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This report provides equality and diversity information about the workforce. Our full report was presented to the board in July 2017.

You can download the summary reports below:

 

Introduction

Under the Equality Act 2010, the Trust has a general Public Sector Equality Duty (PSED) to:

  • Eliminate discrimination, harassment, victimisation and any other conduct that is prohibited by the Equality Act 2010;
  • Advance equality of opportunity between persons who share a relevant protected characteristic and persons who do not share it;
  • Foster good relations between persons who share a relevant protected characteristic and persons who do not share it.

The relevant protected characteristics (or groups) are: age, disability, gender reassignment, marriage and civil partnership, race, pregnancy and maternity, religion or belief, sex, sexual orientation.

The Trust publishes diversity data at least annually (a statutory requirement) as an enabler to meeting its PSED. By collecting and reviewing diversity data, the Trust can examine how its policies, processes and decisions might be impacting its staff and identify areas for improvement and action.

 

Data tables and charts are reported as follows:

  1. Staff Group
  2. Ethnicity
  3. Disability
  4. Gender, part time status & uptake of family leave
  5. Sexual orientation
  6. Age
  7. Religion and Belief
  8. Recruitment activity
  9. Employee Relations activity

All data as at 31st March 2017 unless otherwise stated.

 

Staff Group

Workforce profile by Staff Group

Workforce profile

Group Staff Head Count
Additional Clinical Services 597
Administrative and Clerical 855
Estates and Ancillary 254
Medical and Dental 579
Nursing and Midwifery Registered 1110
AHPS 404
Grand Total 3799

 

Ethnicity

Key findings:

  • 33% of the Trust’s workforce is from a black or minority ethnic (BME) background. This compares with 13% of the UK’s working population.
  • The largest minority ethnic groups working at the Trust are ‘Asian / Asian British – Indian’ (10%) or ‘Asian / Asian British – other Asian background’ (9%).
  • 52% of our workforce is white British. A further 13% of our workforce is from another white background. It is likely that a large number of these staff are from EU nations.
  • Relative to the representation of the BME staff in the Trust’s overall workforce, BME staff are under-represented in senior bands (band 6 upwards).
  • The proportion of BME staff in the medical staff group is 47% which is higher than the general population, but typical of the wider NHS medical staff profile.
  • Analysis of the Recruitment Activity Data shows that the relative likelihood of white staff being appointed from shortlisting compared to BME staff is 1.59.
  • Analysis of the Employee Relations Activity Data shows that the relative likelihood of BME staff entering a formal disciplinary process within the period is 1.34.

Further data publication illustrating the experience of BME staff at the Trust can be found in the Trust’s Workforce Race Equality 2017 submission.

 

Workforce Profile by Ethnicity

  Ethnic Origin Head Count
A White - British 52%
B White - Irish 1%
C White - Any other White background 10%
C2 White Northern Irish 0%
C3 White Unspecified 0%
CA White English 0%
CB White Scottish 0%
CF White Greek 0%
CK White Italian 0%
CP White Polish 1%
CV White Serbian 0%
CY White Other European 1%
  White Total 65%
Z Not Stated 2%
  Not Stated Total 2%
  White Total 67%
D Mixed - White & Black Caribbean 0%
E Mixed - White & Black African 0%
F Mixed - White & Asian 1%
G Mixed - Any other mixed background 1%
GD Mixed - Chinese & White 0%
GF Mixed - Other/Unspecified 0%
  Mixed Total 2%
H Asian or Asian British - Indian 10%
J Asian or Asian British - Pakistani 2%
K Asian or Asian British - Bangladeshi 0%
L Asian or Asian British - Any other Asian background 9%
LA Asian Mixed 0%
LE Asian Sri Lankan 0%
LH Asian British 0%
LJ Asian Caribbean 0%
LK Asian Unspecified 0%
  Asian / Asian British Total 22%
M Black or Black British - Caribbean 1%
N Black or Black British - African 3%
P Black or Black British - Any other Black background 0%
PE Black Unspecified 0%
  Black / Black British Total 4%
R Chinese 1%
S Any Other Ethnic Group 2%
SC Filipino 0%
SD Malaysian 0%
SE Other Specified 2%
  Other Ethnic Group Total 5%
  BME Total 33%
  Grand Total 100%

 

Ethnicity by pay band

Ethnicity of workforce

  BME White
Band 1 52% 48%
Band 2 33% 67%
Band 3 25% 75%
Band 4 14% 86%
Band 5 40% 60%
Band 6 30% 70%
Band 7 21% 79%
Band 8a 20% 80%
Band 8b 8% 93%
Band 8c 10% 90%
Band 8d 17% 83%
Band 9 and VSM 10% 90%
Medical 47% 53%
All staff 33% 67%

 

Disability

Key findings:

  • 2% of the workforce state that they have a disability. This compares with 13% of staff survey respondents in 2016 who stated that they had a long standing illness, health problem or disability. This may indicate significant under-reporting of disability.
  • The Trust expects that the Workforce Disability Equality Standards will be introduced in April 2018 and will make preparations for compliance with this national standard.
  • Analysis of the Recruitment Activity Data shows that the relative likelihood of non-disabled staff being appointed from shortlisting compared to disabled staff is 1.23.

Disability status of workforce

  No Not Declared Yes Grand Total
Additional Clinical Services 14% 2% 0% 16%
Administrative and Clerical 20% 2% 1% 23%
AHPS 9% 1% 0% 11%
Estates and Ancillary 5% 1% 0% 7%
Medical and Dental 13% 2% 0% 15%
Nursing and Midwifery Registered 26% 3% 0% 29%
Grand Total 88% 10% 2% 100%

 

Gender, part time status and uptake of parental leave

Key findings:

  • The Trust’s workforce is predominantly female (75%). This compares with the UK’s working population which was 47% female and 53% male in 2016.
  • Compared to the general population, male staff are underrepresented in all bands from band 1 – 8d.
  • Representation of female staff peaks at 87% at band 6 and then diminishes as seniority increases and ultimately, compared to the general population, females become underrepresented at the most senior levels of our workforce (band 9 and VSM).
  • Female staff are slightly under-represented (45%) among the medical workforce. This is the same level of representation across the wider NHS medical workforce (also 45% female).
  • The Trust does not currently hold any monitoring data in relation to staff who are transgender, transsexual or who experience gender dysphoria. ESR (the Trust’s workforce information system) does not currently give staff or applicants the opportunity to record themselves as neither female nor male.
  • Part time status: 31% of our staff work part-time. Female staff are more likely to work part time than male staff. Uptake or opportunity of flexible working decreases with seniority from band 8A upwards. Part time working is not prevalent among the medical workforce.
  • Family leave: 275 staff took maternity or paternity leave at some point in 2016/17. The majority of staff who take a period of family leave return to work (81% of those who finished a period of maternity leave and 89% of those who finished a period of paternity leave returned to work). There was no uptake of adoption leave or shared parental leave in 2016/17.

 

Gender by pay band

Gender by pay band

Pay Scale Female Male Grand Total
VSM 41% 59% 100%
M&D 45% 55% 100%
Band 1 63% 37% 100%
Band 2 73% 27% 100%
Band 3 79% 21% 100%
Band 4 85% 15% 100%
Band 5 84% 16% 100%
Band 6 87% 13% 100%
Band 7 86% 14% 100%
Band 8a 81% 19% 100%
Band 8b 75% 25% 100%
Band 8c 67% 33% 100%
Band 8d 67% 33% 100%
Band 9 0% 100% 100%
Grand Total 75% 25% 100%

 

Full time and part time working by pay band

Full time and part time working

Pay scale Full Time Part Time Grand Total (Headcount)
Band 1 67% 33% 150
Band 2 58% 42% 571
Band 3 63% 37% 415
Band 4 56% 44% 252
Band 5 76% 24% 797
Band 6 68% 32% 477
Band 7 60% 40% 345
Band 8a 74% 26% 113
Band 8b 85% 15% 40
Band 8c 90% 10% 21
Band 8d 94% 6% 18
Band 9 & VSM 95% 5% 21
M&D 82% 18% 579
All staff 69% 31% 3799

 

Full time and part time working by gender

Full time and part time by gender

  Female Male Grand Total
Full Time 68% 32% 100%
Part Time 91% 9% 100%
Grand Total 75% 25% 100%

 

Uptake of family leave for the period 1st April 2016 – 31st March 2017

Type of leave Headcount
Maternity Leave 257
Paternity Leave 18
Adoption Leave 0
Shared Parental Leave 0

 

Percentage of returners from family leave in the period 1st April 2016 – 31st March 2017

Type of leave Percentage of staff whose leave ended in 16/17 who returned to work following the end of their leave
Maternity Leave 81% *
Paternity Leave 89% *
Adoption Leave 0
Shared Parental Leave 0

* 50 leavers in total including 17 rotational junior doctors employed on fixed term contracts

 

Sexual Orientation

Key findings:

  • Data shows that 1.4% of our workforce is gay, lesbian or bi-sexual (LGB). This compares to the Office for National Statistics’ estimate that 1.7% of the population identify themselves as being LGB.
  • 782 (21%) staff members did not wish to disclose this information (compared to 27% in 2015/16).

 

Workforce profile

Workforce profile

Sexual Orientation Count of FTE
Bisexual 0.84%
Gay 0.34%
Heterosexual 77.94%
I do not wish to disclose my sexual orientation 20.58%
Lesbian 0.29%
Grand Total 100.00%

 

Age

Key findings:

  • Overall the Trust employs relatively few staff at the early and late stages of typical working age (e.g. from 16 – 20 and over 60).
  • Both ‘Administrative and Clerical’ and ‘Estates and Ancillary’ have an older workforce with a low percentage of staff falling into the 16 – 25 age groups.
  • Clinical staff (both medical and non-medical groups) tend to employ a proportionate number of younger staff, but have relatively fewer staff in the 55+ age groups.

 

Workforce profile by age

Workforce profile

Age Group Count of FTE
17 - 20 24
21 - 25 332
26 - 30 509
31 - 35 441
36 - 40 450
41 - 45 470
46 - 50 474
51 - 55 484
56 - 60 349
61 - 65 201
66 - 70 57
Over 70 8
Total Staff 3799

 

Age by staff group

Workforce profile

 

Age by staff group

Staff Group 17-20 21-25 26-30 31-35
Add Prof Scientific and Technic 2% 11% 13% 17%
Additional Clinical Services 2% 11% 11% 14%
Administrative and Clerical 1% 4% 6% 6%
Allied Health Professionals 0% 16% 19% 15%
Estates and Ancillary 0% 2% 3% 5%
Healthcare Scientists 0% 10% 9% 11%
Medical and Dental 0% 8% 21% 15%
Nursing and Midwifery Registered 0% 11% 18% 13%
Students 0% 10% 30% 10%
Grand Total 1% 9% 13% 12%

 

Staff Group 36-40 41-45 46-50 51-55
Add Prof Scientific and Technic 21% 10% 8% 8%
Additional Clinical Services 15% 11% 10% 10%
Administrative and Clerical 8% 11% 17% 18%
Allied Health Professionals 15% 8% 8% 9%
Estates and Ancillary 10% 17% 19% 20%
Healthcare Scientists 14% 11% 13% 19%
Medical and Dental 14% 12% 10% 7%
Nursing and Midwifery Registered 11% 14% 11% 12%
Students 20% 10% 10% 10%
Grand Total 12% 12% 12% 13%

 

Staff Group 56-60 61-65 66-70 Over 70
Add Prof Scientific and Technic 3% 3% 1% 1%
Additional Clinical Services 11% 4% 1% 0%
Administrative and Clerical 15% 9% 3% 0%
Allied Health Professionals 7% 3% 0% 0%
Estates and Ancillary 11% 9% 2% 1%
Healthcare Scientists 7% 5% 1% 0%
Medical and Dental 7% 5% 1% 0%
Nursing and Midwifery Registered 6% 3% 1% 0%
Students 0% 0% 0% 0%
Grand Total 9% 5% 2% 0%

 

Religion and Belief

Religion and belief

Religious Belief Count of FTE
Atheism 299
Buddhism 36
Christianity 2191
Hinduism 228
I do not wish to disclose my religion / belief 633
Islam 156
Jainism 2
Judaism 5
Other 195
Sikhism 54
Grand Total 3799

 

Recruitment Activity

Candidate profile by disability status for the period 1st April 2016 – 31st March 2017

Disability Applications % Shortlisted % of Shortlisted Candidates Appointed % of Appointed Candidates
Yes 399 3.40% 164 3.30% 21 2.70%
No 11,368 95.60% 4691 95.80% 740 96.00%
Undisclosed 124 1.00% 42 0.90% 10 1.30%

 

Relative likelihood of nondisabled staff being appointed from shortlisting compared to disabled staff is 1.23

Relative likelihood of white staff being appointed from shortlisting compared to BME staff is 1.59

 

Employee Relations Activity

There were 124 employee relations cases which progressed to formal stage in the period 1st April 2016 – 31stMarch 2017.

 

Employee Relations activity by ethnicity

  BME Unknown White
Dignity at Work 0% 25% 75%
Disciplinary 37% 9% 54%
Grievance 50% 17% 33%
Long term sickness 21% 0% 79%
Performance Management 100% 0% 0%
Short term sickness 32% 0% 68%
Grand Total 29% 4% 67%

 

Relative likelihood of BME staff entering a formal disciplinary process is 1.34