Equality & Diversity Annual Report 2018
Contents
Introduction to the Trust
Our Aims, Vision & Values
Equality Objectives 2014 - 2018
Supporting Individuals to Gain Employment
Staff and Patient Profiles
Further Information
2 Introduction to the Trust
Welcome to Liverpool Women’s NHS Foundation Trust. As our name suggests we specialise in the health of women and their babies - both within the hospital and out in the community. Collectively our team represents some of the most outstanding expertise and experience in this field. And, as the only such specialist trust in the UK - and the largest women’s hospital of its kind - we are dedicated to your care and well-being.
We are very much part of the fabric of the local community. Each year our Trust, a professional team of 1,400 people, takes care of more than 50,000 patients from Liverpool, the surrounding areas and across the UK. As well as delivering care within the hospital we work in the heart of the community, providing care for patients at various clinics across the city.
The services provided are for Maternity, Neonatal, Gynaecology, Hewitt Fertility and Genetics.
Every day, on average, 24 babies are born in Liverpool Women’s Maternity Unit and another 3 babies are born prematurely and cared for in our Neonatal Unit. As the largest single site maternity hospital in the UK, we pride ourselves om being the hospital of choice for thousands of expectant mothers.
As one of the only trusts in the UK dedicated to the care of women, we understand sensitivities of female health and offer a comprehensive range of gynaecology services. Put simply, gynaecology is the clinical are focused on the health of the female reproductive system.
The Trust boasts one of the world’s leading reproductive medicine units, The Hewitt Fertility Centre.
The centre gives couples their very best chance of a successful pregnancy. The Trust has substantially invested in the very latest technologies to get success rates of the centre to the point where they are actually as good as the very best in the world, and certainly the best in the North West. When you consider that it is also the largest reproductive medicine facility in the country, performing an average of over 3,000 treatment cycles a year, that is quite an achievement.
The role of genetics in healthcare is one of the most rapidly expanding areas of development. Liverpool Women’s provides a regional genetics service known as the Merseyside and Cheshire Genetics Service - serving a population of around 2.8 million people across Merseyside, Cheshire and the Isle of Man.
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Our Aims, Vision & Values At Liverpool Women’s we have a common goal - to provide excellent healthcare for women, babies and their families in a safe, friendly and caring environment.
We are proud to push the boundaries of healthcare for our patients and their families and we continue to influence national and international research and development in these fields.
Our Vision The vision for Liverpool Women’s is to be the recognised leader in healthcare for women, babies and their families.
Our aims – We see To achieve our vision we aim for the best in everything that we do whether that is making sure our patients are as safe as possible and have the best experience possible or whether that is in the development of our staff and the management of our resources.
• To develop a well led, capable, motivated and entrepreneurial Workforce; • To be ambitious and Efficient and make best use of available resources; • To deliver Safe services; • To participate in high quality research in order to deliver the most Effective outcomes; • To deliver the best possible Experience for patients and staff.
Our values – We care and we learn The values that are important to us at Liverpool Women’s are based around the needs of our patients and our staff. The behaviours we encourage in all our staff are to make sure that our values are delivered every day in the same way.
• Care – we show we care about people. • Ambition – we want the best for people. • Respect – we value the differences and talents of people. • Engage – we involve people in how we do things. • Learn - we learn from people past, present and future.
4 Equality Objectives 2014-2018
Under specific duties of the Equality Act 2010, the Trust is required to publish one or more specific measurable equality objective(s), at least once every four years.
The equality objective(s) must help to further the three aims of the Equality Duty which are to:
• eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Act. • advance equality of opportunity between people who share a protected characteristic and people who do not share it. • foster good relations between people who share a protected characteristic and people who do not share it.
The following six equality objective titles were set for 2014-2018, a selection that have been completed are presented within this report.
Equality Objective 1. Collection and analysis of equality data from both patients and staff • Enable staff to be able to update their own personal records, including equality related data – Completed by spring 2018
Equality Objective 2. Engagement • Encourage other areas of the Trust to engage with representatives of all protected characteristics when making decisions that may affect patient care/service design/development or organisational change/ change to estate or buildings – EIA policy and guidance produced
Equality Objective 3. Training and Development • Provide all staff members with an individual mandatory training passport – all staff have received their passport for 2017/18
Equality Objective 4. Patient Information • Accessible website containing patient information – New website implemented in summer 2017, fully accessible website. As of October 2018 the Trust has now transferred all leaflets into electronic format with the option to translate into different languages.
Equality Objective 5. Actions around learning disability in the Trust • Ensure that all staff have learning disability awareness training – Keep staff informed with skills and knowledge to care for service users with learning disabilities and an appreciation to the reasonable adjustments that may need to be made for service users with a learning disability.
Equality Objective 6. Workforce • Publish Gender Pay Gap Report on Trust website in line with target dates provided
7 Equality Objective 1. Collection and analysis of equality data from both patients and staff
Part of our aim for this objective was to review the recruitment of BME staff into positions within the Liverpool Women’s NHS Foundation Trust. Following this, we completed a unconscious bias audit for recruitment in 2017.
Background The Workforce Race Equality Standard (WRES) 2018 report assesses the “Relative likelihood of BME staff being appointed from shortlisting compared with White staff being appointed from shortlisting across all posts”.
The 2018 data showed that white staff were 1.85 times more likely to be appointed from interview stage when compared to BME staff. Although the data had improved since 2017, when the figure was 2.29, the figure highlights a potential issue with the unconscious bias amongst recruiting managers.
Therefore, an audit on a range of posts advertised in 2017 was conducted. The purpose of the audit was to determine whether there was any evidence of either conscious or unconscious bias demonstrated by the recruiting managers during the process.
8 Findings
We reviewed 6 posts of different bands that had been advertised on NHS Jobs. We reviewed the Equal Opportunities information and the interview assessment forms that are completed at interview.
When applications are reviewed for shortlisting, the recruiting managers only have access to qualifications and employment history. Reasons given for not shortlisting BME applicants were ‘experience’ and ‘knowledge’.
At interview, there was not a significant scoring difference between BME and white candidates, the lowest being 2 points and the highest at 14 points. Again, the reasons given were that “experience and knowledge” discussed at interview impacted on the higher scoring. There was no bias evidenced when reviewing the scoring sheets that had been completed by the interview panel members.
Overall Conclusion
From reviewing the 6 posts, there was no evidence that obvious bias had occurred, in that there was no evidence of inappropriate comments or distorted scoring. It is obviously difficult to say whether unconscious bias has occurred as there is the potential for a BME candidate to be denied a job opportunity because of a preference towards a white candidate or a ‘halo’ effect, rather than an overtly negative view towards a BME person.
Indeed, it can be seen that although BME candidates score less than white applicants they are still scoring high at interviews.
Next Steps As an immediate step we implemented unconscious bias training as part of the HR training “Effective People Management” presented by a member of the HR Team. Unconscious bias information is provided to managers during this training session to raise awareness.
This is also included in the Equality & Diversity Mandatory Training Presentation which is part of Trust Induction; all new starters to the Trust attend this training. This is to give staff self-awareness when starting employment at Liverpool Women's NHS Foundation Trust.
Good practice suggests that interview panels should be diverse and include BME staff. In practice this is not going to be achievable for all posts but should be looked at where possible; this is an action that is rolled over into the Equality Objectives 2019 - 2021.
Equality Objective 2. Engagement
A key objective we had set for “Engagement” was to utilise NHS staff networks, consult with members of the various staff networks when planning service or organisational change.
As we did not have any active network groups within the Trust we contacted all staff and asked if they identified themselves as either BME, LGBTQ+ or disabled to contact the Equality &Diversity Advisor so we could arrange for networks to be formed.
The uptake from the workforce was low and due to this, a group could not have been formed based on the response rate received. To counter this, active engagement took place with an Equality & Diversity Manager from a local NHS Trust; from this it was agreed that the Trust would streamline the BME network resulting in BME staff from Liverpool Women’s NHS Foundation Trust attending the BME network group meetings based at Royal Liverpool & Broadgreen University Hospitals NHS Trust.
Below is a statement from a BME staff member who has been attending the BME network groups based at Royal Liverpool.
“I am currently collaborating with the Trust’s HR/E&D Advisor to create a BME Focus Group which aims at promoting and understanding the needs of black and minority ethnic (BME) groups within the Trust and creating a more supportive working environment for BME colleagues. This group intends to provide support to colleagues through a bi-monthly meeting where issues affecting the group/individuals can be shared openly and any supports available can be offered. We are in the process of creating a group email through which relevant information pertaining to BME will be disseminated to ensure members are well informed about what is available to them through the Trust.”
Dementia & Cognitive Impairment Friend Volunteer (DCIF)
As part of our commitment to engaging with patients, we have recently developed a new volunteering programme for staff to assist with patients who have been diagnosed with dementia or cognitive impaired. This was implemented in November 2018, the DCIF’s provide companionship and supervision for patients admitted to the Gynaecology Unit with Dementia and Cognitive impairments. The role of the DCIF volunteers is to address the patients wellbeing through listening to music, conversation, reading, looking at memorabilia and creating a safe environment. This engagement between DCIF and patient can bring familiarity and helps relieve feelings of anxiety and stress. Because the patients are also engaged and supervised, pressures experience by staff for caring for patients with these conditions can be significantly reduced.
The aim is to role out the program to Maternity Services during 2019 where patients with cognitive impairment are most likely to benefit from the service.
9 Equality Objective 3. Training and Development
An objective was to increase the number of staff accessing Equality & Diversity and Leadership training. In response the Trust developed a range of courses for staff to attend.
Mental Health First Aider (MHFA) We commenced offering MHFA Training in January 2018 using an external facilitator with the target of having 10% of the workforce trained in MHFA. We now have an in-house trainer who will be offering training to staff and we now have 49 staff trained. This training is open to all staff at all levels throughout the organisation. MHF Aiders can be recognised throughout the Trust by the addition of a green badge on their lanyard as below. MHFA is a training program that teaches staff how to help a person developing a mental health problem, experiencing a worsening of an existing mental health problem or in a mental health crisis
Mentor Development Mentor development is a developmental resource whereby the organisation uses our own staff to help develop others. The National Strategy of the NHS North West Leadership Academy is to increase numbers of coaches and mentors from underrepresented groups to meet workforce data therefore we are looking at ways to attract underrepresented groups to the Trust Mentoring Scheme going forward. As a Trust, we offer this training to other Trusts and primary Care settings.
Work Experience Work experience introduces young people of diverse backgrounds to the world of work and is a valuable and essential part of their education. For individuals in further education or in long-term unemployment or interested in a career change, work experience can further support learning and provide valuable experience of the working environment which can encourage a return to employment or give you that push to embark on a new career path
Trust Leadership Programme This programme has been developed for all staff to recognise their leadership qualities regardless of role or pay band. The programme has been aligned with the NHS Leadership Academy Leadership Framework of behaviours to support the development knowledge and competence in leading individuals and teams or aspiring to develop leadership skills.
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9 Equality Objective 5. Actions around learning disability in the Trust
As part of our aim to make the workforce more representative of the wider community, we continue to offer a wide range of volunteer and pre-employment training opportunities.
Michael O’Hanlon joined the volunteer service in 2004. He comes in every Wednesday to support the staff in the Post Room by helping deliver and collect mail from ground floor departments. Michael has a learning disability and volunteers with a support worker:
“Coming in over the years has given me a sense of purpose and I have enjoyed making friends with the staff and cooing over the newborn babies and children I see while pushing my post trolley round the corridors of the ground floor. Not only am I the post person, but I often support patients and visitors by giving directions and assistance. On my route, I also locate and return mislaid hospital equipment for example: pushchairs. This role has helped build my confidence and improve my communication skills. I look forward to coming in each week and some of the highlights of volunteering include receiving recognition for my 5 and 10 years service and receiving Volunteer of the Month for the good work I do.”
Michael O’Hanlon, Volunteer, Post Room
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6 Supporting Individuals to Gain Employment
Over the course of ten weeks Liverpool Women’s NHS Foundation Trust has worked with Southport College to deliver a pre-employment programme, supporting 13 individuals to gain skills, experience and confidence to secure employment.
The pre-employment programme focused on supporting people of all ages who, for one reason or another have found it difficult to secure employment and have expressed an interest in working in healthcare. The ten week programme seen 13 individuals work across Liverpool Women’s Hospital supporting a number of teams in different roles and departments.
A celebration event was held for the participants to bring the programme to a close and congratulate all who took part. Certificates were presented by Robert Clarke, Chair and Michelle Turner, Director of Workforce and Marketing at Liverpool Women’s and John Clarke, Principal at Southport College.
Robert Clarke, Chair at Liverpool Women’s said “I am proud our people here at Liverpool Women’s recognise the importance of growing talent and offering opportunity, allowing people to have the chance to step back into work. Thank you to all the placement areas for kindly giving your time and also to all the participants for engaging with the programme.”
In total 13 participants took part in the programme, one individual has successfully been interviewed during the ten weeks and has been recruited to a post at Liverpool Women’s. Two have been interviewed and got 12 month fixed term contracts and five participants have been recruited to the bank with shifts offered to them.
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Leanne Gould, a participant in the programme who has now secured a permanent post within the Trust’s HR department said “without the support and guidance from Anne Bridson who has helped set up the programme it wouldn’t have made it a success, I am truly thankful for the opportunity and experience.”
Individuals were recruited via the Job Centre and received two weeks academic teaching from Southport College before spending eight weeks at Liverpool Women’s in clinical and corporate departments.
Southport College was the academic partner in the programme with Health Education England providing the funding and advisory support.
John Clarke, Principal of Southport College said “it was a pleasure to work with Liverpool Women’s on this project, the programme was built on Trust and working together to meet the main objective whilst supporting the participants – well done to all.”
5 Staff and Patient Profiles Staff Profiles
The headcount of the workforce as at December 2018 stood at 1498.
The gender split details that 91% of the workforce are female and this is in part attributable to the services provided at the Trust (Obstetrics, Gynecology and Fertility Services) however, it is also representative of the overall gender split in the NHS which reports 77% of the workforce as female.
The Trust has 662 Nursing and Midwifery Registered staff of which 46% are Midwives In terms of disability, 72% of the workforce have stated that they do not have a disability whilst 3% have declared a disability.
Currently, the workforce including new starters are given the option as to whether they complete their personnel records with this information; therefore the number noted above may not be wholly representative as shown by 25% of the workforce not declaring on the matter.
The Trust recognises that work needs to take place in order to reduce the number of individuals not wishing to declare their disability status (as appropriate). To commence this activity, a notice was sent to all staff through ESR self-service requesting that they update their monitoring information, including disability when possible. This activity will continue to take place quarterly, with the response figures reviewed to determine the impact.
In in the coming year, the Trust will provide a year one report with regards to the Workforce Disability Equality Standard (WDES); the Trust anticipates that this report along with an associated action plan/objectives will result in a positive increase in responses to this matter.
The majority of workforce (76%) identify their sexual orientation as heterosexual with 1% identifying as gay or lesbian.
23% of staff have stated they do not want to declare their sexual orientation or have chosen not to complete their records with this information.
57% of staff identify their religion as Christianity with 26% choosing not to state their religious belief.
The highest age bracket is 51-55 (16%), closely followed by both 36-40 and 46-50 (both 13%). 1% of the workforce are 20 and under. As with gender, this profile is comparable to the overall NHS age profile of the workforce with 46% of the workforce being aged between 45 – 64. Staff Profile - Ethnicity White - British 86.24% White - Irish 1.31% White - Any other White background 1.97% White English 0.36% White Scottish 0.15% White Other European 0.22% Mixed - White & Black Caribbean 0.07% Mixed - White & Black African 0.36% Mixed - White & Asian 0.44% Mixed - Any other mixed background 0.29% Mixed - Black & White 0.07% Asian or Asian British - Indian 1.46% Asian or Asian British - Pakistani 0.22% Asian or Asian British - Bangladeshi 0.44% Asian or Asian British - Any other Asian background 0.51% Asian Unspecified 0.07% Black or Black British - Caribbean 0.44% Black or Black British - African 0.95% Black or Black British - Any other Black background 0.36% Black Unspecified 0.07% Chinese 0.15% Any Other Ethnic Group 0.73% Filipino 0.36% Malaysian 0.07% Other Specified 0.15% Not Stated 2.55% Patient Profiles
The following data is a count of patients who accessed services at the Liverpool Women’s NHS Foundation Trust during the period 1st January 2018 to 31st December 2018.
It is noted that at present the Trust does not fully record patient sexual orientation or disability.
Patient Profile - Ethnicity Ethnicity Percentage Number of Patients ANY OTHER GROUP 2.41% 4598
ASIAN - INDIAN/BRITISH INDIAN 0.75% 1439
ASIAN-ANY OTH ASIAN BACKGROUND 1.38% 2625
ASIAN-BANGLADESHI/BRIT BANGL 0.27% 507
ASIAN-PAKISTANI/BRIT PAKISTANI 0.80% 1519 BLACK - AFRICAN 1.71% 3255 BLACK - CARIBBEAN 0.13% 255 BLACK - SOMALI 0.00% 1 BLACK BRITISH 0.00% 7
BLACK-ANY OTH BLACK BACKGROUND 0.66% 1258 CHINESE 0.68% 1300 MIXED - WHITE & ASIAN 0.41% 788
MIXED - WHITE & BLACK AFRICAN 0.34% 652
MIXED - WHITE & BLK CARIBBEAN 0.37% 711
MIXED-OTHER/INCL MIXED BRITISH 0.56% 1059 NOT KNOWN 0.00% 3 NOT STATED 2.67% 5086 NULL 1.37% 2613 OTHER - ARAB 0.00% 2 PAKISTANI 0.00% 2
PT. DOES NOT WISH TO ANSWER 0.00% 1 WHITE 0.05% 88 WHITE - BRITISH 79.51% 151667 WHITE - ENGLISH 0.01% 16 WHITE - IRISH 0.92% 1753 WHITE - KOSOVAN 0.00% 1
WHITE-ANY OTH WHITE BACKGROUND 5.00% 9545 Grand Total 100% 190751 Patient Profile - Age
2.29% 2.04% 4.45% <= 20 years 2.84% 4.58% 21-25 3.47% 11.91% 26-30 3.84% 31-35 36-40 5.93% 41-45 20.71% 46-50 51-55 15.06% 56-60 61-65 66-70 22.88% >= 71 years
Patient Profile - Gender
3.87% 0.03%
Female Male Unidentified
96.11% Patient Profile – Religious Belief
Religious Belief Percentage Number of Patients BAPTIST 0.06% 120 BUDDHIST 0.23% 441 CHRISTIAN 8.14% 15522 CHURCH OF ENGLAND 18.98% 36201 CHURCH OF IRELAND 0.00% 1 CHURCH OF SCOTLAND 0.05% 89 CHURCH OF WALES 0.01% 20 HINDU 0.63% 1207 ISLAMIC 1.11% 2109 JEHOVAHS WITNESS 0.16% 309 JEWISH 0.17% 319 METHODIST 0.32% 605 MOSLEM 0.04% 69 MUSLIM 3.14% 5997 MUSLIM/MOSLEM 0.00% 5 NONE 30.22% 57649 NOT KNOWN 4.86% 9269 NULL 2.18% 4151 ORTHODOX 0.56% 1065 OTHER CHRISTIAN 0.88% 1688 OTHER FREE CHURCH 0.02% 34 OTHER/NON CHRISTIAN 0.08% 162 PAGAN 0.03% 58 PENTOCOSTAL CHURCH 0.13% 245 PRESBYTERIAN 0.03% 59 PT. DOES NOT WISH TO ANSWER 0.05% 91 ROMAN CATHOLIC 26.59% 50725 SIKH 0.13% 249 UNITED FREE CHURCH 0.03% 52 UNKNOWN 1.17% 2240 Grand Total 100% 190751 Further information www.liverpoolwomens.nhs.uk www.nhsstaffsurveys.com www.england.nhs.uk/about/equality/equality-hub/equality- standard/
Should you require this document in an alternative format please contact the Equality & Diversity Advisor on 0151 708 9988