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Title slide Equality And Diversity Monitoring as at 31-March-2011 Report to the Board.

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Presentation on theme: "Title slide Equality And Diversity Monitoring as at 31-March-2011 Report to the Board."— Presentation transcript:

1 Title slide Equality And Diversity Monitoring as at 31-March-2011 Report to the Board

2 2 This report is designed to give an insight into the Trust’s Equality and Diversity profile As At 31 March The report will cover 6 protected characteristics of equality: AgeReligion and Belief Disability GenderEthnicity Sexual Orientation (other comparators have been used to highlight trends i.e. pay and working patterns) Page 4 - The Trust appears more diverse than the immediate local areas, and less diverse than the whole of England with the exception of the Asian minority group. However it should be noted that the locality data available is from mid 2009 and may not be a true reflection of the population today. Ethnic groups account for: Trust 9.6% of total workforce – page 5 Staff survey data 7.68% of respondents - page 6 St Edmundsbury7% of Total, EOE 10% of Total, England Population 13% of Total (data available 2009)– page 8 Page Staff Survey - The Trust improved it E&D training from 22% to 38%. In addition the trust is in the 20 % of acute trusts for providing equal opportunities for career progression and not experiencing discriminination at work. Page 7 - Whilst the White British group make up 90% of the staff overall, this is not necessarily reflected within staff groups (page 5)e.g. – Admin and Clerical has a greater proportion (96%) than overall Medical & Dental has a lesser proportion (53%) than overall Pages 8 – 11 Recruitment data – The number of appointments split between white groups and minority groups roughly reflects the Trusts ethnicity split (p5) however, the proportion of minority groups at applicant, shortlist and appointment drops dramatically throughout the process. An action plan has been agreed (p 12) to investigate the recruitment processes. Page Pay by gender – split roughly reflects the male/female ratio of the Trust with the exception of band 8c where the trend is reversed, with 70% male to 30% female. Pay by ethnicity – interestingly there appears to be no disclosed minority groups in Bands 4, 8b, 8c and 8d. Page % of the Trust's workforce is female, with the majority of these working in Nursing, Admin and Healthcare Support posts. Males make up the majority in the medical & dental posts. Only 14% of admin & management staff are male however 63% of senior managers are male.(band 8 and above) The Trusts Executive Directors are predominantly female, whilst the Non Executive Directors are predominantly Male pages The Trusts average age is 43, over half of the workforce of the workforce fall within the 36 – 55 age bracket. Of the over fifties, over half are already over 55. There are 185 employees over 60, with 3 of these over 70 Summary

3 2.Ethnicity

4 4 Population - Ethnicity % The chart above compares the overall Ethnic profiles for the Trust, St Edmundsbury, Suffolk, East of England and England The Trust consistently appears more diverse than the immediate local areas, however slightly less diverse than the whole of England with the exception of the Asian groups. Source: ONS (2009)and WSNHS Trust Diversity Statistics (2011)

5 5 Trust - Ethnicity % The chart shows the Ethnicity% breakdown for the Trust White groups make up nearly 89% of the workforce Other Ethnic groups make up 9.6% of the workforce 1.6% have Not stated their ethnicity Source: WSNHS Trust Diversity Statistics (2011)

6 6 Staff Survey Monitoring Of the employees responding to the Staff Survey: 92% where from White groups and 8% where from Minority Groups, which is comparable to the original sample

7 7 Ethnicity Breakdown by Staff Group Source: WSNHS Trust Diversity Statistics (2011) Admin and Management has the largest proportion (96%)of White groups whilst Medical and Dental has the smallest (53%)proportion.

8 8 Breakdown – Ethnic Groups % Source: ONS Local Authority Resident Population Estimates (Ethnicity 2009,); WSNHS Trust Diversity Statistics (2011)

9 9 Recruitment, Applicants - Ethnicity Source: NHS Jobs WSH Ethnicity statistics applicants (2011) white groups minority groups Total % Minority groups % White Groups Applicants % 64.80% “NHS jobs” – the recruitment tool uses some slightly different staff groups to the NHS Electronic Staff Record (ESR) however these groups do fit into the ESR Staff groups as above

10 10 Recruitment, Shortlisted Applicants - Ethnicity Source: NHS Jobs WSH Ethnicity statistics(2011) white groups minority groups Total % Minority groups % White Groups Shortlisted % 81.64%

11 11 Recruitment, Appointed Applicants- Ethnicity Source: NHS Jobs WSH Ethnicity statistics (2011) white groupsminority groupsTotal% Minority groups% White Groups Appointed % 90.11%

12 12 Recruitment Action plan The 2010 equality report highlighted a potential challenge with the recruitment process from advert to offer, whereby the minority group applicants seemed disproportionate in comparison to the minority groups actually appointed. The Board of directors asked the Executive Director of Workforce & Communications to engage an independent consultant to investigate the Trusts’ recruitment processes to ensure: The process is as free of unlawful discrimination on racial grounds as is reasonably practicable To make a judgement as to whether the operation of the process by Trust Managers is free from any bias on racial grounds The approach and estimated dates for completion is set out below: WeekStart dateFinish dateAction 116/05/201120/05/2011Produce outline approach and project plan Review of best practice process and ethnic monitoring Arrange meeting with recruitment team 223/05/201127/05/2011Meeting with recruitment team to discuss processes Identify 18 jobs from the different occupational groups to review Obtain log on to NHS Jobs and review the selected jobs on line 331/05/201103/06/2011Update meeting with DN Review paper files on site Provide copies of recruitment processes Revise project plan 406/06/201110/06/2011Identify up to two ethnic minority candidates from the selected jobs who failed to progress at short listing and interview stages, and review the panel decisions based on the person specification. Record and analyse. 513/06/201117/06/2011Obtain paper work for ongoing and facilities vacancies Complete reviews (if all documentation available) Equal opportunities report to Trust board – provide any feedback relevant to the project 620/06/201124/06/2011Review training processes 727/06/201101/07/2011Finalise sample reviews 804/07/201108/07/2011Draft board report with a view on whether the short listing and interview process is as free of unlawful discrimination on grounds of race as is reasonably practicable, and on whether the operation of the process by Trust managers is free from bias, based on the 18 cases reviewed. Make initial recommendations to improve current process or practice based on findings with action plan and RAG indicators. Review findings and implications 911/07/201115/07/2011Finalise board report 1018/07/201122/07/2011Deadline for submission of Trust board papers 1125/07/201129/07/2011Trust board meeting – any preparation and feedback

13 13 Recruitment - Ethnicity breakdown Whilst 35% of applicants are from minority groups,18% are interviewed and only 10% are appointed. This has improved since last year when 30% of applicants were from minority groups,14% were interviewed and 8% were appointed. Source: WSNHS Trust Diversity Statistics (2011)

14 3.Disability Religion and belief Sexual Orientation

15 15 Disability Monitoring Sources: ONS Local Authority Resident Population Estimates (Disability 2007); WSNHS Trust Diversity Statistics (2011) * Note definition of disability for Local Authority statistics = "people claiming incapacity benefit or severe disablement allowance" Limited benchmarking data is available on the number of people who “believe they have a disability” Locality information is based on “people claiming incapacity benefit or severe disablement allowance” Trust information is based on employees who have declared they have a disability and roughly reflects locality data

16 16 Religion & Belief, Sexual orientation There is no benchmarking data for these groups, however as part of the public sector duty the Trust has an obligation to ensure there is no discrimination on these grounds Source: WSNHS Trust Diversity Statistics (2011)

17 4. Pay equality

18 18 Pay by Gender Pay by gender – split reflects the male/female ratio of the Trust with the exception of band 8c where the trend is reversed, 70% male to 30% female Source: WSNHS Trust Diversity Statistics (2011)

19 19 Ethnicity by Pay Source: WSNHS Trust Diversity Statistics (2011) The chart on the left shows the split between white groups and Minority groups, the chart on the right shows the breakdown of minority groups only. There are no disclosed minority groups in Band 4, and Band 8b-d

20 20 Ethnicity by Paygroup Comparison of pay distribution by ethnicity. Medical & Dental and bands 5 and 6 appear to have the most diverse mix Band 4 remains predominantly White British Source: WSNHS Trust Diversity Statistics (2011)

21 5. Gender

22 22 Gender by Population Area Source: ONS Local Authority Resident Population Estimates (Ethnicity 2006); WSNHS Trust Diversity Statistics (2011) The chart shows that England and the locality has roughly a 50:50 split of male: female, however the Trust has a significantly higher proportion of females, this has remained constant over a number of years. The proportion of employees participating in the staff survey reflects that of the Trust

23 23 Gender Equality Monitoring Although nationally the gender split is roughly 50:50 the Trust consistently maintains a 80:20 split (female majority) there is a slight male majority in the Medical & Dental staff group Source: WSNHS Trust Diversity Statistics (2011) Working patterns Female working patterns are fairly equally split between full time and part time, the majority of males work full time

24 6. Age

25 25 Age Profile Source: WSNHS Trust Diversity Statistics (2011) 46% of employees are over 45 28% of employees are over 50 15% of employees are over 55 51% of the over 50’s are over 55 Workforce breakdown Female 80% Male20% Average Age Female – Male Trust Average Length of Service Female – 8.73 Male Trust -8.60

26 26 15% of our total workforce is over 55, of these 14% are women At current levels this number could increase to 31% over the next 5 years, assuming the 50+ employees stay and the 66+ employees retire. Source: I-view Workforce data 2011; WSNHS Trust Diversity Statistics (2011) Over 55 Profile

27 7. Performance Management

28 28 Performance Management Monitoring Source: WSNHS Trust Diversity Statistics (2011) As part of the Trusts processes for equality monitoring the Workforce and Communications Directorate record all formal investigations for Disciplinary, Capability and Grievance matters. The factors being monitored are Age, Ethnicity, Gender and Disability to identify any trends that indicate discrimination. Sickness Absence is monitored separately. In 2010/2011 the department conducted a total of 54 formal investigations:- 41 Disciplinary Cases 1 8 Capability Cases 2 Grievance Cases 2 Doctors banding Appeals 1 Bullying and Harassment Case Our analysis shows that we had four cases involving staff from ethnic minorities (1 disciplinary case and 3 capability cases). None of the cases above concerned an employee with a disability, although one case of ill health retirement has lodged an employment tribunal claim. Disciplinary Cases 41 The number of cases is higher than usual due to a single case that involved 13 members of staff. The proportion of disciplinary cases between male and female staff is 30 female cases to11 male cases, however, 8 of the male cases relate to the single case above. Therefore, if we consider the numbers outside of this single case, the ratio of male to female cases remains in line with the organisation gender profile. Capability Cases 8 Out of the 8 capability cases, all involved female staff and 3 of those were from an ethnic minority group. The age range was between 21yrs and 59 yrs. Grievance Cases 4 Two of these cases were resolved and two have lodged a claim with the Employment Tribunal. 1 Four of the theses cases were dismissed for Gross Misconduct and 1 has been reported to the Nursing and Midwifery Council.


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