public sector equality duty: annual equality data ... · clinical 2241 73.09% 825 26.91% 3066 non...

of 27 Avon and Wiltshire Mental Health Partnership Trust

Public Sector Equality Duty:

Annual Equality Data Monitoring Report 2016


Background and introduction Since the Equality Act 2010 (Specific Duties) Regulations 2011 (SDR) came into force on 10 September 2011, there has been a duty for public bodies with 150 or more employees to publish information on the diversity of their workforce by 31st January each year. This report provides data covering the period between 1st January 2016 to 31st December 2016, covering the full calendar

The report has been published during 2017, and the data is disaggregated by ‘protected characteristics’, which are:

Age; Gender reassignment; Disability; Pregnancy and Maternity; Sexual Orientation; Marriage and Civil Partnerships; Race; Religion and Belief; and Sex

The data relates to:

The Trust’s workforce

Those who left the Trust during 2016

Trust-wide overview of Membership

Service Users receiving support and care

Where possible, the report provides comparison against the previous year’s data (2015), which enables the public and the Trust itself to assess how the organisation is striving to create a diverse workforce.

The next publication of the data will be by 31st March 2018.

The headlines for 2016 Below is a summary of the key headlines of our data analyses:

During 2016, there was a 7% increase in the workforce from the previous year.

Majority of our staff fall within 46yrs – 55yrs age range, which indicates that the Trust has a large middle aged workforce, but within the next 10 years, 15% of staff will reach or be nearing retirement age.

The Trust-wide increase of Women in senior and very senior management roles indicates a very healthy representation in leadership roles.

BME representation in the workforce dropped slightly from 2015, from 12% to 11%. However, in terms of proportional representation to overall working age population, the Trust continues to have a very balanced BME / White workforce.

The percentage of staff declaring disability increased during 2016, with 4% stating ‘Yes’ compared to 3% during 2015. This is positive but more work needs to encourage declarations needs to be done.

Data on leavers shows the most common reasons for voluntary resignation were due to work / life balance.

Of the total number of disabled employees who left the organisation (39), 31% (12) resigned due to gaining promotion elsewhere, which raises issues development opportunities for disabled staff within the Trust

We have provided more detailed information about our Service Users than we did in 2015. This shows access to services by service type information across some protected characteristics.

Service User data also highlights the need to improve our processes for profiling, encourage staff to collect data and increase the amount of declarations overall.


Our success during 2016 During 2016, the Trust has had some key successes:

The Trust was the recipients of Excellence in Diversity Award: Diverse Company Award for Public Sector (May 2016).

The Trust was chosen to be one of NHS Employer’s Diversity and Inclusion Partners for 2016/17, to support system wide efforts to improve the robust measurement of diversity and equality across the NHS.

As one the partners involved in the Diversity and Inclusion Partners Programme, the Trust has been participating in the development and testing of the Sexual Orientation Monitoring Standard (due to be introduced in April 2017), and Workforce Disability Equality Standard (due to be introduced in 2018).

Workforce Data (as of 31st December 2016) The workforce profiles shown in the graphs below are based on all the staff working for the Trust as of 31st December 2016 (fixed term, locums, non-exec-directors and permanent members of staff). This is ‘macro’ level data which provides an overview. Related commentary provides a brief summary under each data set and, where relevant, actions that need to be taken forward.

OVERALL WORKFORCE DATA & SPLIT BY PAY BAND:

Commentary and Comparison against 2015 data:

There was a 7% increase in the workforce (272 staff) from 2015, due to the Trust’s success in winning contracts to deliver services such as the Children and Adolescent Mental Health Services (CAMHS)

138 (3.3%)

218 (5.3%)

758 (18.3%) 494

(11.9%)

609 (14.8%)

826 (20.0%) 441

(10.7%) 176 (4.3%)

62 (1.5%) 41 17

259 (6.3%)

87 2.1%)

4126

Overall workforce and Split by Payband (31/12/2016)


70% of the workforce is between Bands 2 to 6 pay scales, which is a 3% decrease from 2015. The workforce between Bands 7 and above form 26%, which is a 3% increase from 2015. There may be several reasons for this – e.g. restructuring of the Nursing and Quality Department which has either re-aligned existing roles or created new roles at managerial level in order to deliver the Trust’s priorities.

Staff in pay Bands 2 to 6 carry out the critical support and operational delivery duties. Roles within these bands include:

Advanced Practitioners Medical Secretary

Apprentice Nursery Nurse

Assistant Psychologist Occupational Therapist

Assistant/Associate Practitioner Occupational Therapy Specialist Practitioner

Assistant/Associate Practitioner Nursing Officer

Chaplain Physiotherapist

Clerical Worker Psychological Wellbeing Practitioner - Trainee

Clinical Psychologist Psychotherapist

Community Nurse Researcher

Dietitian Social Worker

Driver Specialist Nurse Practitioner

Health Care Support Worker Staff Nurse

Helper/Assistant Technical Instructor

Manager Technician

Staff in Bands 7 and above includes senior officers and Very Senior Management in the following roles:

Accountant Nurse Consultant

Art Therapist Nurse Manager

Art Therapist Manager Occupational Therapist Manager

Associate Specialist (Closed) 'Other' Community Health Service

Board Level Director Paramedic

Chief Executive Pharmacist

Consultant Physiotherapist Manager

Director of Nursing Senior Manager

Foundation Year 2 (Medical Staff) Sister/Charge Nurse

Modern Matron Speciality Doctor

Non-Executive Director Speciality Registrar


AGE:


There has been no significant change in the age profile of the Trust’s workforce since 2015

There continues to be a fairly even representation between the ages of 26yrs and 45yrs.

Majority of our staff fall within 46yrs – 55yrs age range, which indicates that the Trust has a large middle aged workforce

Within the next 10 years, 15% of staff will reach or be nearing retirement age. The Trust is delivering its workforce development and planning initiatives to respond to retaining skills which would otherwise be lost through retirement

GENDER:

a) Gender split of AWP


Women represent 74% of the workforce, which is a 2% increase from 2015. At the same time, there has been a 2% decrease in the representation of Men in the workforce, from 28% in 2015 to 26% in 2016.

220 (5.3%)

938 (22.7%)

994 (24.1%)

1,276 (30.1%)

631 (15.3%)

67 (1.6%)

16 - 25 26 - 35 36 - 45 46 - 55 56 - 65 66+

AWP Staff Age Profile (total staff - 4126)

74% (3068)

26% (1058)

Gender Split of AWP

Female

Male


Traditionally, health services have attracted a higher majority of women than many other professions. The increase in the percentage of women in the workforce is likely to be linked with the increase in service contracts being delivered by the Trust, such as the Children and Adolescent Mental Health Services (CAMHS)

b) Gender split by pay band


The gender split by pay band continued to show considerably higher proportion of women compared to men in bands 1 to 6, and there was no significant change from 2015

There were more Women in Band 7 roles (326) during 2016 than in 2015, when there were 250. This is significant increase that demonstrates development / recruitment of women in leadership roles.

Of the total number of staff in Bands 8a and above (642), women represented 67% (431) of senior and Very Senior Management roles. This was a 4% increase than in 2015 when there were 63% (316) in these roles.

In conclusion, there was an increase of women in senior and Very Senior Management positions during 2016, and they continued to form the majority in pay Bands 8a and above, indicating a very healthy representation.

c) Gender split by PT/FT staff

0100200300400500600700

Gender Split by Pay Band

Female

Male

1631 (66.4%) 1437 (86.2%)

827 (33.6%)

231 (13.8%)

0

500

1000

1500

2000

2500

3000

Full Time Part TimeFemale Male

Gender Split of Part Time and Full Time AWP Staff


Commentary and Comparison against 2015 data

There was no significant difference than in 2015. The data for 2016 showed that there is still a closer parity between women working full time and part time, than men working full time and part time. This may be due several factors such as requirements of the job role, maternity / paternity responsibilities or more women are accessing the Trust’s flexible working arrangements.

d) Gender split by Clinical and Non-clinical Roles and Senior Management roles

Female Male Grand Total

Headcount % Headcount %

Clinical 2241 73.09% 825 26.91% 3066

Non Clinical 827 78.02% 233 21.98% 1060


There was a significant difference between the number of females in non-clinical roles during 2016 (827) than in 2015 (416). The reason for this is that during 2016 the Trust aligned its occupational codes of role profiles to the NHS Employers guidance so that it helps in consistent reporting on wider workforce matters. This has meant that some roles which were reported as ‘Clinical’ during 2015 are now actually reported as Non-clinical under the NHS occupational codes.

Clinical Roles – Detail

The table below shows top 6 job roles where Women’s representation is significantly higher than that of Men’s.

Clinical Role Female Male Grand Total

Count % Count %

Health Care Support Worker 398 70.69% 165 29.31% 563

Staff Nurse 297 73.88% 105 26.12% 402

Community Nurse 235 72.09% 91 27.91% 326

Specialist Nurse Practitioner 167 70.76% 69 29.24% 236

Clinical Psychologist 157 88.20% 21 11.80% 178


The role of Clinical Psychologist appears in the top 5 roles where Women’s representation is higher than that of men, which was not the case in 2015.

During 2016, the role of Clerical Worker does not appear in the top 5 roles. In 2015 it was within the top 5 roles. This is due to the Trust aligning its occupational codes of role profiles to the NHS Employers guidance


Senior Clinical Roles (Consultants)

Senior Clinical Roles (Consultants) Female Male Grand Total

Count % Count %

Consultant 60 47.24% 67 52.76% 127

Nurse Consultant 3 42.86% 4 57.14% 7


Noticeably, the number of female Consultant roles has increased from 40 in 2015 to 60 during 2016

There was also an increase in Nurse Consultant roles from 0 in 2015 to 3 during 2016.

The above data shows that there is a closer parity in Consultant roles between female and men than during 2015, which is very positive.

Non-clinical Roles - Detail

The table below shows top 5 job roles where Women’s representation is significantly higher than that of Men’s.

Non-clinical Roles Female Male

Count % Count % Grand Total

Housekeeper 156 78.8% 42 21.2% 198

Officer 270 76.7% 82 23.3% 352

Manager 72 58.5% 51 41.5% 123

Clerical Worker 253 92.0% 22 8.0% 275

Senior Manager 12 60.0% 8 40.0% 20


There is no significant difference in the top 5 job roles where Women’s representation is significantly higher then Men’s representation.

Numerically, there is significant increase in the number of Women in ‘Officer’ and ‘Clerical Worker’ roles due to the Trust aligning its occupational codes of role profiles to the NHS Employers guidance

The number of Women in ‘Manager’ role has increased from 60 in 2015 to 72 during 2016.

Very Senior Non-clinical Roles

The table below shows very senior non-clinical roles.

Very Senior Non-clinical Roles Female Male

Count % Count % Grand Total

Board Level Director 2 50.0% 2 50.0% 4

Chief Executive 1 100.0% 0 0.0% 1

Non-Executive Director 3 50.0% 3 50.0% 6



There is an even split between Female and Male at Board Level Director role during 2016, whereas in 2015 there were 2 Female and 1 Male

Since 2015, there has been a change of Chief Executive within the Trust. The Trust now has a female Chief Executive

There remains an even split between Female and Male at Non-Executive Director level.

Overall, there is very good gender balance at very senior management roles

ETHNICITY / RACE

a) Ethnicity split of AWP


The definition of ‘White’ includes ‘White British’, ‘Irish’ and ‘Any Other White’. Definition of BME includes all other categories of ethnicity except ‘Unknown’ or ‘Not stated’. These definitions are based on the 2011 ONS Census and ones which are used for the Workforce Race Equality Standard (WRES).

Overall, both the number of White and BME staff increased during 2016, however the percentage of BME staff fell from 12% in 2015 to 11% in 2016.

Staff not declaring their ethnicity was at 2% (100 staff) in 2016, which was a rise of 1% from 2015. However, the Trust continued to have a high ethnicity declaration rate at 98%.

Analysis and calculation of the Trust’s MES data shows that overall BME working age population (18yrs-65yrs) within the Trust’s catchment area is 154,351. Therefore, the percentage of our BME staff against the overall BME working age population is 0.3%. In comparison, the overall White working age population is 1,190,608, and so the percentage of White staff against overall White working age population is 0.3%. This shows that in terms of proportional representation, the Trust has a balanced BME / White workforce.

11% (459)

2% (100)

87% (3567)

Ethnicity Split of AWP

BME Not stated White


b) Ethnicity split by Pay Band

Data below shows that there is under-representation of BME staff are across all pay bands due to actual lower numbers of BME staff compared to White staff overall.

(Note: Staff who have not declared their ethnicity are not included)


In considering proportional representation across pay bands to the overall respective BME and White staff representation in the workforce, the analyses of data shows the following:

- 84.5% of BME staff were in Bands 1 to 7 compared to 84% in 2015 - 15.5% of BME staff were in Bands 8 and above compared to 15% in 2015 - 84.3% of White staff were in Bands 1 to 7 compared to 86% in 2015 - 15.7% of White staff were in Bands 8 and above compared to 13% in 2015

Proportionally, there is a near parity of BME / White staff representation in Bands 1 to 7, and Bands 8, which is an improvement from 2015 albeit a slight one.

c) Ethnicity split by Clinical and Non-clinical Roles

Clinical Non-clinical Grand Total

Headcount % Headcount %

BME 372 12.13% 87 8.21% 459

White 2629 85.75% 938 88.49% 3567

Grand Total 3066 1060 4126

(Note: Staff who have not declared their ethnicity are not included)


There was a rise in the percentage of BME Clinical staff during 2016 (12.1%) compared to 2015 (11.6%). This is due to

There was a decrease in the percentage of BME Non-clinical staff during 2016 (8.21%) compared to 2015 (12.6%)

0

100

200

300

400

500

600

700

800

Ethnicity Split by Pay Band

BME

White


d) Specific Job Roles by Ethnicity

The table below provides detailed information on the number of BME and White staff in specific job roles (regardless of pay banding).

Role BME White Not stated Grand Total

Count % Count % Count % Count

Accountant 2 100.00% 2

Advanced Practitioner 8 6.00% 102 92.00% 2 2.00% 112

Apprentice 5 100.00% 5

Art Therapist 1 3.85% 26 96.15% 27

Art Therapist Manager 1 25.00% 3 75.00% 4

Assistant Psychologist 4 17.65% 24 64.71% 3 17.65% 31

Assistant/Associate Practitioner 5 62 100.00% 2 69

Assistant/Associate Practitioner Nursing 12 7.45% 145 90.06% 4 2.48% 161

Associate Specialist (Closed) 3 100.00% 3

Board Level Director 1 100.00% 1

Chaplain 2 100.00% 2

Chief Executive 1 100.00% 1

Clerical Worker 5 262 96.77% 8 3.23% 275

Clinical Psychologist 11 162 100.00% 5 178

Community Nurse 20 4.55% 301 93.18% 5 2.27% 326

Community Practitioner 22 100.00% 22

Consultant 28 22.05% 97 76.38% 2 1.57% 127

Cook 2 33.33% 4 66.67% 6

Counsellor 2 66.67% 1 33.33% 3

Dietitian 5 66.67% 1 33.33% 6

Director of Nursing 1 100.00% 1

Drama Therapist 1 100.00% 1

Driver 10 90.91% 1 9.09% 11

Foundation Year 2 1 100.00% 1

Health Care Support Worker 125 25.23% 428 72.07% 10 2.70% 563

Healthcare Assistant 2 7.14% 13 92.86% 15

Helper/Assistant 1 11 100.00% 12

Housekeeper 45 17.56% 142 79.39% 11 3.05% 198

Manager 8 8.33% 109 91.67% 6 123

Medical Secretary 39 66.67% 1 33.33% 40

Modern Matron 2 14.29% 13 85.71% 15

Non-Executive Director 5 83.33% 1 16.67% 6


Nurse Consultant 7 100.00% 7

Nurse Manager 5 3.61% 125 96.39% 130

Nursery Nurse 3 100.00% 3

Occupational Therapist 119 93.62% 3 6.38% 122

Occupational Therapist Manager 3 100.00% 3

Occupational Therapy Specialist Practitioner 1 3.33% 31 96.67% 32

Officer 27 33.33% 320 66.67% 5 352

'Other' Community Health Service 1 100.00% 1

Paramedic 1 100.00% 1

Pharmacist 1 14 71.43% 2 28.57% 17

Physiotherapist 3 16 100.00% 19

Physiotherapist Manager 1 100.00% 1

Porter 9 100.00% 9

Psychological Wellbeing Practitioner - Trainee 8 12.90% 90 83.87% 3 3.23% 101

Psychotherapist 1 14.29% 33 71.43% 3 14.29% 37

Receptionist 1 100.00% 1

Researcher 15 85.71% 1 14.29% 16

Secretary 1 100.00% 1

Senior Manager 18 100.00% 2 20

Sister/Charge Nurse 2 500.00% 6 50.00% 8

Social Worker 7 300.00% 55 60.00% 1 100.00% 63

Specialist Nurse Practitioner 16 6.47% 217 92.54% 3 1.00% 236

Specialty Doctor 11 29.73% 26 70.27% 37

Specialty Registrar 12 13.79% 75 86.21% 87

Speech and Language Therapist 4 100.00% 4

Staff Grade (Closed) 3 100.00% 3

Staff Nurse 83 23.51% 307 73.13% 12 3.36% 402

Technical Instructor 45 93.10% 2 6.90% 47

Technician 1 1000.00% 13 0.00% 14

Technician (Closed) 1 100.00% 1

Youth Worker 1 500.00% 3 50.00% 4

Grand Total 459 11.12% 3567 86.45% 100 2.42% 4126


The top five job roles fulfilled by BME staff during 2016 were Health Care Support Workers; Staff Nurse; Housekeeper; Consultant; and Officer. This is the same as in 2015

There was an increase in BME Consultants during 2016 (28) compared to the number in 2015 (22)


There was also an increase in BME Specialist Nurse Practitioner role from 11 in 2015, to 16 during 2016.

Overall, BME staff in both clinical and non-clinical continue to be proportionately under-represented in many of the roles.

DISABILITY


There has been an increase in the response to the disability monitoring data from 77% in 2015 to 78% during 2016.

There has been increase in staff declaring ‘Yes’ to disability to 4% in 2016, compared to 3% in 2015.

Staff that did not declare a response to the disability monitoring question was at 22% during 2016, and although this was a 1% decrease from 2015 data, it remains high

A very large percentage of the Trust’s recruit occurs through ‘NHS Jobs’ web site. The application process through the website includes equality monitoring section. Staff may not be confident to declare disabilities and / or limiting long term illness at the point of applying for job because of fear of being rejected; or staff feel that this has no relevance to their ability to do the job; or perhaps the working environment does not provide reassurance around confidentiality etc.

NHS Employers state that nationally, within the NHS there is a low declaration of disability (at 3% on ESR), and state that greater declaration rate occur during anonymised NHS Staff Surveys (17% during 2015). This is disparity is highly likely due to lack of trust and confidence of disabled employees in the culture of the NHS overall, among other factors such as issues relating to confidentiality, fear of rejection at job interviews, or staff records not being updated if disability occurs whilst in service etc.

74% (3063)

22% (916)

4% (147)

Staff Declaring Disability

No Not Declared Yes


SEXUAL ORIENTATION


Of the total number of staff in the workforce just over 2.6% (107) are from LGBT communities. This is a slight reduction in comparison to 2015 percentage of 2.7%.

Staff ‘not disclosed’ amounted to 30% (1224) of the workforce during 2016, compared to 31% in 2015, however this may be due to overall greater number of staff in the workforce than in 2015.

MARITAL STATUS


There is no significant difference against the 2015 data

PREGNANCY, MATERNITY AND PARTERNITY

As at 31 Dec 16, there were a total of 86 employees on maternity leave or paternity leave, which equates to 2% of the workforce. The Trust has various arrangements to ensure flexible working options for those who return to work after maternity / paternity leave.


There is no significant difference against the 2015 data

24 45

2795

38

1224

0

500

1000

1500

2000

2500

3000

Bisexual Gay Heterosexual Lesbian Not Disclosed

Sexual Orientation Split of AWP

1% (53)

8% (338) 1%

(53)

49% (2004)

38% (1571)

2% (75)

1% (32)

Marital Status Split of AWP

Civil Partnership

Divorced

Legally Separated

Married

Single

Unknown


RELIGION / BELIEF


34.4% (1450) of the staff did not disclosed their religion, which is not a significant difference against the 2015 data

33% (1401) are Christian, 15.8% (668) are Atheists, and 11.2% (476) have stated ‘Other’. Again there is no significant difference against the 2015 data

Staff who are Buddhists, Hindu, Muslim, Jewish, Sikhs and Jainists form 3.1% of the workforce respectively, which is not a significant difference against the 2015 data

668

49

1401

36 33 1 7

1450

476

5 0

200400600800

1000120014001600 Religion Split of AWP


Leavers Data This is the first occasion that we have provided data of those who left the Trust by protected characteristics. Therefore, there is no comparative analysis against 2015. We have produced data related to age, ethnicity / race, gender and disability, as the volume of statistical information provides more meaningful analyses than that of other protected characteristics. The purpose of this data is to enable us to identify any trends or disparities between protected characteristics, and helps us to understand to some extent our organisational culture.

Total number of Leavers during 2016 1335

Leaving reasons included in each graph Voluntary resignation

Retirement

Redundancy

Pregnancy

Flexi retirement

End of fixed term contract

Employee Transfer – TUPE

Dismissal

Death in service

Information relating to following ‘protected Age; Ethnicity / Race; Gender; Disability characteristics’

AGE:

Commentary

The total number of leavers under the age of 25yrs who took voluntary resignation amounted to 131. Of those, 39 staff (30%) left the Trust to undertake further education or training, 25 (19%) due to work / life balance, and 24 (18%) due to relocation.

The total number of leavers aged 26yrs to 35yrs who took voluntary resignation amounted to 307. Of those 70 staff (23%) left due to work / life balance, and the same number due to relocation.

0%

20%

40%

60%

80%

100%

16

- 2

0

21

- 2

5

26

- 3

0

31

- 3

5

36

- 4

0

41

- 4

5

46

- 5

0

51

- 5

5

56

- 6

0

61

- 6

5

66

- 7

0

71

& a

bo

ve

7 124 152 155 98 98 87

86 42 24 6

2

Leaving Reason by Age Profile - Jan 2017

voluntary resignation

retirement

redundancy

Pregnancy

flexi retirement


Employee Transfer - Tupe

Dismissal


The total number of leavers aged 36yrs to 55yrs who took voluntary resignation amounted to 369. Of those 141 staff (38%) left due work / life balance, 62 (17%) due to relocation, and 14% due to promotion elsewhere

The data above seems to show that for those under 25yrs the Trust is a ‘stepping stone’ employment to further education and training.

Work / life balance as a reason for leaving is a common theme for those between 26yrs and 55yrs of age

Retirement as a reason to leave is prevalent for the age of 51yrs and above.

ETHNICITY / RACE

Commentary

The total number of BME voluntary resignations amounted to 142, compared to 716 White voluntary resignations.

Nearly 70% (99) of BME voluntary resignation were due to either relocation, to undertake further education or training, and work / life balance. In comparison, 60% of White voluntary resignations were due to the dame reasons for leaving.

Further analyses shows that BME staff are 1.5 times more likely to take voluntary resignation due to work / life balance than White staff

GENDER

0%

20%

40%

60%

80%

100%

BME not stated White

142 23 716

Leaving Reason by Ethnicity - Jan 2017


retirement

redundancy

Pregnancy

0%

20%

40%

60%

80%

100%

Female Male

639 242

Leaving Reason by Gender - Jan 2017


retirement

redundancy

Pregnancy


Commentary:

Of the total number female voluntary resignations, 31% (197) were due to work / life balance; 19% (123) due to relocation; and 13% (80) due to promotion elsewhere.

Of the total number of male voluntary resignations, 31% (76) were due to work / life balance; 19% (47) due to relocation; and 18% (44) due to promotion elsewhere.

The data above shows that both for female and male leavers, the reason of work / life balance was the main reason for voluntary resignations

DISABILITY

Commentary:

The total number of disabled staff who left during 2016 calendar year amounted to 53

39 disabled staff voluntarily resigned. Of those, 12 disabled staff resigned due to promotion elsewhere. This equates to 31% of the total number of disabled staff who voluntarily resigned.

This raises issues regarding career development opportunities for disabled staff within the Trust

0%

20%

40%

60%

80%

100%

No NotDeclared

Yes

725

117

39

Leaving Reason by Declared Disability - Jan 2017


retirement

redundancy

Pregnancy

flexi retirement


Employee Transfer - Tupe

Dismissal


Members Data This data provides information regarding members of the public signed up to AWP. It does not

include service users, carers or members of staff who are members. The information presented

includes Trust wide data table.

It should be noted that we do not have full population data for all protected characteristics (i.e.

pregnancy / maternity, religion, and marriage / civil partnership).

Index is a number of how representative we are against our local population. A score of 100 is a

perfect match. Anything over 80 is considered good.

AGE

Characteristic Public % of Membership Base % of Area Index

Age 11,184 100.00 1,813,756 100.00

0-16 1 0.01 358,963 19.79 0

17-21 153 1.37 118,888 6.55 21

22+ 10,629 95.04 1,335,905 73.65 129

Not stated 401 3.59 0 0.00 0

Age 22+ 10,629 95.04 1,335,905 73.65

22-29 2,205 19.72 200,827 11.07 178

30-39 1,852 16.56 232,133 12.80 129

40-49 1,758 15.72 249,650 13.76 114

50-59 1,713 15.32 233,464 12.87 119

60-74 2,195 19.63 270,946 14.94 131

75+ 906 8.10 148,885 8.21 99


Membership is predominantly made up of people over the age of 22

There is an even distribution of members from the age of 22 to 74

There is a very good representation of over 75s within an index number of 95

There is a very poor representation of the under 21s – they make up just 2.2% of the overall membership

There is no significant change from 2015


ETHNICITY / RACE

Public % of

Membership Base % of Area Index

Ethnicity 11,184 100.00 1,749,720 100.00 White - English, Welsh, Scottish,

Northern Irish, British 9,753 87.20 1,540,989 88.07 99

White - Irish 84 0.75 11,566 0.66 114

White - Gypsy or Irish Traveller 0 0.00 1,801 0.10 0

White - Other 303 2.71 61,228 3.50 77

Mixed - White and Black Caribbean 47 0.42 14,011 0.80 52

Mixed - White and Black African 30 0.27 3,701 0.21 127

Mixed - White and Asian 43 0.38 8,900 0.51 76

Mixed - Other Mixed 31 0.28 7,218 0.41 67

Asian or Asian British - Indian 99 0.89 19,627 1.12 79

Asian or Asian British - Pakistani 44 0.39 9,349 0.53 74

Asian or Asian British - Bangladeshi 25 0.22 4,391 0.25 89

Asian or Asian British - Chinese 34 0.30 9,893 0.57 54

Asian or Asian British - Other Asian 21 0.19 13,391 0.77 25

Black or Black British - African 140 1.25 17,090 0.98 128

Black or Black British - Caribbean 94 0.84 10,525 0.60 140

Black or Black British - Other Black 25 0.22 8,384 0.48 47

Other Ethnic Group - Arab 0 0.00 2,616 0.15 0

Other Ethnic Group - Any Other Ethnic Group 107 0.96 5,040 0.29 332

Not stated 304 2.72 0 0.00 0



The majority of members are White and with an index value of 99 - this is very representative of our local population

Mixed – White and Black African and Black Caribbean members are over representative of the local population with an index figure of 127

White – Irish members are over represented with an index figure of 114

Asian or Asian British – Bangladeshi are very nearly representative of the local population with an index figure of 89

There is no representation from the Gypsy/Traveller population. It is not clear whether this is due to their inclusion in other ethnic groups, or that they are not represented at all

Asian, Chinese, Arab, Asian Pakistan and Asia other, are the main BME groups that are under represented


GENDER

Gender Public % of Membership

Base % of Area Index

11,184 100.00 1,813,754 100.00 Index

Unspecified 1 0.01 0 0.00 0

Male 5,089 45.50 899,148 49.57 92

Female 6,094 54.49 914,606 50.43 108

Transgender 0 0.00 0 0.00 0


There is no significant change from 2015. There is a fairly even split between males and females

SEXUAL ORIENTATION

Sexual Orientation Number of Members Percentage of Members

Heterosexual 2,085 18.82

Gay 39 0.35

Lesbian 11 0.10

Bisexual 28 0.25

Not Stated 8,301 74.95

Transsexual 2 0.02

I would prefer not to say 611 5.52


Our data on public membership by sexual orientation is more accurate on public membership than that published in 2015, which in avertedly included data on patient and staff membership.

DISABILITY

Disabilities Number of Members Percentage of Members

A learning difficulty / disability 124 1.12

A mental health condition 266 2.40

A physical impairment 315 2.84

A sensory impairment 106 0.96

A visual impairment 1 0.01

Long standing illness or health condition 309 2.79

Any other special need 93 0.84




Service User Data This data is extracted from RIO and covers the period up to 31st December 2015. It should be noted self-declaration of information in relation to protected characteristics is an option for Service Users and not a mandatory requirement.

For 2016 data sets, we have provided more detailed report than in 2015. Therefore we are not able to make a meaningful comparison against 2015 data.

AGE:

Age Band Patients Percent of Total

<16 9 0.06%

16-17 39 0.26%

18-24 1293 8.56%

25-34 2316 15.34%

35-44 2343 15.52%

45-54 2330 15.43%

55-64 1492 9.88%

65-74 1523 10.09%

75-84 2139 14.17%

85 plus 1615 10.70%

Grand Total 15099 100.00%

Commentary:

The largest percentage of our Service Users fall between 25 to 54 age bandings. This equates to 46% of all Service Users. Further analysis of our data shows that within these age bandings, a large proportion are accessing the following team type services:

- Assessment & recovery services

- Community mental health services

- Psychology services

- Specialised community cervices

- Substance, Drugs & Alcohol Services (SDAS)

Those who are 65 to 85 plus age bandings form nearly 35% of the total number of Service Users. Further analysis of our data shows that within these age bandings, a large proportion are accessing the following team type services:

- Dementia and memory services

- Complex Intervention Team services


- Therapies services

- Assessment and recovery services


Of the nearly 9% of our Services Users within the 16 to 24 age bandings, a large proportion are accessing the following team type services:

- Early intervention services


- Specialised community services

GENDER:

Gender Patients Percent of Total

Female 7995 52.95%

Male 7104 47.05%


Commentary:

Overall, there are more female Service Users than male receiving our services, but the difference is not too significant (a 6% difference)

In looking at female and male access to services by team type services, we found similarities that a large proportion of both female and male service users were accessing:



- Dementia and memory services


ETHNICITY:

Ethnic Group Patients Percent of Total

Asian or Asian British 222 1.47%

Black or Black British 470 3.11%

Mixed 253 1.68%

White or White British 12757 84.49%

Not Known (not requested) 1070 7.09%

Not Stated (Client Refused) 185 1.23%

Other Ethnic Group 142 0.94%


Commentary:

The overall percentage of BME Service Users (which includes all of the above ethnic Group categories except for ‘White or White British’, ‘Not known’ and Not Stated’), form 7.2%.


BME /White Service Users by delivery units:

ADU BME White Not Known (not requested) / Not stated (Client refused)

Total

BANES 64 980 102 1146

Bristol 647 3409 232 4288

CAMHS 3 11 2 16

Medical 0 12 1 13

N. Somerset 39 1721 78 1838

S. Glos 75 1406 89 1570

Secure 37 201 0 238

Specialised 45 1019 341 1405

Swindon 113 1824 81 2018

Wiltshire 64 2174 329 2567

Grand Total 1087 12757 1255 15099

Commentary:

Of the total number of BME Service Users, 70% (760) are within Bristol and Swindon delivery units. This reflects the overall demographics of the BME population in those areas.

The highest numbers of where the ethnicity of Service Users is either Not Known (not requested) or Not Stated (Client refused to declare) are in within Specialised Services, and Wiltshire Bristol and BANES delivery areas.

BME / White Service User access by service type:

Team Type BME White Not Known (not requested) / Not stated (Client refused)

Grand Total

Active Life 16 54 1 71

Adult Acute Ward 24 237 16 277

Assertive Outreach 12 160 0 172

Assessment & Recovery 408 1634 123 2165

CAMHS 3 11 2 16

CIT 24 942 69 1035

Community Mental Health 34 1315 169 1518

Community Team - Review 2 206 3 211

Complex Psychological Intervention 31 203 30 264

Day care Service 0 18 1 19

Dementia 84 1118 37 1239

Dietetics 4 26 0 30

Drug Detox Unit 1 14 1 16

Early Intervention 92 413 84 589

ED Service 12 133 33 178

Forensic Service 19 122 3 144


Intensive 26 328 40 394

L3 Ward 5 181 8 194

Learning Disabilities 4 125 191 320

Liaison Service 3 196 29 228

Low Secure Ward 6 23 0 29

MBU 0 5 0 5

Medium Secure Ward 8 63 0 71

Memory Service 25 994 134 1153

Occupational Therapy 0 2 0 2

PCLS 5 135 26 166

Physiotherapy 1 67 1 69

PICU 12 23 0 35

Prison Service 0 4 0 4

Psychology Service 16 493 17 526

Recovery 129 2019 53 2201

Rehab Service 16 62 2 80

Research & Development 0 12 1 13

S136 Suite 8 73 9 90

SDAS Agency 6 344 13 363

Specialised Community 26 387 100 513

Therapies 25 615 59 699

Grand Total 1087 12757 1255 15099

Commentary:

In looking at BME Service User access by service type, a greater proportion were accessing:


- Early intervention services

- Dementia services

Noticeably, of the total number of Service Users accessing Community Mental Health Services (1518), only 2% (34) are from BME communities, compared to 87% from White communities.

The highest numbers of where the ethnicity of Service Users is either Not Known (not requested) or Not Stated (Client refused to declare) are in within the following service types:

- Learning Disabilities

- Community Mental Health

- Memory Services

- Assessment & recovery

- Specialised community services


DISABILITY:

Disability Patients Percent of Total

No 527 3.49%

Unknown 14434 95.60%

Yes 138 0.91%


Commentary:

Of the total number of Service Users, 4.4% declared either ‘Yes’ or ‘No’ to the disability monitoring question.

Of the total number of Service Users who declared ‘Yes’, a greater proportion are accessing:



- Assertive outreach services

- Therapy services

95.6% of our records were ‘Unknown’, which usually means that data is not recorded. However, we believe that there is more than 4.4% of data recorded in RIO but the issue is that disability may be recorded in a variety of places within RIO rather than where it should be recorded under ‘Client Demographics’ (where profiling data is extracted from).

SEXUAL ORIENTATION:

Sexual Orientation Patients Percent of Total

LGB 25 0.17%

Heterosexual/Straight 725 4.80%

Prefer not to say 32 0.21%

Unknown 14317 94.82%


Commentary:

Nearly 95% of data regarding sexual orientation of Service Users is ‘Unknown’, which usually means data is not recorded. We believe that staff are not confident in asking this as a monitoring question, and that work needs to be done within the Trust to increase the understanding of why it is important to patient care and support


MARITAL STATUS / CIVIL PARTNERSHIP STATUS:

Marital Status Patients Percent of Total

Married / Civil Partnership 2844 18.84%

Divorced/Person whose Civil Partnership has been dissolved 873 5.78%

Not Disclosed 112 0.74%

Not Known 760 5.03%

Separated 293 1.94%

Single 4878 32.31%

Widowed/Surviving Civil Partner 1177 7.80%

(blank) 4162 27.56%


Commentary:

Data shows that a nearly 19% of our Service Users are Married or in a Civil Partnership (a legal relationship which can be registered by two people of same sex).

We do not have data for nearly 32% of our Services Users, because we have either not asked the question or we have left the data field blank (‘Not Known and ‘Blank’ records)

TRANSGENDER / GENDER REASSIGNMENT:

Service User data for those who are Transgender or those who have in the process of gender reassignment is less than 11 people, and therefore potential identifiable data. Therefore it has not been included in this report.

RELIGION:

Religion Patients On Caseload Percent of Total

Patient Religion Unknown 9617 63.69%

Baha'i 2 0.01%

Buddhist 34 0.23%

Christian 3660 24.24%

Declines to Disclose 4 0.03%

Hindu 14 0.09%

Jewish 15 0.10%

Muslim 126 0.83%

None 1453 9.62%

Other 149 0.99%

Pagan 8 0.05%

Sikh 17 0.11%


Commentary:

24% of Service Users are of faith Christian, and 2% are of other faiths.

We do not know the religion of nearly 64% of our Service Users, indicating that staff have not asked this question

public sector equality duty: annual equality data ... · clinical 2241 73.09% 825 26.91% 3066 non...

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