Table 1: WRES indicators Percentage of BME staff in Relative likelihood of BME Relative likelihood of BME Bands 8-9, VSM* (including staff being appointed from staff entering the formal executive Board members shortlisting compared to disciplinary process, and senior medical staff) that of White staff being compared to that of White compared with the appointed from shortlisting staff entering the formal percentage of BME staff in across all posts. disciplinary process, as the overall workforce. measured by entry into a formal disciplinary investigation. Relative likelihood of BME KF 18. Percentage of staff KF 19. Percentage of staff staff accessing non experiencing harassment, experiencing harassment, mandatory training and bullying or abuse from bullying or abuse from staff CPD compared to white patients, relatives or the in last 12 months staff public in last 12 months KF 27. Percentage Q23. In the last 12 months Boards are expected to be believing that trust provides have you personally broadly representative of equal opportunities for experienced discrimination the population they serve. career progression or at work from any of the promotion following? b) Manager/team leader or other colleagues ED priority areas for improvement 2016-17 The Joint Negotiating Committee newly established Equality & Community Engagement Trust’s and Forum helped determine ED priorities for 2016-17 informed by the EDS2, PSED, WRES & Staff Survey. Extending engagement with under-represented groups is a key focus to identify root causes and potential solutions to address the less positive staff survey & PSED results. 7 ED work-streams agreed are summarised in Table 2 Table 2: Priority ED Work-streams Based on PSED & Staff Survey Findings Strategic Intended outcomes Core principles Aims Work streams 1).To Approach A wide range of investigate candidates are Driven by staff needs recruitment successful at securing Evidence-based conversion employment at all Culture of continuous rates and levels of the improvement Equitable develop organisation Map activity Strong collaborative appropriate working, based on actions aligned objectives &
Table 1: WRES indicators Percentage of BME staff in Bands 8-9, VSM* (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce. Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all posts. Relative likelihood of BME staff entering the formal disciplinary process, compared to that of White staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation. Relative likelihood of BME staff accessing non mandatory training and CPD compared to white staff KF 18. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months KF 19. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months KF 27. Percentage believing that trust provides equal opportunities for career progression or promotion Q23. In the last 12 months have you personally experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues Boards are expected to be broadly representative of the population they serve. ED priority areas for improvement 2016-17 The Trust’s Joint Negotiating Committee and newly established Equality & Community Engagement Forum helped determine ED priorities for 2016-17 informed by the EDS2, PSED, WRES & Staff Survey. Extending engagement with under-represented groups is a key focus to identify root causes and potential solutions to address the less positive staff survey & PSED results. 7 ED work-streams agreed are summarised in Table 2 Table 2: Priority ED Work-streams Based on PSED & Staff Survey Findings Strategic Work streams Intended outcomes Core principles Aims 1).To investigate recruitment conversion rates and develop appropriate actions A wide range of candidates are successful at securing employment at all levels of the organisation Map activity Approach Driven by staff needs Evidence-based Culture of continuous improvement Strong collaborative working, based on aligned objectives & Equitable
public-sector-equality-duty-report-oct-2015-sept-2016.docx