Improving Workforce Race Equality Standard (WRES) at Calderdale & Huddersfield NHS Trust
Calderdale & Huddersfield Foundation NHS Trust is dedicated to meeting the Workforce Race Equality Standard (WRES) requirements. The current action plan focuses on virtual interaction, online education, and enhancing staff support and wellbeing. Initiatives include promoting career journeys, inclusive recruitment, and addressing unconscious bias. Monitoring by the Inclusion Advisory Group ensures progress is tracked bi-annually, aiming for positive change across all WRES indicators.
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Workforce Race Equality Standard (WRES) Data Pack (20/21) Date of Report October 2020 Board Lead Suzanne Dunkley Executive Director of Workforce EDI Manager Nicola Hosty
Workforce Race Equality Standard Workforce Race Equality Standard (WRES) (WRES) Data Pack (20/21) Data Pack (20/21) Workforce Race Equality Standard (WRES) Action Plan 2020/21 Introduction Calderdale & Huddersfield Foundation NHS Trust is committed to meeting the requirements of the Workforce Race Equality Standard for NHS Trusts. The Trust submitted its workforce data against the standard, to the national WRES team, as per our contractual obligation. Having considered the 2019/20 data, alongside data from previous years along with the reality of the current pandemic, this year s action plan will contain more virtual interaction, more on line education and awareness and we believe our approach to One Culture of Care (where we care for each other the same way we care for our patients) will support positive change. There will also be an increased level of support for colleagues across the Trust to support self care and personal wellbeing. In doing this, it is anticipated that this will bring about positive change across the Trust resulting in an improvement in all WRES indicators. The Trust s BAME network has been instrumental in the development of this action plan Monitoring and Evaluation The action plan will be monitored by the Inclusion Advisory Group on a bi-annual basis along with regular discussion at all the Equality Groups in the Trust
Workforce Race Equality Standard Workforce Race Equality Standard (WRES) (WRES) Data Pack (20/21) Data Pack (20/21) WRES Metric/Indicator Current Data Previous Years Data Movement 1. Percentage of staff in each of the AfC Bands 1-9 OR Medical and Dental subgroups and VSM (including executive Board members) compared with the percentage of staff in the overall workforce 2. Relative likelihood of staff being appointed from shortlisting across all posts. 2020/21 Activity - BAME members promoting their career journeys/development journeys via screensavers / CHFT News / the cupboard -Empower programme inclusive personal development programme -Inclusive Recruitment approach -Leadership Development programme inc Lets talk about Race & Unconscious Bias e modules BAME = 0.261 White = 0.228 Ratio of white to BAME colleague appointed is 0.77:1 We are making headway in this area however white colleagues are still more likely to be shortlisted than BAME BAME = 0.306 White = 0.235 White colleagues are 0.87 times as likely to be appointment than BAME colleagues. Ratio of white to BAME Colleagues appointed 0.87:1 Positive Movement BAME = 0.0038 White = 0.0023 BAME = 0.0022 White = 0.0029 3. 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. 2020/21 Activity - All panellists to have undertaken unconscious bias e module BAME 1.67 times as likely to enter the formal process. (increased) BAME 0.74 times as likely to enter the formal process. Negative Movement
Workforce Race Equality Standard Workforce Race Equality Standard (WRES) Data Pack (20/21) (WRES) Data Pack (20/21) WRES Metric/Indicator Current Data Previous Years Data Movement BAME = 0.901 White = 0.901 BAME = 0.992 White = 0.987 4. Relative likelihood of staff accessing non- mandatory training and CPD. 2020/21 Activity - CHFT Leadership Programme available on line and available to all -Empower Inclusive Personal Development Programme -Wellbeing Hour enables colleagues to spend time on focussing on their development 5. KF25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months. 2020/21 Activity - Develop a wide range of support for victims of bullying & harassment --BAME network championing and supporting BAME colleagues - Say No/Nah to Racism campaign -Input from a range of colleagues in respect of Equality Impact Assessments BAME & White are both as likely to access non-mandatory training and CPD White 0.99 times as likely to access non-mandatory training. Positive Movement White =30.1 % White = 29.14% BAME =30.2 % BAME = 29.79% Similar % of White & BAME staff experience harassment, bullying or abuse from patients/public/relatives and data increasing year on year Higher % of BAME staff experience harassment, bullying or abuse Negative Movement White = 23.9 % White = 24.17% 6. KF26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months. 2020/21 Activity - Review Trusts B&H Policy -One Culture of Care embedded --develop bullying & harassment e modules -BAME network supporting BAME colleagues - Say No/Nah to Racism campaign BAME = 27.2% BAME = 26.46% Higher % of BAME than White colleagues experiencing harassment bullying or abuse Increased from last years data Higher % of BAME than White staff experiencing harassment bullying or abuse Negative Movement
Workforce Race Equality Standard Workforce Race Equality Standard (WRES) Data Pack (20/21) (WRES) Data Pack (20/21) WRES Metric/Indicator Current Data Previous Years Data Movement 7. KF21. Percentage believing that trust provides equal opportunities for career progression or promotion. 2020/21 Activity - Inclusive Recruitment -Inclusion Recruitment Ambassadors -Education & Awareness programme through BAME & E modules via management essentials -all decision makers to have undertaken unconscious bias e module -Empower Inclusive Development Programme White = 87.8 % White = 86.35% BAME = 79.0 % BAME = 74.51% Lower % of BAME staff than White staff think there is equal opportunity for career progression Making headway in this area significant improvement than 2019 Lower % of BAME staff than White staff think there is equal opportunity for career progression Positive Movement 8. 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 2020/21 Activity -Develop a range of on line race awareness modules available for all -One Culture of Care approach embedded -BAME network to support colleagues locally - Say No/Nah to Racism campaign 9. Percentage difference between the organisations Board voting membership and its overall workforce. White = 5.9 % BAME = 12.5 % White = 6.77% BAME = 12.27% Higher % of BAME staff than White staff personally experience discrimination at work Slight increase compared to 2019 Higher % of BAME staff than White staff personally experience discrimination at work Negative Movement Board BAME 7.7% Overall Workforce BME 16.9% % difference = 9.2 Board BAME 6.3% Overall Workforce BME 15.4% % difference = 9.1
