nhs workforce race equality standard (wres) 2018-19 · • staff training around resilience and...

NHS Workforce Race

Equality Standard

(WRES) 2018-19published September 2019

CONTENTS

ABOUT WORKFORCE RACE EQUALITY STANDARDS (WRES) 3

FOREWORD 4

WORKFORCE RACE EQUALITY INDICATORS 5

WRES REPORT 2018-19 6

ACTION PLAN 13

About Workforce Race Equality Standards (WRES)

In 2014, NHS England and the NHS Equality and Diversity Council agreed action to ensure employees

from Black and Minority Ethnic (BME) backgrounds have equal access to career opportunities and receive

fair treatment in the workplace. It was agreed that a Workforce Race Equality Standard (WRES) should be

developed, and in April 2015 it was made available to the NHS. All NHS organisations including CCGs,

Trusts and CSUs as well as national organisations are encouraged to implement the WRES in an open and

transparent way. This will help to show the national, clinical and commissioning workforce.

“We know that care is far more likely to meet the needs of all the patients we’re here to serve when NHS

leadership is drawn from diverse communities across the country, and when all our frontline staff are

themselves free from discrimination. These new mandatory standards will help NHS organisations to

achieve these important goals.”

Simon Stevens, Chief Executive NHS England

Foreword

NHS Southwark Clinical Commissioning Group is committed to ensuring equality and

inclusion is at the heart of everything we do, both within our own workforce and

across the services we commission for our richly diverse communities in Southwark.

It is particularly important, as we strengthen our collaboration between

commissioners across south east London, that this commitment to equality and

diversity remains central to our work, and staff feel supported during this period of

change.

This is the second year we have published our Workforce Race Equality Standard

and Action Plan and we have already started putting in place support, training and

development opportunities for our staff and leadership team to ensure that we

address the issues that have been highlighted in our WRES report.

Dr Jonty Heaversedge, NHS Southwark CCG Chair

NHS Workforce

Race Equality

Indicators

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 workforce disaggregated by: Non-Clinical Staff/Clinical staff*

What is the data telling us?

BME representation has remained the same proportion of the workforce and

the level of non-disclosure has increased slightly.

There is a lower proportion of BME staff at the senior levels.

What have we done over the last year?

• All staff session on diversity, development & wellbeing including a section

on unconscious bias in Sept 2018

What are we planning to do in the year ahead?

• Update of ESR data for all staff took place in Q1 of 2019-20

• Development sessions with Governing Body leaders on improving

inclusivity of the organisation (April 2019)

• Manager sessions planned and taking place between May & October 2019

• Staff training looking at resilience and handling difficult conversations (May

and June 2019)

• Launched a staff health and wellbeing programme for CCG staff running

until March 2020.

StatusSource: Electronic Staff Record (ESR) as at 31 March 2019

NHS Southwark CCG - Staff Numbers

2017-18 2018-19

White 83 62% 83 58%

BME 35 26% 40 28%

Not disclosed 15 11% 19 13%

Total 133 142**

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Band 1-7 Band 8a -VSM

15% 13%

44%

24%

41%

63%

NHS Southwark CCG - Workforce by Band (2018-19)

Not disclosed BME White

*At Southwark CCG the number of clinical staff is not disaggregated due to small numbers

**Southwark CCG hosts wider teams including: Our Healthier South East London (OHSEL), South East London Commissioning

Alliance & London STP network

Indicator 2: Relative likelihood of staff (comparison by ethnicity) being appointed

from shortlisting across all posts

Source: Recruitment activity 1 April 2018 to 31 March 2019


For Southwark CCG White candidates are more likely to be shortlisted

for roles than BME candidates.

Once shortlisted White candidates are more than twice as likely to be

appointed as BME candidates.


• Raise the need to have recruitment & selection training (including

unconscious bias) across the CCG.


• Provide training to recruitment panel chairs and managers on

recruitment and selection including the impacts of unconscious bias

across the South East London CCGs Reform OD Group.

• Harmonising recruitment and selection policies across South East

London (SEL) STP geography

Status

Southwark CCG England average

Indicator 2: Appointed 2017-18 2018-19 2018

Relative likelihood of White

person being appointed2.3 2.4 1.6

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Applications Shortlisted Appointed

173 36 4

638

97

9

311105

23

Recruitment - NHS Southwark CCG, 2018-19

Not disclosed BME White

Indicator 3: 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 previous year)

Source: Disciplinary action data held by Human Resources 1 April 2017 to 31 March 2019


There are no formal disciplinary cases recorded


Continue to monitor this indicator by ethnicity to identify any trends over time.


Continue to monitor this indicator by ethnicity to identify any trends over time.

Status

Indicator 4: Relative likelihood of staff accessing non-mandatory training

and CPD

Status


Information for non-mandatory and CPD training is not currently collected.


The CCG does not currently collect this information.


• Raise the issue of the data collection for this metric through the SEL OD Group for the

future SEL CCG from April 2020

Indicators 5-6: National NHS Staff Survey Indicators

StatusSummary of 2018 -19 Staff Survey outcomes (WRES Indicators 5-6)

NHS Southwark CCG 2018 Average for

CCGs2017 2018

5 – KF25 Percentage of staff experiencing harassment,bullying or abuse from patients, relatives or the public in last 12 months

Of the total who responded those who said ‘Yes ‘:

Of the total who responded those who said ‘Yes’:

White: 3% White: 5% White: 9%BME: 0% BME: 9% BME: 10%

6 – KF26 Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months



White: 15% White: 23% White: 19%BME: 41% BME : 61% BME: 30%


There has been an increase in the percentage of all staff stating that they have experienced harassment, bullying or abuse from patients,

relatives or the public, although it is better than the national average for CCGs. There is also an increase in BME staff stating they have

experienced harassment, bullying or abuse from staff, which represents a higher proportion than the national CCG average.


• A series of sessions for the SMT and the Governing Body to reflect on personal and organisational behaviours and gain an awareness of

the impact of interactions.

• All staff session on diversity, development & wellbeing including a section on unconscious bias in Sept 2018.

• Follow-up discussions at staff meeting & staff bulletins and all staff e-mails.

• The CCG ran staff surveys focusing on negative behaviours and health and wellbeing.

• Discussion at directorate meetings of the survey results and behaviours.

• Following on from the analysis of the surveys results and positive responses from the all staff away day and discussion at SMT, the

CCG organised further training & development sessions for Governing Body, line managers and all staff to take place in 2019/20.

• Re-design of appraisals format to provide opportunity for staff to discuss negative behaviours with their manager.


• Development sessions with Governing Body leaders on improving inclusivity of the organisation (April 2019)

• Staff training around resilience and handling difficult conversations (May and June 2019)

• A development programme for line managers to create a positive performance culture (May – October 2019)

• Launched a staff health and wellbeing programme for CCG staff running until March 2020.

• Continue to make staff aware of the extended role of the Speaking Up Guardian.

• Repeat the national staff survey in 2019/20, with the same provider for the 6 SEL CCGs, to provide a comprehensive baseline for

the proposed SEL CCG.

Source: Responses to NHS Staff Survey 2018, published 2019 - http://www.nhsstaffsurveyresults.com/local-workforce-equality-standards-wres/

http://www.nhsstaffsurveyresults.com/local-workforce-equality-standards-wres/

Indicators 7-8: National NHS Staff Survey Indicators


There has been a decrease in percentage of staff from all backgrounds believing that the CCG provides equal opportunities for career

progression, highlighting a disproportionate decrease among BME staff.

There has also been a small decrease in all staff experiencing discrimination at work, which is lower than the national CCG average

for White people however disproportionately higher for BME staff.


The CCG’s activity in response to these survey results relate to the actions outlined for Indicators 5 and 6 with particular relevance to

the following activities:

• All staff session on diversity, development & wellbeing including a section on unconscious bias in Sept 2018.

• A series of sessions for the SMT and the Governing Body to reflect on personal and organisational behaviours and gain an

awareness of the impact of interactions.

• The CCG ran staff surveys focusing on negative behaviours and health and wellbeing.


• Staff workshops on resilience and handling difficult conversations

• Training programme for managers to create a positive performance culture

• Repeat the national staff survey in 2019/20.

• The CCG Reform Group is undertaking an EqIA process to understand any potential differential impacts on protected characteristic

groups and to identify any appropriate mitigating actions

Status Summary of 2018 -19 Staff Survey outcomes (WRES Indicators 7-8)

NHS Southwark CCG 2018 Average for CCGs2017 2018

7 – KF21 percentage believing that the CCG provides equal opportunities for career progression or promotion

Of the total who responded those who said ‘Yes ‘:


White: 100% White: 97% White: 88%

BME: 40% BME: 27% BME: 59%

8 – Q17 IN the last 12 months have you personally experienced discrimination at work from any of the following: Manager, Team Leader, Other Colleagues



White: 6% White: 3% White: 5%

BME: 33% BME : 30% BME: 14%

Source: Responses to NHS Staff Survey 2018, published 2019 - http://www.nhsstaffsurveyresults.com/local-workforce-equality-standards-wres/

http://www.nhsstaffsurveyresults.com/local-workforce-equality-standards-wres/

Indicator 9: Percentage difference between (i) the organisations’ Board voting

membership and its overall workforce and (ii) the organisations’Board executive membership and its overall workforce

Source: Electronic Staff Record (ESR) – 31 March 2019


• Southwark CCG Governing Body does not represent the diversity of its

workforce by 7%points. However, the detailed breakdown of the GB shows a

consistent level of BME representation.

• The local population of the London Borough of Southwark has an ethnicity

proportion of 48% BME.


• Governing Body seminar on the findings from implemented EDS Goal 4


• Development sessions with Governing Body leaders on improving inclusivity of

the organisation (April 2019)

• Continue to implement the NHS EDS2 framework to review the inclusivity of the

leadership and decision making, following up on the work done in 2017/18.

StatusCCG Governing Body

2018/19CCG Staff 2018/19

Difference between GB & Staff

Number % Number % % points

White 19 79% 83 58% 21%

BME 5 21% 40 28% -7%

Not disclosed 0 0% 19 13% -13%

Total 24 100% 142 100%

0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

Voting members Executive members Overall

78% 83% 79%

22% 17% 21%

CCG Governing Body Ethnicity Breakdown

White BME

Summary Action Plan 2019/20 (1)Indicator Status and

Priority level Point for focus Action Owner Planned

end Date

1 and 9 High Senior BME Representation in Bands 8+, VSM, GB

Update of ESR data for all staff took place in Q1 of 2019-20 NEL March 2020

Manager sessions planned and taking place between May & October 2019 RW March 2020

Development sessions with Governing Body leaders on improving inclusivity of


RW March 2020

Staff training looking at resilience and handling difficult conversations RW March 2020

Launch a staff health and wellbeing programme for CCG staff running until March

2020.

SH/CW March 2020

Continue to implement the NHS EDS2 framework to review the inclusivity of the

leadership, following up on the work done in 2017/18.

NEL/RW March 2020

2 High

To address the variance in recruitment likelihood between BME and White Staff

Provide training to recruitment panel chairs and managers on recruitment and

selection including the impacts of unconscious bias.

RG/SEL

OD Group

March 2020

Harmonising recruitment and selection policies across South East London (SEL)

STP geography

March 2020

3 LowTo continue to monitor any disciplinary cases

Continue to monitor this indicator by ethnicity to identify any trends over time. NEL March 2020

4 Medium

To assess the impact of non-mandatorytraining on BME career progression

Raise the issue of the data collection for this metric through the SEL OD Group

for the future SEL CCG from April 2020

RG/SEL

OD Group

March 2020

RAG Status Key

Significant variance between White and BME staff experience

Some variance between White and BME staff experience

No variance between White and BME staff experience

Note: This is a high level plan of centrally coordinated actions aligned to the WRES indicators.

Summary Action Plan 2019/20 (2)

Indicator Status and Priority level

Point for focus Action Owner Plannedend Date

5 and 6 High

Reducing incidences of bullying and Harassment within Southwark CCG

Development sessions with Governing Body leaders on improving inclusivity of


RW March 2020

Staff training around resilience and handling difficult conversations. RW March 2020

A development programme for line managers to create a positive performance

culture.

RW March 2020

Launched a staff health and wellbeing programme for CCG staff running until

March 2020.

SH/CW March 2020

Continue to make staff aware of the extended role of the Speaking Up Guardian. CW March 2020

7 and 8 High

Develop and

promote culture of

inclusion

throughout

Southwark CCG

Repeat the national staff survey in 2019/20, with the same provider for the 6 SEL

CCGs, to provide a comprehensive baseline for the proposed SEL CCG.

CW March 2020

The CCG Reform Group is undertaking an EqIA process to understand any

potential differential impacts on protected characteristic groups and to identify any

appropriate mitigating actions

SEL OD

Group/RG

March 2020

Note: This is a high level plan of centrally coordinated actions aligned to the WRES indicators.

RAG Status Key

Significant variance between White and BME staff experience

Some variance between White and BME staff experience

No variance between White and BME staff experience

nhs workforce race equality standard (wres) 2018-19 · • staff training around resilience and...

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