Annual Workforce Equality and Diversity Report 2016/2017. (Incorporating Workforce Race Equality Standard)

Transcription

1 Annual Workforce Equality and Diversity Report 2016/2017 (Incorporating Workforce Race Equality Standard) August

2 1.0 Introduction This report is published to ensure that Chelsea and Westminster Hospital NHS Foundation Trust has the information it needs to promote workforce equality and meet its public sector equality duty, as outlined in the Equality Act This report incorporates the information required by the Workforce Race Equality Standard. An action plan to promote workforce equality can be found in appendix 1. Our Workforce Race Equality Standard return can be seen in Appendix Workforce Composition The Trust employed a headcount of 5594 by the end of 2016/17. The following pages provide a high level summary of the workforce information by protected characteristics. 2.1 Workforce Composition: Ethnicity For the purposes of this report, the Trust has combined categories as White, BME (Black and Minority Ethnic) and Undisclosed. The White category incorporates that identify as White British, White Irish and Any Other White background. BME includes who identify as Asian (Indian, Pakistani, Bangladeshi), Mixed (White Black/Asian), Black (Caribbean, African) and Other (Chinese and Any Other). This is in line with the Office of National Statistics Census categories. 51% of the workforce identify as White compared with 41% BME. We do not know the ethnicity of 9% of our. We employ an ethnically diverse workforce in comparison to the local population in London. Figure 1 Trust ethnicity profile by grade 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Junior Career Grade Consultant VSM Grand Total Unknown BME White Figure 1 above shows the grade distribution of white and BME in the organisation. BME are more likely to be employed in junior roles. 2

3 2.2 Workforce Composition: Age The majority of our (80.5%) are aged 25 to 54. The Trust seeks to increase its attractiveness to people of all age groups through a range of measures including the widespread provision of work experience opportunities and apprenticeships and the promotion of flexible working. Fig 2 Trust age profile by grade - March % 90% 80% 70% 60% 50% 40% 30% 20% 10% 65 and over Under 25 0% Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Junior Career Grade Consultant VSM 2.3 Workforce Composition: Gender Female make up 76% of the workforce and 24% are male, which is consistent with the national profile. During 2017/18 we will undertake a gender pay gap assessment and publish the results in line with new legal requirements. The report will help identify any disparities in pay. 3

4 Fig 3 Trust gender profile - March % 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Male Female 2.4 Workforce Composition: Religion The majority of for whom we have information categorise themselves as Christian. Table 1 Religion Profile March 2017 Religious Belief Total % Atheism % Buddhism % Christianity % Hinduism % I do not wish to disclose my religion/belief % Islam % Jainism % Judaism % Other % Sikhism % Unknown % Grand Total Workforce Composition: Sexual Orientation The majority of for whom we have information categorise themselves as heterosexual. 4

5 Table 2 Sexual Orientation profile March 2017 Sexual Orientation Total % Bisexual % Gay % Heterosexual % I do not wish to disclose my sexual orientation % Lesbian % Unknown % Grand Total Workforce Composition: Disability Approximately 3% of our with known disability status recorded on our electronic record database have declared that they have a disability. This is significantly lower than the proportion of who state they have a disability when completing the national survey where this is shown as 12%. Table 3 Disability profile March 2017 Disabled Total % No % Not Declared % Unknown % Yes % Grand Total Trust Board of Directors Composition: gender and ethnicity The Board of Directors comprises 15 people. White account for 87% of Board Directors compared to 51% of the workforce as a whole. 40% are women compared to the overall Trust composition of 76%. 3.0 Data quality for disability, sexual orientation and religion /17 We are committed to improving our data quality. The number of for whom we do not hold information on their ethnic status increased from 6% to 9% since last year. Our data on disability, sexual orientation and religion, on the other hand, has improved since last year (see Table 4 below). The Trust holds demographic information on 69% of in relation to sexual orientation and religion status and on 73% in relation to disability. We will continue to highlight the importance of completing data by promoting the use of selfservice via ESR and by putting in more robust data capture processes when new employees join the Trust. With respect to disability we will encourage who become disabled over the course of their employment to declare their disability. 5

6 Table 4 Disability, sexual orientation and religion records for all Protected Characteristic Known status for all Disability 73% Sexual Orientation 69% Religion 69% 4.0 Recruitment The Trust is committed to open, transparent recruitment processes that do not discriminate against people on the grounds of their protected characteristics. In support of this commitment the Trust monitors the progress of applicants through the selection process. A summary of the monitoring information is shown in tables Recruitment by ethnicity 65% of job applications in 2016/17 were from candidates from a BME background. 31% of applications were from white candidates. At shortlisting stage the split changed to 29% white candidates and 67% BME candidates. In regards to appointments, 45% were white and 44% were BME. We do not know the ethnicity of 10% of appointees. Table 5 Recruitment analysis by ethnicity Percentage of Ethnic Group Applicants Shortlisted Appointed BME 65.23% 68.67% 44.32% Not stated 3.98% 3.47% 10.26% White 30.79% 28.86% 45.41% Grand Total (number) Note: the data on applicants and shortlisted candidates comes from trac and the data on appointed comes from ESR Relative likelihood of being appointed from shortlisting Table 6 Likelihood of being appointed from shortlisting by ethnicity 2016/17 Descriptor White BME Number of shortlisted applicants Number appointed from shortlisting Relative likelihood of White candidates being appointed over BME at shortlisting stage 2.40 The likelihood of white candidates being appointed from shortlisting is 2.4 times greater than BME. In 2015/16 white candidates were 1.76 times more likely to be appointed from shortlisting. 6

7 4.2 Recruitment by gender Recruitment analysis by gender shows that 67% of applications were from female applicants and 33% from male applicants. The number of female and male candidates appointed from shortlisting is proportionate to the Trust profile i.e. 76% female and 24% male. We have no data on applicants by transgender categories. Table 7 Recruitment analysis by gender Percentage of Group Applicants Shortlisted Appointed Female 67.15% 65.55% 75.89% Male 32.42% 33.96% 24.11% Not stated 0.43% 0.49% 0 Grand Total (number) Recruitment by religion, age, sexual orientation and disability Analysis by religion, age, sexual orientation and disability shows that conversion rates from shortlisting to appointment are broadly in line with the breakdown of applicants and the Trust profile for age and disability. For example: 78% of the appointees were aged between 25-54, compared with 80% of the Trust profile; 2.8% of appointees had a disability compared with 2% of the workforce. 82% of applicants identified themselves as heterosexual 47% of applicants were Christian Table 8 Recruitment analysis by age Percentage of Group Applicants Shortlisted Appointed Under % 18.58% 15.71% % 42.74% 43.08% % 22.10% 21.15% % 12.90% 13.84% % 3.57% 3.27% % 0.09% 2.95% Not stated 0.12% 0.01% 0 Grand Total (number) Table 9 Recruitment analysis by disability Percentage of Group Applicants Shortlisted Appointed No 94.43% 95.09% 87.40% Not stated 1.90% 1.40% 9.80% Yes 3.67% 3.51% 2.80% Grand Total (number)

8 Table 10 Recruitment analysis by sexual orientation Percentage of Group Applicants Shortlisted Appointed Bisexual 1.27% 1.39% 0.31% Gay 1.84% 1.73% 2.18% Heterosexual 86.66% 87.19% 81.65% Lesbian 0.58% 0.50% 1.24% Not stated 9.66% 9.20% 14.62% Grand Total (number) Table 11 Recruitment analysis by religion Percentage of Group Applicants Shortlisted Appointed Atheism 7.57% 6.84% 12.29% Buddhism 1.63% 1.73% 1.24% Christianity 51.46% 52% 46.97% Hinduism 6.93% 7.05% 5.75% I do not wish to disclose my religion / belief 9.55% 9.44% 8.4% Islam 14.4% 15.36% 7% Jainism 0.18% 0.13% 0.47% Judaism 0.23% 0.24% 0.16% Not stated 0.57% % Other 5.79% 5.6% 6.69% Sikhism 1.69% 1.59% 2.33% Grand Total (number) Non-mandatory training Access to non-mandatory training provided by the Trust s education and learning centre is monitored. These courses include leadership development, performance under pressure, employee relations training, interview skills, performance and development review process, recruitment and selection and team development. It should be noted however that the vast majority of our training is provided by external providers from whom we do not receive information on participation rates by protected characteristics. Analysis by ethnicity indicates that the relative likelihood of White accessing non mandatory training over BME has marginally increased from 0.8 (2015/16) to 1.08 for 2016/17. 8

9 Table 12 Relative likelihood of accessing non-mandatory training by ethnicity (WRES) Descriptor White BME Number of in organisation Number that have accessed non mandatory training Relative likelihood of White accessing non mandatory training over BME 1.08 A breakdown of access to non-mandatory training by gender, ethnicity and age can be seen in tables Our records appear to show that men are more likely to access training (see below). It should be noted, however, that the records held by our learning and development team do not include training provide by external providers including clinical training to predominantly female professional groups such as nurses. In the NHS survey our female are more likely positively rate the quality of non-mandatory training provided by the trust. Table 13 Non-mandatory training by gender Group No Yes Grand Total Number of Percentage Number of Percentage Female % % 4277 Male % % 1317 Grand Total Table 14 Non-mandatory training by ethnicity Group No Yes Grand Total Number of Percentage Number of Percentage BME % % 2278 Unknown 141 7% 302 8% 443 White % % 2873 Grand Total

10 Table 15 Non-mandatory training by age Group No Yes Grand Total Number of Percentage Number of Percentage Under % 258 7% % % % % % % % % and over 62 3% 42 1% 104 Grand Total Table 16 below shows a breakdown of the number of that attended our Emerging Leaders Programme. This development programme is aimed at supporting and encouraging in bands 6-7 to develop their management and leadership capability. 71% of people undertaking the course were female. BME accounted for 34% of people undertaking the course compared to 37% of people in band 6-7 roles. People attending the Emerging Leaders Programme Number % Female Male BME White Other Promotions and leavers Analysis by gender for leavers and promotions is broadly in line with Trust profile for gender. BME, on the other hand, are less likely to be promoted, accounting for 36% of promotions and 41% of the total workforce. White are more likely to leave the trust: white accounted for 54% of leavers in 2016/17. 10

11 Table 17: Promotions and Leavers by Ethnicity Group In Post Leavers Promotions Number of Percentage Number of Percentage Number of Percentage BME % % % Not Stated 443 8% 94 9% 24 6% White % % % Grand Total Table 18: Promotions and Leavers by Gender Group In Post Leavers Promotions Number of Percentage Number of Percentage Number of Percentage Female % % % Male % % 84 22% Grand Total Application of formal workforce procedures 2016/17 The Trust monitors the formal application of workforce procedures by ethnicity, gender and age. In 2016/17, there were 119 formal employee relations cases of which 80 cases related to sickness, 29 to misconduct, six to poor performance, four to bullying and harassment, and four to grievances. 7.1 Ethnicity Table 19 Employee Relations: Ethnicity Category of formal meeting Capability Disciplinary Sickness Grievance Cases % Cases % Cases % Cases % BME 1 17% 21 68% 32 39% 2 50% Not % 3 4% - Stated White 5 83% 9 29% 47 57% 2 50% Total 6 100% % % 4 100% The application of the formal sickness absence management procedure is broadly in line with the ethnic composition of the workforce. 11

12 White, on the other hand, are more likely to be involved in formal poor performance processes. Of the six cases in 2016/17, white accounted for five. People from BME backgrounds are more likely to be subject to disciplinary proceedings in comparison to the Trust s ethnic profile. Although the number of cases is low (31 in total), BME accounted for 68% of disciplinary cases. Table 18 shows that the relative likelihood of BME entering the formal disciplinary procedure is 2.84 times greater than for white. In 2016/17 the Trust launched a new employee relations training to provide managers the knowledge and confidence they need to workplace conflict fairly. The Trust is also part of a pan London NHS task and finish group set up to address this issue. The Trust will develop actions based on the pan-london NHS group s recommendations. Tab 20 Likelihood of entering the formal disciplinary hearing by ethnicity 2016/17 (WRES) Descriptor White BME Number of in organisation Number that have entered into disciplinary proceedings 9 21 Relative likelihood of BME entering into disciplinary proceedings compared to White Gender Table 21 Employee Relations: Gender Category of formal meeting Capability Disciplinary Sickness Grievance Cases % Cases % Cases % Cases % Female 1 17% 13 42% 71 87% 2 50% Male 5 83% 18 58% 11 13% 2 50% Grand Total Analysis by gender shows that a disproportionately high number of men featured in disciplinary cases, accounting for 58% of cases, compared to 24% of the Trust population. Men also accounted for 83% of poor performance cases. Women accounted for 87% of sickness absence cases 12

13 7.4 Age Table 22 Employee Relations: Age Category of formal meeting Group Capability Disciplinary Sickness Grievance Cases % Cases % Cases % Cases % Under % 3 4% % 11 35% 20 24% % 11 35% 18 22% 1 25% % 4 13% 25 30% 1 25% % 16 20% 2 50% 65 and over Grand Total Employee relations cases analysed by age indicate that 71% of disciplinary cases involved aged between The majority of sickness cases (25) were for aged between Staff experience: 2016 NHS Staff Survey Results The Trust monitors experience by protected characteristics through the annual NHS Staff Survey. The 2016 survey results revealed some differences in experience when analysed by disability status, ethnicity, age and gender. The full results of the 2016 survey can be found at: Gender There are few significant differences in experience by gender. Overall men respond more positively to questions relating to experiencing bullying, harassment or abuse. Women are overall more engaged than men with engagement scores of 3.84 and 3.80, respectively. 8.2 Disability Disabled were the least likely group to report positive experiences across a range of indicators. Discrimination at work, lack of career progression, work related stress, pressure to attend work and experiences of bullying and harassment were all issues of concern for disabled in comparison to non-disabled. Disabled people were more likely than non-disabled people to report work related stress (56% compared to 38%). Disabled people also report lower levels of engagement. Working with disabled to address these concerns will be a priority for us in the coming year. 13

14 8.3 Age According to the results, aged between were more likely to report discrimination at work. Staff aged are more likely to report that the Trust offers career progression. Staff aged are the age group most likely to report experiencing violence or feeling bullied and harassed by patients. This is a trend is in line with previous years. We are committed to enhancing the support for all new but these results flag up the need for additional support tailored to the needs of our youngest. The most engaged group is people aged 41-50, followed by people 51 and over. The least engaged group is people aged Ethnicity BME overall reported higher levels of satisfaction at work. They report more positively on engagement, motivation, quality of appraisals, fairness of reporting procedures, and are more likely to recommend the Trust as a place to receive treatment and work. BME however are also more likely to report discrimination at work and are less satisfied about equal opportunities for career progression. There was no significant difference between BME and white in experience of bullying. 8.5 NHS National Survey questions mandated by the WRES Under the Workforce Race Equality Standard the Trust is required to publish the responses cut by ethnicity to the following NHS survey results: 5. Percentage of experiencing bullying, harassment or abuse from patients or relatives 6. Percentage of experiencing bullying, harassment or abuse from 7. Percentage believing that trust provides equal opportunities for career progression or promotion 8. Percentage of experiencing discrimination at work from managers or colleagues White 40% BME 36% White 27% BME 28% White 88% BME 74% White 6% BME 12% We have drawn up a 2 year experience action plan in response to themes and concerns outlined in the 2016 Staff Survey. Actions will be monitored by the Workforce Development Committee. The themes included in the action plan are: Better information on engagement Dignity and respect in the workplace Staff security Workforce equality and diversity Health and well-being Fair process for reporting incidents and feedback Performance and development review Staff recognition 14

15 9.0 Clinical Excellence Awards for Consultants 2016/17 Of the 58 applications received in 2016/17, the analysis by gender and ethnicity was: Table 23: Ethnic Origin Workforce profile Percentage CEA applicants Successful applicants White Consultants 62% (42) 72% (32) 76% BME Consultants 38% (16) 28% (10) 24% Total 100% (58) 100% (42) 100% Table 24: Gender Percentage CEA applicants Successful applicants Female 49% (27) 53% (23) 55% Male 51% (31) 47% (19) 45% Total 100% (58)100% (42) 100%) 10.0 Conclusion We are committed to ensuring that our employment practices are fair, accessible and appropriate for all. We will use the information in this report to enable all, irrespective of their background, to fulfil their potential at Chelwest. 15

16 Appendix 1 Workforce Equality Action Plan for 2017/19 This action plan that has been developed in order to address the issues identified in the Annual Workforce Equality Report The plan has been developed as a two year plan in order to ensure the actions have time to make a tangible difference in the areas that have been identified. Area of Focus Action (s) Owner Timeframe Progress Fair processes for addressing workplace conflict 1. Deliver employee relations training to 100+ managers per year to enable managers to apply policies fairly and effectively. Associate Director ER & HRBP March Review content of ER training to ensure discrimination is adequately covered. Associate Director ER & HRBP September Develop actions in response to the recommendations of the pan- London group on managing disciplinary cases when this group reports. Associate Director ER & HRBP TBC 4. Review all current training available to managers on how to manage low level conflict between and propose changes as appropriate Associate Director ER & HRBP Assistant Director Learning and Development December 17 Data Collection and reporting systems 5. Streamline processes to ensure collection of protected characteristic data for 95%+ new starters Associate Director Resourcing & Planning August 17 16

17 6. Expand the range of information items in workforce equality report 2018/19 report: PDR outcomes Gender pay gap Participation rates for externally delivered training Associate Director ER & HRBP July 2018 Recruitment and promotions 7. Launch recruitment and selection training for managers. 8. Develop a clearly articulated approach for internal recruitment to support career development and internal promotions. Associate Director Resourcing & Planning Associate Director Resourcing & Planning 9. Implement requirement that all panels must have 1+ person who has received recruitment training Associate Director Resourcing & Planning 2018/ Recruit 100+ apprentices through the delivery of systematic apprenticeship work programme Assistant Director of L & D Dignity and Respect at Work 11. Work with TU partners to develop a Dignity and Respect at Work Policy Associate Director of HR: ER and HRBP s September Create Respect at Work Service ed by trained respect at work champions to provide confidential support to who experience inappropriate behaviour from colleagues. Associate Director of HR: ER and HRBP s 2018/19 17

18 13. Apply the NHS Equality Delivery System tool to bullying and harassment and flexible working and devise actions as appropriate Associate Director of HR: ER and HRBP s Nov 17 Staff Networks and focus groups 14. Set up a focus group for with disabilities to identify issues affecting experience and use the findings to develop guidance on supporting with disabilities and long term health conditions Associate Director of HR: ER and HRBP s Sept Set up a working group with BME to understand low survey rating for equal opportunities and develop actions as appropriate Associate Director of HR: ER and HRBP s Assistant Director of L & D Sept Establish level of interest for / support the establishment of LGBT network Associate Director of HR: ER and HRBP s Sept 17 18

19 Appendix 2 WRES data 2017/18 Background The table below summarises the Trust s first annual WRES return as a newly formed organisation which will be submitted to the national WRES team in August 2017 by the Equality and Diversity Manager. WRES Indicator Ethnicity Headcount Explanatory notes 1. Workforce reporting White 2873 As at 31 March 2017 BME 2278 UNKNOWN Relative likelihood of being appointed from shortlisting across all posts 3. Relative likelihood of entering the formal disciplinary process 4. Relative likelihood of accessing non-mandatory training and CPD 5. Percentage of experiencing bullying, harassment or abuse from patients or relatives White 2.4 times more likely BME 2.84 times more likely White 1.08 times more likely Based on NHS Jobs and TRAC data captured during 2016/2017 Based on 2016/2017 cases Data should be read with caution, as not all nonmandatory is captured through the current training databases across both sites. White 40% 2016 Staff Survey BME 36% 6. Percentage of experiencing bullying, harassment or abuse from 7. Percentage believing that trust provides equal opportunities for career progression or promotion 8. Percentage of experiencing discrimination at work from managers or colleagues White 27% BME 28% White 88% BME 74% White 6% BME 12% 9. Percentage difference between BME Board voting membership and overall BME workforce BME Board Members Overall BME workforce 13% As at 31 March % 19