section four gender equality scheme and action plan

West Hertfordshire Hospitals NHS

112/07

NHS Trust

Section Four

Gender Equality Scheme and Action Plan

4.1 The Gender Equality Scheme The introduction of the Gender Equality Duty (GED) is welcomed within the Trust and contributes to an already vibrant equality & diversity agenda, managed by the Trust Equality and Diversity Steering Group. This Gender Equality Scheme (GES) and Action Plan sets out how West Hertfordshire Hospitals NHS Trust, will work towards gender equality for staff, service users and carers. The Trust welcomes the Gender Equality Duty as a legislative requirement, and more importantly as a framework for better supporting our staff, service users and carers. 4.2 Gender Equality Legislation 4.2.1 The General Duty The development of the Gender Equality Scheme (GES) is a result of the Equality Act 2006 which amends the Sex Discrimination Act to place a statutory duty on all public authorities, when carrying out their functions, to have due regard to the need to: - - Eliminate unlawful discrimination and harassment - Promote equality of opportunity between men and women The gender equality duty also requires public authorities to have due regard to the need to eliminate unlawful discrimination and harassment against transsexual people in the fields of employment and vocational training. Unlawful discrimination includes discrimination as defined by the Sex Discrimation Act and discrimination that is unlawful under the Equal Pay Act. In the Sex Discrimination Act, unlawful discrimination is defined as:-

- direct and indirect discrimination on grounds of sex - discrimination on the grounds of pregnancy and maternity leave - discrimination on the grounds of gender reassignment - direct and indirect discrimination against married persons and civil

partners - victimisation - harassment and sexual harassment

The Equal Pay Act gives an individual a right to the same contractual pay and benefits as a person of the opposite sex in the same employment, or where the source of pay is the same, where the man and the woman are doing:-

- the same or broadly similar work - work which has been rated as equivalent under an analytical job

evaluation study

2

- work that is of equal value (work of equal value is where the work is done is different but considered to be of equal value or worth in terms of demands such as effort, skill and decision-making).

Harassment and sexual harassment Harassment and sexual harassment are unlawful under the Sex Discrimination Act and the duty requires the Trust to have due regard to the need to eliminate them, The duty to have due regard to the need to promote equality of opportunity between men and women is also relevant to ensuring that harassment is prevented before it occurs. The Promotion of equality of opportunity between men and women The term ‘sex’ is used to describe biological differences between men and women. The term ‘gender’ refers to the wider social roles and relationships which structure men’s and women lives. This is a new aspect of the Sex Discrimination Act and it is necessary to recognise that in certain circumstances women and men because of their sex or gender roles are not in the same position. In some circumstance it may be appropriate to treat women and men differently if the action is aimed at overcoming previous disadvantage. In some circumstances promoting of equality of opportunity may require separate service provision to be offered as an alternative approach to improve take-up of services by the under represented sex, where this is permitted under the Sex Discrimination Act. The Gender Equality Duty and Gender Reassignment The Sex Discrimination Act provides that people who intend to undergo, are undergoing or have undergone gender reassignment are protected against discrimination and harassment in the fields of employment and related areas and in vocational training. Other important mechanisms for successful compliance with the duty include:-

- accountability and leadership - mainstreaming the duty into core functions - ensuring implementation through clear staff roles - staff expertise and training

4.2.2 The Specific Duties The specific duties for West Hertfordshire Hospitals NHS Trust are; - to prepare and publish a Gender Equality Scheme (GES) showing how it will meet its general and specific duties and setting out its gender equality objectives. - in preparing a scheme:

- consult employees, service users and others (including trade

3

unions) - take into account any information it has gathered or considers

relevant as to how its policies and practises affect gender equality in the workplace and in the delivery of its services

- in formulating its overall gender equality objectives, consider the

need to have objectives to address the causes of any gender pay gap

- ensure the scheme sets out the actions the authority has taken or intends

to take to: - gather information on the effect of its policies and practises on men

and women, in the employment, services and performance of its functions

- use the information to review the implementation of the scheme objectives

- assess the impact of its current and future policies and practises on gender equality

- consult relevant employees, service users and others (including trade unions)

- ensure implementation of the scheme objectives - Implement the scheme and their actions for gathering and using

Information within three years of publication of the scheme, unless it is unreasonable or impracticable to do so

- Review and revise the scheme at least every three years

- Report on progress annually.

4.3 Information Gathering 4.3.1 Workforce Data

The data was produced by Richard Wilkes, Workforce Analyst using the Trusts HR/Payroll system, Electronic Staff Record. Findings were as follows.

4.3.1.1. Male and Female staff by Gender - See Appendix 1 Key Findings:

- There is a gender imbalance in the workforce, however this is a feature of healthcare providers and is a national issue rather than a local issue.

- 38% of total work force work part-time hours

4

- 44 % of the female workforce is part-time, compared to 10% of the male workforce.

4.3.1.2. Gender by Staff Group - See Appendix 2 Key Findings: - Females are most under-represented in the Medical professions, whilst

males are most under-represented in the Nursing and Midwifery Profession. This is indicative of the Health Care Sector and is a national issue for consideration.

4.3.1.3 Gender by Pay Band - See Appendix 3 Key Findings: - Females are most underrepresented in the Medical Pay Band Group - Males represent the highest proportion of Senior Managers 4.3.2 Gender Equality Questionnaire – See Appendix 4 Liz Quick, Employee Relations Manager, in partnership with Paul Sandford, UNISON, developed a questionnaire designed for employees to comment upon in relation to Gender Related Issues. A draft of the questionnaire was circulated to the Equality and Diversity Steering Group and the Joint Consultative Committee for comment. Following approval from the above groups, the questionnaire was made available to staff via the Trust Intranet to complete in March 2007. The questionnaire asked employees to give their opinion based on their own personal experience as to whether Men and Women were treated equally or less favourably in relation to a number of policies, procedures, processes, access to facilities and information within the Trust. These included the Recruitment and Selection process, Remuneration, Training and Development, Promotion Opportunities, Family Friendly Policies, Access to Childcare Information, Flexible Working, Grievance and Disciplinary Policy and Procedure, Redundancy, Retirement, Access to facilities, Dress Codes and Safety at Work. The questionnaire also asked whether the employee had been treated less favourably or discriminated due to their gender, or harassed or bullied due to their gender and if so how they resolved the issue and who they approached. The questionnaire asked if the employee had undergone, was undergoing or planning to undergo gender reassignment and if so were they treated less favourably or discriminated because of this, and if they had been harassed or bullied as a result of this.

5

They were also asked if they felt, feel supported going through the process of gender reassignment. 114 questionnaires were returned, which represents 3 % of the workforce. Of these 77 % represented responses by males and 23 % represented responses by females. See Appendix 5 for Female responses to Questionnaire. Key Findings from Questionnaires completed by Female employees:-

- 50% of females felt men and women were treated fairly in all areas. - 75 % of females felt men and women were treated equally in

Recruitment and Selection, Training and Development and Safety at Work.

- Female’s felt males were treated less favourably in respect of Family

Friendly Policies, Flexible Working, Dress Codes and access to facilities i.e. staff toilets.

- Females felt they were treated less favourably in remuneration and

promotion opportunities.

- 2 members of staff (2%) could think of an occasion where they felt they were treated less favourably or discriminated against due to their gender.

- 3 members of staff (3%) could think of an occasion where they felt they

were harassed or bullied due to their gender.

- 16% of staff would approach a Harassment Advisor

- One member of staff had undergone gender reassignment and found they had not been treated less favourably, discriminated against or bullied because of this and felt supported through the process.

See Appendix 6 for Male responses to questionnaire: Key Findings from Questionnaires completed by Male employees:

- 50% of males felt men and women were treated fairly in all areas. - 75 % of males felt men and women were treated equally in Recruitment

and Selection, and Safety at Work.

- Males felt females were treated less favourably in respect of Promotion Opportunities and Access to Facilities i.e. staff toilets.

- Males felt they were treated less favourably in respect of Recruitment

6

and Selection, Training and Development, Family Friendly Policies, Flexible Working Access to Facilities and Dress Codes.

- 1 member of staff (4%) could think of an occasion where they felt they

were treated less favourably or discriminated against due to their gender.

- 3 members of staff (12%) could think of an occasion where they were

harassed or bullied due to their gender.

- 12% of staff would approach a Harassment Advisor

- One member of staff had undergone gender reassignment and found they had not been treated less favourably, discriminated against or bullied because of this and felt supported through the process.

4.3.3 Staff Survey 2006 Each year the Trust is required to carry out a Staff Survey. This is nationally driven and is outsourced to an independent organisation. The National Staff Survey Action Plan 2006 identified the following as key targets: Raising Awareness

Childcare Co-ordinator and childcare service Counselling Service Role of Harassment Adviser

Valuing Staff/Improving Communication:

Regular one-to-one meetings Regular feedback Annual appraisal

Miscellaneous

Providing Equal Opportunities Training Conclusion of Agenda for Change Reviews Development of action plan to support Stress Policy

4.3.4 National Patient Survey The Health Care Commission requires the Trust to undertake a National Patient Survey twice a year. The most recent survey was undertaken by an independent company ‘Quality Health’ between September and December 2006. The overall response rate for the Trust was 57% (460 usable responses from a final sample of 811)

7 Whilst the survey was not targeted particularly to gather information in relation to

Gender Equality issues, issues of concern that were identified by patients included: - Sharing a sleeping area with patients of the opposite sex when first admitted. Sharing a sleeping area with patients of the opposite sex after moving wards. Using the same bathroom as patients of the opposite sex. As a result an action plan has been produced identifying actions to address the issues raised. These actions have been referenced to in the Gender Equality Action Plan. 4.3.5 Privacy and Dignity Audits.. The Essence of Care Strategy was launched by the Department of Health in February 2001. It focused on 9 aspects of care identified as crucial to the quality of care and patient experience. One of the benchmarks relates to Privacy and Dignity and considerable work has been undertaken by the Trust in this respect. In addition to the National Patient Survey, the Trust undertakes 6 monthly Privacy and Dignity Audits, as part of the Observation of Care initiative. As a result of the audit results, action plans are produced identifying actions to address the issues raised. These actions have been referenced to in the Gender Equality Action Plan. 4.4 Impact of Current and future policies and practises on gender equality As part of the GES – and good general practice – WHHT is required to impact assess its services, polices & functions in relation to gender equality. The Trust’s approach to impact assessment activities is described previously within the Equalities Framework as the Trust seeks to impact assess its services, polices & functions in relation to all aspects of the equalities agenda rather than just gender. 4.5 Consult relevant employees, service users and others (including trade

unions 4.5.1 Employees and Trade Unions Staff were given the opportunity to provide their views and comments through the Gender Equality Questionnaire. This was devised in partnership with a representative of UNISON. The Joint Consultative Committee was also consulted in relation to the questionnaire and the proposal to implement the Gender Equality Scheme and Action Plan. Paul Sandford, UNISON, worked together with Liz Quick, Employee Relations Manager to devise the scheme and action plan.

8

4.5.2 Specialist Lead Nurses - Health Promotion An additional benchmark, Health promotion, was launched in Spring 2006 and is now the 10th Essence of Care Benchmark. This benchmark focuses on primary care - encouraging people to take responsibility for their own health and be healthier. In partnership with the Public health lead the Trust is looking at setting up a Steering Group with a view to meeting in April 2007. It is planned to devise a questionnaire that will go to all Specialist Lead Nurses within the Trust identifying what health promotion activity they engage in as part of the Specialist Practitioner Role and what the caseload mix is in terms of males and females. The result of the questionnaires will be used to devise an action plan. A steering group is in the process of being set up. 4.5.3 Service Users Patient Support Group The Patient Support Group is chaired by Lesley Lopez, Head of Patient and Public Services. The group were asked for their comment in relation to their views on the needs men and women in regard to provision of our health services. The Patient Support Group highlighted the ongoing need to ensure single sex bays and facilities for men and women whilst inpatients. Also the need to treat men more emphatically when dealing with Cancer related conditions and particularly when breaking bad news. It was felt by a male member of the Patient Support Group that Males are not treated or given the same level of service as perhaps females with Cancer related conditions. It was felt that more could also be done to raise awareness to men of Prostrate Cancer. 4.6 What the Trust currently has in place Separate waiting areas are provided for males and females within the Genital Urinary Medicine (GUM) Services. 4.7 How WHHT will implement the Gender Equality Scheme

9

The Trusts Statement of Purpose included in the Equalities Framework sets out the Trust vision for providing equitable services for all and encouraging and supporting all staff to tackle discrimination. The Gender Equality Scheme is a tool that will assist all staff in achieving an equitable environment for both staff and service users. For the Gender Equality Scheme to be successful, it will require the commitment of staff at all levels to participate in the planning and delivery of the action plan. As with all Trusts, the Chief Executive has the overall statutory responsibility for ensuring compliance with the Gender Equality Duty and relevant legislation / DoH guidance. It is the responsibility of the Lead for Equality and Diversity to ensure that Chief Executive kept updated on progress of the scheme, as managed by the Equality and Diversity Steering Group. All managers have a responsibility to ensure the requirements of the Gender Equality Duty are implemented within their areas. In particular, this will include responsibility to: - Eliminate unlawful discrimination and harassment - Promote equality of opportunity between men and women Advice on strategic direction and implementation of the scheme will be given by the Lead for Equality and Diversity. If any staff are unsure of their responsibilities they can also contact the Lead for Equality and Diversity as detailed previously in the Equalities Framework for further information.

4.7 Reviewing the Gender Equality Scheme The Gender Equality Scheme and its action plan will receive a mini review and update annually and the document will receive a full review every three years so that a subsequent GES can be prepared. Future Gender Equality Schemes will be prepared following similar in-depth consultation and involvement with employees, patients and other users of the service.

10

Gender Equality Scheme Action Plan

11

Action Plan The following action plan is a 3 year map of what the Trust plans to achieve in relation to gender. The plan has been sectioned in 2 mains themes and highlights which of the following two overarching aims each objective satisfies:

- Eliminate unlawful discrimination and harassment, including Transsexual people in the fields of employment and vocational training.

- Promote equality of opportunity between men and women Endorsement and Ownership Action required How this will be

achieved and how success will be measured

Named Lead

Timescale Aim No.

Ensure involvement and endorsement from Executive Board regarding Gender Equality Scheme.

The Executive Board receive an annual progress report on all Equality and Diversity work including the progress of the Gender Equality Scheme

Laura Bevan, Lead for Equality and Diversity and Liz Quick, Employee Relations Manager

Annual Update

All

Establish a Gender Equality Focus Group to lead on Gender Equality

Invite members of staff, patient representative and male/female external network groups to participate

Liz Quick, Employee Relations Manager

July 2007 All

Ensure all staff made aware of duty

Communicate duty through Trust communication systems, i.e. Trust Intranet, Team Brief, Staff Newsletters


May 2007 All

12

Ensure the Gender Equality Scheme applies to procurement and commissioning

Ensure that all service contracts produced by HSMC comply with NHS Terms and Conditions on Gender Equality. Ensure that HSMC’s recruitment policies comply with WHHT’s recruitment policies on Gender Equality. HSMC Recruitment policies to be audited.

Procurement Lead

Compliance and auditing activity ongoing.

All

13

Eliminate Discrimination Action required How this will be


Named Lead

Timescale Aim No.

Staff need to be aware of how to identify and tackle discrimination at work.

Equal Opportunity awareness training to be delivered on a regular basis.

Laura Bevan. Lead for Equality and Diversity. Liz Quick, Employee Relations Manager

Ongoing requirement

1&2

Monitor staff in post by reference to gender. Monitor the number of staff by gender who receive training Monitor the number of staff by gender who benefit or suffer detriment as a result of the Trusts performance assessment procedures Monitor the number of staff by gender who are involved in grievance/disciplinary procedures.

Workforce Planning to collate data and publish report. Data to be captured using the Electronic Staff Record and then published in a report. Data to be captured using the Electronic Staff Record and then published in a report Data will be collected using the grievance and disciplinary monitoring forms completed by Human Resources and published in a report

Workforce Planning Sue White rod- Head of Training and Workforce Development Suzanne Emerson- Head of Employee Relations Suzanne Emerson – head of Employee Relations

Data published annually Data to be published annually in January Data to be published annually. Data to be published annually

1 1 1 1

14

Monitor number of staff returning from maternity leave

Data will be collected from the Change of Circumstances Form including details of any change to the staff members terms and conditions

Barbara Leon-Hunt, Childcare Co-ordinator

Data to be published annually.

1

Equal Pay between Men and Women Ensure equality of pay and grades between males and females

The Computer Aided Job Evaluation System (CAJE) provides an opportunity to record equal opportunity information. For the review process, posts and post-holders will be identified on the CAJE system and audited.

CAJE Administrator and Agenda for Change Project Leads.

6 Monthly commencing April 07.

1

15

Eliminate Harassment Action required How this will be

achieved Named Lead Timescale Aim

No.

Actively promote Harassment Policy and Procedure

Communicate through Trust Intranet, Staff Newsletter, Team Briefs

Liz Quick, Employee Relations Manager Sue Faye, Communications

Ongoing 1

Ensure managers and staff are equipped to identify and deal with forms of Harassment.

Provide training for Managers in dealing with Harassment

Human Resource Team

End of 2007

1

Monitor number of complaints of harassment and outcomes.

Set up procedure for monitoring complaints and outcomes and report on a 6 monthly basis to the Gender Equality Focus Group, Equality and Diversity Steering Group and Trust Board.

Suzanne Emerson, Head of Employee Relations

By July 2007

1

Review Harassment Policy and Procedure on a regular basis.

Ensure Policy reviewed on a regular basis through the Gender Equality Focus Group and the Equality and Diversity Steering Group.

Liz Quick Employee Relations Manager

Ongoing 1

Raise Awareness of the role of Harassment Advisor

Advertise details of Harassment Advisors on Trust Intranet, on notice boards, through Staff Newsletters,

Suzanne Emerson Head of Employee Relations

Dec 2007

1

16

Raise Awareness of Role of Trust Mediators.

HR Advisors to advise managers of this service to aid in resolving complaints.

Suzanne Emerson, Head of Employee Relations Human Resources Advisors

Dec 2007 1

17

Eliminate Unlawful Discrimination and Harassment of Transsexual Staff Action required How this will be


Named Lead

Timescale Aim No.

Ensure that there are clear statements about the acceptability and support for differing forms of gender identity and expression.

This can be achieved through the Equality and Diversity Training and inclusion in the Equal Opportunity Policy

Laura Bevan, Lead for Equality and Diversity. Liz Quick, Employee Relations Manager

Ongoing 1

Support staff who have undergone, are undergoing or plan to under go gender reassignment

Develop a guide for HR and managers detailing how to support staff.


December 2007

1

The Trust uses appropriate methods of advertising and recruiting to posts that encourages and supports transgender applicants.

Contact local transgender organisations for advice in advertising posts.

Recruit- ment team

Ongoing require-ment

1

18

Promote Equality of Opportunity between Men and Women Action required How this will be


Named Lead

Timescale Aim No.

Review Equal Opportunity Policy

Policy to be reviewed by Gender Equality Focus Group.


October 2007

2

Promote Equal Opportunity between men and women

Link into Equality and Diversity Training for all staff

Laura Bevan – Lead for Equality and Diversity

Ongoing

2

Male staff to be made more aware of Trust Family Friendly Policies and Flexible Working options.

Target male staff with information in relation to these policies.

Barbara Leon-Hunt, Childcare Co-ordinator

Dec 2007

19

Training and Development

Action required How this will be achieved and how success will be measured

Named Lead

Timescale Aim No.

Trust Equality & Diversity training is rolled out that covers gender awareness

A training programme is developed piloted and rolled out to all staff. Training programmes are regularly evaluated to ensure staff competency in equality & diversity. All staff at induction receives information about equality and diversity that covers gender equality.

Laura Bevan – Lead for Equality and Diversity

Training is rolled out starting in Jan 2007

1&2

Ensure that the Equality & Diversity core dimension of the Knowledge and Skills Framework is implemented correctly.

Working with managers to ensure that the competency of staff – in relation to equality and diversity – is monitored through appraisal and PDP. Record attendance at training on ESR.

Training Department

Ongoing requirement

1&2

20

Service Delivery Action required How this will be


Named Lead

Timescale Aim No.

Collation of data on access to services for different genders in order to identify any actions necessary to ensure equality of access to services +and appropriate service provision for different genders.

Data to be collated and reported on to Trust Board in order for relevant actions to be identified as necessary. Consultation with Patient Support Groups.

TBA Dec 2007 1&2

Privacy and Dignity- Essence of Care benchmark. Have systems in place to ensure that staff treat patients, their relatives and carers with dignity and respect.

All patients to be nursed in single sex bays wherever possible. All bathrooms and shower rooms to be single sex where possible. Annual audit undertaken using the Essence of Care Benchmark. Detailed Essence of Care progress reports produced 6 monthly. PALS and formal complaint process in place. Analysis of complaint themes and trends relating to Privacy and Dignity. Results of Patient Survey and resulting action plan. Patient Stories inform changes in practice.

Executive Lead: Gary Etheridge.

Ongoing requirement

2

21

Health Promotion Set up Steering Group in partnership with Public Health Lead Devise a questionnaire to be completed by Speciality Lead Nurses identifying what Health Promotion Activity they engage in as part of their role and what mix of caseloads is in terms of males and females.

Tracy Moran, Deputy Director of Nursing and Midwifery.

April 2007 TBC

2

GUM Services Continue to provide separate waiting areas for males and females

Specialist Lead Nurse

Ongoing 2

22

Appendix 1

Male and Female staff by Gender

0%

20%

40%

60%

80%

100%

FT PT

MaleFemale

4066 staff are employed by the Trust, 3247 females (80% of workforce) 819 males (20% of workforce). 2560 staff are employed full time (62% of total workforce), 1506 part-time (38% of total workforce). Of the 3247 female staff, 1822 are employed full time (56% of female workforce) , 1425 are employed part-time (44% of female workforce). The Trust employs 819 male staff, 738 are employed full time (90% of male workforce) 81 are employed part-time (10% of male workforce)

23

Appendix 2 Gender by Staff Group

0%

20%

40%

60%

80%

100% Male

Female

Professional Scientific and Technical 120 staff are employed in this category, 91 female (76%), 29 Male (24%). 3% of females as a percentage of the total female workforce are employed in this category. 6% of males as a percentage of the total female workforce are employed in this category. Clinical Services 593 staff are employed in this category, 511 female (76%), 82 Male (24%). 16% of females as a percentage of the total female workforce are employed in this category. 10% of males as a percentage of the total female workforce are employed in this category. Administrative and Clerical 983 staff are employed in this category, 844 female (86%), 139 Male (14%). 26% of females as a percentage of the total female workforce are employed in this category. 17% of males as a percentage of the total female workforce are employed in this category.

24

Allied Health Professionals 180 staff are employed in this category, 150 female (83%), 30 Male (17%). 5% of females as a percentage of the total female workforce are employed in this category. 4% of males as a percentage of the total female workforce are employed in this category. Estates and Ancillary 67 staff are employed in this category, 3 female (4%), 64 Male (96%). 0.1% of females as a percentage of the total female workforce are employed in this category. 8% of males as a percentage of the total female workforce are employed in this category. Healthcare Scientists 215 staff are employed in this category, 163 female (76%), 52 Male (24%). 5% of females as a percentage of the total female workforce are employed in this category. 6% of males as a percentage of the total female workforce are employed in this category. Medical and Dental 550 staff are employed in this category, 214 female (39%), 336 Male (61%). 7% of females as a percentage of the total female workforce are employed in this category. 41% of males as a percentage of the total female workforce are employed in this category. Nursing and Midwifery 1353 staff are employed in this category, 1266 female (94%), 87 Male (6%). 40% of females as a percentage of the total female workforce are employed in this category. 11% of males as a percentage of the total female workforce are employed in this category.

25

Appendix 3 Gender by Pay Band

0% 20% 40% 60% 80% 100%

1

2

3

4

5

6

7

8

9

Medical

Other

Snr Mgr

Female Male

Pay Band 1 38 staff are employed in Pay band 1, 26 females (68%) 12 males (32% ) 1% of females as a percentage of the total female workforce are in pay band 1 1% of males as a percentage of the total male workforce are in pay band. 1

26

Pay Band 2 942 staff are employed in Pay Band 2, 818 females (87%) 124 (13% ) 25% of females as a percentage of the total female workforce are in pay band 2 15% of males as a percentage of the total male workforce are in pay band 2 Pay Band 3 352 staff are employed in Pay Band 3, 328 females (93%) 24 males (7%) 10% of females as a percentage of the total female workforce are in pay band 3 3% of males as a percentage of the total male workforce are in pay band. 3 Pay Band 4 175 staff are employed in Pay Band 4, 133 females (76%) 42 males (24%) 4% of females as a percentage of the total female workforce are in pay band 4 5% of males as a percentage of the total male workforce are in pay band 4 Pay Band 5 984 staff are employed in Pay Band 5, 859 females (87%) 125 males (13%) 26% of females as a percentage of the total female workforce are in pay band 5 15% of males as a percentage of the total male workforce are in pay band 5 Pay Band 6 581 staff are employed in Pay Band 6, 513 females (88%) 68 males (12%) 16% of females as a percentage of the total female workforce are in pay band 6 8% of males as a percentage of the total male workforce are in pay band 6 Pay Band 7 310 staff are employed in Pay Band 7, 265 females (85%) 45 males (15%) 8% of females as a percentage of the total female workforce are in pay band 7 5% of males as a percentage of the total male workforce are in pay band 7

27

Pay Band 8 71 staff are employed in Pay Band 8, 49 females (69%) 22 males (31%) 2% of females as a percentage of the total female workforce are in pay band 8 3% of males as a percentage of the total male workforce are in pay band 8 Pay Band 9 18 staff are employed in Pay Band 9, 15 females (83%) 3 males (17%) 0.5 % of females as a percentage of the total female workforce are in pay band 9 0.4 % of males as a percentage of the total male workforce are in pay band 9 Medical 551 staff are employed, 214 females (39%) 337 males (61%) 6% of females as a percentage of the total female workforce are Medical staff 41% of males as a percentage of the total male workforce are Medical staff Senior Manager 9 staff are employed, 3 females (33%), 6 males (77%) 0.1% of females as a percentage of the total female workforce are Senior Managers 0.7% of males as a percentage of the total male workforce are Senior Managers

28

Appendix 4

GENDER EQUALITY QUESTIONNAIRE

This questionnaire is open to all Trust Staff. Please note all responses will be treated confidentially.

The Gender Equality Duty comes into force in April 2007 and requires all public authorities to ensure that it has due regard to the need to eliminate unlawful discrimination and harassment in its employment practices and actively promote gender equality within its workforce. This includes discrimination and harassment of transsexual people on grounds of their gender reassignment. In order to make sure we actively promote gender equality within the Trust we need as much involvement as possible from staff to highlight those areas where further work is needed. We would be extremely grateful if you would take 5 mins to complete this short questionnaire. __________________________________________________________________________ Q1. How would you describe your gender? Female Male Q2. Based on your own personal experience, do you feel men and women at the Trust are treated equally in the following areas. From the options below, please indicate your choice. Men and

Women Treated Equally

Men treated less favourably

Women treated less favourably

I have no opinion on

this

Recruitment and Selection

Remuneration

Training and Development

Promotion Opportunities

Family Friendly Policies

Access to Childcare Information

Flexible Working

Policies and Procedures. i.e. Grievance, Disciplinary

Redundancy

Retirement

Access to Facilities e.g. Staff Toilets

29

Dress Codes

Safety at Work

If you have indicated that any of the above are areas where men and women are treated less favourably: - (please comment) ______________________________________________________________________________________________________________________________________________________________________________________________________________________________ Q3. Can you think of an occasion where you feel you were treated less favourably or discriminated against due to your gender Yes No If yes how did you resolve issue? (pls tick appropriately) Dealt with appropriate individual/group Contacted Harassment Advisor Reported to Manager Contacted Trade Union Rep Contacted HR Accessed Occupational Health facilities Other: (please comment) ____________________________________________________________________________________________________________________________________________________ If no action was taken pls explain why: __________________________________________________________________________ Were you satisfied with the way your issue was handled and resolved: - Yes No Comment: __________________________________________________________________________ Q4. Can you think of an occasion when you were harassed or bullied due to your gender Yes No If yes, how did you resolve issue? Dealt with appropriate individual/group Contacted Harassment Advisor Reported to Manager Contacted Trade Union Rep Contacted Human Resources Accessed Occupational health Facilities 30

Other: (please comment) ____________________________________________________________________________________________________________________________________________________ If no action was taken pls explain why: __________________________________________________________________________ Were you satisfied with the way your issue was handled and resolved: - Yes No Comment: ____________________________________________________________________________________________________________________________________________________ Q5. If you were unfairly treated, discriminated against or bullied at work due to your gender, where would you go for help and advice? Human Resources Harassment Advisor Department Head Trade Union Occupational Health Chaplaincy Other I would not feel comfortable approaching anyone: (Please explain why) __________________________________________________________________________ Q6. What do you feel the Trust should be doing to promote gender equality: ______________________________________________________________________________________________________________________________________________________________________________________________________________________________ Q7. Have you undergone, are undergoing or are you planning to undergo gender re-assignement? Yes No (If No please go to Q8) If Yes: (a) Do you feel you have been treated less favourably or discriminated because of this? Yes No If yes, pls give details in what areas of employment you feel this has occurred? Ie training, recruitment, promotion, access to benefits

31

__________________________________________________________________________ (b) Have you been harassed or bullied as a result of this? Yes No If yes, please give details ______________________________________________________________________________________________________________________________________________________________________________________________________________________________ (c) Did you feel, do you feel supported in going through the process of gender reassignment whilst at work? Yes No If no please give details of what the Trust could do to have supported you or support you through this process. ______________________________________________________________________________________________________________________________________________________________________________________________________________________________ Q8. Has this questionnaire missed any important gender issues or topics? If so what are they? (Please comment) e.g Sexual orientation, marriage or civil partnership __________________________________________________________________________ About You:- What category of staff are you? Nursing and Midwifery Admin and Clerical Medical Management Maintenance Occupational Therapists Orthoptic Dieticians Scientific and Technical Ancillary Other: (please state) __________________________________________________________________________ How long have you worked for the Trust? __________________________________________________________________________ Thank you for your participation in this questionnaire. Your feedback will help the Trust

32

devise action plans, which will help address issues related to Gender Equality. Please return the form to Liz Quick, Employee Relations Manager, Human Resources, Hemel Hempstead Hospital by Friday 16th March 2007. If you are interested in participating in a Gender Equality Focus Group or would like to talk about Gender Equality issues please contact Liz on ext. HHGH 2005 or e-mail [email protected]

33

Appendix 5 Female responses to questionnaire: Men and Women Men treated less Women treated less No Treated equally favourably favourably Opinion Recruitment and Selection 81% 4% 3% 12% Remuneration 67% 3% 11% 9% Training and Development 83% 5% 12% Promotion Opportunities 68% 3% 13% 16% Family Friendly Policies 50% 19% 4% 27% Access to Childcare Info 57% 6% 37% Flexible Working 50% 17% 3% 30% Policies and procedures i.e. Grievance, Disciplinary 69% 1% 3% 27% Redundancy 55% 1% 44% Retirement 60% 3% 1% 26% Access to Facilities e.g. staff toilets 69% 9% 6% 16% Dress Codes 70% 11% 4% 15% Safety at Work 84% 1% 15% 2 members of staff (2%) could think of an occasion where they felt they were treated less favourably or discriminated against due to their gender. 3 members of staff (3%) could think of an occasion when they were harassed or bullied due your gender. 38% of female staff stated their department head was the first person they would go to for help and advice if they were being unfairly treated, discriminated or bullied due to their gender, followed by 31 % Human Resources, 16% the Harassment Advisor, 11% the Trade Union, 2% Occupational Health, 1% Chaplaincy and 1% other. One member of staff stated that they had undergone gender reassignment, that they were not treated less favourably, discriminated against or bullied because of this and that they felt supported through the process.

34

See Appendix 6

Male responses to questionnaire: Men and Women Men treated less Women treated less No Treated equally favourably favourably Opinion Recruitment and Selection 81% 12% 7% Remuneration 73% 8% 4% 15% Training and Development 69% 15% 16% Promotion Opportunities 72% 8% 8% 12% Family Friendly Policies 42% 23% 4% 31% Access to Childcare Info 42% 8% 50% Flexible Working 50% 27% 4% 17% Policies and procedures i.e. Grievance, Disciplinary 69% 4% 27% Redundancy 52% 48% Retirement 62% 4% 34% Access to Facilities e.g. staff toilets 52% 12% 15% 21% Dress Codes 58% 26% 4% 12% Safety at Work 88% 12% 1 member of staff (4%) could think of an occasion where they felt they were treated less favourably or discriminated against due to their gender. 3 members of staff (12%) staff could think of an occasion when they were harassed or bullied due your gender. 38% of male staff stated their department head was the first person they would go to for help and advice if they were being unfairly treated, discriminated or bullied due to their gender, followed by 23 % Human Resources, 18% the Trade Union, 12% Harassment Advisor, 6% Other, 3% stated they were not comfortable about approaching anyone.

35

section four gender equality scheme and action plan

Documents