Date:
29 April 2024
Page URL:
https://www.barnsleyccg.nhs.uk/about-us/workforce-race-equality-standard-2020-2021.htm?pr=
Issues of completeness of data?
Matters relating to reliability of comparisons with previous years?
Total number of staff employed within this organisation at the date of the report:
Proportion of BAME (Black Asian Minority Ethnic) staff employed within this organisation at the date of the report:
The proportion of total staff that have self–reported their ethnicity:
Have any steps been taken in the last reporting period to improve the level of self-reporting by ethnicity?
What period does the organisation’s workforce data refer to?
For each of these workforce indicators, compare the data for White and BAME staff.
Data For Reporting Year:
The proportion of BAME staff employed within the organisation was 11.5%
The percentage for BAME staff is as follows in each of the AfC Bands (Non-clinical): | The percentage of BAME staff is as follows in each of the AfC Bands (Clinical) |
Band 2 – 0% | Band 2 – NA |
Band 3 – 0% | Band 3 – NA |
Band 4 – 0% | Band 4 – NA |
Band 5 – 0% | Band 5 – NA |
Band 6 – 0% | Band 6 – 6.3% |
Band 7 – 7.1% | Band 7 – 0% |
Band 8a – 6.7% | Band 8a – 37.9% |
Band 8b – 0% | Band 8b – 14.3% |
Band 8c – 0% | Band 8c – 0% |
Band 8d – 0% | Band 8d – 0% |
VSM – 0% | VSM – 50% |
Medical and Dental – N/A | Medical and Dental – 37.5% |
Personal/ad hoc salary – 0% | Personal/ad hoc salary – NA |
Data For Previous Year:
The proportion of BAME staff employed within the organisation was 13.6%.
The percentage for BAME staff is as follows in each of the AfC Bands (Non-clinical): | The percentage of BAME staff is as follows in each of the AfC Bands (Clinical) |
Band 2 – NA | Band 2 – N/A |
Band 3 – 0.0% | Band 3 – N/A |
Band 4 – 0.0% | Band 4 – N/A |
Band 5 – 0.0% | Band 5 – N/A |
Band 6 – 0% | Band 6 – 10.0% |
Band 7 – 0.0% | Band 7 – 7.14% |
Band 8a – 7.69% | Band 8a – 36.67% |
Band 8b – 0.0% | Band 8b – 16.67% |
Band 8c – 0.0% | Band 8c – 0.0% |
Band 8d – 0.0% | Band 8d – 0.0% |
VSM – 0.0% | VSM – 100% |
Medical and Dental – NA | Medical and Dental – 30% |
Personal/ad hoc salary – 0.0% | Personal/ad hoc salary NA |
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective
Data For Reporting Year: For the period 1st April 2019 – 31st March 2021:
Data For Previous Year: For the period 1st April 2019 – 31st March 2020:
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
Data For Reporting Year:
Data For Previous Year:
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
Data for reporting year:
Data for previous year:
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
For each of the four staff survey indicators, compare the outcomes of the responses for White and BAME staff.
Data for reporting year: 94% of staff had not experienced harassment, bullying or abuse from patients, relatives or members of the public in last 12 months.
Of the 6% that had experienced this, the breakdown is as follows:
Background | % response within group |
White | 83% |
Prefer not to say | 17% |
Data for previous year:74.8% of staff had not experienced harassment, bullying or abuse from patients, relatives or members of the public in last 12 months.
Of the 25.2% that had experienced this, the breakdown is as follows:
Background | % response within group |
White | 86% |
BAME | 14% |
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
Data for reporting year:
Data for previous year:
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
Data for reporting year:
Data for previous year:
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
Data for reporting year:
Data for previous year:
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
Data for reporting year:
Data for previous year:
The implications of the data and any additional background explanatory narrative. Action taken and planned including e.g. does the indicator link to EDS2 evidence and/or a corporate Equality Objective.
This action plan will be reviewed and refreshed on a regular basis throughout the remainder of 21/22.
Indicator |
Action |
By When |
All | Work with staff to review the outline WRES results and develop a more detailed action plan. Communicate that across the organisation. | September/October 2021 |
All | Look to develop / support our staff to attend local BME staff network groups. | Ongoing |
All | Continue to develop and support the role of allyship across the organisation. | Ongoing |
All | Introduce and support staff within the CCG to the concept of ‘reciprocal mentoring’, bringing together staff from different backgrounds and roles / departments to offer alternative view points. | Local programme to start September 2021 |
Indicator 1 & 2 | Continue to ensure that Values Based Recruitment (VBR) Techniques are embedded within the organisation: • Actively promoting VBR as part of HR training sessions where appropriate • Ensure the VBR guide is shared with all recruiting managers at the point of shortlisting • Support managers with interview processes including VBR techniques as required |
Ongoing |
Indicator 1, 2, 3, 4 & 7 | Continue to deliver ‘Line Management Essentials’ training to include principles of fair Recruitment and Selection: • Fair recruitment and selection processes in line with legislation and organisational policy • Safe recruitment • Values Based Recruitment • Equality and Diversity |
Ongoing |
Indicator 8 | Continue to ensure that any concerns raised with regard to equality and diversity are managed and addressed appropriately, fairly and effectively. | Ongoing |