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Our workforce

Publication of information under the Equality Act 2010

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Contents

Introduction...........................................................................................................................3-4

Age profile and recruitment …….........................................................................................4-5

Medical staff profile and local area graph ……………….......................................................5

Local area data………………………………………………………......................................6 -7

Staff survey age …………......................................................................................................8

Ethnicity profile ………………………………………………………………………………....8

Workforce .............................................................................................................................8

Recruitment............................................................................................................................9

Local area ....................................................................................................................10-12

Gender profile........................................................................................................................13

Workforce ..............................................................................................................................12

Recruitment ...........................................................................................................................12

Local area..............................................................................................................................13

Disability profile ....................................................................................................................15

Recruitment ……………………………………………… ……………………………………….15

Local area.............................................................................................................................16

Sexual orientation profile......................................................................................................18

Workforce recruitment ………………...................................................................................19

Local area..............................................................................................................................19

Marital status profile..............................................................................................................20

Recruitment ….......................................................................................................................20

Religious belief profile ..........................................................................................................21

Recruitment ..........................................................................................................................21

Local......................................................................................................................................22

Other workforce profiles........................................................................................................23

Recommendations……………………………………………………………………..………….24

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Introduction

University Hospital Southampton NHS Foundation Trust (UHS) has a growing

national reputation as a top teaching hospital in the UK and abroad. It attracts

candidates locally, nationally and internationally and is also one of the largest

employers in Southampton. With 11,643 staff (7451.52 full time equivalent) working

in a diverse range of healthcare related fields, the Trust offers an exciting and

rewarding place to work. The Trust has also been awarded ‘Outstanding’ by the

CQC in the ‘Well-led’ domain, attributed to a strong positive working culture that is

well developed throughout the organisation.

Under the Equality Act 2010 all public sector organisations have a duty to publish

information relating to employees who have a protected characteristic. This data

provides the Trust with an opportunity to review its practices and ensure that all

employees are provided equal opportunities.

This report for 2019/20 provides an overview of the UHS workforce broken down by:

Age

Ethnicity

Gender

Disability

Sexual orientation

Marital status

Religion and belief

Contract type

Staff group

Workforce data is accurate as at 31 March 2019 and is comprised of permanent and

fixed term staff. Bank1 and honorary2 staff are excluded from the data.

Recruitment data covers the period 1 April 2018 to 31 March 2019 and covers all

candidates who have applied for a role with UHS – this includes existing staff who

have applied for a new role.

Local area comparison data has been provided by NHS Employers using datasets

from the Office for National Statistics, National Online Manpower Information

System, and the 2011 census. Further information can be found online:

1 An NHS staff bank is an entity managed by a trust, or through a third party organisation who contracts with

healthcare professionals to take on shifts at trust hospitals. 2Honorary staff are typically medical staff employed by another NHS employer/higher educational institution

working on Trust premises.

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http://www.nhsemployers.org/your-workforce/plan/recruiting-from-your-

community/measuring-up-your-community-and-your-workforce

Workforce, recruitment, and local area comparison data is provided for: age,

ethnicity, gender, disability, sexual orientation, and religion and belief. Workforce and

recruitment data is provided for marital status. Workforce data is provided for

contract type and staff group.

Age profile - workforce

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Local area- The age profile of communities served by the UHS compare

to the age profile of UHS workforce

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Facts, figures and information

Our biggest age group profile is between 25 and 29 years from the nursing and

midwifery staff group, followed by 30 to 34 years from the medical and dental staff

group. UHS is a teaching hospital which may explain the age group in nursing and

midwifery as well as the medical and dental staff group that start working with the

hospital immediately after they qualify. The age groups above are in line with our

local demographic as shown above. UHS continues to offer a range of bandings

including apprenticeships.

Recruitment

The three largest age groups of applicants are 21 to 25 years (18.2%), 26 to 30

years (21.2%) and 31 to 35years (17.6%), accounting for 57%. This means 57% of

applicants are aged 35 years or below. The local data suggests around 45% are of a

similar age in the population which means that UHS as an organisation receives

more applicants in this age group than the local population.

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Staff survey

Our 2018 staff survey results indicate that for equality and inclusion, health and

wellbeing , bullying and harassment, and violence and safety culture measures, staff

aged 31 to 40 years old and 51 to 66+years old scored higher than the UHS

average. Staff aged 21 to 30 years and 41 to 50 years scored between the national

acute average and the UHS average. Lastly, those aged 16 to 20 years score lower

than the national average for acute trusts.

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Ethnicity profile:

Workforce

Facts, figures and information

82.7% of employees are White British and White other while 17.3% are from a

BAME background (BAME – Black, Asian and Minority Ethnic). This exceeds the

local Hampshire population which is 14% however this data has been taken from the

2011 census. Please find census information here.

Hampshire as a county has been diversifying more gradually and adapting to

changing economic and global circumstances.

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The largest percentage BAME staff group are found in the medical and dental (28%)

conversely, only 8% of allied health professionals and administrative and clerical

11% are BAME.

Recruitment

Applicants by ethnicity

50.1%

13.8%

3.2%

16.1%

7.3%0.8% 3.4% 5.3%

White British

White Other

Mixed -Any

Other Race

Asian Black Chinese Any Other Ethnic Group

Not Stated

Applicants by ethnicity

30.8% of applicants report themselves as being from the BAME background. This

compares with around 15% of the local population who report as being BAME.

The proportion of candidates shortlisted remains consistent with the number of

applicants in all ethnicities. However, after assessments /interviews the proportion of

white candidates is higher than ethnic minorities. We review our recruitment KPIs on

a monthly basis and have identified this as an area of concern. We are part way

through our recruitment processes including manager training which is focused on

improving transparency and consistency of selection. (See fig.below on shortlisting).

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Our Workforce Race Equality Standard (WRES) data indicates that on average

BAME staff experience more harassment, bullying or abuse from patients, relatives

or the public compared to staff from a white background. However, our staff survey

results also indicate that BAME staff have a higher level of engagement than any

other staff group.

Please find our WRES data here

Local area – The ethnicity profile of communities served by the UHS compared to

the ethnicity profile of the UHS workforce.

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Gender profile:

Workforce

Recruitment

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Local area – The gender profile of communities served by UHS

compared to the gender profile of UHS workforce.

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Facts, figures and information

The largest staff group for females is nursing and midwifery (90% female). The

lowest is estates and ancillary (34% female). The Trust data largely shows gender

traditional roles like nursing and midwifery, allied health professional, additional

clinical services and administrative and clerical with more female workforce

compared to more men in estates and ancillary and medical and dental.

More recently, this balance has changed and is continuing to adjust the balance of

male and female doctors. As these workers (medical and dental) move through the

grades, it is expected that the gender balance at consultant grade (highest grade)

will reflect an overall gender balance in the years to come.

Further information regarding UHS gender pay gap report 2019 is found here

As an organisation we recognise gender reassignment 3 and are against any

discrimination related to this characteristic as well as other characteristics.

Staff survey

Our staff survey indicates that female staff score higher than UHS average on

inclusion, working with immediate managers, morale, quality of care and appraisals,

bullying, harassment, safe culture and staff engagement. UHS staff survey indicates

that male staff score between national acute and the UHS average.

3 Gender Reassignment refers to individuals, whether staff, who either: Have undergone, intend to undergo or

are currently undergoing gender reassignment (medical and surgical treatment to alter the body).

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Disability profile

Workforce

Recruitment

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Local area – The disability profile of communities served by the UHS

Hospital compared to the disability profile of UHS Workforce.

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Facts, figures and information

3% of UHS staff declared that they had a disability on joining the organisation. This

is an increase from previous years which were 2.9% and 1.9% in 2018 and 2017

respectively. This shows a slight improvement in staff declaring their disabilities. It is

a good step forward. Staff are more likely to report a disability through the

anonymous staff survey than at the recruitment stage.

4.1% of applicants state as having a disability. Locally around 2% report themselves

as having a disability.

From this information it is clear that workers do not declare their disability due to

perceived consequences. As an organisation it is important to continue relating the

importance of declaring and making sure that workers feel safe to declare their

disability status.

We have support in place for staff with guidance provided to Access to Work, staff

access to occupational health services, physiotherapy and counselling services.

There are two groups responsible for identifying physical, sensory and virtual access

issues affecting member of the staff with disabilities and seeking suitable solutions.

These are the Disability Access Group and PLACE Working Group. The Trust also

has a disability network group called the LIDG (long term illness and disability

group).This group is set up to offer a place for disabled staff to come together to

tackle issues and help shape and improve their experiences. This group has been

very instrumental in shaping and delivering organisation strategy and policy

implementation.

In August, the organisation will be reporting on the workforce disability equality

standard (WDES).

Staff survey results

Our staff survey show that disabled staff score lower than national average for acute

trusts compared to nondisabled staff. Disabled staff scored lowest on health and

wellbeing, bullying and harassment, violence and equality and inclusion.

Improving the outcomes of disabled staff is essential to UHS. The long term illness

and disability group is a staff network group for staff with long term illnesses and are

disabled. This group works as a voice for staff members on matters affecting them.

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Sexual orientation profile

Workforce

Facts, figures and information

Our data shows that 2% of our workforce identify as lesbian, gay or bisexual which is

in line with the National NHS average of 2%. 4.5% of applicants declare themselves

as gay, lesbian, bisexual or other.

27% of our workforce chose not to disclose their sexual orientation. As an

organisation we are working hard to encourage staff to declare their sexual

orientation in order to lead to improvements in the workplace.

UHS has a lesbian, gay, bisexual and transgender (LGBT) staff group that promotes

dignity, respect and anti-discriminatory practices at network events across the Trust.

The network uses social media to share messages and stay in touch with members.

All staff are provided with several routes for reporting complaints so that they have

someone to talk to other than their manager - this includes their Freedom to Speak

Up Guardian.

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Recruitment

Local area – The sexual orientation profile of communities served by

UHS compared to sexual orientation profile of UHS workforce.

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Marital Status Profile

Workforce

Recruitment

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Religion and belief profile

Workforce

Recruitment

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Local area – The religion and belief profile of communities served by

UHS as compared to the religion and belief of the UHS workforce.

Facts, figures and information

The Trust chaplaincy recognises all faiths, beliefs and none. The data above

indicates the religion and beliefs of the communities the hospital serves. 31% of staff

have not disclosed their religious belief at the recruitment stage. The hospital strives

to include all religions and beliefs.

Please find information regarding spiritual care here

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Other workforce profiles:

Contract type

Facts, figures and information.

UHS values a diverse background and good employment practices. These can bring

efficiencies in keeping down costs in areas where full time cover is not needed but

provides part time employment to parents, carers and other person who would only

want to work part time hours for different reasons including work-life balance.

By offering family friendly working practices UHS increases its recruitment and

retention. Part–time work tends to attract parents with younger children, and older

people who may not want to work full time but can bring a wealth of skills, expertise

and experience.

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Actions we are taking on our workforce profile

As a Trust we recognise from our workforce data that more needs to be done to

make sure that staff feel included and are happy to work for the Trust.

Our WRES data indicates that most BAME staff are employed in the lower AFC4

Bands. The Trust’s target is to increase the percentage of BAME staff in band 7

posts and above to 15% by 2023.

To make this possible, the organisation has launched an inclusive leadership

programme, so far this March there have been three cohorts of on average 25

members of staff per cohort.

Another plan that the Trust has been put in place, a revised recruitment and

selection training course that will focus on improving transparency, consistency and

fairness of recruitment and career progression pathways in UHS.

We want to improve disclosure rates of personal information across all protected

characteristics. Accurate data helps the Trust work towards an inclusive

environment. This data is used to plan reasonable adjustments, recruitment and

retention and other strategies to drive organisational change and transformation.

The Freedom to Speak Up Guardian is helping UHS create a culture of speaking up

to provide support for all our staff to raise any concerns about bullying and

harassment, unsafe working conditions and unsafe patient safety.

4 AFC – Agenda for Change (AFC) is the current National Health Service (NHS) grading and pay system for NHS

staff, with the exception of doctors, dentists, apprentices and some senior managers.