This report provides equality and diversity information about the workforce. Our full report was presented to the board in July 2018.
You can download the summary reports below:
- Equality and Diversity Summary 2017/18
- 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 2018 unless otherwise stated.
Workforce profile by Staff Group
|Group Staff||Head Count|
|Additional Clinical Services||643|
|Administrative and Clerical||843|
|Estates and Ancillary||257|
|Medical and Dental||577|
|Nursing and Midwifery Registered||1053|
- 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’ (9.85%) or ‘Asian / Asian British – other Asian background’ (11.87%).
- 51% of our workforce is white British. A further 14% 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 5 upwards).
- The proportion of BME staff in the medical staff group is 45.6% 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 1.25. The figure for previous year is 1.59.
- Analysis of the Employee Relations Annual Activity Data shows that the relative likelihood of BME staff entering a formal disciplinary process within the period is 1.46 (April 2017 to March 2018). The average for two year period . The figure for previous year is 1.34. This shows an upward trend in the relative likelihood of BME staff entering a formal disciplinary process.
Workforce Profile by Ethnicity
|Ethnic Origin||Head Count|
|A||White - British||51.38%|
|B||White - Irish||1.34%|
|C||White - Any other White background||10.82%|
|C2||White Northern Irish||0.03%|
|CY||White Other European||0.76%|
|Not Stated Total||1.52%|
|D||Mixed - White & Black Caribbean||0.42%|
|E||Mixed - White & Black African||0.32%|
|F||Mixed - White & Asian||0.89%|
|G||Mixed - Any other mixed background||0.71%|
|GD||Mixed - Chinese & White||0.03%|
|GF||Mixed - Other/Unspecified||0.03%|
|H||Asian or Asian British - Indian||9.85%|
|J||Asian or Asian British - Pakistani||1.84%|
|K||Asian or Asian British - Bangladeshi||0.34%|
|L||Asian or Asian British - Any other Asian background||9.40%|
|LE||Asian Sri Lankan||0.05%|
|Asian / Asian British Total||21.71%|
|M||Black or Black British - Caribbean||0.74%|
|N||Black or Black British - African||3.31%|
|P||Black or Black British - Any other Black background||0.29%|
|Black / Black British Total||4.36%|
|S||Any Other Ethnic Group||1.92%|
|Other Ethnic Group Total||4.67%|
Ethnicity by pay band
|Pay Scale||Not Stated||BME||White|
- 2.4% of the workforce state that they have a disability. This compares with 12% (192) of staff survey respondents in 2017 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 autumn 2018 and will make preparations for compliance with this national standard.
- Analysis of the Recruitment Activity Data shows that the relative likelihood of nondisabled staff being appointed from shortlisting compared to disabled staff is 1.02.
|No||Not Declared||Yes||Grand Total|
|Additional Clinical Services||15.3%||1.4%||0.2%||16.9%|
|Administrative and Clerical||19.6%||1.6%||0.9%||22.1%|
|Estates and Ancillary||5.6%||1.0%||0.1%||6.7%|
|Medical and Dental||13.5%||1.4%||0.3%||15.1%|
|Nursing and Midwifery Registered||24.9%||2.4%||0.4%||27.6%|
Gender, part time status and uptake of parental leave
- The Trust workforce is predominantly female (68%). This compares with the UKs working population 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 compared to the general population, females become underrepresented at the most senior levels of our workforce (Band 9 and VSM).
- The Trust does not currently hold any monitoring data in relation to staff who are transgender, transsexual or who experience gender dysphoria. However the recruitment data indicates that ESR (the Trust’s workforce information system) does not currently give staff or applicants the opportunity to record themselves as neither female or male.
- Part Time Staff: 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.
Gender by pay band
|Pay Scale||Female||Male||Grand Total|
Full time and part time working by pay band
Full time and part time working by gender
- Data shows that 1.5% of our workforce is gay, lesbian or bi-sexual (LGB). This compares to the Office for National Statistics estimate that 2% of the population identify themselves as being LGB.
- 699 (18.4%) staff members did not wish to disclose this information (compared to 27% in 2015/6 and 21% in 2016/17). This shows an increase in the number of staff members willing to disclose this information.
|Sexual Orientation||Count of FTE|
|I do not wish to disclose my sexual orientation||18.4%|
- Overall the Trust employs relatively few staff at the early stages of typical working age (e.g. from 16 – 20) and 14.7% of the workforce is aged 60 or over.
- ‘Administrative and Clerical’ has an older workforce with a low percentage of staff falling into the 16 – 25 age groups. Medical, Nursing & Midwifery and Estates and Facilities are moving towards an older workforce.
- Clinical staff (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||13|
|21 - 25||267|
|26 - 30||521|
|31 - 35||450|
|36 - 40||444|
|41 - 45||493|
|46 - 50||471|
|51 - 55||498|
|56 - 60||371|
|61 - 65||211|
|66 - 70||55|
Age by staff group
Age by staff group
Religion and Belief
|Religious Belief||Count of FTE|
|I do not wish to disclose my religion / belief||613|
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 1.02
Relative likelihood of white staff being appointed from shortlisting compared to BME staff is 1.25
Employee Relations Activity
There were 190 employee relations cases which progressed to formal stage in the period 1st April 2017 – 31st March 2018.
Employee Relations activity by ethnicity
|Dignity at Work||44%||0%||56%|
|Long term sickness||27%||0%||73%|
|Short term sickness||34%||0%||66%|
Relative likelihood of BME staff entering a formal disciplinary process is 1.46