Workforce Race Equality Standard

The Workforce Race Equality Standard (WRES) aims to highlight differences between the experience and treatment of white colleagues and black, Asian and minority ethnic (BAME) colleagues in the NHS. The WRES aims to close the gap experienced across a range of measures. Implementing the WRES is a requirement for NHS commissioners and NHS healthcare providers.
WRES summary report 2021

What is the WRES?

Through the WRES, the NHS is mandated to show progress against a number of indicators of workforce equality. The WRES is designed to help organisations gauge their current state of race equality and track what progress is being made to identify and promote talented BAME colleagues, as well as helping to eliminate wider aspects of discrimination in the treatment of BAME staff.

The WRES figures

Any issues of completeness of data

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 10.2% have chosen not to declare as of 31 March 2021. The data shows a relatively consistent amount of people choose not to share this data; the figure was 10.6% for 31 March 2020, 9.3% for 31 March 2019 and 8.5% the previous year.

There are no known issues relating to reliability of comparisons with previous years.

Numbers of colleagues

On 31 March 2021 there were 295 colleagues employed by NHS Kernow. At the date of the report, 1.4% of our workforce self-reported BAME ethnicity. This is slightly less than the Cornwall and Isles of Scilly population from BAME groups (2011 census).

Self-reporting

As of 31 March 2021, 89.8% of colleagues chose to share their ethnicity. We continue to give new starters the opportunity to self-report as part of the recruitment and 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 update, asking colleagues to update their protected characteristic details on ESR, which includes ethnicity.

Having introduced occupational risk assessments for colleagues in line with COVID-19 requirements, NHS Kernow recognises 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. During 2021, an ESR data cleanse is taking place. Part of the schedule of work for the data cleanse includes updating protected characteristics on ESR, which includes ethnicity.

Workforce data

The period referred to for the workforce data is 1 April 2020 to 31 March 2021.

Workforce race equality indicators

The high-level summary points are provided below. Please also see the accompanying WRES action plan.

Indicator 1

Percentage of staff in each of the Agenda for Change bands 1 to 9 and very senior managers (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.

Data for reporting year:

  • 1.4% of our workforce are BAME
  • 1.5% of Agenda for Change non-clinical workforce are BAME
  • 1.4% of Agenda for Change clinical workforce are BAME
  • 0% of very senior manager non-clinical workforce are BAME
  • 0% of very senior manager clinical workforce are BAME
  • 10.2% of staff have not disclosed their ethnicity

Data for previous year:

  • 1.8% of our workforce are BAME
  • 2.1% of Agenda for Change non-clinical workforce are BAME
  • 1.5% of Agenda for Change clinical workforce are BAME
  • 0% of very senior manager non-clinical workforce are BAME
  • 0% of very senior manager clinical workforce are BAME
  • 10.6% of staff have not disclosed their ethnicity

For completeness, the calculations above include those individuals who have opted not to disclose their ethnicity.

Indicator 2

Relative likelihood of staff being appointed from shortlisting across all posts.

Data for reporting year:

  • 0.6% of staff who were shortlisted for appointment self-declared as BAME
  • 0% were hired within the period

Data for previous year:

  • 0.7% of staff who were shortlisted for appointment self-declared as BAME
  • 0% were hired within the period

The number of applications and posts recruited to reduced in the last year. Due to the relatively small numbers of colleagues hired during this period (particularly those relating to BAME), it is not meaningful to report on the relative likelihood of a BAME applicant being hired. As no people from a BAME background were hired it is not possible to calculate the relative likelihood of white colleagues being appointed from shortlist, compared to BAME colleagues.

Indicator 3

Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation.

The numbers of colleagues that would fall into this category are so low that any analysis by protected characteristic would not be meaningful. As confirmed by the WRES submission, no BAME colleagues entered a formal disciplinary process this year or the previous year. We will continue to monitor the situation.

Indicator 4

Relative likelihood of staff accessing non-mandatory training and continuing professional development (CPD).

Data for reporting year:

  • 9% is the relative likelihood of white staff accessing non-mandatory training and CPD
  • 25% of BAME staff accessed this training

Data for previous year:

  • 92% is the relative likelihood of white staff accessing non-mandatory training and CPD
  • 100% of BAME staff accessed this training

The likelihood of accessing non-mandatory training and CPD reduced in the year to 31 March 2021 due to the impact of COVID-19 on the availability of training courses. All colleagues continue to have equal access to the same training opportunities. Mandatory training is regularly monitored and reviewed by NHS Kernow’s people and organisational governance (POG) committee and any anomalies will be raised, if needed.

Indicators 5 to 8

It should be noted that the number of responses from BAME colleagues for these questions were very small. Therefore, the data does not enable a comparison with white colleagues for these indicators.

Indicator 5

Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months.

Data for reporting year:

  • 13.6% of white staff reporting bullying or abuse
  • percentage of BAME staff reporting bullying or abuse not available due to low numbers of responses

Data for previous year:

  • 14.3% of white staff reporting bullying or abuse
  • percentage of BAME staff reporting bullying or abuse not available due to low numbers of responses

The percentage of colleagues experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months for white colleagues has stabilised from the high position of 24% recorded for 2017. NHS Kernow has an acceptable behaviour policy which seeks to support colleagues 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.

Indicator 6

Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months.

Data for reporting year:

  • 14% of all staff reporting bullying or abuse
  • percentage of BAME staff reporting bullying or abuse not available due to low numbers of responses

Data for previous year:

  • 15% of all staff reporting bullying or abuse
  • percentage of BAME staff reporting bullying or abuse not available due to low numbers of responses

This is formally monitored by the POG committee and can be discussed at Staff Voice (staff engagement group) meetings. It can also be discussed at the NHS Kernow’s health and safety committee, if required.

Indicator 7

Percentage believing that the organisation provides equal opportunities for career progression or promotion.

Data for reporting year:

  • 85.4% of white staff reporting equal opportunities
  • percentage of BAME staff reporting equal opportunities not available due to low numbers of responses

Data for previous year:

  • 91.4% of white staff reporting equal opportunities
  • percentage of BAME staff reporting equal opportunities not available due to low numbers of responses
Indicator 8

In the last 12 months have you personally experienced discrimination at work from a manager/team leader or other work colleagues?

Data for reporting year:

  • 4.2% of white staff reporting discrimination
  • percentage of BAME staff reporting discrimination not available due to low numbers of responses

Data for previous year:

  • 3.4% of white staff reporting discrimination
  • percentage of BAME staff reporting discrimination not available due to low numbers of responses

The POG committee receive and review the staff survey results.

Summary

The WRES data has been reported by NHS Kernow since 2015. Small numbers of employee changes can make a large difference to the WRES indicators. There are a few consistent themes in the WRES report data, when analysed over time.

  • NHS Kernow employs few BAME colleagues.
  • The number of BAME colleagues employed at NHS Kernow has slightly reduced over time, though remains broadly in line with the Cornwall and Isles of Scilly population from BAME groups according to census data.
  • With few BAME colleagues, the numbers of responses to the indicators listed from the national staff survey do not allow a comparison with white colleagues.
  • It has not been possible to meaningfully report against the relative likelihood of staff being appointed from shortlisting or formal disciplinary process, due to low numbers.
  • With few exceptions, the national staff survey data generally shows an improvement over time for the indicators listed.

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