Title slideEquality And Diversity Monitoringas at 31-March-2011

Report to the Board

2

This report is designed to give an insight into the Trust’s Equality and Diversity profile As At 31 March 2011.

The report will cover 6 protected characteristics of equality: Age Religion and Belief Disability Gender Ethnicity Sexual Orientation

(other comparators have been used to highlight trends i.e. pay and working patterns)

Page 4 - The Trust appears more diverse than the immediate local areas, and less diverse than the whole of England with the exception of the Asian minority group. However it should be noted that the locality data available is from mid 2009 and may not be a true reflection of the population today.Ethnic groups account for:

• Trust 9.6% of total workforce – page 5• Staff survey data 7.68% of respondents - page 6• St Edmundsbury7% of Total, EOE 10% of Total, England Population 13% of Total (data available 2009)– page 8

Page 6 - 2010 Staff Survey - The Trust improved it E&D training from 22% to 38%. In addition the trust is in the 20 % of acute trusts for providing equal opportunities for career progression and not experiencing discriminination at work.

Page 7 - Whilst the White British group make up 90% of the staff overall, this is not necessarily reflected within staff groups (page 5)e.g. – • Admin and Clerical has a greater proportion (96%) than overall• Medical & Dental has a lesser proportion (53%) than overall

Pages 8 – 11 Recruitment data – The number of appointments split between white groups and minority groups roughly reflects the Trusts ethnicity split (p5) however, the proportion of minority groups at applicant, shortlist and appointment drops dramatically throughout the process. An action plan has been agreed (p 12) to investigate the recruitment processes.

Page 18 - 19 Pay by gender – split roughly reflects the male/female ratio of the Trust with the exception of band 8c where the trend is reversed, with 70% male to 30% female. Pay by ethnicity – interestingly there appears to be no disclosed minority groups in Bands 4, 8b, 8c and 8d.

Page 23- 80 % of the Trust's workforce is female, with the majority of these working in Nursing, Admin and Healthcare Support posts. Males make up the majority in the medical & dental posts. Only 14% of admin & management staff are male however 63% of senior managers are male.(band 8 and above)

The Trusts Executive Directors are predominantly female, whilst the Non Executive Directors are predominantly Male pages 25 - 26 - The Trusts average age is 43,

• over half of the workforce of the workforce fall within the 36 – 55 age bracket. • Of the over fifties, over half are already over 55.• There are 185 employees over 60, with 3 of these over 70

Summary

2.Ethnicity

4

Population - Ethnicity %

The chart above compares the overall Ethnic profiles for the Trust, St Edmundsbury, Suffolk, East of England and England

The Trust consistently appears more diverse than the immediate local areas, however slightly less diverse than the whole of England with the exception of the Asian groups.

Source: ONS (2009)and WSNHS Trust Diversity Statistics (2011)

5

Trust - Ethnicity %

The chart shows the Ethnicity% breakdown for the Trust

•White groups make up nearly 89% of the workforce

•Other Ethnic groups make up 9.6% of the workforce

•1.6% have Not stated their ethnicity

Source: WSNHS Trust Diversity Statistics (2011)

6

Staff Survey Monitoring

Of the employees responding to the Staff Survey:

92% where from White groups and

8% where from Minority Groups, which is comparable to the original sample

7

Ethnicity Breakdown by Staff Group

Source: WSNHS Trust Diversity Statistics (2011)

Admin and Management has the largest proportion (96%)of White groups whilst Medical and Dental has the smallest (53%)proportion.

8

Breakdown – Ethnic Groups %

Source: ONS Local Authority Resident Population Estimates (Ethnicity 2009,); WSNHS Trust Diversity Statistics (2011)

9

Recruitment, Applicants - Ethnicity

Source: NHS Jobs WSH Ethnicity statistics applicants (2011)

 white

groupsminority groups

Total% Minority

groups% White Groups

Applicants 5848 3176 9024 35.20% 64.80%

“NHS jobs” – the recruitment tool uses some slightly different staff groups to the NHS Electronic Staff Record (ESR) however these groups do fit into the ESR Staff groups as above

10

Recruitment, Shortlisted Applicants - Ethnicity

Source: NHS Jobs WSH Ethnicity statistics(2011)

 white

groupsminority groups

Total% Minority

groups% White Groups

Shortlisted 1965 442 2407 18.36% 81.64%

11

Recruitment, Appointed Applicants- Ethnicity

Source: NHS Jobs WSH Ethnicity statistics (2011)

  white groups minority groups Total % Minority groups % White Groups

Appointed 428 47 475 9.89% 90.11%

12

Recruitment Action plan

The 2010 equality report highlighted a potential challenge with the recruitment process from advert to offer, whereby the minority group applicants seemed disproportionate in comparison to the minority groups actually appointed.

The Board of directors asked the Executive Director of Workforce & Communications to engage an independent consultant to investigate the Trusts’ recruitment processes to ensure:•The process is as free of unlawful discrimination on racial grounds as is reasonably practicable•To make a judgement as to whether the operation of the process by Trust Managers is free from any bias on racial grounds

The approach and estimated dates for completion is set out below:Week Start date Finish date Action

1 16/05/2011 20/05/2011 Produce outline approach and project planReview of best practice process and ethnic monitoring

Arrange meeting with recruitment team2 23/05/2011 27/05/2011 Meeting with recruitment team to discuss processes

Identify 18 jobs from the different occupational groups to review

Obtain log on to NHS Jobs and review the selected jobs on line

3 31/05/2011 03/06/2011 Update meeting with DNReview paper files on site Provide copies of recruitment processesRevise project plan

4 06/06/2011 10/06/2011 Identify up to two ethnic minority candidates from the selected jobs who failed to progress at short listing and interview stages, and review the panel decisions based on the person specification. Record and analyse.

5 13/06/2011 17/06/2011 Obtain paper work for ongoing and facilities vacancies

Complete reviews (if all documentation available) Equal opportunities report to Trust board – provide any feedback relevant to the project

6 20/06/2011 24/06/2011 Review training processes

7 27/06/2011 01/07/2011 Finalise sample reviews

8 04/07/2011 08/07/2011 Draft board report with a view on whether the short listing and interview process is as free of unlawful discrimination on grounds of race as is reasonably practicable, and on whether the operation of the process by Trust managers is free from bias, based on the 18 cases reviewed. Make initial recommendations to improve current process or practice based on findings with action plan and RAG indicators.

Review findings and implications9 11/07/2011 15/07/2011 Finalise board report

10 18/07/2011 22/07/2011 Deadline for submission of Trust board papers

11 25/07/2011 29/07/2011 Trust board meeting – any preparation and feedback

13

Recruitment - Ethnicity breakdown

Whilst 35% of applicants are from minority groups,18% are interviewed and only 10% are appointed. This has improved since last year when 30% of applicants were from minority groups,14% were interviewed and 8% were appointed.

Source: WSNHS Trust Diversity Statistics (2011)

3.Disability Religion and belief Sexual Orientation

15

Disability Monitoring

Sources: ONS Local Authority Resident Population Estimates (Disability 2007); WSNHS Trust Diversity Statistics (2011)

* Note definition of disability for Local Authority statistics = "people claiming incapacity benefit or severe disablement allowance"

Limited benchmarking data is available on the number

of people who “believe they have a disability”

Locality information is based on “people claiming

incapacity benefit or severe disablement allowance”

Trust information is based on employees who have

declared they have a disability and roughly reflects

locality data

16

Religion & Belief, Sexual orientation

There is no benchmarking data for these groups,

however as part of the public sector duty the

Trust has an obligation to ensure there is no

discrimination on these grounds

Source: WSNHS Trust Diversity Statistics (2011)

4. Pay equality

18

Pay by Gender

Pay by gender – split reflects the male/female ratio of the Trust with the exception of band 8c where the trend is reversed, 70% male to 30% female

Source: WSNHS Trust Diversity Statistics (2011)

19

Ethnicity by Pay

Source: WSNHS Trust Diversity Statistics (2011)

The chart on the left shows the split between white groups and Minority groups, the chart on the right shows the breakdown of minority groups only. There are no disclosed minority groups in Band 4, and Band 8b-d

20

Ethnicity by Paygroup

Comparison of pay distribution by ethnicity. Medical & Dental and bands 5 and 6 appear to have the most diverse mix Band 4 remains predominantly White British

Source: WSNHS Trust Diversity Statistics (2011)

5. Gender

22

Gender by Population Area

Source: ONS Local Authority Resident Population Estimates (Ethnicity 2006);WSNHS Trust Diversity Statistics (2011)

The chart shows that England and the locality has roughly a 50:50 split of male: female, however the Trust has a significantly higher proportion of females, this has remained constant over a number of years.The proportion of employees participating in the staff survey reflects that of the Trust

23

Gender Equality Monitoring

Although nationally the gender split is roughly 50:50

the Trust consistently maintains a 80:20 split (female

majority) there is a slight male majority in the Medical &

Dental staff group

Source: WSNHS Trust Diversity Statistics (2011)

Working patterns

Female working patterns are fairly equally split

between full time and part time, the majority of

males work full time

6. Age

25

Age Profile

Source: WSNHS Trust Diversity Statistics (2011)

•46% of employees are over 45•28% of employees are over 50•15% of employees are over 55• 51% of the over 50’s are over 55

•Workforce breakdown•Female 80%•Male 20%

•Average Age

•Female – 42.99

•Male - 43.12

•Trust - 43.01

•Average Length of Service

•Female – 8.73

•Male - 7.99

•Trust - 8.60

26

•15% of our total workforce is over 55, of these 14% are women•At current levels this number could increase to 31% over the next 5 years, assuming the 50+ employees stay and the 66+ employees retire.

Source: I-view Workforce data 2011;WSNHS Trust Diversity Statistics (2011)

Over 55 Profile

7. Performance Management

28

Performance Management Monitoring

Source: WSNHS Trust Diversity Statistics (2011)

As part of the Trusts processes for equality monitoring the Workforce and Communications Directorate record all formal investigations for Disciplinary, Capability and Grievance matters. The factors being monitored are Age, Ethnicity, Gender and Disability to identify any trends that indicate discrimination. Sickness Absence is monitored separately. In 2010/2011 the department conducted a total of 54 formal investigations:-

41 Disciplinary Cases1

8 Capability Cases2 Grievance Cases2 Doctors banding Appeals1 Bullying and Harassment Case

 Our analysis shows that we had four cases involving staff from ethnic minorities (1 disciplinary case and 3 capability cases). None of the cases above concerned an employee with a disability, although one case of ill health retirement has lodged an employment tribunal claim.

Disciplinary Cases 41 The number of cases is higher than usual due to a single case that involved 13 members of staff. The proportion of disciplinary cases between male and female staff is 30 female cases to11 male cases, however, 8 of the male cases relate to the single case above. Therefore, if we consider the numbers outside of this single case, the ratio of male to female cases remains in line with the organisation gender profile. Capability Cases 8

Out of the 8 capability cases, all involved female staff and 3 of those were from an ethnic minority group. The age range was between 21yrs and 59 yrs. Grievance Cases 4 Two of these cases were resolved and two have lodged a claim with the Employment Tribunal.

1Four of the theses cases were dismissed for Gross Misconduct and 1 has been reported to the Nursing and Midwifery Council.