Transcript Slide 1

Title slide
Equality And Diversity Monitoring
as at 31-March-2011
Report to the Board
Summary
This report is designed to give an insight into the Trust’s Equality and Diversity profile As At 31 March 2011.
The report will cover 6 protected characteristics of equality:
Age
Religion and Belief
Disability
Gender
Ethnicity
Sexual Orientation
(other comparators have been used to highlight trends i.e. pay and working patterns)
Page 4 - The Trust appears more diverse than the immediate local areas, and less diverse than the whole of England with the exception of the Asian
minority group. However it should be noted that the locality data available is from mid 2009 and may not be a true reflection of the population today.
Ethnic groups account for:
•
Trust 9.6% of total workforce – page 5
•
Staff survey data 7.68% of respondents - page 6
•
St Edmundsbury7% of Total, EOE 10% of Total, England Population 13% of Total (data available 2009)– page 8
Page 6 - 2010 Staff Survey - The Trust improved it E&D training from 22% to 38%. In addition the trust is in the 20 % of acute trusts for providing equal
opportunities for career progression and not experiencing discriminination at work.
Page 7 - Whilst the White British group make up 90% of the staff overall, this is not necessarily reflected within staff groups (page 5)e.g. –
•
Admin and Clerical has a greater proportion (96%) than overall
•
Medical & Dental has a lesser proportion (53%) than overall
Pages 8 – 11 Recruitment data – The number of appointments split between white groups and minority groups roughly reflects the Trusts ethnicity split (p5)
however, the proportion of minority groups at applicant, shortlist and appointment drops dramatically throughout the process. An action plan has been
agreed (p 12) to investigate the recruitment processes.
Page 18 - 19 Pay by gender – split roughly reflects the male/female ratio of the Trust with the exception of band 8c where the trend is reversed, with 70%
male to 30% female. Pay by ethnicity – interestingly there appears to be no disclosed minority groups in Bands 4, 8b, 8c and 8d.
Page 23- 80 % of the Trust's workforce is female, with the majority of these working in Nursing, Admin and Healthcare Support posts. Males make up the
majority in the medical & dental posts. Only 14% of admin & management staff are male however 63% of senior managers are male.(band 8 and
above)
The Trusts Executive Directors are predominantly female, whilst the Non Executive Directors are predominantly Male
pages 25 - 26 - The Trusts average age is 43,
•
over half of the workforce of the workforce fall within the 36 – 55 age bracket.
•
Of the over fifties, over half are already over 55.
•
There are 185 employees over 60, with 3 of these over 70
2
2.Ethnicity
Population - Ethnicity %
101%
99%
44
900
1 000
19
7 200
74 500
9 100
108 800
776 400
1 200
97%
1 200
1 447 900
12 900
203 000
Total Chinese or Other Ethnic
Group
Total Black or Black British
10 600
95%
195
87 600
93%
Total Asian or Asian British
2 914 800
Total Mixed
Total White
91%
89%
98 400
669 500
21
7 187 100
870 100
2 580
45 082 800
87%
WSH
St Edmundsbury
Suffolk
East
England
The chart above compares the overall Ethnic profiles for the Trust, St Edmundsbury, Suffolk, East of England and England
The Trust consistently appears more diverse than the immediate local areas, however slightly less diverse than the whole of
England with the exception of the Asian groups.
4
Source: ONS (2009)and WSNHS Trust Diversity Statistics (2011)
Trust - Ethnicity %
A White - British
4,02%
0,14%
0,17%
0,93%
0,28%
0,14%
B White - Irish
C White - Any other White background
D Mixed - White & Black Caribbean
E Mixed - White & Black African
4,09%
F Mixed - White & Asian
G Mixed - Any other mixed background
83,83%
0,34%
9,60%
0,24%
H Asian or Asian British - Indian
J Asian or Asian British - Pakistani
2,03%
K Asian or Asian British - Bangladeshi
0,58%
0,62%
0,89%
0,07%
L Asian or Asian British - Any other Asian
background
N Black or Black British - African
P Black or Black British - Any other Black
background
R Chinese
S Any Other Ethnic Group
The chart shows the Ethnicity% breakdown for the Trust
•White groups make up nearly 89% of the workforce
•Other Ethnic groups make up 9.6% of the workforce
•1.6% have Not stated their ethnicity
5
Source: WSNHS Trust Diversity Statistics (2011)
Staff Survey Monitoring
0,24%
A White - British
0,24%
1,92%
B White - Irish
C White - Any other White background
3,36%
1,92%
D Mixed - White & Black Caribbean
E Mixed - White & Black African
F Mixed - White & Asian
0,48%
0,24%
G Mixed - Any other mixed background
H Asian or Asian British - Indian
87,05%
7,67%
1,68%
J Asian or Asian British - Pakistani
K Asian or Asian British - Bangladeshi
L Asian or Asian British - Any other Asian
background
LK Asian Unspecified
0,72%
0,72%
N Black or Black British - African
0,24%
1,20%
P Black or Black British - Any other Black
background
R Chinese
S Any Other Ethnic Group
Of the employees responding to the Staff Survey:
92% where from White groups and
8% where from Minority Groups, which is comparable to the original sample
6
Ethnicity Breakdown by Staff Group
A White - British
Nursing Assistant
B White - Irish
C White - Any other White background
Nurses
D Mixed - White & Black Caribbean
E Mixed - White & Black African
Medical & Dental
F Mixed - White & Asian
G Mixed - Any other mixed background
HCS Assistant
H Asian or Asian British - Indian
J Asian or Asian British - Pakistani
HCS
K Asian or Asian British - Bangladeshi
Estates & Facilities
L Asian or Asian British - Any other Asian
background
LK Asian Unspecified
AHP Assistant
N Black or Black British - African
P Black or Black British - Any other Black
background
R Chinese
AHP
S Any Other Ethnic Group
Admin & Management
50%
Z Not Stated
55%
60%
65%
70%
75%
80%
85%
90%
95%
100%
Admin and Management has the largest proportion (96%)of White groups whilst Medical and Dental has the smallest (53%)proportion.
7
Source: WSNHS Trust Diversity Statistics (2011)
Breakdown – Ethnic Groups %
2%
3%
1%
7%
7%
0%
3%
7%
6%
D Mixed - White & Black Caribbean
9%
1%
19%
E Mixed - White & Black African
6%
7%
F Mixed - White & Asian
2%
43%
15%
9%
G Mixed - Any other mixed background
21%
7%
10%
H Asian or Asian British - Indian
2%
5%
44%
4%
J Asian or Asian British - Pakistani
West Suffolk Hospital
K Asian or Asian British - Bangladeshi
St Edmundsbury
5%
5%
L Asian or Asian British - Any other Asian
background
2%
4%
2%
7%
4%
6%
5%
7%
Black or Black British: Black Caribbean
2%
44%
6%
15%
S Any Other Ethnic Group
England
8
12%
44%
R Chinese
9%
6%
P Black or Black British - Any other Black
background
5%
10%
N Black or Black British - African
12%
2%
Source: ONS Local Authority Resident Population Estimates (Ethnicity 2009,); WSNHS Trust Diversity Statistics (2011)
6%
6%
12%
East of England
Recruitment, Applicants - Ethnicity
A White - British
N&M
B White - Irish
C White - Any other White background
M&D
D Mixed - White & Black Caribbean
E Mixed - White & Black African
Estates&
Ancillary
F Mixed - White & Asian
G Mixed - Any other mixed background
H Asian or Asian British - Indian
AHP
J Asian or Asian British - Pakistani
K Asian or Asian British - Bangladeshi
A&C
L Asian or Asian British - Any other Asian
background
M Black/Black British - Caribbean
HCS
N Black or Black British - African
P Black or Black British - Any other Black
background
Clinical
Support
R Chinese
0
500
1000
1500
2000
2500
3000
S Any Other Ethnic Group
Z Not Stated
Applicants
white
groups
minority
groups
Total
5848
3176
9024
% Minority % White
groups
Groups
35.20%
64.80%
“NHS jobs” – the recruitment tool uses some slightly different staff groups to the NHS Electronic Staff Record (ESR) however these groups do fit into the ESR Staff groups as above
9
Source: NHS Jobs WSH Ethnicity statistics applicants (2011)
Recruitment, Shortlisted Applicants - Ethnicity
A White - British
N&M
B White - Irish
C White - Any other White background
M&D
D Mixed - White & Black Caribbean
E Mixed - White & Black African
Estates&
Ancillary
F Mixed - White & Asian
G Mixed - Any other mixed background
AHP
H Asian or Asian British - Indian
J Asian or Asian British - Pakistani
K Asian or Asian British - Bangladeshi
A&C
L Asian or Asian British - Any other Asian background
M Black/Black British - Caribbean
HCS
N Black or Black British - African
P Black or Black British - Any other Black background
Clinical
Support
R Chinese
0
100
Shortlisted
10
200
300
400
500
white
groups
minority
groups
Total
% Minority
groups
% White
Groups
1965
442
2407
18.36%
81.64%
Source: NHS Jobs WSH Ethnicity statistics(2011)
600
700
800
900
S Any Other Ethnic Group
Z Not Stated
Recruitment, Appointed Applicants- Ethnicity
A White - British
N&M
B White - Irish
C White - Any other White background
M&D
D Mixed - White & Black Caribbean
E Mixed - White & Black African
Estates&
Ancillary
F Mixed - White & Asian
G Mixed - Any other mixed background
H Asian or Asian British - Indian
AHP
J Asian or Asian British - Pakistani
K Asian or Asian British - Bangladeshi
A&C
L Asian or Asian British - Any other Asian background
M Black/Black British - Caribbean
N Black or Black British - African
HCS
P Black or Black British - Any other Black background
R Chinese
Clinical
Support
S Any Other Ethnic Group
0
20
Appointed
11
40
60
80
100
120
140
160
white groups
minority groups
Total
% Minority groups
% White Groups
428
47
475
9.89%
90.11%
Source: NHS Jobs WSH Ethnicity statistics (2011)
180
Z Not Stated
Recruitment Action plan
The 2010 equality report highlighted a potential challenge with the recruitment process from advert to offer, whereby the minority group
applicants seemed disproportionate in comparison to the minority groups actually appointed.
The Board of directors asked the Executive Director of Workforce & Communications to engage an independent consultant to investigate
the Trusts’ recruitment processes to ensure:
•The process is as free of unlawful discrimination on racial grounds as is reasonably practicable
•To make a judgement as to whether the operation of the process by Trust Managers is free from any bias on racial grounds
The approach and estimated dates for completion is set out below:
Week Start date Finish date
1
16/05/2011 20/05/2011
12
Action
Produce outline approach and project plan
Review of best practice process and ethnic monitoring
Arrange meeting with recruitment team
Meeting with recruitment team to discuss processes
Identify 18 jobs from the different occupational groups to review
Obtain log on to NHS Jobs and review the selected jobs on line
Update meeting with DN
Review paper files on site
Provide copies of recruitment processes
Revise project plan
Identify up to two ethnic minority candidates from the selected jobs who failed to progress at short listing and interview stages, and review the panel
decisions based on the person specification. Record and analyse.
2
23/05/2011
27/05/2011
3
31/05/2011
03/06/2011
4
06/06/2011
10/06/2011
5
13/06/2011
17/06/2011
Obtain paper work for ongoing and facilities vacancies
Complete reviews (if all documentation available)
Equal opportunities report to Trust board – provide any feedback relevant to the project
6
7
8
20/06/2011
27/06/2011
04/07/2011
24/06/2011
01/07/2011
08/07/2011
Review training processes
Finalise sample reviews
Draft board report with a view on whether the short listing and interview process is as free of unlawful discrimination on grounds of race as is
reasonably practicable, and on whether the operation of the process by Trust managers is free from bias, based on the 18 cases reviewed. Make
initial recommendations to improve current process or practice based on findings with action plan and RAG indicators.
9
10
11
11/07/2011
18/07/2011
25/07/2011
15/07/2011
22/07/2011
29/07/2011
Review findings and implications
Finalise board report
Deadline for submission of Trust board papers
Trust board meeting – any preparation and feedback
Recruitment - Ethnicity breakdown
9000
8000
3176
7000
6000
5000
4000
3000
5848
326
442
2000
2581
1000
1965
47
428
0
Applicants
Shortlisted
minority groups
Appointed
Trust
white groups
Whilst 35% of applicants are from minority groups,18% are interviewed and only 10% are appointed. This has improved since last
year when 30% of applicants were from minority groups,14% were interviewed and 8% were appointed.
13
Source: WSNHS Trust Diversity Statistics (2011)
3.Disability
Religion and belief
Sexual Orientation
Disability Monitoring
St Edmundsbury
Trust
98%
97%
2%
Disabled
3%
Limited benchmarking data is available on the number
Not disabled
Disabled
of people who “believe they have a disability”
Not disabled
Locality information is based on “people claiming
incapacity benefit or severe disablement allowance”
England
East of England
Trust information is based on employees who have
declared they have a disability and roughly reflects
locality data
96%
97%
4%
3%
Disabled
Not disabled
Disabled
Not disabled
Sources: ONS Local Authority Resident Population Estimates (Disability 2007); WSNHS Trust Diversity Statistics (2011)
* Note definition of disability for Local Authority statistics = "people claiming incapacity benefit or severe disablement allowance"
15
Religion & Belief, Sexual orientation
Religion and Belief
0,76% 0,03%
Christianity
0,07%
Undefined
0,38%
Atheism
1,31%
Buddhism
44,84%
Hinduism
3,52%
Islam
12,87%
42,29%
Jainism
6,73%
0,07%
Judaism
Other
Sikhism
6,93%
There is no benchmarking data for these groups,
38,19%
0,24%
however as part of the public sector duty the
0,28%
Not disclosed
Trust has an obligation to ensure there is no
discrimination on these grounds
Heterosexual
54,02%
0,34%
0,86%
Undefined
Bisexual
Gay
Sexual Orientation
16
Source: WSNHS Trust Diversity Statistics (2011)
Lesbian
4. Pay equality
Pay by Gender
Band 8d
1.00 Female
1.00 Male
Band 8c
Band 8b
Band 8a
Band 7
Band 6
Band 5
Band 4
Band 3
Band 2
Band 1
Pay by gender – split reflects the male/female ratio of the Trust with the exception of band 8c where the trend is reversed
18
Source: WSNHS Trust Diversity Statistics (2011)
, 70% male to 30% female
Ethnicity by Pay
Band 8d
Band 8c
11,00
Band 8b
J Asian or Asian British - Pakistani
K Asian or Asian British - Bangladeshi
L Asian or Asian British - Any other Asian background
N Black or Black British - African
P Black or Black British - Any other Black background
R Chinese
S Any Other Ethnic Group
21,50
411,51
89,76
219,57
Band 3
G Mixed - Any other mixed background
H Asian or Asian British - Indian
6,21
315,63
Band 4
E Mixed - White & Black African
F Mixed - White & Asian
2,80
198,87
Band 6
Band 1
0,00
48,95
Band 7
Band 2
0,00
19,61
Band 8a
Band 5
0,00
1,00
D Mixed - White & Black Caribbean
0,00
195,33
4,75
416,39
22,67
75,41
White Groups
7,80
Minority Groups
The chart on the left shows the split between white groups and Minority groups, the chart on the right shows the breakdown of minority groups
only. There are no disclosed minority groups in Band 4, and Band 8b-d
19
Source: WSNHS Trust Diversity Statistics (2011)
Ethnicity by Paygroup
2,92%
0,34%
2,03%
A - White British
8,80%
1,69%
0,10%
B - Irish
90.32%
5,06%
0,17%
F - White & Asian
3,05%
52,69%
0,98%
0,88%
0,34%
0,18%
0,89%
H - Indian
Band 1 - 4
J - Pakistani
0,34%
M&D
1,26%
G - Other
0,34%
1,38%
0,42%
E - White & Black African
2,68%
17,49%
4,26%
D - White & Black Caribbean
2,03%
36,81%
0,35%
C - Other
3,73%
0,32%
K - Bangladeshi
L - Other Asian or Asian British
P - Black/Black British - Other
0,74%
1,24%
3,02%
0,12%
R - Chinese
0,31%
1,08%
3,43%
S - Any Other Ethnic Group
Z - Not Stated
1,16%
1,70%
4,42%
0,52%
89,98%
80,95%
14,78%
0,12%
2,09%
0,18%
6,22%
Band 5 - 6
0,68%
4,44%
0,28%
0,22%
0,34%
1,19%
Band 7 and above
Comparison of pay distribution by ethnicity. Medical & Dental and bands 5 and 6 appear to have the most diverse mix Band 4 remains
predominantly White British
20
Source: WSNHS Trust Diversity Statistics (2011)
5. Gender
Gender by Population Area
90%
83%
80%
70%
60%
80%
50%
40%
49%
51%
49%
51%
49%
51%
50%
50%
30%
17%
20%
20%
10%
0%
England
East of England
Suffolk
St Edmundsbury
WSH
Staff Survey
The chart shows that England and the locality has roughly a 50:50 split of male: female, however the Trust has a
significantly higher proportion of females, this has remained constant over a number of years.
The proportion of employees participating in the staff survey reflects that of the Trust
22
Source: ONS Local Authority Resident Population Estimates (Ethnicity 2006);WSNHS Trust Diversity Statistics (2011)
Gender Equality Monitoring
Nursing Assistant
Nurses
Although nationally the gender split is roughly 50:50
the Trust consistently maintains a 80:20 split (female
Medical&Dental
majority) there is a slight male majority in the Medical
HCS Assistant
& Dental staff group
HCS
Estates & Facilities
AHP Assistant
AHP
Admin&Management
0%
10%
20%
30%
40%
Female
501
Male
71
50%
60%
70%
80%
90%
Male
Working patterns
Female working patterns are fairly equally split
between full time and part time, the majority of
1164
Female
0%
10%
20%
30%
40%
Full Time
23
males work full time
1171
50%
60%
Part Time
Source: WSNHS Trust Diversity Statistics (2011)
70%
80%
90%
100%
100%
6. Age
Age Profile
•46% of employees are over 45
450
400
Female
•28% of employees are over 50
Male
•15% of employees are over 55
• 51% of the over 50’s are over 55
Total
•Workforce breakdown
350
300
•Female
80%
•Male
20%
•Average Age
250
200
42.99
•Male
-
43.12
•Trust -
43.01
•Average Length of Service
150
100
50
0
16-20
25
•Female –
21-25
26-30
31-35
36-40
41-45
Source: WSNHS Trust Diversity Statistics (2011)
46-50
51-55
56-60
61-65
66-70
>70
•Female –
8.73
•Male
-
7.99
•Trust -
8.60
Over 55 Profile
40,0%
35,0%
Suffolk
30,0%
WSH
25,0%
EOE
20,0%
Average
15,0%
10,0%
5,0%
0,0%
Nursing and Midwifery
Registered
Medical and Dental
Healthcare Scientists
Estates and Ancillary
Allied Health Professionals
Administrative and Clerical
Additional Clinical Services
Add Prof Scientific and Technic
•15% of our total workforce is over 55, of these 14% are women
•At current levels this number could increase to 31% over the next 5 years, assuming the 50+ employees stay and the 66+
employees retire.
26
Source: I-view Workforce data 2011;WSNHS Trust Diversity Statistics (2011)
7. Performance
Management
Performance Management Monitoring
As part of the Trusts processes for equality monitoring the Workforce and Communications Directorate record all formal investigations for
Disciplinary, Capability and Grievance matters. The factors being monitored are Age, Ethnicity, Gender and Disability to identify any trends that
indicate discrimination. Sickness Absence is monitored separately.
In 2010/2011 the department conducted a total of 54 formal investigations:41 Disciplinary Cases1
8 Capability Cases
2 Grievance Cases
2 Doctors banding Appeals
1 Bullying and Harassment Case
Our analysis shows that we had four cases involving staff from ethnic minorities (1 disciplinary case and 3 capability cases). None of the cases
above concerned an employee with a disability, although one case of ill health retirement has lodged an employment tribunal claim.
Disciplinary Cases 41
The number of cases is higher than usual due to a single case that involved 13 members of staff. The proportion of disciplinary cases between
male and female staff is 30 female cases to11 male cases, however, 8 of the male cases relate to the single case above. Therefore, if we
consider the numbers outside of this single case, the ratio of male to female cases remains in line with the organisation gender profile.
Capability Cases 8
Out of the 8 capability cases, all involved female staff and 3 of those were from an ethnic minority group. The age range was between 21yrs and
59 yrs.
Grievance Cases 4
Two of these cases were resolved and two have lodged a claim with the Employment Tribunal.
1Four
28
of the theses cases were dismissed for Gross Misconduct and 1 has been reported to the Nursing and Midwifery Council.
Source: WSNHS Trust Diversity Statistics (2011)