Equality and diversity indicators are captured as part of the recruitment process and recorded in the electronic staff record (ESR). We have 100% reporting on ethnicity, though 10.6% have chosen not to declare as at 31 March 2020. The data shows an increasing trend of not declaring; the figure was 9.3% for 31 March 2019 and 8.5% the previous year.
No known issues.
On 31 March 2020 there were 284 staff employed by NHS Kernow.
At the date of the report, 1.8% of our workforce self-reported Black and minority ethnic (BME) ethnicity, which is equivalent to the Cornwall and Isles of Scilly population from BME groups (2011 census).
As of 31 March 2020, 89.4% of staff chose to declare their ethnicity.
We continue to give new starters the opportunity to self-report as part of the recruitment/appointment process. Colleagues are also encouraged to view and update their ESR record as part of the self-service facility available to them and reminders are frequently sent to individuals and managers, with items also placed in the weekly staff bulletin asking colleagues to update their protected characteristic details on ESR which includes ethnicity.
Having introduced occupational risk assessments for staff in line with coronavirus (COVID-19) requirements, NHS Kernow recognise the importance of accurately recording ethnicity and we continue to actively encourage staff to update their ESR details or do it on their behalf, where agreed. We therefore envisage an increase in reporting for the period up to 31 March 2021.
The period referred to is 1 April 2019 to 31 March 2020.
The high level summary points are provided below. Please also see the accompanying WRES action plan.
For each of the following 4 workforce indicators, the data for BAME staff are compared for white staff.
Percentage of staff in each of the Agenda for Change 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 non-clinical and for clinical staff.
For completeness, the calculations above include those individuals who have opted not to disclose their ethnicity. As can be seen, there are only very small numbers of staff who declared their ethnicity as BME and this is in line with the average for Cornwall and the Isles of Scilly.
For example does the indicator link to EDS2 evidence and/or a corporate equality objective.
No specific implications identified. The WRES action plan references all these indicators and links to NHS Kernow’s equality objective 3 regarding staff receiving equal pay for work of equal value.
Relative likelihood of staff being appointed from shortlisting across all posts.
It can be seen the number of applications and posts recruited to has reduced in the last year. Due to the relatively small numbers of staff hired during this period (particularly those relating to BME), it is not meaningful to report on the relative likelihood of a BME applicant being hired. As no BME were hired it is not possible to calculate the relative likelihood of white staff being appointed from shortlist, compared to BAME staff.
The WRES action plan references all these indicators and links to our equality objective 3 regarding staff receiving equal pay for work of equal value. The human resources (HR) team and workforce committee will continue to monitor this. Training in recognising cultural bias is also offered to those staff who interview prospective employees.
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.
The numbers of staff that would fall into this category are so low that any analysis by protected characteristic would not be meaningful. No patterns or themes have been identified by the HR team. We will continue to monitor the situation.
As confirmed by the WRES submission, no BME staff entered a formal disciplinary process this year or the previous year.
Relative likelihood of staff accessing non-mandatory training and CPD.
The likelihood of accessing non-mandatory training and CPD is higher for staff with a self-declared BME ethnicity. However, all staff continue to have equal access to the same training opportunities. All staff were given the opportunity to attend dignity in work training delivered by ACAS which focused on the importance of equal opportunities.
Mandatory training is regularly monitored and reviewed by NHS Kernow’s workforce committee and any anomalies will be raised, if needed.
KF25 percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months.
The number of responses from BME staff for these questions were very small. Therefore it did not enable a comparison with white staff for these indicators. The percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months for white staff has stabilised from the high position of 25% recorded for 2018.
Links to equality objective 4 – healthy workplace environment. NHS Kernow has an acceptable behaviour policy which seeks to support staff that may be experiencing bullying, harassment or abuse from patients. We also have a local security management service agreement which provides additional help and support to NHS Kernow colleagues.
KF26 percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months.
The number of responses from BME staff for these questions were very small. Therefore it did not enable a comparison with white staff for these indicators.
Links to equality objective 4 – healthy workplace environment. This is formally monitored by the workforce committee and can be discussed at Staff Voice meetings. It can also be discussed at the NHS Kernow’s health and safety committee, if required.
KF21 percentage believing that the CCG provides equal opportunities for career progression or promotion.
The number of responses from BME staff for these questions were very small. Therefore it did not enable a comparison with white staff for these indicators. The data shows a considerable improvement in the percentage of staff believing that the organisation provides equal opportunities for career progression or promotion for white staff.
Indirect link to equality objective 3 – equal pay for equal work.
Q17 in the last 12 months have you personally experienced discrimination at work from a manager/team leader or other work colleagues?
The number of responses from BME staff for these questions were very small therefore it did not enable a comparison with white staff for these indicators. The data shows a continuing reduction in the percentage of staff experiencing discrimination from manager, team leader or other colleagues for white staff.
The workforce committee receive and review the staff survey results which are also presented to the NHS Kernow Governing Body. This is not included as a specific equality objective but does have an indirect link to equality objective 4 – healthy workplace environment.
Percentage difference between the CCG’s board voting membership and its overall workforce.
6.7% of the Governing Body members did not declare their ethnicity.
This is regularly monitored.
As noted above the number of staff in BME groups is very low. The results need to be interpreted with this in mind. As can be seen, when comparing this year to last year, relatively small changes can significantly change the corresponding percentage.
Organisations should produce a detailed WRES action plan, agreed by its board. Such a plan would normally elaborate on the actions summarised in the workforce race equality indicators above. Setting out the next steps with milestones for expected progress against the WRES indicators. It may also identify the links with other work streams agreed at board level, such as EDS2.