Dated: January 2013 Data Sources: Staff Demographics Workforce Planning and HR Systems Patient Demographics Patient Information Department Employment Relations Patient Advice & Liaison Service (PALS) Complaints Staff Survey 2011 & 2012 results Homerton Annual Report and Accounts 2011/12 Homerton National Maternity Survey 2011 Homerton Patient Survey Report 2011 Homerton National Cancer Survey Report 2011 Hackney population demographics - London Borough of Hackney Office for National Statistics Integrated Household Survey April 2011 March 2012 Office for National Statistics Census 2011 1
Table of Contents 1. Introduction... 1 2. Overview of Equalities Strategy... 2 3. Profile of Hackney and the Trust... 3 3.1. Profile of the Local Population... 3 3.2. Profile of the Trust Workforce... 3 4. Equality Demographics... 4 4.1. Gender Distribution... 4 4.2. Ethnicity Distribution... 4 4.3. Age Distribution... 5 4.4. Disability Distribution... 6 4.5. Religion/Belief Distribution... 7 4.6. Sexual Orientation Distribution... 8 4.7. Marital Status Distribution... 8 4.8. Pregnancy and Maternity Distribution... 9 4.9. Gender Reassignment Distribution... 10 5. Pay... 10 5.1. Pay by Gender... 10 5.2. Pay by Ethnicity... 11 5.3. Pay by Age Group... 12 6. Profession... 13 6.1. Profession by Gender... 13 6.2. Profession by Ethnicity... 14 6.3. Profession by Age Group... 15 7. Flexible Working... 16 7.1. Flexible Working by Gender... 16 7.2. Flexible Working by Ethnicity... 16 7.3. Flexible Working by Age Group... 17 7.4. Flexible Working by Religion/Belief... 17 8. Learning and Development... 18 8.1. Learning and Development by Gender... 18 8.2. Learning and Development by Ethnicity... 18 8.3. Learning and Development by Age Group... 19 8.4. Learning and Development by Religion/Belief... 19 9. Recruitment... 20 9.1. Recruitment by Gender... 20 9.2. Recruitment by Ethnicity... 21 9.3. Recruitment by Age Group... 22 9.4. Recruitment by Disability... 23 9.5. Recruitment by Religion/Belief... 23 9.6. Recruitment by Sexual Orientation... 24 10. Promotion... 25 10.1. Promotion by Gender... 25 10.2. Promotion by Ethnicity... 26 10.3. Promotion by Disability... 27 10.4. Promotion by Religion/Belief... 27 10.5. Promotion by Sexual Orientation... 28 11. Employee Relations... 29 11.1. Employee Relations by Gender... 29 11.2. Employee Relations by Ethnicity... 29 11.3. Employee Relations by Age Group... 30 11.4. Employee Relations by Marital Status... 30 11.5. Employee Relations by Other Protected Characteristics... 30 12. Staff Survey 2011... 31 13. Dealing with Disability... 32 14. Service Provision... 32 14.1. Patient Attendances by Gender... 33 14.2. Patient Attendances by Ethnicity... 34 14.3. Patient Attendances by Age Group... 36 14.4. Patient Attendances by Disability... 37
Table of Contents 14.5. Patient Attendances by Religion/Belief... 38 14.6. Patient Attendances by Marital Status... 39 15. Patient Advice & Liaison Service (PALS) Enquiries... 40 15.1. PALS Enquiries by Gender... 40 15.2. PALS Enquiries by Ethnicity... 41 15.3. PALS Enquiries by Age Group... 41 15.4. PALS Enquiries by Other Protected Characteristics... 41 16. Complaints... 42 16.1. Complaints by Gender... 42 16.2. Complaints by Ethnicity... 42 16.3. Complaints by Age Group... 43 16.4. Complaints by Other Protected Characteristics... 43 17. Patient Surveys... 43 17.1. Homerton National Maternity Survey 2011... 43 17.2. Homerton Patient Survey Report 2011... 43 17.3. Homerton National Cancer Survey Report 2011... 43 18. Equalities Targeted Service Developments... 44 19. Conclusions Service Priorities for Action... 48
1. Introduction This report presents a comprehensive profile of the Homerton University Hospital Foundation Trust s (the Trust s) staff and patients with regard to equality and diversity. This report focuses on the 9 protected characteristics under the Equalities Act 2010; age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race (this includes ethnic or national origins, colour or nationality), religion or belief (including lack of belief), sex and sexual orientation. The first half of this report describes the equalities information of staff and the second half relates to service users. The information is based upon data collected over the twelve month period from 1 st October 2011 to 30 th September 2012 and percentages have generally been rounded. Foundation Trust membership is based upon data from the Homerton Annual Report and Accounts 2011/12. The limitation with official census figures is that they are generally out of date by the time they are published. The data collection techniques (decennial Census and postal survey) tend to elicit a poor response in boroughs like Hackney and as a result Hackney s population may have been significantly under-enumerated. Demographic information is provided on a voluntary basis so there may be cases of staff identifying wrong data either deliberately or in error, and there will be others who do not wish to divulge the information in which case not stated is recorded. It should be noted that for Trust staff, because some elements of data were not submitted by the employee, a large percentage is recorded as undefined in our current Electronic Staff Records (ESR) system. However, the data has is requested of the employee but they can choose to decline giving the Trust this information. This proportion is particularly high in the areas of sexual orientation, religion or belief and disability with the result that it distorts reporting. At present the Trust s workforce data set does not contain any declarations of gender reassignment. The validity and reliability of equalities data is attributed to by: It not being collected historically for some staff/service users It not being imported from legacy system(s) Where it is being collected manually it may not be entered on the relevant information system(s) When the information is requested from the applicant/new hire/service user they exercise their right to not disclose the information and this is recorded as not stated. Work is being done on a national basis to ensure that appropriate changes are made to national systems (e.g. ESR and NHS Jobs) to ensure that information and data related to the nine protected characteristics is captured and configured in such a way to ensure data validity, reliability and ease of reporting for analysis. This work will also include reviewing the capturing and monitoring of data related to the workforce, patient and staff surveys. Please contact the Trust to obtain further copies of this report or to request a copy in the format or language you require: PALS & Health Information Manager Health Shop Homerton University Hospital NHS Foundation Trust Homerton Row London E mail: enquires@homerton.nhs.uk Telephone: 020 8510 5144 Patient Advice and Liaison service (PALS) 1
2. Overview of Equalities Strategy The Board Executive lead for equality and diversity is the Chief Nurse and Director of Governance. There is a working group in place to best manage and work towards the achievement of equality and diversity objectives across the Trust. The working group includes the Head of Healthcare Compliance, Quality Improvement Manager and Human Resources. In line with the Equalities Act 2012 the three aims of the general equality duty requires public authorities, in the exercise of their functions, to have due regard to the need to: 1. Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Act. 2. Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it. 3. Foster good relations between people who share a relevant protected characteristic and those who do not share it. By collecting and analysing equality information on employees and service users, the Trust can develop an understanding of the impact of its policies and practices on people with protected characteristics. The Trust will use this information to impact and improve health and wellbeing outcomes for people who use services and those who provide Trust services. Equality Objectives Information analysis and priorities for action from the Equalities Report 2011 informed the development of the objectives and the Trust consulted with the Council of Governors as representatives of public members and staff members along with senior clinical leaders and partner organisations. We chose our objectives by considering evidence from patient and public feedback, complaints and PALS enquiries, as well as national staff and patient surveys. We will establish a Governor-led equality and diversity group in order to lead and champion our programme of work related to equality and diversity o o o Establish the Equality and Diversity Group Lead and champion equality and diversity and in particular the most pressing issues for protected characteristic groups within the Trust workforce and community Facilitate the implementation of the NHS Equality Delivery System (EDS) framework We will foster an organisation which understands the cultural needs of our patients and staff through a series of activities including a cultural awareness campaign o o o Encourage an inclusive environment and culture of equality and diversity at the Trust Provide support for staff diversity groups Engaging with service users and the community in tackling prejudice and supporting diversity groups We will build on our work to ensure the needs of patients with learning disabilities are met when receiving healthcare promoting the MENCAP Getting it Right Charter for learning disabilities o We will host a MENCAP Road show that is designed and organised to meet the current needs of our hospital and staff. The Road show will launch the Getting it Right Charter (GIR), raise awareness amongst staff of GIR and cover the recommendations from the Health Ombudsman s report Six Lives (2009) 2
o o Continue to attend and work with Hackney Learning Disability Partnership Board on the Self- Assessment Framework the 4 top health targets that help identify how effective our systems are. Promote the Purple Book (PB) the Homerton patient or carer help health passport. We will participate in the MIND / Rethink mental illness time to change campaign to tackle stigma and discrimination by changing attitudes and behaviour towards mental health problems. o o o We will sign an organisation pledge and by doing this demonstrate an Organisational Commitment to the MIND/Rethink Anti-Discrimination Campaign Time to Change We will promote Time to Change anti stigma resources and activities for staff, patients, carers to inspire a culture where discrimination has no place. We will engage and work in partnership with other organisations enabling the local community to become involved in activities to combat stigma. 3. Profile of Hackney and the Trust 3.1. Profile of the Local Population The Trust is situated in the London Borough of Hackney. The Office for National Statistics Census 2011 reports Hackney s population to be around 246,300. Hackney s population is young, one in four people are less than 20 years old, and people moving into Hackney tend to be younger than people leaving Hackney. The population grew by 1 over the last year. Hackney s population is ethnically very diverse: 36.2% White British, 2. Irish, 11.4% Black African, 7.8% Black Caribbean, 3. Indian, 0.8% Pakistani, 2.5% Bangladeshi, 1.4% Chinese, 7.4% Charedi (Orthodox Jewish) and 6% Turkish. Hackney is home to one of the largest Charedi Orthodox Jewish communities in the world and has an increasing Eastern European population. 3.2. Profile of the Trust Workforce The Trust employed 3,339 individuals as at 30 th September 2012. This is a 2% increase from 3,279 individuals from October 2011. The Trust s workforce profile illustrates that gender is consistent with the previous year s percentages with 77% female staff and 23% male. Ethnicity within the workforce remains diverse with 45% of the workforce from a White background, 32% Black and 14% Asian. The workforce continues to be slightly older than the Hackney working age population. 3
4. Equality Demographics 4.1. Gender Distribution 10 5 London Borough of Hackney Residents and Homerton Foundation Trust Membership and Staff by Gender 77% 63% 50.4% 50.6% 49.6% 49.4% 34% 23% Female Male Hackney Residents Hackney Residents (Working Age) Trust Membership Trust Staff The gender split of the Hackney population is almost entirely equal with regards to female to male. The trust workforce however is significantly more female, with around 1 in 4 employees being male. This is typical in healthcare settings due to many health professionals, particularly nursing, being predominantly female. Foundation Trust membership is predominantly female with almost 1 in 3 members being male. 4.2. Ethnicity Distribution The majority of Hackney s population identify themselves as belonging to the White ethnic group (55%). The Black ethnic group, being the second most prevalent, makes up almost a quarter of the total population which represents an increase of 5% during the last year. The ethnicity of the Trust Membership is similar to that of the local population, although White and Black ethnic groups are underrepresented, it should be taken into account 34% have not stated their ethnicity. 8 6 4 2 9% 14% 8% London Borough of Hackney residents and Homerton Foundation Trust Membership and Staff by Ethnicity 32% 23% 18% 6% 0.4% 3% 3% 55% 45% 33% Asian Black Chinese Mixed White Any Other Ethnic Group 34% 5% 3% 3% 3% Not Stated / Undefined Hackney Trust Membership Trust Staff The Trust employs a higher proportion of staff from Black and Asian ethnic groups as compared to the local population, whereas those belonging to the White ethnic group are significantly lower. As seen in Section 9.2 Recruitment by Ethnicity whilst there are a larger proportion of job applications from Asian and Black ethnic minorities, the appointment rates more closely align to that of the local population. 4
4.3. Age Distribution The population in Hackney is relatively young compared to other London boroughs with one in four (25%) residents aged less than 20 years. Exactly half the population (5) is aged from 20 to 44 years and the residents aged 65 and above account for 7% of the population which is a decrease of 3% from last year s report. 35% 3 25% 2 15% 1 5% 2 16% 7% London Borough of Hackney residents and Homerton Foundation Trust Staff by Age Group 25% 32% 15% 27% 1 23% 6% 1 4% 3% < 16 16-25 26-35 36-45 46-55 56-65 66-74 75 + 0.03% Hackney Trust There are a smaller proportion of Trust employees in the 16 to 25 years age group as compared to Hackney residents, this can be attributed to the level of training and certification required for most posts within the hospital and community settings. The majority of staff are aged between 26 55 years, this is reflective of the Hackney population. The Trust s workforce contains 33 employees aged over 65 which represent 1.03% of the total workforce. Data on age is only held for 47% of the Trust membership so has not been included in the above analysis. 5
4.4. Disability Distribution The Office for National Statistics 2011 Census reports that 6. of Hackney s population is claiming Disability Living Allowance or Attendance Allowance. The data set for disability within the Trust membership database is limited, with 12% delineated as having existing problems. However, our current collection method does not confirm where these include any conditions which would be counted as a disability for the purposes of this report. 5 4 Disability Status of Trust Staff 34% 42% 3 2 22% 1 No Not Declared Undefined Yes 2% Disability data for the Trust s workforce has improved following the last report from 16% to 58% of staff. There are 57 (2%) of employees within the Trust who identify themselves as disabled. Although this data set can be improved further, the increase of staff stating they do not wish to disclose their disability status now accounts for 34% of staff, whereas last year only one person had this recorded on their file. 6
4.5. Religion/Belief Distribution Hackney is one of the most diverse boroughs in a truly global city and consequently has a highly multicultural population. Following is a breakdown of the various religions and beliefs of the local population and Trust Staff. London Borough of Hackney reisdents and Homerton Foundation Trust Staff by Religion / Belief 4 39% 3 28% 27% 29% 3 2 14% 1 5% 0.4% 4% 6% 0.8% 0.3% 0.3% 3% 1 Hackney Trust Staff The most prominent religious belief in Hackney continues to be Christianity at 39%, although this is a significant decrease from last year (47%). Islam at 14% and Judaism 6% are the other two most followed religions. Second to Christianity, 28% of Hackney has stated that they have no religion, an increase of 9% since last year s report. The Trust has improved its data set held for the religion and beliefs of its staff to 69% this is an increase of 3 from last year s report. Employees reporting themselves as Christian are in the majority at 27%. Other religions and beliefs are represented amongst staff, however, not in the same proportions as for the population of Hackney, besides which a large proportion (29%) of staff have declined to disclose their religion or belief. 7
4.6. Sexual Orientation Distribution There is no data available for sexual orientation at borough level. However, reviewing the data from the Office for National Statistics Integrated Household Survey April 2011 March 2012 for London as a while, illustrates that 90.7% of people are straight/heterosexual, 1.9% are gay/lesbian/bisexual, 0.6% are bisexual, 0.4% class themselves as other, 5.7% stated don t know/refused to say and the remaining 0.8% gave no response. This elucidates that 2.9% of London s population are non-heterosexual. 5 4 3 2 Sexual Orientation of Trust Staff 4 27% 3 1 0.2% 0.8% 0.6% Bisexual Gay Heterosexual Not Disclosed Lesbian Undefined Data for sexual orientation is currently held for 69% of the total workforce which is an increase of 36% on last year s report. However 27% have not stated their sexual orientation, therefore it is difficult to do a comparative analysis of the Trust s workforce to the expected population of gay, lesbian and bisexual residents in Hackney. 4.7. Marital Status Distribution The majority of staff are single (48%), closely followed by married (36%), with lower rates in other categories when compared with the Office for National Statistics Census 2011 data for Hackney, although marital status is still unknown for 1 of the Trust s employees. 8 6 4 2 58% 48% London Borough of Hackney residents and Homerton Foundation Trust Staff by Marital Status 36% 27% Single Civil Partnership Married Divorced / Legally Separated 11.7% 1 4% 4% Widowed Not Known Hackney Trust Staff 8
4.8. Pregnancy and Maternity Distribution A total of 211 women took maternity leave over the twelve month period covered by this report from a variety of ethnic backgrounds. The distribution somewhat aligns to that of the local maternity patient attendance at the hospital. However, workforce data is not collected in the same categorisations as for the main patient ethnic groups, for example, Eastern European and Jewish, therefore any statistics for these groups will be reflected within the other workforce ethnic groups. It should be noted that there are some groups such as the Orthodox Jewish community where very few women are in formal paid employment. 5 4 3 2 1 15% 14% Trust Employees on Maternity Leave as Compared to Maternity Patient Attendance by Ethnicity 3 25% 7% 6% 0.5% n/a n/a 2% 2% 5% Asian Black Chinese Eastern European 45% 29% Jewish Mixed Turkish White Other Ethnic Group 2% 4% 3% 5% Not Stated 2% Unknown Trust Employees on Maternity Leave Maternity Patient Attendance The percentage of Trust maternity services provided to 16 25 year olds has decreased dramatically from 23% last year to 16% this year, but has increased slightly for maternity leave taken by staff in this age group (4%). The vast majority of female employees took maternity leave aged over 25 years, this is consistent with the data at Section 4.3 Age Distribution where only 7% of staff are employed in the 16 25 years age group. The analysis shows that maternity leave is accessible to women across all age groups. 8 6 4 2 Trust Employees on Maternity Leave as Compared to Trust Maternity Patient Attendance by Age Group 4% 16% 69% 54% 16-25 26-35 36-45 46-55 27% 29% Trust Emlpoyees on Maternity Leave Maternity Patient Attendance 9
4.9. Gender Reassignment Distribution At present the Trust s workforce data set does not contain any declarations of gender reassignment. Monitoring the numbers of transsexual people is a very sensitive area and whilst there is a need to protect an individual s right to privacy, without gathering some form of evidence it may be difficult to monitor the impact of policies and procedures on transsexual people or employment patterns. The Gender Identity Research and Education Society estimates that the following percentages may apply among employees and service users, who may: be gender variant to some degree (); seek medical treatment for their condition at some stage (0.2%); be receiving such treatment already (0.025%); have already undergone transition (0.015%); have a Gender Recognition Certificate (0.005%); begin treatment during the year (0.003%). The number of who have sought treatment seems likely to continue growing at 1 per annum. It should be assumed that there may nearly equal numbers of people transitioning from male to female (trans women) and from female to male (trans men). 5. Pay This section describes pay by gender, ethnicity and age group. There are correlations between pay and professions (refer Section 6 Profession) which can further explain some of the following findings. 5.1. Pay by Gender When looking at salary bands for men and women, men continue to be better represented at higher rates of pay, with 21.5% earning over 46k as compared to 7.6% of women. Women are mostly employed within nursing and midwifery (38%) and administrative and clerical roles (2), which is attributed to their representation in the pay groups from from 16k to 25k and 26k to 35k. There are six executive director posts of which two directors are female, including the Chief Executive, and four directors are male. All posts at the trust are banded i.e. level of pay determined, through the nationally approved Agenda for Change job evaluation process to ensure fairness and equal pay. 5 Pay by Gender 4 3 2 1 < 16k 16-25k 26-35k 36-45k 46-55k 56-65k 66-75k 76-85k 86-95k 95+ Female 6.3% 38.8% 33.4% 14. 3.8% 0.4% 0.7% 1.6% 0.9% 0.2% Male 10.5% 26.4% 27.4% 14. 6.5% 1.3% 2.2% 5.6% 4.2% 1.7% Female Male 10
5.2. Pay by Ethnicity Analysis of salary bands by ethnicity shows that as a proportion of their ethnic group earning 46k or more, there are 24% of Chinese staff, and then Asian and White staff at 15%. A close relation between these figures and the professional groups by ethnicity at Section 6.2 can be seen. 10 9 8 0.2% 3% 5% 5% 15% 0.3% 0.4% 0.3% 3% 1 14% 7% 3% Pay by Ethnicity 2% 2% 2% 3% 2% 6% 2% 6% 3% 2% 6% 5% 1 13% 17% 7 33% 2 3 25% 95+ 6 5 35% 3 3 86-95k 76-85k 66-75k 56-65k 46-55k 4 3 2 28% 44% 34% 4 33% 38% 35% 36-45k 26-35k 16-25k < 16k 1 8% 8% 2 16% 5% 16% Asian Black Chinese Mixed White Any Other Ethnic Group 7% Not Stated 11
5.3. Pay by Age Group In respect of pay and age, all staff below 25 years of age earns less than 36k which would be expected as these are the early years of career development. The proportion of staff by age that earn 46k or more has changed slightly since last year; 26 to 35 3%, 36 to 45 17%, 46 to 55 16%, 56 to 65 15% and those aged 66 and older 6%. The age proportion appears to have levelled itself out. 10 9 16% 0. 0. 0.6% 0.4% 0.5% 1 Pay by Age Group 0.3% 2% 4% 5% 4% 3% 2% 3% 7% 7% 4% 6% 8 17% 18% 16% 2 7 38% 95+ 6 27% 86-95k 76-85k 5 64% 33% 28% 3 66-75k 56-65k 46-55k 4 36-45k 26-35k 16-25k 3 4 39% < 16k 2 28% 3 35% 1 2 8% 5% 6% 5% 6% 16-25 26-35 36-45 46-55 56-65 66+ 12
6. Profession It is useful to look at the professions of staff in the workforce as this to an extent explains differences in pay given that certain professions are remunerated more highly than others, medicine in particular. Below are the definitions for some of the group names: Add Prof Scientific and Technical - includes clinical psychologists, optometrists, pharmacists and technicians. Additional Clinical Services - includes healthcare assistants, healthcare support workers, medical laboratory assistants and phlebotomists. Allied Health Professionals - includes chiropodists, podiatrists, dieticians, occupational therapists, physiotherapists, radiographers and speech and language therapists. 6.1. Profession by Gender There is under and over representation of the sexes amongst professions. Women account for 77% of the workforce and are represented across most of the staff groups around or above that percentage. Notable exceptions however are seen within Healthcare Scientists and Medical and Dental staff groups where female staff represents just over half of employees. Since last year s report however, there has been increase of 2% of female staff within both staff groups. Men continue to represent the majority of the workforce form Estates and Ancillary at 93% which is expected as it is a predominantly male dominated industry, this is a 2% increase from last year. Staff Groups by Gender 10 9 8 7 3 2 27% 17% 43% 47% 1 8% 23% 6 5 4 3 2 69% 79% 73% 83% 93% 57% 53% 9 92% 77% 1 7% Female Male 13
6.2. Profession by Ethnicity Staff Group by Ethnicity 10 9 5% 3% 7% 2% 2% 3% 3% 4% 9% 5% 3% 2% 4% 3% 3% 4% 8 7 6 5 4 3 2 1 64% 2% 9% 18% 3 46% 3% 4% 0.3% 45% 32% 12% 14% 83% 2% 4% 7% 53% 7% 19% 12% 36% 29% 3 52% 4% 4% 5% 27% 3 45% 58% 3% 5 32% 33% 12% 14% Asian Black Chinese Mixed White Any Other Ethnic Group Not Stated The following observations from a comparison of staff groups in regard to ethnicity: Asian the highest representation is within Healthcare Scientists (3), followed by Medical and Dental (27%). The lowest representation is Students (nil) Black - the highest representation is in Nursing & Midwifery at more than half (5), closely followed by Additional Clinical Services (45%). The lowest representation is within Allied Health Professionals (4%) White the highest representation is in Allied Health Professionals (83%) then followed by Add Prof Scientific and Technic (64%). The lowest representation is Additional Clinical Services and Nursing and Midwifery Registered (both 3) These figures go some way to explaining the differences in pay explored at Section 5.2 Pay and Ethnicity in that certain ethnic groups are better represented in high / low salaried professions. 14
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 All Staff Equalities Report 2012 6.3. Profession by Age Group Age groups are reflected across most professional groups, with the exceptions of students where there are no staff aged 46 and above and within Estates and Ancillary and Healthcare Scientists where there are no staff aged 66 and above. The youngest age group of 16 25 year olds is now represented across all professional groups. Staff Groups by Age Group 10 9 8 7 4% 2% 14% 12% 18% 25% 3 0.3% 3% 9% 2 32% 16% 29% 0.5% 7% 1 1 17% 15% 23% 28% 6 5 4 28% 19% 27% 55% 3 24% 29% 32% 5 27% 3 2 45% 28% 28% 19% 22% 42% 22% 33% 32% 1 4% 8% 6% 1 18% 2% 9% 7% 5% 7% 16-25 26-35 36-45 46-55 56-65 66+ 15
7. Flexible Working Flexible working is measure in this section by the use of part time working arrangements. Opportunities for shift working, home working, term-time working, flexi-time, annualised hours, compressed hours and the ability to request off-duty are also of assistance to staff with caring responsibilities or who otherwise need to work flexibly, however this data is not reflected here. 7.1. Flexible Working by Gender The workforce comprises 2 part time staff which remains the same as last year, as does the 22% of female staff who work part time. Women traditionally take on more family or caring responsibilities and this may contribute to the need for a more flexible working pattern. The proportion of men working part time is 14%, a decrease of from last year. Flexible Working by Gender 10 22% 14% 2 5 78% 86% 8 Female Male Trust Full Time Part Time 7.2. Flexible Working by Ethnicity Part time working arrangements are adopted across all ethnic groups which indicate equality in the accessibility of flexible working arrangements. Flexible Working by Ethnicity 10 8 17% 17% 1 26% 22% 13% 26% 6 4 83% 83% 9 74% 78% 87% 74% 2 Asian Black Chinese Mixed White Any Other Ethnic Group Full Time Part Time Not Stated 16
7.3. Flexible Working by Age Group The smallest percentage of staff working part time is within the age group of 16 25 at 7%. Staff aged 66 years and over are most likely to work on a part time basis at 7 which is consistent with approaches for phasing into retirement or returning to work from retirement at reduced hours, although this is a significant decrease from 77% last year. Flexible Working by Age Group 10 8 7% 17% 24% 19% 24% 2 6 7 4 93% 83% 76% 8 76% 8 2 3 16-25 26-35 36-45 46-55 56-65 66+ All Staff Full Time Part Time 7.4. Flexible Working by Religion/Belief There is a representation of staff working on a part time basis across all belief. The data set for this section has increased significantly as it now contains 69% of staff across the total workforce. The highest proportion of part time staff is from the Judaism (4) and Buddhism (33%) groups, although there are small numbers of staff who fall into these groups so trends should be viewed with caution. Flexible Working by Religious Belief 10 8 1 33% 16% 8% 19% 4 22% 23% 22% 23% 2 6 4 2 89% 67% 84% 92% 8 6 78% 77% 78% 77% 8 Full Time Part Time 17
8. Learning and Development All staff receive training in equality and diversity as part of their induction. Equality is integrated in Human Resource training course available to managers and the People Management Programme which is aimed at staff who are either new to, or experiences in, supervising and managing others. The following statistics relate to all learning and development courses attended by staff. 8.1. Learning and Development by Gender As can be seen from the chart below, the percentage mix of male and female staff who have attended learning and development courses is a close match to the gender split of the workforce, although women are slightly over represented compared to the workforce. The reasons for this are unclear although it should be noted almost a third of the workforce are nurses with a higher load of madatory training requirements. 10 8 6 4 2 Learning and Development Courses Attended by Gender 8 77% 19% 23% Female Male Courses Attended Trust Staff 8.2. Learning and Development by Ethnicity The only ethnic group which is marginally over represented are those staff in the Black ethnic origin group by 2%, all other ethnicities are slightly less or the same proportion of their representation in the workforce. The greater provision of learning within the Black ethnic group could be attributed to Black ethnic origin staff representing more than half (5) or Nursing and Midwifery who have a higher load of mandatory training requirements. Learning and Development Courses Attended by Ethnic Origin 5 4 3 2 1 44% 45% 34% 32% 13% 14% 2% 3% 3% 3% 2% 3% Asian Black Chinese Mixed White Any Other Not Stated Ethnic Group Courses Attended Trust Staff 18
8.3. Learning and Development by Age Group The age group of those booking courses very much aligns to the proportions within the workforce, but those in the younger age groups of 16 25 and 26 35 are marginally over represented which may be due to the greater need for training during the early years of career development. 4 3 2 Learning and Development Courses Attended by Age Group 34% 32% 26% 27% 23% 2 1 1 7% 8% 1 16-25 26-35 36-45 46-55 56-65 66+ Courses Attended Trust Staff 8.4. Learning and Development by Religion/Belief Staff from all religions and beliefs have attended learning and development courses at ratios relatively reflective of the Trust workforce, although there is an 8% over representation of those who follow Christianity. However is should be noted that the highest proportion of Christian staff (42%) are found within Nursing and Midwifery. 5 Learning and Development Courses Attended by Religious Belief 4 3 2 35% 27% 29% 3 24% 23% 1 7% 5% 0.4% 0.4% 4% 4% 0.3% 0.3% 4% 3% 0.3% Courses Attended Trust Staff 19
9. Recruitment Recruitment data is collected and collated at three different stages of the application process by the NHS Jobs website; the application stage, the shortlisting stage and finally the appointment stage. The recruitment data is sourced entirely from NHS Jobs and is reported on by gender, ethnicity, age group, disability, religion/belief and sexual orientation. The recruitment data over the twelve month period consists of 22,636 applications for positions at the Trust, of which 595 (2.6%) were appointed. With such a substantial data set of information this is one of the most significant sources of equalities data available. The data shows a consistency of recruitment activity across the protected characteristic groups which is positive and does not indicate that any particular sections of the community are notably disadvantaged in employment at the Trust. However it is recommended that staff data held for disability, religion/belief and sexual orientation are improved so that more meaningful analysis can be undertaken and appropriate recruitment strategies and processes put in place as required. 9.1. Recruitment by Gender 10 Recruitment by Gender 0. 0.2% 0.2% 9 8 7 6 67% 78% 84% 5 4 3 2 1 33% 2 16% Applicants Shortlisted Appointed Male Female Undisclosed The graph above illustrates that the majority of applications for jobs at the Trust are from women, also that women are more likely to be shortlisted and then appointed as compared to male applicants. The trend reflects an increasing feminisation of the workforce where 77% of the Trust workforce are women (refer Section 4.1 Gender Distribution) and 84% of all appointments are female candidates. 20
9.2. Recruitment by Ethnicity The applications for employment are not representative of the local community s ethnicity. The applications for employment of Asian (28%) and Black (36%) ethnic minorities are over represented at application stage and the White ethnic population, which constitutes the major part of the local population (54.7%), has a proportionally low percentage of applicants (3). 10 9 5% Recruitment by Ethnicity 3% 2% 2% 2% 3% 4% 3% 2% 8 7 55% 45% 3 4 54% 6 4% 5 4 3 6% 3% 32% 3 3% 36% 3% 0.2% 25% 2 23% 1 28% 9% 14% 14% 14% Hackney Residents Trust Staff Applicants Shortlisted Appointed Asian Black Chinese Mixed White Any Other Ethnic Group Not Stated Of those candidates which are shortlisted, 36% are from the Black ethnic group and 14% are from an Asian background. The figures for those appointed show a somewhat different picture in that the percentages more closely reflect that of the Hackney population. The trends from the data could potentially be related to a wide range of multifaceted issues prevalent in the wider society such as where people have been educated, qualifications gained, language issues, etc. 21
9.3. Recruitment by Age Group Applicants to the Trust are predominantly from the 25 to 34 years age bracket (46%), followed by 35 44 age group (2) and up to 24 (2), this aligns to the age range of most working people locally. There were 45 applications from the 65+ age group which is consistent with retirement trends, although this is an increase from last year s report which showed there were no applicants ages 65+. 5 Age of Applicants Compared to Hackney Population and Trust Workforce 46% 4 3 2 1 33% 3 27% 24% 2 2 2 16% 14% 1 12% 8% 9% 4% 2% 0. 16-24 25-34 35-44 45-54 55-64 65+ Hackney (Working age) Trust Workforce Trust Applications The graph below indicates the consistency through the three stages of recruitment amongst the age groups; it is difficult to find any discernible trends of age groups that are more likely to be appointed. The data set s trends are more proportional than last year s report illustrated. Recruitment by Age Group 35% 3 25% 2 15% 1 5% Age Under 20 Age 20-24 Age 25-29 Age 30-34 Age 35-39 Age 40-44 Age 45-49 Age 50-54 Age 55-59 Age 60-64 Age 65-69 Age 70+ Applicants Shortlisted Appointed 22
9.4. Recruitment by Disability There is a low representation of applicants who identify themselves as disabled (2.7%) and as candidates move through the selection process there is a minor increase in those who are appointed who are classed as disabled (3.). 10 Recruitment by Disability 0.6% 0.9% 2. 5 97% 95% 95% 2.7% 3.6% 3. Applicants Disabled Shortlisted Not Disabled Not Disclosed Appointed Although the data set for disability data for the Trust s workforce has improved further work is still required to increase the information available from employees as disability status data represents 58% of the workforce of which 34% have declined to declare their disability. This presents a partial picture of whether the organisation is effectively attracting people from this section of society for employment. 9.5. Recruitment by Religion/Belief As we now have access to a larger proportion of staff data regarding religious belief, as opposed to last year s report, in the below graph the Trust data has been included, although it should be considered the Trust still holds data for only 69% of staff as detailed in Section 4.5 Religion/Belief Distribution. Recruitment by Religious Belief 8 6 4 2 Hackney Trust Application Shortlist Appointment The percentage of appointments by religion/belief closely matches that of the local community with the exception of Judaism which is largely under represented compared with the Hackney population and atheism/no religion is also underrepresented. This disparity may be due to a number of reasons, for example, some cultures or religions are not as positive about women working than others. For applicants who are Hindu or Islamic there is a downward trend in the percentages at each stage of the recruitment process, whilst for Atheists, Other and Undisclosed groups there is an upwards positive trend across the stages. For other faiths the percentage at the application stage remains similar to the appointment stage. 23
9.6. Recruitment by Sexual Orientation Sexual orientation data is requested at the application stage but it is not compulsory, which explains why 8. of applicants did not disclose their sexual orientation. In Section 4.6 Sexual Orientation Distribution we have data that informs us in London 90.7% of people are heterosexual and 1.9% identify as gay/ lesbian / bisexual and 0.6% as bisexual. 10 Recruitment by Sexual Orientation 8 6 4 2 Application Shortlist Appointment Lesbian Gay Bisexual Heterosexual Undisclosed The chart above shows consistency across the recruitment process for candidates from sexual orientation groups. 9 of applicants state their sexuality as heterosexual and a total of 2.3% of applicants stated their sexuality as gay, lesbian or bisexual. This is very reflective of the sexual orientation data for London. Whilst there is a small increase in the appointment of people identifying as non-heterosexual, the sample size is relatively small, so no meaningful conclusions cannot be drawn. Shortlisting and Appointment by Sexual Orientation 35% 3 25% 2 15% 31.2% 27% 20.8% 24% 16% 16% 14% 14% 14% 17% 1 5% Shortlisted Appointed Lesbian Gay Bisexual Heterosexual Undisclosed The above chart shows the percentage of applicants that were shortlisted and the percentage of those shortlisted who were eventually appointed. Represented in this way the data shows that a higher percentage of those identifying as lesbian were successfully appointed to the Trust. Again, as there is such a small percentage of candidates in non-heterosexual groups no meaningful conclusions can be drawn. 24
10. Promotion There were a total of 93 promotions during the twelve month period. Accordingly, the relatively small size of data should be considered when interpreting the analysis and results. 10.1. Promotion by Gender The chart below illustrates that marginally higher than 1 in every 4 promotions are male, which closely aligns to that of the employee distribution of gender (refer Section 4.1 Gender Distribution). Promotions by Gender Male, 27% Female, 73% The chart below shows the percentage of male staff who were promoted alongside the percentage of female staff that were promoted. A slightly higher proportion of men were promoted than women; 3.2% of all male staff have been promoted against 2.7% of women. This illustrates that both genders have the equal opportunity for promotion. 4. Percentage of Promotions as Compared to Gender Emlpoyee Group 3.5% 3. 2.5% 2. 1.5% 1. 0.5% 0. 2.7% Female 3.2% Male 25
10.2. Promotion by Ethnicity 6 5 Promotions by Ethnicity 47% 4 3 28% 2 1 14% Asian Black Chinese Mixed White Any Other Ethnic Group 6% 3% Not Stated / Unidentified The chart above shows that the employees in the White ethnic group (47%) were almost twice as likely to be promoted compared to other ethnic groups, Black ethnic group (28%) is a larger increase than 2011 (13%) and Asian ethnic group has decreased to 14%. 7% 6% Percentage of Promotions as Compared to Ethnic Employee Group 6% 5% 4% 3% 3% 2% 3% 3% 2% Asian Black Chinese Mixed White Any Other Ethnic Group Not Stated Promotions within the White (3%) and Black (2%) ethnic groups are relatively low as they represent the largest ethnic groups at the Trust. Percentages for the Any Other Ethnic Group (6%) are high due to the relatively small numbers of staff categorised within these groups. 26
10.3. Promotion by Disability The increase in the information available for disabilities across the workforce illustrates that 4% of staff promoted are categorised as disabled which is a reasonably high proportion when we consider only 2% of all Trust employees are declared disabled. 10.4. Promotion by Religion/Belief A total of 86%, increased by 7% over last year, of promoted staff have data recorded for their religion/belief, with the majority categorising themselves within Christianity (47%). Last reporting period no staff within the Sikhism group were promoted, however this year of those promoted are Sikh. 5 4 47% Promotion by Religious Belief 3 2 1 8% 2% 5% 3% 19% 14% The graph below demonstrates that promotion rates as compared to employee s own religion/belief group. There is a higher percentage of promotion amongst Sikh staff (1) due to the relatively small numbers of staff within this group. There is consistancy across the number of staff promoted as compared to employee s from their own religion/belief group. 12% Percentage of Promotions as Compared to Religious Belief Employee Group 1 1 8% 6% 4% 2% 5% 5% 5% 4% 3% 2% 27
10.5. Promotion by Sexual Orientation A total of 86% of promoted staff have data recorded for their sexual orientation with the majority identifying as heterosexual (69%) 8 7 Promotions by Sexual Orientation 69% 6 5 4 3 2 1 16% 14% Bisexual Gay Heterosexual Not Disclosed Lesbian Undefined Data on sexual orientation is held for 69% of the workforce, so trends should be treated with caution. No staff identifying as bisexual or gay were promoted. When the promotions are compared to employees within their own sexual orientation group, staff identifying as lesbian have the highest percentage (5.3%) and heterosexual staff are at 4.8%. 6% 5% Percentage of Promotions as Compared to Sexual Orientation Employee Group 5% 5% 4% 3% 2% 2% Bisexual Gay Heterosexual Not Disclosed Lesbian Undefined 28
11. Employee Relations The Trust has used Excel spread sheets to record, monitor and track all employee relations cases sorted by different directorates since August 2007. Although the information recorded is useful in supporting managers and workforce to track and monitor cases, work continues to ensure that employee relations activity is recorded on ESR therefore providing a more consistent platform from which to report. The following shows employee relations activity for twelve months from October 2011 to September 2012. However, considering that there are 21 cases resulting in formal sanctions, it is difficult to draw effective conclusions form this relatively small sample of data. 11.1. Employee Relations by Gender The chart below shows the gender of all the individuals who were at some level of employee relations activity and more women are involved than men. The proportion of women to men in the workforce as a whole is 1 to 4, women therefore are over represented. Employee Relations by Gender 25 20 15 10 5 0 Grievances Bullying and Harassment Formal Sanctions Dismissals Female Male 11.2. Employee Relations by Ethnicity Looking at the chart below, we can see staff from the Black ethnic group are disproportionally involved in employee relations cases, particularly dismissals, in which 7 out of the 8 employees were from the Black ethnic group. However, the overall numbers are so small relative to the size of the workforce that this cannot be considered to be significant. 25 20 15 10 5 Employee Relations by Ethnicity 0 Grievances Bullying and Harassment Formal Sanctions Dismissals Asian Black Mixed White Any Other Ethnic Group 29
11.3. Employee Relations by Age Group There is a spread of employee relations activity across age groups. 25 Employee Relations by Age Group 20 15 10 5 0 Grievances Bullying and Harassment Formal Sanctions Dismissals 16-25 26-35 36-45 46-55 56-65 11.4. Employee Relations by Marital Status There is a spread of employee relations activity across marital status groups. 25 Employee Relations by Marital Status 20 15 10 5 0 Grievances Bullying and Harassment Formal Sanctions Dismissals Single Married Divorced Widowed Not Disclosed 11.5. Employee Relations by Other Protected Characteristics Unfortunately, due to the general completeness of staff demographic data referenced earlier for the other protected characteristics in this report and the small sample size of employee relations activity, the provision of any analysis of employee relations activity based on other protected characteristic groups is not possible in any meaningful or reliable way. 30
12. Staff Survey 2011 The most recent Staff Survey 2012 report is presently being compiled, however we do that there was a response rate of 45. (838 surveys were issued and 378 surveys were returned). A total of 331 Homerton employees took part in the Staff Survey 2011 which was a response rate of 41.6%, initially 795 surveys were issued. This represents 8% less than the average for acute trusts in England. There were three themed questions around equality and diversity with the results summarised in the table below: Staff having equality and Staff believing the Staff experiencing diversity employer provides equal discrimination at Surveys training in last opportunities for career work in the last 12 Employer Returned 12 months progression or promotion months Homerton 41.6% 26.3% 91. 8. National Average 49.6% 47.3% 92. 11. In terms of equality and diversity training the Trust scored significantly lower than the national average, however we are consistent with the national average for equal opportunities for career progression and promotion. With regards to staff experiencing discrimination at work we scored better than the national average by 3%. In answer to the question Does your Trust act fairly with regard to career progression/promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age?, 58.6% answered Yes which is 3. higher than the national average, 8.5% answered no, 32. answered Don t Know and the remaining did not answer. In answer to the question In the last 12 months have you personally experienced discrimination at work from patients / service users, their relatives or other members of the public?, 12.4% answered Yes which is almost double the national average, this could be large in part due to the wide diversity of both the staff and residents in the local area which creates a higher likelihood of discrimination. 84.9% answered No which is still the vast majority of staff, 2.7% did not answer the question. In answer to the question In the last 12 months have you personally experienced discrimination at work from a manager / team leader or other colleagues?, 10.9% answered Yes, which is close to the national average (9.6%), 85.8% said No and 3.3% did not answer the question. Staff Survey 2012 A total of 378 Homerton employees took part in the Staff Survey 2012 which was a response rate of 45., initially 850 surveys were issued. This presents only 0.5% less than the average response rate for acute trusts in England. There were three themed questions around equality and diversity with the results summarised in the table below: Staff having equality and Staff believing the Staff experiencing diversity employer provides equal discrimination at Surveys training in last opportunities for career work in the last 12 Employer Returned 12 months progression or promotion months Homerton 45. 49.7% 60. 9.8% National Average 45.6% 56.5% 55.9% 8.5% 31
In terms of equality and diversity training, the Trust scored lower than the national average, however we are higher than the national average with regards to equal opportunities for career progression and promotion. In terms of staff experiencing discrimination at work we scored slightly higher than the national average by 1.3%. In answer to the question Does your Trust act fairly with regard to career progression/promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age?, 60. answered Yes which is 4.2% higher than the national average, 9.5% answered no, 27.8% answered Don t Know and the remaining 2.6% did not answer. In answer to the question In the last 12 months have you personally experienced discrimination at work from patients / service users, their relatives or other members of the public?, 9.5% answered Yes which is higher than the national average, this could be large in part due to the wide diversity of both the staff and residents in the local area which creates a higher likelihood of discrimination. 87. answered No which is still the vast majority of staff, 3.4% did not answer the question. In answer to the question In the last 12 months have you personally experienced discrimination at work from a manager / team leader or other colleagues?, 9.8% answered Yes, which is close to the national average (8.5%), 85.7% said No and 4.5% did not answer the question. 13. Dealing with Disability The Trust endeavours in every aspect of service and employment to be as inclusive as possible of disabled individuals. As a result it has achieved two ticks status. There are many adjustments within the environment of the hospital and community especially to cater to the varying needs to different disabilities. As an employer especially, the Trust tries to make as many adjustments to allow disabled individuals to be employed by the Trust and be able to carry out their job and duties to the best of their abilities. Issues of access, supportive equipment within the workplace, flexible working hours, training methods and timescales are all individually tailored to best meet the needs of the disabled individual. Even though the Trust has worked hard to be an inclusive employer, the disability data collected and available in terms of the workforce is of poor quality. This is a problem experienced by many comparable NHS organisations but greatly hinders the chances of any improvements the Trust might be able to achieve in this field as it is unable to fully gauge the needs of its staff. Since last year s report the proportion of staff who have declared their disability status has vastly improved from 16% to 58%. ESR now tells us that 2% of our staff have declared as disabled, although it should be noted there is a high proportion of staff who have declined to state whether or not they are disabled which means there may be a greater amount of disabled staff than reported. Local demographic data would indicate a higher proportion would be expected in the Trust workforce. Historically there have been issues regarding how disability data is captured and through the use of electronic recruitment more robust information continues to be captured in particular for our new employees. The results of the Homerton 2011 Staff Survey of the 378 respondents 12.7% of staff indicated they had a long-standing illness, health problem or disability. Collecting disability data is not an easy task and many issues need to be considered. The Trust holds the Positive about Disabled People symbol following assessment by the Disability Employment Advisers, which relates to the employment of staff with disabilities. 14. Service Provision The population of Hackney is extremely diverse and this is reflected in attendances at the hospital and the provision of community health services. The Trust prioritises the provision of culturally sensitive services suited to the individual needs of patients. 32