WRES 9 Metrics
Metric 1
Percentage of directly employed staff from a minority ethnic background within each pay band, compared with the percentage of white staff.
According to data obtained in November 2023 100% of those in senior management positions/ highest pay band are white, which is not representative of the local population or service users.
Details of the action you’ll take to identify change in this metric:
- Job roles to be advertised on websites, social media platforms and publications with diverse audience or dedicated to global majority and other underrepresented groups.
- Job applications to include a welcoming equalities statement to encourage global majority applicants.
- Stronger Internal communications on senior job vacancies, staff to be informed by HR and relevant social care workforce teams when new vacancy arises and direction on how to apply internally.
Timescale to start seeing a change:
July 2025
How you’ll know that this action is achieved:
- HR to provide annual recruitment data to WRES group on:
- Where senior job roles are being advertised to ensure diversity.
- Applications from and shortlisted applicants who are from global majority/BAME group.
- There should be an Increase of applications, shortlisted and recruited global majority/B.A.M.E group into in higher pay bands/ senior roles.
- Staff survey outcome: Bexley staff to highlight informative and transparent recruitment process.
Regular staff communications alerting staff to review vacancy opportunities.
Metric 2
Relative likelihood of directly employed staff from a minority ethnic background being appointed from shortlisting in the last 12 months, compared to white staff.
- Total Global majority/B.A.M.E persons shortlisted 54%
- Total Global majority/B.A.M.E persons appointed:49%
- Adult Social Care Global majority/B.A.M.E persons Shortlisted: 44%
- Adult Social Care Global majority/B.A.M.E persons Appointed: 35%.
- Children Social Care Global majority/B.A.M.E persons shortlisted :55%
- Children Social Care Global majority/B.A.M.E persons Appointed: 51%
- Total White persons shortlisted: 46%
- Total White persons appointed: 51%
- Adult Social Care White persons Shortlisted: 56%
- Adult Social Care White persons Appointed: 65%
- Children Social Care White persons shortlisted: 45%
- Children Social Care White persons Appointed: 49%
Details of the action you’ll take to identify change in this metric
- Stronger Support and encouragement for hiring managers to follow procedures outlined in recruitment toolkit to ensure all vacancies are advertised to the widest pool of staff.
- A diverse recruitment panel throughout recruitment process
- A transparent and where possible, identical recruitment process across Adults and Children social care.
- Mandatory training in place for all who are involved in shortlisting and assessment processes
- Record of trained interviewers/panel members to ensure cross departmental collaboration and support when required.
Timescale to start seeing a change
July 2025
How you’ll know that this action is achieved
New implementations to be reviewed by WRES group in July 2025:
- Smoother and effective interview process for both Bexley and potential employees.
- Monitoring that all vacancies have been filled following an advertised recruitment process.
- All vacancies and opportunities for secondment are advertised on the Council’s recruitment portal so that all staff can apply.
- Strategy to include a specific survey/feedback exercise of a sample of candidates to assess feedback on their experience when going through
- An Increase of applications, shortlisted and recruited Global majority/B.A.M.E staff across adults and children’s teams.
- Staff survey outcome: positive/ satisfactory outcome in areas of recruitment processes.
- Aim to achieve 95% of respondents reporting a positive experience and a proactive response to any negative feedback received from either to survey or general feedback.
Metric 3
Relative likelihood of directly employed staff from a minority ethnic background entering the formal disciplinary process compared to white staff.
• 0 staff members entered the formal disciplinary process in the last 12 months
Details of the action you’ll take to identify change in this metric
- Continuous evaluation of mandatory training to ensure relevancy
- Increase staff feedback on effectiveness of mandatory training.
- Senior HR Advisors to ensure there is an assessment when advising managers on whether to escalate to formal procedures when compared with similar situations. Continuous assessment should aim to identify whether there is any bias when deciding to escalate and whether staff from a global majority background are disproportionally being referred to formal processes when compared with staff from a white background.
- Quarterly evaluation of the profile of staff entering formal disciplinary processes. Data shared with the WRES/Equalities Steering Group with an assessment in on 1) above.
- Manager to develop mandatory training for managers in the application of formal procedures and in ensuring there is no bias in decision-making.
- The Council’s employee relations procedures promote a focus on resolution and informal responses before escalation to formal procedures.
- Annual staff survey to include questions related to the fairness of the application of Employee Relations procedures.
Timescale to start seeing a change
July 2025
How you’ll know that this action is achieved
- Training feedback and evaluation to be presented to WRES steering group for monitoring.
- Employee Relations and HR Policy Manager oversees the application of formal procedures to ensure there is not inherent unfairness when escalating to formal procedures.
- Explanations are given where possible to staff networks for referring cases to formal procedures.
- All managers attend the Manager Essentials training to understand with any non-attendance reported to Heads of Service and DLTs with %age attendance reported to WRES/Equalities Steering Group
Metric 4
Relative likelihood of directly employed regulated professionals from a minority ethnic background entering the fitness-to-practice process in the last 12 months compared to white staff.
0 staff members entered the fitness to practice process in the last 12 months.
Details of the action you’ll take to identify change in this metric
- Continuous evaluation of mandatory training to ensure relevancy
- Increase staff feedback on effectiveness of mandatory training.
Timescale to start seeing a change
July 2025
How you’ll know that this action is achieved
Training feedback and evaluation to be presented to WRES steering group for monitoring.
Metric 5
Relative likelihood of directly employed staff from a minority ethnic background accessing funded non-mandatory continuous professional development in the last 12 months compared to white staff
We currently do not hold data for accessing funded non-mandatory CPD.
Details of the action you’ll take to identify change in this metric
- Informing staff members of non-mandatory training and development opportunities through internal communication and line management appraisal.
- Stronger engagement to inform and encourage staff to access funded non-mandatory CDP opportunities.
Timescale to start seeing a change
July 2025
How you’ll know that this action is achieved
- Feedback and evaluation from participants of CPD sessions.
- Increase in number of Global majority/ B.A.M.E staff showing interest and signing up to CPD sessions.
- CPD participation data collected and presented WRES group
Metric 6
Relative likelihood of directly employed staff from a minority ethnic background experiencing harassment, bullying, or abuse from people who use social care, relatives, or the public in last 12 months compared to white staff
1 members of staff (ASC) reported they had been subject to harassment, bullying or abuse from service users, relatives or the public across Adult and Children’s Social care.
Details of the action you’ll take to identify change in this metric
- Update staff reporting system (MyView) to ensure ease of access, visibility and encourage more reporting.
- Provide clear and transparent guidelines on MyView reporting process for staff
- Ensure SLT receive MyView incident report data and outcomes.
Timescale to start seeing a change
January 2025
How you’ll know that this action is achieved
- An increase in report submissions.
- Staff survey response: frontline global majority staff members having satisfactory outcomes on submissions.
- Staff survey response: an increase in staff trusting and understanding the reporting process and senior leadership support.
- Confirmation of a new process to be available for staff reporting which separates H&S Accident and Incident report from reports of bullying/harassment
- New process notifies Directors when staff report incidents to provide for greater awareness and to ensure responses are timely and appropriate.
Metric 7
Relative likelihood of directly employed staff from a minority ethnic background experiencing harassment, bullying, or abuse from colleagues or managers in last 12 months compared to white staff
6 members of staff reported they had been subject to harassment, bullying or abuse from colleagues or managers.
Adult Social Care: 4 (2 colleagues and 2 managers)
Children’s Social Care: 2 (1 colleague and 1 manager)
Details of the action you’ll take to identify change in this metric
- SLT to show support and assurance to staff and encourage usage of the reporting process.
- Update staff reporting system (MyView) to ensure ease of access, visibility and encourage more reporting
- Separate accidental incidents and discriminative incidents forms on MyView.
- Provide clear and transparent guidelines on MyView reporting process for staff
- Ensure SLT and directors receive MyView incident report and outcomes data.
- Manager Essentials Programme to include training on how to respond to reports of discrimination/bullying/abuse.
Timescale to start seeing a change
July 2025
How you’ll know that this action is achieved
- An increase in incident report submissions
- An increase in satisfactory incidents outcomes
- Staff survey response to show global majority staff feel supported by senior leadership and trust the reporting process.
- Managers reporting that they are fully aware of and understand the process to support individuals experience discrimination/bullying/abuse.
Metric 8
Relative likelihood of directly employed staff from a minority ethnic background leaving the organisation during the last 12 months compared to white staff
- Total Global majority staff leavers: 49%
- Adult Social care Global majority staff leavers: 33%
- Children Social care Global majority staff leavers: 53%
- Total White staff leavers: 51%
- Adult social care white staff leavers:67%
- Children social care white staff leavers:47%
Details of the action you’ll take to identify change in this metric
- HR to update current appraisal document/template to allow line managers and direct reports to focus on professional and career development.
- HR to develop robust system to ensure appraisal for all staff is carried out and processed by line managers.
- HR and line managers to continue to offer leavers exit interview and feedback survey, Include option for anonymous survey feedback.
Timescale to start seeing a change
January / July 2025
How you’ll know that this action is achieved
- Staff survey response: staff find appraisal process effective and a positive contribution to their continuous development at experience Bexley.
- Line managers follow HR’s robust appraisal process
Metric 9
Percentage of directly employed staff from a minority ethnic background in senior manager membership roles compared with the percentage of white staff
Total White senior manager membership staff: 83%
Total Global majority/B.A.M.E senior manager membership staff:17%
Details of the action you’ll take to identify change in this metric
- Senior leadership role recruitment process to be transparent, fair and accessible for internal staff.
- HR to ensure all staff are notified of senior leadership role vacancies and inform them of the external application process.
Timescale to start seeing a change
January / July 2025
How you’ll know that this action is achieved
- Increase from internal applicants for senior roles
- Staff survey response show B.A.M.E/Global majority staff show satisfactory in changes in senior leadership recruitment process.