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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:

 

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 2018 unless otherwise stated.

 

Staff Group

Workforce profile by Staff Group

Workforce profile

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
AHPS 436
Grand Total 3809

 

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’ (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%
C3 White Unspecified 0%
CA White English 0.03%
CB White Scottish 0.08%
CF White Greek 0.11%
CK White Italian 0.24%
CP White Polish 0.55%
CQ White ex-USSR 0.03%
CY White Other European 0.76%
  White Total 65.35%
Z Not Stated 1.52%
  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%
  Mixed Total 2.39%
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%
LA Asian Mixed 0.03%
LE Asian Sri Lankan 0.05%
LH Asian British 0.11%
LJ Asian Caribbean 0.03%
LK Asian Unspecified 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%
PE Black Unspecified 0.03%
  Black / Black British Total 4.36%
R Chinese 0.84%
S Any Other Ethnic Group 1.92%
SC Filipino 0.24%
SD Malaysian 0.03%
SE Other Specified 1.65%
  Other Ethnic Group Total 4.67%
  BME Total 33.13%
  Grand Total 100%

 

Ethnicity by pay band

Ethnicity of workforce

Pay Scale Not Stated BME White
VSM 0.0% 6.7% 93.3%
Band 1 0.0% 55.6 44.4%
Band 2 1.1% 34.1% 64.7%
Band 3 0.6% 25.0% 74.4%
Band 4 0.4% 16.5% 83.1%
Band 5 1.5% 42.3% 56.2%
Band 6 0.4% 29.5% 70.1%
Band 7 2.2% 23.0% 74.8%
Band 8a 0.8% 22.0% 77.1%
Band 8b 0.0% 12.8% 87.2%
Band 8c 0.0% 4.0% 96.0%
Band 8d 5.0% 20.0% 75.0%
Band 9 0.0% 25.0% 75.0%
Medical 4.3% 45.6% 50.1%
All staff 1.5% 33.1% 65.3%

 

Disability

Key findings:

  • 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.

Disability status of workforce

  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%
AHPs 10.0% 0.9% 0.5% 11.4%
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%
Grand Total 88.8% 8.7% 2.4% 100.0%

 

Gender, part time status and uptake of parental leave

Key findings:

  • 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

Gender by pay band

Pay Scale Female Male Grand Total
VSM 46.7% 53.3% 100%
M&D 51.0% 49.0% 100%
Band 1 63.0% 37.0% 100%
Band 2 70.5% 29.5% 100%
Band 3 78.9% 21.1% 100%
Band 4 83.5% 16.5% 100%
Band 5 83.7% 16.3% 100%
Band 6 87.0% 13.0% 100%
Band 7 84.4% 15.6% 100%
Band 8a 82.2% 17.8% 100%
Band 8b 74.4% 25.6% 100%
Band 8c 68.0% 32.0% 100%
Band 8d 65% 35% 100%
Band 9 0% 100% 100%
Grand Total 75.5% 24.5% 100%

 

Full time and part time working by pay band

Full time and part time working

 

Full time and part time working by gender

Full time and part time by gender

  Female Male Grand Total
Full Time 1794 842 2636
Part Time 1081 92 1173
Grand Total 2875 934 3809

 

Sexual Orientation

Key findings:

  • 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.

 

Workforce profile

Workforce profile

Sexual Orientation Count of FTE
Bisexual 0.9%
Gay 0.3%
Heterosexual 80.2%
I do not wish to disclose my sexual orientation 18.4%
Lesbian 0.3%
Grand Total 100.00%

 

Age

Key findings:

  • 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

Workforce profile

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
Over 70 15
Total Staff 3809

 

Age by staff group

Workforce profile

 

Age by staff group

Workforce profile

 

Religion and Belief

Religion and belief

Religious Belief Count of FTE
Atheism 320
Buddhism 42
Christianity 2219
Hinduism 216
I do not wish to disclose my religion / belief 613
Islam 144
Jainism 2
Judaism 3
Other 197
Sikhism 52
Unspecified 1
Grand Total 3809

 

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 290 3.1% 129 3.2% 17 3.2%
No 8,920 95.5% 3,832 95.4% 515 95.5%
Undisclosed 135 1.4% 55 1.4% 7 1.3%

 

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

  BME Unknown White
Dignity at Work 44% 0% 56%
Disciplinary 39% 0% 61%
Grievance 68% 0% 32%
Long term sickness 27% 0% 73%
Performance Management 100% 0% 0%
Short term sickness 34% 0% 66%
Grand Total 37% 0% 63%

 

Relative likelihood of BME staff entering a formal disciplinary process is 1.46