Workforce Race Equality Standard 2020 - 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
Indicator 1
Objective
Percentage of staff in each of the Agenda for Change (AfC) Bands 1-9 and Very Senior Manager (VSM) (including Executive Board members) compared with the percentage of staff in the overall workforce.
Analysis
As of 31 March 2018:
- BAME staff 18.5%
- White staff 80%
- Null/Not stated 1.5%
As of 31 March 2019:
- BAME staff 21%
- White staff 78%
- Null/not stated 1%
As of 31 March 2020:
- BAME staff 22%
- White Staff 76%
- Null/Not stated 2%
As of 31 March 2020 BAME workforce had an increase by 1%, White staff increased by 2% and there was an increase in the null /`not stated’ by 1%.
WRES action 1
Work with senior managers in these areas to develop plans to identify the underlying reasons and potential solutions and potential blockages to staff applying to senior management positions.
Lead
- Diversity and Inclusion Facilitator
- Senior Managers
Date
May 2020
Progress
A recruitment review has been carried out to look at end to end recruitment.
WRES action 2
Deliver agreed recommendations within the recruitment review.
Lead
- Recruitment Team
- Diversity and Inclusion Manager
- HR Business Partners
Date
March 2022
WRES action 3
Analyse workforce reports to identify specific departments, job roles where BAME staff are poorly represented.
Lead
- Workforce information Manager
- Diversity and Inclusion Facilitator
Date
May 2020
Progress
As part of NHS England Model Employers work Band 7 roles and above have been analysed and reported.
WRES action 4
Propose and implement staff development workshops for BAME staff (Personal Effectiveness, Career Planning and Job interview skills.
Lead
- Diversity and Inclusion Facilitator
- BAME Network Chair
Date
March 2020
Progress
Opening Doors Programme on hold – Commenced March 2020
WRES action 5
Run and review specific BAME staff coaching sessions through OD Culture work.
Lead
- Organisational Development Team
Date
January 2021
WRES action 6
KMPT will be working with BAME Apprenticeship Alliance (a national organisation who raise the profile of apprenticeships within BAME Communities).
Lead
- Apprenticeship Manager
Progress
Completed will need to wait for impact of this partnership.