Workforce Equality Breakdown Report

Transcription

1 (Now Essex Partnership Trust) Workforce Equality Breakdown Report 1 st April st March 2017 Page 1

2 CONTENTS Section Page Introduction 3 1. Demographic Profile 3 2. The Equality Delivery System and our Equality Objectives The Workforce Race Equality Standard 4 4. Summary of Milestones for Reporting 4 6. Local Demographics Staff In Post New Starters Promotions Leavers Recruitment Employee Relations Conclusion Appendix 1: Protected Characteristics & Ethnic Codes - Definitions Page 2

3 INTRODUCTION The Trust is legally required to monitor, analyse and publish equality and diversity statistics about its workforce. The information covers the protected characteristics within the Equality Act 2010 (Age, Disability, Gender Reassignment, Marriage and Civil Partnership, Pregnancy & Maternity, Race, Religion & Belief, Sex and Sexual Orientation). Full details can be found in appendix 1. The Equality Act 2010 and the Equality and Human Rights Commission have extended monitoring to the following groups: pregnancy & maternity, marriage and civil partnerships and transgender. The Trust will also report information for these groups, where we are able to and where staff have disclosed this information. On the 1 st April 2017, South and North Trusts merged together to become one new organisation called Essex Partnership University NHS Trust. We have been advised that for this reporting period we are to report for the two Trusts separately. Therefore this will be the last set of data which reports as the two separate organisations This report will present data relating to staff in post, starters, promotions, leavers, recruitment, employee relations and appraisals and by both contractual arrangements (permanent, fixed term and bank workers) and by pay bandings. Analysis of data will establish areas of concern which will be addressed via a separate action plan. The action plan will be evolving; progress will be reported through Trust committees and published on the intranet. Actions to be taken will be highlighted within the relevant sections of this report. 1. DEMOGRAPHIC PROFILE The following information is taken from the National Census Information for Information is available for the following Protected Characteristic Groups: ETHNICITY/RACE DISABILITY RELIGIOUS BELIEF AGE MARRIAGE AND CIVIL PARTNERSHIP GENDER Information in relation to the demographic profile is NOT available for MATERNITY AND ADOPTION GENDER REASSIGNMENT SEXUAL ORIENTATION The overall analysis demonstrates that the Trust s demographic profile when compared with the community profile shows us that in general, our workforce is representative of the community it serves. Where there are variations these are highlighted and actions identified. 2. THE EQUALITY DELIVERY SYSTEM AND OUR EQUALITY OBJECTIVES This report specifically looks at the workforce element of equality and diversity and the patient and service element is handled in a separate report (click here) Our objective for workforce is intentionally broad - and the action plan drills down into more specific areas of work which will be prioritised during the 12 month period. SEPT will be a safe and inclusive place to work for staff - With equal opportunities in respect of recruitment, staff development and progression Page 3

4 These objectives are due to be reviewed and refreshed for the new organisation in February THE WORKFORCE RACE EQUALITY STANDARD Please refer to the most recent WRES report & action plan by clicking here. 4. SUMMARY OF MILESTONES FOR Workforce equality and diversity remains a high priority within the Trust and we are proud of the progress we have made towards our Equality objective in this period. Below are listed some of our main achievements in not only eliminating discrimination but promoting equality in the workplace and ultimately into services and patient care:- 12 increase in the number of equality champions in the Trust Saw some improvement across the WRES metrics Updated the Flexible Working Guide to promote a range of working patterns to equality groups An improvement in the Trust s Gender Pay Gap to zero Achieved Disability Confident status Stage 2 Promoted the Disability calendar to all staff Carried out awareness raising on Domestic Violence and staff support Celebrated National Equality & Diversity Week across the Trust Above (better than average) staff survey scores in the Key Finding relating to Equality & Diversity 5. REPORTING This report covers 01 April March 2017 (hereafter referred to as the reporting period). The workforce data that is contained within this report has been obtained from various sources e.g. Electronic Staff Record (ESR), OLM Learning and records and the NHS Jobs System. The staff profile is a snapshot from 31 March The data includes all pay bands and staff groups including Agenda for Change Bands 1-9, Director and Senior Manager Pay Scales, Trust Pay Scales and Medical Staff Pay Scales and Bank staff. There is a small minority of staff who do not fit into these pay bands and are referred to in the category of other. 6. LOCAL DEMOGRAPHICS 6.1 Black and Minority Ethnic Classification (BAME) Every ten years the census gives us a complete picture of the nation and the areas we serve. Collecting data on ethnic groups is complex because of the subjective, multifaceted and changing nature of ethnic identification. There is no consensus on what constitutes an ethnic group and membership is something that is self-defined and subjectively meaningful to the person concerned. The terminology used to describe ethnic groups has changed markedly over time, and however defined or measured, tends to evolve in the context of social and political attitudes or developments. Ethnic group is also very diverse, encompassing common ancestry and elements of culture, identity, religion, language and physical appearance. The table below shows the ethnic breakdown of the population we serve: Page 4

5 All usual residents 1,926,836 White 1,686,961 English/Welsh/Scottish/Northern Irish/British 1,590,342 Irish 20,633 Gypsy or Irish Traveller 2,890 Other White 73,096 Mixed/multiple ethnic groups 42,788 White and Black Caribbean 17,121 White and Black African 5,837 White and Asian 10,590 Other Mixed 9,240 Asian/Asian British 124,736 Indian 35,834 Pakistani 37,252 Bangladeshi 21,849 Chinese 9,842 Other Asian 19,959 Black/African/Caribbean/Black British 61,887 African 35,777 Caribbean 18,957 Other Black 7,153 Other ethnic group 10,464 Arab 3,686 Any other ethnic group 6,778 TOTAL 1,926,836 BAME 239, White There has also been classification given on the term White which is to be used and in this report refers to White British, White Irish and White Other. 6.3 Other Equality and Diversity (E&D) Strands Other E&D protected groups are compared against data provided from the last 2011 Census National Demographic profile summarised in the table below: 2011 Census Categories National Demographic Age Highest proportion of working Age is Ethnicity Disability Gender or Sex 12 of the population we serve are from a BAME background 7 of the population we serve report living with limiting disabilities or long term conditions. 51 Female and 49 Male Gender Reassignment No current demographical data to compare with Marriage & Civil Partnership 31 Single, 49 Married, 0.1 Civil Partnership, 9 Divorced, 10.9 all others. Pregnancy & Maternity No current demographical data to compare with Religion & Belief 90 Christian, Muslim Sikh Sexual Orientation No current demographical data to compare with Page 5

6 7. STAFF IN POST The Total headcount for South Essex Partnership NHS Foundation Trust (the Trust) for the period 01 April March 2017 was This figure includes all permanent, fixed term and bank workers. This figure also includes all geographical areas of the Trust during this reporting period. 7.1 Ethnic Profile of Staff in Post The table below shows the Ethnicity percentage breakdown of our workforce. This shows that 19 of our workforce is from a BAME background, which in comparison to our local population (12) is positive. This is a slight reduction from last year s figure of 20. Ethnic Codes are as follows: Ethnic Code TOTAL HEADCOU NT of TOTAL WORKFO RCE A B C D E F G H J K L M N P R S Z Total BAME The table below breaks the workforce down further by Ethnicity and Band. Figures in red highlight where under representation has been identified compared to the overall of BAME staff within the workforce. The information shows bands which are under-represented in red. This is commensurate with the separate analysis which has been carried out in this area. The total percentage of staff from BAME backgrounds overall is 19 The most highly populated banding for BAME staff is Medical & Dental which is commensurate with the NHS as a whole. Ethnic Code AFC Band A B C D E F G H J K L M N P R S Z Total BAME Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/Director /VSM Medical / Dental TOTAL Page 6

7 7.2 Disability of Staff in Post The table below shows the Disability breakdown of the Trusts workforce. 140 (3) of staff are identified during this reporting period. This is the same as last year s figure. We also believe it is likely that there may be a higher proportion of staff employed with long term conditions that could be considered to have a disability but are not as recorded as such. This includes mental health conditions and other chronic long term conditions. We will continue our work in this area. Count of Employee AFC Band Disability Apprentice Other Band 1-6 Band 7-9 Board Director/VSM Medical/ Dental Total No Not Declared Undefined Yes Total of the band stating that they have a disability National Census Information: The National Census does not report on disability however 7percent of our population served report long term health problems or disabilities which limit them a lot. 7.3 Gender Breakdown of Staff in Post The table below shows the gender breakdown of the Trust s workforce. The Trust has a predominantly female workforce and the ratio of male to female has not significantly changed for some years. Currently 83 or our workforce is female and 17 are male. This means we are significantly over-representative of women in the workforce and we are representative of the NHS as a whole which is predominantly female. Gender AFC Banding Data Female Male TOTAL Other Headcount Percentage Apprentice Headcount Percentage Band 1 6 Headcount Percentage Band 7 9 Headcount Percentage Board/Director/VSM Headcount Percentage Medical/Dental Headcount Percentage Total Headcount Total Percentage National Census Information Gender Pay Gap of Staff in Post This table presents information about the gender pay gap i.e. difference between male and female pay. The gap is measured by using the full time median (middle) earnings of female staff and dividing it by the full time median (middle) earnings of male staff and shown as a percentage. Part time salaries are uplifted to the whole time equivalent. Page 7

8 The table shows that the Trust has seen a decrease in the gender pay gap compared to the previous year and the current gender pay gap is 0. The most recent national statistics from the annual survey of earnings (2016) report an average gap of 9.1 between male and female earnings which means that we are much better than the National position. 31st March st March st March 2017 Female 25,783 23, Male 27,901 26, Median Gender Pay Gap Religious Belief of Staff in Post The table shows the religious belief breakdown of the Trust s workforce for all pay bands. It shows that the most highly represented religious belief within the workforce is Christianity. There is a high proportion of staff choosing not to disclose their religious belief, whilst representation from other faith groups appears low. There is also positive decrease in the of staff choosing not to declare their religious belief (last year s figure was 37). AFC Band I do not wish to disclose my religion /belief *Included within the not known figures in the census Religious Belief Atheism Christianity Buddhism Hinduism Islam Jainism Judaism Other Sikhism Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/ Director/ VSM Medical / Dental TOTAL census information * * census information * Not Known TOTAL Page 8

9 7.5 Sexual Orientation of Staff in Post The table below shows the Sexual Orientation breakdown of the Trusts workforce for all pay bands. The highest proportion of staff declaring their sexual orientation is Heterosexual with a high proportion of staff (31.4) choosing not to declare their sexual orientation 1.2 of the workforce declares themselves as LGB which sees a increase on last year s figure of 1.1. There is really positive change with a reduction in the of staff that chose not to declare their sexual orientation down from 40 last year. Additionally we see an increase of those declaring their sexual orientation as LGB and we are really proud of that. Count of Employee Sexual Orientation AFC Group Bisexual Gay Lesbian Heterosexual I do not wish to disclose my sexual orientation Undefined Total Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board Director/VSM Medical/Dental Total LGB Age Profile of Staff in Post The table below shows the Age profile of the Trusts workforce. The most highly populated age bands are highlighted in red below and are made up of the ages 40 and 50 staff. This equates to 56.9 of our workforce which is something that we will need to address in our plans for our Recruitment & Retention Strategy. We will look at how we can develop our workforce in the lower age ranges in preparation for the future retention issues. This is something nationally that the NHS is facing over the next 5 years. AFC Band 20 and under 20 s 30 s 40 s 50 s 60 s 60 and above Other Apprentice Band Band Band Band Band Total Page 9

10 Band Band Band 8a Band 8b Band 8c Band 8d Band Board/Director/VSM Medical/Dental TOTAL workforce breakdown Marital Status of Staff in Post The table below shows the marital status for all staff in post. The highest status is Married. There has been a decrease in the number not wishing to disclose which could be attributed to the promotion surrounding this. AFC Band Marital status Divorced Legally separated Married Single Unknown Widowed Civil Partnership Do not wish to disclose TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/Director /VSM Medical/ Dental TOTAL Maternity & Adoption Status of Staff in Post Currently the Trust has 96 employees on maternity or adoption leave. Count of Employee Assignment Status Active Assignmen t Internal Secondmen t Maternit y & Adoption Out on External Secondmen t - Paid AFC Band Acting Up Career Break Suspend No Pay Suspend With Pay Total Other Apprentice Band Page 10

11 Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board Director/VSM Medical/Dental Total * An active assignment is a current employee. (An inactive assignment would be the residual record for someone that has left the Trust and is no longer employed). 8.0 NEW STARTERS There were a total of 957 new starters to SEPT within this reporting period. 8.1 Ethnic Breakdown of New Starters The table below shows the Ethnic breakdown of all new starters during this reporting period. The total percentage of all new starters from BAME backgrounds was 23.6 (226) which equates to over a quarter of all new starters and is proportionate with our overall workforce of 19. The Trust will continue to ensure that its recruiting managers receive equality and diversity training to support further BAME appointments. The Trust introduced a new requirement that all BAME interview panels at Band 8c and above now have a BAME representative on the panel. We will also ensure our adverts are open to all to apply, and participate in the workforce race equality (WRES). Count of Employee Ethnic Code AFC Band A B C D E G H J K L M N P R S Z Total No. BAME BAME Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/Director/ VSM Medical/Dental Total Page 11

12 8.2 Disability Breakdown of New Starters The table below shows the Disability breakdown of all new starters for this reporting period. It shows that overall 3.9 (37 people) of new starters stated that they have a disability. AFC Banding Disabled Other Band 1-6 Band 7 9 Board/Director Medical/ /VSM Dental TOTAL No Not Declared Undefined YES TOTAL NEW STARTERS of new Starters who declared disability Gender Breakdown of New Starters The table below shows the Gender breakdown for all new starters. It shows that 80 of our new starters were female and 20 were male. This is reflective of the Trusts overall workforce picture. Gender AFC Banding Data Female Male TOTAL Other Headcount Percentage Apprentice Headcount Percentage Band 1 6 Headcount Percentage Band 7 9 Headcount Percentage Board/Director/VSM Headcount Percentage Medical/Dental Headcount Percentage Total Headcount of starters Total of starters Staff in Post Religious Belief of New Starters The table below shows the religious belief of all new starters. It can be seen that the highest representation of religious belief within new starters was from Christianity. This is reflective of findings in other sections of this report. However the table also highlights that we have a high number of new starters who chose not to Page 12

13 disclose this information. This is an area the Trust continues to look at by raising awareness of the importance of sharing this information and how it is used to support development and performance. Count of Employee AFC Band Religious Belief I do not wish to disclose my religion /belief Atheism Christianity Buddhism Hinduism Islam Jainism Judaism Other Sikhism Undefined TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/ Director /VSM Medical / Dental TOTAL Percentage Staff in Post Sexual Orientation of New Starters The table below shows the sexual orientation of all new starters by band for this reporting period. The highest representation for sexual orientation in new starters was from Heterosexual. 2 of our new starters were from an LGB background. Count of Employee Sexual Orientation AFC Band Bisexual Gay Lesbian Heterosexual I do not wish to disclose my sexual Undefined TOTAL orientation Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/Director /VSM Medical/Dental Page 13

14 TOTAL Percentage LGB 2.0 Staff in post Age Profile of New Starters The table below shows the age profile of all new starters. The data shows the highest percentage of new starters in the age bands & Although these proportions are similar across many of the other bands. Count of Employee Age Band AFC Band TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/ Director/ VSM Medical/ Dental TOTAL Marital Status of New Starters The table below shows the marital status of new starters. The most highly represented category for marital status was from Married. Count of Employee Marital status AFC Band Page 14 Divorced Legally separated Married Single Unknown Widowed Civil Partnership Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Not held TOTAL

15 Band 8c Band 8d Band Board/Director/VSM Medical/Dental TOTAL PROMOTIONS There were 473 promotions during this reporting period. This section will also include any secondment/acting-up arrangements that have been implemented during this reporting period. Data is captured from ESR for staff in post. 9.1 Ethnic Breakdown of Promotions The table below shows the ethnic breakdown of promotions for this reporting period. This shows that 20.1 of the staff promoted were from a BAME background. With 19 of the overall workforce being from a BAME background this indicates a good representation and could be attributed to the introduction of the BAME network and communication of WRES findings. Count of Employee Ethnic Code AFC Band A B C D E F G H J K L M N P R S Z Total No. BAME BAME of Band Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board /Director /VSM Medical / Dental TOTAL Page 15

16 9.2 Disability Breakdown of Promotions The table below gives the disability breakdown for staff promoted during this reporting period 24 of the 473 staff that were promoted declared themselves as disabled. Disabled No Not Declared Undefined YES TOTAL Promotions (excluding nondeclarations) Staff in Post (excluding nondeclarations) Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/Director/VSM Medical / Dental Total Gender Breakdown of Promotions The table below gives the gender breakdown for promotions during this reporting period. There were a total of 473 promotions. The information shows that the proportion for male and female staff reflects the underlying data of our workforce. Gender AFC Banding Data Female Male TOTAL Apprentice / Other as above Headcount Percentage Band 1 Headcount Percentage Band 2 Headcount Percentage Band 3 Headcount Percentage Band 4 Headcount Percentage Band 5 Headcount Percentage Band 6 Headcount Percentage Band 7 Headcount Percentage Band 8a Headcount Percentage Band 8b Headcount Percentage Band 8c Headcount Page 16

17 9.4 Percentage Band 8d Headcount 1 1 Percentage Band 9 Headcount Percentage Board/Director/VSM Headcount Percentage Medical/Dental Headcount Percentage Total Total gender breakdown split for promotions Total of employees Religious Belief of Promotions The table below gives the religious belief breakdown of promotions for this reporting period. The table shows that the highest number of promotions came from the faith category Christianity which is broadly representative of the underlying workforce. Count of Employee AFC Band Religious Belief I do not wish to disclose my religion /belief Atheism Christianity Buddhism Hinduism Islam Jainism Judaism Other Sikhism Undefined TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/Director/VSM Medical/ Dental TOTAL Percentage Staff in Post Sexual Orientation of Promotions The table below gives the sexual orientation for promotions during this reporting period. The information shows a slight under representation compared to the underlying workforce. Count of Employee Sexual Orientation AFC Band Bisexual Gay Lesbi an Heterosexual I do not wish to disclose my sexual orientation Undefined TOTAL Other Apprentice Band Band Band Page 17

18 Band Band Band Band Band 8a up to Board/ Director/ VSM Medical/ Dental TOTAL Percentage LGB 1.7 LGB Staff in workforce Age Range Breakdown of Promotions The table below gives the age range of promotions during this reporting period. There is an excellent representation across all age ranges of the 473 promotions during this reporting period. Count of Employee Age Band AFC Band TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/ Director/VSM Medical/ Dental TOTAL LEAVERS Our overall turnover rate was There were 1509 leavers in the Trust for this reporting period of exits were planned and 43.5 were unplanned exits. It should be noted that of the 56.5 planned exits, 37.6 (321 people) were a result of TUPE transfers. Therefore 62.4 (532 people) of exits from the Trust were as a result of standard planned exits. Had we not had such a significant TUPE transfer during this period our turnover rate would have been which is a reduction compared to the previous year which was 27. Turnover is calculated as follows: -. Total number of leavers in period/ (Staff in post at start of period + Staff in post at end of period/2)*100 Page 18

19 Planned/Unplanned Turnover Leaving Reason TOTAL Planned Employee Transfer 321 End of Fixed Term Contract 4 End of Fixed Term Contract Completion of Training 6 End of Fixed Term Contract End of work requirement 18 End of Fixed Term Contract External Rotation 0 End of Fixed Term Contract Other 9 Pregnancy 0 Merged Organisation Duplicate Record 17 Redundancy Compulsory 16 Redundancy Voluntary 3 Retirement Ill Health 5 Retirement Age 139 Voluntary Early Retirement no Actuarial Reduction 1 Voluntary Early Retirement with Actuarial Reduction 9 Has not worked 305 Bank Staff not fulfilled minimum work requirement 0 Planned Total 853 Unplanned Death in Service 4 Dismissal Capability 9 Dismissal Conduct 22 Dismissal Some other Substantial Reason 12 Dismissal Statutory Reason 1 Voluntary Resignation Adult Dependants 6 Voluntary Resignation Better Reward Package 55 Voluntary Resignation Child Dependants 16 Voluntary Resignation Health 26 Voluntary Resignation Incompatible Working Relationships 7 Voluntary Resignation Lack of opportunities 26 Voluntary Resignation other/not known 154 Voluntary Resignation Promotion 61 Voluntary Resignation Relocation 114 Voluntary Resignation Work life balance 128 Voluntary Resignation - To undertake further education or training 15 Unplanned Total 656 TOTAL Ethnic Breakdown of Leavers The table below shows the ethnic breakdown of leavers for this reporting period of leavers were from a BAME background which is generally commensurate with the underlying BAME workforce of 19. Count of Ethnic Code Employee BAME No. AFC Band A B C D E F G H J K L M N P R S Z Total BAME Overall BAME Workforce Other Apprentice Band Band Band Band Band Band Band Page 19

20 Band 8a Band 8b Band 8c Band 8d Band Board/ Director/ VSM Medical / Dental TOTAL Disability Breakdown of Leavers There were 57 disabled leavers in the Trust for this reporting period of which equate 3.8 compared to 5.4 in the overall workforce. Count of Employee AFC Banding Disabled Other Band 1-6 Band 7 9 Board/Director /VSM Medical/ Dental TOTAL No Not Declared Undefined YES TOTAL Leavers of staff stating that they have a Disability (excluding non-declarations) Staff in post stating they have a disability (excluding nondeclarations) Gender Breakdown of Leavers As previously stated, there were 1509 leavers in the Trust of which 79.9 were female and 20.1 were male. This is reflective of the Trust s overall gender breakdown. Gender AFC Banding Data Female Male TOTAL Other Band 1 6 Band 7 9 Board/Director/VSM Medical/Dental Headcount Percentage Headcount Percentage Headcount Percentage Headcount Percentage Headcount Percentage Total Headcount 1, ,509 Total Staff in Post Page 20

21 10.4 Religious Belief of Leavers Of the 1509 leavers in the Trust for this reporting period, in relation to the religious belief breakdown the highest percentage of leavers is from the Christian category at Count of Employee AFC Band Religious Belief I do not wish to disclose my religion /belief Atheism Christianity Buddhism Hinduism Islam Jainism Judaism Other Sikhism Undefined TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board /Director /VSM Medical /Dental TOTAL Leavers Page Sexual Orientation of Leavers The table below shows the Sexual Orientation of leavers for this reporting period. The leaving percentage of LGB staff is representative of the overall workforce picture. Count of Employee AFC Band Sexual Orientation Bisexual Gay Lesbian Heterosexual I do not wish to disclose my sexual orientation Undefined TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a up to Board/Director/VSM Medical/Dental TOTAL of Total Leavers Leavers LGB 1.79 Staff in post LGB 1.2

22 (excluding nondisclosures) 10.6 Age Range Breakdown of Leavers The table below shows the Age range breakdown for all leavers. The highest percentage of leavers was from the age group which reflects our overall workforce data. We will be monitoring our retention over the next couple of years and will put in plans to address and support services. This information will be included in the Trusts planned Recruitment and Retention Strategy. Count of Employee Age Band AFC Band TOTAL Other Apprentice Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Board/ Director /VSM Medical/Dental TOTAL RECRUITMENT The Trust uses NHS Jobs for all its recruitment activity. Recruiting managers do not have access to view applicant s personal details or monitoring information on their completed applications, including the equality streams. It should be noted that the Trust has attended and recruited through a number of University and Recruitment fairs during this reporting period as well as transferred agency staff over to substantive posts where a fair process has taken place and therefore not all appointed staff detailed in the breakdown would have come from the NHS Jobs system application and shortlisting process. It should also be taken in to consideration that bank staff are not primarily recruited through NHS Jobs and therefore bank workers have not been included in this data for accuracy. The total number of jobs placed on NHS Jobs by the recruitment team during this reporting period was 1,016. These are broken down by staff group below; Additional Clinical Services 97 Additional Professional Scientific & Technical 39 Administrative and Clerical 129 Allied Health Professionals 273 Page 22

23 Estates and Ancillary 18 Health Care Scientists 4 Medical and Dental 38 Nursing and Midwifery Registered 418 Total Applicants, Shortlisting & Appointed Staff Analysis Ethnic Breakdown The table below shows the number of applications received across all ethnic backgrounds and those from all BME backgrounds. The data does show that over 60 of applications received are from a WHITE background. Of those from a BME background that did submit an application and were shortlisted we can see that over half of the overall BME percentages were appointed in to roles. It does indicate that the percentage of BME appointees reduces as they progress through the recruitment stages. Ethnic Origin Applicants of Applicants Shortlisted of Applicants Shortlisted Appointed of appointed Applicants A White-British 5, , 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 194 British Caribbean N Black or Black British African 1, P Black or Black British Any other Black Background R Chinese S Any other Ethnic Group Z Not Stated TOTAL 10, , TOTAL BAME Page 23

24 11.2 Applicants, Shortlisting & Appointed Staff Analysis Disability Breakdown The table below shows that the Trust has received during this reporting period a total of 9,691 applications from applicants declaring no disability and 499 applications from applicants declaring they do have a disability. It is positive to see from the data that the percentage of applications that declared a disability and were shortlisted have then gone on to be appointed has increased since last year s report. Those applicants that also chose not to disclose if they have a disability at applicant stage are a very small percentage of the overall data. Disabled Applicants of of Shortlisted Applicants Shortlisted Appointed Appointed No 9, , Not Declared Yes TOTAL 10, , The increase in percentage through application to shortlisted stage supports our status as a user of the Disability Confident symbol in that we ensure every applicant that has declared a disability within their application form is guaranteed to be shortlisted and interviewed if they meet the essential criteria on the personal specification of the job role. This is extremely positive Applicants, Shortlisting & Appointed Staff Analysis Gender Breakdown The table below shows that the Trust has received 8,050 female applications and 2,250 male applications with 19 being undefined during this reporting period. The data does suggest that both males and females are equally as likely to be shortlisted appointed from the number of applications that were received. This is representative of the NHS overall. Gender Applicants of Shortlisted Shortlisted Appointed Appointed Applicants Female 8, , Male 2, Undefined TOTAL 10, , Applicants, Shortlisting & Appointed Staff Analysis Religious Belief The table below shows the number of applications that the Trust received, shortlisted and appointed from all religious backgrounds. The data shows that the proportions of applicants from religious beliefs associated with BME applicants diminish as recruitment stages progress. There were a total of 22.9 BME at application stage, and this reduces to 19.8 at shortlisting stage, however this is an improvement compared to last year s report. Those appointed then drops to 13.1 and this is an area we will continue to monitor and ensure recruiting managers have the appropriate training for equality and diversity in the workplace. Ethnic Origin Applicants of Applicants Shortlisted of Applicants Shortlisted Appointed of Shortlisted Applicants Appointed I do not wish to disclose my religion/belief Christianity 5, , Atheism 1, Page 24

25 Buddhism Hinduism Islam Jainism Other 1, Sikhism Judaism TOTAL 10, , of all minority religions Applicants, Shortlisting & Appointed Staff Analysis Sexual Orientation The table below shows that the Trust received 308 applications from the LGB backgrounds and from these 93 were shortlisted and we made 16 appointments. The data shows that compared to those that have declared their sexual orientation, those that chose not to is considerably low. The percentage of applications that were shortlisted also matched the percentage of shortlisted applicants then appointed which is extremely positive. Sexual Orientation Applicants Shortlisted Appointed I do not wish to disclose my sexual orientation Heterosexual 9,375 3, Bisexual Gay Lesbian TOTAL 10,319 3, TOTAL LGB Total LGB Applicants, Shortlisting & Appointed Staff Analysis Age Range The table below shows that the Trust receives applications from all age groups for all pay bandings. The data shows that the age group with the highest number of applicants shortlisted and appointed is the age band of followed by the age band The data is fairly consistent between the age bands of and then dips from the age of However our number of applicants at this age range is less compared to all other age ranges. The data shows that our recruitment processes are fair and equitable across the age range of applicants. Age Band Applicants Shortlisted Appointed Under , , , , , , and over Undisclosed TOTAL 10,319 3, EMPLOYEE RELATIONS Page 25

26 Data in this category includes the number of staff subjected to a disciplinary hearing, the number of staff submitting formal grievances and the number of staff who have been the subject of investigation and capability procedures. The data also covers allegations made of bullying and harassment and flexible working requests. For this report the data includes live cases at the time of the reporting period. The data includes all staff whether permanent or bank workers across all pay bands. Summary Type/Category (reporting only) TOTAL 2015/2016 TOTAL 2016/2017 Capability 8 5 Dignity at work Conduct Grievance Flexible Working TOTAL Please Note: The flexible working data may not be accurate as not all applications are sent to HR and therefore we can only monitor those that we do receive 12.1 Ethnic breakdown of staff using or subjected to these procedures The table shows that overall most employee relations cases are brought against white British workers, with a third of the cases being attributed to workers from a BME background. We will continue to monitor this more closely and look at the reasons for cases being raised through the WRES work. The Trust has a small number of capability cases and concerns in this area are again higher for white British workers with only one capability case recorded for BME workers. The number of flexible working applications has reduced slightly over the past year. This is an area that continues to illustrate that a higher number of white British workers are applying to work more flexibly, the number of BAME staff making applications is comparable to the previous year; 90 applications this year and 101 applications in the previous year. Ethnicity Capability Dignity at Conduct Flexible Grievance TOTAL of all Total work Working cases A B C D E F G H J K L M N P R S Z TOTAL BME Total Page 26