Summary

Below is a summary of the key findings against each area of the KMPT’s equality, diversity and inclusion programme:

Race

1. The proportion of BAME (Black, Asian and Minority Ethnic) staff is 24.7% across KMPT, an increase of 5% over the last three years. There has been an improvement in BAME representation at Board level of 6% since 2019.
2. There has been a small improvement in the likelihood that a BAME person will be appointed compared to a white person over the past five years; this key national workforce race equality standard (WRES) measure is a priority in our action plan.
3. Across three years there was a four-point decrease in BAME staff reporting the Trust    provides equal opportunities.
4. There was a four-point decrease in BAME staff experiencing harassment, bullying or abuse from other colleagues and patients in 2020, with BAME ally training set-up to support BAME staff members. This coincides with the growth of the BAME Network to include at present over 140 members (4% of the workforce).
5. Covid-19 had a larger impact on our BAME staff and we focused work on ensuring all BAME staff received a risk assessment. KMPT also offered additional support to BAME colleagues through the BAME Staff Network and EDI Team ‘Drop In’ Sessions for staff and managers.

Religion and belief

1. The proportion of staff (76.64%) sharing their beliefs grew by 2% over the past five years.
2. The Chaplaincy Team continue to promote the Faith Network to encourage wider awareness and understanding of faith related issues.
3. The Network’s purpose is to benefit service users, patients and employees, offering a platform for identifying, promoting and addressing issues, as well as link in with the other Networks to promote intersectionality.

Gender

1. 75% of the workforce is female with 25% male representation. We cannot evidence representation for Trans or non-binary people.
2. Women were just under one and a-half times as likely as men to experience bullying and harassment from other staff.
3. Men were more likely than women to experience discrimination from patients, relatives or members of the public.
4. Women occupied 71% of the highest paid jobs (Across Band 8 and 9).

Sexual orientation

1. Just under 3% of the workforce shared with us that they identify as lesbian, gay or bisexual (LGB). 
2. The Trust became Stonewall Diversity Champions in 2020.
3. Bisexual people (8.5) and those Preferring not to say (8.5) scored lower than Trust average (8.9) for their perceptions of equality 
4. Only those identifying as Heterosexual/Straight (8.2) scored above the Trust average (8) of safety regarding bullying and harassment.

 

 

Disability

1. 6.77% of the workforce shared they identify as disabled on their staff record, with 11.91% of the workforce choosing not to share their disability status.
2. People who were disabled were just as likely to be appointed from shortlisting than non-disabled people against this key national workplace disability equality standard (WDES) measure.
3. There was a seven-point gap between disabled (81%) and non- disabled (88%) staff who feel KMPT provides equal opportunities in career development.
4. 84% of disabled staff felt KMPT made adequate adjustments to enable them to work; an increase of nine percent over four years.
5. Covid-19 meant that many staff with a disability were shielding and KMPT ensured they received risk assessments and the EDI Team offered ‘drop in’ sessions to support both staff and their managers.

Age

1. The majority of the workforce is aged 46-55 years old, which is comparable with the national data.  This data shows that KMPT has an ageing workforce.

Organisation inclusion

1. Operation Cavell – launched on 15^th February 2021 and is a joint initiative with Kent Police to tackle hate crime and violence against KMPT staff. 
2. This aim of this work is to make every effort that KMPT staff remain safe during the course of their role and if subjected to unacceptable behaviours (violence and anti-social) from service users, they have a clear way to report such crimes and be supported. This is in recognition of the increase of incidents of this kind and can be from service users and or their loved ones but in either case should not go unreported.

Conclusion

1. The findings indicate areas of progress, particularly increasing representation through minority staff and community engagement, with some barriers to inclusion still requiring action. The findings also indicate pockets of negative experiences for some staff; a focus for the 12 months ahead.
2. Covid-19 had implications on the delivery of some of the work to support inclusion during 2020-2021 but efforts were focused on ensuring staff safety. 
3. Across 2021-22 we will increase support for staff to promote inclusive leadership to highlight and remove cultural barriers to inclusion.
4. The end goal remains thriving and culturally competent staff providing inclusive care to promote positive health outcomes and tackle health inequalities.