Hampshire Hospitals NHS Foundation Workforce Race Equality Standard (WRES) – 2018/19 Annual Plan No. Description and measure (31 March 2018) Analysis of current position (31 2018) Baseline (31 March 2017) Action taken in 17/18 Action Planned for 18/19 1. The percentage of staff in each of the AfC Bands 1-9 or Medical and Dental subgroups 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. The percentage of BME representation for all staff in the Trust is 15.7%. However, the analysis shows that within the Trust there is an under representation of BME staff in our senior positions. The Trust has a higher representation of BME staff (15.7%) than its local population according to the published 2011 census figures which showed an average BME representation of 5.23%. However, the analysis shows that within the Trust there is an under representation of BME staff in our senior positions. In total, BME representation of Band 8 and above is 3.22%. The percentage of BME representation for all staff in the Trust was 14.6%. BME representation of Band 8 and above was 2.97%. Improved data quality – the Trust has continued to record inclusivity data following a data collection exercise in late 2015. The total proportion of total staff who have their ethnicity has increased from 84.64% to 84.73%. Regular (quarterly) promotion of Employee Self Service to encourage to supply this information. Reviewed and benchmarked Trust actions/performance against other/neighbouring NHS organisations to ascertain a wider understanding of equality, diversity and Continue to improve data quality for recording inclusivity data on ESR. Regular (quarterly) promotion of Employee Self Service to encourage staff to supply this information. Further analysis to identify job roles/departments where BME staff are poorly represented and work with senior managers to identify reasons and potential solutions. Encourage and support bands 5-8a and above BAMEs to utilise existing leadership courses by actively bringing opportunities to their attention and monitor uptake of such programmes – i.e. NHS Leadership Academy Stepping Up and Ready Now. When using external agencies to support candidates for senior management roles ensure that the contract agreement includes reported
and encouraged managers to intervene early and handle informally where appropriate. 4. Relative likelihood of staff accessing training and CPD. Relative likelihood of White staff accessing training and CPD compared to BME staff – 0.89. This information is extracted from the OLM (training module) section of ESR and applies to substantive staff only. Relative likelihood of White staff accessing training and CPD compared to BME staff – 0.87. Continued to explore how CPD activities for all staff can be captured and on, on OLM. Reviewed and benchmarked Trust actions/performance against other/neighbouring NHS organisations to ascertain a wider understanding of E, D and I across the system and to increase knowledge of best practices. Continue to review and benchmark Trust actions/performance against other NHS organisations and HIOW STP (Workforce) to ascertain a wider understanding of E, D and I across the system and to increase knowledge of best practices. Additional information for 5 – 8 The 2017 Staff Survey for HHFT had an overall response rate of 43.3%. This is a decrease from the 2016 response rate of 47.2%, with the Trust aiming to increase this rate to 50% for 2018. 5 Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months: 2017 Survey There has been an improvement for BME staff, but a very slight deterioration for White staff year on year. 2016 Survey White: 22.66% BME 25.00% Looked at mechanisms for reinforcing zero tolerance approach through promoting and embedding the Trust’s values e.g. E, D and I training at Trust and Volunteer’s Induction. Review Staff Survey results 2018 and all cases that are reported to HR annually to inform divisional and Trust action plans and bespoke interventions. Annual analysis of ‘Speak in Confidence’ take-up/usage.
White: 22.67% BME 24.20% Reviewed Staff Survey results 2017 and all cases that are reported to HR annually to inform divisional and Trust action plans and bespoke interventions. Established a staff Inclusivity Network. Developed support mechanisms for staff – e.g. roll out of Mindfulness, Personal Resilience courses, and Freedom to Speak Up Guardians etc. Continued to promote and roll out to managers Dignity at Work training, and collect feedback on training provision. Reviewed and benchmarked actions/performance Continue to develop internal Trust staff network(s). Analyse exit questionnaires. Continue to promote and develop support mechanisms for staff – e.g. Mindfulness, Personal Resilience courses, Freedom to Speak Up Guardians, and Inclusivity Champions etc. Continue to reinforce zero tolerance approach through promoting and embedding the Trust’s values through appropriate mechanisms e.g. appraisals/leadership development/comms to the public. Continue to identify and address discriminatory behaviours or practices. Continue to promote and roll out to managers Dignity at Work training, and collect feedback on training provision. Introduce case studies/material of bullying and harassment concerns being
against other/neighbouring NHS organisations to ascertain a wider understanding of E, D and I across the system and to increase knowledge of best practices. raised linked to racial/discriminatory issues. Review and benchmark Trust actions/performance against other/neighbouring NHS organisations and HIOW STP (Workforce) to ascertain a wider understanding of E, D and I across the system and to increase knowledge of best practices. 6 Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months: 2017 Survey White: 24.84% BME: 24.56% There has been an improvement for BME staff, but a deterioration for White staff year on year. 2016 Survey White: 21.73% BME: 25.27% Reinforced Trust’s values and focused on the ‘Respect’ value, and highlighted for all new staff/volunteers at Trust/Volunteer’s Induction. Looked at mechanisms for reinforcing zero tolerance approach through promoting and embedding the values e.g. appraisals/leadership development. Reviewed Staff Survey results 2017 and all cases that are reported to HR Continue to reinforce zero tolerance approach through promoting the Trust’s values through appropriate mechanisms – e.g. appraisals/leadership development. Continue to identify and address discriminatory behaviour or practices. Continue to promote and roll out to managers Dignity at Work training, and collect feedback on training provision. Introduce case studies/material of bullying and harassment concerns being raised linked to racial/discriminatory issues. Review Survey results 2018 and all cases that are reported to HR annually
annually to inform divisional and Trust action plans and bespoke interventions. Established a staff Inclusivity Network. Reviewed WRES findings and shared information at senior leadership WRES workshops and divisional meetings. Reviewed the Trust’s Bullying and Harassment Policy to ensure it emphasised early intervention and informal/local resolution, where appropriate. Reviewed and benchmark Trust actions/performance against other/neighbouring NHS organisations to ascertain a wider understanding of to inform divisional and Trust action plans and bespoke interventions. Review WRES findings and share information at senior leadership and staff WRES workshops, Inclusivity Network, JCNC and divisional meetings. Annual analysis of ‘Speak in Confidence’ take-up/usage. Continue to develop internal Trust staff network(s). Analyse exit questionnaires. Continue to develop support mechanisms for staff – e.g. roll out of Mindfulness, Personal Resilience courses, Freedom to Speak Up Guardians, Inclusivity Champions and ‘Speak in Confidence’ etc. Continue to hold a joint management and Staff Side forum to discuss and share ongoing issues and identify interventions to support and reduce incidences.
monitor uptake of such programmes – i.e. NHS Leadership Academy Stepping Up and Ready Now, Florence Nightingale Foundation Windrush Leadership Programme, and NHS Thames Valley and Wessex Leadership Academy Self-Discovery Day Workshops. Identified BME managers in Band 7 and above to act as role models/champions and publicise “pen portraits” / videos to highlight achievements and career path to date – i.e. Equality, Diversity and Human Rights Week. Reviewed and benchmarked Trust actions/performance against other/neighbouring NHS organisations to ascertain a wider understanding of a wider understanding of E, D and I across the system and to increase knowledge of best practices. Encourage and support bands 5-8a and above BAMEs to utilise existing leadership courses by actively bringing opportunities to their attention and monitor uptake of such programmes – i.e. NHS Leadership Academy Stepping Up and Ready Now. Identify BAME managers in Band 7 and above to act as role models/champions and publicise “pen portraits” / videos to highlight achievements and career path to date – i.e. Equality, Diversity and Human Rights Week.
candidates for senior management roles ensured that the contract agreement included requirements relating to Equality & Diversity which go beyond the statutory minimum. Held senior leadership WRES workshop to discuss/review the Trust’s data and action plan. Reviewed and benchmarked Trust actions/performance against other/neighbouring NHS organisations to ascertain a wider understanding of E, D and I across the system and to increase knowledge of best practices. and HIOW STP (Workforce) to ascertain a wider understanding of E, D and I across the system and to increase knowledge of best practices. Hold senior leadership WRES workshop to discuss/review the Trust’s data and action plan. Board support for WRES workshops for staff. Workshops provide an opportunity to discuss/review the Trust’s WRES data and for staff to contribute to the actions developed in response. Board members to invite and meet BAME staff through engagement exercises – e.g. quarterly lunches and shadowing etc. Board members to offer mentoring opportunities for BAME staff. Bespoke training session on unconscious bias for Board members. Board support for an annual E, D and I staff event – to coincide with NHS