Hampshire Hospitals NHS Foundation Workforce Race Equality Standard (WRES) 2018/19 Annual Plan – No. Description and Analysis of current Baseline Action taken in Action Planned for 18/19 measure position 17/18 (31 March 2017) (31 March 2018) (31 2018) 1. The percentage of staff in The Trust has a higher The percentage of BME Improved data quality Continue to improve data quality for – each of the AfC Bands 1-9 representation of BME representation for all staff the Trust has continued to recording inclusivity data on ESR. or Medical and Dental staff (15.7%) than its local in the Trust was 14.6%. record inclusivity data subgroups and VSM population according to following a data collection Regular (quarterly) promotion of (including executive the published 2011 census BME representation of exercise in late 2015. The Employee Self Service to encourage staff Board members) figures which showed an Band 8 and above was total proportion of total to supply this information. compared with the average BME 2.97%. staff who have percentage of staff in the representation of 5.23%. reported their ethnicity Further analysis to identify job has increased from roles/departments where BME staff are overall workforce. Organisations should However, the analysis 84.64% to 84.73%. poorly represented and work with undertake this calculation shows that within the senior managers to identify reasons and separately for non-clinical Trust there is an under Regular (quarterly) potential solutions. and for clinical staff. representation of BME promotion of Employee staff in our senior Self Service to encourage Encourage and support bands 5-8a and The percentage of BME positions. to supply this above BAMEs to utilise existing representation for all staff information. leadership courses by actively bringing in the Trust is 15.7%. In total, BME opportunities to their attention and representation of Band 8 Reviewed and monitor uptake of such programmes – However, the analysis and above is 3.22%. benchmarked Trust i.e. NHS Leadership Academy Stepping shows that within the actions/performance Up and Ready Now. Trust there is an under against representation of BME other/neighbouring NHS When using external agencies to staff in our senior organisations to ascertain support candidates for senior positions. a wider understanding of management roles ensure that the equality, diversity and contract agreement includes
Hampshire Hospitals NHS Foundation Workforce Race Equality Standard (WRES) – 2018/19 Annual Plan No. Description and measure (31 March 2018) Analysis of current position (31 2018) Baseline (31 March 2017) Action taken in 17/18 Action Planned for 18/19 1. The 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. Organisations should undertake this calculation separately for non-clinical and for clinical staff. The percentage of BME representation for all staff in the Trust is 15.7%. However, the analysis shows that within the Trust there is an under representation of BME staff in our senior positions. The Trust has a higher representation of BME staff (15.7%) than its local population according to the published 2011 census figures which showed an average BME representation of 5.23%. However, the analysis shows that within the Trust there is an under representation of BME staff in our senior positions. In total, BME representation of Band 8 and above is 3.22%. The percentage of BME representation for all staff in the Trust was 14.6%. BME representation of Band 8 and above was 2.97%. Improved data quality – the Trust has continued to record inclusivity data following a data collection exercise in late 2015. The total proportion of total staff who have their ethnicity has increased from 84.64% to 84.73%. Regular (quarterly) promotion of Employee Self Service to encourage to supply this information. Reviewed and benchmarked Trust actions/performance against other/neighbouring NHS organisations to ascertain a wider understanding of equality, diversity and Continue to improve data quality for recording inclusivity data on ESR. Regular (quarterly) promotion of Employee Self Service to encourage staff to supply this information. Further analysis to identify job roles/departments where BME staff are poorly represented and work with senior managers to identify reasons and potential solutions. Encourage and support bands 5-8a and above BAMEs to utilise existing leadership courses by actively bringing opportunities to their attention and monitor uptake of such programmes – i.e. NHS Leadership Academy Stepping Up and Ready Now. When using external agencies to support candidates for senior management roles ensure that the contract agreement includes reported
Workforce%20Race%20Equality%20Standard%202018-19%20Annual%20Plan.docx