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Workforce Race Equality Standard (WRES)
& Workforce Disability Equality Standard
(WDES) Report 2021

Introduction

BPAS is the UK's leading abortion care charity - specialists in safe, confidential, high-quality abortion treatment for more than 50 years, in addition we provide contraception, STI testing and vasectomy services. 97% of the women we see have their abortion treatment paid for by the NHS (or other government departments). This report fulfils our obligation to the NHS bodies that commission our services under NHS Standard Contracts.

Executive Summary

As a healthcare provider bound by the NHS standard contract, BPAS are required to report annually on key equality metrics as part of the Workforce Race Equality Standard (WRES) and for the first time in 2021, the Workforce Disability Equality Standard (WDES). This report and accompanying action plan fulfil our obligations in this regard.

BPAS is committed to a policy of equal opportunity and welcomes applicants from all sections of the community as we recognise the value that a diverse workforce brings to our work.

Work following the WRES 2020 report achieved positive steps in the following areas: data capture and reporting, with the introduction of HR self-service functionality and an accompanying 8% increase in employee’s ethnicity declarations; implementation of processes and protocol to ensure QIA/EIA/PIAs are undertaken when system changes impact on staff or clients; modern slavery statement produced and published; and BPAS registered as a Disability Confident Employer (Level 2).

WRES & WDES 2021 Summary of Findings

Data drawn from BPAS’s HR system and recruitment monitoring systems were used to populate the 2021 WRES and WDES reports. Several of the required metrics could not be meaningfully reported upon due to the small number of BME (Black and Minority Ethnic) or Disabled employees within the current workforce.

As at August 2021, the proportion of BME employees within the workforce was 8%; representing a 1% increase since 2020. There were 1% more BME employees working in clinical roles compared to non-clinical roles.
The ethnicity of a high proportion of employees was still unknown (46%). The representation of BME at an executive and board level (10%) is similar to that found within the overall workforce.

In terms of Disability, 4% of the workforce were recorded as having a disability. There were 1% more Disabled employees working within non-clinical job roles compared to clinical roles. Representation of Disabled members at executive and board level is lower than that found in the overall workforce, with no individuals working at that level declaring a disability.

There appears to be some inequality in the recruitment shortlisting of both BME and Disabled candidates, with proportionately fewer BME and Disabled candidates being appointed into job roles from shortlisting compared to white and non-disabled candidates.

BME staff were less likely than white staff to enter the formal disciplinary process.

The accompanying action plan highlights key actions that BPAS will undertake in response to these findings.

Workforce Race Equality Standard (WRES) Metrics

Workforce Ethnic Groupings (Indicators 1 & 9)

 

   

 

Recruitment (Indicator 2)

 

Relative likelihood of white candidates being appointed from shortlisting compared to BME candidates 2.29*


*A figure below one would indicate that white candidates are less likely than BME candidates to be appointed from shortlisting. A figure over one would indicate that BME candidates are less likely than white candidates to be appointed from shortlisting.

 

Disciplinary Action (Indicator 3)

 

Relative likelihood of BME staff entering the formal disciplinary process compared to white staff 0*

 

*A figure below one would indicate that BME staff members are less likely than white staff to enter the formal disciplinary process. This data is reported with caution due to the low number of employees involved in disciplinary proceedings.

BPAS will not report on these indicators because:

  1. our learning and development recording practices do not currently allow an assessment of any disparate access to non-mandatory training and CPD by ethnic grouping.
  2. a full employee survey was not conducted during the year 2020/2021 due to the ongoing impact of the COVID pandemic therefore data to inform these metrics is not available this year, and
  3. the number of employees currently recorded as BME is below the minimum level required to report meaningfully on these indicators.

Workforce Disability Equality Standard (WDES) Metrics

Workforce Disability Metrics (1 & 10)

 

 

 

Recruitment (Metric 2)

 

Relative likelihood of non-disabled candidates being appointed from shortlisting compared to Disabled candidates 2.14*

 

*A figure below one would indicate that non-disabled candidates are less likely than disabled candidates to be appointed from shortlisting. A figure over one would indicate that disabled candidates are less likely then non-disabled candidates to be appointed from shortlisting.

Metrics 3-9

 

BPAS will not report on these indicators because:

  1. no formal capability processes were conducted this year therefore it is not meaningful to report against this metric
  2. a full employee survey was not conducted during the year 2020/2021 due to the ongoing impact of the COVID pandemic therefore data to inform these metrics is not available this year, and
  3. the number of employees currently recorded as Disabled in BPAS is below the minimum level required to report meaningfully on these indicators.

ACTION PLAN

Objective

Metric

Actions

Timescale

Lead

Why

Improve employee ethnicity and disability status declarations.

WRES 1 & 9

WDES 1 & 10

Explore and action alterative mechanisms to improve declaration rates e.g. pop up screen at point of log-in as a reminder to complete information. 

Review by Q3

HR Ops Manager

To enable accurate reporting of workforce data.

Reduce the inequality in recruitment shortlisting.

WRES 2

WDES 2

Review full recruitment process to identify and understand any sources of inequality/bias.

Review training offered to recruiting managers

Review by Q4

 

 

Review by Q4

Recruitment Lead

 

 

L&D Manager

To ensure we fulfil our commitments to an inclusive workplace and capitalise on the benefits of a diverse talent pool.

Find alternative ways to capture the essence of metrics BPAS are unable to report on.

WRES 4-8

WDES 3-9

Design questions for inclusion in the 2021 employee survey.

Review by Q3

HR Analyst

It is unlikely BPAS will be able to report on all the metrics as stipulated due to the small size
of the workforce. Alternative metrics could provide BPAS with a broader understanding of this area.

Increase the representation of BME and Disabled employees in BPAS’s workforce to better reflect the society that we serve.

WRES 1 & 9

WDES 1 & 10

Review marketing & recruitment practices to ensure BPAS’s principles of inclusivity are reflected.
Consider positive action to encourage applicants from under-represented groups.
SLT/Board to consider a commitment to include at least
one BME/Disabled applicant within shortlisting for any future vacancies.

Review by Q4

Recruitment Lead

BPAS aspires
to provide an environment that
is inclusive and accessible to all staff and clients. Increasing representation represents a serious commitment to that goal.

Create an E&D working party.

All

 

Review by Q3

CEO

To champion E&D issues/concerns and be accountable for the WRES/WDES AP.

 

WRES/WDES report to be ratified annually by a representative of the Finance, Audit and Risk Committee, agreement to be noted in committee minutes and WRES/WDES uploaded to BPAS website. To be presented and approved at FAR Committee meeting 29th October 2021.