1. Workforce Race Equality Standard (WRES) Homerton Assessment

2. WRES
The Equality and Diversity Council (EDC) agreed that a Workforce Race Equality Standard (WRES) for the NHS be consulted on, with a view to it being included in the NHS standard contract 2015/16. Over three months of extensive consultation has taken place with key stakeholders regarding the WRES.
The WRES has been welcomed as a positive step forward for Trusts to deliver their responsibilities under the equality agenda and has now been included in the 2015/16 NHS standard contract. The WRES forms the first phase in a programme of work addressing workforce equality issues.

3. The Workforce Race Equality Standard seeks to tackle one particular aspect of equality – the consistently less favourable treatment of the BME workforce – in respect of their treatment and experience.
It draws on new research about both the scale and persistence of such disadvantage and the evidence of the close links between discrimination against staff and patient care.

4. WRES Indicators    1
Percentage of BME staff in bands 8-9 VSM (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce.   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.
Note: This indicator will be based on data from a two year rolling average of the current year and the previous year. However, currently data is only available within the Trust from 1 April We continue to improve systems to capture this data .

5. WRES Indicators   4
Relative likelihood of BME staff accessing non-mandatory training and CPD as compared to White staff.  5
KF18 – Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months.   6
KF19 – Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months.

6. WRES Indicators  7
KF27 Percentage believing that the trust provides equal opportunities for career progression or promotion.   8
Q23. In the last 12 months have personally experienced discrimination at work from any of the following?
b) Manager / team leader or other colleagues   9
Boards are expected to be broadly representative of the population they serve. 

7. Trust Employees by Ethnicity %

8. Trust Employees by Band and Ethnicity (Excluding Medical)

9. Trust Staff By Band and By Gender (excluding Medical)

10. Indicator 1:Percentage of BME staff in bands 8-9 VSM ( including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce. 

11. Medical Workforce by Gender and Ethnicity
In terms of gender, within the medical workforce there is almost a 50/50 split.
Black staff only represent 4% of the Trust’s Medical Workforce compared to 26% being Asian and 56% White.

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

13. 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.

14. 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.
Despite Black staff only representing 30% of the organisation, they account for almost 50% of the Trust dismissals, whereas white staff account for only 6% of dismissals.
Asian staff represent 14% of the Trust and account for 20% of the Trust’s Bullying & Harassment complaints and only 6% of the Trust’s dismissals.
35% of formal sanctions are against Black staff compared to only 5% of formal sanctions being issued to White staff.
29% of grievances received are from Black staff in comparison with only 6% of grievances from White staff.

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

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

17. Indicator: 5 KF18 Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months Q
Problem Score Text
Trust
Average %
White
Mixed
Asian/Asian British
Black/Black British
Chinese and other
21a
Harassment, bullying or abuse from patients/service users, their relatives or members of the public 30 27 22 31 32
Green = >3% better than Trust average ; Amber = within 3% of Trust average ; Red = >3% worse than Trust average.
Indicator 6: KF19 Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months Q
Problem Score Text
Trust
Average %
White
Mixed
Asian/Asian British
Black/Black British
Chinese and other
21b
Harassment, bullying or abuse from manager/team leader or other colleagues 24 21 31 27 26
21c+
Last experience of harassment/bullying/abuse not reported 50 49 40 53 52

18. Indicator 7: KF27 Percentage believing that trust provides equal opportunities for career progression or promotion. Q
Problem Score Text
Trust
Average %
White
Mixed
Asian/Asian British
Black/Black British
Chinese and other 22
Organisation does not act fairly: career progression 13 8 14 25 17
Indicator 8: Q23b. In the last 12 months have you personally experienced discrimination at work from any of the following? Manager / team leader or other colleagues Q
Problem Score Text
Trust
Average %
White
Mixed
Asian/Asian British
Black/Black British
Chinese and other
23a
Discrimination from patients/service users, their relatives or other members of the public 8 7 6 13
23b
Discrimination from manager/team leader or other colleagues 11 15 16 19

19. Indicator 7: KF.27 Percentage believing that trust provides equal opportunities for career progression or promotion.
Over 50% of the Trust’s promotions are of White staff, despite White staff only representing only 46.3% of the workforce.
Just over 25% of promotions are of Black staff, despite them representing 30% of the workforce.
14% of Trust promotions are Asian staff, and they account for 14% of the workforce.

20. Indicator 9: Boards are expected to be broadly representative of the population they serve

21. Findings 1
The data from ESR evidences that there is an under-representation of Black and Asian staff in posts that are Band 8a and above, and there is no representation of Black and Asian staff in Bands 8d and Band 9.
There are no staff recorded as Black or Asian occupying VSM posts.
Further analysis is being undertaken in terms of Black and Asian staff in senior medical posts. 2
The data from NHS Jobs shows that 25.9% of Black applicants are appointed compared to 36.3% of Black applicants being shortlisted. 3
The data from ESR illustrates that, despite Black staff representing 30% of the organisation, they account for almost 50% of the Trust dismissals.
Asian staff represent 14% of the Trust and account for 20% of the Trust’s Bullying & Harassment complaints and only 6% of the Trust’s dismissals.
35% of formal sanctions are against Black staff, compared to only 5% of formal sanctions issued to White staff.
29% of Grievances received are from Black staff in comparison with only 6% of grievances from White staff.

22. Findings 4
36% of non mandatory training places are accessed by Black staff, which is proportionate to the number of Black staff employed by the Trust.
Black and Asian staff are under-represented on leadership development programmes. 5
The results from Asian staff were significantly lower than the Trust average for harassment, bullying or abuse from patients/service users, their relatives or members of the public. The results for White, Mixed, Black and Chinese were comparable with the Trust average of 30%.
BME Staff did not appear to be disproportionately affected by violence and aggression. 6
Harassment and Bullying or abuse from manager/team leader is a significant concern amongst Mixed staff and staff that are Chinese/other. These are significantly above the Trust’s average of 24%.
Staff from a Mixed background are more likely to report an experience of bullying and harassment than other groups.

23. Findings 7
The number of Black staff that felt that the organisation does not act fairly in terms of Career Progression is significantly over the Trust average of 13%.
The data from ESR demonstrates that over 50% of promotions in 2014 were of White staff, who represent just over 45% of the staff population. Black staff represent 30% of the organisation, but only account for just over 25% of promotions.
Asian staff represent 14% of the Trust population and account for 14% of Trust promotions. 8
In relation to discrimination, the respondents who felt discriminated against by their manager/team leader/colleagues were Black, Asian, Chinese and other. 9
There is no Black or Asian representation on the Trust board.

24. What We are Doing Currently?
We have developed a robust Staff Survey action plan in response to the 2014 National Staff Survey results. The plan contains a number of significant actions that are in progress;
Further analysis of Workforce data to identify trends;
An active Equality Steering Group;
Workforce Committee established in April 2015;
Development of a Workforce Strategy to pull together Trust-wide workforce issues;
Raising the focus of Equality and Diversity within the Trust’s overall Workforce Strategy;
Implementing the Equality Delivery System 2 (EDS).

25. What We are Doing Currently?
We have amended our internal HR KPI’s to include analysis by protected groups;
We are implementing a programme specifically designed to support BME staff to access opportunities for development and career progression.