Equality Workforce Monitoring Report

Transcription

1 Equality Workforce Monitoring Report July 2011

2 Equality Workforce Monitoring Report Contents 1. Foreword Introduction Workforce Information Gender breakdown Disability breakdown Ethnicity breakdown Age breakdown Religion breakdown Sexual orientation breakdown Conclusion Page 2 of 35

3 1. Foreword NHS Northamptonshire (NHSN) is a local leader of the NHS in the area and has been acknowledged for being an innovative and progressive organisation. The coalition government is proposing progressive changes to the NHS, which is providing many new challenges; for example, our new cluster arrangements with Milton Keynes, and are responding proactively. One of the consequences of the changes is that NHSN will continue to evolve and transform. The latter also very much applies to us in responding creatively to the Equality Act and the new approach in addressing equality issues being promoted by the Government Minister for Equalities. Our response will also embrace Sir David Nicholson s drive to raise standards for delivering on the equality agenda as reflected by his 10 point equality plan and the pending Equality Delivery System. We are currently undertaking a baseline review and later this year will publish our Equality and Inclusion Plan. This Equality Workforce Monitoring Report is in response to legislation prior to the Equality Act coming into force. We will revise our workforce data collection to be in line with Equality Act. Recently we established an Internal Equality and Inclusion Steering Group who are responsible for driving the equality and inclusion work programme on behalf of the Board. The Steering Group is chaired by the Director of Communications & HR, with representatives from each of the directorates. This is complemented by a nonexecutive director who leads on this important issue and an expert advisor. We are making good progress, however acknowledge that there is a lot more work for us to do, with interest groups. NHSN will develop its own new approach in addressing the many challenges and opportunities and deliver real positive outcomes with regard to equality and inclusion. Professor John Parkes Chief Executive Jane Meggitt Director of Communications & HR Page 3 of 35

4 2. Introduction This report provides the results of our workforce monitoring between 1 January and 31 December. This year we have developed a number of areas that we now report on. In line with existing legislation we provide details of equalities monitoring data by the six equality strands for our workforce, applicants for jobs, promotion, training (including outcomes from training), discipline, grievance procedures, performance appraisal and reasons why staff left the organisation. Where it has been possible, we have provided data for 2009/. However, for a combination of reasons this has only had a limited success. Collating reliable workforce monitoring data has its own challenges, however, we have made much progress in this area during the last year. We conducted a staff audit in February to improve information being captured in relation to equality data. During this year we will review our database, make improvements, both in compiling data and publishing information to comply with the Government s Specific Duty of the Equality Act currently under review. Page 4 of 35

5 3. Workforce Information As of 31 December NHSN workforce comprised 323 staff ( FTE), this is a decrease of 5.83% In April NHSN took on Continuing Health Care (CHC) Workforce from NHS Northamptonshire Provider Services. This shows as a spike in headcount and WTE and has been excluded from Starters and Leavers headcount The data broadly reflects the workforce composition, although the data will be skewed due to the size of the organisation. This cannot be broken down further as this may make individuals identifiable within the organisation No data was captured for grievances in 2009 Data for age has not reported in all equality strands due to the size of the organisation and the lack of declaration would skew the data would be potentially misleading 3.1. WTE and headcount NHS Northamptonshire - WTE and Headcount WTE Headcount (excl Bank) Headcount (incl Bank) Page 5 of 35

6 3.2. Starters and leavers headcount NHSN undertook management cost reduction exercise and Mutually Agreed Resignation Scheme. The reason for the peak in December was the majority of left as part of this exercise as of 05 December. NHS Northamptonshire - Starters and leavers headcount Leavers Starters Reason for leaving Reason for leaving Dismissal - Capability End of Fixed Term Contract Redundancy Retirement Age Voluntary Early Retirement Voluntary Resignation 59.6% 23.4% 2.1% 8.5% 4.3% 1.1% Dismissal - Capability End of Fixed Term Contract Redundancy Retirement Age Voluntary Early Retirement Voluntary Resignation Page 6 of 35

7 4. Gender breakdown We looked at the candidates applying for posts at NHSN in comparison with NHSN gender profile. Significantly more women than men in our workforce The majority of applicants are women shows a significant increase in the percentage of men applying for roles compared with 2009 More men are applying for roles than are currently in the workforce 4.1. Workforce Gender Profile - Workforce Male Female % 68.9% 72.3% 44.38% 55.16% % 31.1% 27.7% Applications Profile 2009 Applications Profile Workforce Profile 2009 Workforce Profile Starter Profile Leaver Profile Page 7 of 35

8 4.2. Staff by band We compared the percentage of men to women within NHSN by banding. The purpose of the graphs was to identify whether there is inequality between the genders across bandings. The main inequality appears in the Senior AfC bands and Non AfC banding, which captures Directors, Non Executive Directors and Medical staff. Gender Profile - Staff by band (%) Non AfC Band 9 Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Males Females Work category This shows the percentage of men and women working full time and part time in NHSN. The majority of both men and women work full time Over a quarter of NHSN workforce work part time More women work part time than men Gender Profile - Work category 20.1% 20.7% Male full-time 7.7% Male part-time Women full-time Women part-time 51.4% Page 8 of 35

9 4.4. Median gross annual earnings There continues to be a number of men working part-time who are more likely to be high earners. This is due to workers predominantly in the medical profession combining sessional work at NHSN with their substantive roles elsewhere. Gender Profile - Median gross annual earnings Women Male All 41, , , , , , , , , , NHSN Full time NHSN Part Time ONS April Full Time 4.5. Staff group Gender Profile - Staff group Male Female 60.84% % % 2.11% 1.51% % 0.3 Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Medical and Dental Nursing and Midwifery Registered Other Page 9 of 35

10 4.6. Employee relations Gender Profile - Employee relations 8 Male 76% 75% Female 83% 2 24% 25% 17% Absence 2009 Absence Disciplinary 2009 Disciplinary Grievance 2009 Grievance 4.7. Employee relations continued Gender Profile - Employee relations (cont) Male Female 10 33% 67% % 44% Performance Management 2009 Performance Management Bullying and Harrisment 2009 Bullying and Harrisment Other 2009 Other Page 10 of 35

11 4.8. Appraisal rates Gender Profile - Appraisal rates Male Female 68.4% 54.3% Appraisal Rates 4.9. Mandatory training Gender Profile - Mandatory training Male Female 71% 71% 71% 72% 29% 29% 29% 28% Asbestos Mandatory Training Disability Mandatory Training E&D Fire Page 11 of 35

12 4.10. Mandatory training continued Gender Profile - Mandatory training (cont) Male Female 71% 71% 72% 71% 29% 29% 28% 29% Health & Safety Infection Control - Non Clinical Mandatory Training Information Governance Manual Handling Page 12 of 35

13 5. Disability breakdown It is estimated that approximately 18% of working population has a disability, however only 9% are in employment. (Source: Employers Forum on Disability, December ) Based on this it either means that staff and applicants either chose to: not declare their disability state they do not have a disability, when they do Due to low numbers the percentage of people declaired having a disability within our workforce, results can be significantly skewed dependant on response. Information on workforce 2009/ shows the data cleansing exercise has increased the number of people declaring a disability status. In comparison with application information there appears to be significantly fewer people choosing not to declare a disability and double the amount of people declaring they have a disability. Further analysis is needed as to why people chose these options in order to understand if any further work is needed in valuing our disabled workforce Workforce Disability Profile - Workforce Yes No Undisclosed 96.27% 95.53% 87.83% 69.3% 82.4% 63.8% 28.8% 16.2% 11.01% 3.32% 0.41% 3.55% 0.92% 1.16% 1.9% 1.4% 1.1% 35.1% Applications Profile 2009 Applications Profile Workforce Profile 2009 Workforce Profile Starter Profile Leaver Profile Page 13 of 35

14 5.2. Staff group Disability Profile - Staff group Yes No Undisclosed 60.24% % % % 2.11% 1.51% % 0.3 Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Medical and Dental Nursing and Midwifery Registered Other 5.3. Employee relations Disability Profile - Employee relations Yes No Undisclosed 75% 67% 53% 47% 58% 25% 33% 33% 8% Absence 2009 Absence Disciplinary 2009 Disciplinary Grievance 2009 Grievance Page 14 of 35

15 5.4. Employee relations continued Disability Profile - Employee relations (cont) Yes No Undisclosed Performance Management 2009 Performance Management Bullying and Harrisment 2009 Bullying and Harrisment Other 2009 Other 5.5. Appraisal rates Disability Profile - Appraisal rates Yes No Undisclosed 69.6% % Appraisal Rates Page 15 of 35

16 5.6. Mandatory training Disability Profile - Mandatory training Yes No Undisclosed 63% 63% 64% 64% 35% 35% 35% 35% 2% 2% 2% 2% Asbestos Mandatory Training Disability Mandatory Training E&D Fire 5.7. Mandatory training continued Disability Profile - Mandatory training (cont) Yes No Undisclosed 63% 64% 64% 63% 35% 35% 35% 35% 2% 2% 2% 2% Health & Safety Infection Control - Non Clinical Mandatory Training Information Governance Manual Handling Page 16 of 35

17 6. Ethnicity breakdown Black Minority and Ethnic groups have been aggregated as the numbers are small: The percentage breakdown of applications from Black Minority and Ethnic groups, is significantly higher than the percentage of staff employed by NHSN. The Black Minority and Ethnic groups has an increased representation in new recruits to NHSN The number of Black Minority and Ethnic applications can also be attributed to NHS Jobs, as a data source for recruitment statistics. As an internet recruitment site it attracts a number of candidates from abroad, boosting non-white applicants Workforce Ethnicity Profile - Workforce White Mixed Background Asian Black Ethnic Other Not Stated 10 95% 9 85% 8 75% 7 65% 6 55% Applications Profile 2009 Applications Profile Workforce Profile 2009 Workforce Profile Starter Profile Leaver Profile Page 17 of 35

18 6.2. Staff by band (%) Ethnicity Profile - Staff by band (%) Non White in Band White Non AfC Band 9 Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band Staff group Ethnicity Profile - Staff group White Mixed Background Asian Black Ethnic Other Not Stated Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Medical and Dental Nursing and Midwifery Registered Other Page 18 of 35

19 6.4. Employee relations Ethnicity Profile - Employee relations White Mixed Background Asian Black Ethnic Other Not Stated Absence 2009 Absence Disciplinary 2009 Disciplinary Grievance 2009 Grievance 6.5. Employee relations continued Ethnicity Profile - Employee relations (cont) White Mixed Background Asian Black Ethnic Other Not Stated Performance Management 2009 Performance Management Bullying and Bullying and Harrisment 2009Harrisment Other 2009 Other Page 19 of 35

20 6.6. Appraisal rates Ethnicity Profile - Appraisal rates White Mixed Background Asian Black Ethnic Other Not Stated White Mixed Background Asian Black Ethnic Other Not Stated 6.7. Mandatory training Ethnicity Profile - Mandatory training White Mixed Background Asian Black Ethnic Other Not Stated 10 95% 9 85% 8 75% 7 65% 6 55% Asbestos Mandatory Training Disability Mandatory Training E&D Mandatory Training Fire Mandatory Training Page 20 of 35

21 6.8. Mandatory training continued Ethnicity Profile - Mandatory training (cont) White Mixed Background Asian Black Ethnic Other Not Stated 10 95% 9 85% 8 75% 7 65% 6 55% Health & Safety Infection Control - Non Clinical Information Governance Manual Handling Page 21 of 35

22 7. Age breakdown The Age Profile of NHSN, it shows us that: A high proportion of NHSN is over the age of 45 High proportion of applications are between the ages 20 to 34 Less likely to make application over the age Workforce The number of applications is inline with the number of unemployed 16 to 24 year olds nationally. The highest figure since comparable records began in (Source: Office for National Statistics, 2011). Age Profile - Workforce 25.0 Applications Profile 2009 Applications Profile Workforce Profile 2009 Workforce Profile Starter Profile Leaver Profile Age Under 20 Age Age Age Age Age Age Age Age Age Age Age 70+ Page 22 of 35

23 7.2. Gender profile Age Profile - Gender profile Female Male Under to to to to to to to to to to Staff group Admin and Clerical Occupational Codes make up the majority of the organisation which is reflected in the age profile. Age Profile - Staff group Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Medical and Dental Nursing and Midwifery Registered Other Page 23 of 35

24 7.4. Employee relations Age Profile - Employee relations Absence 2009 Absence Disciplinary 2009 Disciplinary Grievance 2009 Grievance 7.5. Employee relations continued Age Profile - Employee relations (cont) Performance Management 2009 Performance Management Bullying and Harrisment 2009 Bullying and Harrisment Other 2009 Other Page 24 of 35

25 7.6. Appraisal rates Age Profile - Appraisal rates Appraisal Rates Mandatory training Age Profile - Mandatory training 2 18% 16% 14% 12% 1 8% 6% 4% 2% Asbestos Disability E&D Fire Page 25 of 35

26 7.8. Mandatory training continued Age Profile - Mandatory training (cont) 2 Health & Safety Infection Control - Non Clinical Information Governance 15% 1 5% Page 26 of 35

27 8. Religion breakdown The graphs show the data cleansing exercise in February increased the number of people declaring a religion or belief. More people declare their religious belief in their application than in the workforce. Further analysis is needed as to why people declared in order to understand if any further work is needed in valuing the religion or belief of our workforce Workforce Religion Profile - Workforce Applications Profile 2009 Atheism Christianity Hinduism Islam Sikhism Other Non disclosure Undefined Applications Profile Workforce Profile 2009 Workforce Profile Starter Profile Leaver Profile Page 27 of 35

28 8.2. Staff group Add Prof Scientific and Technic Religion Profile - Staff group Atheism Christianity Hinduism Islam Sikhism Other Non disclosure Undefined Additional Clinical Services Administrative and Clerical Medical and Dental Nursing and Midwifery Registered Other 8.3. Employee relations Religion Profile - Employee relations Atheism Christianity Hinduism Islam Sikhism Other Non disclosure Undefined Absence 2009 Absence Disciplinary 2009 Disciplinary Grievance 2009 Grievance Page 28 of 35

29 8.4. Employee relations continued Religion Profile - Employee relations (cont) Performance Management 2009 Atheism Christianity Hinduism Islam Sikhism Other Non disclosure Undefined Performance Management Bullying and Bullying and Harrisment 2009Harrisment Other 2009 Other 8.5. Appraisal rates Religion Profile - Appraisal rates Atheism Christianity Hinduism Islam Sikhism Other Non disclosure Undefined Page 29 of 35

30 8.6. Mandatory training Religion Profile - Mandatory training Atheism Christianity Hinduism Islam Sikhism Other Non disclosure Undefined Asbestos Mandatory Training Disability Mandatory Training E&D Mandatory Training Fire Mandatory Training 8.7. Mandatory training continued Religion Profile - Mandatory training (cont) Atheism Christianity Hinduism Islam Sikhism Other Non disclosure Undefined Health & Safety Infection Control - Non Clinical Information Governance Manual Handling Page 30 of 35

31 9. Sexual orientation breakdown The graphs show the data cleansing exercise in February also increased the number of people declaring the sexual orientation within the workforce. More people are willing to declare sexual orientation in their application form than in the workforce, a few declared any different sexual orientation Workforce Sexual Orientation Profile - Workforce Lesbian Gay Bisexual Heterosexual Non disclosure Undefined Applications Profile 2009 Applications Profile Workforce Profile 2009 Workforce Profile Starter Profile Leaver Profile 9.2. Staff group Sexual Orientation Profile - Staff group Lesbian Gay Bisexual Heterosexual Non disclosure Undefined Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Medical and Dental Nursing and Midwifery Registered Other Page 31 of 35

32 9.3. Employee relations Sexual Orientation Profile - Employee relations Lesbian Gay Bisexual Heterosexual Non disclosure Undefined Absence 2009 Absence Disciplinary 2009 Disciplinary Grievance 2009 Grievance 9.4. Employee Relations Continued Sexual Orientation Profile - Employee relations (cont) Lesbian Gay Bisexual Heterosexual Non disclosure Undefined Performance Management 2009 Performance Management Bullying and Bullying and Harrisment 2009Harrisment Other 2009 Other Page 32 of 35

33 9.5. Appraisal rates Sexual Orientation - Appraisal rates Lesbian Gay Bisexual Heterosexual Non disclosure Undefined Lesbian Gay Bisexual Heterosexual Non disclosure Undefined 9.6. Mandatory training Sexual Orientation - Mandatory training Lesbian Gay Bisexual Heterosexual Non disclosure Undefined Asbestos Mandatory Training Disability Mandatory Training E&D Mandatory Training Fire Mandatory Training Page 33 of 35

34 9.7. Mandatory training continued Sexual Orientation - Mandatory training (cont) Lesbian Gay Bisexual Heterosexual Non disclosure Undefined Health & Safety Infection Control - Non Clinical Information Governance Manual Handling Page 34 of 35

35 10. Conclusion This year NHSN has improved its equality workforce monitoring data. The analysis suggests that further progress is necessary if we are to truly reflect the local communities that we serve at all levels of the organisation. We have to to be realistic, taking account of our potential demise by March 2013 and the establishment of new GP Consortia and Cluster arrangements. Given the above, our priorities for this year will be to: Align our equality and inclusion policies, practices and workforce data with the NHS Milton Keynes as the new cluster arrangements are implemented Embrace and comply with the Equality Act ensuring that we collate, analyse and publicise information as required Continue to improve our workforce data collection and monitoring by encouraging and supporting staff to complete an equality monitoring form To provide appropriate equality training for staff Adopt and implement the NHS Equality Delivery System and ensure that the workforce objective and the four required outcomes are delivered fully Page 35 of 35