ÃÛÌÒAPP

1. Name of organisation

The ÃÛÌÒAPP

2. Date of report

• Month:
• August Year: 2022

3. Name and title of Board lead for the Workforce Race Equality Standard

• Dee Fawcett, HR Director

4. Name and contact details of lead manager compiling this report

• Karen Pearce – Head of Equality, Diversity and Inclusion (People)

5. Names of commissioners this report has been sent to

• Co-coordinating commissioner – NHS England (Sanjay Shah) ÃÛÌÒAPP Gateshead CCG.

6. Name and contact details of coordinating commissioner this report has been sent to

• North Tyneside CCG, Northumberland CCG, South Tees CCG, South Tyneside CCG, North Durham CCG, Durham, Dales, Easington & Sedgefield CCG, Hartlepool & Stockton CCG, Darlington CCG, Sunderland CCG (Claire Miller), Cumbria CCG

7. Unique URL link on which this Report and associated Action Plan will be found

/about/trust/equality-diversity-and-inclusion/workforce-race- equality-standard/

8. This report has been signed off by on behalf of the board on

• Date: September 2022
• Name: Dee Fawcett, HR Director

Background narrative

9. Any issues of completeness of data

• A comparatively small number of unknown/null data relating to ethnicity of current staff remain.

10. Any matters relating to reliability of comparisons with previous years

• None.

11. Total number of staff employed within this organisation at the date of the report (March 2022)

• 16,300.

12. Proportion of BME staff employed within this organisation at the date of the report?

• 11.98% (FTE).

13. The proportion of total staff who have self–reported their ethnicity?

• 98.28%.

14. Have any steps been taken in the last reporting period to improve the level of self-reporting by ethnicity?

• Fully implemented Employee Self Service.
• Full roll out of the ESR employee portal complete.
• ÃÛÌÒAPP Hospitals remain the highest user of the Employee Self-Serve for eLearning completions regionally and always in the Top 3 nationally this has increased accessibility for staff to be able to input their personal information including ethnicity status.
• Bespoke rolling adverts added within the portal to further encourage staff to update their personal information.

15. Are any steps planned during the current reporting period to improve the level of self-reporting by ethnicity?

• Plans to use robotic automation to increase staff reporting of ethnicity.

Workforce data

16. What period does the organisation’s workforce data refer to?

• April 2021 – March 2022.

Workforce Race Equality Indicators

17. 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. Organisations should undertake this calculation separately for non-clinical and for clinical staff

• Data for reporting year: March 2022 Data (headcount)

Data for reporting year: March 2021 Data (Headcount)

• 98.28% of staff have recorded their ethnicity.
• The figures referenced in the above tables do not include the small percentage of staff who have not shared their ethnicity, they have been excluded for the purposes of the data capture.

18. Relative likelihood of staff being appointed from shortlisting across all posts.

Data for reporting year: 1.47 Data for previous year: 0.91

• Diverse Panels in place for all band 8c and above posts including Executive/Non-Executive Director and Medical and Dental Posts and band 6 posts.
• Equality dashboard has been launched as part of the performance management framework for each directorate. Dashboard shows local Directorate data referencing likelihood of appointments to enable local ownership.

19. Relative likelihood of staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation.

• Data for reporting year: 1
• Data for previous year: 0.47

• Trust data identifies BME members of staff are of equally likely to entre formal disciplinary processes.
  • 1 is within non adverse range (0.8 and 1.25) of ‘Fair Experience for All’ requirements for NHS organisations.
  • Employee Relations data forms part of the equality dashboard launched January 2022.

20. Relative likelihood of staff accessing non-mandatory training and CPD

Data for reporting year: 1.24 Data for previous year: 0.91

• Trust data identifies BME members of staff are less likely to access non-mandatory training and CPD.

Workforce Race Equality Indicators

21. KF 25. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months

Data for reporting year:

• White 26.8%
• BME 29.5%

Data for previous reporting year:

• White 21.4%
• BME 23.7%

• BME Staff Network continues to grow and engage in raising awareness.
• WRES subgroup continues to meet monthly.
• WRES Improvement Team in place.

22. KF 26. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months

Data for reporting year:

• White 22.7%
• BME 32.8%

Data for previous year:

• White 20.2%
• BME 31.9 %

23. KF 21. Percentage believing that trust provides equal opportunities for career progression or promotion

Data for reporting year:

• White 62.3%
• BME 43.5%

Data for previous year:

• White 63.7%
• BME 46.4%

24. Q17. In the last 12 months have you personally experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues

Data for reporting year:

• White 6.5%
• BME 20.6%

Data for previous year:

• White 5.4%
• BME 17%

Board representation indicator

25. Percentage difference between the organisations’ Board voting membership and its overall workforce

Data for reporting year:

• White 5.7
• BME 4

Data for previous year:

• White 11.4
• BME -9.7

26. Are there any other factors or data which should be taken into consideration in assessing progress?

• None.

27. Organisations should produce a detailed WRES action plan, agreed by its board. It is good practice for this action plan to be published on the organisation’s website, alongside their WRES data. Such a plan would elaborate on the actions summarised in this report, setting out the next steps with milestones for expected progress against the WRES indicators. It may also identify the links with other work streams agreed at board level, such as EDS2. You are asked to provide a link to your WRES action plan in the space below.

/about/trust/equality-diversity-and-inclusion/workforce-race- equality-standard/