flexible Working Cases recorded in ESR for the Trust for the period:
01-Jan-2012 to 31-Dec-2012 was 45 (Equates to 10.99 per 1,000 employees)
01-Jan-2011 to 31-Dec-2011 was 48 (Equates to 11.43 per 1,000 employees)
Flexible Working by Age
The data shows the percentage of Flexible Working Cases
recorded in ESR by Age
Jan to Dec 2011
0
0.00%
16 - 20
Jan to Dec 2012
0
0.00%
Flexible Working by Gender
The data shows the percentage of Flexible Working Cases
recorded in ESR by Gender
21 - 25
5
1.49%
4
1.35%
26 - 30
6
1.30%
7
1.62%
Female
31 - 35
8
1.33%
7
1.22%
Male
36 - 40
14
2.14%
13
2.08%
41 - 45
4
0.69%
5
0.85%
46 - 50
5
0.92%
4
0.72%
51 - 55
2
0.45%
1
0.22%
56 - 60
1
0.33%
2
0.63%
61 - 65
2
1.19%
1
0.60%
66 - 70
1
2.86%
1
2.38%
Flexible Working by Ethnicity
The data shows the percentage of Flexible Working Cases
recorded in ESR by Ethnicity
White
Jan to Dec 2011
40
1.25%
Jan to Dec 2012
40
1.10%
BME
2
1.69%
2
1.34%
Not Stated
6
1.93%
3
0.93%
The majority of staff undertaking flexible working [other than
through the 24/7 shift patterns] are predominately White.
3
0.00
Jan to Dec 2012
43
0.03
2
0.00
The majority of staff working flexibly are female.
Flexible Working by Sexual Orientation
The data shows the percentage of Flexible Working Cases
recorded in ESR by Sexual Orientation
Bisexual
The predominatent age range for flexible working staff is
between 36 - 40 years of age.
Jan to Dec 2011
45
0.03
Gay
Jan to Dec 2011
0
0.00%
Jan to Dec 2012
0
0.00%
Flexible Working by Religious Belief
The Equality Act protects employees and jobseekers from
discrimination in relation to their religion or belief. For the
purposes of the Act, a religion must have a clear structure
and belief system. A belief means any religious or
philosophical belief or lack of belief. The Act also protects
employees or jobseekers with no religious belief.
Humanism is a protected philosophical belief but political
beliefs would not be protected.
Jan to Dec 2011
Jan to Dec 2012
Atheism
1
0.39%
4
1.22%
Buddhism
0
0.00%
0
0.00%
18
1.65%
24
1.78%
Hinduism
0
0.00%
0
0.00%
I do not w ish to
disclose
2
0.68%
6
1.58%
Islam
0
0.00%
0
0.00%
Christianity
0
0.00%
0
0.00%
Heterosexual
20
1.25%
28
1.42%
I do not wish
to disclose
3
1.63%
6
2.17%
Judaism
0
0.00%
2
1.22%
0
0.00%
0
0.00%
0
0.00%
25
1.07%
11
0.62%
Lesbian
Undefined
0
0.00%
0
0.00%
Other
25
1.07%
11
0.62%
Sikhism
Undefined
The majority of cases occur in the Hetrosexual, Undefined
or 'not wishing to disclose' categories. The profile data for
the Trust shows a high level of non-disclosure for this
characteristic. This makes the data inconclusive and further
work is needed to increase the level of reporting.
43
The majority of cases occur in the Christianity, Undefined or
'not wishing to disclose' categories. The profile data for the
Trust shows a high level of non-disclosure for this
characteristic. This makes the data inconclusive and further
work is needed to increase the level of reporting.
Our Evidence For Outcome 3.5
We are committed to providing a place of work, that enables all staff to balance work and home lives, where it does not affect the organisation’s ability to
provide exceptional patient care. We provide support and guidance for staff to help them balance the varying demands at times of urgent and/or unforeseen
need. The organisation’s Flexible Working Policy and Time Off for Domestic Reasons Policy allow staff the flexibility to meet work and wider
commitments. The Policies have the right of appeal contained within them. At the time of writing, no appeals had been made under the Flexible Working
Policy.
Recent research outlined that 47% of staff had used at least one of the flexible options open to them (Staff Opinion Survey 2010, Key Finding 9). This
percentage is above average in comparison with similar NHS trusts as determined by the Staff Survey.
Flexible options available are:
Flexi time
Term time working
Working reduced hours
(part time)
Working from home
Participation in
managing team
rotas
Annualised hours
Job Sharing
The organisation has a range of options available to support staff during times of ill health and subsequent return to full duties. There are Return
to Work Programmes following periods of long term absence. A re-deployment register is held by the Central Recruitment Office. Alternative
duties are available on a short term basis.
Data is collated on flexible working requests against ethnicity, gender and whole time equivalent provided by the national personnel and payroll
system – Electronic Staff Record (ESR). WMAS has analysed data from applications under the Flexible Working Policy, and the following has
been established:
Majority of flexible working applications are from female members of staff - 43 female individuals requested flexible working (Jan – Dec
2012)
Majority of flexible working applications are from staff between the ages of 36 – 40.
44
Re-deployment Register held by the Central Recruitment Office
Return to Work programmes following periods of long terms absence
Alternative duties on a temporary short term basis there is also Leave / Time Off for Urgent Domestic Reasons.
The Trust’s Flexible Working Policy has the facility for an appeal. At the time of writing, no appeals had been made under the Flexible
Working Policy.
Not all protected characteristics are covered in ESR and / or NHS Jobs. This affects the Trust ability to report in this area, and the Trust does
not collect data in this area
Actions
The Trust will actively monitor EDI progress around
Audit and review policies
Liaise with National Stakeholder Groups to raise issue of ESR and NHS Jobs not recognising all protected characteristics. It is
acknowledged that this is a longer term objective.
Short term action to collate information on a manual basis to ensure the Trust is able to report on the protected characteristics.
Promote Flexible Working Policy to men through predominantly male societies to rectify the issue above.
Undertake further research to understand the reasons why full time staff do not take up flexible working opportunities.
Undertake further research to establish the reasons why previous full time applicants have accessed flexible working options, to use as
“champions” or “case studies”.
Monitor applications for Time Off for urgent domestic reasons
Rota review to consider variety of shifts which can be offered to staff e.g. Day shift working
45
Our Aim – Empowered, Engaged & Well Supported Staff
3.6
Points
To
Consider
A-F
Assess us on
The workforce is supported to remain healthy, with a focus
on addressing major health and lifestyle issues that affect
individual staff and the wider population
A > Through the use of best
B > Through the use of best
C > Does the organisation engage with
available evidence, can the
organisation demonstrate that staff
from protected groups are supported
to remain healthy and have access to
initiatives that promote healthy
lifestyles?
available evidence, how does support
to remain healthy, and access to
initiatives to promote healthy
lifestyles for staff from protected
groups, compare with such support
and access for staff as a whole?
staff-side organisations and staff about
healthy lifestyle initiatives for staff
from protected groups, and how to
make progress?
D > Does the organisation take
E > Does the organisation aim to
F > Does the organisation have plans
account of key disadvantaged groups
in the above processes?
improve the health and lifestyles of
staff from protected groups, and
quality assure practice and
outcomes, through mainstream
processes?
in place to progress to the next level,
with milestones?
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Our Evidence For Outcome 3.6
How we advance equality of opportunity
We acknowledge that the health and wellbeing of our workforce is vital, and our objective is to
promote and ensure that we provide support and opportunities for staff to keep themselves healthy
and safe. We recognise that a strategic approach is required to help our staff build and improve
their mental and physical wellbeing.
In order to ensure that the health and wellbeing (HWB) services provided address staff
concerns, we engage with staff and their representatives to assess their specific needs and
requirements. Working in partnership ensures that integrated prevention and promotion strategies
are developed that are responsive to staff concerns and will enable staff to meet their duty under
the NHS Constitution, to ‘take reasonable care of health and safety at work.’
Initiatives to date include:
•
•
•
•
The development of the health and well -being website, has been really successful, it builds on a plethora of
information including Health and Wellbeing articles, staff information and line managers’
guidance.
A number of articles and leaflets have been published on the website including, awareness
around mental health, active lifestyle, healthy eating ‘sleep well’ ‘value yourself’, ‘get active’,
and ‘how to prioritise’ and many more.
Regular “tips” published in the Weekly Briefing which encourages employees to eat healthily
and to take part in a physical activity;
Early interventions through occupational health for musculosketal and mental health issues;
Health and Wellbeing Awareness Days delivered throughout the region for staff, with a particular focus
on ‘stop smoking’ BMI check, Healthy eating, back care and specialist advice.
Staff Sports Directory
Enables staff to get involved in their local sport events, and also suggest new sports and activities.
The Man MOT (Monday’s opportunity to talk) – is an online surgery open every Monday evening to offer men a free and secure service where
they can talk to a GP anonymously and in confidence
Your Choice Magazine available to staff, through the intranet, provide staff access to great lifestyles contents, with staff benefits and discounts
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Support
The Staff Advice and Liaison Service (SALS) is an internal resource available to all staff. The team
of trained staff offer a support mechanism to our colleagues following serious incidents, stress or other
personal problems that could or have affected their work. SALS provides 24hr support via a dedicated
phone line allowing staff to self-refer, hot-debriefing immediately after serious incidents, peer based
support groups, and counselling.
As well as SALS, there is a development courses for Managers to ensure their management practices
are tailored to the needs of their staff and their mental health issues and help staff improve their
physical and mental health wellbeing.
Clear action pathways are put in place for managers, including a HR case worker to support staff that
have recurring short-term sickness absence, chronic health problems or illness, are victims of domestic
violence or abuse or at risk of mental health problems.
Our managers are aware of the role of health and wellbeing services and are clear about the links between
staff health and wellbeing and organisational performance. This health awareness is built into annual performance assessment and personal
development planning processes.
Reasonable adjustments
We are responsive to individual’s needs, both with the application of adjustments and good management of staff in supporting them appropriately
and effectively. We recognise that some disabilities are not easily or openly discussed and must be treated with respect and dignity at all times.
The Trust has successfully commissioned specific training around dyslexia awareness. Our
Recruitment and HR Advisors have been trained by the British Dyslexia Association and a total of
10 staff are now accredited as a Workplace Assessor. They continue to provide support and
guidance to candidates and employees who may experience difficulties with dyslexia and other
similar conditions.
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WMAS acknowledges that the health and wellbeing of its workforce is vital to its ability to achieve its objectives and is committed to
providing support and opportunities for staff to keep themselves healthy and safe. The following evidence supports this:
Health & Wellbeing Working Group established / Health Wellbeing Strategy
Action Plan on recommendations from the Boorman Review / Sickness Absence
Management Policy
Health and wellbeing (HWB) website on Intranet / Tips and Hints provided through Weekly
Briefing
Development of branding to support HWB initiative / Early interventions for issues relating to
musculosketal and mental health
HWB metrics / Pilot of Touch Rugby
Provision of Occupational Health Services for the workforce including counselling
Staff Advice and Liaison Service (SALS)
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Actions
The Trust will actively monitor EDI progress around
Audit and review policies
Liaise with National Stakeholder Groups to raise issue of ESR not recognising all protected characteristics. This affects the Trust ability
to report in this area, and currently and understands that collection of data in this area is a longer term objective
Work towards the agreed targets for reductions in sickness absence rates for the Trust;
Consider what more can be done on prevention and getting absent employees back into work – rehabilitation / alternative duties
To review Occupational Health Specification
Improve awareness of HWB by continuing to publish leaflets, booklets, articles, suggestions etc
Analyse results from reports / documents produced internally or externally including Staff Survey Results with particular reference to the
Protected characteristics
Short term action to collate information on a manual basis to ensure the Trust is able to report on the protected characteristics relevant to
HWB
On-going development of the HWB website
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