Poole Hospital NHS Foundation Trust. Equality and Diversity Workforce Monitoring Report

Transcription

1 Poole Hospital NHS Foundation Trust Equality and Diversity Workforce Monitoring Report 1. INTRODUCTION 1.1 This report provides workforce data relating to the diversity of Trust staff for the period 1 st April 2014 to 31 st March The data relates to the nine protected characteristics outlined within the Equality Act 2010 of: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion and belief, sex, and sexual orientation. It also makes comparisons with the community which is served by the Trust. 1.2 This report supports the Trust meeting the terms of the Equality Act Public Sector Equality Duty in relation to workforce information. It is placed on the public website to support the Trust meeting the requirement to publish such information. It also supports the implementation of the NHS Equality Delivery System 2, in particular setting equality objectives, which are required under the Equality Act Public Sector Equality Duty. 1.3 Data recorded on the electronic staff record (ESR) relating to religion and belief, sexual orientation, marriage and civil partnership, disability and gender reassignment is, to an extent, self-declared and this should be taken into account when looking at the data contained within this report. 1.4 The Director of Human Resources and Organisational Development is the Trust Lead for Equality and Diversity. This role, responsible for taking forward equality across the hospital, is supported by a Human Resources Business Manager. 1.5 Actions and focus areas arising from the analysis of this report will be noted and carried forward by the Equality and Diversity Group. 2. RACE 2.1 Ethnic origin by staff group and pay band The Trust uses the national categories of: Ethnic Origin Code Ethnic Origin Code A White British A L Asian or Asian British - Any other Asian background L B White Irish B M Black or Black British Caribbean M C White - Any other White N Black or Black British C background African N D Mixed - White & Black P Black Any Other Black D Caribbean Background P F Mixed - White & Asian F R Chinese R G Mixed - Black & Asian G S Any Other Ethnic Group S H Asian or Asian British - Indian H Z Not Stated Z J Asian or Asian British - Pakistani J

2 2.1.2 Ethnic origin by staff group STAFF GROUP A B C Total Origins A-C D E F G H J K L M N P R S Z Total Origins D-S Additional Prof/Scientific/T ech Additional Clinical Services Admin & Clerical Allied Health Professions Estates and Ancillary Healthcare Scientists Medical & Dental Nursing & Midw ifery Registered Students Trust Total Trust Total Variation Poole Demographic (2011 Census)

3 2.1.3 Ethnic origin by pay band BAND A B C A-C D E F G H J K L M N P R S Z Total Origins D-S A B C D Medical & Dental Trust Board Trust Total Trust Total Variation Poole Demographic (2011 Census) The charts show that % of staff are of ethnic origin A to C, which represents a small reduction from 87.71% in 2013/14. This indicates that the number of black and minority staff has increased by 0.27% to 12.56% as a percentage of all staff. This exceeds the comparable percentage indicated in the local population demographics of the Poole area Within the Agenda for Change pay structure there remains wide variation between ethnic groups when analysed by pay band. The bands with the highest number of Black and Minority British staff are Band 1 and Band 5. This is significant in that Band 1 is the lowest band for non-professionally qualified staff whilst Band 5 is generally the entry level for professionally qualified staff.

4 2.2 Local demographics 2011 census ks201ew - ethnic group ONS Crown Copyright Reserved [from Nomis on 30 April 2013] population All usual residents units Persons date 2011 Cell Bournemouth Poole Total number % number % Number % All usual residents 183, , , White 168, , , White: English/Welsh/Scottish/ 153, , , White: Irish 1, , White: Gypsy or Irish Traveller White: Other White 13, , , Mixed/multiple ethnic groups 4, , , Mixed/multiple ethnic groups: W 1, , Mixed/multiple ethnic groups: W Mixed/multiple ethnic groups: W 1, , Mixed/multiple ethnic groups: O 1, , Asian/Asian British 7, , , Asian/Asian British: Indian 1, , , Asian/Asian British: Pakistani Asian/Asian British: Banglades Asian/Asian British: Chinese 1, , Asian/Asian British: Other Asia 2, , , Black/African/Caribbean/Black 1, , Black/African/Caribbean/Black 1, , Black/African/Caribbean/Black Black/African/Caribbean/Black Other ethnic group 1, , Other ethnic group: Arab Other ethnic group: Any other e , Starters by ethnic origin % of Headcount Headcount WTE A White - British B White - Irish C White - Any other White background D Mixed - White & Black Caribbean E Mixed - White & Black African F Mixed - White & Asian G Mixed - Any other mixed background H Asian or Asian British - Indian J Asian or Asian British - Pakistani K Asian or Asian British - Bangladeshi L Asian or Asian British - Any other Asian background M Black or Black British - Caribbean N Black or Black British - African P Black or Black British - Any other Black background R Chinese S Any Other Ethnic Group Z Not Stated Total

5 2.4. Leavers by ethnic origin % of Headcount No. Leavers Headcount A White - British B White - Irish C White - Any other White background D Mixed - White & Black Caribbean E Mixed - White & Black African F Mixed - White & Asian G Mixed - Any other mixed background H Asian or Asian British - Indian J Asian or Asian British - Pakistani K Asian or Asian British - Bangladeshi L Asian or Asian British - Any other Asian background M Black or Black British - Caribbean N Black or Black British - African P Black or Black British - Any other Black background R Chinese S Any Other Ethnic Group Z Not Stated Total WTE

6 % of Headcount Leavers by Ethnic Origin A B C D E F G H J K L M N P R S Z Ethnic Code 3.0 SEX 3.1 Sex by staff group Head Count Percentage Ratio STAFF GROUP M F % M % F Additional Prof/Scientific/Tech :1.8 Additional Clinical Services :6.5 Admin & Clerical :5.7 Allied Health Professions :6.0 Estates and Ancillary :1 Healthcare Scientists :1.5 Medical & Dental :1 Nursing & Midwifery Registered :14.2 Trust Total : M F

7 3.1.1 The split of the Trust s employees continues to run at around 4:1 female: male. This is consistent with other, similar NHS employers. However, the ratio varies considerably between staff groups; for example Estates and Ancillary has a ratio of 2:61 male: female whilst Qualified Nurses and Midwives have a ratio of 14.2 female: male, which has reversed the pattern of reduction seen over past years, evidenced by the 13.9 ratio of 2013/14. This data indicates that traditional career patterns persist within the Trust. 3.2 Sex by Agenda for Change pay band and full time/part time working Band Male PT Female PT Male WT Female WT Headcount A B C D

8 3.2.1 The greatest concentration of part-time employees is in the lower pay bands: 87% of Band 1, 63.9% of Band 2 (a reduction of over 2% from 2013/14) and 64.09% of Band 3. Part-time workers are predominantly female, representing 90.3% of the part-time workforce The Agenda for change pay structure ensures equal pay for the same posts. 3.3 Comparison with the local community The 2011 census showed that the population in the Poole area is fairly even in terms of gender make up, with a 49:51 female to male ratio, compared to the 52:48 ration of This is not reflected in the staff at Poole Hospital as a much higher proportion is comprised of female staff. However, this is normal for an acute hospital. 3.4 Starters by sex Gender % of Headcount Headcount WTE Female Male Leavers by sex Gender % of Headcount Headcount WTE Female Male

9 4 DISABILITY 4.1 Disability by staff group Staff Group Headcount % of Staff Group Additional Prof/Scientific/Tech Additional Clinical Services Admin & Clerical Allied Health Professions Estates and Ancillary Healthcare Scientists Medical & Dental Nursing & Midwifery Registered Trust Total Employees Stating They Have a Disability (as % of Trust Total Disabled Staff) 2% Additional Prof/Scientific/Tech 30% 31% Additional Clinical Services Admin & Clerical Allied Health Professions 6% Estates and Ancillary 1% 5% 8% 17% Healthcare Scientists Medical & Dental Nursing & Midwifery Registered

10 % of Headcount % of Headcount 4.2 Starters by disability Disabled % of Headcount Headcount WTE No Yes Starters by Disability Status No Yes Disability Status 4.3 Leavers by disability Disabled % of Headcount Headcount WTE No Yes Leavers by Disability Status Disabled Disability Status No

11 5. AGE 5.1 Age by Staff Group (percentage data) STAFF GROUP Additional Prof/Scientific/Tech Additional Clinical Services Admin & Clerical Allied Health Professions Estates and Ancillary Healthcare Scientists Medical & Dental Nursing & Midwifery Registered Trust Total

12 5.1.1 The Trust s staff age profile varies between staff groups, reflecting the career and life patterns of employees. Some 29.81% of the workforce is aged over 50, which has increased slightly in comparison to the 29% documented for 2013/14. This percentage is significantly greater in the Administrative & Clerical, Estates & Ancillary and Nursing ad Midwifery groups Of note is a stabilisation in the percentage of staff over 55, at 16.2% of the total workforce. 11.6% of qualified nurses and midwives are in this age bracket, a small increase from the 11.03% in 2013/14. Many of these staff retain special category status and are able to retire at 55 under the 1995 NHS Pension Scheme arrangements. 6.0 RELIGION AND BELIEF 6.1 Religion and belief of staff % of Workforce Atheist Buddhist 0.52 Christian Hindu 0.84 Jewish 0.18 Muslim 0.77 Sikh 0.09 Other 4.40 Undisclosed 40.29

13 6.2 Staff members are at liberty to disclose or withhold information concerning their religion or belief and therefore the data held by the Trust is likely to be incomplete. A total of 59.71% of the workforce has disclosed information concerning this matter, continuing the pattern of increased disclosure and representing a 4.77% increase from 2013/14. Of these, 42.66% state that they are Christian, evidencing a continued increase in this faith group. 7.0 SEXUAL ORIENTATION 7.1 All staff by sexual orientation % of Workforce Heterosexual Homosexual / Bisexual 1.48 Undisclosed Sexual Orientation as % of Workforce Heterosexual Homosexual / Bisexual Undisclosed Staff members are at liberty to disclose or withhold information concerning their sexual orientation and therefore the data held by the Trust is likely to be incomplete. The disclosure percentage continues to rise; with 61.81% of staff members having disclosed this information, representing a notable 5.29% increase since 2013/ Following the Trust continuing to raise awareness of sexual orientation issues and demonstrating commitment to lesbian, gay and bisexual staff, it is anticipated that the pattern of disclosure will continue over time. 8. MARRIAGE AND CIVIL PARTNERSHIP 8.1 All staff by marital status Marital Status Total Married 2294 Single 1415 Unknown 350 Divorced 258 Legally Separated 46 Widowed 26 Civil Partnership 9 Grand Total 4398

14 We have seen a reduction in the numbers of staff who are recorded as married and an increase in those who are single. We have seen a small increase in staff recording civil partnerships. Other categories remain as 2013/ PREGNANCY AND MATERNITY 9.1 During a total of 170 staff had maternity leave at some point in the year, an increase from 163 in 2013/14. In March 2015 there were still 90 on maternity leave in March GENDER REASSIGNMENT 10.1 There are no Trust staff members who have stated they are transgender. 11. RECOMMENDATIONS 11.1 The Workforce Committee is asked to note the content of this report. AUTHOR EXECUTIVE SPONSOR MARIE CLEARY Human Resources Business Manager JUDY SAUNDERS Director of Human Resources and Organisational Development 22nd June 2014