NHS Workforce Race Equality Standard (WRES)
NHS Workforce Race Equality Standard (WRES)
Northern Lincolnshire and Goole NHS Foundation Trust Baseline Data
April 2013 to March 2015
Indicator1– Percentage of BME staff in Bands 8-9 and VSM (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforceDescriptor / Indicator
Number of BME staff in Bands 8-9 and VSM / 38
Total number of staff in Bands 8-9 and VSM / 264
Percentage of BME staff in Bands 8-9 and VSM / 14.4% (38/264)
Number of BME staff in overall workforce / 638
Total number of staff in overall workforce / 7359
Percentage of BME staff in overall workforce / 8.67% (638/7359)
The difference between the percentage of BME staff in Bands 8-9 and VSM (including executive Board members and senior medical staff) and the overall workforce is 5.73%.
Indicator 2– Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being recruited from shortlisting across all postsDescriptor / White / BME
Number of shortlisted applicants / 4068 / 718
Number appointed from shortlisting / 1698 / 180
Ratio shortlisting/appointed / 0.42 / 0.25
- Likelihood of White staff being appointed from shortlisting (1698/4068)= 0.42
- Likelihood of BME staff being appointed from shortlisting (167/668) = 0.25
- Relative likelihood of White staff being appointed from shortlisting compared to BME staff (0.42/0.25) is therefore 0.68 times greater.
Indicator 3– 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
Descriptor / White / BME
Number of staff in workforce / 6223 / 638
Number of staff entering the formal disciplinary process / 44 / 6
- Likelihood of White staff entering the formal disciplinary process (44/6223) = 0.007
- Likelihood of BME staff entering the formal disciplinary process (6/638) = 0.009
- The relative likelihood of BME staff entering the formal disciplinary process compared to White staff is therefore 0.29 times greater
Indicator 4– Relative likelihood of BME staff accessing non-mandatory training and CPD compared to White staff
Descriptor / White / BME
Number of staff in workforce / 6223 / 638
Number of staff accessing non-mandatory training and CPD / 1962 / 286
- Likelihood of White staff accessing non-mandatory training and CPD (1962/6223) =0.32
- Likelihood of BME staff accessing non-mandatory training and CPD (286/638) = 0.45
- Relative likelihood of White staff accessing non-mandatory training compared to BME staff is therefore 0.40 times lower
Indicator 5– KF 18. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in the last 12 months
Descriptor / White / BME
Percentage / 23% / 38%
Indicator 6 – KF 19. Percentage of staff experiencing harassment, bullying or abuse from staff in the last 12 months
Descriptor / White / BME
Percentage / 21% / 30%
Indicator 7– KF 27. Percentage believing that the Trust provides equal opportunities for career progression or promotion
Descriptor / White / BME
Percentage / 88% / 83%
Indicator 8– Q23. In the past 12 months have you personally experienced discrimination at work from any of the following?
b) Manager/team leader or other colleagues?
Descriptor / White / BME
Number who have experienced discrimination at work / 212 / 25
Percentage / 5.34% / 14.29%
Indicator 8– Boards. Does the Board meet the requirement on Board membership?
The Board consists of a total of 15 members. The distribution is as follows:
Chairman and Chief Executive – 2
Executive members – 8
Non-Executive members – 5
Of the full Board, 93.3% are White British (14) and 6.7% are Asian British (1)
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NLaG WRES April 20151 | Page