About equality, diversity and inclusion at North Mid
Diversity, inclusion and respect for human rights are fundamental to our activities and underpin every aspect of the Trust’s work. We ensure every member of staff and patient enjoys the same opportunities and standards of care.
Our inclusion track record and achievements
- We deliver equitable services and develop benchmarks by evaluating existing processes, polices, legislation and feedback from service users and staff. This enables us to facilitate a pleasant and supportive professional environment.
- We are proud that the 2018 training analysis shows that the majority of employees, who attend CPD training, are of BAME background.
- We are also delighted that almost 85% of staff members promoted in 2018 are also BAME representatives.
- We aim to create the most positive and efficient work environment that embraces differences and meets the diverse needs of our members of staff, regardless of age, disability, ethnicity, gender, religion and sexual orientation.
- We deploy a zero-tolerance approach to discrimination and have well-established processes to deal with discrimination effectively.
Make our hospital more inclusive
- Discuss what inclusion means to you and others and ways to make each other feel valued and respected at work and what behaviours help or hinder inclusion. We encourage our staff to
- Join a staff network – currently there are four staff networks
- Become a mentor or mentee - mentoring is a great way to form new connections and share experiences that benefit your career and team-building
- Participate regularly in team meetings and Trust events
- Speak up – contact our Staff Support Officers if necessary
- Share your views - staff surveys and feedback forms
We will ensure that this commitment is embedded into our day to day working practices and that equality, diversity and inclusion at the heart of everything we do as a service provider and as an employer.
Due to the pandemic we were unable to produce the equality report for 2019-2020.
NHS Workforce Race Equality Standard
The aim of the standard (WRES) is to improve the experience of Black and Minority Ethnic (BME) staff in the workplace.
It consists of nine indicators - five workforce metrics, including BME representation on NHS boards and four NHS Staff Survey findings.
The WRES has been mandated across the NHS since April 2015. In addition to being included in the NHS Standard Contract the WRES also forms part of the Care Quality Commission's Well Led inspection regime.
Further information on the WRES can be found on the NHS England website.
Our performance against each of the nine WRES indicators as at August 2020 is illustrated below. We are taking action in response to issues highlighted by the data and review progress on a regular basis, for more information please see the FAQs below.
As part of our drive to reduce the difference in experiences between our Bame and white staff, we publish a report that summarises the following:
- Our most recent WRES scores,
- Our progress from the previous year and
- Our action plan showing how we intend to move forward.
Why is the Workforce Race Equality Standard (WRES) important?
Being undervalued and discriminated against leads to disengagement, unhappiness, depression, poor performance and ultimately reduced effectiveness. This is true for everyone but Professor West’s (2011) research shows that: ‘the greater the proportion of staff from a black or minority ethnic (BME) background who report experiencing discrimination at work in the previous 12 months, the lower the levels of patient satisfaction, the experience of BME staff is a very good barometer of the climate of respect and care for all within NHS trusts’.
The systemic discrimination against Black and Minority Ethnic (BME) staff within the NHS is highlighted in numerous reports and studies. Being undervalued and discriminated against leads to disengagement, unhappiness, depression, poor performance and ultimately reduced effectiveness. This is true for everyone but Professor West’s (2011) research shows that:
‘the greater the proportion of staff from a black or minority ethnic (BME) background who report experiencing discrimination at work in the previous 12 months, the lower the levels of patient satisfaction, the experience of BME staff is a very good barometer of the climate of respect and care for all within NHS trusts’.
What counts as white and BME?
As taken from the Office of National Statistics Census categories:
- White staff - White British, Irish and Any Other White
- Black and Minority Ethnic staff - Black or Black British, Asian or Asian British, Mixed Ethnic Group, Chinese, Any Other Ethnic Group
(ONS Census categories)
What are we doing with the data?
As part of a pan-London exercise to improve indicator 3 – relative likelihood of BME staff entering the formal disciplinary process compared to white staff - we implemented a checklist system (decision-tree) that enables managers to check their reasoning and biases when commissioning formal disciplinary cases.
As a result there has been improvement to show that in 2019 BME staff are nearly just as likely to enter formal disciplinary as white staff whereas in 2018 this likelihood was nearly double. This has put us at the top of the league table for indicator 3 score across the whole of London. With this success, we have now been asked to work with neighbouring providers and share our processes to positively impact the experience of all BME staff across the NHS in London.
The plans for the next 12 months are to implement and introduce diverse recruitment panels. The aim for this is to mitigate the biases that recruiting manager display in interviews and to increase the number of BME staff being appointed after shortlisting (indicator 2). We have implemented Incusive Champions into interview panels for positions that are at band 8a and above.
Workforce Disability Equality Standard
The Workforce Disability Equality Standard (WDES) is a set of ten specific measures (metrics) which enables NHS organisations to compare the workplace and career experiences of Disabled and non-disabled staff. NHS trusts use the metrics data to develop and publish an action plan. Year on year comparison enables trusts to demonstrate progress against the indicators.
Its early days for us in our drive to improve the working lives of our staff that are living with disabilities. A lot more work is needed to create an accessible work environment and to raise awareness of the scope of conditions that are considered to be a disability. We have produced an action plan to help build our capacity but are open to your suggestions.
Data will be compared with our 2019 results and our action plan will be devised in partnership with our DiverseAbility Network. We will publish our action plan and our outcomes and our open to working in collaboration with local partners. We aim to embed disability equality into our everyday working practices so that we can maximise the potential of our workforce.
We are a Disability Confident employer. This scheme supports employers in making the most of the talents of its disabled staff.
As a Disability Confident employer, we aim to
- challenge attitudes towards disability
- increase understanding of disability
- remove barriers
- ensure that disabled people have the opportunities to fulfil their potential and realise their aspirations
We will publish our plans on embedding disability as they progress. If you would like any further information or would like to work with us in partnership on this agenda with us please contact Maggie Morgan-Valentine, head of equality, diversity and inclusion.
Gender Pay Gap
Gender pay reporting came into existence in 2017, it required employers with 250 or more employees, to publish statutory calculations every year showing how large the pay gap is between their male and female employees. We will publish our progress on a yearly basis and will make you aware of what we intend to do to reduce our gap.
We intend to work collaboratively with our local partners to identify opportunities to encourage young males and females to consider careers in non-traditional gender roles.
Black Lives Matter Movement and Covid-19
The events of this year have highlighted the impact of persisting inequalities on different communities during the pandemic and this issue was further exacerbated by the George Floyd murder and the need for BAME staff to be better reflected in our leadership team. These incidents have given this work more of a profile. We will publish our plans, starting position and the timelines that we are working to so that you are able to hold us to account about the outcomes we receive.
North Mid Staff Networks
Our staff networks are formed with our staff at their heart. They aim to provide a forum to have caring, fair and open discussions about how to address staff issues across the organisation. We intend to have another 2 staff networks for people living with an experience of having a mental illness and for our young employees. Currently we have four networks:
- LGBT+ Network, chaired by Shelly English
- DiverseAbility Network, chaired by Rona Van-Horne
- Women's Network, chaired by Naveena Satter tbc
- Ethnicities Network, chaired by George Osei-Bonsu; Angela Kappa (Vice –Chair)
We appreciate the needs of our LGBTQ+ community and are in the process of obtaining Stonewall membership to support us in our plans for making our workplace more for the LGBTQ+ community. We are in our infancy in the development of our plans in collaboration with our LGBT+ staff network.