Workforce Race Equality Standard 2021 - 2022
The NHS Workforce Race Equality Standard (WRES) provides a framework for ensuring that Black, Asian, Minority Ethnic (BAME) staff receive fair treatment in the workplace and have equal access to career opportunities. The data presented provides an overview of the Trust’s performance again the 9 WRES indicators.
- Publication date:
- 01 October 2020
- Date range:
- October 2020 - October 2021
Information
KMPT’s Workforce Race Equality Standard (WRES) was introduced in within the NHS in 2015 to focus on the experiences of KMPT BAME staff in the workplace compared to White staff. The Workforce Race Equality Standard (WRES) provides a framework for NHS Trusts to report, demonstrate and monitor progress against a number of indicators of workforce equality, and to ensure that employees from Black, Asian and Minority Ethnic (BAME) backgrounds receive fair treatment in the workplace and have equal access to career opportunities. NHS Trusts are required to publish their data at yearly intervals to show progress from the previous year. It is therefore mandatory for KMPT to report on WRES and track progress.
The WRES focuses on meeting requirements around ethnicity on 9 Race Equality Indicators. These indicators are a combination of workforce data1 and results from the National Staff Survey 2021.
Overall the data shows a representation of KMPT’s BAME staff across KMPT has decreased to 23.5% from 2020/2021 representation of 24.7%. In accordance with NHS England’s WRES data, the national BAME representation in the NHS across England is 22.4%.
Below is a breakdown of KMPT’s WRES and action plan:
Indicator 1
Percentage of staff in each of the AfC Bands 1-9 and VSM (including Executive Board members) compared with the percentage of staff in the overall workforce.
At 23.5%, this indicator is achieving KMPT’s target of 22% (based on the representation of Black, Asian and Minority Ethnic staff in KMPT’s overall workforce population in 2020).
Indicator 2
Relative likelihood of staff being appointed from shortlisting across all posts.
Improvement from 1.19 to 0.83 for organisation of Black, Asian and Minority Ethnic staff. KMPT has seen a year on year improvement over the last three years.
Indicator 3
Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation.
The data analysed from KMPT’s Electronic Records System (ESR) and the 2021 Staff Survey.
Improvement from 4.45 times more likely to 2.06 time more likely to enter a formal disciplinary process. Although the statistic is concerning, numbers for all staff entering formal disciplinary process is low (under 20).
Indicator 4
Relative likelihood of staff accessing non-mandatory training and CPD.
The relative likelihood of white staff compared to black, Asian and minority ethnic staff accessing non-mandatory/CPD training is 0.95. Work with the training panel has improved this indicator score.
Indicator 5
Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months.
35.4% of black, Asian and minority ethnic staff who completed the staff survey stated that they have experienced harassment, bullying or abuse from patients, relatives or the public in the last 12 months.
Responses broken down by Care Groups are:
- Acute - 57.4%
- Community Recovery - 28.7%
- Forensics and Specialist Services - 28.1%
- Older Adults - 29.1%
- Support Services - 10.9%
The data presented shows a significant reduction of nearly 10% over the last two years.
Indicator 6
Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months.
18% of black, Asian and minority ethnic staff who completed the staff survey stated that they have experienced harassment, bullying or abuse from staff in the last 12 months.
Responses broken down by Care Groups are:
- Acute
- Colleagues - 17.2%
Managers - 10.1%
- Colleagues - 17.2%
- Community Recovery
- Colleagues - 15.5%
Managers - 9.1%
- Colleagues - 15.5%
- Forensics and Specialist Services
- Colleagues13.9%
- Managers - 6.9%
- Older Adults
- Colleagues - 13.3%
- Managers - 7.7%
- Support Services
- Colleagues - 10.4%
Managers - 8.6%
- Colleagues - 10.4%
The latest staff survey figures show that the ambitious target was nearly met reducing to 18% meaning KMPT are nearly 5% lower than benchmark organisations who have an average of 22.9%.
Indicator 7
Percentage believing that Trust provides equal opportunities for career progression or promotion.
51.1% of black, Asian and minority ethnic staff stated that believing that Trust provides equal opportunities for career progression or promotion. 51.1% is an increase of over 7% of black, Asian and minority ethnic staff believing that KMPT provides equal opportunities. This is reflected in the figure of black, Asian and minority ethnic staff who have had access to non-mandatory training but not reflected in levels of career progression.
Indicator 8
In the last 12 months have you personally experienced discrimination at work from any of the following: Manager/team leaders or other colleagues?
12.6% of black, Asian and minority ethnic staff stated that they had personally experienced discrimination. The staff survey indicates that this has decreased slightly for our black, Asian and minority ethnic staff from 14.2% down to 12.6%. This is lower than the average of 14.4% across
the NHS. However, it is higher than our white staff where 6.7% of staff stated that they experience discrimination from managers/teams leader/colleagues.
Indicator 9
Percentage difference between the organisations’ board voting membership and its overall workforce
Proportion of voting Board Members of Black, Asian and Minority Ethnicities has decreased from 28.6% since last year to 23.1% this year. However, the difference between the proportion of Black, Asian and Minority Ethnic voting Board Members and the overall workforce has decreased from 4.7% to 3.5%.