Workforce Race Equality Standard
WRES Indicator
Trust findings
Positive Action
Progress
Lead
RAG
rating
Percentage of staff in each
of the AfC Bands 1-9 and
VSM (including executive
Board members) compared
with the percentage of
staff in the overall
workforce. Organisations
should undertake this
calculation separately for
non-clinical and for clinical
staff.
Non clinical for BME staff:
Increase for bands
1,2,4,5,7 and 8a
Decrease for bands 3 and 6
No change for bands
8b,8c,8d and 9
To develop a Leadership
pathway/staff development
program that is specifically
attuned to the needs of
staff that are more likely to
experience discrimination in
relation to promotion and
career development.
Analysis of data re BME staff within
Bands.
Zoe Richards
Green
Liaison with staff Networks
Zoe Richards
Green
Within STRIVE,THRIVE and
THRIVE
The ‘Thrive’ for leaders in bands 6-8
specifically target of staff from the
BME community to provide them
with the skills that support their
career development.
Zoe Richards
Green
Zoe Richards
Amber
Zoe Richards
Amber
Clinical for BME staff:
Increase for bands
1,2,4,5,6,7,8a and 8b
Decrease for band 3
No change for bands
8b, 8c and 9
The Care Certificate
The apprenticeship
program
To investigate the process of
understanding unconscious bias
awareness for leaders.
Provide unconscious bias, equality
session for the leadership forum
and manager’s discovery forum.
Workforce Race Equality Standard
Relative likelihood of staff
being appointed from
shortlisting across all posts.
The relative likelihood of
White staff being
appointed from shortlisting
compared to BME staff is
4.15 times greater.
To establish Values Based
Recruitment this will
provide
consistent/objective
framework for managers to
use during recruitment &
selection.
To increase the advertising
of the Trust as a place to
work through engagement
with communities and
alternative advertising
platforms other than NHS
Jobs.
Implement a full values based
recruitment package
Leanne Williams
Green
Leanne Williams
Liaison with Staff Networks
Green
Purchase of an online Personal
Styles Questionnaire to assess
candidates values & behaviours
Leanne Williams
Amber
Implementation of wider
advertising across communities e.g.
job centres, schools, BME
community centres
Leanne Williams
Green
Links with the Trusts “if I can you
can” – aimed at attracting BME
staff.
Leanne Williams
Amber
Workforce Race Equality Standard
Relative likelihood of staff
entering the formal
disciplinary process, as
measured by entry into a
formal disciplinary
investigation. This indicator
will be based on data from
a two year rolling average
of the current year and the
previous year.
Relative likelihood of staff
accessing non-mandatory
training and CPD.
BME staff are 1.54 times
more likely to enter the
formal disciplinary process
than White staff.
This does not represent a
statistically significant
difference.
BME staff are 1.10 times
more likely to access nonmandatory training and
CPD than white staff
(using data from IPM and
CPD records)
To established a reporting
mechanism to ensure we
are able to routinely
monitor employee relations
(ER) activities for BME staff
and all protected
characteristics (with
exception of trans people).
To commission an electronic
system to enable routine reporting
of ER activities
Lynn Lowe
Amber
To establish appropriate forum to
analyse data and inform the
workforce equality and human
rights
Action plan.
Brendan
Burke/Julie
Flannigan
Amber
This is noted as a positive
aspect for the Trust. It will
be looked at alongside the
number of BME staff who
then go on to seek
promotion and be
successful in obtaining it.
To ensure the analysis of staff
attending training and have equal
access to training is completed and
reported at least annually.
Jean Perkins
Amber
To be included within the
workforce equality and human
rights action plan
Jean Perkins
/Julie Flannigan
Green
Workforce Race Equality Standard
Staff Survey
Indicators
KF5
Percentage of staff
experiencing harassment,
bullying or abuse from
patients, relatives or the
public in last 12 months.
KF26
Percentage of staff
experiencing
harassment, bullying or
abuse from
staff in last 12 months.
White staff : 32%
BME staff : 46%
BME staff are 1.0 times
more likely to experience
harassment, bullying or
abuse from patients,
relatives or members of the
public than white staff.
This is an improvement on
the Annual Staff Survey
2014 and now does not
represent a statistically
significant difference.
White staff :19%
BME staff:19%
BME staff are 1.667 times
more likely to experience
harassment, bullying or
abuse from staff than white
staff. There is no
statistically significant
difference between White
and BME staff
To establish a robust
process within the Trust to
address bullying,
harassment and abuse from
staff.
To establish a pool of
trained Coaches that is
representative.
To improve the process for
people to obtain a trained
coach.
To review and improve the Zero
Hero policy
Meryl
Cuzak/Steve
Morgan
Amber
To review the effectiveness of the
Zero Hero campaign.
Steve
Murphy/Staffside
Red
To develop specific
communications to highlight
harassment, bullying or abuse and
how it is addressed.
Steve Murphy
Amber
Analysis of present pool of coaches
Melissa Holt
Green
Secure funding for a further cohort
to be trained
Melissa Holt
Amber
To establish ‘advertising’ process
ensure the cohort is representative
reflection of the diversity of staff
across the Trust.
Melissa Holt
Amber
Workforce Race Equality Standard
KF 21.
Percentage believing that
trust provides equal
opportunities for career
Progression or promotion.
White staff : 82%
BME staff: 65%
White staff are 1.262 times
more likely to believe that
trust provides equal
opportunities for career
progression or promotion
than BME staff. This
represents a statistically
significant difference
To establish a pool of
trained mentors that is
representative.
Develop a reciprocal
mentoring scheme for
senior leaders and BME
staff across the Trust
Establish links with the NHS
mentoring scheme.
Melissa Holt
Green
To write a plan for the mentoring
scheme.
Melissa Holt
Green
Melissa
Holt/Meryl Cuzak
Amber
Melissa
Holt/Meryl Cuzak
Melissa
Holt/Meryl Cuzak
Amber
Zoe Richards
Green
Zoe
Richards/Meryl
Cuzak
Green
Write a process for reciprocal
mentoring
To obtain approval for mentoring
scheme.
To begin preparation of first
training
Ensure the cohort of mentors and
reciprocal mentors is
representative.
Q17.
In the last 12 months have
you personally experienced
discrimination at work
from any of the following?
b) Manager/team leader or
other
colleagues
White staff : 7%
BME staff: 6%
BME staff are 3.0 times
more likely to have
personally experienced
discrimination at work from
manager/ team leader or
other colleagues. This has
To ensure equality ,Human
rights unconscious bias and
discrimination is within the
training provided within the
learning prospectus
To commission specific unconscious
bias training for the leadership
development program to reach all
manager.
To purchase an unconscious bias
self assessment process to support
the personal development of all
managers across the Trust.
Red
Workforce Race Equality Standard
deteriorated compared
with the Annual Staff
Survey 2014 and now
represents a statistically
significant difference
To work with staff network to
develop positive action for staff in
report discrimination as it occurs.
Julie
Flannigan/Meryl
Cuzak
Amber
Julie
Flannigan/Meryl
Cuzak
Red
For all non- executive posts to be
advertised widely across
Merseyside area directed
specifically at BME networks,
leaders and communities alongside
other diverse groups.
Beatrice
Fraenkel/Steve
Murphy/Meryl
Cuzak
Amber
For Board members to ensure any
advertisement of posts includes a
positive statement supporting
applications from BME applicants.
Beatrice
Amber
Fraenkel/Andy
Meadows/Leanne
Williams
To ensure Board members and
senior leaders participate in
reciprocal mentoring scheme.
Amanda oates
To analyse the effectiveness of the
dignity at work policy in dealing
with discrimination in the
workplace.
Board representation
indicator
Percentage difference
between the organisations’
Board voting membership
and its overall workforce.
-5.56%
There are currently no
voting Board members
reported as BME. There
were no voting Board
members reported as BME
last year. We have
calculated the % BME from
our local data used for
indicator 1 and not from
indicator 3 which is taken
from the Staff Survey data
To actively advertise the
posts for Board within BME
communities, across a
wider network to
encourage application from
BME community members
and other diverse groups.
Red
Workforce Race Equality Standard
Non Clinical 2016
Non Clinical 2015
Clinical 2016
Clinical 2015
Under Band 1= 0.00%
Under Band 1= 0.00%
Under Band 1=0.0%
Under Band 1 =0.00%
Band 1= 8.08%
Band 1= 5.99%
Band 1= 50.0%
Band 1= 14.29%
Band 2= 3.72%
Band 2= 2.41%
Band 2 =7.0%
Band 2 =1.65%
Band 3= 2.38%
Band 3= 2.67%
Band 3 =6.1%
Band 3= 7.26%
Band 4= 4.18%
Band 4= 3.70%
Band 4 =5.7%
Band 4 =4.43%
Band 5= 2.21%
Band 5= 0.77%
Band 5 =6.9%
Band 5= 6.35%
Band 6 =2.20%
Band 6 =3.23%
Band 6= 4.9%
Band 6 =4.26%
Band 7= 5.97%
Band 7= 5.00%
Band 7 =6.5%
Band 7 =4.55%
Band 8 - Range A 2.17%
Band 8 - Range A 0.00%
Band 8 - Range A 3.3%
Band 8 - Range A 2.11%
Band 8 - Range B 0.00%
Band 8 - Range B 0.00%
Band 8 - Range B 8.3%
Band 8 - Range B 8.33%
Band 8 - Range C 0.00%
Band 8 - Range C 0.00%
Band 8 - Range C 0.0%
Band 8 - Range C 0.00%
Band 8 - Range D 0.00%
Band 8 - Range D 0.00%
Band 8 - Range D 14.3%
Band 8 - Range D 10.00%
Band 9 0.00%
VSM 0.00%
Band 9 0.00%
VSM 0.00%
Band 9 0.0%
VSM 0.0
Band 9 0.00%
VSM 0.00%
Workforce Race Equality Standard