NHS Workforce Race Equality Standard (WRES) Report 2017/18

WRES Basics The Workforce Race Equality Standard (WRES) highlights the differences between the experience and treatment of White and BME staff with the aim of closing any identified gaps. There are nine WRES indicators. The first four of the indicators are from workforce data; the second four relate to findings from the latest NHS Staff Survey; and the ninth indicator looks at Black and Minority Ethnic (BME) representation on Boards. The technical guidance for the WRES can be found at https://www.england.nhs.uk/wp-content/uploads/2017/03/wres-technical-guidance-2017.pdf. Each year, NHS England sends a partly populated spreadsheet with WRES data they have extracted directly from ESR and the most recent staff survey results. Where there are gaps in the spreadsheet, trusts’ are required to use local data sources to complete the report. There is a notes section which enables trusts to comment on any discrepancies in the pre-populated data. The WRES report is based on ESR data as at 31 March 2018, findings from the 2017 NHS staff survey and wider data sources. Results are published by NHS England WRES team. Nb: 76 staff (1.2%) of the overall workforce who have not declared their ethnicity are not represented this report

WRES basics continued The following is a summary of the WRES data with some additional comparison data provided for context and to demonstrate performance. Trust data will be submitted to NHS England and it will be incorporated into the national WRES report which is published annually. Progress on the WRES is considered under the “well led” domain in the CQC’s inspection programme for NHS trusts and as such, the completed report and accompanying equality action plan to address any issues arising from the WRES data will be analysed as part of the evidence used in our inspections. Nb: 76 staff (1.2%) of the overall workforce who have not declared their ethnicity are not represented this report

Next Steps Summary

Progress since last report Indicator 1: Percentage of non–clinical staff in each of the AfC Bands 1-9 and Very Senior Management (VSM) (including executive Board Members) compared with the percentage of the overall workforce. For internal purposes only, this data is also benchmarked against the non-clinical staff within these bands. This data does not include medical and dental staff Progress since last report (Gap should be 0%) ESR as at 31/3/18 2017 Gap 2018 Gap VSM 47.0% 37.5%  B9 17.0% 23.6%  B8D 32.7% 34.3% B8C 17.8% 19.4% B8B 26.1% 29.0% B8A 3.6% 4.0% B7 19.7% 4.3% B6 6.2% 8.8% B5 17.5% 22.7% B4 13.6% B3 10.4% 14.0% B2 17.2% 17.4% 1 2 7 9 25 35 39 28 97 85 49 378 2979 8 6 17 37 31 44 59 80 180 161 108 737 3145

Progress since last report Indicator 1: Percentage of clinical staff in each of the AfC Bands 1-9 and VSM (including executive Board Members) compared with the percentage of the overall workforce. For internal purposes only the data is also benchmarked against the clinical staff within these bands. This data does not include medical and dental staff Progress since last report (Gap should be 0%) ESR as at 31/3/18 3 12 51 259 534 604 77 201 407 2148 2979 1 4 19 32 143 386 536 305 71 227 243 1968 3145 2017 Gap 2018 Gap VSM 47.0% 48.6%  B9 B8D 22.0% B8C 31.2% 35.0% B8B 27.4% 21.3%  B8A 22.3% B7 10.3% 8.4% B6 2.2% 1.3% B5 19.3% 17.8% B4 8.3% 3.4% B3 1.9% 1.6% B2 11% 14.0%

Progress since last report Indicator 1: Percentage of Medical and Dental in each of the medical pay bands staff compared with the percentage of the overall workforce. For internal purposes only, this data is also benchmarked against the medical staff group. As at 31/3/18 Progress since last report (Gap should be 0%) 185 11 69 170 29 424 2979 183 20 35 190 32 408 3145 2017 Gap 2018 Gap Consultants 5.4% 1.7%  Senior medical managers N/A 13.1%   Non-consultant Career Grade 19.0% 17.7% Trainee Grades 1.5% 1.4% Other 1.1%

Indicator 2 (derived from recruitment system with data spanning 1/4/17-31/3/18) Relative likelihood of BME staff being appointed from shortlisting compared to White staff There should be nil difference between BME and white staff 2017 difference 1.87 2018 difference 0.55 Decrease in difference by 1.32

Indicator 3 (Derived from ESR covering a 24 month period) Relative likelihood of BME staff entering the formal disciplinary process compared with White staff. This is measured by entry into formal disciplinary investigation. This includes staff for whom NO further action was taken There should be nil difference between BME and white staff 2017 difference 1.48 2018 difference 2.09 Increase in difference by 0.61

Indicator 4 (Derived from ESR as at 31/3/18) Relative likelihood of BME staff accessing non-mandatory training and CPD as compared to White staff There should be nil difference between BME and white staff 2017 difference 0.01 2018 difference 0.13 Increase in difference by 0.12

Indicator 5 (Derived from latest (2017) Staff survey) Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months There should be nil difference between BME and white staff Percentage difference between BME and White staff in 2017 was 0.80% Percentage difference between BME and White staff in 2018 is 2.43% Increase in percentage difference by 1.63%. additional benchmark data provided below* National Average score for combined acute and community trusts is 27%* Trust Average is 31%*

Indicator 6 (Derived from Staff survey 2017) Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months There should be nil difference between BME and white staff Percentage difference between BME and White staff in 2017 was 3.02% Percentage difference between BME and White staff in 2018 1.11% Decrease in percentage difference by 1.91% additional benchmark data provided below* National Average score for combined acute and community trusts is 24%* Trust Average is 29%*

Indicator 7 (Derived from Staff survey 2017) Percentage of staff believing that the Trust provides equal opportunities for career progression or promotion There should be nil difference between BME and white staff Percentage difference between BME and White staff in 2017 was 17.28% Percentage difference between BME and White staff in 2018 is 17.84% Increase in percentage difference by 0.56% additional benchmark data provided below* National Average score for combined acute and community trusts is 85%* Trust Average is 76%*

Indicator 8 - Derived from Staff survey 2017 Percentage of staff who have personally experienced discrimination at work from their manager, team leader or other colleagues in the last 12 months There should be nil difference between BME and white staff Percentage difference between BME and White staff in 2017 was 5.37% Percentage difference between BME and White staff in 2018 is 5.76% Increase in percentage difference by 0.39% additional benchmark data provided below* National Average score for combined acute and community trusts is 10%* Trust Average is 18%*

Indicator 9 Percentage difference between (a) the organisation’s board voting membership and its overall workforce, and (b) the organisation’s executive board membership and its overall workforce 2018 There should be 0% difference between the organisations board membership and the workforce. A representative board will comprise 51.4% white and 48.6% BME White Board members comprise 81.3% instead of 51.4% this is a percentage difference of -29.9% for BME members instead of a 0% difference There has been an increase in the overall BME board membership by 11.7%. 3 1 2 2979 Board Members 13 7 6 10 3 3145 Executive Non-Executive Voting Non-Voting Overall Workforce The number of board members set out above is not consistent with the Trust’s WRES pre-populated datasheet from NHS England (datasheet picks up a total board members at 18 instead of 16) This is due to the overlap of 2 executive board members at the time the data was extracted

Last 6 months activity:   CEO Blog setting out explicit WRES only EDI narrative and plans; Members of the Trust executive, sponsored a WRES indicator and produces a personal commitment narrative and supporting activity; Two (December & March) Trust Wide Equality Diversity and Inclusion events hosted by Chief Executive attended by 160 members of staff; generating statements of Personal responsibility and commitment of all staff – “I will” and Organisational responsibility and commitment – “We Will”, outcomes shared with staff in April; Set up and support to an EDI network ; Implementation of exec commitments e.g. BME representation on interview panels; Process to ‘pause and review’ entry into formal disciplinary processes; delivery of additional unconscious bias training sessions; Successful Application to become a NHSE Diversity Partner;

Appendix - Ethnic Categories Definitions “White” staff include white British, Irish and Any Other white i.e. categories A–C in the table below “Black and Minority Ethnic” BME staff category includes all others (D-S) except “not stated”(Z) Ethnic Categories White BME Not Stated A - White –British D – Mixed white and black Caribbean Z – not stated B - White –Irish E – Mixed white and black African   C - Any other white background F – Mixed white and Asian G – Any other mixed background H – Asian or Asian British –Indian J – Asian or Asian British –Pakistani K – Asian or Asian British – Bangladeshi L – Any other Asian background M – Black or black British –Caribbean N – Black or black British –African P – Any other black background R – Chinese S – Any other ethnic group