Oxleas Workforce Equality Report

Transcription

1 Oxleas Workforce Equality Report For more information about this report or any of the information contained in it, or to request the report in an alternative format, please contact Christine Rivers, Head of Equality and Human Rights 1

2 Foreword I am delighted to present this year s equality report, which includes information about our equality work over the last year and how we are meeting the requirements of the equality duties. The report also contains annual data relating to our service users and workforce. The report shows that we have been developing a range of equality actions not just to comply with the law, but because of our commitment to improving equality both in our services and our workforce. Last year, Oxleas NHS Foundation Trust was graded against the Equality Delivery System (EDS). Our grading results, and a report of the process that we went through is available via the following link: We are working hard to improve our data, so that we have as much information as possible about our staff and the communities we serve, and so that we can ensure that we provide the best care in our services. Stephen Firn Chief Executive Oxleas NHS Foundation Trust 2

3 Contents Introduction...4 Part 1: Meeting the Equality Duty (i) Data.4 (ii) Equality Delivery System (EDS). 7 (iii) Oxleas and the three aims of the Equality Duty 7 (iv) Equality Analysis assessing impact 11 Part 2: Workforce Report...11 Summary of Key Points...11 Data and Analysis.14 (i) Ethnic Origin...14 (ii) Gender...20 (iii) Employee Category (Gender)...22 (iv) Disability...23 (v) Age...24 (vi) Religious Belief...27 (vii) Sexual Orientation...29 Part 3: Continuing Professional Development (CPD)...33 Introduction...33 (i) Age...34 (ii) Disability...35 (iii) Ethnicity...36 (iv) Gender...39 (v) Religious belief...40 (vi) Sexual Orientation...41 (vii) Pay Band...43 (viii) Working Pattern..45 (ix) Contract Type...46 Part 4: Workforce Comparison Data 48 (i) Census data 48 (ii) NHS trusts.51 3

4 Introduction Oxleas NHS Foundation Trust offers a wide range of health and social care services in South East London, specialising in Community health, mental health and learning disability services. On 31 st March 2013, Oxleas employed 3195 staff and provided health services for 135,000 people. Oxleas has seen significant growth over the last three years, as Bexley community health services transferred to Oxleas in 2011, Greenwich Community Health Services in 2012 and Oxleas took over the management of the Queen Mary s Hospital Site in This report provides an annual overview of equality work in Oxleas for the period 1 st April 2012 to 31 st March 2013, providing information about how the trust is meeting its equality duties under the public sector equality (PSED). It also includes workforce data; service user data is published alongside this report. Together, these provide information on Equality work in Oxleas, as well as annual information on the service user and workforce groups, with comparisons against previous years. Part 1: Meeting the Public Sector Equality Duty (PSED) The Public Sector Equality Duty (PSED) outlines the legal requirements for Public Sector Bodies, with over 150 employees. The PSED comprises two elements, known as the General and Specific duties; these are: General duty Eliminate unlawful discrimination, harassment and victimisation, and other conduct prohibited by the Act. Advance equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share a protected characteristic and those who do not. Specific duty Publish information to demonstrate compliance with the general duty by 31 January each year. Prepare and publish equality objectives by 6 April 2012, and then every four years. In the following sections of this report, we outline how we have complied with the PSED during the 2012/13 financial year. 1. Data Data is central to understanding where there are gaps, higher or lower numbers and patterns across the different protected characteristics. Collecting this information isn t just about understanding patterns; it is also providing person centered care based on people s individual needs, creating an inclusive environment for staff, and developing a workforce that reflects the communities we serve. The improvement of our datasets has been identified as one of our Equality Objectives for the two year 2012/14 period. Service user data In the table below, Rio (the electronic records system) completion rates have been mapped against the protected characteristics. This data correlates with the service user report, which has been published alongside this report. 4

5 Rio completion Religion/belief Disability Gender Sexual Orientation 10% See below* Age Ethnic origin Gender reassignment Pregnancy/ maternity 100% 3% 100% 80% 0% See below* 83% Civil partnership/ marriage *The Rio records system itself creates some difficulties in collecting and reporting data. For example, sexual orientation and disability are included on a separate page from the main demographics information, and this has hampered the recording of these areas in Rio. Disability information is recorded in freetext, rather than using drop-down menus. Gender identity and Pregnancy/maternity do not have identifiable Rio fields, although information about pregnancy, disability or gender reassignment may be have been recorded in freetext boxes in progress notes or in separate assessments. Rio reporting tools are unable to pick up, or report on freetext entries. The following list indicates actions taken to improve Service User data collection: We have developed an Equality Monitoring form, which is due to be piloted. We have raised our concerns about disability and sexual orientation data recording on Rio at the Pan-London Rio forum We have produced an initial dataset on gender identity. As the numbers are small, we have had to anonymise some of the data for the published report. The inclusion of a clear single front page that collects equality information and supports reporting of the protected characteristics has been included in our specification for a new electronic records provider, as the tender for Rio is due to expire in To improve data collection on sexual orientation, the LGBT Network and allies have used a successful bid from the London Deanery to develop an e-learning package on LGB health needs, improving service delivery for LGBT service users and monitoring sexual orientation. This package has also been given free to some other NHS trusts for their use. We use data quality (DQ) reports, which show data collection on a team by team basis, to improve our data trust-wide. We have been graded against the Equality Delivery System (EDS), which relies heavily on data to score organisations on their performance in Equality Data collection has been listed as a risk at the trust s Compliance Board, and as a 2 year (2012/14) Objective in the trust s Equality Objectives. Workforce Data New employees apply for an Oxleas post through the NHS jobs website, which records data for 6 protected characteristics (NHS jobs does not record gender reassignment, pregnancy/maternity or civil partnership/marriage). The recording of the above protected characteristics through recruitment has been introduced in recent years, and therefore many existing staff have not been 5

6 previously been asked for these details. A separate survey has been sent to all staff, to improve data across the workforce. The table below shows the data completion in the staff Electronic Staff Records (ESR) against the protected characteristics: ESR records completion Religion/ belief Disability Gender Sexual Orientation Age Ethnic origin Gender reassignment Pregnancy/ maternity 50% 45% 100% 60% 100% 98% See below* See below* 97% Civil partnership/marri age *Gender reassignment and pregnancy/maternity are not recordable on ESR. Actions taken to improve Staff Data Collection We have sent an electronic survey to all staff, asking them to fill in a secure questionnaire, asking for information in the following areas (the areas where we hold the least information): religion, disability, gender reassignment, carer status, pregnancy and maternity and sexual orientation. Staff were asked to fill in the information and were also given the option to not have the data added to their electronic staff record staff answered the survey, and for those who gave permission, the data has been added to their records and this year s workforce report. We plan to run a further staff survey in We have been developing the LGBT and BME Networks, including 3 days of joint leadership training for the Executives of the two networks. The networks are increasing their profile in the organisation; they provide events for BME and LGBT staff and increase awareness through the media and stalls at Trust events such as the Annual Members Meeting (AMM) and the Nursing Conference We sent out a questionnaire to all staff asking about reasonable adjustments and attitudes to disability, and have set up a Disability Action Group, which includes disabled staff, managers, health and safety and HR staff. The group is looking at changing attitudes and improving our processes and systems for disabled staff We have changed the incident reporting tool (datix), to include all protected characteristics when recording incidents against staff. We have entered the Stonewall Workplace Equality Index for the last three years, and have increased our position significantly each year with evidence that we are taking actions to improve the workplace for LGB staff and service users Through the above actions, we are working towards an inclusive environment in which staff feel comfortable in disclosing information such as disability and sexual orientation. Equality Data: Analysis and Reports The reports in the table below are produced internally, and contain analysis of different equality characteristics. These reports are discussed annually in the Equality and Human Rights Steering group, Staff Partnership Forum (SPF) and with the BME and LGBT networks. The disciplinary, workforce and staff survey reports are also discussed at the Workforce Learning and Development Group (WLDG). The limitations of the respective datasets prevent analysis of more protected characteristics. 6

7 Religion/ belief Disability Gender Sexual Orientation Age Ethnic origin Gender reassignment Pregnancy/ maternity Civil partnership/ marriage Disciplinary Y Y Y Y Y Y N N N Recruitment Y Y Y Y Y Y N N N Staff N N Y Y N Y N N N Incidents Workforce Y Y Y Y Y Y N N N Staff survey N Y Y N Y Y N N N 1.1 Equality Delivery System (EDS) We organised a thorough process for assessing Oxleas against the EDS. A report of the process and feedback is available via the following link: As part of this process, we organised training for panel members, arranged and sent evidence in advance and conducted a mock grading exercise in preparation for the final grading panels. The service delivery outcomes were graded by the LINks representatives in each Borough, and the workforce outcomes were graded by staffside and representatives from the BME and LGBT Networks. Both panels were chaired by the Chair of Governors. The results of the grading are available via the link above. We have incorporated our EDS grading results into the Equality Objectives and will report on progress annually at the end of each financial year. 1.2 Oxleas and the three aims of the Equality Duty The following information provides evidence examples for the 2012/13 year showing how Oxleas is meeting the three aims of the Equality duty; some of the actions listed cut across several duties. Additional evidence is provided in the EDS report (see 1.1 above) Group Service Users Service Users Service Users Service Users Fostering Good Relations There is a stakeholder mapping and engagement area on the intranet, signposting information about third sector organisations, LINks and local groups. A range of public events are organised throughout the year for example: the health festival, living life to the full ageing healthily, volunteers week celebration, Borough Focus Groups Two Community Development Worker (CDW) full time posts (including one senior post) develop links with local BME communities, including traveller communities. The CDWs run a BME mental health group, and a Mental health steering group Time to Talk, the Improving Access to Psychological Therapy (IAPT) service has been working with local BME 7

8 Service Users Service Users Service Users Service Users Service Users Service Users Staff and service users Staff and service users Staff and Service Users Staff Staff Staff Staff staff Staff communities to increase take up of counselling and therapy services from members of BME communities Oxleas is represented on a range of groups and committees, including Greenwich Action for Voluntary Services (GAVS) and local traveller and BME fora Oxleas has a central slot at the Annual Members Meeting, showcasing disabled performers each year Blogs on the intranet have set up discussions relating to sexual orientation equality, homophobia and gay marriage We provide a venue for a longstanding self-managed LGBT group, The Haven We have a patient experience section on the Oxleas website, showing current work and developments Some People are Gay, Get Over it Posters have been sent to all sites across the trust. An LGBT in Oxleas leaflet has been developed by the LGBT Network and allies, and is displayed at sites in the trust Media stories regularly include information about protected characteristics. These include the Annual Report, One Oxleas (the staff news bulletin), Oxleas Exchange (sent to all members) and the Oxleas Internet pages We have two active BME and LGBT Networks, both with Executives, elected representatives and chairs. The LGBT and BME Network Executives had 3 days of leadership training in June 2013 using an external facilitator The Oxleas website includes audio and scripts, to make information accessible for people with a range of disabilities The networks have organised the following events/discussions throughout the year for members: The BME network Career Progression - Disciplinary data - Mentoring - Black History Month (for all staff) LGBT Network - Workforce Data - Summer Picnic - Incident data Both networks have run stalls at the Nursing Conference and Annual Members Meeting (AMM) The Disability Action Group has a range of representatives social inclusion, disabled staff, health and safety, HR, managers. The group is looking at improving information and processes for disabled staff. Priority areas are: media campaign, revising the reasonable adjustment policy and training for staff. We have a 24 hour Employee Assistance Service for staff and their families, Care First. They provide advice on a range of issues, including debt, housing, bullying and harassment and stress. The LGBT & BME Networks and the Disability Action Group each have intranet pages with information for staff and for their members. There are increasing links between staffside and the BME/LGBT networks the BME and LGBT staffside representatives are due to attend the BME Network Executive meetings We have developed the existing Partnership Agreement, which sets out recognition, information sharing and 8

9 time off for staffside to include the LGBT and BME Networks. This has been ratified by the trust Board Group Service users Service users Service Users Service Users Service Users Service Users Service Users Staff and service users staff staff Staff and service users Eliminating Discrimination An ALD CQUIN focused on identifying, raising awareness and making reasonable adjustments for people with learning disabilties We produce an Annual Complaints report, which reviews the number and type of complaint, also reviewing gender and ethnicity We have language interpreting services for face to face interpreting, telephone interpreting and translation. We also have BSL interpreting services. These are easily accessible for all trust staff We have a Chaplaincy service, which has been provided via a Service Level Agreement (SLA) with a neighbouring trust. We conduct patient experience feedback surveys across the trust, and these include equality information. People are interviewed and asked about their experience of the service; information is fed back to the teams so that improvements can be made on the basis of the feedback A CQUIN focussed on access to mental health services for BME service users. Information is available on the patient experience pages of the Oxleas website We have developed an equality monitoring form, and are piloting the form in our services. This will help us to understand how to provide better care to service users with protected characteristics, which includes making reasonable adjustments for disabled service users. We have an Equality and Human Rights Policy and a reasonable adjustment toolkit Analysis of the Staff survey takes place annually. The analysis focuses on equality, and examines the answers to specific questions such as equal opportunities for career progression, experience of discrimination from staff or service users. The analysis also compares anonymised answers from staff in the following protected groups: BME, LGB, and Disability against the general staff group. We have introduced self-determined information on learning systems, to alert trainers to the needs of disabled staff, and requirements for reasonable adjustments Over 90% of staff have completed the mandatory Equality and Human Rights training The following training has been organised in the last year, in addition to the mandatory equality and human rights training : - reasonable adjustment for managers - disability awareness - reasonable adjustment/disability for HR staff - making reasonable adjustments in training (for trainers) - LGB awareness e-learning 9

10 Staff and service users Staff Staff Staff - Recruitment e-learning has been completed by 89% of managers Annual Workforce and Service User Equality report. The data in this report is presented in a powerpoint format to the E&HR steering group, the Workforce Learning and Development Group and Staff Partnership Forum (SPF), and is also reviewed by the Board. Annual disciplinary analysis this has been shared internally at the E&HR steering group, the Staff Partnership, the Workforce Learning and Development Group and the Networks. The analysis looks at gender, age, ethnic origin, sexual orientation and disability, and considers outcome, reason and makes comparisons against previous years Analysis of incidents against staff this has been shared internally with the E&HR Steering group, the staff partnership forum, and Nursing leads. The report lists incidents of racism, homophobia or sexual harassment by Directorate and service area, making comparisons against the previous year. Annual recruitment data analysis this includes analysis of shortlisted, interviewed and appointed candidate by protected characteristic. It is discussed at the E&HR steering group, the Workforce Learning and Development Group and Staff Partnership Forum (SPF). Group Advancing Equality of Opportunity Service users We have a Social Inclusion workstream, with bimonthly meetings and actions. These include peer support, a and a volunteer to work scheme Service users We organised a National conference Hidden Desires, which focused on making improvements for LGBT people with learning disabilities. We have also held 2 follow-up meetings Service Users We have a Can I understand this? Group (an ALD service user group that edit documents and leaflets for use by ALD service users) Service Users The Bracton Centre has developed a series of arts projects, including winners in the annual Koestler awards Staff and service The Oxleas website has been Shaw trust tested this involves a series of tests and checks to ensure that the users website is accessible for people with a range of disabilities. The website also includes other equality information (stories, blogs) Staff and We have a service user-led filmworks group. The group has a suite of films and has produced films raising Service Users awareness of mental illness and BME communities Staff A BME Mentoring scheme has been running since Places have increased from 8 in 2008, to 16 in 2010 and 20 in 2012 and staff We have entered the Stonewall Workplace Equality Index for the last two years, and have improved our score every year. In 2012, we were ranked 221 (of 363 organisations who entered), and in 2013 we climbed 103 places to stand at 118 (of 376 organisations who entered). 10

11 1.3 Assessing Impact We have a form for use when developing or reviewing policies and another form for making changes to services. We are looking at ways that we can improve equality analysis sign-off at the Board. Part Two: Workforce Report The data in this report provides an annual overview of the workforce, with comparison against local population and previous years data. The data is presented as a powerpoint, to support discussion, and is discussed at the Equality and Human Rights Steering Group and the Workforce Learning and Development Group. The report is also discussed at the Trust Board. The 2013 Workforce Equality report covers activity over the period This is relevant for areas such as disciplinaries, grievances and training, where activities take place over a twelve month period. However, as the workforce is constantly changing as staff begin and leave their employment with Oxleas, the workforce dataset is drawn from a snapshot of the workforce on In order to ensure the anonymity of the data, any staff count under 10 has been labeled <10. Some datasets use percentages to show the relative distribution across the workforce, rather than using numbers. 2.1 Total Workforce: Key Summary Points The paragraphs below are the key summary points, which appear after each dataset and alongside the relevant data tables, graphs and charts. Total Workforce: Ethnic Origin In 2013, White - British continues to be the largest group (55.7%). This group has shown a small increase over the last five years. Black or Black British - African remains the second largest group (17.5%); these groups together make up 73% of the total workforce. White - British and Black or Black British - African have formed the two largest groups in the trust for the last five years. In pay band distribution across Ethnicity groups, the group White - British has significantly higher representation at bands 4, 8b, 8c, 9 and senior management/chair/neds. The other white groups White - Irish and White - Other also have higher representation at some senior level bands. Asian staff have higher representation in medical and consultant bands. The second largest group in the Trust, Black or Black British - African have higher representation at band 5, and lower representation at senior management levels (bands 8a plus). Looking at Ethnic Origin divided by profession, Administrative and Clerical have the highest numbers in the White - British category. The largest group amongst BME communities is N (Black or Black British - African), and this group has the highest numbers in Nursing, followed by Additional Clinical Services (mainly Healthcare Assistant roles). 11

12 Gender The Trust workforce in 2013 comprises 79% female and 21% male staff; the percentage of women has increased by 8% over the last 5 years, from 70% in 2009 to 79% in There has been very little change (0.25%) in the last two years. In payscale, women have proportionately higher representation at all bands, with the exception of bands 9, consultant, medical and senior management/ned/chair. Employee Category (gender) The data shows that in 2013, 33% of the workforce is part-time, and of these, 91% are female. The total number of part-time staff has increased from 28% in 2011 to 33% in This is likely to reflect the changing workforce between Disability In 2013, the Trust continues to have limited figures for staff with disabilities, with 55% of the workforce undefined. However, this has reduced year on year, from 80% in The number of staff who have a declared disability remained at 1% between , but this has increased to 3% in This may be in part due to recent work on disability, and also more information following the staff survey last year, which has markedly improved the data in the areas of disability, religion and sexual orientation. Age Trust-wide, the highest numbers of staff are in the age group, this is consistent with the last 2 years. The distribution of age groups across the trust has remained relatively constant over the last three years. For payscale, the largest numbers are in the age range in bands 5 and 6. Senior levels (8a+) reflect all but the youngest age groups, but the age group is particularly dominant in these bands. For the older age groups (55+), Nursing, and Admin and Clerical have the largest numbers; for the younger age groups, Additional Clinical Services (HCAs) have the highest numbers, with Nursing, Admin and Clerical and Allied Health Professionals sharing roughly equal numbers. Religion Trust-wide figures show that the data for religion is limited, with a large percentage (50%) recorded as undefined. This has reduced year on year from 62% since There has also been a reduction in the do not wish to disclose category, from 7% in 2011 to 3% in There has been little percentage change by religion, with a 6% increase in staff disclosing Christianity as their religion. Of the religions recorded across the workforce, Christianity is the largest religion (31% of the workforce). Atheism is the second largest group, constituting 4% of the workforce. This has been consistent over the last three years. Sexual Orientation The numbers of staff who have declared a lesbian, gay or bisexual identity has increased year on year, although the numbers of staff in the undefined category remains relatively high, at 40%. LGB staff made up 0.8% of the workforce in 2011, and make up 12

13 1.7% of the workforce in This number is well below the expected 6-8% of LGB people, but does show a steady year on year increase. By payscale and profession, there appear to be (small numbers of) LGB people at all payscales and in all professions, suggesting that there is no one area where LGB people are completely invisible. As ESR records are held confidentially, this does not give information about whether staff feel comfortable about coming out in their team or profession. A range of reasons are presented in the leavers and turnover data; the area that could indicate an area of concern for LGB staff incompatible working relations does not show any LGB staff leaving for this reason. 13

14 2.2 Total Workforce Data and Analysis Each table is followed by a chart showing the same data in a different format. The workforce total is divided by protected characteristics, one for each section of the report. A brief summary is provided at the end of each section, and this is also repeated at the beginning of the document. i) Ethnic Origin The following table shows Ethnic Origin across the workforce over the last 6 years, between Ethnic Origin 2008 (n) 2008 % 2009 (n) 2009 % 2010 (n) 2010 % 2011 (n) 2011 % 2012 (n) 2012 % 2013 Ethnic Origin Headcount Total (n) 2013 Total % 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 % Grand Total % 14

15 The following chart shows the total workforce (Ethnic Origin) comparison over the past 6 years, between 2008 and A White - British B White - Irish C Any Other White D White & Black Caribbean E White & Black African F White & Asian G Any other mixed background H Indian J Pakistani K Bangladeshi L Any other Asian background M Caribbean N African P Any other Black background R Chinese The following two tables show the same payscale data, divided into different formats, with the first showing the Ethnic Origin distribution across each band. The numbers are highlighted to show lower, higher or significantly higher representation. For example, 55.01% of staff in band 2 are White - British, and White - British staff make up 55.71% of the workforce (the figure at the bottom of the column) 15

16 Key: lower representation higher representation Significantly higher representation Grade A White - British B White - Irish C White - Any other White backgr ound D Mixed - White & Black Caribb ean E Mixed - White & Black African F Mixed - White & Asian G Mixed - Any other mixed backgrou nd H Asian or Asian British - Indian J Asian or Asian British - Pakistan i K Asian or Asian British - Banglad eshi L Asian or Asian British - Any other Asian backgrou nd M Black or Black British - Caribbea n N Black or Black British - African P Black or Black British - Any other Black backgrou nd % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% % 0.57% 2.87% 0.29% 0.57% 0.57% 0.29% 2.58% 0.29% 0.57% 3.72% 5.44% 19.48% 0.86% 1.15% 2.58% % 1.34% 4.02% 0.67% 0.45% 0.00% 0.67% 2.23% 0.22% 0.22% 1.34% 3.57% 13.62% 1.79% 0.45% 2.68% % 4.66% 2.12% 0.42% 0.00% 0.00% 0.42% 4.66% 0.00% 0.00% 0.85% 2.97% 3.81% 0.42% 0.00% 1.69% % 1.19% 2.38% 0.85% 1.02% 0.17% 0.51% 2.55% 0.00% 0.00% 3.23% 5.09% 35.82% 1.53% 0.51% 2.21% % 2.56% 3.92% 0.34% 0.34% 0.00% 1.02% 1.53% 0.17% 0.00% 3.75% 3.75% 23.34% 1.36% 2.39% 1.87% % 4.16% 7.27% 1.04% 0.00% 0.78% 0.52% 2.60% 0.52% 0.00% 1.56% 3.38% 9.87% 0.78% 1.56% 2.86% 8a 64.71% 6.86% 9.80% 0.49% 0.49% 0.49% 1.96% 1.96% 0.00% 0.49% 1.47% 1.47% 5.39% 0.49% 0.98% 2.45% 8b 78.46% 3.08% 7.69% 0.00% 0.00% 0.00% 0.00% 1.54% 0.00% 0.00% 0.00% 3.08% 3.08% 0.00% 1.54% 0.00% 8c 76.92% 1.92% 5.77% 0.00% 0.00% 0.00% 1.92% 1.92% 0.00% 0.00% 1.92% 1.92% 3.85% 0.00% 0.00% 1.92% 8d 63.16% 5.26% 21.05% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 5.26% 5.26% 0.00% 0.00% 0.00% 0.00% % 7.14% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% Consult ant 37.14% 2.86% 17.14% 0.00% 1.43% 0.00% 1.43% 8.57% 2.86% 1.43% 2.86% 0.00% 12.86% 0.00% 1.43% 2.86% Medica l 24.27% 0.00% 16.50% 0.00% 0.97% 0.00% 0.97% 15.53% 4.85% 0.00% 12.62% 0.00% 10.68% 1.94% 0.00% 4.85% Other 53.33% 1.67% 6.67% 0.00% 3.33% 0.00% 1.67% 5.00% 0.00% 0.00% 3.33% 10.00% 8.33% 0.00% 0.00% 5.00% Snr mgmt/ NEDs/ Chair 92.31% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 7.69% 0.00% 0.00% 0.00% Grand Total 55.71% 2.47% 5.10% 0.53% 0.53% 0.22% 0.75% 2.97% 0.38% 0.16% 2.82% 3.76% 17.68% 1.10% 1.03% 2.38% R Chinese S Any Other Ethnic Group Z Not State d 0.00 Grand Total % % 3.15 % % 2.23 % % 2.54 % % 2.04 % % 2.90 % % 1.30 % % 0.49 % % 1.54 % % 1.92 % % 0.00 % % 0.00 % % 7.14 % % 6.80 % % 1.67 % % 0.00 % % 2.41 % % The following table shows payband divided across the ethnic groups. For example, 37.35% of all Black or Black British - African staff are in pay band 5. The end column (Grand Total) shows the distribution of the pay bands; for example, 10.92% of the trust s total workforce are in band 2. 16

17 Key: lower representation higher representation Significantly higher representation Grade A White - British B White - Irish C White - Any other White backgro und D Mixed - White & Black Caribbe an E Mixed - White & Black African F Mixed - White & Asian G Mixed - Any other mixed backgro und H Asian or Asian British - Indian J Asian or Asian British - Pakistani K Asian or Asian British - Bangl adeshi L Asian or Asian British - Any other Asian backgro und M Black or Black British - Caribb ean N Black or Black British - African P Black or Black British - Any other Black backg round R Chine se S Any Other Ethnic Group Z Not Stated Grand Total % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.03% % 2.53% 6.13% 5.88% 11.76% 28.57% 4.17% 9.47% 8.33% % 14.44% % 12.04% 8.57% % % % % % 7.59% 11.04% 17.65% 11.76% 0.00% 12.50% 10.53% 8.33% % 6.67% % 10.80% % 6.06% % % % % 13.92% 3.07% 5.88% 0.00% 0.00% 4.17% 11.58% 0.00% 0.00% 2.22% 5.83% 1.59% 2.86% 0.00% 5.26% 7.79% 7.39% % 8.86% 8.59% 29.41% 35.29% 14.29% 12.50% 15.79% 0.00% 0.00% 21.11% % 37.35% % 9.09% % % % % 18.99% 14.11% 11.76% 11.76% 0.00% 25.00% 9.47% 8.33% 0.00% 24.44% % 24.25% % % % % % % 20.25% 17.18% 23.53% 0.00% 42.86% 8.33% 10.53% 16.67% 0.00% 6.67% % 6.73% 8.57% % % 6.49% % 8a % 17.72% 12.27% 5.88% 5.88% 14.29% 16.67% 4.21% 0.00% % 3.33% 2.50% 1.95% 2.86% 6.06% 6.58% 1.30% 6.38% 8b 2.87% 2.53% 3.07% 0.00% 0.00% 0.00% 0.00% 1.05% 0.00% 0.00% 0.00% 1.67% 0.35% 0.00% 3.03% 0.00% 1.30% 2.03% 8c 2.25% 1.27% 1.84% 0.00% 0.00% 0.00% 4.17% 1.05% 0.00% 0.00% 1.11% 0.83% 0.35% 0.00% 0.00% 1.32% 1.30% 1.63% 8d 0.67% 1.27% 2.45% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 1.11% 0.83% 0.00% 0.00% 0.00% 0.00% 0.00% 0.59% % 1.27% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.44% Consultant 1.46% 2.53% 7.36% 0.00% 5.88% 0.00% 4.17% 6.32% 16.67% % 2.22% 0.00% 1.59% 0.00% 3.03% 2.63% 6.49% 2.19% Medical 1.40% 0.00% 10.43% 0.00% 5.88% 0.00% 4.17% 16.84% 41.67% 0.00% 14.44% 0.00% 1.95% 5.71% 0.00% 6.58% 9.09% 3.22% Other 1.80% 1.27% 2.45% 0.00% 11.76% 0.00% 4.17% 3.16% 0.00% 0.00% 2.22% 5.00% 0.88% 0.00% 0.00% 3.95% 1.30% 1.88% SnrMgmt/NE Ds/Chair 0.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.18% 0.00% 0.00% 0.00% 0.00% 0.41% Grand Total % % % % % % % % % % % % % % % % % % 17

18 The following chart shows Ethnic Origin divided across the professional groups. Administrative and Clerical have the highest numbers in the White - British category (A), followed by Nursing and Midwifery Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Allied Health Professionals Estates and Ancillary Healthcare Scientists Medical and Dental Nursing and Midwifery Registered 0 A B C D E F G H J K L M N P R S The following chart shows Ethnic Origin across the workforce for BME groups (using the definition of BME as groups D-S without the groups A-C White- British, White - Irish and White - Other). The chart shows that the largest group is N Black or Black British- African, and this group has the highest numbers in Nursing, followed by Additional Clinical Services (HCA s). 18

19 Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Allied Health Professionals Estates and Ancillary Healthcare Scientists Medical and Dental Nursing and Midwifery Registered 0 D E F G H J K L M N P R S i) Total Workforce: Ethnic Origin In 2013, White- British continues to be the largest group (55.71%). This group has shown a small increase over the last five years. Black or Black British - African remains the second largest group (17.54%); these groups together make up 73% of the total workforce. The groups White - British and Black or Black British - African have formed the two largest groups for the last six years. The size of the workforce has nearly doubled from 1900 in 2008, to 3,195 in In pay band distribution across Ethnicity groups, the group White - British has significantly higher representation at bands 4, 8b, 8c, 9 and senior management/chair/neds. The other white groups - White - Irish and White - Other also have higher representation at some senior level bands. Asian staff (groups H-L) have higher representation in medical and consultant bands. The second largest group in the Trust, Black or Black British - African have higher representation at band 5, and lower representation at senior management levels (bands 8a plus). Looking at Ethnic Origin divided by profession, Administrative and Clerical have the highest numbers in the White British category. The largest group amongst BME communities is N (Black or Black British - African), and this group has the highest numbers in Nursing, followed by Additional Clinical Services (HCA s). 19

20 ii) Gender The following table (and the chart below showing a summary of the same data) shows the trustwide distribution of gender within the workforce between the years of The table shows that the percentage of women to men in the trust has increased over the last 5 years from 70% in 2009 to 79% in 2013 Gender Headcount 2009 (n) Headcount 2009 (%) Headcount 2010 (n) Headcount 2010 (%) Headcount 2011 (n) Headcount 2011 (%) Headcount 2012 (n) Headcount 2012 (%) Headcount 2013 (n) Headcount 2013 (%) Female % % % % % Male % % % % % Grand Total Pay Band distribution The table below shows the percentage distribution of male and female staff across the Trust. For example, 7.39% of the workforce are in band 4, and the proportion of men in this band is below this level, at 2.65%, whilst the proportion of women is above, at 8.66%. The chart also shows the change between 2012 and 2013, showing that changes are very small. The highest change for women is in band 7 (-0.92%) and for men, in medical (-2.24%) Key: higher representation 2012/13 % change Female 2012/13 % change Male Female % Male % Grand Total % 0.00% 0.03% % % 11.06% 10.92% 0.56% 0.67% % 8.41% 14.02% 0.24% -0.03% % 2.65% 7.39% -0.34% 0.42% % 15.63% 18.44% 0.32% 1.55% % 19.32% 18.37% -0.33% -1.02% % 12.54% 12.05% -0.92% 0.73% 20

21 8a 6.28% 6.78% 6.38% -0.02% -0.22% 8b 1.87% 2.65% 2.03% -0.27% -0.28% 8c 1.47% 2.21% 1.63% 0.13% 0.02% 8d 0.60% 0.59% 0.59% -0.03% 0.11% % 1.03% 0.44% 0.03% 0.09% Consultant 1.43% 5.01% 2.19% -0.09% 0.16% Medical 1.91% 8.11% 3.22% 0.15% -2.24% Other 1.71% 2.51% 1.88% 0.43% -0.42% Senior Management/NEDs/Chair 0.12% 1.47% 0.41% -0.01% -0.21% Grand Total % % % The following chart shows the pay band distribution across the Trust by gender. Bands 9, consultant and medical show the most equal gender balances, however these groups are not reflective of the higher proportion of women in the trust as a whole. There are higher proportions of women in all other groups, with the exception of senior management/ned/chair, which shows higher proportions of men Male Female a 8b 8c 8d 9 Consulta nt Medical Other Senior Manage ment/n The following chart shows gender and staff group, showing that there are higher numbers of men in Estates and Ancillary, and in Medical and Dental. 21

22 100% 80% 60% 40% 20% 0% Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Allied Health Professionals Estates and Ancillary Healthcare Scientists Medical and Dental Nursing and Midwifery Registered Students Male Female ii) Gender The Trust workforce in 2013 comprises 79% female and 21% male staff; the percentage of women has increased by 8% over the last 5 years, from 70% in 2009 to 79% in There has been very little change (0.25%) in the last two years. In payscale, women have proportionately higher representation at all bands, with the exception of bands 9, consultant, medical and senior management/ned/chair. iii) Employee Category (gender) The table below shows the number and percentage of full-time and part time staff across the Trust, also showing the number of female and male staff in each category. Employee Category 2011 Female 2011 Male 2011 Total 2012 Female 2012 Male 2012 Total 2013 Female 2013 Male 2013 Total Full Time 1232 (69%) 637 (90%) 564 (31%) 71 (10%) 1796 (72%) 709 (28%) 1589 (72%) 1030 (90%) 603 (28%) 113 (10%) 2192 (66%) 1143 (34%) 1567 (73%) 950 (91%) 583 (27%) Part Time Grand Total (9%) 2150 (67%) 67% of the workforce is full time Of these, 73% are women and 27% men 1045 (33%) 33% of the workforce is part time Of these, 91% are women and 9% are men iii) Employee Category (gender) The data shows that in 2013, 33% of the workforce are part-time, and of these, 91% are female. The total number of part-time staff has increased from 28% in 2011 to 33% in This is likely to reflect the changing workforce between

23 iv) Disability The table below shows the number of staff with disabilities in the workforce, also showing comparison against the last four years. Total 2009 Total 2010 Total 2011 Disabled 86 (2.69%) Yes 24 (1%) 27 (1%) 36 (1%) 48 (1%) No 364 (18%) 473 (23%) 586 (23%) 806 (24%) 1353 (42.35%) Undefined/Undeclared 1595 (80%) 1579 (76%) 1882 (75%) 2478 (74%) 1753 (54.87%) Grand Total The following chart shows the percentage distribution of disabled staff over the past 5 years in the trust. Total 2012 Total (%) 2010 (%) 2011 (%) 2012 (%) 2013 (%) yes no undefined iv) Disability In 2013, the Trust has limited figures for staff with disabilities, with 55% of the workforce undefined. This has, however, reduced year on year, from 80% in The number of staff who have a declared disability remained at 1% between , but this has increased to nearly 3% in This may be in part due to recent work on disability, but is also due to the staff survey in 2012, which has markedly improved the data in the areas of disability, religion and sexual orientation. 23

24 v) Age The table below shows the distribution of age across the Trust. The data shows that there are few people under 24 in the trust (constant over the last three years), but the number of people between has increased from 6.5% to 7% in The number of staff over the age of 65 has also increased over the last three years. Age Group (Trustwide) Total 2011 Total 2012 Total <10 (<10%) <10 (<10%) <10 (<10%) (2.24%) 72 (2.16%) 66 (2.07%) (6.51%) 239 (7.17%) 222 (6.95%) (10.42%) 333 (9.99%) 325 (10.17%) (12.50%) 397 (11.90%) 386 (12.08%) (15.46%) 493 (14.78%) 462 (14.46%) (17.61%) 576 (17.27%) 541 (16.93%) (16.05%) 558 (16.73%) 532 (16.65%) (11.82%) 395 (11.84%) 385 (12.05%) (5.67%) 202 (6.06%) 192 (6.01%) (1.36%) 57 (1.71%) 71 (2.22%) 70+ <10 (<10%) 11 (0.33) 12 (0.38%) Grand Total The following Chart of shows the age distribution (by percentage) across the Trust in % 16.00% 14.00% 12.00% 10.00% 8.00% 6.00% 4.00% 2.00% 0.00% 16.93% 16.65% 14.46% 12.08% 12.05% 10.17% 6.95% 6.01% 2.07% 2.22% 0.03% 0.38% Under

25 The following chart shows a comparison of Age (by number) across the trust between It shows the age groups are constant, with the highest numbers between the ages of 40 and % 15.00% 10.00% 5.00% 2011 (%) 2012 (%) 2013 (%) 0.00% The following chart shows the pay bands, with the age distribution shown in the columns. Bands 8d and 9 show a larger proportion of staff in the age brackets. There are more younger people in the pay bands where the age group (shown in red) is higher (note: the bar on the far right shows senior managers/neds/chair). 100% 80% 60% 40% 20% 0% under 20 The chart below shows the workforce, divided by age and profession. Nursing is the largest profession, at 34% of the workforce, followed by administrative and clerical at 22% and additional clinical services (support workers and HCAs) at 18%. The chart shows even distribution of nurses across the age range, with the highest numbers in the age groups. Admin and clerical 25

26 show the high proportions of people above the age of 40. Additional Clinical Services show a fairly constant distribution across all age groups under Students 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 Looking at the older age groups (55+), Nursing has the largest group of year olds, sharing roughly equal numbers of year olds with Admin and Clerical 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 Looking at the younger age groups, Additional Clinical Services (largely HCAs) have the highest number of people under 25, followed by Admin and Clerical. 26

27 Students under 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 v) Age Trust-wide, the highest numbers of staff are in the age group, this is consistent with the last 2 years. The distribution of age groups across the trust has remained relatively constant over the last three years. For payscale, the largest numbers are in the age range in bands 5 and 6. Senior levels (8a+) reflect all but the youngest age groups, but the age group is particularly dominant in these bands. For the older age groups (55+), Nursing and Admin and Clerical have the largest numbers; for the younger age groups, Additional Clinical Services (HCAs) have the highest numbers, with Nursing, Admin and Clerical and Allied Health Professionals sharing roughly equal numbers. vi) Religion/belief The following table shows the distribution of religious belief across the Trust between 2011 and The data shows that the highest proportion of staff are Christian, and this has been consistent over the last three years. The do not wish to disclose category has reduced from 7% in 2011 to 3% in 2013, and the undefined category has also decreased from 62% in 2011 to 50% in

28 Religious Belief (Trustwide) Christianity 614 (25%) 958 (29%) 990 (31%) Atheism 95 (4%) 146 (4%) 141 (4%) Hinduism 26 (1%) 41 (1%) 37 (1%) Islam 23 (1%) 44 (1%) 47 (1%) Sikhism 13 (0.52%) 16 (0.48%) 25 (0.78%) Buddhism 10 (0.4%) 14 (0.42%) 19 (0.59%) Judaism <10 <10 <10 Other 84 (3%) 142 (4%) 219 (7%) I do not wish to disclose my religion/belief 175 (7%) 175 (5%) 101 (3%) Undefined 1541 (62%) 1798 (54%) 1615 (50%) Grand Total The following chart shows the distribution of religion across the Trust in 2013 (n), showing Christianity as the largest religion Atheism Buddhism Christianity Hinduism Islam Judaism Other Sikhism The following chart shows the distribution of religion across the Trust, showing the percentage comparison of religion in Ocleas between 2010 and 2013 (n). 28

29 (%) 2011 (%) 2012 (%) 2013 (%) vi) Religion Trust-wide figures show that the data for religion is limited, with a large percentage (50%) recorded as undefined. This has, however, reduced year on year from 62% in There has also been a reduction in the do not wish to disclose category, from 7% in 2011 to 3% in There has been little percentage change by religion, with a 6% increase in staff disclosing Christianity as their religion. Of the religions recorded across the workforce, Christianity is the largest religion (31% of the workforce). Atheism is the second largest group, constituting 4% of the workforce. This has been consistent over the last three years. vii) Sexual Orientation The following table shows sexual orientation by number and percentage over the last three years. The table shows that the aggregate number of LGB people has increased from around 11 in 2011, to 45 in LGB people could be expected to form around 6-8% of the workforce, so the trust could be expected to employ around 240 LGB people. The number of people in the undefined category has decreased year on year from 62% in 2011 to 40% in Sexual Orientation (Trustwide) 2011 Total 2012 Total 2013 Total Heterosexual 872 (35%) 1349 (40%) 1743 (55%) Gay 11 (0.4%) 20 (0.6%) 28 (0.88%) Lesbian <10 (0.2%) <10 (0.2%) 17 (0.53%) Bisexual <10 (0.2%) <10 (0.2%) <10 (0.3%) I do not wish to disclose my 115 (3.60%) sexual orientation 72 (3%) 136 (4%) Undefined 1540 (62%) 1815 (54%) 1284 (40.19%) Grand Total