1. Making Diversity Interventions Count: Annual Conference 2016 Innov8 – Sheffield Mentoring Project DR MANREESH BAINS SENIOR CLINICAL PSYCHOLOGIST, PROJECT LEAD

2. What is Innov8?  External funding received from Health Education Yorkshire and the Humber Partnership to consider the lack of BAME staff at higher grades within the Trust  Why??

3. Wider Context…

4. The evidence of NHS Inequalities  Nursing students from a BAME background (particularly black Africans) 50% less likely to secure a first job first time than white nurses – Professor Ruth Harris, Kingston University  Nurses from a black or ethnic minority background are less likely to be selected for development programmes ( Bradford University Report – Dr Udy Archibong)  More likely to be performance managed (Diversity Issues Among Managers - Juliette Alban-Metcalfe)  Less likely to be shortlisted and appointed if you are from a BAME background (Discrimination by Appointment, Roger Kline)  More likely to be in the lower bands of AfC (HSCIC)  More likely to disciplined and dismissed - Royal College of Midwives Freedom of Information Request: Midwives and Disciplinary Proceedings in London

5. A report by Sir Robert Francis QC Freedom to speak up - a report into whistleblowing in the NHS  Further confirmation that discrimination against BAME staff directly impacts patient care and safety.  BAME staff are more likely to be ignored by management 19.3% in comparison with their white colleagues 14.7%.  40.7 % BAME staff compared to 27% less satisfied with the outcome of investigations  BAME staff are more likely 21% to be victimised by management than white staff 12.5%  The number of both BAME and white staff who are praised by management after raising a concern is 3% BAME, 7.2 per cent for white staff.  24% of BAME staff compared to 13% of white staff did not raise a concern for fear of victimisation

6. The Workforce Race Equality Standard (WRES) The Workforce Race Equality Standard is a set of metrics that would, for the first time, require all NHS organisations with contracts over £200k, to demonstrate progress against a number of indicators of race equality, including a specific indicator to address the low levels of BAME Board representation.

7. NHS Workforce Race Equality Standard  Mandatory for all NHS organisations  Uses key indicators as measures of progress  Expects progress on closing metrics between white and BAME experience and treatment  From April 1 st 2015 all NHS organisations will be required to make changes  Metrics seek to drive inquiry, behaviour attitudinal and sustained change

8. 8

9. Within SHSC…

10. As of the 31st of March 2015 there was a difference of 8.98% between BAME staff in the overall workforce and BAME staff in Bands 8-9 (or equivalent) and Very Senior Managers. Number of BAME staff In Bands 8-9 and Very Senior Managers 4 Total number of staff in Bands 8-9 and Very Senior Managers 193 Percentage of BAME staff in Bands 8-9 and Very Senior Managers 2.07% Number of BAME staff in overall workforce313 Total number of Staff in overall workforce2833 Percentage of BAME staff in overall workforce 11.05%

11. The chart below shows the trajectory of staff banding from band 5 to band 8 comparing BAME staff and White staff (for staff where staff ethnicity is recorded). There are approximately 17% of BAME staff working in Band 5 posts but this reduces to only 2% in 8a posts and 0% in 8b posts.

12. Innov8 Overview:  To develop ‘cultural competence’ amongst Board Members and offer the opportunity to be involved in reciprocal mentoring with a BAME member of staff  To offer a development opportunity for 5 (bands 6-8a or equivalent) BAME members of staff to be involved in reciprocal mentoring with Board Members  To offer the opportunity for 5 (bands 5-6 or equivalent) BAME members of staff to receive mentoring from a more senior BAME member of staff  To offer the opportunity for one BAME member of staff to lead on a Trust wide project, developing leadership skills

15. Evaluation – Board Members

16. Evaluation – BAME Staff

17. Project Progress So Far  Recruitment of Board Members and BAME members of staff to the Project. We are coming towards the end of the Project and are completing the final evaluation stage  Opened up development opportunities e.g. Coaching at the Frontline  Built networks amongst BAME staff members within the Trust  Evaluation process allows us to consider what has been learned and consider next steps

18. Next Steps  Evaluation of Project, what have we learned?  How do we make meaningful and sustainable change?  How do we engage with BAME staff who do not come forward for Projects such as Innov8?  Different levels – do we need to working with Universities? Training Programmes? Even earlier education – schools?  What changes can be made at an individual, team and organisational level?  What can we learn from others? E.g. “Learning Partnership” in Bradford

19. Personal Reflections – Project Lead  It has been interesting to learn more about the Trust’s strategy in relation to BAME staff, service users and diversity  Opened up the opportunity to liaise with staff across the Trust (that I probably never would have met otherwise!)  Expanded my network of BAME colleagues  Noticing the challenge of capturing ‘diversity issues’ and how we make changes  Moving away from a deficit model – BAME staff can “give/share” knowledge, rather than “need” to be treated differently

20. Personal Reflections

21. Questions? Reflections? Contact Information Manreesh.bains@shsc.nhs.uk