Equality And Diversity Monitoring as at 31-March-2012 Report to
the Board 1
Slide 2
Summary Source: WSNHS Trust Diversity Statistics (2012) This
report is designed to give an insight into the Trusts Equality and
Diversity profile As At 31 March 2012. The report will cover 6
protected characteristics of equality: Age, Religion and Belief,
Disability, Gender, Ethnicity and 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 10% of total workforce page 5 Staff survey data
10% 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 Top 20% of acute
trusts for providing equal opportunities for career progression and
not experiencing discrimination at work. Page 7 - Whilst the White
British group make up 88% of the staff overall, this is not
necessarily reflected within staff groups e.g. Admin and Clerical
has a greater proportion (98%) than overall Medical & Dental
has a lesser proportion (59%) than overall Pages 9 11 Recruitment
data The number of appointments split between white groups and
minority groups roughly reflects the Trusts ethnicity split (p5)
and, the proportion of minority groups drops considerably
throughout the recruitment process. However in 2012 the number of
ethnic minority shortlisted applicants has increased by 5% and to
date the Trust has not received any complaints of discrimination
within the recruitment process either externally or internally.
Page 14- 80 % of the Trust's workforce is female, with the majority
of these working in Nursing, Admin and Healthcare Support posts.
Males have a very slight majority in the medical & dental
roles. Although only 14% of admin & management staff are male,
37% 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 19 20 The average
age for the Trusts is 43, the average length of service (LOS) is
almost 9 years 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 154 employees over 60, none of these are
over 70 Page 22 - 23 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, 8d and 9. 2
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1. Race ( including national identity and ethnicity) 3
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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 (2012)
4
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The chart shows the Ethnicity% breakdown for the Trust White
groups make up 88% of the workforce Other Ethnic groups make up 10%
of the workforce 2% have Not stated their ethnicity Source: WSNHS
Trust Diversity Statistics (2012) Trust - Ethnicity % 5
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Staff Survey Monitoring Of the 498 employees responding to the
Staff Survey: 90% where from White groups and 10% where from
Minority Groups, which is comparable to the original sample Source:
WSNHS Trust Diversity Statistics (2012) 6
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Ethnicity Breakdown by Staff Group Admin and Management has the
largest proportion (98%)of White groups whilst Medical and Dental
has the smallest (59%)proportion. Source: WSNHS Trust Diversity
Statistics (2012) 7
Slide 8
Breakdown Ethnic Groups % Source: ONS Local Authority Resident
Population Estimates (Ethnicity 2009,); WSNHS Trust Diversity
Statistics (2012) 8
Slide 9
Recruitment, Applicants - Ethnicity Source: NHS Jobs WSH
Ethnicity statistics applicants (2012) white groupsminority
groupsTotal %ge Minority groups % White Groups
Applicants489928577756 36.84% 63.16% 9
Slide 10
Recruitment, Shortlisted - Ethnicity Source: NHS Jobs WSH
Ethnicity statistics applicants (2012) white groupsminority
groupsTotal%ge Minority groups% White Groups Shortlisted15284671995
23.41% 76.59% 10
Slide 11
Recruitment, Appointed - Ethnicity Source: NHS Jobs WSH
Ethnicity statistics applicants (2012) white groupsminority
groupsTotal%ge Minority groups% White Groups Appointed29935334
10.48% 89.52% 11
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2. Gender (sex - male or female) 12
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Gender by Population Area 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 Source: WSNHS Trust Diversity Statistics (2012) 13
Slide 14
Gender Equality Monitoring Although nationally the gender
distribution is roughly 50:50 the Trust consistently maintains a
80:20 division (female majority) However the Medical & Dental
staff group mirrors the national 50:50 division Working patterns
Female working patterns roughly a 50:50 equal division between full
time and part time, the majority of males work full time Source:
WSNHS Trust Diversity Statistics (2012) 14
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3. Disability Religion and belief Sexual Orientation 15
Slide 16
Disability Monitoring Sources: ONS Local Authority Resident
Population Estimates (Disability 2007); WSNHS Trust Diversity
Statistics (2012) 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 * Note definition of disability for Local
Authority statistics = "people claiming incapacity benefit or
severe disablement allowance" 16
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Religion & Belief, Sexual orientation There is no
benchmarking data for these characteristics, however as part of the
Public Sector Equality Duty (PSED) the Trust has an obligation to
eliminate unlawful discrimination, harassment and victimisation
Source: WSNHS Trust Diversity Statistics (2012) 17
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4.Age 18
Slide 19
Age Profile 44% of employees are over 45 28% of employees are
over 50 14% of employees are over 55 52% of the over 50s are over
55 Workforce breakdown Female 82% Male18% Average Age Female 43.25
Male - 43.45 Trust-43.29 Average Length of Service Female 8.96 Male
- 8.25 Trust -8.83 Source: WSNHS Trust Diversity Statistics (2012)
19
Slide 20
Over 55 Profile Source: I-view Workforce data 2012; WSNHS Trust
Diversity Statistics (2012) 14% of our total workforce is over 55,
of these 11% are Female At current levels this number could
increase to 27% over the next 5 years, assuming the 50+ employees
stay and the 66+ employees retire. 20
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5. Pay equality 21
Slide 22
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 Pay by Gender Source: WSNHS Trust Diversity
Statistics (2012) 22
Slide 23
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, Band 8b-d and Band 9 Pay by Ethnicity Source: WSNHS Trust
Diversity Statistics (2012) 23
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6. Performance Management 24
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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 2011/2012 the
department conducted a total of 30 formal investigations:- 16
Disciplinary Cases* 10 Capability Cases 3 Grievance Cases 1
Bullying and Harassment Case Our analysis shows that 5 of the 30
cases listed above 26 involved White British Staff and 4 were
ethnic minorities. None of the cases above concerned an employee
with a disability.. Disciplinary Cases 16 The proportion of
disciplinary cases between male and female staff is 12 female cases
to 4 male cases. The ratio of male to female cases remains in line
with the organisations gender profile. Capability Cases 10 Out of
the 10 capability cases, all involved female staff and 1 of those
was from an ethnic minority group. However, 6 out 10 are in the
50yr to 60yr age group. Grievance Cases 3 Two cases have been
resolved and one is still under investigation with a final report
being submitted to the Chief Executive by 30 th June 2012. Bullying
and Harassment Case 1 Case resolved. * Two of the these cases have
been reported to the Nursing and Midwifery Council. Performance
Management Monitoring Source: WSNHS Trust Diversity Statistics
(2012) 25