equality & diversity employment annual monitoring …...equality & diversity annual...

Equality & Diversity Annual Monitoring Report 2012/13 1

Equality & Diversity Employment Annual Monitoring Report 2012-13


Table of Contents

Page

Introduction

3-4

Trust compliance with the Equality Act 2010

5-8

Equality & Diversity Employment Monitoring Information: Executive Summary

9-13

Risks & Actions

14-15

Appendices

Appendix 1 Staff Profile Data & Key Trends

16-22

Appendix 2 Recruitment Data & Key Trends

23-26

Appendix 3 Promotions Data & Key Trends

27-30

Appendix 4 Personal Development Reviews (PDR) Data & Key Trends

31-35

Appendix 5 Training Data & Key Trends

36-39

Appendix 6 Flexible working applications & Key Trends

40-43

Appendix 7 Leavers Data & Key Trends

44-47

Appendix 8 Employee Relations Data & Key Trends

48-52

Accessibility This document can be made available in a range of alternative formats e.g. large print, Braille and audio. For more details please contact the HR Department on 01942 77(3848) or e-mail: [email protected].


1 Introduction This report seeks to:

1) Demonstrate due regard to the aims of the equality duty as required by the Equality Act 2010 (Specific Duties) Regulations 2011

2) Report on the employment information that public authorities should publish annually to support our demonstration of compliance with the equality duty

The legislative framework The general public sector equality duty under the Equality Act 2010 came into force in April 2011 and it requires public bodies to:

1) Eliminate discrimination 2) Advance equality of opportunity 3) Foster good relations between different groups.

In addition to the general equality duty there are specific duties which came into force within 2011. Under the specific duties, Public Bodies are required to:

Prepare and publish one or more equality objectives

Publish information to demonstrate compliance with the general equality duty. This includes information relating to persons who share a relevant protected characteristic who are its employees or other persons affected by its policy and practice

The duty to publish information As set out in the Regulations of the Equality Act 2010, all Public Authorities are required to publish information to demonstrate their compliance with the Public Sector Equality Duty by 31st January 2012, then at subsequent intervals, of not greater than one year. The diagram below details the 9 characteristics that are protected under the Equality Act 2010.

In compliance with our duty to publish information the Trust produces an annual employment monitoring report which presents a statistical picture of the Trust‟s workforce from recruitment


through to exit. The analysis includes the protected characteristics of gender, race, disability, age, sexual orientation, religion & belief, marital status and maternity. For the first time in this year‟s report we are also reporting on flexible working applications and outcomes by equality group. Where relevant data is available, we compare our workforce profile against the 2011 Wigan Borough national census return to identify any potential areas of under representation. The Trusts employment data on gender, race, age, maternity, marriage and civil partnerships is of a good quality; however, it is noted that there are still significant gaps in the data sets of disability, sexual orientation and religion/belief. On a monthly basis we cleanse new starter equality & diversity data and the next full Trust wide data cleanse will be undertaken within 2014-15 which should further improve the gaps we currently have in this data. It is also noted that the Trust does not currently collect information on the protected characteristic of Gender identity. However, a Transgender Standard Operating Procedure will be launched within 2013-14 which will provide guidance to both staff and managers on recruitment & selection of transgender staff and to provide guidance on any issues that may arise for transgender staff whilst in employment.


2 Trust compliance with the Equality Act 2010 This section of the report demonstrates the Trusts compliance with the general public sector equality duty by providing an overview of the employment related Equality & Diversity activities that have been undertaken within 2012/13. It also demonstrates the commitment within the Trust to progress work around equality, diversity & human rights. Equality Delivery System (EDS) Assessment & Action Plan To support the development of the Trusts 2012-16 Equality Objectives the Trust undertook an assessment against the Equality Delivery System (EDS) in early 2012. The Equality Delivery System (EDS) is a toolkit which has been designed to help NHS Organisations to meet the requirements of the Public Sector Equality Duty. The EDS toolkit is structured around 4 Goals:

Goal 1 Better health outcomes for all

Goal 2 Improved patient access & experience

Goal 3 Empowered, engaged and included staff

Goal 4 Inclusive leadership at all levels

Within 2012-13 we have been working towards our Equality Objectives and Equality Delivery System (EDS) Action Plan. This work stream is monitored by the Equality & Diversity Steering Group which meets on a quarterly basis. EDS Goals 3 & 4 are the employment related Goals and a short update is given below on the progress that has been made towards our 2012-13 EDS action plan:

A data capture mechanism for flexible working applications & approvals has been introduced so we can monitor applications and outcomes by Equality Group to identify any hot spots

An HR Contact line e-mail address has been set up for staff to confidentially log any bullying or harassment concerns

A new Trust values & behaviours framework has been developed which includes a section on Dignity and Respect

The Equality & Diversity E-compulsory training has been updated and has expanded the information available on bullying & harassment

Equality & Diversity training was delivered to Trust Board in June 2012

A pilot training session on Equality & Diversity leadership was run in March 2013 and the full programme will run in 2013-14 which is fully subscribed

A single Equality Strategy was consulted on within September 2012 and was published in December 2012

A Transgender Standard Operating Procedure has been developed to provide guidance to both staff and managers on recruitment & selection of transgender staff and to provide guidance on any issues that may arise for transgender staff whilst in employment.

An employee relations E & D dashboard has been developed and is updated & published on a quarterly basis as part of the HR Activity Report

A full employee relations case review has been undertaken of all BME & Male cases which were identified as disproportionate in the 2011-12 monitoring report. Recommendations have been incorporated into the 2013-14 EDS action plan which includes holding a BME Focus Group session which is taking place in November 2013.


For the second time we sent out an Equality Delivery System (EDS) Staff Survey and asked staff to give us their feedback against key areas such as Recruitment & Selection, flexible working, health & wellbeing etc. Appropriate actions have been incorporated into the 2013-14 EDS action plan.

Promotion/Raising Awareness on Equality & Diversity Within 2012/13 the Equality & Diversity Leads have raised awareness on Equality & Diversity through various mechanisms such as the Trusts monthly newsletter `Focus` and updates on the Trusts Internet and Intranet Websites. The Trust also participated in the NHS Employers Equality, Diversity & Human Rights Week and had Equality & Diversity information stands on each of the Trust sites. An Equality & Diversity session is held on the Corporate Induction programme which raises awareness on Equality & Diversity to all new members of Trust Staff. Equality Monitoring Data Collection There is still a fairly large proportion of employees that have either chosen not to declare whether they are disabled (57.8% unknown) or their sexual orientation and religion belief (44% unknown). Within 2012/13 we have completed monthly data cleanses on new starter equality & diversity data and another Trust wide data cleanse is planned for 2014-15. Equality & Diversity Staff Network Within 2012/13 the Equality & Diversity Staff Network has participated in providing feedback on key areas such as the revised e-compulsory training module and suggested areas for development such as the development of a Transgender Standard Operating Procedure for staff. Supported Employment Placements The Trust has worked with Wigan Council‟s Supported Employment Service in providing placements for individuals with disabilities to obtain work experience. These placements usually run for 3-4 hours per week for a 12 week period and are invaluable in enabling disabled individuals within the Borough to obtain valuable work experience to support them in obtaining employment in the future. We have had placements within several areas of the Trust including HR, Patient Relations, Linen, Porters and there are more placements in the pipeline within Division of Medicine and Division of Specialist Services. The work on the Supported Employment Placements has been shortlisted for the Recognising Excellence Awards 2013 within the Supporting Staff and Colleagues category. Schemes for Young People The Trust continues to operate a Work Experience Scheme which gives young people the opportunity to undertake work experience placements in a range of Departments across the Trust. The Trust has worked with Skills for Health in providing placements for young people on the Cadet scheme and also offers a range of apprenticeship opportunities. In addition members of the HR Directorate have attended Careers Fairs at local schools to promote the range of professions that are available within an NHS workforce. Positive about Disability During 2012/13 the Trust was successful in renewing its Positive about Disabled People accreditation. To use the Positive about Disabled People two ticks symbol the Trust must demonstrate its commitment regarding recruitment, training, retention and disability awareness.


These commitments are:

to interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities

to discuss with disabled employees, at any time but at least once a year, what both parties can do to make sure disabled employees can develop and use their abilities

to make every effort when employees become disabled to make sure they stay in employment

to take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work

to review these commitments each year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans

Equality & Diversity Training During 2012/13 key training & development activity has been undertaken on Equality & Diversity which includes:

Equality & Diversity awareness to Trust Board members

Equality & Diversity element of the Trust Induction

E-compulsory Equality & Diversity training which all staff have to undertake on a 3 yearly basis

Pilot Leadership Equality & Diversity Module The Equality & Diversity e-compulsory training module has also been subject to significant review and has been revised to reflect current legislation. This new module was launched as part of the new Trust wide e-learning system in the latter part of 2012. Equality Impact Assessments As a public sector organisation, the Trust has a duty to analyse the effects of its policies and practices on equality across all of the protected characteristics. This helps us to identify any practical steps to tackle any negative effects or discrimination, and to promote equality and foster good relations between different groups.

The Trust aims to design and implement all policies, procedures and functions to meet the diverse needs of service users and staff, ensuring that they receive good access, outcome and experience. During 2012/13, the Trust continued to undertake equality impact assessments (EIAs) on all policies and practices (to ensure that any new or existing policies and practices do not disadvantage any group or individual). EIAs have now successfully been embedded as part of Trust Policy Protocol and no policies are approved unless a completed equality impact assessment is undertaken. Within 2013-14 we will be undertaking further enhancements on the Equality Impact Assessment toolkit through incorporating links to enable manager‟s access to equality resources & support information to support the completion of the EIAs. Health & Wellbeing of Staff Initiatives that support Healthy Living are available to all staff and are widely promoted to all. Examples of activities that have been undertaken within 2012-13 are:

Having successfully achieved Commitment status of the Greater Manchester “Good Work, Good Health” charter in April 2012, the Trust gained Achievement status in April 2013 demonstrating how we support staff health and well being following a number of self assessment against these standards.


22 Workplace Wellbeing Champions are now in place following completion of their training in RSPH Level 2 in “Understanding Health Improvement”.

A series of Wellbeing Awareness Days took place on all of the main hospital sites with support from a number of Trust departments and outside agencies.

The Wellbeing Intranet pages have continued to be developed as a resource for Champions and staff alike.

There have been two successful Weightloss Challenges within the Trust.

The rebranded “Wellbeing Training” has continued to be delivered to groups of managers and groups of staff.

The Trust worked in partnership with Smoking Cessation colleagues from Bridgewater to deliver a successful Smoke Free Challenge.

Oakdale Employee Assistance Programme is now up and running within the Trust.

The Trust has piloted an Early Absence Support Programme with a view to roll out to all areas of the Trust following the pilot.

The Trust has developed links with the wider healthy hospitals network to promote activities and schemes for staff.

The Trust has continued to positively promote health checks for men, as part of „Men‟s Health Week‟, through our Centre for Staff Health and Well-Being.

The Trust again actively participated in NHS Fun Triathlon.

Facilities for new mothers in the workplace The Trust has reviewed the facilities that are provided for staff returning from maternity leave, who wish to express breast milk on their return to work. Portable fridges are now available for staff returning from maternity leave that want to express breast milk at work and these changes have been incorporated into the updated Maternity Leave Policy. Summary In summary there has been significant activity within 2012/13 to ensure that the Trust works to eliminate discrimination, advances equality of opportunity and fosters good relations between different groups. However, there is a challenging year ahead and this will include working towards the actions identified in our 2013/14 EDS action plan, continuing to grow the membership of the E & D Staff Network, involving different equality groups in targeted Focus Group sessions and raising the profile of Equality, Diversity & Human Rights throughout the Trust.


3 Equality & Diversity 2012-13 Employment Monitoring Information: Executive Summary Collating and analysing data on our staff by protected characteristics helps us to understand the effect of our workforce cultures, policies, practices and procedures on our staff and also helps us to identify any differences in outcomes for different staff groups. The summary below identifies some of the key trends arising from the analysis of our employment data against 6 of the characteristics that are protected under the Equality Act. Associated Risks & Actions are detailed in Section 4 of the report.

Our Staff Profile Headlines for 2012/13 The Trust workforce is predominantly white at 91.4% with 6.7% from a Black & Minority Ethnic (BME) group and 1.9% of employees have not declared their ethnic origin. The majority of the Trust workforce is female at 81% and 19% male. 2.4% of the workforce have declared themselves disabled, 39.8% have declared they are not disabled and for 57.8% of staff this data is not declared. 55% of the workforce have declared themselves heterosexual and 46% have declared a Christian religion/belief. 37.25% of the workforce is aged 50+ years and 58.9% of Trust staff are married. Within the last 12 months the number of unknown/undeclared disability, sexual orientation and religion/belief employee records has reduced due to the ongoing data cleanse on new starter records that has been undertaken. However, there are still a fairly large proportion of employees that have either chosen not to declare this information or its unknown (approximately 57% disability and 44% sexual orientation and religion/belief). In comparison with the Wigan Borough population we are over representative of BME staff and we are also over representative of female staff (Source 2011 Census). In comparison with the Wigan Borough Disabled population (21.5%) the Trust is under representative; however, it should be noted that of the 22.3% there will be a proportion of these individuals that will have a limiting long term disability that would prevent them working in any capacity. Additionally it should also be noted that there is a large % of staff that have not declared whether they are disabled or not (57%). An analysis of the Wigan Borough religion/belief highlights that the Borough has a high % of individuals declaring themselves as Christian (77.8%) in comparison with the Trust (46%); however, it‟s noted that 44% of the Trust workforce has not declared their religion/belief. When we compare our staff profile against the 2011 Wigan Borough marital status profile we are not comparable with several of the categories with an overrepresentation of married staff and under representative of the other categories with the exception of Civil Partnership (where we are comparable). This will be influenced by the 2011 Census statistics including all members of the Borough e.g. from Birth; whereas the Trust workforce is from age 16+ years. There is currently no data available for the Wigan Borough on the sexual orientation of the local population as this information was not collected within the 2011 census.

Recruitment Headlines for 2012/13 The majority of those applying for posts within 2012/13 were white (81.37%) and 72.38% of applications were from females. 3.52% of applications were from individuals that declared themselves disabled, 93.17% of applications were from heterosexual applicants and 66.15% of applications were from candidates of a Christian religion/belief.


Statistically more white applicants were shortlisted than applications from black and minority ethnic (BME) groups and more white shortlisted candidates were appointed. It‟s highlighted that the NHS Jobs system does not allow recruiting managers to have data on the ethnic origin of candidates which should minimise the risk of candidates not being shortlisted on the grounds of race. In addition the Trust also has a comprehensive Recruitment & Selection Policy in place which outlines recruiting managers‟ responsibilities to ensure the Trust is compliant with the requirements of the Equality Act. However, this is a continuing trend and further work is required to unpick what is driving these statistics. Statistically more female applicants were shortlisted in comparison with male applicants; however, of those shortlisted the gender appointment ratios are comparable. Statistically more disabled applicants were shortlisted than non disabled applications which fits with our Positive about Disability Accreditation; to shortlist any disabled applicants that meet the essential criteria for a post for which they have applied. However, the ratio of disabled candidates shortlisted to appointed is lower than the ratio of non disabled candidates. This may be in part due to the short listing for Disabled candidates being based on the essential criteria and at selection stages they are competing against candidates that may meet both the essential and desirable criteria. This may then contribute to the reduced number of disabled candidates that are appointed. An analysis of shortlisted and appointed candidates across the sexual orientation and religion/belief categories highlights that generally there is a higher ratio of Christian & Heterosexual candidates shortlisted and appointed in comparison with other religion/belief and sexual orientation categories.

Promotions Headlines for 2012/13 99.5% of promotions were to employees from a white ethnic origin. This % has increased in comparison with 2011/12 data. In comparison with the Trust BME Workforce profile we are under representative for promotions within the BME group; however, its noted that a significant % of the Trusts BME workforce are within the Medical & Dental staff group and overall there is less internal promotional movement within this staff group. 87.9% of promotions were to female employees. The promotions profile by gender is slightly under representative to male staff (male staff are 19% of the workforce but account for 12.1% of promotions). Promotions within the age categories of 51+ years account for 17.27% of promotions whilst the corresponding workforce composition of these age categories is 37.3%. 2.83% of promotions were to disabled employees, the corresponding workforce composition is 2.35% disabled. This is an increase from 0.63% of promotions to disabled staff within 2011-12; however, it is difficult to undertake any meaningful trend analysis due to the amount of data that is currently categorised as undeclared/unknown. 47.2% of promotions were to employees of a Christian religion, 6.1% to employees of a non Christian religion/belief and 46.7% to employees of an undeclared or unknown religion/belief. In comparison with the corresponding workforce profile this is generally representative.

51.9% of promotions were to employees of a heterosexual sexual orientation, 47.2% were to employees with an either undeclared or unknown sexual orientation and 0.93% to employees of a non heterosexual sexual orientation. In comparison with 2011/12 data there has been a decrease in promotions to employees with a heterosexual sexual orientation and an increase in the number of employees that were promoted of an undeclared sexual orientation. There has also been an increase since 2011-12 in promotions recorded for employees with a non heterosexual sexual orientation at 0.93% for Gay employees within 2012-13. However, its noted that there are still a significant proportion of employees that have an either unknown/undeclared sexual orientation (44%) which makes any meaningful trend analysis difficult.


Performance & Development Review Headlines for 2012/13 Employees from a white ethnic origin had a 80.5% PDR rate whilst BME employees have a 75.8% compliance rate. The ethnic group with the lowest PDR rate is employees from a mixed background at 56.3% compliance. If you extract Mixed Background from of the BME group then the other categories of BME staff have either comparable or higher compliance rates than white staff. Further work is required to understand why employees from a mixed background have a significantly lower PDR rate than other staff. Females have a PDR rate of 79% compared with males at 84% compliance. This reverses the trend from 2011-12 when male staff had lower PDR rates than females. Internally reported PDR rates for Disabled and Non Disabled staff are 79% and 83% respectively which are fairly comparable. PDR rates by sexual orientation highlight that staff with a non heterosexual sexual orientation have higher PDR compliance rates. However, its noted that there are a very small number of staff with declared non heterosexual orientations across the organisation. There is also still a significant number of staff with a not disclosed sexual orientation (44%) which makes any meaningful trend analysis in this area limited. PDR rates by religion/belief do not highlight any particular areas of concern. The compliance rate for employees with Judaism as a declared religion/belief is 0%; however, there is only 1 employee within this category. It‟s highlighted that there are still 44% of staff with a non declared religion/belief which makes any meaningful trend analysis in this area limited. PDR rates across the age categories highlight that PDR compliance is generally higher amongst employees in 40+ year‟s age categories. PDR compliance across marital status categories are fairly comparable (between 80-82% compliance) with the exception of employees in a Civil Partnership (100%) and legally separated employees at 86.7%.

Training Headlines for 2012/13 The training information in this report is based on any internal training that has been undertaken and recorded on the ESR system. Please note that this does not include external training courses as this data is not recorded on ESR. Therefore, the data may not reflect the full range of training that an employee may have undertaken; however, as a large % of training that is undertaken is internal it does give a fairly good representation of the training activity. Based on the training information available the % training is fairly consistent across the ethnic groups and is within the range of 95%- 100%. Training by gender is fairly comparable with females 96% and males 93%. Disabled and non disabled employees have comparable rates of training at 99% and 97% respectively. Employees within an undeclared disability status have a 95% rate of training. Training rates across the disclosed religion/belief categories are fairly comparable (within the range of 96- 100%) with Islam as slight outlier at 91.4% and not declared at 94%. Training rates across the sexual orientation categories are also fairly comparable between 97- 100% with employees of a not disclosed sexual orientation having the lowest rate of training at 95%, Training rates by age category highlights that % rates decrease after 55+ years. Between 16- 54 years training rates are 100%; further work is required to understand why older workers have lower rate of internal training activity.


Flexible Working Headlines for 2012/13 From October 2012 we started to monitor flexible working applications and approval rates by Equality Group. 88.9% of flexible working applications were from employees of a White ethnic origin and 11.1% had not disclosed their ethnic origin. BME applications are underrepresented compared with the corresponding workforce profile (6.7% BME Workforce). 100% of applications during Oct 12- March 13 were approved. 100% of applications were from female employees and 100% were approved. The application profile is under representative of the male workforce who account for 19% of the overall workforce.

50% of applications were from employees that were not disabled, 12.5% from disabled employees and 37.5% from employees that did not declare their disability status. 87.5% of applications were from heterosexual employees and 12.5% were from employees that did not declare their sexual orientation. 87.5% of applications were from Christian employees and 12.5% were from employees that did not declare their religion/belief. 62.5% of applications were from Married employees, 12.5% Single and 20% Divorced.

Leavers Headlines for 2012/13 78% of leavers were white and 75% female. Leavers within the age range of 55+ years account for 27.56% of leavers within 2012/13 and a significant proportion of the leavers within this age bracket do so due to retirement. The % of leavers is 78.7% white and 18.9% BME. BME leavers at 18.9% is high compared with the corresponding workforce profile (6.7% BME) however, it should be noted that these figures include all leavers (including junior doctors on rotation). If we exclude junior doctors on rotation the profile of leavers is 12.9% BME which is still higher than the workforce profile; further work is required to understand why BME staff have higher rates of leaving than white staff. 3.9% of leavers were disabled, 46% were heterosexual and 43% were Christian. There were a significant proportion of leavers with an unknown sexual orientation (52.5%), unknown religion/belief (46.7%) and unknown disability status (61%).

Employee Relations Headlines for 2012/13 92.9% of employees that submitted grievances in 2012/13 where of a white ethnic origin and 7.1% were from a BME background. 92.3% of employees that submitted dignity at work cases were white and 90% of employees that were subject to disciplinary proceedings were white. Of the Employment Tribunal (ET) cases submitted 50% were white and 50% BME; however, it‟s noted that there were only 2 ET applications in total. The number of BME employees subject to disciplinary investigations and submitting formal grievances has reduced in 2012-13 compared with 2011-12 data (from 22% discipline in 2011-12 and 12% grievance). 100% of employees that submitted grievances & dignity at work cases within 2012-13 were female and this is an increase from 64.7% female (grievance) and 66.7% female (dignity at work) within 2011-12. 51% of employees that were subject to disciplinary investigations were female and 49% were male. This continues the trend of the last 2 years were there has been an increase in the number of male employees involved in disciplinary cases (from 34.21% male in 2010-11). This is significantly over representative when compared with the corresponding workforce profile (19% male). In comparison with the Trusts gender profile the % of Employment Tribunal cases relating to male staff are over representative (50% compared with 19% workforce profile); however, there were a small number of cases (2). Of the employees that submitted grievances in 2012/13 the age category of 35-50 years had the highest number of grievances at 76.95% of total grievances. 76.9% of employees that raised a Dignity


at Work issue were aged between 35-50 years with 13.7% aged 51+ years. 27.55 of employees that were subject to disciplinary investigations were aged between 16-34 years with 58.6% between 35-50 years and 13.7% aged 51 years. There were no grievances or dignity at work cases submitted by any employees that had declared themselves as disabled. There were also no disciplinary cases recorded for employees that had declared themselves disabled. However, it‟s noted that there is still a high proportion of employees with an undeclared disability status (57.8%). There were no non heterosexual employees that submitted grievances or dignity at work cases within 2012/13. There were also no disciplinary cases recorded for employees that had declared themselves as a non heterosexual sexual orientation. However, it‟s noted that there is still a high proportion of employees with an undeclared sexual orientation status (44.4%). 50% of employees that submitted grievances were Christian, 14.3% Atheist and 28.6% had an undeclared religion/belief. 34.5% of employees that were subject to disciplinary investigations were Christian, 3.34% Atheist, 3.4% Hindu, 3.4% Islam, 10.3% Other and 44.8% not declared. Of the Employment Tribunal claims submitted in 12-13 50% were from Christian employees and 50% from Atheist employees. It is difficult to undertake any meaningful trend analysis on this data due to the significant % of staff that have an undeclared religion/belief (44%).

Staff Survey Headlines 2012 The 2012 staff survey was sent to a random sample of 850 Trust staff and we had a 49% response rate. The survey can be analysed by the protected characteristics of age, gender, disability & ethnicity. Key findings are that 93% of staff felt that the Trust provided equal opportunities for career progression or promotion and this placed us within the best 20% of Trusts when compared nationally. 8% reported experiencing discrimination at work and this also placed us in the best 20% of Trusts. Overall this is a positive message from our staff; however, on analysis of these findings by Equality Group highlights that significantly more BME staff indicate they have experienced discrimination at work (32% BME compared with 6% white). A review of the results by Disability status highlights that 16% of Disabled Staff indicate they have experienced discrimination at work compared with 7% non disabled. Further work is required to understand what issues are driving these perceptions for BME & Disabled staff.


3 Equality & Diversity Risks Arising from the 2012/13 Employment Monitoring Report & Planned Actions

Risk Identified from 2012/13 Workforce Equality data

Legislation requirement

Action proposed & Timescales

Level of Risk Lead

A significant proportion of staff have not declared key equality data such as disability, religion/belief & sexual orientation.

Public Sector Equality Duty (Must provide evidence that the Trust has given due regard to all equality groups)

Monitor 2013/14 new starter employee records and take action to obtain any missing equality information. Another full Trust wide data cleanse will be undertaken in 2014/15.

Low Senior HR Business Partner- Workforce Informatics

The Trust does not currently collate equality information on the protected characteristic of employee Gender Identity.


ESR does not currently have the functionality to record Staff Gender Identify and in the short term we will not be collecting this data. To raise awareness and to provide guidance on Gender Identity a Transgender SOP has been developed and will be launched within 2013/14.

Low Senior HR Business Partner- Workforce Informatics.

A higher % of white applicants are shortlisted & appointed than those from black and minority (BME) groups


Undertake further analysis of statistics by type of job role to identify any key themes. Consider feasibility of undertaking an on line survey of BME applicants to obtain feedback & identify any trends.

Low Senior HR Business Partner, Workforce Informatics Employment Services Manager


Employees from Mixed Background have significantly lower PDR rates than those from other ethnic groups.


Undertake further analysis of Mixed Race PDR data to identify what factors are driving this statistic. If any follow up actions are required they will be incorporated into the 2013-14 EDS action plan.

Low Senior HR Business Partner, Workforce Informatics

Older employees (55+ years) have lower rates of internally training than younger workers.


Undertake further analysis of 55+ year‟s employee training data to identify what factors are driving this statistic. If any follow up actions are required they will be incorporated into the 2013-14 EDS action plan.


Significantly higher rates of BME staff reporting experiencing discrimination at work within the 2012 staff survey.


BME Focus Group session planned for November 2013 to explore BME staff perceptions of their employment with the Trust. Any follow up actions to be incorporated into the 2013-14 EDS action plan.


Disabled staff report higher rates of experiencing discrimination at work within the 2012 staff survey.


Consider feasibility of undertaking a Disabled staff Focus Group within 2014 to explore disabled staff perceptions of their employment with the Trust.


There are more BME leavers than the corresponding workforce profile


Exit Interview template and reporting process is currently under review. To implement revised template and reporting by April 2014.

Low Employment Services Manager Senior HR Business Partner, Workforce Informatics


Appendix 1

2012-13 Staff Profile Data: Ethnic Origin Ethnicity Staff Profile

31 March 2012

Staff Profile 31 March 2013

Wigan Borough 2011 census

White 91.3% 91.44% 97.30%

Mixed 0.4% 0.45% 0.90%

All Asian Background

4.61% 4.79% 1.10%

All Black Background

0.9% 0.68% 0.50%

Any other ethnic group

0.5% 0.77% 0.20%

Not stated 1.9% 1.87% 0.00%

Total 100.0% 100.0% 100.0%

Ethnic Origin- Key Trends 91.44% of the Trust workforce are of a white ethnic origin with 6.69% from a Black & Minority ethnic origin (BME) and 1.87% of the workforce have not declared their ethnic origin. The Wigan Borough has a 97.3% white population with 2.7% of the population from a BME ethnic group. When we compare the Trust workforce to the local population we are overrepresented in the overall % of employees from a BME group; however, it is noted that the majority of the Trusts BME population are within the medical staff group. If we exclude medical staff from the figures the Trust has a 96.17% white workforce, 2.36% BME workforce and 1.47% not stated. The overall Trust workforce is broadly representative of the individual BME ethnic origin groups in comparison within the Wigan Borough with very slight lower representation against Mixed and Any Other Ethnic Origin group categories.

The ethnic composition by payband highlights that the majority of the Trusts BME workforce are within the medical pay bands. There are small numbers of BME staff across the range of pay bands 1-8b; however, there are no BME staff within Band 8c, 8d, Band 9 or local payscales.


2012-13 Staff Profile Data: Gender

Gender- key trends 81% of the Trust workforce is female and 19% male which represents a 1% decrease in the female workforce and corresponding increase in the male workforce in comparison with 2011/12. In comparison with the Wigan Borough the Trust workforce is not representative of the male population; however, this is due to the female dominated professions that are prevalent in an NHS workforce. An analysis of the gender composition of the Trust pay bands highlights that the medical pay bands are 70.75% male and Pay Band 8 – Band 9 are 42.21% male. This position in respect of medical staff has remained relatively static in comparison with 2011/12 data, however there has been an 8.9% increase in respect of male staff holding Band 8 - 9 positions.

The highest number of male employees within the non medical staff groups are within Band 2 which reflects the male dominated job roles such as Porters, Maintenance and Works. An analysis of the pay bands by full and part time status highlights that only 11.7% of Medical & Dental employees work part time and the number of part time employees generally reduces the higher the Pay Band; from 94.64% of Band 1 employees working part time compared to only 10% of Band 8b employees working part time. There are no employees on Band 8c and above working on a part time basis. This may explain the lower composition of females within Medical & Dental and Senior Manager pay bands.


2012-13 Staff Profile Data: Disability

Disability- key trends 2.35% of the workforce have declared themselves disabled, 39.83% have declared that they are not disabled and for 57.82% of the Trust workforce this information is unknown. The number of staff declaring themselves disabled has remained relatively static in comparison with 2011/12 data. However, there has been a further small improvement in the number of staff where disability information is unknown from 60.3% of unknown/undeclared data in 2011/12. In the Wigan Borough 20111 census 21.5% of the population declared themselves disabled in comparison with 2.35% of the Trust workforce. This suggests that the Trust workforce is significantly underrepresented in relation to people with a disability, as compared with the Wigan Borough. However, it should be noted that of the 21.5% of the Wigan population that are disabled, a proportion of these will have a limiting long term illness that would prevent them from working in any capacity. Additionally, it should also be noted that there is a large % of staff that have not declared whether they are disabled or not (57.8%) and staff may only be declaring illnesses and conditions that are widely known as a “social disability” and not illnesses which fit the legal definition of disability. Therefore, the composition of the workforce that is disabled may be higher.

An analysis of disability by Trust pay bands highlights that the highest number of staff declaring themselves disabled is within the Band 2 pay band (27.8%) and this was also the pay band with the highest number of disabled employees in 2011/12. 11.5% of Disabled employees are within senior positions within the Trust (includes Band 8a, 8b & Medical Staff).


2012-13 Staff Profile Data: Age

Age - key trends The age composition of the workforce as at 31st March 2013 has remained relatively static in comparison with 2011/12 data. 53% of the workforce is 45 years and over and 20.5% are 55 years and over. The 16- 24 years employees are predominantly found within pay bands 1-5 (91.85%) with 8.15% within Band 6 and Junior Medical staff. There are no employees under the age of 25 years within Bands 8a and above. In comparison with the Wigan Borough the Trust is under representative of employees within the age range of 16- 24 and 65-75 years. In regards to the 16-24 age bracket it is expected that there would be an under representation of the Trust workforce in comparison with the Wigan Borough due to 21 years being the minimum age for qualification of professional staff groups in the Trust. In addition, there are also a proportion of the Borough‟s young people in this age group within full time education. However, the Trust does promote itself to young people through its work experience and cadet schemes. In regards to the 65-75 years age bracket this under representation is likely to be due to the reduced number of people remaining within paid employment within this age category. It‟s noted that since the removal of the default retirement age we have seen an increase in the number of staff working longer with 1.75% of the Trust workforce currently aged 65+ years (77 headcount) compared with only 0.43% of the workforce in 2010.


2012-13 Staff Profile Data: Sexual Orientation

Sexual Orientation- key trends 55.02% of the Trust workforce have declared themselves as heterosexual with 44.39% having an undeclared or unknown sexual orientation. 0.25% of the workforce have declared themselves as Bisexual, 0.23% as Gay and 0.11% as Lesbian. These figures have remained relatively static since 2011/12.

An analysis of sexual orientation by pay band highlights that the highest number of employees declaring themselves with a non heterosexual orientation are within pay bands 6, 4 and 2.

It is currently difficult to accurately assess the profile of the workforce by sexual orientation due to the large amount of employee records that currently have either an undeclared or unknown sexual orientation. There is currently no data available for the Wigan Borough on the sexual orientation of the local population as this was not collated in the 2011 census statistics.


2012-13 Staff Profile Data: Religion/Belief

Trust workforce composition by Religion/Belief: as at 31st March 2013

Atheism

Buddhism

Christianity

Hinduism

Islam

Jainism

Judaism

Other

Sikhism

Not disclosed

Religion/Belief - key trends

46.04% of the Trust workforce have declared themselves as Christian with 44.04% having an undeclared or unknown religion/belief. 3.18% of the workforce have declared themselves as Atheist, 0.14% Buddism, 0.75% Hinduism, 1.31% Islam, 0.05% Jainism, 0.05% Judaism, 0.07% Sikhism and 4.18% other. An analysis of religion/belief by pay band highlights that the highest number of employees declaring themselves with a non Christian religion/belief are within pay bands 2 and 5 and Medical staff pay bands. It is currently difficult to accurately assess the profile of the workforce by religion/belief due to the large amount of employee records that currently have either an undeclared or undefined religion/belief. An analysis of the Trust workforce in comparison with the Wigan Borough highlights that the Wigan Borough has a high % of the population declaring themselves as Christian (77.8%) compared with 46.04% of the Trust workforce. However, it is noted that 44.04% of the Trust workforce have an undeclared religion/belief. In comparison with the non Christian religion/belief the Trust is broadly representative of the other religion/belief categories. However, it is noted that Atheism is under represented at 3.18% of the Trust workforce in comparison with 15.3% of the Wigan Borough.


2012-13 Staff Profile Data: Maternity Maternity key trends

Pregnancy and Maternity are protected characteristics under the Equality Act and so this year we have included the data that we have available within this report. It is currently unknown the total number of staff that were pregnant as at 31st March 2013 as HR only receive information on pregnancy when staff submit their MATB1 forms (which is at a later stage in their pregnancy). As at 31st March 2013 there were 82 staff who were on Maternity leave which represents 1.85% of the Trusts workforce. The largest % was found within Bands 2 & 5 which represents 56% of the staff on maternity leave. Staff aged 35 years and below account for 81.7% of the staff currently on maternity leave.

2012-13 Staff Profile Data: Marital Status

Marital Status key trends

Marriage & Civil Partnership are protected characteristics under the Equality Act; therefore in this year‟s report for the second time we have undertaken an analysis of the information we hold in this area.

58.93% of Trust staff are married, 8.51% are either divorced or legally separated, 0.20% are in a Civil Partnership, 0.97% are widowed and 26.46% are single and for 4.92% of staff their status is unknown. When we compare our staff profile against the 2011 Wigan Borough profile the Trust has a higher % of married staff than the local population (47.4% Wigan Borough) and slightly lower % of single staff (32.9% Wigan Borough), Divorced/legally separated (12.4% Wigan Borough) and Widowed (7.2% Wigan Borough). The % of Trust staff declaring themselves in a Civil Partnership is comparable with the Wigan Borough.


Appendix 2 2012-13 Recruitment Data: Ethnic Origin

Ethnic Origin- Key Trends

The majority of applicants within 2012-13 were white at 81.37% which is a slight increase from 77.4% in 2011-12. 18.07% of applicants were from a BME ethnic group which is slightly less than in 2011-12 at 21.5%. Statistically more white applicants were shortlisted and appointed than those applicants from BME groups and this follows a similar trend to 2011-12 data. It‟s noted that recruiting managers do not have access to the ethnic origin of candidates on short listing or interview as this information is not available to managers through the NHS Jobs System.

2012-13 Recruitment Data: Gender


Gender- Key Trends 72.38% of applications within 2012-13 were from females and 27.5% were from males. This position has remained relatively static in comparison with 2011-12 data. Statistically more females were shortlisted in comparison than male applicants. Appointment trends for both male & female were generally in line with the corresponding gender ratio of shortlisted candidates.

2012-13 Recruitment Data: Age

Age - Key Trends

The number of applicants aged less than 20 years and 55+ years are significantly lower than the other age categories. This will be influenced by several factors which include the number of young people less than 20 years old that will be in full time education and those over 55 years people may be less likely to apply for new positions due to either being established in their career path or they may be considering retirement.

The largest number of applications are received from the age bands of 20-39 years representing 60.91% of the overall applications and this position has remained relatively static in comparison with 2011-12 data. On review of applied to shortlisted statistics it‟s highlighted that applicants under 30 years have lower rates of being shortlisted than the other age categories. Candidates within the 50-64 age groups have a lower ratio of being appointed than candidates within the other age categories.


2012-13 Recruitment Data: Disability

Disability Status Applied Shortlisted Appointed

Disabled 3.52% 4.08% 2.08%

Not Disabled 95.90% 95.02% 97.30%

Not disclosed 0.58% 0.90% 0.61%

Disability - Key Trends

3.52% of applications were from individuals that declared themselves disabled with 95.90% from non disabled individuals and 0.58% of applications chose not to disclose this information. Statistically more disabled applicants were shortlisted than non disabled applications which fits with our Positive about Disability Accreditation; to shortlist any disabled applicants that meet the essential criteria for a post for which they have applied. The ratio of disabled candidates shortlisted to appointed is slightly lower than the ratio of non disabled candidates. This position has deteriorated slightly from 3.38% in 2011-12.

2012-13 Recruitment Data: Sexual Orientation Sexual orientation Applied Shortlisted Appointed

Lesbian 0.59% 0.46% 0.25%

Gay 0.86% 0.84% 1.35%

Bisexual 0.79% 0.58% 0.25%

Heterosexual 93.17% 93.63% 93.87%

Not declared 4.58% 4.48% 4.29%

Sexual Orientation - Key Trends

2.25% of applications were from individuals of a non heterosexual orientation, 93.17% were from heterosexual applicants and 4.58% chose not to disclose their sexual orientation. An analysis of applied to shortlisted ratios shows that generally these are representative across the sexual orientation categories. An analysis of shortlisted to appointed ratios highlights that Lesbian & Bisexual candidates have slightly lower appointment ratios.


2012-13 Recruitment Data: Religion/Belief

Religion/Belief Applied Shortlisted Appointed

Atheism 7.97% 8.06% 7.72%

Buddhism 0.56% 0.36% 0.25%

Christianity 66.15% 71.24% 71.94%

Hinduism 3.12% 1.73% 1.47%

Islam 6.71% 3.32% 2.70%

Jainism 0.06% 0.04% 0.00%

Judaism 0.08% 0.10% 0.12%

Sikhism 0.25% 0.24% 0.12%

Other 8.69% 7.60% 8.95%

Undisclosed 6.40% 7.32% 6.74%

Total 100.00% 100.00% 100.00%

Religion/Belief - Key Trends

27.72% of applications were from candidates of a non Christian religion/belief, 66.15% from candidates with a Christian religion/belief and 6.40% of applicants chose not to disclose their religion/belief. An analysis of the applied to shortlisted ratios highlights that candidates from a Christian religion/belief have a higher shortlisted ratio than those from a non Christian religion/belief. An analysis of the shortlisted to appointed ratios highlights that Christian candidates have comparable ratios. Candidates who declared Judaism or Other as their religion/belief have slightly higher appointment rates whilst those within Atheism, Buddhism, Hinduism, Islam, Jainism & Sikhism have lower appointment rates. However, it is highlighted that some of these religion/belief categories have extremely small numbers of declared individuals within them.


Appendix 3 2012-13 Promotions Data: Ethnic Origin

Promotions by Ethnic Group - Key Trends

99.5% of Promotions were to employees from a white ethnic origin and 0.46% to employees from a BME ethnic origin. In comparison with the Trusts workforce profile we are under representative for promotions within the BME group; however, it‟s noted that a significant % of the Trusts BME staff are within the Medical & Dental Staff Group and overall there is less promotional movement within this staff group.

2012-13 Promotions Data: Gender


Promotions by Gender - Key Trends 87.9% of promotions were to female employees and 12.1% to male employees. When we compare this against the gender composition of the Trust workforce male staff promotions are slightly under represented.

2012-13 Promotions Data: Age

Promotions by Age Category - Key Trends The age categories below 50 years account for 82.9% of total promotions and this position has remained static in comparison with 2011-12 data. There were no promotions recorded in the age categories of 65+ years; however, this is not a particular cause for concern as this is the latter part of an employee‟s career and you would not expect to see high numbers of promotions within this age category.

2012-13 Promotions Data: Disability


Promotions by Disability - Key Trends 2.8% of promotions were to Disabled employees, 36% to employees that were not disabled and 60.7% were to employees that had an undeclared disability status. In comparison with 2011-12 data there has been an increase from 0.63% of promotions to Disabled employees. In comparison with the overall workforce profile the number of disabled employees being promoted is comparable. (2.4% of employees within the workforce are declared disabled).

2012-13 Promotions Data: Sexual Orientation

Promotions by Sexual Orientation - Key Trends 51.9% of promotions were to employees of a heterosexual sexual orientation and 47.2% were to employees with an undeclared sexual orientation. 0.93% of promotions were to employees of a Gay sexual orientation. In comparison with 2011-12 data there has been a very slight increase in the number of promotions to employees of a non heterosexual sexual orientation from 0.00% in 2011-12. However, as there are a significant proportion of employees that have an undeclared sexual orientation it is difficult to undertake any meaningful trend analysis.


2012-13 Promotions Data: Religion/Belief

Promotions by Religion/Belief - Key Trends

47.2% of promotions were to employees of a Christian religion, 6.1% to employees of a non Christian religion/belief and 46.7% to employees of an undeclared religion/belief. On review of the workforce profile Christian employees are in line with the promotions profile (46% workforce composition) with employees of a non Christian religion/belief slightly under represented (9.71% workforce composition). However, it is noted that the number of employees with an undeclared religion/belief (44.25%) makes any meaningful trend analysis difficult.

2012-13 Promotions Data: Marital Status

60.30% of promotions were to employees that were married, 24.3% to Single employees, 1.87% to legally separated employees, 1.40% to widowed employees, 0.47% to employees in a Civil Partnership and 1.87% of employees who have not declared their status. In comparison with the corresponding workforce profile these figures are broadly in line and there are no areas of concern highlighted.


Appendix 4

2012-13 Personal & Development Reviews (PDR) Data: Ethnic Origin

Trust PDR compliance was 80.7% at the end of March 2013. The PDR data is provided by managers to the Training & Development team who input the data onto ESR.

PDR by Ethnic Group - Key Trends

The ethnic group with the highest rate of PDRs was employees from any other ethnic group at 100% compliance and this is followed by Black employees at 80.8% compliance and White employees at 80.5% compliance. The ethnic group with the lowest PDR rate is employees from a mixed background at 56.3% compliance. This is an improved compliance rate from the 2011-12 report but further analysis is required to understand why employees from a Mixed background have significantly lower PDR compliance rates than other staff.

2012-13 Personal & Development Reviews (PDR) Data: Gender


PDR by Gender - Key Trends Male staff have a slightly higher PDR compliance rate at 84% compared with females at 79%.This continues the improving trend of male PDR compliance rates over the past 2 years.

2012-13 Personal & Development Reviews (PDR) Data: Age

PDRs by Age Category - Key Trends PDR rates are highest within the age range 70- 74 years at 100% compliance and this is followed by employees within the age range of 16-20 years at 93.3% compliance. However, please note that there is only 1 employee within the age range of 70-74 years. PDR compliance is lowest within the age range of 25-29 years at 67.6% compliance.

2012-13 Personal & Development Reviews (PDR) Data: Disability

PDR by Disability - Key Trends

PDR rates for disabled and non disabled staff are fairly similar at 79% and 83% respectively. PDR rates for staff with an unknown disability status is 78%.


2012-13 Personal & Development Reviews (PDR) Data: Sexual Orientation

PDR by Sexual Orientation - Key Trends Gay & Lesbian employees have the highest PDR rates at 100% compliance; however, it‟s noted there are a small number of staff in these categories with 10 staff across the organisation. It‟s also highlighted that these figures may be skewed by the high amount of staff that have not disclosed their sexual orientation (44%). Bisexual staff have a 88.95% compliance rate followed by non declared staff at 80.6% and Heterosexual staff at 79.7%.

2012-13 Personal & Development Reviews (PDR) Data: Religion/Belief

PDR by Religion/Belief - Key Trends

The religions with the highest PDR rates are Jainism & Sikhism at 100%. However, it‟s noted that there are very small numbers of employees within these religion/belief categories. It‟s noted that there is only one employee who declared Judaism as their religion/belief and they have 0.00% PDR compliance.


As can be seen in the chart above employees within the other religion/belief categories have PDR rates within a range of 9%. Its highlighted that there is still a significant amount of employees with an undeclared religion/belief (44%).

2012-13 Personal & Development Reviews (PDR) Data: Marital Status

PDR by Marital Status- Key Trends Employees that declared Civil Partnership as their status have the highest rates of PDR compliance at 100% and this is followed by Legally Separated employees at 86.7% compliance. Employees within the other marital status groups (Divorced, Married, Single, Unknown and Widowed) have PDR compliance in a comparable range of between 80- 82% compliance.


Appendix 5

2012-13 Training Data: Ethnic Origin The training information in this report is based on any internal training that has been undertaken and recorded on the ESR system. Please note that this does not include external training courses as this data is not recorded on ESR. Therefore, the data may not reflect the full range of training that an employee may have undertaken; however, as a large % of training that is undertaken is internal it does give a fairly good representation of the training activity.

Ethnic Origin key trends

The % training is fairly consistent across the ethnic groups between a range of 95- 100%.

2012-13 Training Data: Gender

Training by Gender - Key Trends

Female & Male employees had fairly comparable rates of training in 2012/13 at 96% for Female employees in comparison with Male employees at 93%. In comparison with 2011/12 data these rates have increased from (89.8% male and 94.2% female).


2012-13 Training Data: Age

Training by Age Category - Key Trends

Employees between the age categories of 16-54 years have the highest rates of training at 100%. Employees within the age categories of 70-79 years have the lowest rates at 0% compliance. However, its noted there are only 3 employees within the age range of 70- 79 years.

2012-13 Training Data: Disability

Training by Disability - Key Trends Disabled employees have fairly comparable rates of training (99%) compared with non disabled employees (97%). Employees with an unknown or undeclared disability status have a 95% rate of training.


2012-13 Training Data: Sexual Orientation

Training by Sexual Orientation- key trends

Gay, Lesbian & Bisexual employees have the highest rates of training at 100%. The position for Gay & Lesbian staff continues the trend of the last 2 years; for Bisexual staff this is an improving trend from 91% in 2011-12. However, it should be noted that there are small numbers of declared data for these sexual orientations. Heterosexual staff have a 97% rate of training and those with a disclosed or unknown sexual orientation have a 95% training rate.

2012-13 Training Data: Religion/Belief

Training by Religion/Belief- key trends

Employees with the declared religion/belief of Buddism, Judaism and Judaism have the highest % of training with 100% of employees having received training within these religion/beliefs. Employees with Islam as a disclosed religion/belief have the lowest rates of training at 91.4%.


2012-13 Training Data: Marital Status

Training by Marital Status- key trends

Employees within Civil Partnerships have the highest rate of training at 100%. The % training across the other groups of Divorced, Married, Single, Legally Separated, Unknown and Widowed are fairly comparable and are within the range of 93- 96%.


Appendix 6

2012-13 Flexible Working Applications Data: Ethnic Origin

Flexible working applications by Ethnic Origin- key trends 88.9% of flexible working applications were from employees of a White ethnic origin and 11.1% had not disclosed their ethnic origin. BME applications are underrepresented compared with the corresponding workforce profile. 100% of applications during Oct 12- March 13 were approved.

2012-13 Flexible Working Applications Data: Gender


Flexible working applications by Gender- key trends 100% of applications were from female employees and 100% were approved. The application profile is under representative of the male workforce who account for 19% of the overall workforce.

2012-13 Flexible Working Applications Data: Age

Flexible working applications by Age- key trends 50% of applications were from employees aged between 30- 39 years with 50% between ages 40- 39 years.

2012-13 Flexible Working Applications Data: Disability


Flexible working applications by Disability- key trends

50% of applications were from employees that were not disabled, 12.5% from disabled employees and 37.5% from employees that did not declare their disability status.

2012-13 Flexible Working Applications Data: Sexual Orientation

Flexible working applications by Sexual Orientation- key trends 87.5% of applications were from heterosexual employees and 12.5% were from employees that did not declare their sexual orientation.

2012-13 Flexible Working Applications Data: Religion/Belief


50% of applications were from employees between 30-39 years of age. 50% of applications were from employees between 40- 49 years of age. Flexible working applications by Religion/Belief- key trends

87.5% of applications were from Christian employees and 12.5% were from employees that did not declare their religion/belief.

2012-13 Flexible Working Applications Data: Marital Status

Flexible working applications by Marital Status- key trends

62.5% of applications were from Married employees, 12.5% single and 20% Divorced.


Appendix 7

2012-13 Leavers Data: Ethnic Origin

Leavers by Ethnic Origin- key trends

78.74% of leavers were from a White ethnic origin and 18.9% from a BME group. This represents an decrease of just over 3% for leavers of White ethnic origin with an increase of almost 3% from a BME group. The BME leavers at 18.9% is high in comparison with the ethnic profile of the Trust (6.69% BME) however, it should be noted that these figures include all leavers (including junior doctors on rotation). If we exclude junior doctors on rotation the profile of leavers is 12.9% BME.

2012-13 Leavers Data: Gender

Leavers by Gender- key trends

75% of leavers in 2012/13 were female and 25% were male. In comparison with the workforce composition, males have a slightly higher rate of turnover than females as they make up 19% of the


workforce. However, it is noted that junior doctors on rotation have a higher ratio of male employees and this will impact upon these figures.

2012-13 Leavers Data: Age

Leavers by Age Band- key trends

Leavers within the age range of 55+ years account for 27.56% of leavers within 2012/13 and a large proportion of these left due to retirement. Leavers within the 26-30 years age category have a higher % leaving rate than the Trust profile for this age category. However, on analysis of reasons for leaving, a high proportion of leavers within this age category are due to voluntary resignations and the end of fixed term contracts.


2012-13 Leavers Data: Disability

Leavers by Disability- key trends

3.94% of leavers within 2012/13 were disabled, 34.12% were not disabled and 61.94% had an undeclared disability status. The number of disabled leavers is fairly consistent with the Trusts workforce profile of 2.35% disabled.

2012-13 Leavers Data: Sexual Orientation

Leavers by Sexual Orientation- key trends

46.72% of leavers were Heterosexual, 0.52% Bisexual, 0.26% Gay and 52.5% had an unknown or undeclared sexual orientation. In comparison with the sexual orientation of the workforce profile the leavers are fairly comparable in regards to Bisexual and Gay staff and those with an unknown or undeclared sexual orientation. However, there are a lower % of Heterosexual leavers than the staff profile (55.02% staff profile).


2012-13 Leavers Data: Religion/Belief

Leavers by Religion/Belief - key trends 43.04% of leavers were of a Christian religion/belief, 46.72% had an undeclared religion/belief and 10.23% were of a non Christian religion/belief. This is fairly comparable with the workforce composition of employee religion/belief.

2012-13 Leavers Data: Pregnancy & Maternity

0.26% of leavers were on maternity leave when they left the organisation.

2012-13 Leavers Data: Marital Status 56.43% of leavers were married, 30.97% single, 6.3% divorced, 0.79% legally separated, 1.31% widowed and 4.2% unknown. This is generally comparable with the marital status profile of the Trust.


Appendix 8

2012-13 Employment Relations Data: Ethnic Origin

Employee Relations by ethnic origin- key trends 92.9% of employees that submitted grievances in 2012/13 where of a white ethnic origin and 7.1% were from an Asian background. In comparison with the Trusts workforce profile there is a slight over representation of Asian employees submitting grievances (4.5% corresponding Workforce profile) however; it is within a reasonable range and is no immediate cause for concern. 92.3% 100% of employees that raised a dignity at work issue were from a white background and 7.70% from an Asian background. 90% of employees that were subject to disciplinary investigations were white and 10% were from an Asian background. There has been an increase in the number of white employees that were subject to disciplinary investigations from 71.9% in 2011-12. In comparison with the workforce profile this is a much improved position from 2011-12 were the BME cases were significantly over representative in comparison with the workforce profile. Of the employment tribunal applications submitted within 2012/13 50% where from white employees and 50% from employees with a black background. It‟s noted that BME applications are over represented however, the overall number of applications is very low at 2 cases.


2012-13 Employee Relations Data: Gender

Employee Relations by gender- key trends 100% of employees that submitted grievances & dignity at work cases within 2012-13 were female and this is an increase from 64.71% (grievance) and 66.7% (dignity at work) within 2011/12. 51% of employees that were subject to disciplinary investigations were female and 49% were male. This continues the trend of the last 2 years were there has been an increase in the number of male employees from 34.21% male in 2010/11. This is significantly over representative when compared with the corresponding workforce profile (19% male). Of the employment tribunal claims submitted within 2012/13 they were an equal split of 50% male/female. This ratio has remained static in comparison with data over the last 2 years.

2012-13 Employee Relations Data: Age


Employee Relations by age- key trends

The age category of 35-50 years has the highest number of grievances raised in 2012-13 at 76.9% of all grievances. 14.3% were raised by employees between 51- 64 years. 76.9% of employees that raised a Dignity at Work issue were aged between 35-50 years with 15.4% of cases within the 51-64 age category. 27.5% of employees that were subject to disciplinary investigations were aged between 16- 34 years with 58.6% between 35-50 years and 13.7% aged 51+ years. Of the employment tribunal claims submitted within 2012/13 100% were aged between 35- 50 years.

2012-13 Employee Relations Data: Disability

Employee Relations by disability- key trends 71.4% of employees that submitted a grievance within 2012/13 had an undeclared disability status with 28.6% declared as not disabled. 31% of employees that raised a dignity at work issue were not disabled and 69% had a not declared disability status. 52% of employees that were subject to disciplinary investigations were not disabled and 48% had a not declared disability status. In comparison with 2011/12 data there is a reduction in the number of disabled employees that were subject to disciplinary investigations. Of the employment tribunal claims submitted within 2012/13 100% were from employees with a not declared disability status.


2012-13 Employee Relations Data: Sexual Orientation

Employee Relations by sexual orientation- key trends

64% of employees that submitted a grievance within 2012/13 were heterosexual and 36% were of a not declared sexual orientation. 62% of employees that raised a dignity at work issue were heterosexual and 38% had an undeclared sexual orientation. 51.7% of employees that were subject to disciplinary investigations were heterosexual and 48.3% had an undeclared sexual orientation. Of the employment tribunal claims submitted within 2012/13 100% were from employees with a Heterosexual sexual orientation.


2012-13 Employee Relations Data: Religion/Belief

Employee Relations by religion/belief- key trends 50% of employees that submitted a grievance were Christian, 14.3% Atheist and 28.6% had an unknown/not declared religion/belief. 53.8% of employees that raised a Dignity at Work issue within 2012/13 where Christian, 7.7% Atheist, and 30.8% were of a not declared religion/belief. 34.5% of employees that were subject to disciplinary investigations were Christian, 3.34% were Atheist, 3.4% Hindu,3.4% Islam, 10.3% Other and 44.8% not declared. Of the employment tribunal claims submitted within 2012/13 50% were from Christian employees and 50% from Atheist employees.

2012-13 Employee Relations Data: Marital Status


Employee Relations by marital status- key trends

57.1% of employees that submitted a grievance were married, 21.4% were single, 7.1% divorced, 7.1% legally separated and 7.1% had an unknown status. 61.5% of employees that raised a Dignity at Work issue were married, 15.4% single and 7.7% divorced, 7.7% legally separated and 7.7% unknown. 50% of employees that were subject to disciplinary investigations were married, 21.88% were single, 3.13 separated, 9.38% divorced and 15.63% had an unknown marital status. Of the employment tribunal claims submitted within 2012/13 50% were from married employees and 50% from single Employees.

equality & diversity employment annual monitoring …...equality & diversity annual...

Documents