1. Name of organisation The Newcastle upon Tyne Hospitals NHS Foundation Trust 2. Date of report Month: 2017 Year: July Workforce Race Equality Standard (WRES) 2017 3. Name and title of Board lead for the Workforce Race Equality Standard Helen Lamont - Nursing and Patient Service Director 4. Name and contact details of lead manager compiling this report Karen Pearce - Senior HR Manager (Projects) 5. Names of commissioners this report has been sent to Co-ordinating commissioner - NHS England (Kaeti Seth - 0113 8253007) Newcastle Gateshead CCG (Colin Smith 0191 2172958). 6. Name and contact details of coordinating commissioner this report has been sent to NHS England (Kaeti Seth - 0113 8253007), Newcastle Gateshead CCG (Colin Smith 0191 2172958), North Tyneside CCG, Northumberland CCG, South Tees CCG, South Tyneside CCG, North Durham CCG, Durham, Dales, Easington & Sedgefield CCG, Hartlepool & Stockton CCG, Darlington CCG ( call Andy Todd- 0191 2172578), Sunderland CCG (Claire Miller - 0191 5297102), Cumbria CCG (Felicity Robson - 01768 245 459) 7. Unique URL link on which this Report and associated Action Plan will be found http://www.newcastle-hospitals.org.uk/about-us/equality-and-diversity_workforce-race-equality-standard.aspx 8. This report has been signed off by on behalf of the board on Date: August 2017 Name: Helen Lamont - Nursing and Patient Service Director Background narrative 9. Any issues of completeness of data A comparatively small number of unknown/null data relating to ethnicity of current staff still exist, these are all staff recruited prior to ESR being used. 10. Any matters relating to reliability of comparisons with previous years A change in recruiting system from NHS Jobs to TRAC made the comparisons between years difficult to collate. 11. Total number of staff employed within this organisation at the date of the report 14,121 12. Proportion of BME staff employed within this organisation at the date of the report? 8.4% 1
13. The proportion of total staff who have self reported their ethnicity? 97.9% 14. Have any steps been taken in the last reporting period to improve the level of self-reporting by ethnicity? Trust-wide emails have been forwarded to all staff providing information regarding the importance of having equality information for monitoring purposes. Staff have been encouraged to update their details. An advert has been placed within the ESR portal page 15. Are any steps planned during the current reporting period to improve the level of self-reporting by ethnicity? Plans are in place to create Business Intelligence Reports to monitor progress Workforce data 16. What period does the organisation s workforce data refer to? April 2016 - March 2017 Workforce Race Equality Indicators 17. 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 nonclinical and for clinical staff March 2017 Data Non Clinical Clinical Pay band White BME White BME Under Band 1 100% 0% 84.62% 15.38% Band 1 91.24% 8.76% 100% 0% Band 2 92.51% 7.49% 94.63% 5.37% Band 3 98.62% 1.38% 96.15% 3.85% Band 4 98.45% 1.55% 94.97% 5.03% Band 5 95.59% 4.41% 86.06% 13.94% Band 6 98.56% 1.44% 96.29% 3.71% Band 7 96.09% 3.91% 97.37% 2.63% Band 8A 97.96% 2.04% 98.34% 1.66% Band 8B 97.50% 2.50% 97.62% 2.38% Band 8C 100% 0% 100% 0% Band 8D 100% 0% 100% 0% Band 9 0% 0% 100% 0% VSM 100% 0% 100% 0% Medical Consultants 81.08% 18.92% of which managers 86.21% 13.79% 2
Non-consultant CareerGrades 60.00% 40.00% Trainee grades 82.70% 17.30% Other 0% 0% March 2016 Data Non Clinical Clinical Pay band White BME White BME Under Band 1 83% 17% 77% 23% Band 1 93% 7% 100% 0% Band 2 93% 7% 95% 5% Band 3 99% 1% 97% 3% Band 4 99% 1% 94% 6% Band 5 96% 4% 87% 13% Band 6 98% 2% 97% 3% Band 7 95% 5% 97% 3% Band 8A 98% 2% 98% 2% Band 8B 100% 0% 98% 2% Band 8C 100% 0% 100% 0% Band 8D 100% 0% 100% 0% Band 9 0% 0% 100% 0% VSM 100% 0% 100% 0% Medical Consultants 81% 19% of which managers 86% 14% Non-consultant Career Grades 62% 38% Trainee grades 87% 13% Other 0% 0% 97.9% of staff have recorded their ethnicity. The figures referenced in the above tables relate to those staff and do not include the 2% of staff whoseethnicity is unknown to the Trust. This data shows the highest concentration of ethnicity unknown falls within the mid-range bands where the concentration of BME staff is generally higher. Data relating to March 2017 shows the percentage of White and BME staff within each pay band (e.g. in March 2017 91.24% of those within band 1 identified as white and 8.76% identified as BME). BME staff are represented in higher percentages within Medical and Dental staff roles and predominantly within the non-consultant careers grades. Within Agenda for Change roles BME staff are more concentrated within bands 1, 2 and 5 (non clinically) but are predominantly found within clinical band 5 roles followed by band 2 and 4. This is similar to the 2016 data recorded. The data for each year shows no BME staff within bands 8C, 8D, 9 and VSMs. 18. Relative likelihood of staff being appointed from shortlisting across all posts. 0.90 3
0.99 Trust data identifies BME applicants are more likely to be appointed from shortlisting. There has been an improvement in the last 12 months Recruitment data is analysed annually under Trust Public Sector Equality Duty requirements and the Equality Delivery System 19. 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 the previous year. 0.72 0.90 Trust data identifies BME members of staff are less likely to enter formal disciplinary processes. There has been an improvement in the last 12 months Employee Relations data is analysed annually under Trust Public Sector Equality Duty requirements and the Equality Delivery System 20. Relative likelihood of staff accessing non-mandatory training and CPD 0.82 0.88 Trust data identifies BME members of staff are more likely to access non-mandatory training and CPD. There has been an improvement in the last 12 months Access to training is analysed annually under Trust Public Sector Equality Duty requirements and the Equality Delivery System Workforce Race Equality Indicators 21. KF 25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months White 22% BME 15% White 22% BME 22% No change in percentage of white staff reporting bullying and harassment. A lower proportion of BME staff reported experiencing harassment Briefing submitted to Trust Board to highlight staff experience. Information to be shared with Staff Side, Managers and Staff. BME Staff Network continues to grow and engage in raising awareness. BME Staff Network remains visible. WRES outcomes are incorporated into Trust's EDS grading. Corporate objective in place. 4
Bullying and harassment included as part of Corporate Induction Programme. Enhanced induction programme introduced in October 2017 for managers new into post covers bullying and harassment issues. 22. KF 26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months White 20% BME 30% White 25% BME 17% The percentage of white staff reporting harassment in the last 12 months has decreased. The percentage of BME staff has increased. Briefing submitted to Trust Board to highlight staff experience. Information to be shared with Staff Side, managers and staff. BME Staff Network continues to grow and engage in raising awareness. BME Staff Network remains visible. WRES outcomes are incorporated into Trust's EDS grading. Corporate objective in place. Bullying and harassment included as part of Corporate Induction Programme. Enhanced induction programme introduced in October 2017 for managers new into post covers bullying and harassment issues. 23. KF 21. Percentage believing that trust provides equal opportunities for career progression or promotion White 93% BME 82% White 91% BME 94% The percentage of white staff believing the Trust provides equality of opportunity has increased. The percentage of BME staff has decreased. Briefing submitted to Trust Board to highlight staff experience. Information to be shared with Staff Side, Managers and Staff. BME Staff Network continues to grow and engage in raising awareness. BME Staff Network remains visible. WRES outcomes are incorporated into Trust's EDS grading. Corporate objective in place 24. 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 4% 5
BME 16% White 5% BME 9% The percentage of white staff personally experiencing discrimination has decreased. The percentage of BME staff has increased. Briefing submitted to Trust Board to highlight staff experience. Information to be shared with Staff Side, Managers and Staff. BME Staff Network continues to grow and engage in raising awareness. BME Staff Network remains visible. WRES outcomes are incorporated into Trust's EDS grading. Corporate objective in place Board representation indicator 25. Percentage difference between the organisations Board voting membership and its overall workforce White -6.6 BME -7.9 White -6.6 BME -7.6 26. Are there any other factors or data which should be taken into consideration in assessing progress? Percentage of the workforce has changed and the percentage of Board Membership has remained static 27. Organisations should produce a detailed WRES action plan, agreed by its board. It is good practice for this action plan to be published on the organisation s website, alongside their WRES data. Such a plan would elaborate on the actions summarised in this report, setting out the next steps with milestones for expected progress against the WRES indicators. It may also identify the links with other workstreams agreed at board level, such as EDS2. You are asked to provide a link to your WRES action plan in the space below. http://www.newcastle-hospitals.org.uk/about-us/equality-and-diversity_workforce-race-equality-standard.aspx 6