Race Equality Data Metrics As part of Anti-racism

Transcript:Race Equality Data Metrics As part of Anti-racism:
Race Equality Data Metrics As part of Anti-racism toolkit Prepared by: Naveed Sharif; Equality, Diversity and Inclusion Manager; NHS England and NHS Improvement, North West Region Version 1 – 01st December 2020 North West Region Key Data Indicators The Workforce Race Equality Key Data Indicators (KDI) have been identified by public sector and Trade Union leaders from across the region as the key areas that will allow for the effective benchmarking of organisations performance around workplace race equality. So what are the 6 Metrics? Determining a benchmark in Performance In line with this aspiration, there is a need to determine each organisation’s performance against a number of key indicators. Each organisation is asked to measure these in order to ensure our work locally and at system level is constructive, measurable and evidence based, as well as to provide a picture of workforce race equality in practice, to colleagues, organisations, key stakeholders and the public. Key Data Indicator Guidance Employers across the North West region should commit to achieving improvements to 3 principle outcomes for BAME staff: That BME applicants will be just as likely to be appointed from shortlisting as white applicants within 3 years; Close the gap in disproportionate rate of disciplinary action between BAME and white staff, such that there will be no difference in the likelihood of BAME and white staff entering the formal disciplinary in the likelihood of BAME and white staff entering the formal disciplinary process within 3 years. That we will see a 19% shift in BME representation into more senior grades in organisations – taking into account an organisation’s starting position. Calculating the key data indicators Key Data Indicator One: Percentage of BAME staff at each pay level of the organisation mapped against overall staff in organisation. (Including Executive Board Members); Key Data Indicator Two: Likelihood of BAME staff shortlisted and appointed after shortlisting compared with white staff: 1. white appointments / White shortlists 2. BAME appointments / BAME Shortlists 3. White answer/BAME Answer Key Data Indicator Three: Measurement of the ethnicity pay gap Mean & median hourly pay gap between BAME & White staff Proportion of BAME & White staff receiving a bonus Distribution of BAME & White staff in each pay quartile Same methodology as gender pay gap requirements. Key Data Indicators Continued: Key Data Indicator Four Likelihood of BAME staff applications for formal flexible working being successful compared with White