1. Workforce Race Equality Standard (WRES) Homerton Assessment April ‘16 – Mar ‘17

2. WRES
The Workforce Race Equality Standard (WRES) was introduced in 2015 to support a consistent approach across the NHS in tackling workforce race inequality. The WRES forms the first phase in a programme of work addressing workforce equality issues and draws on research that strongly suggests less favourable treatment of Black and Minority Ethnic staff in the NHS through poorer treatment or opportunities has a significant impact on the efficient and effective running of services.
A key aim of the WRES is to enable organisations to compare their performance with others in their region and those providing similar services, with the aim of encouraging improvement by learning and sharing good practice. In support of this aim we have produced this short report which presents the Trust’s performance against the 9 measures along with a number of key improvement actions.

3. WRES Indicators    1
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  2
Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all posts.   3
Relative likelihood of BME staff entering the formal disciplinary process compared to that of White staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation.  4
Relative likelihood of BME staff accessing non-mandatory training and CPD as compared to White staff. 

4. WRES Indicators   5
KF25 – Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months.   6
KF26 – Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months. 7
KF21 Percentage believing that the trust provides equal opportunities for career progression or promotion. 8
Q17. In the last 12 months have personally experienced discrimination at work from any of the following - Manager / team leader or other colleagues?  9
Percentage difference between the organisations’ Board voting membership and its overall workforce

5. Overall Breakdown of BME and White staff against Total Number of Trust Staff
Headcount
Trust %
BME
1869
50.08%
White
1752
46.95%
Not stated
111
2.97%
TOTAL
3732
100%

6. Indicator 1: 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 clinical workforce

7. Indicator 1: 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 non clinical workforce.

8. Indicator 2: Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all posts.

9. Indicator 3: Relative likelihood of BME staff entering the formal disciplinary process compared to that of White staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation (2 year rolling period).
n=14

10. Indicator 4: Relative likelihood of BME staff accessing non- mandatory Training and CPD as compared to White staff.

11. White BME 20% 26% White BME 28% 27%
Indicator 5: KF 25: Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months
Indicator 6: KF26 Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months
White
BME
20%
26%
White
BME
28%
27%
Similar to 2015/16 on both account. Trust not comparatively worse that similar Trusts

12. Indicator 7i: KF21 Percentage believing that the Trust provides equal opportunities for career progression or promotion.
White
BME
87%
67%
Indicator 7ii: Proportion & Number of Staff Promoted by Ethnic Group
Perception remains the same
Actual number of BME promotions slightly improved

13. Indicator 8: 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
BME 7%
13%
Same as last year

14. Indicator 9: Percentage difference between the organisation’s Board voting membership and its overall workforce
No change

15. Findings (1) 1
The data from ESR shows that there is an under-representation of BME staff in posts that are Band 8a and above, and there is no representation of BME staff in Bands 8d and 9. This represents no change from the previous year
There are no BME staff in VSM posts. 2
The data from NHS Jobs shows that 39% of shortlisted applicants are BME and only 29% of those appointed are BME. In contrast 65% of all staff appointed are white. 3
The break down of the Trust’s workforce is 50% BME and 47% White
66% of formal sanctions are issued to BME staff compared to 33% of formal sanctions being issued to White staff.

16. Findings (2) 4
Based on the data available 46% of staff accessing non-mandatory training and CPD were BME in 2016/17, these figures are in line with 2015/16.
In the 2016 staff survey BME staff were still more likely to report that they have had no training, learning or development in the last 12 months (q. 18a) 5
BME staff did not report being disproportionately affected by harassment, bullying or abuse from patients/service users, their relatives or members of the public. This indicates a change from last year when there was a 5 percentage point gap between the experience of BME and white staff on this metric. 6
As was the case in 2015/16 BME are still reporting higher levels of harassment, bullying or abuse from managers or other colleagues.

17. Findings (3) 7
The staff survey 2016 highlighted that BME staff were more likely to report that the Trust does not provide equal opportunities for career progression or promotion.
Data from ESR reports that 43% of promotions were BME staff compared to 54% of promotions for White staff. This is a decrease from last year’s figures. 8
BME staff were still more likely to report that they were discriminated against by their manager/team leader or other colleague compared to White staff. 9
There is no reported BME representation on the Trust Board which remains the same as last year.

18. Actions we are taking to improve.
We have developed robust Staff Survey and Equalities action plans in response to the 2016 National Staff Survey results and the 2016 WRES. These plans are embedded within the Trust’s workforce strategy and have been recognised by the Board as a key strategic priority. Our key improvement priorities and actions are set out below.
Improve on the shortfall from interview to appointment for BME staff
Undertake further staff group and service level analysis of the drop off from shortlisting to appointment for BME candidates.
Review the membership of interview panels for all roles banded 8a and above roles
All staff managers involved in recruitment to attend Unconscious Bias training
All shortlisting to be carried out by two members of staff and monitored
Monitor and review recruitment data on a monthly basis and hold managers to account with regards to appointments decisions.
Board to engage in national programmes aimed at developing of future BME NEDs

19. Actions we are taking to improve
Career Progression
Establish a programme providing opportunities for all staff to have access to training / acting–up or secondments opportunities
Offer ‘Reach’ career development programme to all staff
Further develop ‘career ladders’ for all staff groups, so that staff members can clearly identify ways to develop and move up within their careers
Hold secondments / acting up positions centrally to ensure fairness for all
Training and Development
Support managers to ensure that more consistent conversations about training and development occur during Performance and Development Reviews.
Develop a ‘good manager’s guide’ to provide support and clarify expectations with regards to supporting staff development
Improve data collection for non-mandatory training to ensure that we better understand who is accessing training opportunities
Develop career frameworks for clinical roles to make it clearer what training and development is required to support career development and promotion

20. Actions we are taking to improve
Disciplinary issues
Increase accountability – continue to develop new processes to support the assessment of ER cases prior to a formal ER process being initiated, such as the introduction of the commissioning managers role
Continue with reporting mechanism to the Trust Board / Workforce performance and Joint Staff Consultative Committee
Carry out a yearly audit of all ER cases to identify potential bias or inconsistency
Support managers with fairly managing staffing issues through managers’ training and good manager guide
Discrimination (Including bullying / harassment)
All staff managers involved in recruitment to attend Unconscious Bias training
Increase promotion of the Freedom to Speak Up Guardians to help ensure that all staff are aware that they have access to this resource
BAME group to work together with the Equality and Diversity group on the development of a WRES Action plan