www.england.nhs.uk including governing body members and gp leads clinical commissioning group...
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www.england.nhs.uk
Including Governing Body members and GP leads
Clinical Commissioning Group Workforce Equality & Diversity Profile
December 2014
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ContentsSlide no.
Slide no.
Introduction 3 Religion or Belief 16
Data Coverage 4-5 Sexual Orientation 17
Gender 6-10 GP Decision Making 18
Ethnicity 11-13 Succession Planning 19
Disability 14 Coverage and Methodology
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Age 15
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1. Introduction Purpose: This document summarises the analysis of Clinical
Commissioning Groups (CCGs) Equality & Diversity data for all employees, Governing Body Members and GP Leads where possible. This data was collected by NHS England in May and June 2014.
Audience: NHS England Management, CCGs and Professional Bodies.
Notes: Please refer to the notes and coverage information at the end of this presentation – these provide indication as to the robustness of the analysis that follows.
Sensitivity: All values of five or less are not shown in any analysis or chart.
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Overall Coverage
• We received a total response rate of 79% (167/211 CCGs):
• 44 CCGs did not respond to the survey.
• 4 CCGs were omitted from analysis due to incorrect completion of the collection.
• The response rate to the 2013 survey was 88% (186/211 CCGs).
2. Data Coverage
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2. Data CoverageCharacteristic Coverage
• Below is a table to display the coverage of Disability, Religion or Belief and Sexual Orientation.
• The disclosed and undisclosed responses (%) is the percentage of responses disclosed and undisclosed of all responses.
• The disclosed responses (%) is the percentage of responses disclosed of all responses.
• For Disability, Religion or Belief and Sexual Orientation the coverage is low and should be used with caution.
• Gender, Age and Ethnicity have not been included on this slide because their coverage is very good.
• Sexual Orientation is a new addition for the 2014 survey.
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3. Gender: All CCG Employees• Overall, the CCG workforce is mostly female for each region and nationally.
• The South region has the lowest percentage of male employees, whilst Midlands and East region has the highest percentage of male employees.
Note: ‘Undisclosed’ responses have been omitted from this chart due to small numbers
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3. Gender: Governing Body Members• For the Governing Body, in contrast to the whole CCG workforce, there are more male than female
members. • London has the greatest percentage of female Governing Body members, whilst the North region has
the lowest percentage of female Governing Body members.
Note: ‘Undisclosed’ responses have been omitted from this chart due to small numbers
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3. Gender: Governing Body Members• 155 returns were eligible for this analysis representing 162 CCGs.
• For the 162 CCGs, there is an average of 12.6 members on the CCG Governing Body (including undisclosed and unknown).
Note: CCGs that submitted 0 for both male and female were omitted from this analysis
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3. Gender: GP Leads• 139 returns were eligible for this analysis representing 141 CCGs.• In contrast to the whole CCG workforce, for the GP Leads there are more male members than
female. • The Midlands and East region has the greatest percentage of male GP Lead members, whilst the
South region has the lowest percentage of male GP Lead members.
Note: ‘Undisclosed’ responses have been omitted from this chart due to small numbers
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3. Gender: Female GP Leads• CCGs that submitted 0 for male and female were omitted from this analysis.
• 139 CCGs were eligible for this analysis.
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4. Ethnicity: All CCG Employees• Overall, the CCG workforce is mostly white for each region and nationally.
• The London region has the highest percentage of non-White employees, whilst the North region has the lowest percentage of non-White employees.
• The 2011 ONS census reports 85% of the working age population is white. Accounting for undisclosed, the percentage of the national CCG workforce that is white is between 80% and 90%.
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4. Ethnicity: Governing Body Members• For the Governing Body, similar to the whole CCG workforce, there are more white members than
non-white.
• The London region has the greatest percentage of non-White Governing Body members, whilst the South region has the lowest percentage of non-White Governing Body members.
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4. Ethnicity: GP Leads• For the GP Leads, similar to the whole CCG workforce, there are more White members than Non-White.
• The Midlands and East and London regions have the greatest percentage of Non-White GP lead members, whilst the South region has the lowest percentage of Non-White GP members.
• However, there is large percentage of undisclosed responses across all regions.
Ethnicity Response:
N = 890Coverage:
n = 678p = 76.2%
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5. Disability: All CCG Employees• Overall, the CCG workforce is mostly non-disabled for each region and nationally.
• However, there is a large percentage of undisclosed information for all regions.
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6. Age: All CCG Employees• Overall, the majority of the CCG workforce is aged between 35 and 54.
• The under 25s and over 65s are a small percentage of employees for each region and nationally.
Note: ‘Undisclosed’ responses have been omitted from this chart due to small numbers
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7. Religion or Belief: All CCG Employees• Overall, the CCG workforce has more Christian employees than any other religion or belief, for each
region and nationally.
• The London region has the greatest percentage of Islam and Other religious beliefs.
• There is a large percentage of undisclosed information for all regions.
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8. Sexual Orientation: All CCG Employees• The majority of employees in CCGs are Heterosexual.
• However, there is a large percentage of undisclosed information for all regions.
Note: ‘’Other’ includes bisexual, gay man and lesbian woman
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9. GP decision makingThis year the survey included a set of optional questions to gauge whether sessional GPs are engaged in decision making in the CCG. The results of which are below. Note: blanks were omitted from this analysis.
Q1. Does the CCG constitution allow sessional GPs to vote and to become members of the governing body?
Total responses: 99
Q2. Does the CCG constitution allow all GPs (regardless of contractual status) the opportunity to take on leadership roles?
Total responses: 104
Yes 88
No 10
Don't know 1
Yes 94
No 8
Don't know 2
Q3. Does the CCG have a named list of salaried GPs it uses for regular communication?
Total responses: 105
Yes 77
No 24
Don't know 4
Q4. Does the CCG have a named list of locum GPs it uses for regular communication?
Total responses: 105
Yes 38
No 54
Don't know 13
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10. CCG Succession Planning
Q5. Does the CCG have a talent development plan that will identify, encourage and support: a) Future GP leaders? Total Responses: 95
Yes 57No 36Don't know 2
b) Sessional GPs as future GP leaders?Total Responses: 93
Yes 47No 41Don't know 5
The survey included further optional questions about succession planning within CCGs.
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11. Coverage and Methodology
• For each variable, a coverage percentage has been given based upon the actual number of responses received.
• This has been calculated in the following way:• p = n/N• p = coverage• n = disclosed and undisclosed responses, used in charts
and analysis.• N = total responses (including disclosed, undisclosed, and
unknown)