Return to be published on NHS Kernow website with accompanying information.
Report annually on any gaps in experience between BAME colleagues and white colleagues. WRES return to highlight any areas of weakness, or areas for further progress, to inform WRES action plan. Compliance with NHS England standards. Clear review and publishing timescale. Openness and transparency for employees and members of the public.
WRES returns published annually. WRES returns are published on the NHS Kernow website. WRES race disparity ratios calculated in June 2021 and submitted to the national team.
31 March 2016 and annually thereafter.
NHS Kernow to monitor actions, compliance and update the action plan accordingly, to be published with the WRES return.
To ensure that there is a consistent approach to working towards compliance with the WRES. WRES action plan informed by the WRES return. Action plan to demonstrate actions taken and progress. Compliance with NHS England standards. Clear review and publishing timescale. Openness and transparency for employees and members of the public.
This action plan accompanies the WRES return on the NHS Kernow website and demonstrates the actions being undertaken by NHS Kernow regarding the WRES.
31 March 2017 then annually.
Strategic opportunity to demonstrate their commitment to diversity and to leverage its potential to improve patient care.
Board lead for equality and diversity confirmed as Nicola Kelly, governing body lay member for patient and public involvement.
31 March 2017.
Providers WRES reports to be reviewed on receipt, with comments returned to the provider.
Acting as a responsible commissioner. Ensuring providers WRES returns are scrutinised and challenged as appropriate. Compliance with NHS England standards. Acting as a responsible commissioner.
Short pro-forma developed to ensure NHS Kernow is reviewing and providing feedback in a consistent way. Reports reviewed when received, typically on an annual basis during the autumn following the national submission deadlines.
Log kept of indicators 5 to 8 for Cornwall Partnership NHS Foundation Trust (CFT), Royal Cornwall Hospitals NHS Trust (RCHT) and South Western Ambulance Service NHS Foundation Trust (SWAST). Log updated July 2021. A review of the available data shows that each provider has issues with each of the indicators 5 to 8. The percentage of different experiences varies from provider to provider and year to year. The percentage of BAME colleagues in each provider is low.
Indicator 5 is the percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months. The experience of white and BAME colleagues within SWAST is noticeably worse, compared to the other providers. The SWAST WRES action plan 2019 to 2020 outlines an action on staff training, to support equality, diversity and inclusion and challenge negative behaviours in relation to this indicator. Overall, the percentage of colleagues experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months is slightly worse for BAME colleagues, though this varies year on year.
Indicator 6 is the percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months. The data for this measure has been relatively stable since 2015. In 2019 and 2020, CFT has reported less harassment, bullying or abuse from staff experienced by BAME colleagues compared to white colleagues. Overall, there remains a small disparity between the experiences of BAME colleagues and white colleagues within this measure.
Indicator 7 is the percentage of colleagues believing that the organisation provides equal opportunities for career progression or promotion. There has been a small improvement of the experience of BAME colleagues since 2015. This narrows the gap in terms of experience of BAME colleagues and white colleagues. However, the percentage believing that the trust provides equal opportunities for career progression or promotion remains below the average for white colleagues. This is consistent across the three providers examined.
Indicator 8 is whether in the last 12 months a person has personally experienced discrimination at work from a manager/team leader or other work colleagues. Since 2015, the experience of BAME colleagues has been consistently worse. Approximately twice the number of staff from a BAME background have experienced discrimination from their manager or team leader, according to this measure.
Ongoing, typically annually per provider.
To ensure that our figures and feedback is broadly in line with other similar clinical commissioning groups (CCGs) across the country, or to highlight where additional action needs to take place as a result. To include key findings from the NHS national staff survey.
As NHS Kernow’s percentage of BAME staff is low, it has not been possible to undertake an analysis to compare against other CCGs for indicators 1 to 4.
The data for indicators 5 to 8 is sourced from the NHS national staff survey, which allows a comparison with other CCGs. However, the NHS national staff survey does not supply a breakdown of key WRES measures for BAME colleagues.
The following are NHS Kernow’s results from NHS national staff survey, conducted between 2015 and 2020. The last survey was conducted in September 2020 and received March 2021.
Percentage of staff who did not experience harassment, bullying or abuse from patients, relatives or the public in last 12 months (reference Q13a):
Percentage of staff who did not experience harassment, bullying or abuse from managers in last 12 months (reference Q13b):
Percentage of staff who did not experience harassment, bullying or abuse from other colleagues in last 12 months (reference Q13c):
Percentage of staff believing that the organisation provides equal opportunities for career progression or promotion (reference Q14):
In the 12 last months have you personally experienced discrimination at work from manager/team leader or other colleagues (reference Q15b):
Not experienced discrimination from patients/service users, their relatives or other members of the public (reference Q15a):
The improvement during recent years means NHS Kernow is performing at or above the national average for CCGs across three of the above indicators.
With oversight by the staff voice with a specific focus in the policy on the experiences of BAME colleagues.
To ensure all colleagues are supported by the organisation.
Policy published in 2018 and operational with lunch and learns held. The policy is being revisited during 2021 in line with our typical 3 year review process.
To ensure that the organisation is recruiting and managing its employees fairly. To ensure that the organisation is broadly representative of the local population and there is no unintended discrimination.
As part of the NHS people plan submission, NHS Kernow has committed to 5 strategic employment areas of which 2 are expected to have a direct positive impact on workforce equality:
Key area 3: Equality, fairness and inclusion. Aim to have an inclusive culture where we all demonstrate the values of NHS Kernow.
Key area 4: Improvement and development culture. Aim to support a culture where all staff realise their potential and promote continuous development.
In line with the NHS people plan submission, and the Cornwall and Isles of Scilly leadership board recommendations, NHS Kernow is committed to working with our integrated care system partners on recruitment and promotion overhaul action plans.
NHS Kernow mandates equality and diversity training for all NHS Kernow colleagues. ACAS dignity at work training was delivered for 2 successive years, with 65% of the workforce attending. Training for managers is commissioned by the people and organisational development team and this is linked to actions in the recruitment and promotion overhaul action plan.
A regular check to ensure colleague self-declaration on ethnicity reporting is near or at 100%. This is undertaken and reported within the equality information paper. No issues found in equality information published May 2021. There remain a small percentage of colleagues and applicants who opt not to declare their ethnicity and this has reduced slightly compared to the 2020 data. Colleagues are encouraged to view and update their ESR record as part of the self-service facility available to them.
The COVID-19 pandemic has highlighted the importance of having good quality information about our workforce. 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. The data cleanse has noted that the recruitment data from TRAC no longer automatically updates the protected characteristic fields in ESR; further work will be undertaken by the people and organisational development team to understand and mitigate against this.
Analyse the workforce and organisational leadership profiles, compared with our population. To ensure that the organisation is broadly representative of the local population and there is no unintended discrimination. This is undertaken through equality information, dated May 2021. No issues found in equality information published.
Monitor the relative likelihood of BAME colleagues entering the formal disciplinary process compared to white colleagues. To ensure that NHS Kernow is aware of the rate of disciplinary processes and relative likelihood for colleagues entering this process and tackle any proportionate gap in this rate, in line with NHS England’s strategy: a fair experience for all.
Monitoring of numbers entering the disciplinary process is undertaken with each completed WRES return. Small numbers of colleagues in NHS Kernow means this measure should be treated with caution. Further action will be taken should we identify an issue with disciplinary numbers or proceedings in future.
Conversations are to be organised with BAME colleagues about secondment, acting up and development opportunities.
This is done at the yearly appraisal for all colleagues. There are no statistically significant differences in reported rate of appraisals for BAME colleagues compared to non-BAME colleagues. This is linked to actions within the recruitment and promotion overhaul action plan.
To improve the opportunities of colleagues in the workforce and upskilling of the workforce. Address equality concerns in the workforce, with opportunities to be communicated to all colleagues.
Information about policies, programmes and opportunities is to be supplied to colleagues to further raise awareness and support improved understanding and awareness of equality and diversity within the organisation. The impact of COVID-19 has meant that many training courses previously available have been suspended. Some equality related opportunities offered to colleagues are included below.
Advertised health and wellbeing offers, including NHS digital weight management programme, with greater access for people from a BAME background.
In addition, equality impact assessment and full impact assessment templates and guidance are available and routinely promoted. Offers of support are provided by equality and diversity manager regarding impact assessments.
Colleagues continue to be reminded about the importance of WRES. The revised policy on policies, implemented in July 2018, actively reinforces the need for robust impact assessments to be completed prior to consulting on new and amended policies, revised accordingly following any feedback to ensure risks identified are mitigated wherever possible. Without this in place, policies cannot be approved.
Where possible, mitigate against the negative effects of the COVID-19 pandemic on colleagues who may be more vulnerable, due to a, or multiple, protected characteristics.
NHS Kernow has experienced unprecedented change in 2020 and 2021 due to the COVID-19 global pandemic. Much of NHS Kernow’s work during 2020 was impacted by COVID-19 and the need to support colleagues to work safely. We recognise the importance of supporting those potentially most vulnerable to COVID-19, which includes people from a BAME background. Actions taken include:
March 2020 onwards.
As a former diversity champion, NHS Kernow can share learning from the work within out prejudice, celebrate diversity, across other protected characteristics.
The initial focus of out prejudice, celebrate diversity was on colleagues who identify as LGBT. This work is transferring to consider those who are from a BAME background, initially with regards to good practice around networks, and allyship.
January 2019 and ongoing.
The Cornwall and Isles of Scilly leadership board has co-produced 7 recommendations relating to race.
To improve the experience of BAME colleagues in NHS Kernow’s workforce. Contributing to a working environment where BAME colleagues feel supported. Build trust and confidence of BAME people in our community.
NHS Kernow is supportive of both the collective and individual board recommendations made by the Cornwall and Isles of Scilly leadership board.
In support of the recommendations, NHS Kernow has undertaken the following actions:
NHS Kernow will also do the following:
March 2021 onwards..