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:
- Equality and Diversity Summary 2016/17
- Equality and Diversity Summary 2015/16
- Equality and Diversity Summary 2014/15
- Equality and Diversity Summary 2013/14
- Equality and Diversity Summary 2012/13
- Equality and Diversity Summary 2012/13
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:
- Staff Group
- Gender, part time status & uptake of family leave
- Sexual orientation
- Religion and Belief
- Recruitment activity
- Employee Relations activity
All data as at 31st March 2017 unless otherwise stated.
Workforce profile by Staff Group
|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|
- 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%|
|CY||White Other European||1%|
|Not Stated Total||2%|
|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%|
|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%|
|LE||Asian Sri Lankan||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%|
|Black / Black British Total||4%|
|S||Any Other Ethnic Group||2%|
|Other Ethnic Group Total||5%|
Ethnicity by pay band
|Band 9 and VSM||10%||90%|
- 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.
|No||Not Declared||Yes||Grand Total|
|Additional Clinical Services||14%||2%||0%||16%|
|Administrative and Clerical||20%||2%||1%||23%|
|Estates and Ancillary||5%||1%||0%||7%|
|Medical and Dental||13%||2%||0%||15%|
|Nursing and Midwifery Registered||26%||3%||0%||29%|
Gender, part time status and uptake of parental leave
- 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
|Pay Scale||Female||Male||Grand Total|
Full time and part time working by pay band
|Pay scale||Full Time||Part Time||Grand Total (Headcount)|
|Band 9 & VSM||95%||5%||21|
Full time and part time working by gender
Uptake of family leave for the period 1st April 2016 – 31st March 2017
|Type of leave||Headcount|
|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% *|
|Shared Parental Leave||0|
* 50 leavers in total including 17 rotational junior doctors employed on fixed term contracts
- 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).
|Sexual Orientation||Count of FTE|
|I do not wish to disclose my sexual orientation||20.58%|
- 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
|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|
Age by staff group
Age by staff group
|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%|
|Medical and Dental||0%||8%||21%||15%|
|Nursing and Midwifery Registered||0%||11%||18%||13%|
|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%|
|Medical and Dental||14%||12%||10%||7%|
|Nursing and Midwifery Registered||11%||14%||11%||12%|
|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%|
|Medical and Dental||7%||5%||1%||0%|
|Nursing and Midwifery Registered||6%||3%||1%||0%|
Religion and Belief
|Religious Belief||Count of FTE|
|I do not wish to disclose my religion / belief||633|
Candidate profile by disability status for the period 1st April 2016 – 31st March 2017
|Disability||Applications||%||Shortlisted||% of Shortlisted Candidates||Appointed||% of Appointed Candidates|
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
|Dignity at Work||0%||25%||75%|
|Long term sickness||21%||0%||79%|
|Short term sickness||32%||0%||68%|
Relative likelihood of BME staff entering a formal disciplinary process is 1.34