WRES Action Plan 2017/18

Narrative:

Mersey Care NHS Foundation Trust has undertaken a number of significant developments that have had a significant impact on staff data and numbers; this is due to occur again on 1st March 2018. This has had an impact on the Trusts ability to consider the impact of any positive action it has taken as a result of the WRES process.

It has been proposed that the 2017/18 action plan will focus on 4 key areas which have consistently shown a disproportionate experience for the 6.7% of BME colleagues across the Trust. The Trust will complete a data analysis process in May -June 2018 which will include the complete colleague compliment following the transition of new staff to the Trust.

This will be in addition to the required data of staff employed at 31st March 2018 for the national WRES process. This will full data analysis will enable a more detailed picture of the experience of BME staff across the whole staff compliment and enable a more informed plan of action to be completed. It is expected that this will consider a 5 year + view to establish a more fundamental approach to improving staff experience within the Trust.

The information below details the continued actions to address key areas:-

  1. Representation of BME staff at higher bands
  2. Recruitment process
  3. Experience of bulling and harassment of BME colleagues by people using services, carers or public
  4. Experience of bulling and harassment of BME colleagues by managers/colleagues
  5. Representation of the Board

The Disciplinary data does indicate a disproportionate use for BME colleagues. The work in relation to the just and Learning Culture has significantly reduced the number of disciplinaries across the Trust. With this in mind it has been agreed that this will not be a priority for action for this interim plan of action but will be looked at for an annual analysis as a part of the workforce overall plan.

Interim WRES action Plan 17/18

WRES Indicator / Out come / Lead / Supported by / Date to be Completed / Actions / RAG rating
WRES/1 / (1)Data of staff within clinical and non clinical bands / Improve representation of BME staff at 7 and above / Fiona Smith / Jayne Toole / March 2018
March 2018 / Complete and report to SWG and Equality and Human Rights Subcommittee an analysis of
Strive
Thrive
Drive
Participants for 2016 and 2017 by ethnicity.
Identifying where people are fully represented or there is low representation.
Identifying positive actions to address issues identified
Complete and report to SWG and Equality and Human Rights Subcommittee an analysis of people completing the care certificate 2016 and 17 by Ethnicity.
Identifying where people are fully represented or there is low representation.
Identifying positive actions to address issues identified / Red
Red
Fiona Smith / Meryl Cuzak / April 2018
July 2018 / Implement the second wave of reciprocal mentoring for BME staff.
Develop processes to enable this to be continued as a part of the coaching and mentoring offer across the Trust. Report to the Equality and Human Rights Subcommittee. / Amber
Fiona
Smith
Fiona Smith / Jean Perkins / March 2018
June 2018 / Complete an analysis and report to Equality and Human Rights Subcommittee of the ‘Maximising Potential’ detailing the process of ensuring the equality of opportunity for BME staff across the Trust.
Identify the process within the L and D governance /reporting framework to analyse the equality of access to and learning opportunities within Mersey Care for BME staff Inc:-
1. Analysis of take up
2. Positive action taken to inform and support BME staff of opportunities. / Red
Red
WRES/2 / Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being recruited from shortlisting across all posts / Reduce the differential experience data between white and BME staff
Staff are 2.59 % more likely to be appointed if white / Amanda Clough / Joanne Crossland / Jan 2018 / Post created to include the responsibility for:
  1. WRES data re recruitment
  2. Inclusion of non- discriminatory practice within training for recruiters
  3. Inclusion of Implicit bias training and implicit test
  4. External monitoring of recruitment decisions
/ Amber
Amanda Clough / New Post holder /
HRBP / Feb 2018 / To identify key actions to put into place.
  1. Non- discriminatory practice within training
  2. Implicit bias training and test for recruiters.
  3. External analysis of decision making process after recruitment.
  4. BME representation on interview panel
  5. Set KPI’s to monitor progress
/ Amber
Fiona Smith / Jean Perkins / March 2018 / Analysis of apprentice recruitment by ethnicity and identify positive action where needed. Report to SWG and Equality and Human Rights committee. / Red
Amanda Clough / Joanne Crossland / March 2018 / To update NHS Jobs information to include positive information for BME staff. / Amber
WRES/3 / Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months. / To ensure that the differential likelihood of BME staff experiencing harassment, bullying or abuse from patients, relatives is the same as for white staff
White 33.36%
BME 36.17% / Amanda Clough / Divisional HRBP / March 2018 / To complete an analysis of work across the Trust to support staff experiencing bullying and harassment in Division.
Amanda Clough / Divisional
HRBP / June 2018 / Improve recording of harassment bullying or experienced by staff
Amanda Clough / Meryl Cuzak / March 2018 / To re-establish and support BME staff network and all staff networks by:
1. Developing a policy Inc. the Trust supporting staff to attend.
2. Seeking board champions
3. Assign workforce staff to be contact for network/s / Amber
Amanda Clough / Divisional
HRBP / June 2018 / To work with staff networks to review the process by which the Trust supports people who are experiencing or who are more likely to experience discrimination at work and identify positive actions. / Red
WRES/4 / In the last 12 months have you personally experienced discrimination at work from any of the following?
Manager/ team leader or other colleagues. / To ensure that the differential likelihood of BME staff experiencing discrimination at work from Manager/ team leader or other colleagues. is the same as for white staff
White 5.87%
BME 15.22% / Amanda Clough / Divisional
HRBP / March 2018 / To complete an analysis of work across the Trust to support staff experiencing bullying and harassment in Division. / Red
Amanda Clough / Meryl Cuzak / March 2018 / To re-establish and support BME staff network and all staff networks by:
1. Developing a policy Inc. the Trust supporting staff to attend.
2. Seeking board champions
3. Assign workforce staff to be contact for network/s / Amber
Amanda Clough / Divisional
HRBP / June 2018 / To work with staff networks to review the process by which the Trust supports people who are experiencing or who are more likely to experience discrimination at work and identify positive actions.
WRES/5 / Percentage difference between the organisations' Board voting membership and its overall workforce. / To improve the representation of BME people on the Board of directors.
To increase the number of BME people with voting rights on the Board of directors.
-6.66%. / Amanda Oates / Clare Almond / June 2018 / To instruct a specific recruiting agency to support the application and recruitment of BME people when vacancies occur on the board.
To ensure clear information within board recruitment processes that indicates the positive action being taken to improve representation of the Board of Directors. / Amber