Making Diversity Interventions Count: Annual Conference 2016 Innov8 – Sheffield Mentoring Project

1. Making Diversity Interventions Count: Annual Conference 2016 Innov8 – Sheffield Mentoring Project DR mAnreeshbains Senior clinical psychologist, project lead

2. What is Innov8? • External funding received from Health Education Yorkshire and the Humber Partnership to consider the lack of BAME staff at higher grades within the Trust • Why??

3. Wider Context…

4. The evidence of NHS Inequalities Nursing students from a BAME background (particularly black Africans) 50% less likely to secure a first job first time than white nurses – Professor Ruth Harris, Kingston University Nurses from a black or ethnic minority background are less likely to be selected for development programmes ( Bradford University Report – Dr Udy Archibong) More likely to be performance managed (Diversity Issues Among Managers - Juliette Alban-Metcalfe) Less likely to be shortlisted and appointed if you are from a BAME background (Discrimination by Appointment, Roger Kline) More likely to be in the lower bands of AfC (HSCIC) More likely to disciplined and dismissed - Royal College of Midwives Freedom of Information Request: Midwives and Disciplinary Proceedings in London

5. A report by Sir Robert Francis QC Freedom to speak up - a report into whistleblowing in the NHS Further confirmation that discrimination against BAME staff directly impacts patient care and safety. BAME staff are more likely to be ignored by management 19.3% in comparison with their white colleagues 14.7%. 40.7 % BAME staff compared to 27% less satisfied with the outcome of investigations BAME staff are more likely 21% to be victimised by management than white staff 12.5% The number of both BAME and white staff who are praised by management after raising a concern is 3% BAME, 7.2 per cent for white staff. 24% of BAME staff compared to 13% of white staff did not raise a concern for fear of victimisation

6. The Workforce Race Equality Standard (WRES) The Workforce Race Equality Standard is a set of metrics that would, for the first time, require all NHS organisations with contracts over £200k, to demonstrate progress against a number of indicators of race equality, including a specific indicator to address the low levels of BAME Board representation.

7. NHS Workforce Race Equality Standard Mandatory for all NHS organisations Uses key indicators as measures of progress Expects progress on closing metrics between white and BAME experience and treatment From April 1st 2015 all NHS organisations will be required to make changes Metrics seek to drive inquiry, behaviour attitudinal and sustained change

8. 8

9. Within SHSC…

10. As of the 31st of March 2015 there was a difference of 8.98% between BAME staff in the overall workforce and BAME staff in Bands 8-9 (or equivalent) and Very Senior Managers.

11. The chart below shows the trajectory of staff banding from band 5 to band 8 comparing BAME staff and White staff (for staff where staff ethnicity is recorded). There are approximately 17% of BAME staff working in Band 5 posts but this reduces to only 2% in 8a posts and 0% in 8b posts.

12. Innov8 Overview: • To develop ‘cultural competence’ amongst Board Members and offer the opportunity to be involved in reciprocal mentoring with a BAME member of staff • To offer a development opportunity for 5 (bands 6-8a or equivalent) BAME members of staff to be involved in reciprocal mentoring with Board Members • To offer the opportunity for 5 (bands 5-6 or equivalent) BAME members of staff to receive mentoring from a more senior BAME member of staff • To offer the opportunity for one BAME member of staff to lead on a Trust wide project, developing leadership skills

15. Evaluation – Board Members

16. Evaluation – BAME Staff

17. Project Progress So Far • Recruitment of Board Members and BAME members of staff to the Project. We are coming towards the end of the Project and are completing the final evaluation stage • Opened up development opportunities e.g. Coaching at the Frontline • Built networks amongst BAME staff members within the Trust • Evaluation process allows us to consider what has been learned and consider next steps

18. Next Steps • Evaluation of Project, what have we learned? • How do we make meaningful and sustainable change? • How do we engage with BAME staff who do not come forward for Projects such as Innov8? • Different levels – do we need to working with Universities? Training Programmes? Even earlier education – schools? • What changes can be made at an individual, team and organisational level? • What can we learn from others? E.g. “Learning Partnership” in Bradford

19. Personal Reflections – Project Lead • It has been interesting to learn more about the Trust’s strategy in relation to BAME staff, service users and diversity • Opened up the opportunity to liaise with staff across the Trust (that I probably never would have met otherwise!) • Expanded my network of BAME colleagues • Noticing the challenge of capturing ‘diversity issues’ and how we make changes • Moving away from a deficit model – BAME staff can “give/share” knowledge, rather than “need” to be treated differently

20. Personal Reflections

21. Questions? Reflections? Contact Information Manreesh.bains@shsc.nhs.uk