Our People - Workforce Diversity Report 2019

Surrey and Sussex Healthcare NHS Trust (SASH) sits at the heart of our community and plays a huge part in people’s daily lives, be those staff, patients or members of the public. Our role is to ensure that all of our people have equal access to fair and inclusive services and opportunities.

The Trust has a legal obligation (under the Public Sector Equality Duty, as set out in the Equality Act 2010) to deliver this but over and above our legal obligations, we as a Trust want to ensure that these basic principles are embedded in everything we do.

Our responsibilities under the Public Sector Equality Duty are as follows:

• Eliminate unlawful discrimination, harassment and victimisation and other conduct prohibited by the Equality Act.

• Advance equality of opportunity between people who share a protected characteristic and those who do not.

• Foster good relations between people who share a protected characteristic and those who do not.

In order to meet these three responsibilities we are required to review and publish our workforce data on an annual basis. Doing this allows us to identify areas where we need to reduce inequalities and notice workforce trends which enable us to make effective decisions for the future.

This report provides the high level data for the protected characteristics that we record on the Electronic Staff Record (ESR). The data in this report is accurate as of 31st December 2019. We have included historical data going back to 2015 as a means of identifying workforce trends over the last five years.

Workforce data in comparison to the population of our local boroughs

40 - average age of a resident living in Reigate and Banstead ** 37 - average age of a resident living in Crawley ** 41 - average age of someone working at SASH

49% Male / 51% Female - Crawley **

48.9% Male / 51% Female - Reigate and Banstead **

24.2% Male / 75.8% Female - SASH Characteristic Reigate & Banstead

Crawley SASH

Ethnicity 90.6% White 9.4% BAME

79.8% White 20.2% BAME

61.91% White 37.40% BAME

Religion (highest three % score excluding disclosed)

61.9% Christian 25.8% Atheist 1.9% Islam **

54.2% Christian 26% Atheist 7.2% Islam **

42.1% Christian 8.4% Atheist

5.2% Hinduism Key: BAME (Black, Asian and Minority Ethnic) **of those staff who declared they had a faith

The demographic information is taken from the ONS.

Ethnicity data 2019 [percentage of staff in each ethnic code]

A B C D E F G H J K L M N P R S Z D-S

Band 1 16.67 2.38 21.43 0.00 2.38 2.38 0.00 2.38 4.76 7.14 14.29 2.38 4.76 4.76 0.00 14.29 0.00 59.52

Band 2 48.42 0.74 16.45 0.37 0.74 1.02 1.30 3.53 0.93 0.37 10.13 1.39 4.18 1.95 0.74 7.34 0.37 34.01

Band 3 60.25 0.25 6.50 0.25 0.00 0.50 1.25 7.25 0.25 0.50 6.00 1.75 7.25 1.00 1.00 4.50 1.50 31.50

Band 4 77.78 1.46 5.56 0.29 0.29 0.58 0.29 2.92 1.46 0.29 2.05 0.88 3.80 0.88 0.58 0.88 0.00 15.20

Band 5 33.80 0.50 6.82 0.60 0.20 0.50 0.20 19.66 1.10 0.10 14.14 3.71 14.34 0.90 0.40 2.31 0.70 58.17

Band 6 60.42 2.57 9.37 0.15 0.15 0.60 0.45 6.34 1.06 0.00 7.70 1.81 4.68 0.30 0.45 3.32 0.60 27.04

Band 7 69.60 3.33 5.46 0.00 0.24 0.24 0.95 4.75 1.19 0.24 5.46 1.19 2.85 0.95 0.48 2.85 0.24 21.38

Band 8a 81.82 1.52 6.06 0.00 0.00 0.76 0.00 3.03 2.27 0.76 0.00 0.00 2.27 0.00 0.76 0.76 0.00 10.61

Band 8b 80.00 2.50 2.50 0.00 0.00 0.00 0.00 2.50 0.00 0.00 2.50 0.00 2.50 2.50 2.50 2.50 0.00 15.00

Band 8c 82.35 0.00 0.00 0.00 0.00 5.88 0.00 5.88 5.88 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 17.65

Band 8d 66.67 11.11 0.00 11.11 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 11.11 0.00 0.00 0.00 0.00 22.22

Band 9 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00

Directors 92.31 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 7.69 0.00 0.00 0.00 7.69

Medical Staff 31.78 0.90 11.69 0.30 0.45 0.60 1.20 18.59 6.45 1.20 12.29 0.75 4.20 0.75 2.25 4.95 1.65 53.97

Non Exec Director / Chair 85.71 0.00 0.00 0.00 0.00 0.00 0.00 0.00 0.00 14.29 0.00 0.00 0.00 0.00 0.00 0.00 0.00 14.29

A White - British J Asian or Asian British - Pakistani B White - Irish K Asian or Asian British - Bangladeshi C White - Any other white background L Asian or Asian British - Any other Asian background D Mixed - White & Black Caribbean M Black or Black British - Caribbean E Mixed - White & Black African N Black or Black British - African F Mixed - White & Asian P Black or Black British - Any other Black background G Mixed - Any other mixed background R Chinese H Asian or Asian British - Indian S Any Other Ethnic Group Z Not Stated

In 2019 our workforce comprised:

61.91% White (British/Irish/Other) 37.40% BAME (Black, Asian, Minority Ethnic) 0.68% Not stated The population of the borough of Reigate and Banstead (where East Surrey Hospital is based) is 90% White. The population of the borough of Crawley is 79.8% White.

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Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Directors MedicalStaff

Non ExecDirector /

ChairWhite 17 706 268 290 410 479 330 118 34 14 7 4 12 296 6

BAME 25 366 126 52 580 179 90 14 6 3 2 2 1 360 1

Not stated 0 4 6 0 7 4 1 0 0 0 0 0 0 11 0

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Headcount of Ethnicity by Pay Group 2019

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A B C D E F G H J K L M N P R Sas at December 2019 50.88 1.26 9.77 0.33 0.35 0.66 0.77 9.65 1.82 0.46 9.21 1.76 6.40 1.08 0.83 4.10as at December 2018 54.49 1.36 10.78 0.27 0.43 0.77 0.77 6.35 2.14 0.50 8.39 1.18 5.00 1.07 0.98 4.18as at December 2017 56.76 1.70 11.15 0.24 0.36 0.69 0.62 6.05 1.89 0.55 7.82 0.93 4.16 1.10 0.93 4.04as at December 2016 57.44 1.80 12.54 0.27 0.42 0.00 0.60 0.00 1.62 0.45 6.44 0.97 4.13 1.14 1.00 4.35as at December 2015 58.74 2.17 12.01 0.31 0.33 0.43 0.72 5.57 1.61 0.41 5.37 0.87 4.50 1.10 1.07 3.99

Percentage of Workforce in each Ethnic Group 2015-2019

A White - British J Asian or Asian British - Pakistani B White - Irish K Asian or Asian British - Bangladeshi C White - Any other white background L Asian or Asian British - Any other Asian D Mixed - White & Black Caribbean M Black or Black British - Caribbean E Mixed - White & Black African N Black or Black British - African F Mixed - White & Asian P Black or Black British - Any other Black G Mixed - Any other mixed background R Chinese H Asian or Asian British - Indian S Any Other Ethnic Group Z Not Stated

Over the last five years we have seen a gradual reduction (7.86%) in the number of White-British staff we employ. We have also seen a reduction in the White-Other (non-British/ Irish).

Since 2015 the population of our Black, Asian and Minority Ethnic (BAME) workforce has increased.

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No Yes Prefer not to answer Not declared UndefinedHC as at Dec 2019 3520 54 6 1042 209HC as at Dec 2018 2959 58 5 1160 215HC as at Dec 2017 2637 55 7 1303 177HC as at Dec 2016 2373 58 0 1477 112HC as at Dec 2015 2063 66 0 1663 120

Disability Data for 2015-2019

In the 2019 national staff survey results, 15% of respondents declared they had a disability which is significantly higher than the 58 staff who are recorded as declaring they have a disability on ESR.

The national survey also confirmed that in the significant majority of cases, (74%), reasonable adjustments were made in the workplace where required.

Over the last five years a significant proportion of the workforce has moved from “undefined” to actively choosing to declare or not declare whether or not they have a disability.

For example, the number of staff declaring they do not have a disability increased from 2063 people in 2015 to 3520 people in 2019. The number of staff declaring they have a disability in 2019 was 54 people (This is 1.1% of the whole workforce).

Female % Male %

% as at Dec 2019 75.82 24.18 % as at Dec 2018 76.32 23.68

% as at Dec 2017 76.55 23.45 % as at Dec 2016 76.62 23.38 % as at Dec 2015 76.41 23.59

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HC as at Dec 2015 HC as at Dec 2016 HC as at Dec 2017 HC as at Dec 2018 HC as at Dec 2019Female HC 2989 3080 3199 3356 3663Male HC 923 940 980 1041 1168

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t Gender Data 2015 - 2019

The gender profile of our workforce has remained fairly static over the past 5 years. Our gender diversity is in line with the national NHS workforce population. We have a slightly lower proportion of females in 2019 (75.82%), then we employed in 2015 (76.41%).

There is a national and local drive to employ more men into nursing roles.

Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Directors Medical Non ExecFemale % 73.8 70.4 78.8 85.4 83.4 86.9 86.2 87.1 57.5 76.5 66.7 50.0 38.5 49.5 57.1Male % 26.2 29.6 21.3 14.6 16.6 13.1 13.8 12.9 42.5 23.5 33.3 50.0 61.5 50.5 42.9

0.010.020.030.040.050.060.070.080.090.0

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Gender and Pay Band 2019

The chart shows the pay band of our people by gender. The majority of our staff are paid on Agenda for Change terms and conditions of service.

The Trust has completed, submitted and published the annual Gender Pay Gap Report both on the SASH website and the Government portal. An action plan has been developed to address the key points raised by the report.

We do not pay any staff below the national minimum wage

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16-20 21-30 31-40 41-50 51-60 61-70 71 +% as at Dec 2019 1.03 23.14 25.54 23.31 20.31 6.19 0.48% as at Dec 2018 1.09 21.56 23.68 25.15 21.45 6.60 0.48% as at Dec 2017 1.44 22.23 23.31 25.15 21.18 6.34 0.34% as at Dec 2016 1.40 22.91 23.56 25.35 20.70 5.80 0.27% as at Dec 2015 1.76 22.01 23.57 26.20 20.32 5.85 0.26

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Age Data 2015 -2019

Over the last five years the percentage of the workforce in age groups 41-50 and 51-60 has shown a gradual decline, However there has been an increase in the age groups 21-30 and 31-40.

The average age of a SASH employee is 41 years.

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10.015.020.025.030.035.040.045.0

Atheism % Buddhism%

Christianity %

Hinduism%

I do notwish to

disclose %

Islam % Jainism% Judaism% Other% Sikhism% Undefined%

% as at Dec 2019 8.4 0.8 42.1 5.2 28.4 3.5 0.1 0.0 3.5 0.3 7.5% as at Dec 2018 7.98 0.84 38.82 3.55 33.05 3.39 0.07 0.07 3.46 0.23 8.55% as at Dec 2017 7.42 0.84 35.75 3.11 36.97 3.18 0.10 0.05 3.35 0.17 9.07% as at Dec 2016 6.64 0.87 36.00 2.74 39.90 2.76 0.12 0.10 2.91 0.12 7.84% as at Dec 2015 6.90 0.92 38.16 2.84 37.76 2.68 0.10 0.08 2.86 0.10 7.59

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Regligion Data 2015 -2019

The largest declared religion within the Trust is Christianity with 42% of staff.

Approximately 28% of staff have chosen not to declare if they have a religion or not. As a result of our ongoing data cleansing exercise the percentage of staff moving from “undefined” to choosing to declare or not declare if they have a religion continues to decrease.

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Bisexual % Gay / Lesbian Heterosexual % I do not wish todisclose my sexual

orientation %

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Undefined %

% as at Dec 2019 0.54 1.08 65.25 25.65 0.10 7.39% as at Dec 2018 0.39 0.80 60.15 30.27 0.05 8.35% as at Dec 2017 0.31 0.45 56.33 33.81 0.00 9.00% as at Dec 2016 0.17 0.40 54.50 37.06 0.00 7.81% as at Dec 2015 0.15 0.38 54.91 36.84 0.00 7.59

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Sexual Orientation Data 2015 -2019

Over half of our people, (65%), have declared they are heterosexual with 1.6% identifying as lesbian, gay or bisexual.

A quarter, (25.65%), of the organisation have chosen not to disclose their sexual orientation.

Recruitment Data by Ethnicity

Applicants % Shortlisted % Appointed % WHITE - British 5203 30.47 2380 44.79 562 52.23 WHITE - Irish 96 0.56 59 1.11 19 1.77 WHITE - Any other white background 1649 9.66 510 9.60 103 9.57 ASIAN or ASIAN BRITISH - Any other Asian background 1131 6.62 368 6.93 88 8.18

ASIAN or ASIAN BRITISH - Bangladeshi 284 1.66 54 1.02 10 0.93 ASIAN or ASIAN BRITISH - Indian 2264 13.26 564 10.61 80 7.43 ASIAN or ASIAN BRITISH - Pakistani 1114 6.52 193 1.45 15 1.39 MIXED - any other mixed background 249 1.46 77 1.45 16 1.49 MIXED - White & Asian 95 0.56 28 0.53 3 0.28 MIXED - White & Black African 343 2.01 49 0.92 12 1.12 MIXED - White & Black Caribbean 93 0.54 26 0.49 4 0.37 BLACK or BLACK BRITISH - African 2468 14.45 425 8.00 64 5.95 BLACK or BLACK BRITISH - Any other black background 191 1.12 56 1.05 5 0.46

BLACK or BLACK BRITISH - Caribbean 214 1.25 94 1.77 17 1.58 OTHER ETHNIC GROUP - Any other ethnic group 1126 6.59 246 4.63 43 4.00 OTHER ETHNIC GROUP - Chinese 122 0.71 41 0.77 4 0.37 Undisclosed 433 2.54 144 2.71 31 2.88

17075 5314 1076

Formal Trust Processes

This data shows the number and percentage of applications by ethnic group, the number who were shortlisted and subsequently appointed to posts.

This data is also submitted as part of the yearly national Workforce Race Equality Standard.

A – White -British

B – White -

Irish

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background

D – Mixed White

and Black

Caribbean

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and Black

African

F – Mixed White

and Asian

G – Any other mixed

background

H – Asian

or Asian

British -Indian

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or Asian

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or Asian

British - Banglad

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L – Any other Asian

background

M – Black or

Black British -Caribbe

an

N – Black or

Black British -African

P – Any other Black

background

R – Chinese

S – Any other ethnic group

Z – not stated

Conduct 4 0 6 0 0 0 0 1 1 0 1 0 5 1 0 1 0Capability 9 0 0 0 0 0 0 1 0 0 1 0 1 0 0 0 1Grievance 15 0 2 0 0 0 0 2 0 0 2 0 1 0 0 0 0Attendance 96 0 22 0 2 1 1 3 2 1 6 4 0 1 0 3 0

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The attached data shows where formal Trust processes (ie disciplinary, grievance, respect at work), have been used

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Cases Broken Down into Age Ranges

16-2021-2526-3031-3536-4041-4546-5051-5556-6061-6566 & Over

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Cases Broken Down by Type & Gender

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Our work on diversity and inclusion

Throughout 2019 we embarked on a number of activities to support our work on diversity and inclusion at SASH.

SASH Inclusion Steering Group We have established the SASH Inclusion Steering Group which oversees the delivery of our inclusion agenda. The group membership is varied and includes SASH people from different teams and professions Rainbow Badges SASH has introduced the NHS Rainbow Badge scheme. The scheme aims to make a “positive difference by promoting a message of inclusion about LGBT+ to patients, colleagues and visitors to the trust”

2019 Inclusion Conference We held our first SASH Inclusion Conference which featured guest speakers, (Kate Nash from Purple Space), performances from the SASH Inclusion Choir, presentations about Disability Confident, Lived Experiences and Accessibility of the SASH site

Equality Networks Our Black, Asian and Minority Ethnic (BAME) Forum has become well embedded at SASH. Following the launch of the Rainbow Badge scheme, we have plans to introduce an LGBT+ Network for staff

National NHS programmes SASH is engaged in national diversity programmes including the workforce race equality standard (WRES) and the workforce disability equality standard (WDES), which are published separately to this report on an annual basis