WORKFORCE AND ORGANISATIONAL DEVELOPMENT COMMITTEE … Equality... · WORKFORCE AND ORGANISATIONAL DEVELOPMENT COMMITTEE – COVER SHEET Meeting Date: 27 August 2019 Agenda item:

WORKFORCE AND ORGANISATIONAL DEVELOPMENT COMMITTEE – COVER SHEET

Meeting Date: 27 August 2019

Agenda item: to be completed by Company Secretary team

Subject: Equality, Diversity and Inclusion Monitoring Report

Prepared by: Marie Cleary, Staff Experience Lead

Presented by: Jon Harding, Head of Education and Organisational Development

Purpose of paper: Clearly identify whether the paper is for noting, scrutiny, endorsing or approval

To advise of mandated equality, diversity and inclusion reporting data over the past 12 months including the 2019 Workforce Race Equality Standard (WRES) and the 2019 Workforce Disability Equality Standard (WDES). To confirm equality activity and actions and present workforce data across protected characteristics.

Background: The history behind the paper

Equality activity continues to develop; responding to key areas contained within the Equality act (2010) and the NHS Standard Operating contract.

Key points for members: Briefly summarise in bullet point format the key messages and issues that members should focus on, including conclusions and proposals

Staff experience activities continue to be developed across equality, diversity and inclusion areas. The trust is continuing to become more diverse each year and staff engagement on diversity issues continues.

Options and decisions required: Clearly identify options that are to be considered and any decisions required

To note the WRES and WDES results and actions. To note the diversity data relating to staff.

Recommendations: Clearly identify the recommendation being put to the board

The Committee is invited to note the WRES, WDES and Gender Pay Gap data and support the noted related actions.

Next steps: Clearly identify what will follow the Board’s discussion/decision

Areas of equality, diversity and inclusion activity contained in the report will continue to develop.

Links to Poole Hospital NHS Foundation Trust Strategic objectives, Board Assurance Framework, Corporate Risk Register

Strategic Objective: AF 1,2,3,4,& 5

BAF/Corporate Risk Register: (if applicable)

CQC Reference: Well led

Committees/Meetings at which the paper has been submitted: Date

POOLE HOSPITAL NHS FOUNDATION TRUST

WORKFORCE AND ORGANISATIONAL DEVELOPMENT COMMITTEE

27 August 2019

Annual Equality, Diversity and Inclusion Monitoring Report

1.0 Equality, diversity and inclusion within Poole Hospital NHS Foundation Trust 1.1 Poole Hospital NHS Foundation Trust has an absolute commitment to equality,

diversity and inclusion across all nine protected characteristics of the Equality Act 2010 and works positively to progress equality, diversity and inclusion for both staff and patients.

1.2 Equality activity and progress is monitored throughout the year and this annual report confirms the results for the 2019 Workforce Race Equality Standard (WRES), the 2019 Workforce Disability Race Equality Standard (WDES) and other monitored information. It also contains key diversity data for staff.

1.3 Jacqueline Cotgrove, Director of Workforce and Organisational Development, is the board lead for the Workforce Race Equality Standard and is supported by Marie Cleary, Staff Experience Lead.

1.4 All staff receive training in equality, diversity, inclusion and human rights, delivered

to Skills for Health objectives, through the general induction programme which is followed by Core Skills training every three years.

1.5 The trust has two equality-based staff networks. These are a LGBT (Lesbian, Gay, Bisexual and Transgender) Staff Network comprising LGBT staff and non-LGBT staff (‘straight allies’) who have a commitment to sexual orientation equality for staff and patients and a BAME (Black, Asian and Minority Ethnic) Staff Network comprising BAME staff. Both networks work to improve equality, diversity and inclusion within the trust.

2.0 Equality, Diversity and Inclusion in the National NHS Staff Survey

2.1 Equality and diversity forms one of the ten National NHS Staff Survey reporting themes.

2.2 In the National NHS Staff Survey 2018 the trust ‘Equality and Diversity’ theme achieved a score of 9.3 (out of 10), matching that of the previous two National NHS Staff Surveys. This is higher than the 9.1 average for acute trusts in England.

3.0 Gender Pay Gap reporting

3.1 The trust completed Gender Pay Gap reporting for the year to 31 March 2018. This indicated a median gender pay gap of 12.02% in favour of male staff and a mean gender pay gap of 25.7% in favour of male staff. This is a change from the initial reporting last year in favour of male staff which remains linked to the gender profile of longer-service consultant staff a number of whom are in receipt of clinical excellence awards.

3.2 Gender Pay Gap data is published on the you.gov website and also through the trust’s public website.

3.3 Actions to be taken this year include:

o Share Gender Pay Gap information across the trust o Develop a deeper understanding of what the data is telling us o Develop and implement Gender Pay Gap actions and reporting o Continue the trust’s commitment to an equitable workforce o Continue equitable access to trust leadership training and development o Review gender splits across all pay bands o Encourage Clinical Excellence Award applications from across the medical

workforce o Support all staff in protected groups through living our Poole Approach values

and implementing our People Strategy

3.4 The trust is intending to secure Gender Pay Gap data and analysis for the next reporting year to 31 March 2019 at an earlier stage; to report before the required date of 31 March 2020. This will be reported to the Workforce and Organisational Development Committee through the Staff Experience report.

4.0 Workforce Race Equality Standard (WRES)

4.1 The WRES was introduced into the NHS standard contract in 2015, making workforce race equality mandatory in the NHS for the first time. Since then many trusts, including Poole, have shown improvements across the nine indicators. Paying attention to our WRES data and results across all indicators helps us to identify our performance in progressing workforce race equality and consider and carry out actions to deliver further and continuous improvement. To support local WRES work, the WRES team within NHS England has appointed to a new role of WRES programme manager for the South West. The post holder met the trust’s staff experience lead and other Dorset workforce equality leads and stated that he was ‘personally impressed by the wealth of problem-solving insight and experience’ in Dorset trusts. It is anticipated that her will be joined by a second person this year as the WRES England implementation team are developing additional support for regions as WRES develops in the NHS.

4.2 The trust has completed data reporting and analysis for the 2019 WRES, based on the year from 1 April 2018 to 31 March 2019. The WRES results and actions will be published on the trust’s website and reported to Dorset CCG. This information is considered by the CQC and other NHS partner organisations.

4.3 Currently the trust employs 394 members of staff of BAME (Black, Asian and

Minority Ethnic) backgrounds within our total workforce of 3972. The percentage of BAME staff of 9.94% has increased from the 9.1% noted in the 2018 WRES report.

4.4 The proportion of all staff members who have self–reported their ethnicity is 99.24%, which is higher than the 2018 total of 97.2%. Steps taken in the last reporting period to improve the level of self-reporting by ethnicity are:

o recruitment staff meet with new staff members and encourage disclosure of ethnic monitoring data where this has not been given through the application process.

o staff are encouraged, during the trust equality and diversity training sessions delivered during the trust induction programme and mandatory core skills training, to self-report ethnicity.

4.5 In relation to WRES indicators 5,6,7 and 8 (reported below) which are based on the views given by White and BAME staff within the National NHS Staff Survey, it is notable that our overall results for White and BAME staff show that 34 question results evidence a more favourable result for BAME staff, with 10 a more negative result and 3 equal.

4.6 When looking at the 10 National NHS Staff Survey reporting themes for White staff

and BAME staff, BAME staff showed a better experience than White staff in: Health and Wellbeing, Immediate Managers, Quality of Appraisals, Quality of Care, Safety Culture and Staff Engagement. BAME staff showed an equal experience for Safe Environment – Bullying and Harassment and a poorer experience Safety environment – Violence and Morale (by the small margin of 0.02).

5.0 Trust results for the Workforce Race Equality Standard indicators

5.1 WRES Indicator 1. Staff in Agenda for Change pay bands 5.1.1 The percentage of staff in each of the Agenda for Change Pay Bands 1 to 9 and very

senior managers (including executive Board members) compared with the percentage of staff in the overall workforce.

Clinical staff (non-medical staff and medical staff) by Pay Band and White and BAME for 2019 and 2018 *

Pay

Band

2019

White

(n)

2019

White

(%)

2019

BAME

(n)

2019

BAME

(%)

2018

White

(n)

2018

White

(%)

2018

BAME

(n)

2018

BAME

(%)

Non-medical staff

1 0 0 0 0 0 0 0 0

2 442 92 41 8 476 93 38 7

3 232 94 14 6 222 97 8 3

4 106 77 31 23 78 67 38 33

5 519 85 95 15 580 86 95 14

6 566 94 33 6 557 95 30 5

7 343 96 15 4 331 97 11 3

8a 64 97 2 3 68 98.5 1 1.5

8b 40 98 1 2 38 97 1 3

8c 7 87.5 1 12.5 7 87.5 1 12.5

8d 2 0 0 0 2 100 0 0

9 0 0 0 0 0 0 0 0

VSM 0 0 0 0 0 0 0 0

Medical staff

Consultant 158 79 42 21 147 78 41 12

of which senior

medical manager

1 100 0 100 1 100 0 0

Non-consultant

career grade

31 55 25 45 28 56 22 44

Trainee grades 155 71 62 29 153 76 49 24

Other 2 40 3 60 4 50 4 50

Non-clinical staff by Pay Band by White and BAME for 2019 and 2018*

Pay Band 2019

White

(n)

2019

White

(%)

2019

BAME

(n)

2019

BAME

(%)

2018

White

(n)

2018

White

(%)

2018

BAME

(n)

2018

BAME

(%)

1 (and under) 38 74.5 13 25.5 41 84 8 16

2 204 96 8 4 200 98 5 2

3 252 98 5 2 237 97 7 3

4 184 99 1 1 185 99 2 1

5 52 98 1 2 55 96 2 4

6 47 98 1 2 45 98 1 2

7 36 100 0 0 39 100 0 0

8a 21 95 1 5 20 100 0 0

8b 20 100 0 0 18 100 0 0

8c 4 100 0 0 4 100 0 0

8d 7 100 0 0 7 100 0 0

9 3 100 0 0 2 100 0 0

VSM 12 100 0 0 14 100 0 0

* Please note all percentage calculations are rounded to the nearest whole number where possible. 5.1.2 It is noted that the number of BAME staff employed within the trust has increased

from 364 to 395. The increase is seen across both clinical and non-clinical roles; with a sharper increase in clinical roles.

5.1.3 The pattern continues of the majority of BAME staff being employed in clinical roles

and this year we have seen a greater increase of BAME staff to in clinical roles; in comparison to the increase of White staff in clinical roles.

5.1.4 We are seeing a small increase in clinical staff entering bands beyond band 5.

However, the number of BAME staff within band 5 suggests that there remains an over-representation of BAME nursing staff in band 5. This has been looked at this year and progression for band 5 nursing staff is supported.

5.1.5 These areas will be looked at more closely and be included within the WRES action

plan; forming a basis for discussion within the work of the BAME Staff Network.

5.2 WRES Indicator 2. The relative likelihood of staff being appointed from shortlisting across all posts.

5.2.1 The relative likelihood of White staff being appointed from shortlisting across all posts compared to BAME staff has reduced from 1.83 to 1.49, evidencing the trust’s continuing and positive pattern for this indicator.

5.2.2 The area of fair recruitment will again be included within the WRES action plan and the work of the BAME Staff Network. The principles of equality will continue to be a key element of trust recruitment and selection training. Recruitment activity and outcome will be monitored by the staff experience lead.

5.3 WRES Indicator 3. The relative likelihood of staff entering the formal disciplinary

process, as measured by entry into a formal disciplinary investigation.

5.3.1 The relative likelihood of BAME staff likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation,

has increased slightly when to White staff; by a likelihood of 0.01 for BAME staff and 0.005 for White staff.

5.3.2 It is noted that the trust saw an increase of numbers of staff, entering into a formal disciplinary investigation, from 21 to 33.

5.3.3 The principles of equality will continue to be a key element of trust training in the application of staff discipline and disciplinary activity and outcome continues to be monitored by the staff experience lead.

5.4 WRES Indicator 4. The relative likelihood of staff accessing non-mandatory training

and career progression development (CPD).

5.4.1 The relative likelihood of White staff accessing non-mandatory training and CPD compared to BAME staff had reduced from 0.92 is 0.75. This shows that the trust’s positive reduction in this indicator is continuing; evidencing the trust’s commitment to fair access to non-mandatory training.

5.4.2 This area will remain as one for discussion in the work of the BAME Staff Network

and will feature within the WRES action plan.

5.5 WRES Indicator 5. National NHS Staff Survey. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months.

2018 White 2018 BAME 2019 White 2019 BAME

29.94% 25.16% 28.71% 28.75%

5.5.1 Although the trust overall evidenced a lower percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public than the average for acute trusts, the trust has seen a repeat of the pattern seen in 2018 WRES reporting for staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months; where this has reduced slightly for White staff but increased BAME staff.

5.5.2 The issue of staff experiencing harassment, bullying or abuse from patients, relatives or the public is contained within the equality and diversity training session delivered on both the induction and mandatory core skills programmes. Focus on this element of training has increased this year, and further monitoring of Datix is being carried out. This issue will feature within the discussion in the BAME Staff Network.

5.6 WRES Indicator 6. National NHS Staff Survey. Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months.


22.03% 26.11% 21.71% 29.38%

5.6.1 Although the trust overall evidenced a lower percentage of staff experiencing harassment, bullying or abuse from staff than the average for acute trusts, it is noted that the pattern evidenced in WRES Indicator 6 is also evidenced for this WRES Indicator, with a small reduction for White staff accompanied by an increase for BAME staff.

5.6.2 The actions for this WRES Indicator will follow those for WRES Indicator 5.

5.7 WRES Indicator 7. National NHS Staff Survey. Percentage believing that the trust provides equal opportunities for career progression or promotion.


92.08% 80.39% 89.53% 77.06%

5.7.1 Although the trust overall evidenced a higher percentage of staff believing that the trust provides equal opportunities for career progression or promotion than the average for acute trusts, the Staff Survey showed a reduction in staff believing that the trust provides equal opportunities for career progression or promotion, across both White staff and BAME staff; with a greater reduction evidenced for BAME staff.

5.7.2 This issue will continue to feature within discussion in the BAME Staff Network and be included within the WRES Action Plan.

5.8 WRES Indicator 8. National NHS Staff Survey. In the last 12 months have you personally experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues.


5.68% 14.10% 5.29% 18.24%

5.8.1 Although the trust overall evidenced a lower percentage of staff personally experiencing discrimination at work from their managers/team leaders or other colleagues than other acute trusts nationally, the trust saw a positive reduction in this WRES Indicator for White staff but an increase in the percentage of BAME staff experiencing discrimination from these sources.

5.8.2 The actions for this WRES Indicator will follow those for WRES Indicator 5.

5.9 WRES Indicator 9. Percentage difference between the organisations’ Board voting membership and its overall workforce.


100% 0% 100% 0%

5.9.1 All members of the trust’s Board voting membership are White, which has remained

the same across the WRES reporting years. In comparison to the percentage of BAME staff in the trust of 9.94% the Board remains unrepresentative of our overall workforce. It is noted that ethnic data has been reported by all Board members, in line with the requirements of the WRES to obtain complete data on this indicator.

5.9.2 Board members have an active commitment to addressing this representation. The trust advertises for posts as widely as possible, ensuring that this extends beyond the county boundary by using the national NHS Jobs website. The trust has also worked in partnership with NHS Improvement for securing Board members; this is a national regulatory body and recruitment consultants with a national perspective.

6.0 Workforce Disability Equality Standard (WDES)

6.1 The Workforce Disability Equality Standard (WDES), mandated within the NHS Standard Contract and launched by NHS England, came into force on 1st April 2019. This has made reporting for workforce disability equality mandatory in the NHS for the first time.

6.2 The WDES is a set of ten specific Indicators; measures (metrics) that enable NHS

organisations to compare the experiences of Disabled and non-disabled staff. The

trust has completed data reporting and analysis for the 2019 WRES, based on the year from 1 April 2018 to 31 March 2019.

6.3 The total number of staff employed within Poole Hospital NHS Foundation Trust with a disclosed disability was 100 at the reporting date of 31 March 2019, representing 2.56% of the trust’s workforce. This is lower than the current estimates of individuals with disability in the general population .

6.4 The trust works to improve the level of self-reporting by disability and actions within

the last year are those named above in 4.4.

6.5 The 2019 results below in section 7 form the trust results for the first reporting year of the WDES; showing our data and results for the 10 WDES indicators based on data for the year from 1 April 2018 to 31 March 2019.

6.6 These results will enable the trust to identify performance in progressing workforce disability equality and set actions to deliver further and continuous improvement.

6.7 This information will be reported through NHS England and within the trust. Our results will be identified and used within our trust to develop a local action plan to enable demonstration of progress against the indicators of disability equality. This plan, including links with the trust’s work to implement Equality Delivery System 2, will be developed with the involvement of the trust’s staff with disability; through a process of engagement and involvement in partnership across both Poole Hospital NHS Foundation Trust and the Royal Bournemouth and Christchurch Hospitals NHS Foundation Trust.

6.8 The WDES results and actions will be published on the trust’s website and reported to Dorset CCG. This information is considered by the CQC and other NHS partner organisations

7.0 Trust results for the Workforce Disability Equality Standard indicators

7.1 WDES Indicator 1: Percentage of staff in AfC pay bands or medical and dental subgroups and very senior managers (including Executive Board members) compared with the percentage of staff in the overall workforce.

7.1.1 This is calculated separately for clinical and non-clinical staff across pay bands/subgroups.

7.1.2 The table below illustrates where staff are working across the trust, by clinical and non-clinical pay bands and by disclosure of disability.

7.1.3 In this first year of WDES reporting this data provides a real understanding of where our staff are who have declared a disability. This data will change over time as we increase staff self-declaration of disability; enabling the trust to act to evidence progress towards equality in relation to the protected characteristic of disability.

2019 Disabled

(n)

2019 Disabled

(%)

2019 Non-

Disabled (n)

2019 Non-

Disabled (%)

2019 Disability Unknown

(n)

2019 Disability Unknown

(%)

Total Staff

Non-Clinical Staff

Band 1 1 2% 34 69% 14 29% 49

Band 2 5 2% 169 80% 37 18% 211

Band 3 10 4% 215 83% 35 13% 260

Band 4 2 1% 159 82% 32 17% 193

Band 5 3 6% 44 81% 7 13% 54

Band 6 2 4% 39 80% 8 16% 49

Band 7 0 0% 31 82% 7 18% 38

Band 8a 0 0% 17 81% 4 19% 21

Band 8b 0 0% 17 81% 4 19% 21

Band 8c 0 0% 4 100% 0 0% 4

Band 8d 0 0% 5 71% 2 29% 7

Band 9 0 0% 2 100% 0 0% 2

VSM 0 0% 7 100% 0 0% 7

Other 0 0% 0 0% 4 100% 4

Clinical Staff

Band 1 0 0% 0 0% 0 0% 0

Band 2 17 4% 401 84% 62 13% 480

Band 3 5 2% 199 80% 46 18% 250

Band 4 1 1% 76 63% 44 36% 121

Band 5 15 2% 508 84% 82 14% 605

Band 6 20 3% 488 80% 101 17% 609

Band 7 8 2% 286 79% 67 19% 361

Band 8a 3 5% 51 78% 11 17% 65

Band 8b 0 0% 30 75% 10 25% 40

Band 8c 0 0% 7 88% 1 13% 8

Band 8d 0 0% 2 100% 0 0% 2

Band 9 0 0% 0 0% 0 0% 0

VSM 0 0% 0 0% 0 0% 0

Medical &Dental Staff, Consultants

2 1% 137 63% 80 37% 219

Medical & Dental Staff, Non-Consultants career grade

0 0% 35 59% 24 41% 59

Medical & Dental Staff, Medical and dental trainee grades

6 3% 191 86% 26 12% 223

Other 0 0% 5 100% 0 0% 5

7.2 WDES Indicator 2: Relative likelihood of Disabled staff and non-disabled staff being appointed from shortlisting across all posts.

7.2.1 At present there is a lower likelihood of a Disabled member of staff being appointed after shortlisting; with a non-Disabled candidate, on the basis of 2018/19 data, being 2.27 times as likely to be appointed after shortlisting as a Disabled applicant.

7.2.2 This area will be monitored over time as more staff are encouraged to declare disability and the data is more representative of the staff with disability employed within the NHS and those applying from outside the trust.

7.3 WDES Indicator 3: Relative likelihood of Disabled staff compared to non-disabled staff entering the formal capability process, as measured by entry into the formal capability procedure.

7.3.1 At present there is a higher likelihood of a Disabled member of staff entering the formal capability process, as measured by entry into the formal capability procedure; with a non-Disabled candidate, on the basis of 2018/19 data of 9 staff entering into this procedure, being 9.02 times as likely to enter into the formal capability procedure.

7.3.2 It is noted that the trust formal capability procedure contains a commitment to treating staff ‘fairly and equitably as an individual, recognising that we are all unique.’ This is accompanied by commitment to ‘equitable, fair, effective and sensitive management if a member of staff is falling below the required standard of performance’; alongside an intention to support members of staff to ‘to achieve and maintain the high standards of performance expected by the Trust.’

7.3.3 It is recognised that this calculation is made on the basis of a low number of staff. This area will be monitored over time as more staff are encouraged to declare disability and the data is more representative of trust staff.

National NHS Staff Survey metrics comparing the responses for both Disabled and non-disabled staff

7.4 WDES Indicator 4:a) Percentage of Disabled staff compared to non-disabled staff experiencing harassment, bullying or abuse from:

i Patients/service users, their relatives or other members of the public ii Managers iii Other colleagues 7.4.1 For the three areas above the National NHS Staff Surveys results for Poole showed

a higher percentage of Disabled staff reporting this than non-disabled staff.

Disabled staff Non-disabled staff

% of staff experiencing harassment, bullying or abuse from patients/service users, their relatives or other members of the public in the last 12 months

37.2%

27%

% of staff experiencing harassment, bullying or abuse from managers in the last 12 months

20%

9.3%

% of staff experiencing harassment, bullying or abuse from other colleagues in the last 12 months

28.4%

15.2%

7.4.2 This area will feature within the planned work to engage with staff with disability on their experience of working at Poole. This will be monitored over time as more staff are encouraged to declare disability and the data is more representative of trust staff.

7.4.3 WDES Indicator 4:b) Percentage of Disabled staff compared to non-disabled staff saying that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it.

Disabled staff

Non-disabled staff

% of staff saying that the last time they experienced harassment, bullying or abuse at work, they or a colleague reported it in the last 12 months

44.2%

44.4%

7.4.4 This indicator showed a comparable percentage of staff reporting incidents; with a difference between Disabled and non-disabled staff of 0.2%.

7.4.5 This will be monitored over time as more staff are encouraged to declare disability and the data is more representative of trust staff.

7.4.6 This area will feature within the planned work to engage with staff with disability on their experience of working at Poole. This will be monitored over time as more staff are encouraged to declare disability and the data is more representative of trust staff

7.5 WDES Indicator 5: Percentage of Disabled staff compared to non-disabled staff believing that the Trust provides equal opportunities for career progression or promotion.

Disabled staff

Non-disabled staff

% of staff believing that the trust provides equal opportunities for career progression or promotion.

86.3%

88.4%

7.5.1 This indicator showed a comparable percentage of staff believing that the trust provides equal opportunities for career progression or promotion, with a difference between Disabled and non-disabled staff of 2.2% favourable to non-disabled staff.


7.6 WDES Indicator 6: Percentage of Disabled staff compared to non-disabled staff saying that they have felt pressure from their manager to come to work, despite not feeling well enough to perform their duties.


% of staff saying that they are satisfied with the extent to which their organisation values their work.

40.5%

25.6%

7.6.1 This indicator showed a higher percentage of Disabled staff saying that they are satisfied with the extent to which their organisation values their work; with a difference between Disabled and non-disabled staff of 14.9% favourable to non-disabled staff.

7.6.2 This area will feature within the planned work to engage with staff with disability on their experience of working at Poole. This will be monitored over time as more staff

are encouraged to declare disability and the data is more representative of trust staff.

7.7 WDES Indicator 7: Percentage of Disabled staff compared to non-disabled staff believing saying that they are satisfied with the extent to which their organisation values their work.


% of staff believing that the trust provides equal opportunities for career progression or promotion.

40.5%

25.6%

7.7.1 This indicator showed a difference between Disabled and non-disabled staff of 14.9% favourable to non-disabled staff.


National NHS Staff Survey metric including only the responses of Disabled staff

7.8 WDES Indicator 8: Percentage of Disabled staff saying that their employer made adequate adjustment(s) to enable them to carry out their work.

Disabled staff

% percentage of Disabled staff saying that their employer has made adequate adjustment(s) to enable them to carry out their work.

81.7%

7.8.1 It is noted that the trust works in partnership with Access to Work to secure and act on workplace assessments in relation to the effects of the disability in a work setting and to support the identification and provision of adequate and reasonable adjustments. The operational human resources team advise and guide members of staff and their managers on the application of the Access to Work programme and other internal support available to ensure Disabled staff are supported in the application of reasonable adjustments and in all other areas in relation to their disability. This work is actively supported by the staff experience lead. The occupational health team is also available to support staff with disability and is available by both management referral and self-referral.

7.8.2 This area will feature within the planned work to engage with staff with disability on

their experience of working at Poole. This will be monitored over time as more staff

are encouraged to declare disability and the data is more representative of trust staff

National NHS Staff Survey and the engagement of Disabled staff.

For part a) comparing the staff engagement scores for Disabled, non-disabled staff

and the overall Trust’s score

For part b) adding evidence to the Trust’s WDES Annual Report

7.9 WDES Indicator 9:a) The staff engagement score for Disabled staff, compared to

non-disabled staff and the overall Trust’s score


a) The staff engagement score for Disabled staff, compared to non-disabled staff and the overall engagement score for the organisation.

6.6

7.2

7.9.1 This indicator showed a difference between Disabled and non-disabled staff of 0.6

favourable to non-disabled staff.

7.9.2 This area will feature within the planned work to engage with staff with disability on

their experience of working at Poole. This will be monitored over time as more staff

are encouraged to declare disability and the data is more representative of trust

staff.

WDES Indicator 9:b) Has your trust taken action to facilitate the voices of Disabled staff

in your organisation to be heard.

7.9.3 Yes. The trust has begun work in partnership with a neighbouring NHS foundation

trust to deliver a joint programme of disability inclusion.

Board representation metric

7.10 WDES Indicator 10: Percentage difference between the organisation’s Board voting

membership and its organisation’s overall workforce, disaggregated by voting

membership of the Board and by Executive membership of the Board

7.10.1 The trust board of directors has no members who have declared a disability.

7.10.2 This area will feature within the planned work to engage with staff with disability on their experience of working at Poole. This will be monitored over time as all members of staff and board members are encouraged to declare disability and the data is more representative of trust staff.

7.10.3 Board members have an active commitment to addressing this representation. The trust advertises for posts as widely as possible, ensuring that this extends beyond the county boundary by using the national NHS Jobs website. The trust has also worked in partnership with NHS Improvement for securing Board members; this is a national regulatory body and recruitment consultants with a national perspective.

7.11 Actions to be taken this year to respond to the WDES

7.11.1 Actions will be set with the involvement of staff with disability; through the joint

process of staff engagement agreed in partnership with the Royal Bournemouth and Christchurch Hospitals NHS Foundation Trust.

8.0 International staff

8.1 The trust employs staff from over 54 nationalities, including many staff from European Union countries and has an established practice of recruitment of staff from overseas.

8.2 Positive messages made by the trust’s chief executive and other leaders, in settings including the Team Brief and Staff Bulletin, continue to reassure staff of the value placed on all international staff, including those from other European Union countries.

8.3 Support for EU and international staff continues, including the opportunity to access support, if needed, from the human resources team, staff experience lead, and others.

For staff from EU countries the trust provides, with partner organisations, a range of advice, guidance and support in relation to working within the NHS and settlement in the United Kingdom.

9.0 Diversity Information

9.1 The diversity information below, sourced from the Electronic Staff Record, gives an indication of the make-up of our staff teams across key protected characteristics. Further information is available from the staff experience lead.

10.0 Equality Delivery System

10.1 The trust has worked to implement EDS2 and this forms part of our commitment to equality within the trust. The EDS2 is an effective mechanism to support the meeting of our legal obligations under the Equality Act; notably in carrying out our Public Sector Equality Duty. It also is a way of advancing equality, diversity, inclusion and human rights within the trust.

10.2 The trust works with other trusts across Dorset and with Dorset Clinical Commissioning Group to carry out the process of stakeholder engagement.

10.3 An updated EDS2 Summary report is attached as Appendix 1.

Prepared by Presented by

Marie Cleary Jon Harding

Staff Experience Lead Head of Organisational Development

& Education

27 August 2019

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WORKFORCE AND ORGANISATIONAL DEVELOPMENT COMMITTEE … Equality... · WORKFORCE AND ORGANISATIONAL DEVELOPMENT COMMITTEE – COVER SHEET Meeting Date: 27 August 2019 Agenda item: