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Workforce Race Equality Standards

(WRES) Report

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.

Context

The data included below is taken from application forms and staff surveys.  The requirements to disclose information is voluntary including the option to decline (see Action Plan). 

WRES Indicator 1

Staff Numbers as of 31st March 2020

 

 Number

 Percentage

 Contracted Staff

 782

 

 Self-reporting as   white

 314

 40%

 Self-reporting as   BAME

 55

 7%

 Not known or not   reported

 413

 53%

 

WRES Indicator 2

Relative likelihood of staff being appointed from shortlisting across all posts.  2,406 Applications

 

 Number

 Percentage

 

 White

 BAME

 White

 BAME

 Applied

 1803

 551

 74.6%

 22.8%

 Number of Shortlisted   applicants (compared to   ethnicity applications)

 603

 151

 33.4%

 27.4%

 Number appointed from   shortlisting

 481

 12

 8.00

 7.9%

 Relative likelihood of   shortlisting/appointed

 0.08

 0.08

 

 

 Relative likelihood of   white   staff being   appointed from   shortlisting compared to   BME candidates to be   appointed from   shortlisting

 1

 

 

 

 

Across all ethnic groups, the percentage of people moving from applicant to shortlist is relatively similar – ranging from 26.9% to 33.4%. When we track the ethnicity of shortlisted candidates who make it through to employee, the percentage is almost the same – 8% white and 7.9% BAME.

WRES Indicator 3

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

 

 

 Number

 

 White

 BAME

 Not known or   not reported

 Number of staff in   workforce

 314

 55

 327

 Number of staff entering   formal disciplinary   process

 3

 1

 0

 Likelihood of white staff   entering the formal disciplinary process

 0.010

 

 

 Likelihood of BAME staff   entering the formal   disciplinary process

 

 0.018

 

 Relative likelihood of   BAME staff entering the   formal disciplinary   process compared to   white staff

 

 1.88 times greater

 

 

WRES Indicator 4

Relative likelihood of staff accessing non-mandatory training and CPD

Our current Learning & Development data does not record training by ethnicity.  See Action Plan

WRES Indicator 5 – 8

Most recent reporting records 55 staff member self-reporting as BAME so under current guidance we are not required to report under these WRES indicators.  However, in order to better understand our workforce and any inequalities we hope that future internal data gathering improvements, wherein ethnicity will become better reported, will enable us to report against these indicators.

WRES Indicator 9

Percentage difference between (i) the organisation’s Board voting membership and its overall workforce and (ii) the organisation’s Board executive membership and its overall workforce.

Members of Executive Leadership Team determine regular service delivery and modifications by vote.

Changes to expenditure and substantive changes to service delivery models are voted on by the Board of Trustees

 

 Number

 Number of staff in   workforce

 782

 

 White

 BAME

 Not known or   not reported

 Percentage   difference   between   overall   workforce and…

 Self-reporting as

 314

 55

 413

 

 Executive (ELT)

 8

 0

 0

 -8%

 Board

 9

 1

 0

 +4.1%

 

ACTION PLAN

Objective 1

 Improve data capture

 

 Lead

 Action

 Timescale

 Outputs

 Status

 Quarter 2

 HR

 Monitor and   chase   returns of   Personal   Detail Forms

 July – Sept   2020

 Increase data holding

 9%     increase in   staff   declarations

Quarter 3

 HR

 Diversity   and   Equality   data to be   part of   onboarding   to increase   data base

 October   ongoing

 Increase data holding

 HR System   going live   27/11/2-

 Quarter 4

 HR

 Access   People HR   module in   place

 Jan –   March 2021

 Improve data collection

 

 Objective  2

 Improve Data Reporting

 Quarter 1

 Learning &   Development (L&D)

 During lock   down L&D   worked   through all   training   logs to   ensure   central   training   register   completes

 April –   June 2020

 Data all in one place

 Complete

 Quarter 2

 Learning &   Development (L&D)

 Max   Learning   the central   system for   L & D   records to   link to the   new HR   system

 July -   September

 Complete data base for L   & D activity. Allows for   agile recording of   training start, progress,   and completion.     Increases access to   online  training videos.     Will link to Access People   to upload training history

 Complete

 Quarter 3

 Learning &   Development   (L&D) with HR

 Develop   standard   categories   or search   criteria

 October –   December   2021

 To enable training report   by category e.g. ethnicity

 MAX   Learning   will link to   Access   People to   enable   reporting

 Quarter 4

 HR

 Recruitment   element of   Access   People goes   live

 January   2021   onwards

 Reduce paperwork

 Streamline systems

 Improve onboarding

 Improve reporting stats   e.g ethnicity status of   applicants/interview/offers

 

 

 

 

 Objective 3

 Analysis of Staff survey

 Quarter 1

 HR

 Temperature   check

 April 2020

 Assess staff reaction to   new model and more   lone/home working

 HO based   teams   happier   than unit   based client   facing   teams

 Quarter 2

 HR

 Temperature   check

 July 2020

 Assess staff mood as new   model settles and the   ‘new normal’ settles in

 Increased   satisfaction   in those   that replied   but reduced   response   rate

 Quarter 3

 HR

 Staff survey   via Survey   Monkey

 Nov/Dec   2020

 Conduct annual staff s   survey and assess   against previous results

 

 

 Quarter 4

 

 HR with ELT

 Construct   Action Plan

 Jan 2021

 Construct action plan   based on staff survey   results

 

 Objective 4

 Equality & Diversity in Service Change & Redesign

 Quarter 1

 ELT with   Operations/Business   Development/HR/IG

 Develop   process and   protocol to   ensure   QIA/EIA/PIAs   are   undertaken   as a matter   of course   when   systems are   changed to a   level that   would impact   on staff or   clients

 April - June

 PIA already in place.   Construct template for   QIA and EIA

 

 Draft copies   tested

 Quarter 2

 ELT with   Operations/Business   Development/HR/IG

Develop process and protocol to ensure QIA/EIA/PIAs are undertaken as a matter of course when systems are changed to a level that would impact on staff or clients.

 

Appoint a dedicated project manager to undertake a wholesale review of all HR policies and develop and implement a HR Policy creation and review framework.

 July -   September

 New policy ratified by   Executive Leadership   Team with responsibility,   reporting structure and   templates approved

 

 

 

 

 

 

 Project Manager   appointed and work   commenced

 First draft   approved,   some   amendment   to be made   and to be   ratified by   ELT in   October.

 Quarter 3

 Communications

 Complete   work on   Accessible   Information   Standards

 

 Modern   Slavery   Statement   on Website

 

 Register  for   Disability   Confident   Status

 October -   December

 Bring together work to   date in centralised policy   and protocols for future   communication and media

 

 

 

 

 Modern   Slavery   Statement   on Website

 

 Registered   as Disability   Confident   (Level 2).

 Quarter 4

 HR

 Start work in   preparation   for EDES2

 January -     March

 Assess reporting   requirements and system   capability

 Engage   with CCG   offers of   support

  1. WRES report to be update quarterly - Lead Department Heads to monitor and update actions.  Where this is ELT outstanding actions will be added to the ELT Action Log.
  1. WRES report to be ratified annually by a representative of the Board of Trustees, agreement noted in Board minutes and WRES uploaded to BPAS website.