Workforce Race Equality Standard (WRES) 2022 - Newcastle Hospitals NHS Foundation Trust

1. Name of organisation

The Newcastle upon Tyne Hospitals NHS Foundation Trust

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) Newcastle 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

https://www.newcastle-hospitals.nhs.uk/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.
Newcastle 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)

	Non-Clinical staff in each band/grade		Clinical staff in each band/grade
Pay band	% White (of total Workforce)	% BME (of total Workforce)	% White (of total Workforce)	% BME (of total Workforce)
Under Band 1	0.00	0.00	0.00	0.00
Band 1	0.03	0.00	0.02	0.00
Band 2	6.61	2.21	15.69	1.33
Band 3	4.71	1.12	5.66	0.46
Band 4	3.94	0.84	4.67	0.50

Band 5	9.92	0.53	21.65	5.69
Band 6	5.07	0.25	16.52	1.23
Band 7	5.10	0.28	11.22	0.46
Band 8A	2.19	0.11	2.73	0.15
Band 8B	1.57	0.00	0.91	0.02
Band 8C	1.26	0.00	0.39	0.00
Band 8D	0.39	0.03	0.08	0.00
Band 9	0.00	0.00	0.01	0.00
VSM	0.31	0.00	0.02	0.00
Medical Consultants			5.50	1.61
of which managers			0.22	0.03
Non-consultant Career Grades			1.58	1.07
Trainee grades			0.14	0.07
Other			0.00	0.00

Data for reporting year: March 2021 Data (Headcount)

	Non-Clinical staff in each band/grade		Clinical staff in each band/grade
Pay band	% White (of total Workforce)	% BME (of total Workforce)	% White (of total Workforce)	% BME (of total Workforce)
Under Band 1	0.78	0.06	0.16	0.02
Band 1	0.22	0.00	0.00	0.00
Band 2	32.32	2.36	16.20	1.44
Band 3	21.78	0.83	5.41	0.36
Band 4	16.22	0.39	5.86	0.51

Band 5	9.46	0.45	22.71	4.80
Band 6	4.67	0.19	16.07	0.92
Band 7	4.67	0.17	10.48	0.42
Band 8A	1.92	0.14	2.49	0.15
Band 8B	1.50	0.00	0.78	0.02
Band 8C	1.06	0.00	0.37	0.00
Band 8D	0.28	0.00	0.07	0.00
Band 9	0.00	0.00	0.01	0.00
VSM	0.53	0.00	0.02	0.00
Medical Consultants			5.31	1.57
of which managers			0.23	0.02
Non-consultant Career Grades			1.77	0.96
Trainee grades			0.65	0.21
Other			0.00	0.00

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.