Workforce and Governing Body Members Equality Information (incorporating the WRES progress report) For further information please contact:

Transcription

1 Equality Information Report Appendix 1 Workforce and Governing Body Members Equality Information (incorporating the WRES progress report) For further information please contact: Final draft Emdad Haque Senior Equality, Diversity and Inclusion Manager, NEL CSU Emdad.Haque@nhs.net

2 Contents Summary P 3 P 4-7 Members P 8-14 Recruitment P Starter and leavers P 17 Staff experience P 18 Appendix 1: Action Plan P 19 Appendix 2: Workforce Disability Equality Standard P 20 2

3 Summary Under the Equality Act 2010, we are required to publish our equality information to show how we are meeting the public sector equality duty as a commissioning organisation and an employer. This appendix is part of the equality information report and shows how the CCG has performed in terms of implementing the Workforce Race Equality Standard (WRES) and Equality Delivery System (EDS2) to meet its public sector equality duty. The CCG employs 73 staff as of 31 st March 2017 including 11 office holders who are not employees of the CCG but are on the payroll. We have included them for WRES purpose only. This is not a big number when divided into different protected groups. Secondly, the race equality data in some indicators is too small to draw any meaningful conclusion as a small change in the number can skew the percentage significantly, and therefore the percentages need to be treated with caution. The CCG has made a significant improvement in recruiting BME staff compared to and has narrowed the gap in BME staff appointment from 3 times less likely to 1.6 times less likely compared with white staff. In , there were two staff among the new recruits who had a disability. White staff were twice more likely to access non-mandatory training and CPD courses than BME staff and the ratio was the same as The CCG employs a diverse workforce, and there has been an increase of BME staff in the CCG since A significant number of GB have not declared their ethnicity. More BME and white staff, male and female, left the CCG than joined and more staff aged 60 plus left the CCG in than any other age groups. There were no disciplinary cases over last two years ( ). The 2016 Staff Survey result does not provide a breakdown by ethnicity. However, the results show an improvement in some WRES indicators 5, 6 and 8 but negative results in indicator 7 (see P18). 3

4 Background As part of the Equality Information Report, the CCG publishes its workforce information every year. This is to show how the CCG is meeting its duty under the Equality Act 2010 in relation to workforce. In addition the CCG has been publishing the Workforce Race Equality Standard (WRES) report since This year we have combined the WRES report with the workforce diversity report so that we can show how the CCG is performing across all protected characteristics. This will also help us in our readiness to adopt the Workforce Disability Equality Standard (WDES) which will come in force when it will be part of Standard NHS Contract. As at 31 st March 2017 the CCG employed 73 staff including Office Holders. The report include information about our current workforce and Governing Body Members, recruitment, starters and leavers and staff survey by protected groups. We have not included information about gender re-assignment as there are no data to report. We have not included information about gender reassignment as there are no data to report- and currently the ESR does not have a category for gender-reassignment. WRES Changes since 2016 Based on feedback from the WRES baseline data returns and from engagement with the NHS, the wording for Indicators 1 and 9 have been revised in relatively minor ways. The revisions seek to add clarity on progress against these two WRES indicators: WRES Indicator 1 now has a clearer definition of senior medical manager and very senior manager. CCGs are required include clinical and non-clinical staff. About WRES Indicator 2, organisation s annual data returns are expected to include the shortlisting for both internal and external recruitment activity. WRES Indicator 9 now requires submission of data that disaggregate: (i) the voting and non-voting of boards, and (ii) the executive and non-executive of boards. 4

5 The roles of CCGs in implementing the WRES Clinical Commissioning Groups (CCGs) have two roles in relation to the WRES as commissioners of NHS services and as employers. In both roles their work is shaped by key statutory requirements and policy drivers including those arising from: The NHS Constitution The Equality Act 2010 and the public sector Equality Duty The NHS standard contract and associated documents The CCG Improvement and Assessment Framework In addition to the NHS standard contract, the CCG Improvement and Assessment Framework also requires CCGs to give assurance to NHS England that their providers are implementing and using the WRES. Implementing the WRES and working on its results and subsequent action plans should be a part of contract monitoring and negotiation between CCGs and their respective providers. If there is something amiss with the providers implementation or use of the WRES, and what the results of WRES actually show, CCGs should have meaningful dialogue with those providers. However, the credibility of the CCGs relationship with its providers can only be meaningful if the CCG itself is taking serious action to improve its performance against the WRES indicators. CCGs should commit to the principles of the WRES and apply as much of it as possible to their workforce. In this way, CCGs can demonstrate good leadership, identify concerns within their workforces, and set an example for their providers. Formally, of course, CCGs are not required by the NHS standard contract to fully apply the WRES to themselves as some CCG workforces may be too small for the WRES indicators to either work properly or to comply with the Data Protection Act. However, neighbouring or similar (comparator) CCGs may wish to submit a jointly co-ordinated WRES report and action plan; this can counter any potential risk of small workforce numbers. 5

6 Our commitments to WRES and how we have prepared our the progress report NHS Barnet CCG is committed to implementing the Workforce Race Equality Standard (WRES). In July 2016, the CCG published its second Workforce Race Equality Standard (WRES) report which showed how the CCG measured against the nine WRES indicators for the period Also a separate combined NCL WRES report was produced by NEL CSU for NCL CCGs which helped them to benchmark their race equality work with other CCGs. We are also working with other NCL CCGs to produce an NCL wide WRES report so that we can compare and benchmark our performance. Since 2016 NHS England has revised three of the nine indicators (indicator 1, 2 and 9). For example, Indicator 1 now includes a specific requirement on how organisations should report on clinical and non-clinical staff, Indicator 2 requires the recruitment data to include both internal and external recruitment; and Indicator 9 now requires organisations to report on both voting and non-voting. The CCG already monitors and reports on Indicator 1 data by non-clinical staff and office holders most of whom are clinical staff. The new recruitments of Indicator 2 and 9 will be implemented in This report shows how the CCG has progressed against the nine indicators for the period and includes (where applicable) a comparison to the WRES data. The report also contains recommended actions for the CCG to implement in to improve the CCG s position about race equality. To demonstrate how the CCG meets each indicator, data has been collated from several sources, including workforce data from Electronic Staff Records (ESR) and TRAC; local demographic data from the 2011 Census as recommended in the WRES guidelines. The data on recruitment and non-mandatory training and CPD have been gathered from the April 2016 March 2017 records. The CCG has carried out a staff survey since , and we have used the data with some explanation. 6

7 WRES indicators: 1-4- Workforce indicators, 5-8: Staff survey, Indicator 9: GB(Board) Members Indicators 1, 2 and 9 have been amended. WRES Indicators 2016 WRES Indicators

8 Race WRES Indicator 1: Percentage of staff in each of the AfC Bands 1-9 or Medical and Dental subgroups and VSM (including executive Board ) compared with the percentage of staff in the overall workforce disaggregated by: Non-Clinical staff Clinical staff - of which - Non-Medical staff - Medical and Dental staff As mentioned on page five that the indicator has been changed since 2016 and now it includes all both clinical and non-clinical staff. In , the CCG reported its staff data by including permanent staff and those who are on the payroll but not employed by the CCG (e.g. Office Holders). For comparison purpose, the CCGs has kept the grouping of the data to Band 1-7, and from 8 to 9 and VSM and has used a separate category for Office Holders who do not fit under either of the first two categories and they are not staff of the CCG (e.g. Governing Body who are clinical leads and are on payroll). Numbers have been included next to the percentages to show statistical significance. 8

9 WRES Indicator 1: cont d Table 1: Workforce by ethnicity compared with local population White BME Performance compared with Population (2011 Census) 58% 59% 64% 29% 32% 3% 36% Not disclosed 13% 10% 3% n/a The figures in the table includes staff and office holders to show the overall commissioning workforce. There has been no significant change in the make up of White staff since 2016, and they appear to be slightly underrepresented compared with the local white population (64%). The percentage of BME staff, however, has increased marginally (3%), but still appear to be underrepresented compared with the local BME population (36%). The disclosure of ethnicity has increased from 87% in 2016 to 90% in Note: Change less than 2% is not shown

10 WRES Indicator 1: cont d Table 2: Staff as at 31 st March 2017 and percentage changes from Band 1-7 Band 8a -VSM Office holders Number % Number % Number % White 15 56% 3% 22 63% -2% 6 55% -3% BME 10 37% -3% 11 31% 1% 2 18% 18% Not disclosed 2 7% 2 6% -2% 3 27% -15% The above table shows the percentage changes to in staffing in the CCG which includes Office Holders. The changes in percentage need to treated with caution as they may indicate a small or no change in the numbers of staff. In , the percentage of white staff increased in 1-7 (3%) but decreased in Bands 1-7 (10%). The percentage of BME staff decreased in Bands 1-7 (3%), but increased in office holders (18%)- and there was a decrease in the percentage of white Office Holders (3%) compared with It should be noted that there was no change in the numbers of staff in Bands 8a-VSM compared with

11 Breakdown of employees by protected groups as at 31st March 2017 and with comparison of changes in since Table 3 Workforce by religion/belief Number % Atheism 3 5% -4% Christianity 20 32% -3% Hinduism 11 18% 7% Do not wish to disclose my religion/belief 19 31% Islam 3 5% 0 Jainism 1 2% 0 Judaism 4 6% 0 Other 1 2% 0 Table 4 Workforce by marital status Number % Divorced 1 2% Married 42 68% -6% Single 17 27% 6% Civil Partnership 0 0% 0 Widowed 0 0% 0 Do not wish to disclose 2 3% 0 Table 5 Workforce by sexual orientation Number % Gay Lesbian Bi-sexual Heterosexual 42 68% 0 Do not wish to disclose 20 32% 0 Table 6 Workforce by disability Number % Yes 2 3% -1% No 40 65% 7% Do not wish to disclose 20 32% -6% Table 7 Workforce by age Number % Change Under and above 0 0 Table 8 N/A re age band reclassification Workforce by Number % gender Female 54 87% 9% Male 8 13% -9% The figures in the tables 3-8 include employees only 11

12 GB Members as at 31 st March 2017 and the changes since 2016 WRES Indicator 9: Percentage difference between the organisations Board hip and its overall workforce Table 9: GB Members WRES data against local population and workforce GB Members Demography CCG Staff GB Members CCG Staff Comparison with local demography Comparison with CCG workforce White 58% 59% 55% 60% 64% -9% -5% BME 25% 29% 18% 34% 36% -18% -16% Not disclosed 17% 13% 27% 6% N/A The above information is based on the CCG s voting and staff that are employed by the CCG (excluding office holders)- and the new changes in the WRES guidance to capture the diversity information of executive on the Board will be implemented in There are 11 on the CCG Governing Body. But significantly high number of them have not disclose their ethnicity which makes it hard to draw any meaningful conclusion given the fact that the number is very small and the change of one member in any of the groups can change the percentage quite significantly. Note: Change less than 2% is not shown 12

13 GB breakdown by protected groups at 31st March 2017, including any changes since 2016 Table 10- Age group Number % Under % % % 61 and above N/A re age band reclassification Table 11-Sexual Orientation Number % Heterosexual 4 36% 0 Do not wish to disclose 7 64% 3% Table 12-Marital Status Number % Divorced Married 7 64% -3% Single Civil Partnership Widowed Do not wish to disclose 4 36% 3% Table 13-Disability Number % Yes 1 9% No 4 36% -3% Do not wish to disclose 6 55% 3% Table 14-Gender Number % Female 7 64% -3% Male 4 36% 3% Table 15-Religion/Belief Number % Atheism Christianity 1 9% 1% Hinduism Do not wish to disclose 7 64% -3% Islam Jainism Judaism 1 9% 1% Other 2 18% 1% There are some GB who have not disclosed/specified their diversity information which makes it hard to draw any conclusion on the current make up of the Governing Body. Going forward the CCG will update the diversity information of all GB. 13

14 Training Chart 1- Mandatory training WRES Indicator 4: Compare the data for White and BME staff: Relative likelihood of staff accessing non-mandatory training and CPD 57% 10% 33% Table 16- Non-mandatory training and CPD to White 60% 54% -6% White BME Not stated BME 30% 26% -4% Not disclosed 11% 21% 10% The CCG has 84% compliance rate in mandatory training take up amongst BME and white staff is quite proportionate compared with the CCG workforce. 39 staff attended non-mandatory training and CPD programme in This includes permanent staff and office holders. White staff were twice more likely to access non-mandatory training and CPD courses than BME staff and the ratio was the same as Note: Change less than 2% is not shown

15 WRES Indicator 2: Compare the data for White and BME staff: Relative likelihood of staff being appointed from shortlisting across all posts Table 1: Recruitment in Ethnicity Applications Shortlisted Appointments White 95 29% 18 19% 4 22% BME % 29 14% 4 14% Not disclosed 21 6% 8 38% 7 88% Table 2: Recruitment in Ethnicity Applications Shortlisted Appointments White % 34 13% 8 24% BME % 67 12% 5 8% Not disclosed 43 5% 7 16% 2 29% As shown in Table 1, we have analysed the recruitment data on White and BME employees and those who did not declare their ethnicity by comparing the BME shortlist data with the BME applicant data and the BME appointment data with the BME shortlist data. The same has been applied for applicant, shortlisting and appointments information for individuals from a white background In the CCG employed 15 staff Figures showed that in white staff were 3 times more likely to be appointed compared with BME staff. The gap has narrowed as the likelihood of BME staff being appointed has increased by almost 50% in (1.6 times) 15

16 Recruitment data from 1 April 2016 to 31 March 2017 Applicants Shortlisted Recruited Table 3-Age group Number % Number % Number % Under % 8 9% 3 38% % 16 16% 3 19% % 14 19% 4 29% % 10 18% 4 40% 61 and above 11 3% 7 64% 2 29% Table 4-Sexual Orientation Number % Number % Number % Gay 7 2% 2 29% 0 0% Lesbian 1 0% 0 0% 0 0% Bi-sexual 2 1% 0 0% 0 0% Heterosexual % 44 15% 9 20% Do not wish to disclose 29 9% 9 31% 7 78% Table 5-Marital Status Number % Number % Number % Divorced 22 7% 2 9% 0 0% Married % 32 21% 6 19% Single % 13 10% 4 31% Civil Partnership 1 0% 0 0% 0 0% Widowed 1 0% 1 100% 0 0% Do not wish to disclose 22 7% 7 32% 6 86% Applicants Shortlisted Recruited Table 8- Religion Number % Number % Number % Atheism 19 6% 5 26% 0 0% Christianity % 28 17% 6 21% Hinduism 24 7% 3 13% 1 33% Do not wish to disclose my religion/belief 43 13% 11 26% 7 64% Islam 45 14% 3 7% 2 67% Jainism 5 2% 0 0% 0 0% Judaism 5 2% 1 20% 0 0% Other 27 8% 4 15% 0 0% As shown in Tables 3-8, we have analysed the recruitment data on staff and those who did not declare their ethnicity by comparing the shortlist data with the applicant data and the appointment data with the shortlist data to show the likelihood of a particular a protected group being shortlisted and recruited compared with the people who don t share their characteristic. Table 6-Disability Number % Number % Number % Yes 18 5% 4 22% 2 50% No % 44 15% 7 16% Do not wish to disclose 13 4% 7 54% 7 100% Table 7-Gender Number % Number % Number % Female % 27 17% 9 33% Male % 28 17% 7 25% Do not wish to disclose 5 2% 0 0% 0 0% In , the CCG recruited 16 staff; most of whom heterosexual, single or married, Christian, and 2 staff declared to have a disability. A significant number of staff did not wish to disclose their religion/belief, marital status, and sexual orientation.

17 Starters and Leavers from 1 April 2016 to 31 March 2017 Starters Leavers Table 1- Ethnicity Number % Number % White (White-British, White- Irish, and Any other White) 4 50% 7 58% BME 3 38% 4 33% Do not wish to declare 1 13% 1 8% Table 2- Sexual Orientation Number % Number % Gay Lesbian Bi-sexual Heterosexual 7 88% 9 75% Do not wish to disclose 1 13% 3 25% Table 3- Disability Number % Number % Yes 0 0% 1 8% No 8 100% 6 50% Do not wish to disclose 0 0% 5 42% Table 4- Gender Number % Number % Female 6 75% 7 58% Male 2 25% 5 42% Table 5- Religion/belief Number % Number % Atheism 1 13% 4 33% Christianity 2 25% 3 25% Hinduism 3 38% 2 17% Do not wish to disclose my religion/belief 1 13% 3 25% Islam 1 13% 0 0% Jainism 0 0% 0 0% Judaism 0 0% 0 0% Other 0 0% 0 0% Starters Leavers Table 6-Age group Number % Number % Under % 2 17% % 4 33% % 2 17% % 3 25% 61 and above 0 0% 1 8% WRES Indicator 3: Compare the data for White and BME staff: 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 the most recent two-year rolling average). The tables provide information on the number of staff that joined and left the CCG in We have used colours to show who joined and left the CCG. The green colour indicates a positive difference, i.e. more staff from a protected group joined the CCG then left- and the red colour indicates a negative difference i.e. more staff from a protected group left the CCG than joined in the year. Barnet CCG commissions HR services from NEL CSU. Our designated HR Business Partner monitors the data on staff involved in disciplinary procedures through their internal process. There has not been any disciplinary cases reported during Note: Change less than 2% is not shown 17

18 Staff Survey (WRES Indicators 5-8: Compare the outcomes of the responses for White and BME staff) Summary of 2016 Staff Survey outcomes (WRES Indicators 5-8) The CCG carried out a staff survey in which included the WRES Indicators 5-8, but we have not included ethnicity in the information due to the small size of the respondents. 86 of staff out of 123 (67% White and 22% BME and the rest did not wish to disclose) completed the staff survey, which means that the overall response rate for Barnet CCG is 70%. The survey does not categorise the ethnic background of staff response by each question, it only gives an overview of the workforce who responded to the questions. Indicator 5- KF 25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months (Q20a in the survey) 85 staff responded to this question and 88% said that they did not experienced harassment, bullying or abuse at work from patients/service users, their relatives or other of the public in the last 12 months. This was a positive response which showed an improvement on the 2015 response (85%). Indicator 6- KF 26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months (Q20b in the survey). 69% said they did not personally experienced harassment, bullying or abuse at work from managers/team leader or other colleagues in the last 12 months. This was a positive response of 69% which was a slight improvement on the last year s response (67%). Indicator 7- KF 21. Percentage believing that trust provides equal opportunities for career progression or promotion 33% said the CCG acted fairly with regard to career progression/promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age- which is 5% less compared to the figures.15% said they did not think the CCG acted fairly. Indicator 8- Q17- In the last 12 months have you personally experienced discrimination at work from any of the following? Manager, Team Leader, Other Colleagues. 94% of staff said they did not personally experience discrimination at work from any of the followings: Manager/team leader or other colleagues. This was a positive response on last year s response (91%). 18

19 WRES Action Plan (draft) Indicator Action Outcome Lead Deadline RAG Attract applicants from the local community by Workforce Lead publicising jobs locally. 1. Percentage of staff in each of the AfC Bands 1-9 and VSM (including executive Board ) compared with the percentage of staff in the overall workforce. (clinical and non-clinical) CCG jobs publicised through local partners and community organisations. Progress to be reported in March Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all post (internal and external) Provide training to Governing Body Members and staff on unconscious bias and recruitment and selection. Ensure there is a BME panel member on the selection panel for positions in Band 8 and above. Likelihood of BME staff being shortlisted and appointed increased across all Bands to a comparable level with White staff. Workforce Lead Progress to be reported in March 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 formal disciplinary investigations. Continue monitoring all disciplinary cases. Disciplinary cases are dealt with in a fair and consistent manner. Workforce Lead Progress to be reported in March Relative likelihood of BME staff accessing nonmandatory training and CPD as compared to White staff. Publicise non-mandatory training and CPD programmes. Encourage and motivate BME staff through PDP & objective setting Take up of non-mandatory training and CPD increased. Workforce/OD Lead Progress to be reported in March Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months. 6. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months 7. Percentage believing that CCG provides equal opportunities for career progression or promotion. Continue offering equality and diversity training Promote dignity at work policy through Board Development Sessions and staff meetings Celebrate diversity in the CCG to raise awareness Reduced incidents bullying and harassment in the organisation. Workforce/OD Lead Progress to be reported in March In the last 12 months have you personally experienced discrimination at work from any of the following: Manager, Team Leader, Other Colleagues 9. Percentage difference between the organisation s voting hip and executive hip of the Board Continuously review the makeup of Governing Body voting to ensure race equality. Update GB ethnicity data GB voting reflective of the staff and local community. Governance Lead Progress to be reported in March

20 Appendix 2: Workforce Disability Equality Standard (WDES) The NHS Equality and Diversity Council (EDC) has taken another pivotal step to advance equality within the NHS. The Council has recommended that a Workforce Disability Equality Standard (WDES) should be mandated via the NHS Standard Contract in England from April 2018, with a preparatory year from NHS England has agreed to do so. The EDC has also agreed to support a programme of work to explain and support it. The Equality Diversity Council considered the report published by Middlesex and Bedfordshire Universities on the Experience of Disabled Staff in the NHS, alongside findings from research carried out by Disability Rights UK and NHS Employers Different Choices, Different Voices, which found that disabled people had poorer experiences of working in the NHS in England than non-disabled colleagues. NHS England has begun consultation on the proposed Workforce Disability Equality Standard, alongside an extensive programme of communications and engagement to raise the profile of this initiative and to outline what support will be provided to organisations to deliver the change with disabled staff. The CCG already records disability data of staff who declare it. However, it will start planning a full implementation of the WDES in which will include working with other NCL CCGs and providers, improving data recording and disclosure, including WDES questions in the staff survey questions- and supporting staff through setting up staff networks 20