WORKFORCE EQUALITY AND DIVERSITY REPORT

Save this PDF as:
 WORD  PNG  TXT  JPG

Size: px
Start display at page:

Download "WORKFORCE EQUALITY AND DIVERSITY REPORT"

Transcription

1 WORKFORCE EQUALITY AND DIVERSITY REPORT For the period April 2015 March 2016 Produced by: Liz Case-Green - Employment Services Manager Graphs kindly supplied by Jay Tyrrell

2 ABBREVIATIONS USED WITHIN THE REPORT This is a list of abbreviations and other terms used throughout the report. If any have been omitted or other terms are unfamiliar, please do ask for clarification by ing Abbreviation AFC BME CAMHS CYPS EIIP ESR LGB LGB&T MAYBO MHO NHS NVQ OLM OPMH PLD SABP XN XR WAA WRES Meaning Agenda for Change used the describe a pay band, ie AFC band Black, Minority or Ethnic a term used to describe different racial groups Child & Adolescent Mental Health Services Children & Young People Services Early Intervention in Psychosis Services Electronic Staff Record the HR database which holds the personal and employment details of Trust staff Lesbian, Gay and Bisexual Lesbian, Gay, Bisexual and Transgender Conflict Resolution Training Mental Health Officer a status awarded to certain members of staff historically which affects their retirement age and their pension rights National Health Service National Vocational Qualification Oracle Learning Management Older Peoples Mental Health Services People with Learning Disabilities Services Surrey & Borders Partnership NHS Foundation Trust Pay Grades for non-clinical staff Pay Grades for clinical staff Working Age Adult Mental Health Workforce Race Equality Standard

3 CONTENTS Please click on the underscored hyperlinks to navigate to the relevant chapter Hyperlink Topic 1.0 Introduction and Scope, including Report Highlights 2.0 Equality Monitoring 2.1 Comparison of SABP Workforce to Surrey Population 2.2 Total Staff by Profession 3 Year Comparison 3.0 Ethnicity Monitoring 3.1 Ethnicity of Trust Compared to Population 3.2 Ethnicity by Profession 3 Year Comparison 3.3 Ethnicity by Band & Pay Rate 3.4 Ethnicity by Working Pattern 3 Year Comparison 3.5 Ethnicity by Turnover 3.6 Ethnicity by Recruitment 3.7 Ethnicity by Employee Relations Activity 4.0 Gender Monitoring 4.1 Gender by Profession 3 Year Comparison 4.2 Gender by Band & Pay Rate 4.3 Gender by Working Pattern 3 Year Comparison 4.4 Gender by Turnover 4.5 Gender by Recruitment 4.6 Gender by Employee Relations Activity 5.0 Religious Belief Monitoring 5.1 Religious Belief by Profession 3 Year Comparison 5.2 Religious Belief by Band & Pay Rate 5.3 Religious Belief by Working Pattern 3 Year Comparison 5.4 Religious Belief by Turnover 5.5 Religious Belief by Recruitment 5.6 Religious Belief by Employee Relations Activity 6.0 Age Monitoring 6.1 Age by Profession 3 Year Comparison 6.2 Age by Band & Pay Rate 6.3 Age by Working Pattern 3 Year Comparison 6.4 Age by Turnover 6.5 Age by Recruitment 6.6 Age by Employee Relations Activity 7.0 Disability Monitoring 7.1 Disability by Profession 3 Year Comparison 7.2 Disability by Band & Pay Rate 7.3 Disability by Working Pattern 3 Year Comparison 7.4 Disability by Turnover 7.5 Disability by Recruitment 7.6 Disability by Employee Relations Activity 8.0 Sexual Orientation Monitoring 8.1 Sexual Orientation by Profession 3 Year Comparison 8.2 Sexual Orientation by Band & Pay Rate 8.3 Sexual Orientation by Working Pattern 3 Year Comparison 8.4 Sexual Orientation by Turnover 8.5 Sexual Orientation by Recruitment 8.6 Sexual Orientation by Employee Relations Activity 9.0 Gender Reassignment Monitoring

4 10.0 Learning & Development non-statutory & Mandatory Programmes 10.1 CPD Applications

5 1.0 INTRODUCTION AND SCOPE Introduction to Our Trust Our core purpose is to work with people and lead communities in improving their mental and physical health and wellbeing for a better life; through delivering excellent and responsive prevention, diagnosis, early intervention, treatment and care. Surrey and Borders Partnership NHS Foundation Trust is the leading provider of specialist mental health and learning disability services for people of all ages in Surrey and North East Hampshire and drug & alcohol services in Surrey, Hounslow and Brighton. We also provide social care services for people with a learning disability in Croydon; supported living social care services in Hampshire; and autism assessment services in Portsmouth. We deliver high quality care across over 130 services, all of which are registered with the Care Quality Commission. Individual treatment and support which helps people work towards recovery is at the heart of everything we do. To help us achieve this we employ around 2,200 staff across approximately 36 sites, serving a population of 1.3 million. Our services are provided in community settings, hospitals and residential homes with an emphasis on providing local treatment and support close to people's homes wherever possible. We actively seek to engage people who use our services and our communities in improving the mental wellbeing of the local population. As a Foundation Trust we have over 6,000 public members. Our partnership agreement with Surrey County Council allows us to offer integrated health and social care to meet people's full range of needs. We work closely with other NHS and voluntary sector organisations who provide services and support people who use services and carers. Rationale This Report is intended to be a living document, enabling us to learn and continuously improve our performance, respond to new legislation and meet the changing needs of our developing communities. It is one element of our commitment to advance our employment practices and service delivery incorporating the statutory duties under the Equality Act The Workforce Race Equality Standard came into force on the 1st April 2015, with the first submission of data due by 1 July The WRES builds on our own analysis of the data of our own staff contained in our annual Workforce Equality Report. Our Trust s WRES and current action plan can be found in our Trust website at

6 The first WRES Baseline Data Analysis Report was received in April 2016 and will be used to support the CQC as part of the inspection process in the future. The report has helped us to produce a robust action plan to make continuous improvements for our workforce to support more patient-centred care, greater innovation, higher staff morale and access to a wider talent pool. Our key findings, in line with the majority of other NHS Trusts was that higher percentages of BME staff report the experience of harassment, bullying or abuse from patients, relatives or the public when compared with White staff, BME staff are generally less likely than White staff to report that the Trust provides equal opportunities for career progression and BME By understanding the diverse communities we serve, and planning and delivering services that take account of their needs and creating an organisational culture where people with a broad range of protected characteristics are employed, feel valued and respected. We recognise that everyone is different and we are committed to working for equality and fairness for all. We are passionate about developing a culture that values human differences and similarities at every level of the organisation. We are also committed to ensuring that we: Provide accessible and inclusive services to all Eliminate unlawful discrimination, harassment and victimisation Advance equality of opportunity between different groups Foster good relations between different groups Our Trust has a statutory responsibility to publish annually the results of equality monitoring of staff in post, applicants for jobs, promotion and training as well as the outcomes of employee relations activities including grievance and disciplinary processes which may result in dismissal. Whilst meeting our statutory duties, Our Trust is developing this report to also record and monitor a broader range of equality and diversity metrics with an aim to improving the overall representation of the workforce. Our Equality Objectives Our Equality Objectives replaced those published in our Equality and Human Rights Strategy - Diversity Yes, Stigma No in These objectives underpin the delivery of our Annual Plan and are a core feature of our Quality programme. We will be refreshing our equality delivery objectives in How we developed our Equality Objectives Our Trust chose to implement the newly published NHS Equality Delivery System to support its work to deliver better outcomes for people who use services and communities and better working environments for staff, which are personal, fair and diverse. Our Equality Delivery System appraisal, together with information and evidence drawn together in our Annual Equality Information Report 2011, its source documents including our Workforce Equality Report 2011, and Equality and Human Rights Steering Board discussions, was used to identify our Equality Objectives

7 One of the quality objectives is on staff experience. Our Trust undertakes to: Improve the representation of people with protected characteristics in senior leadership roles across Our Trust (proportionate when compared with overall workforce profile) Provides equal opportunities for career progression and promotion Improve the percentage of staff from a BME backgrounds employed at Agenda for Change Bands 7 and above. In order to achieve this, Our Trust will Obtain 98% completion of all protected characteristics fields on our staff information systems Develop targeted plans to improve representation for people with protected characteristics at Bands 7 and above Monitor equitable representation of people with protected characteristics at Band 7 and above. Equality Data and the Public Sector Duty The Equality Act 2010 (the Act) replaced previous anti-discrimination laws with a single Act. It strengthened the law and brought forward new measures to help tackle discrimination and inequality. The public sector Equality Duty (section 149 of the Act) came into force on 5 April It supports good decision-making by ensuring Our Trust considers how different people will be affected by our activities, helping us to deliver policies and services which are efficient and effective; accessible to all; and which meet different people s needs. The Equality Duty is supported by specific duties, set out in regulations which came into force on 10 September The specific duties require Our Trust to publish relevant, proportionate information demonstrating our compliance with the Equality Duty; and to set specific, measurable equality objectives. Publishing relevant equality information will ensure Our Trust is transparent regarding decision-making processes, and accountable to people who use services. It will give the public the information they need to hold Our Trust to account for our performance on equality. The specific duties are underpinned by the concept of transparency. Transparency requires us to be open about the information on which we base our decisions, about what we are seeking to achieve and about our results. Employment Law in the Future Looking forward to Brexit and how this may affect employment law and equality - the Equality Act 2010 is enshrined in primary UK employment law and therefore only alterable by primary legislation so we would not expect it to be subject to revocation. However some EU-derived rights are located in secondary legislation, and are therefore susceptible to revocation by secondary legislation (e.g. agency worker and working time rights). Finally, some EU rights have direct effect, meaning that individuals can rely directly on EU law (for example the right to equal pay contained in the Treaty). These rights would automatically cease to apply upon exit from the EU, absent any domestic legislation saving them, or new international obligation to maintain them. The main point to note is that EU-derived employment rights featuring in primary legislation would be relatively insulated from the effects of leaving the EU, although would be newly susceptible to the possibility of change. Greater uncertainty surrounds the implications of

8 Brexit for secondary legislation, in which much employment law is contained. We will monitor how Brexit might affect the rights of our workforce as time progresses.

9 Scope The majority of the data collected and used in performance monitoring and analysis is collected from the Electronic Staff Record (ESR) where employees have provided us with the relevant information. Over the last two years we have aimed to improve the data on protected characteristics and have been asking staff to supply us with information. To date, we have improved our data quality significantly and have reached over 99.9% compliance in all areas. The Equality Act requires us to provide information on applications for training opportunities and their outcomes for staff with different protected characteristics. Applications for Continuing Professional Development (CPD) funding are covered in section 9. This is the ninth report which has expanded on the last Equality Report published in December This report provides an updated review of equality monitoring data up to March 2016, with a comparative data set of three complete years where possible or appropriate. This report will be repeated annually to allow us to look meaningfully at trends in more detail. There may be marginal shifts year-on-year but the data enables Our Trust to highlight shifts and look for trends over a longer period of time. We will be enabled to understand our workforce and changes in its profile to a greater degree and predict potential shifts or changes in the workforce profile for the future.

10 Report Highlights Our Trust continues to attract and retain a more ethnically diverse workforce than the local population who in the main respond positively to our staff survey Our Executive Board is ethnically representative of the people we serve The gender pay gap has continued to reduce The number of starters vs leavers in the under 45 age range is very positive this year and the number of staff in the 31 to 35 age range has increased which helps to balance our workforce age profile BME staff in bands 7 and above remain under-represented within our Trust when compared with the BME proportion of our total workforce We are not attracting or appointing enough disabled applicants to work for the Trust in order to become more representative of our local population. The number of BME (particularly Black and Black British - African) and male staff subject to a disciplinary investigation is disproportionate The number of BME applicants who are offered a post is negatively disproportionate to the number that is interviewed however our percentage has improved from last year

11 2.0 EQUALITY MONITORING Overview The following data was extracted from the Electronic Staff Records System (ESR), Our Trust s Human Resources and Payroll system and NHS Jobs for recruitment information for the period of April 2015 to end March 2016, with some comparative data from previous years where possible or appropriate. The data relates only to directly employed staff. This excludes those who work with us but are employed by Social Services, students, those working with us on honorary or bank contracts, agency staff and contractors. It does include locums who are employed on an NHS contract and paid by our Trust. Whilst the largest population we service is in Surrey, we are mindful of the demographic differences in some of our services based in Barnet, Hounslow and Brighton. Barnet has a higher than average age than Surrey and Brighton has a particularly high population of year olds. People living in civil partnerships are as low as 0.33% in Barnet whereas Brighton has the highest rate in the South East and higher than the average in England per 1000 population. Less than 10% of the population in Surrey and Brighton are BME compared to 49% in Barnet and 36% in Hounslow. These demographic differences should be considered when we look at team data outside of this report and full details can be found on each of their individual council websites. In section 2.1 we focus on data in Surrey which been provided from the Surrey 2011 Census published by Surrey-I ( 2.1 Protected Characteristics Comparisons of Local Population in Surrey with SABP Workforce Ethnic Group Surrey census information shows that Surrey & Borders Partnership NHS Foundation Trust (SABP) employs a higher percentage of BME staff than is present in the local population % 90.0% 80.0% 70.0% 60.0% 50.0% 40.0% 30.0% 20.0% 10.0% 0.0% SABP Workforce Compared to Local Population SABP % Ethnic Groups 2016 Surrey % Ethnic Groups 2011

12 A further report has been compiled, removing the White British group (70.5% of staff) so that a more detailed comparison of the percentages of BME staff compared to the local population can be made. This can be found below. SABP employs a higher percentage of BME staff than can be found in the local population. Mixed White & Black Caribbean and Bangladeshi groups are slightly under-represented by 5.26 and 0.23% respectively. Where there are small numbers of staff in a group, percentages can be significantly affected where one to two members of staff leave or join. 10.0% 9.0% 8.0% 7.0% 6.0% 5.0% 4.0% 3.0% 2.0% 1.0% 0.0% SABP Workforce Compared to Local Population SABP % Ethnic Groups 2016 Surrey % Ethnic Groups 2011

13 Gender Historically there have always been more female staff working in the NHS than male and this trend has not changed for many years. Traditionally the split has been 70% female, 30% male nationally. The split in Our Trust is 72.8% female and 27.2% male. The population of female staff in our Trust had increased by 0.9% and we have more female staff than the national average.

14 Religious Belief Our Trust percentage of staff without a religion or belief in ESR increased by 1% from last year s report. The number of staff not wishing to disclose their religion or belief has also decreased from nearly 21% in 2012 to 15.6% in This has allowed our Trust to compare data more meaningfully with Surrey data. Surrey has a larger Christian population than that in Our Trust which could be explained by the higher number of White British people in the local population where the religious belief has traditionally been Christianity. Our Trust continues to have a higher representation of staff who practise Hinduism and Islam than the local population. 70.0% SABP Workforce Compared to Local Population 60.0% 50.0% 40.0% 30.0% 20.0% SABP % Religious Belief Groups 2016 Surrey % Religious Belief Groups % 0.0%

15 Age The Surrey Population percentages are not wholly comparable to Our Trust s as they are based on all age groups and not just people of working age. In SABP workforce, there is a peak in the age range Our Trust employs considerably less staff under 25 than are available in the local population these figures are affected by younger people still in education. The decrease in staff over age 65 is attributable to staff retirement.

16 Disability Our Trust has worked hard to improve its data on disability over the last two years, and the number of staff who are not defined is 0.01%. SABP appear to have less staff with a disability when compared to the local population but as the Surrey figures account for people from 16 to older age. Our Trust should be broadly comparable if just taking account of those of working age. With the removal of the upper age limit for working the data will become more comparable over time. Sexual Orientation Neither the 2001 or 2011 census asked for information on sexual orientation. Surrey were not able to confirm if it would be included in the 2021 census.

17 Trust Profile 2.2 Total Staff by Profession 3 Year Comparison The percentage of staff by profession from has had small changes in each staff group. Our clinical strategy is moving towards a more consultative and expert approach, facilitating care in the community. Therefore the small decreases in key professions is in line with that, however, the financial constraints upon our Trust also play a part in our structures.

18 3.0 ETHNICITY MONITORING OVERVIEW Our Trust has a mature Black, Minority & Ethnic (BME) Network which continues to achieve growth in numbers. The growth has consisted of a large and significant number of new staff members as well as mature entrants joining over the last year. The members have agreed objectives; improved and committed more efforts and time to outreach activities to grow its membership as well as to Our Trust management, especially senior leaders. Our Trust s overall reduction in headcount is reflected in a proportionate reduction in all groups. 3.1 Ethnicity of Trust Compared to Population The following table plots the difference percentage of population within Surrey against the workforce within SABP for the five years to The final column shows the differential between the Surrey figures and those of our Trust. Code Surrey Population Surrey Numbers Population % (Census 2011) SABP 2012% SABP 2013% SABP 2014% SABP 2015% SABP 2016% + or Surrey Average 2015 A White British B White Irish C White: Other White D Mixed: White & Black Caribbean E Mixed: White & Black African F Mixed: White & Asian G Mixed: Other Mixed H Asian or Asian British: Indian J Asian or Asian British: Pakistani K Asian or Asian British: Bangladeshi L Asian or Asian British: Other Asian M Black or Black British: Black Caribbean N Black or Black British: Black African P Black or Black British: Other Black R Chinese or Other Ethnic Group: Chinese S Any Other Ethnic Group Z Not Stated Data for the Surrey population was sourced from the Surrey 2011 Census published by Surrey-I (

19 Our Trust s BME workforce is positively represented when compared to the local population with only three groups that are marginally lower than the local population. This has remained unchanged compared to Our Trust continued to be particularly well represented in the following categories: Asian or Asian British: Other Asian Black or Black British: Black African Groups. Some of this representation may be due to recruitment campaigns in Mauritius within predecessor Trusts, but the ageing profile of this group may mean that numbers decrease in coming years. The high and low representation in these different groups has remained relatively constant over the last five years. 3.2 Ethnicity by Profession 3 Year Comparison Whilst in general there is wide ethnic diversity within Our Trust there are some differences in the ethnic mix within different professional staff groups. BME staff are under-represented in some of the staff professional groups but particularly well represented in Medical and Dental; and Nursing and Midwifery Registered. 3.3 Ethnicity by Band and Pay Rate This data tables below shows the percentage of staff from a particular ethnicity within each band or pay grade in 2015/6. It helps us to assess the concentration of staff of a particular ethnicity within pay bands. These percentages are compared to the grand total percentage of staff in each ethnic category at the bottom of the spreadsheet. The data has then been colour coded from dark green where there is a higher representation than the total percentage of staff, down to light green where the over-representation decreases; and dark red where there is a higher underrepresentation than the total percentage of staff down to light red where there is less of an under-representation.

20 There is an under-representation of BME staff in senior AfC grades but there has been an increase in representation for staff on senior spot salaries. Some ethnic groups are particularly well represented in medical grades. The Workforce Race Equality Standard requires us to demonstrate progress on increasing the percentage of BME staff in Bands 8-9 and spot salaries compared with the percentage of BME staff in the overall workforce. Ethnicity by Pay Band 3 year comparison A further breakdown by each ethnic group can be found below.

21 Agenda for Change Grades Medical Grades Spot Salary Grades (Directors)

22 Ethnicity by Average Salary 3 Year Comparison (All staff including AfC, Medical and Spot Salary) There has been a significant decrease of the D Mixed White & Black Caribbean average salary. Closer inspection of the data shows that 14 of the 24 staff are band 2 or 3 staff and 12 out of the 24 had service of a year or less. As this is a relatively small group of staff, this will have influenced the average. There are very few medical staff in the M & P categories which could explain the lower than average salaries for these groups. The highest concentration of staff for category N are in bands 2 and 5 which could explain their lower than average salary. We continue to closely monitor the groups where we have large volume of employees, particularly categories A to C, as any significant increase in one of these groups could be to the detriment of other smaller groups. Salary Ranking

23 Reviewing the data over three years of which groups of staff have the highest ranking average salary it is consistent in the main and does not highlight any explicit discriminatory practice. When comparing the pay bands and average salaries for all staff including ranking average salaries in order of value, the data indicates the following imbalances: Number of White British staff in senior Agenda for Change Bands is disproportionate, Black and Black British African staff are disproportionately employed in lower banded healthcare support roles High average pay rates of Asian staff (H and J). This data is affected by two staff groups that attract higher than average salaries - White British staff who have historically been the significant workforce within Psychology, and Asian Staff who have historically been the majority workforce within the medical workforce and who do not have agenda for change terms and conditions of employment. 3.4 Ethnicity by Turnover Leavers & Starters 2015 to 2016 Our starters and leavers were broadly comparable apart from a significant increase in the Black or Black British starters in comparison to the number of leavers

24 The table below is sorted by column to show the percentage of staff within an ethnic group leaving with a particular reason, ie 90% of the redundancies applied within Our Trust were to White British staff. The table below is sorted by row to indicate what proportion of staff within that category left for each leave reason, ie as a percentage of the total leave reasons ie, in the White British category 3.26% were made redundant. 3.6 Ethnicity by Recruitment There has been a lot of research into whether unconscious bias is the reason that the percentage of BME appointments is not proportionate to the number that apply and are shortlisted. Researchers argue people s perceptions are filtered through the assumptions they ve been socialised into. So we attribute certain qualities to certain people because of the values adverts, newspapers, and other aspects of society attach to them. Unconscious bias theory also claims these biases can leak as inappropriate even discriminatory behaviour in our day-to-day activities. Unconscious bias is an important cause of discrimination in many aspects of workplace activity. Such bias, or judgments about, and behaviour toward others that we are unaware of, is all around us. It is now well established that it affects how staff are shortlisted, appointed, promoted, paid, disciplined and even bullied at work. It affects all manner of decisions, notably in discrimination where research has extensively documented its impact on women, and ethnic minority staff in particular. Many NHS organisations are currently using unconscious bias training to help staff understand how their biases influence their personal, cognitive decision-making processes.

25 Alternatively, the research found that approaches which established accountability, through monitoring outcomes within a framework where leadership expected change, were more effective and were followed by increases in diversity. One approach, for example, is to lessen unconscious bias by obliging interview panels to make their decisions more transparent and accountable through including experts on panels whose role is to specially ensure accountability and best practice, including on diversity. This has been an approach with good early results adopted by a number of NHS organisations where the Trust leadership (Bradford Teaching Hospitals NHS Foundation Trust and North East London NHS Foundation Trust for example) has successfully recognised the need to change past practices. Research also shows there is a need to complement unconscious bias training with a set of robust accountability measures but acknowledge that it is difficult to hold people to account when their biases can manifest themselves in small ways. For example, when a recruiter has given someone the benefit of the doubt after they ve stumbled during an interview. Our traditional reliance on having policies and processes in place to cover recruitment, appraisals, disciplinaries, and so on is not, by itself, good enough. Such processes may help tackle some of the more overt discrimination that can occur, but are unlikely to eliminate micro-inequities. Part of the recommended solution is for organisations to actively scrutinise data on the outcomes of their policies and procedures to identify potential hot spots of discrimination. In doing so they need to move away from a blame approach to adopt, wherever possible, patient safety principles and distinguish between individual actions and mistakes and systemic shortcomings. When appointment panels know they will have to justify their choices to a higher authority they tend to engage in more complex decision making processes, which encourage them to challenge their assumptions. Furthermore, research by the City University of New York shows that holding individuals accountable for their personnel decisions can reduce bias in hiring and promotion. Priest et al explored this framework further and its approach underpins the Workforce Race Equality Standard (WRES). Our Trust s WRES and local action plan can be found on our Trust s website at Our Trust can arrange unconscious bias training (and individual implicit association tests) to raise individual awareness where we believe support may be needed. Locally, team based training is found to be more effective on behaviour / practice at work. Our Trust continues to invest in coaching and support to managers to ensure that people are recruited for their values, competence, skills and abilities and that panel members understand their responsibilities in equality and diversity so that the process is transparent, equitable and fair. We continue to develop skills test and competence assessments and values based interviewing to support the objective recruitment of our staff in all posts. Please note that this data is from NHS Jobs and includes internal applicants. Applications Submitted Shortlisted Appointed BME 41.76% 40.67% 30.85% White 58.24% 59.33% 69.15% The number of BME staff who apply and are shortlisted are proportionate. However, this drops by almost 10% on appointment. Whilst this continues to be disproportionate, it is an improvement from last year where the drop was almost 12%. We then investigated whether the number of staff who decline offers or withdraw from the process affect the percentages appointed and noted that 12% from a BME background withdraw or rejected their offer compared to 15% from a White background.

26 Count of Application ID Ethnic Origin Current application status BME White Grand Total Awaiting interview outcome Offer (Conditional) Offer accepted Offer declined Recruited Rejected Rejection pending (decision pending) Rejection pending (submitted) Shortlisted Withdrawn Grand Total Ethnicity by Promotion Of those staff who obtained a promotion, the number of BME staff remained almost the same as last year at 25.2%. This data does not include doctors where we have a higher percentage of BME staff but does show us that promotions are broadly proportionate to the ethnic split within Our Trust. Ethnic Origin Total A White British 64.23% B White Irish 4.07% C White Any other White background 6.50% F Mixed White & Asian 1.63% G Mixed Any other mixed background 2.44% H Asian or Asian British Indian 1.63% J Asian or Asian British Pakistani 1.63% M Black or Black British Caribbean 0.81% N Black or Black British African 12.20% R Chinese 0.81% S Any Other Ethnic Group 4.07% Ethnicity and Executive Appointments We aim for the membership of our voting Board members to be broadly representative of our local population. Currently 20% of our Board are from a BME background compared to 9.6% in Surrey. Assessment centres are carried out for all of our Executive appointments. They are an integrated system of simulation exercises designed to generate behaviour similar to that required for success in a target role. It has been proven by research that assessment centres have the highest predictive validity of all recruitment techniques. The exercises measure a combination of skills, knowledge, attitude or underlying motivation which are then matched to competencies and behavioural indicators defined by job analysis and relevant to Our Trust. Assessment is a fair and equitable process based on evidence and is, therefore, an objective process with little or no possibility of bias. Some assessments, for example Management Dilemmas, use a different set of rating scales for applicants where English is not their first language so that applicants from a BME background are not disadvantaged in the process.

27 Furthermore where there is a possibility that an applicant may be disadvantaged by the process, adjustments are made. 3.7 Ethnicity by Employee Relations Activity Disciplinary Investigations Readers are asked to note that the small numbers of staff within each ethnic category may mislead as 100% may only represent 1 member of staff. Data within this table is for all cases with a process start date between 01 April 2015 and 31 March of the 43 cases were carried out to investigate allegations made about Black or Black African employees. These employees are in the main Health Care Assistants on Band 2 or Band 3, with three relating to staff on one unit for falsification of records which resulted in informal action and another three separate allegations of sleeping on duty. A review of the cases gave assurance that the investigations were required to understand if there were systemic issues in the teams and the way that people undertook their work responsibilities. Two of the 11 cases were referred to a hearing. 37% of investigations were carried with regards to White British staff. Three of the 16 cases were referred to a hearing. We have paid particular attention to investigations where there was no case to answer or informal action as they have been disproportionate for BME (and male) staff in previous years. Nationally throughout the NHS the relative likelihood of BME staff entering the formal disciplinary process is higher when compared to non-bme staff and this has been the case in our Trust in 2015/16. We are been aware of this indicator and continue to work with members of our BME network and external facilitators to understand the cultural issues within our own Trust that may be placing BME employees into a formal investigation when White employees are not treated similarly. The HR team undertake reviews of cases to ensure that investigations are necessary and appropriate. There were a higher number of staff who resigned during the investigation process this year than last year (6). 2015/16 Data 2014/15 Data (27 cases)

28 Disciplinary Hearing Outcomes In 2015/16 of the 8 cases referred to a disciplinary hearing, there were a number of different sanctions applied to staff members and there are no patterns that would indicate any discrimination in this decision making. Year Hearing Date Hearing Outcome 1 BME White Grand Total Case Not Proven 8.0% 4.0% 12.0% Dismissal with Notice 4.0% 0.0% 4.0% Downgraded 0.0% 0.0% 0.0% Final Written Warning 0.0% 16.0% 16.0% Resignation 4.0% 0.0% 4.0% Summary Dismissal 4.0% 24.0% 28.0% Written Warning 4.0% 4.0% 8.0% Total 24.0% 48.0% 72.0% Case Not Proven 4.0% 0.0% 4.0% Dismissal with Notice 4.0% 0.0% 4.0% Downgraded 0.0% 4.0% 4.0% Final Written Warning 4.0% 4.0% 8.0% Resignation 0.0% 0.0% 0.0% Summary Dismissal 0.0% 0.0% 0.0% Written Warning 4.0% 4.0% 8.0% Total 16.0% 12.0% 28.0% Grand Total 40.0% 60.0% 100% Grievances The numbers of grievances raised was 6 individual cases. 60% of grievances were taken out by BME staff, which is double that of the previous year. All of the cases were resolved or upheld in part. The term resolved means that the grievance was dealt with informally and did not progress to a hearing. Small numbers of staff can make percentages misleading in the associated Table. There are no patterns or concerns with Grievance outcomes affecting BME staff. 2015/2016 Outcome A White British L Asian or Asian British Any other Asian background N Black or Black British African S Any Other Ethnic Group Grand Total Resolved 0.00% 0.00% 20.00% 0.00% 20.00% Upheld in Part 20.00% 0.00% 0.00% 20.00% 40.00% Withdrawn 20.00% 20.00% 0.00% 0.00% 40.00% Grand Total 40.00% 20.00% 20.00% 20.00% 100%

29 2014/15 Data Capability There were 3 recorded occurrences of capability management reported between April 2015 and March 2016 logged within ESR. 66% of cases involved White British staff. One member of staff met their target, one is ongoing and one is being taken to a further stage.

30 4.0 GENDER MONITORING OVERVIEW The ratio of female to male staff is representative of the split throughout the NHS with a 72/28% female to male percentage. This is unchanged from last year. Nursing and Midwifery Registered; Add Prof Scientific and Technic; and Additional Clinical Services categories have historically attracted a higher number of female applicants than male. 4.1 Gender by Profession 3 Year Comparison Staff Group Year Female Male Grand Total Add Prof Scientific and Technic 31-Mar % 11.62% 100% 31-Mar % 13.37% 100% 31-Mar % 14.67% 100% Additional Clinical Services 31-Mar % 32.31% 100% 31-Mar % 33.52% 100% 31-Mar % 33.77% 100% Administrative and Clerical 31-Mar % 18.13% 100% 31-Mar % 17.31% 100% 31-Mar % 18.16% 100% Allied Health Professionals 31-Mar % 16.13% 100% 31-Mar % 13.22% 100% 31-Mar % 14.93% 100% Estates and Ancillary 31-Mar % 65.00% 100% 31-Mar % 62.75% 100% 31-Mar % 60.00% 100% Healthcare Scientists 31-Mar % 0.00% 100% 31-Mar % 0.00% 100% 31-Mar % 0.00% 100% Medical and Dental 31-Mar % 52.33% 100% 31-Mar % 51.50% 100% 31-Mar % 49.68% 100% Nursing and Midwifery Registered 31-Mar % 26.72% 100% 31-Mar % 28.00% 100% 31-Mar % 25.21% 100% Gender of staff in post has remained relatively stable over the past 3 years. There are significant differences in gender split in some profession. Estate and Ancillary has a high proportion of male staff, Medical are evenly split and Nursing broadly following the proportion within Our Trust.

31 4.2 Gender by AFC Pay Band 31 March 2015 Band Female Male Band % 40.00% Band % 38.07% Band % 25.08% Band % 18.13% Band % 22.32% Band % 22.12% Band % 22.97% Band 8A 72.54% 27.46% Band 8B 81.63% 18.37% Band 8C 65.38% 34.62% Band 8D 90.00% 10.00% MC % 30.77% MC % 40.91% MN % 40.00% MN % 50.00% MT % 0.00% YC % % YM % 50.00% YM % % YM % 75.00% YM % 62.50% YM % 0.00% YM % 50.00% YM % 0.00% YM % % YM % 57.38% YM % 42.86% MT % 0.00% CQ % 0.00% CQYY % 0.00% MQ % % WQ % 25.00% Making an assumption that 5% above Our Trust split on gender (72/28 (2015)) is an overrepresentation within a grade: Male staff are over-represented in Bands 1, 2, and medical grades and female staff are the opposite with over-representation the other grades

32 Gender by Average Salary 3 Year Comparison Year Female Male 31-Mar ,349 34, Mar ,555 34, Mar ,491 33,736 Grand Total 30,463 34,033 The gender pay gap has decreased slightly as the average salary for male staff has decreased more than that for female staff. Higher average salary has been tracked to the number of male staff on medical grades and longer length of service. This year a number of male staff have joined on bands 2 and 3 which has reduced the average salary. The gender pay gap in Our Trust has reduced to 10.32% (10.47% last year). This is higher than the national gap of 9.4% in April 2016 (Annual Survey of Hours & Earnings (ASHE)). 4.4 Gender by Turnover Starters & Leavers Starters in 2015/16 were slightly disproportionate to our Trust split of 72/28 Gender Starters Leavers Female 76.0% 70.8% Male 24.0% 29.2% 4.5 Gender by Recruitment

33 Gender by Recruitment Activity Gender Applications Submitted Shortlisted Appointed Female 67.79% 72.68% 76.56% Male 31.37% 26.94% 23.44% There were a higher number of male applicants than those appointed to posts advertised from April 2015 to March Promotions for male staff were also below the lower than the gender split of our Trust of 72/28 female male. In the previous year male staff had proportionately more promotions so we will continue to monitor trends in this area. Gender by Promotion Gender Total Female 74.62% Male 25.38% 4.6 Gender by Employee Relations Activity Disciplinary Investigations The parameters for this information is any disciplinary investigation which started after April 2015 and with an investigation outcome up to March 2016 Investigation Outcome Female Male Grand Total Informal Action 29.27% 12.20% 41.46% No Case to answer 0.00% 26.83% 26.83% Referred to Hearing 14.63% 2.44% 17.07% Resigned 0.00% 14.63% 14.63% Grand Total 43.90% 56.10% 100% The number of male staff subject to disciplinary investigations was higher than female staff and not proportionate to the gender split in our Trust. Only one case was referred to a hearing in this period, though six resigned and 5 received informal action. Disciplinary Hearing Outcome The parameters of this report is any disciplinary hearings which took place in the period April 2015 to March There were 7 hearings, comprising of 4 female staff and 3 male staff. There was one case that was not proven.

34 Year Hearing Date Hearing Outcome 1 Female Male Grand Total Case Not Proven 0.0% 14.3% 14.3% Dismissal with Notice 14.3% 0.0% 14.3% Downgraded 14.3% 0.0% 14.3% Final Written Warning 0.0% 28.6% 28.6% Resignation 0.0% 0.0% 0.0% Summary Dismissal 0.0% 0.0% 0.0% Written Warning 28.6% 0.0% 28.6% Total 57.1% 42.9% 100.0% As the number of discplinary hearings was small and the outcomes were varied it is difficult to see any patterns or inequalities apart from that male staff are disporportionately represented in hearings. Grievances Historically female staff are more likely to raise a grievance but this has been decreasing each year and now male staff are more likely. A high proportion of grievances were resolved or upheld in part in 2015/16. There do not seem to be any emerging trends of discrimination in this area. Outcome Female Male Grand Total Resolved 20.00% 0.00% 20.00% Upheld in Part 20.00% 20.00% 40.00% Withdrawn 0.00% 40.00% 40.00% Grand Total 40.00% 60.00% 100% Capability There were 3 recorded occurrences of capability management reported between April 2015 and March 2016 logged within ESR. Two related to female staff, with one who resigned and one who is being progressed to a further stage. The male member of staff met their performance plan and no further action was necessary.

35 5.0 RELIGIOUS BELIEF MONITORING Our Trust is represented by a workforce of many differing religions and beliefs, with the highest percentage of staff being Christian. The Spirituality & Faith Forum held its first meeting in September 2013 which has been formed following the closure of the Christian Fellowship forum (CFF). It is hoped that the Forum can be used to begin having discussions on making links between religion/spirituality and mental health. Religious Belief Headcount Year Atheism Buddhism Christianity Hinduism Islam Judaism Other Sikhism I do not wish to disclose my religion/belief 31/03/ % 1.54% 53.00% 5.14% 4.50% 0.13% 7.28% 0.51% 17.44% 31/03/ % 1.50% 53.56% 5.30% 4.62% 0.23% 7.25% 0.59% 16.45% 31/03/ % 1.48% 53.08% 4.99% 4.36% 0.22% 8.31% 0.45% 15.64% Grand Total 10.80% 1.51% 53.21% 5.14% 4.49% 0.19% 7.61% 0.52% 16.52% Beliefs held by staff in our Trust have not significantly change in the last three years. 5.1 Religious Belief by Profession 3 Year Comparison Staff Group Year Atheism Buddhism Christianity Hinduism Islam Judaism Other Sikhism I do not wish to disclose my religion/beli ef Add Prof Scientific and Technic 31-Mar % 2.53% 45.45% 1.01% 1.01% 0.51% 8.08% 0.00% 18.69% 31-Mar % 2.48% 43.56% 1.49% 0.99% 0.00% 8.91% 0.99% 19.31% 31-Mar % 2.67% 43.11% 1.33% 1.78% 0.00% 11.56% 0.44% 16.44% Additional Clinical Services 31-Mar % 1.88% 51.97% 4.96% 6.67% 0.00% 7.69% 1.20% 16.92% 31-Mar % 1.92% 53.07% 5.36% 7.47% 0.19% 7.66% 0.96% 14.94% 31-Mar % 1.13% 52.64% 4.91% 7.74% 0.19% 9.81% 0.94% 14.53% Administrative and Clerical 31-Mar % 0.38% 63.93% 1.53% 1.72% 0.19% 6.11% 0.00% 15.65% 31-Mar % 0.41% 63.75% 1.83% 1.63% 0.61% 6.11% 0.00% 14.26% 31-Mar % 0.80% 61.68% 2.20% 1.60% 0.60% 5.59% 0.00% 15.77% Allied Health Professionals 31-Mar % 1.61% 55.65% 1.61% 0.81% 0.00% 5.65% 0.00% 22.58% 31-Mar % 1.65% 54.55% 0.83% 0.00% 0.00% 5.79% 0.00% 25.62% 31-Mar % 1.49% 50.00% 1.49% 0.00% 0.00% 5.97% 0.00% 21.64% Estates and Ancillary 31-Mar % 0.00% 49.00% 1.00% 3.00% 0.00% 10.00% 0.00% 29.00% 31-Mar % 0.00% 50.98% 1.96% 2.94% 0.00% 8.82% 0.00% 27.45% 31-Mar % 0.00% 53.68% 1.05% 3.16% 0.00% 11.58% 0.00% 22.11% Healthcare Scientists 31-Mar % 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 31-Mar % 0.00% 66.67% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 31-Mar % 0.00% % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% Medical and Dental 31-Mar % 4.07% 33.72% 14.53% 13.37% 0.58% 5.23% 1.74% 19.77% 31-Mar % 4.22% 35.54% 15.06% 14.46% 0.60% 5.42% 1.81% 16.27% 31-Mar % 4.52% 34.84% 14.84% 13.55% 0.65% 7.10% 1.29% 14.19% Nursing and Midwifery Registered31-Mar % 1.44% 52.48% 8.48% 4.48% 0.00% 8.16% 0.32% 15.68% 31-Mar % 1.17% 54.17% 8.17% 4.33% 0.00% 7.83% 0.50% 15.00% 31-Mar % 1.37% 55.40% 7.72% 3.43% 0.00% 8.40% 0.34% 14.24% Grand Total 10.78% 1.51% 53.21% 5.15% 4.50% 0.19% 7.62% 0.52% 16.53% The numbers of staff who do not wish to disclose their religion/ belief has gradually reduced across the majority of professional staff groups over the last three years. Generally, there is a wide and positive diversity of religious belief in all professions within our Trust.

36 5.2 Religious Belief by Band & Pay Rate Band Atheism Buddhism Christianity Hinduism Islam Judaism Other Sikhism I do not wish to disclose my religion/belief Band % 0.00% 60.00% 0.00% 0.00% 0.00% 20.00% 0.00% 20.00% Band % 0.57% 54.83% 4.83% 8.52% 0.28% 7.95% 0.00% 16.19% Band % 0.98% 58.96% 4.56% 3.58% 0.00% 6.51% 0.98% 14.98% Band % 0.00% 64.77% 1.04% 2.07% 0.52% 8.29% 0.00% 11.92% Band % 1.29% 52.79% 9.01% 6.44% 0.00% 10.30% 0.43% 11.59% Band % 1.15% 52.53% 4.38% 2.30% 0.00% 9.68% 0.69% 16.82% Band % 3.89% 51.24% 2.83% 1.41% 0.35% 8.48% 0.35% 15.90% Band 8A 20.42% 0.70% 50.00% 2.11% 1.41% 0.00% 7.75% 0.00% 17.61% Band 8B 26.53% 2.04% 32.65% 2.04% 0.00% 0.00% 6.12% 0.00% 30.61% Band 8C 15.38% 0.00% 50.00% 7.69% 0.00% 0.00% 11.54% 0.00% 15.38% Band 8D 10.00% 0.00% 70.00% 0.00% 0.00% 0.00% 0.00% 0.00% 20.00% MC % 15.38% 53.85% 0.00% 7.69% 0.00% 7.69% 7.69% 7.69% MC % 0.00% 36.36% 18.18% 27.27% 0.00% 13.64% 0.00% 0.00% MN % 10.00% 30.00% 20.00% 10.00% 0.00% 10.00% 0.00% 10.00% MN % 8.33% 8.33% 16.67% 8.33% 0.00% 8.33% 0.00% 25.00% MT % 0.00% 0.00% % 0.00% 0.00% 0.00% 0.00% 0.00% MT % 0.00% 40.00% 20.00% 20.00% 0.00% 0.00% 0.00% 0.00% YC % 0.00% % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% YM % 0.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 50.00% YM % 0.00% % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% YM % 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% 0.00% 25.00% YM % 0.00% 37.50% 25.00% 12.50% 0.00% 0.00% 0.00% 12.50% YM % 0.00% 50.00% 0.00% 50.00% 0.00% 0.00% 0.00% 0.00% YM % 0.00% % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% YM % 0.00% 0.00% 0.00% % 0.00% 0.00% 0.00% 0.00% YM % 4.92% 34.43% 9.84% 9.84% 1.64% 6.56% 1.64% 21.31% YM % 0.00% 0.00% 57.14% 14.29% 0.00% 14.29% 0.00% 14.29% YM % 0.00% 0.00% 0.00% % 0.00% 0.00% 0.00% 0.00% CQ % 0.00% 50.00% 0.00% 0.00% 0.00% 50.00% 0.00% 0.00% CQYY 0.00% 0.00% % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% MQ % 0.00% % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% WQ % 0.00% 59.38% 3.13% 0.00% 3.13% 3.13% 0.00% 25.00% Grand Total 11.47% 1.48% 53.06% 4.99% 4.36% 0.22% 8.32% 0.45% 15.65% The data is difficult to compare given the wide range of options and the small numbers of staff in some groups. Religious Belief by Average Salary 3 Year Comparison Religious Belief 31/03/ /03/ /03/2015 Grand Total Atheism 32, , , , Buddhism 39, , , , Christianity 29, , , , Hinduism 35, , , , Islam 32, , , , Judaism 58, , , , Other 29, , , , Sikhism 42, , , , I do not wish to disclose my religion/belief 32, , , , Grand Total 31, , , , It appears that average salary is higher for staff who practise Buddhism, Judaism and Sikhism. However, it should be noted that the total percentage of staff in these religious groups compared to other religious staff groups are significantly lower, and most are also working in higher pay bands. The data is not showing evidence of discriminatory practice over the three year period.

37 5.4 Religious Belief by Turnover Relgious Belief Starters Leavers Atheism 17.0% 12.9% Buddhism 1.3% 1.9% Christianity 48.1% 51.4% Hinduism 3.3% 4.4% I do not wish to disclose 13.0% 15.9% Islam 3.3% 4.0% Other 13.5% 8.6% Sikhism 0.4% 1.0% Grand Total 100% 100% Figures are fairly proportionate to the numbers within each religious belief. The number of starters who will not disclose their religion or belief is much lower than those leaving. 5.5 Religious Belief by Recruitment Religious Belief Applications Submitted Shortlisted Appointed Atheism 14.93% 14.37% 18.22% Buddhism 1.35% 1.26% 1.15% Christianity 50.53% 52.02% 47.49% Hinduism 5.25% 5.21% 4.02% Islam 6.61% 5.15% 3.30% Jainism 0.02% 0.00% 0.00% Judaism 0.31% 0.29% 0.14% Other 9.59% 10.41% 12.05% Sikhism 1.11% 1.09% 1.00% Undisclosed 10.30% 10.20% 12.63% Grand Total % % % A detailed analysis of religious belief can be difficult given the diversity of beliefs held by Trust staff. Low numbers of staff within some beliefs can give a false impression of trends. Recruitment appears to be broadly in line with the ratio of different religious beliefs within Our Trust.

38 Religious Belief by Promotion Religious Belief Total Atheism 17.74% Buddhism 4.03% Christianity 54.03% Hinduism 1.61% I do not wish to disclose my religion/belief 11.29% Islam 1.61% Other 8.87% Sikhism 0.81% A detailed analysis of religious belief can be difficult given the diversity of beliefs held by Trust staff. Low numbers of staff within some beliefs can give a false impression of trends. Promotion data does not give any cause for concern. 5.6 Religious Belief by Employee Relations Activity Disciplinary Investigations Investigation Outcome Buddhism Christianity I do not wish to disclose my religion/belief Islam Other Grand Tota Informal Action 0.00% 19.51% 12.20% 7.32% 2.44% 41.4 No Case to answer 0.00% 17.07% 9.76% 0.00% 0.00% 26.8 Referred to Hearing 0.00% 9.76% 2.44% 4.88% 0.00% 17.0 Resigned 2.44% 4.88% 2.44% 0.00% 4.88% 14.6 Grand Total 2.44% 51.22% 26.83% 12.20% 7.32% 10 A detailed analysis of religious belief can be difficult given the diversity of beliefs held by Trust staff. Low numbers of staff within some beliefs can give a false impression of trends. Disciplinary Hearing Outcome Year Hearing Date Hearing Outcome 1 Christianity I do not wish to disclose my religion/beli Case Not Proven 14.3% 0. Dismissal with Notice 14.3% 0. Downgraded 14.3% 0. Final Written Warning 14.3% 14. Resignation 0.0% 0. Summary Dismissal 0.0% 0. Written Warning 28.6% Total 85.7% 14. A detailed analysis of religious belief can be difficult given the diversity of beliefs held by Trust staff. Low numbers of staff within some beliefs can give a false impression of trends.

39 Grievances Outcome Atheism I do not wish to disclose my religion/belief Islam Grand Total Resolved 0.00% 0.00% 20.00% Upheld in Part 0.00% 20.00% 20.00% Withdrawn 20.00% 20.00% 0.00% Grand Total 20.00% 40.00% 40.00% 100 There are no adverse trends with staff raising a grievance based on the religion or belief Capability There were 3 recorded occurrences of capability management reported between April 2015 and March 2016 logged within ESR. All cases had a different religion or belief.

40 6.0 AGE MONITORING Sum of Person Age Band Year & above 31-Mar % 2.70% 5.83% 8.53% 12.43% 14.57% 17.35% 17.87% 11.87% 6.90% 1.67% 0.09% 31-Mar % 2.85% 6.25% 8.88% 11.37% 15.13% 16.89% 18.21% 11.91% 6.48% 1.63% 0.14% 31-Mar % 3.06% 7.15% 10.34% 10.74% 14.70% 16.18% 17.30% 12.40% 5.75% 1.93% 0.22% The number of staff in the 21 to 35 range has increased which is positive for our age profile. The majority of our staff are over 40 and there is an indication that many staff retire at age 60 and the number of staff halves in the age bracket. We need to continue to monitor the age profile of our workforce and encourage younger workers to join our Trust. 6.1 Age by Profession 3 Year Comparison Sum of Person Headcount Age Band Staff Group Year & above Add Prof Scientific and Technic 31-Mar % 0.00% 10.61% 15.66% 16.16% 19.19% 10.61% 11.62% 10.10% 5.56% 0.51% 0.00% 31-Mar % 0.50% 8.91% 18.81% 16.83% 17.82% 11.88% 8.91% 10.89% 4.95% 0.50% 0.00% 31-Mar % 1.33% 9.78% 22.22% 14.67% 12.00% 15.56% 8.44% 9.78% 4.89% 0.89% 0.44% Additional Clinical Services 31-Mar % 5.98% 6.50% 6.84% 11.62% 14.53% 17.95% 16.24% 12.48% 5.81% 1.37% 0.00% 31-Mar % 7.28% 7.28% 6.32% 9.39% 16.09% 18.20% 17.24% 10.54% 5.75% 1.15% 0.00% 31-Mar % 5.85% 9.06% 9.43% 9.81% 14.53% 16.60% 15.28% 12.64% 5.28% 1.13% 0.00% Administrative and Clerical 31-Mar % 3.05% 4.77% 8.02% 8.97% 12.21% 15.65% 20.23% 15.27% 9.35% 2.29% 0.00% 31-Mar % 2.85% 5.09% 8.55% 7.74% 12.02% 15.27% 21.18% 16.09% 8.96% 1.83% 0.00% 31-Mar % 3.59% 5.99% 8.98% 7.19% 13.37% 14.77% 19.56% 15.97% 7.58% 2.20% 0.20% Allied Health Professionals 31-Mar % 3.23% 4.84% 16.94% 13.71% 16.13% 18.55% 12.90% 9.68% 3.23% 0.81% 0.00% 31-Mar % 4.13% 6.61% 12.40% 16.53% 16.53% 15.70% 13.22% 11.57% 2.48% 0.83% 0.00% 31-Mar % 5.22% 8.21% 16.42% 15.67% 13.43% 13.43% 13.43% 9.70% 3.73% 0.75% 0.00% Estates and Ancillary 31-Mar % 0.00% 2.00% 2.00% 8.00% 8.00% 18.00% 15.00% 13.00% 24.00% 8.00% 2.00% 31-Mar % 0.00% 2.94% 2.94% 7.84% 9.80% 12.75% 19.61% 14.71% 17.65% 8.82% 2.94% 31-Mar % 0.00% 1.05% 4.21% 5.26% 10.53% 14.74% 17.89% 13.68% 18.95% 10.53% 3.16% Healthcare Scientists 31-Mar % 0.00% 33.33% 0.00% 0.00% 33.33% 0.00% 0.00% 0.00% 33.33% 0.00% 0.00% 31-Mar % 0.00% 0.00% 33.33% 0.00% 0.00% 33.33% 0.00% 0.00% 33.33% 0.00% 0.00% 31-Mar % 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% % 0.00% 0.00% 0.00% 0.00% Medical and Dental 31-Mar % 0.00% 6.98% 6.98% 20.35% 19.77% 17.44% 14.53% 8.72% 3.49% 1.74% 0.00% 31-Mar % 0.00% 6.59% 5.99% 20.36% 19.76% 17.96% 16.17% 9.58% 1.20% 2.40% 0.00% 31-Mar % 0.00% 7.10% 7.10% 19.35% 17.42% 20.65% 14.19% 10.97% 1.29% 1.94% 0.00% Nursing and Midwifery Registered 31-Mar % 1.28% 4.96% 8.00% 13.28% 14.24% 20.00% 21.92% 10.24% 5.12% 0.96% 0.00% 31-Mar % 0.83% 5.83% 9.00% 11.33% 15.33% 19.33% 21.17% 10.33% 5.83% 1.00% 0.00% 31-Mar % 1.54% 6.00% 8.23% 10.63% 17.32% 16.98% 22.13% 10.98% 4.46% 1.72% 0.00% The data in the above table demonstrates that in the last 3 years, staff profession group such as Estates, Administrative and Clerical, and Registered Nursing and Midwifery have consistently had the oldest workforce. Our Trust has targeted action at initiatives to increase the numbers of employees under age 25 into all staffing groups with some small successes.

41 6.2 Age Band & Pay Rate Band & above Band 1 0.0% 0.0% 0.0% 0.0% 0.0% 40.0% 0.0% 20.0% 0.0% 20.0% 20.0% 0.0% Band 2 1.1% 4.5% 4.5% 8.0% 12.8% 15.3% 17.3% 15.1% 10.8% 7.1% 2.6% 0.9% Band 3 0.0% 4.6% 7.2% 7.8% 7.8% 12.7% 15.3% 18.6% 14.7% 8.8% 2.3% 0.3% Band 4 0.0% 8.3% 14.5% 9.3% 3.1% 5.2% 11.9% 18.7% 19.2% 6.7% 3.1% 0.0% Band 5 0.0% 6.0% 9.4% 10.7% 11.6% 11.6% 14.2% 15.0% 10.7% 6.9% 3.9% 0.0% Band 6 0.0% 1.8% 9.2% 12.0% 11.3% 15.9% 14.3% 18.7% 11.1% 4.6% 1.2% 0.0% Band 7 0.0% 0.0% 5.7% 17.0% 10.6% 17.0% 17.3% 18.4% 9.2% 3.9% 0.7% 0.4% Band 8A 0.0% 0.0% 1.4% 16.2% 12.7% 18.3% 22.5% 15.5% 9.9% 2.8% 0.7% 0.0% Band 8B 0.0% 0.0% 0.0% 2.0% 10.2% 14.3% 24.5% 20.4% 20.4% 8.2% 0.0% 0.0% Band 8C 0.0% 0.0% 3.8% 0.0% 11.5% 23.1% 19.2% 15.4% 23.1% 3.8% 0.0% 0.0% Band 8D 0.0% 0.0% 0.0% 0.0% 0.0% 10.0% 20.0% 0.0% 40.0% 30.0% 0.0% 0.0% MC41 0.0% 0.0% 0.0% 0.0% 0.0% 7.7% 7.7% 38.5% 46.2% 0.0% 0.0% 0.0% MC46 0.0% 0.0% 0.0% 4.5% 4.5% 9.1% 31.8% 27.3% 13.6% 4.5% 4.5% 0.0% MN37 0.0% 0.0% 10.0% 30.0% 40.0% 10.0% 10.0% 0.0% 0.0% 0.0% 0.0% 0.0% MN39 0.0% 0.0% 66.7% 25.0% 8.3% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% MT55 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% MT59 0.0% 0.0% 20.0% 20.0% 20.0% 40.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% YC72 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% YM54 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% 0.0% 0.0% YM55 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 33.3% 66.7% 0.0% 0.0% 0.0% 0.0% YM56 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% 0.0% 0.0% YM57 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 37.5% 62.5% 0.0% 0.0% 0.0% YM58 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% 0.0% 0.0% YM59 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% 0.0% YM61 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% 0.0% YM65 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% YM72 0.0% 0.0% 0.0% 3.3% 32.8% 31.1% 24.6% 4.9% 1.6% 1.6% 0.0% 0.0% YM73 0.0% 0.0% 0.0% 14.3% 42.9% 0.0% 0.0% 0.0% 28.6% 0.0% 14.3% 0.0% CQ % 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 50.0% 0.0% 0.0% 0.0% CQYY 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 0.0% 100.0% 0.0% 0.0% 0.0% WQ00 0.0% 0.0% 3.1% 0.0% 6.3% 34.4% 6.3% 37.5% 12.5% 0.0% 0.0% 0.0% This table shows the percentage of staff according to their age range in each pay band within Our Trust. The table shows that the age range are proportionately well represented across the pay bands. The shading is consistent with the requirement to study to degree level for our more senior roles and hence why we have no representation of younger employees in the more senior grades. Age by Average Salary 3 Year Comparison Age Band 31-Mar Mar Mar , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , , & above 15, , , Grand Total 31, , , Although staff in the age range make up the largest group of staff across most of the pay bands within our Trust, the age group have earned more than others over the last 3 years. This is because, compared to other age ranges on average, the total percentage of staff in age range that work in positions with a higher pay band are significantly more than others. Experience and progression through the bands (including AfC spinal point) is also a contributing factor in the pay gap across the entire age range.

42 6.3 Age by Turnover Age Band Starters Leavers <=20 Years 1.8% 1.0% % 7.1% % 12.1% % 10.2% % 7.9% % 10.8% % 9.6% % 15.2% % 14.2% % 9.8% % 1.9% >=71 Years 0.4% 0.2% The number of starters vs leavers in the under 45 categories is very positive this year. As could be anticipated, the percentage of leaver in the age group was due largely to retirement. 6.5 Age by Recruitment Recruitment Activity Age band Applications Submitted Shortlisted Appointed Under % 0.11% 0.29% 18 to % 0.64% 0.43% 20 to % 9.08% 6.31% 25 to % 17.41% 16.21% 30 to % 16.23% 17.22% 35 to % 13.22% 12.20% 40 to % 12.04% 13.77% 45 to % 10.84% 10.76% 50 to % 10.28% 12.48% 55 to % 6.78% 7.03% 60 to % 3.04% 2.87% 65 to % 0.21% 0.29% 70 and Over 0.06% 0.11% 0.14% The 20 to 24 age group is the least likely to be appointed from application. This may be because people at interview who are older can give more information and examples at interview because they have more years of experience. We will, however, continue to monitor this as we do need to keep a check on our age profile ensure that managers are not recruiting people like them and in the same age range.

43 Age by Promotion Age Band Total % % % % % % % % % % The number of promotions broadly follows the same line as that of total workforce. It is not possible at this stage to report on the numbers of internal candidates from each age group who applied for, but were not successful in, their bid for promotion. It is not possible, therefore, to compare success rates. 6.6 Age by Employee Relations Activity Disciplinary Investigations Investigation Outcome Grand Total Informal Action 0.00% 4.88% 9.76% 4.88% 9.76% 2.44% 2.44% 7.32% 0.00% 41.46% No Case to answer 2.44% 2.44% 2.44% 4.88% 0.00% 7.32% 7.32% 0.00% 0.00% 26.83% Referred to Hearing 0.00% 0.00% 4.88% 0.00% 4.88% 0.00% 0.00% 4.88% 2.44% 17.07% Resigned 0.00% 2.44% 4.88% 0.00% 0.00% 2.44% 0.00% 4.88% 0.00% 14.63% Grand Total 2.44% 9.76% 21.95% 9.76% 14.63% 12.20% 9.76% 17.07% 2.44% 100% The majority of disciplinary investigations involved staff in the age group which is different from last year where it was in the age bracket. There is no obvious discrimination as there was a mix of outcomes in this age group. Disciplinary Hearing Outcome There are no patterns emerging from previous years in relation to disciplinary hearing outcomes.

44 Grievances Outcome Grand Total Resolved 0.00% 20.00% 0.00% 0.00% 0.00% 20.00% Upheld in Part 0.00% 0.00% 0.00% 20.00% 20.00% 40.00% Withdrawn 20.00% 0.00% 20.00% 0.00% 0.00% 40.00% Grand Total 20.00% 20.00% 20.00% 20.00% 20.00% 100% There are no particular patterns which cause concerns in terms of staff raising grievances. No staff under the age of 31 raised a grievance. Capability There were 3 recorded occurrences of capability management reported between April 2015 and March 2016 logged within ESR. All staff were over 50 but this has not been the case in previous year. Each case had a different outcome.

45 7.0 DISABILITY MONITORING A Disability Network was established during the financial year 2010/11 and we have shared this report with the network. Our Trust has encouraged staff to update their disability status, and this has resulted in an increase of staff who declared themselves as having a disability. A higher proportion of staff has also confirmed that they do not have a disability. The Disability Network think that some staff may not understand what is meant by a disability or do not see themselves in that light and therefore they do not declare a disability. The composition of our workforce in relation to disability is as follows: Year No Yes Not Declared 31-Mar % 5.36% 8.80% 31-Mar % 5.69% 7.32% 31-Mar % 5.44% 6.34% The number of staff with a disability has decreased slightly from last year. We employ less staff with a disability compared to the local population. However, accurate comparisons are not possible as the Surrey demographics are from people of all ages, not just of working age (noting that the upper working age limit has now been removed). The Trust has employed two staff with a learning disability and seeks to increase this number over the next 12 months. Data is continuing to improve with more staff declaring whether they have a disability or not. 7.1 Disability by Profession 3 Year Comparison Staff Group Year No Yes Not Declared Add Prof Scientific and Technic 31-Mar % 7.07% 7.58% 31-Mar % 6.44% 5.45% 31-Mar % 4.44% 4.44% Additional Clinical Services 31-Mar % 5.47% 9.06% 31-Mar % 6.14% 8.25% 31-Mar % 6.04% 7.74% Administrative and Clerical 31-Mar % 6.13% 5.17% 31-Mar % 6.57% 4.72% 31-Mar % 5.79% 3.79% Allied Health Professionals 31-Mar % 4.84% 8.06% 31-Mar % 6.61% 8.26% 31-Mar % 7.46% 8.96% Estates and Ancillary 31-Mar % 5.00% 13.00% 31-Mar % 4.90% 10.78% 31-Mar % 4.21% 7.37% Healthcare Scientists 31-Mar % 0.00% 0.00% 31-Mar % 0.00% 0.00% 31-Mar % 0.00% 0.00% Medical and Dental 31-Mar % 5.29% 11.18% 31-Mar % 4.79% 7.19% 31-Mar % 5.16% 6.45% Nursing and Midwifery Registered 31-Mar % 4.32% 10.72% 31-Mar % 4.54% 8.57% 31-Mar % 4.81% 7.22%

46 All professions have a lower percentage of disabled staff than is proportionate to the number of staff. A small number of staff starting and leaving in some categories can have a significant impact on the percentage where groups are small. 7.2 Disability by Band & Pay Rate Pay Band 31 March 2016 Band No Yes Not Declared Band % 20.00% 20.00% Band % 4.55% 7.67% Band % 7.49% 6.51% Band % 6.22% 3.11% Band % 6.44% 6.44% Band % 5.08% 7.62% Band % 5.65% 4.59% Band 8A 91.55% 1.41% 7.04% Band 8B 89.80% 4.08% 6.12% Band 8C 92.31% 3.85% 3.85% Band 8D 80.00% 20.00% 0.00% MC % 7.69% 7.69% MC % 9.09% 0.00% MN % 0.00% 0.00% MN % 0.00% 8.33% MT % 0.00% % MT % 0.00% 0.00% YC % 0.00% 0.00% YM % 0.00% 0.00% YM % 0.00% 0.00% YM % 0.00% 25.00% YM % 0.00% 0.00% YM % % 0.00% YM % 0.00% 0.00% YM % 0.00% 0.00% YM % 0.00% 0.00% YM % 6.56% 9.84% YM % 0.00% 0.00% CQ % 0.00% 0.00% CQYY % 0.00% 0.00% WQ % 0.00% 6.25% Grand Total 88.25% 5.40% 6.35% Disabled staff are over-represented in Band 1, but this is a very small number of staff. They are well represented in most Agenda for Change Grades, including senior grades but not in the majority of Medical grades or Executive grades.

47 Disability by Average Salary 3 Year Comparison Disabled 31-Mar Mar Mar-16 No 31, , , Yes 30, , , Not Declared 31, , , Grand Total 31, , , The average salary for disabled staff is less than staff without a disability but has increased from last year. The number of employees working part-time hours does not affect this value as it is calculated on the spinal value rather than the part-time salary paid. Average salary will be affected by the number of staff in higher pay bands. 7.4 Disability by Turnover Starters & Leavers 2015 to 2016 Row Labels Starters Leavers Yes 5.2% 7.6% No 93.7% 87.1% Not Declared 1.1% 5.3% The number of starters and leavers who are disabled is under the proportion employed within our Trust which is positive as they were disproportionate last year. The reasons that disabled staff left out Trust was varied and included some staff who were transferred out under TUPE. Our Trust takes positive action for disabled people in recruitment so we need to continue to monitor this but we need to encourage disabled staff to attend an exit interview and complete an exit questionnaire to fully understand leaving reasons. 7.5 Disability by Recruitment Recruitment Activity Disability? Applications Submitted Shortlisted Appointed Yes 5.03% 4.86% 3.44% No 93.49% 93.30% 95.70% Undisclosed 1.48% 1.84% 0.86% The application process appears to be positive for disabled applicants and evidences our promotion and utilisation of the Positive for Disabled Recruitment Two Tick recruitment processes in guaranteeing an interview for those who meet the minimum person specification. However, the number of successful applicants drops by around 0.6% on appointment. The number of applicants who declare themselves to be disabled may have increased following the implementation of the Equality Act where applicants feel safer to inform us of their disability status, and that offers of employment are no longer conditional upon occupational health clearance, but we are not attracting enough disabled applicants to work for our Trust in order to become more representative of our local population.

48 Disability by Promotion Five staff with a disability were promoted in 2015/2016 which is under the representation within the Trust as a whole. Promotions were more positive in 2014/2015 at 8.13% of the total workforce so we will continue to monitor to ensure this is not an ongoing trend Disability Total Yes 4.03% No 92.74% Not Declared 3.23% 7.6 Disability by Employee Relations Activity Disciplinary Investigations Investigation Outcome Yes No Not Declared Grand Total Informal Action 0.00% 45.71% 20.00% 41.46% No Case to answer 0.00% 20.00% 80.00% 26.83% Referred to Hearing % 17.14% 0.00% 17.07% Resigned 0.00% 17.14% 0.00% 14.63% The number of staff with a disability who are subject to a disciplinary investigation continues to be very low. Just one person was subject to an investigation which was referred to a hearing. Disciplinary Hearing Outcome No staff with a disability attended a disciplinary hearing in the period April 2015 to March Grievances There were no grievances involving disabled members of staff in the period April 2015 to March Capability No disabled staff were subject to a capability procedure.

49 8.0 SEXUAL ORIENTATION MONITORING The Staff s LGB&T Network goes from strength to strength. This combined with the collaborative work done with Stonewall, should provide a more secure and open culture within our Trust. Sexual Orientation Headcount A small number of staff have stated they are gay, lesbian or bisexual and their numbers have remained relatively constant in the last three years. Year Bisexual Gay Heterosexual Lesbian I do not wish to disclose my sexual orientation 31-Mar % 0.73% 80.72% 0.86% 17.35% 31-Mar % 0.95% 81.74% 0.72% 16.18% 31-Mar % 0.90% 83.73% 0.67% 14.25% Our Trust s drive to collect data on protected characteristics has led to an increase in all sexual orientation categories apart from one. Those who did not wish to declare has also decreased. 8.1 Sexual Orientation by Profession 3 Year Comparison Staff Group Year Bisexual Gay Heterosexual Lesbian I do not wish to disclose my sexual orientation Add Prof Scientific and Technic 31-Mar % 0.51% 84.34% 3.03% 11.62% 31-Mar % 0.50% 84.16% 2.48% 12.87% 31-Mar % 0.44% 86.67% 1.78% 10.67% Additional Clinical Services 31-Mar % 1.20% 76.41% 0.85% 21.03% 31-Mar % 1.53% 76.63% 0.77% 20.11% 31-Mar % 1.51% 78.87% 0.75% 18.11% Administrative and Clerical 31-Mar % 0.38% 88.17% 0.76% 10.50% 31-Mar % 0.61% 89.61% 0.61% 8.76% 31-Mar % 0.60% 89.82% 0.40% 8.58% Allied Health Professionals 31-Mar % 0.81% 77.42% 0.81% 20.16% 31-Mar % 1.65% 76.86% 0.83% 20.66% 31-Mar % 1.49% 78.36% 0.75% 19.40% Estates and Ancillary 31-Mar % 0.00% 69.00% 0.00% 31.00% 31-Mar % 0.00% 69.61% 0.00% 30.39% 31-Mar % 0.00% 74.74% 0.00% 25.26% Healthcare Scientists 31-Mar % 0.00% % 0.00% 0.00% 31-Mar % 0.00% % 0.00% 0.00% 31-Mar % 0.00% % 0.00% 0.00% Medical and Dental 31-Mar % 2.91% 77.91% 0.00% 19.19% 31-Mar % 2.41% 81.33% 0.00% 16.27% 31-Mar % 1.94% 87.10% 0.00% 10.97% Nursing and Midwifery Registered 31-Mar % 0.16% 80.48% 0.64% 18.40% 31-Mar % 0.50% 82.00% 0.50% 16.67% 31-Mar % 0.51% 83.53% 0.69% 14.92% Students 31-Mar % 0.00% % 0.00% 0.00% 31-Mar % 0.00% % 0.00% 0.00% There are LGB&T staff in all professions apart from Estates and Ancillary and Healthcare Scientists and Students as in previous reports.

50 8.2 Sexual Orientation by Band & Pay Rate Our staff are less likely to disclose their sexuality than any other protected characteristic. This may because they do not feel it is in the interests of the Trust to know this but could also be because they do not feel safe to be out at work. The LBGT Network is working with Divisions to support people in the workplace. There is representation in most bands and grades apart from medical grades Sexual Orientation by Average Salary 3 Year Comparison Sexual Orientation 31-Mar Mar Mar-16 Bisexual 22, , , Gay 42, , , Heterosexual 31, , , I do not wish to disclose my sexual orientation 31, , , Lesbian 33, , , Grand Total 31, , ,366.97

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

Annual Workforce Equality and Diversity Report 2016/2017. (Incorporating Workforce Race Equality Standard) Annual Workforce Equality and Diversity Report 2016/2017 (Incorporating Workforce Race Equality Standard) August 2017 1 1.0 Introduction This report is published to ensure that Chelsea and Westminster

More information

Statutory Equality and Diversity Report: Workforce Equality Compliance Report January 2013

Statutory Equality and Diversity Report: Workforce Equality Compliance Report January 2013 Statutory Equality and Diversity Report: Workforce Equality Compliance Report January 2013 Page 1 of 35 Contents Executive Summary 4 1. Introduction 6 2. Workforce Overview 6 3. Workforce 7 3.1 Workforce:

More information

Equality in our Workforce Annual Workforce Report 2013

Equality in our Workforce Annual Workforce Report 2013 Avon and Wiltshire Mental Health Partnership NHS Trust Equality in our Workforce Annual Workforce Report 2013 The Annual Workforce Report includes the following: 1. Introduction 2. Equality Information

More information

We support providers to give patients safe, high quality, compassionate care within local health systems that are financially sustainable.

We support providers to give patients safe, high quality, compassionate care within local health systems that are financially sustainable. Equality in our workforce: Monitor workforce at 31 March 2017 We support providers to give patients safe, high quality, compassionate care within local health systems that are financially sustainable.

More information

Annual Workforce Equality Monitoring Report

Annual Workforce Equality Monitoring Report Annual Workforce Equality Monitoring Report 2011-2012 Contents Introduction 4 Purpose 5 Staff in post 6 Applicants for Employment 8 Applicants for Flexible Working 12 Maternity Leave 13 Paternity Leave

More information

Workforce Compliance Report January 2015

Workforce Compliance Report January 2015 Workforce Compliance Report January 2015 1 CONTENTS Page Executive Summary 3 Introduction 4 Current Position 4 Summary Workforce Profile November 13 October 2014 5 Ethnicity 5 Gender 6-8 Age 8 Disability

More information

NHS Bury CCG Equality Workforce Final

NHS Bury CCG Equality Workforce Final NHS Bury CCG, AEP 2017: Appendix A NHS Bury CCG Equality Workforce Final Using data as at 31 st August 2016 Page 1 Document Control Date Amendment Version Comments/Author 12/12/2016 Samina Arfan Draft

More information

Appendix 1. Equality Information Report Workforce and Governing Body Members Equality Information (incorporating 2017 WRES data)

Appendix 1. Equality Information Report Workforce and Governing Body Members Equality Information (incorporating 2017 WRES data) Equality Information Report 2016-17 Appendix 1 Workforce and Governing Body Members Equality Information (incorporating 2017 WRES data) For further information please contact: Emdad Haque Senior Equality,

More information

Equality Workforce Monitoring Report

Equality Workforce Monitoring Report Equality Workforce Monitoring Report July 2011 Equality Workforce Monitoring Report Contents 1. Foreword... 3 2. Introduction... 4 3. Workforce Information... 5 4. Gender breakdown... 7 5. Disability breakdown...

More information

Equality in our workforce

Equality in our workforce Equality in our workforce Equality data about the Care Quality Commission's January 2012 Contents Page 1. Introduction 2 2. Staff profile 3 3. Staff joining CQC 7 4. Staff leaving CQC 10 5. Staff profile

More information

Workforce Sub-Committee

Workforce Sub-Committee Workforce Sub-Committee 12 th February 215 Statutory Annual Workforce Diversity Monitoring Report 214/15 Status: History: A paper for information Annual report Ann Macintyre Director of Workforce & Organisational

More information

EQUALITY & DIVERSITY ANNUAL EQUALITY WORKFORCE REPORT. 1st APRIL st MARCH 2014

EQUALITY & DIVERSITY ANNUAL EQUALITY WORKFORCE REPORT. 1st APRIL st MARCH 2014 EQUALITY & DIVERSITY ANNUAL EQUALITY WORKFORCE REPORT 1st APRIL 213-31st MARCH 214 1 P a g e CONTENTS TITLE PAGE Introduction 3 Section 1 Workforce Overview 4 Section 2 Gender Identity 4-7 Section 3 Ethnicity

More information

Annual Workforce Equality Monitoring Report

Annual Workforce Equality Monitoring Report Annual Workforce Equality Monitoring Report April 2012 - March 2013 Contents Introduction 2 Purpose 3-4 Staff in Post 5-7 Applicants for Employment 8-11 Applicants for Flexible Working 12 Maternity Leave

More information

Countess of Chester Hospital NHS Foundation Trust Annual Workforce Equality Analysis (2017)

Countess of Chester Hospital NHS Foundation Trust Annual Workforce Equality Analysis (2017) Countess of Chester Hospital NHS Foundation Trust Annual Workforce Equality Analysis (2017) - 1 - Contents 1. Introduction.....3 1.1 About this report...........3 1.2 About the organisation........3 1.3

More information

Accessible Information Standards (AIS)

Accessible Information Standards (AIS) Equality and Diversity Quarterly Assurance Report For submission to: Equality and Diversity Business Partner GM Shared Services (Oldham CCG) November 2016 Progress on implementing: Workforce Race Equality

More information

Workforce Equality Information Report. January 2012

Workforce Equality Information Report. January 2012 Workforce Equality Information Report 1.0 Introduction Norfolk Community Health and Care NHS Trust is a public authority under the terms of the Equality Act 2010, the Trust has a legal duty to promote

More information

The WRES is intended to provide a platform and direction to encourage and help NHS organisations to:

The WRES is intended to provide a platform and direction to encourage and help NHS organisations to: Workforce Race Equality Standard Progress Report 2017 1.0 Introduction Almost one in five of the staff working in the NHS is from a black and minority ethnic (BME) background. The WRES has found that the

More information

Equality Workforce Monitoring Annual Report

Equality Workforce Monitoring Annual Report Equality Workforce Monitoring Annual Report 217 Commissioned by: Claire Hartland HR Business Manager March 217 Report Produced by: Nathalie Likutu Workforce Planning Department Workforce Monitoring 216

More information

Workforce Equality Monitoring Annual Report

Workforce Equality Monitoring Annual Report Workforce Equality Monitoring Annual Report 2010-2011 CONTENTS 1. INTRODUCTION...3 1.1 FOREWORD...3 1.2 LEGAL REQUIREMENTS...3 1.3 WORKFORCE DATA...4 1.4 POLICIES AND PROCEDURES...5 1.5 SUMMARY OF MONITORING...5

More information

Workforce Race Equality Standard (WRES) Data and Action Plan

Workforce Race Equality Standard (WRES) Data and Action Plan Workforce Race Equality Standard (WRES) Data and Action Plan 2017-2018 No WRES Indicator Metric and data set (UNIFY2: 2017) 1. Percentage of BME staff in bands 8-9 and Very Senior Managers (VSM) including

More information

Statutory Equality and Diversity Report

Statutory Equality and Diversity Report Statutory Equality and Diversity Report for employees at Kingston Hospital NHS Trust 2014-2015 Carolyn Floyd Workforce Information & Systems Manager 1 1. Introduction The following report analyses the

More information

Workforce Diversity Report

Workforce Diversity Report Workforce Diversity Report 15-16 Creating a fairer Britain Contents 1. Introduction... 4 1. Background... 5 1.3 Scope... 5 1.4 Data quality... 5 1.5 Staff diversity declaration rates 5 1.6 Interpreting

More information

COMMUNITY FIRST RESPONDER APPLICATION FORM

COMMUNITY FIRST RESPONDER APPLICATION FORM www.nhs.uk/jobs COMMUNITY FIRST RESPONDER APPLICATION FORM APPLICATION PART A Department Community First Responder Voluntary Personal Details * Surname/Family Name * First Names Name in which you are registered

More information

Workforce Sub-Committee

Workforce Sub-Committee Workforce Sub-Committee 19th October 2011 Statutory Annual Workforce Diversity Monitoring Report 2011/12 Status: History: A paper for discussion Annual report Ann Macintyre Director of Workforce & Organisational

More information

Appendix 1 Workforce Equality Monitoring Report 2015/16

Appendix 1 Workforce Equality Monitoring Report 2015/16 Workforce Equality Monitoring Report 2015/16 This report is produced in accordance with the Trust s responsibilities under the Public Sector Equality Duty. It contains the workforce equality data that

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy 1 Reader Information Reference Title Equality and Diversity Policy Document purpose To set out and confirm our commitment to promoting equal opportunities and to recognise

More information

Workforce Race Equality Standard (WRES) Progress Report 2016

Workforce Race Equality Standard (WRES) Progress Report 2016 Workforce Race Equality Standard (WRES) Progress Report 2016 Approved by the Haringey CCG Quality Committee in October 2016 Haringey Clinical Commissioning Group River Park House 225 High Road Wood Green

More information

Equal Pay Statement and Gender Pay Gap Information

Equal Pay Statement and Gender Pay Gap Information Equal Pay Statement and Pay Gap Information April 2017 1 Accessibility If you would like this document in alternative formats such as Braille, large print, audio or in a language of your choice, please

More information

NHS Workforce Race Equality Standard (WRES)

NHS Workforce Race Equality Standard (WRES) 2016 NHS Workforce Race Equality Standard (WRES) NHS Workforce Race Equality Standard (WRES) 2016 Date of Report: July 2016 Subject: NHS Workforce Race Equality Standard; Royal National Orthopaedic Hospital

More information

Workforce Equality Monitoring Report

Workforce Equality Monitoring Report Workforce Equality Monitoring Report 2015-2016 Page 1 Workforce Equality Content Section Page 1 Introduction 3 2 General context 5 3 Actions taken and next steps 7 4 Improving our diversity profile 11

More information

Workforce Race Equality Standard 2017

Workforce Race Equality Standard 2017 Workforce Race Equality Standard July Introduction The purpose of this report is to provide the key findings for The Royal Marsden in relation to the Workforce Race Equality Standard (WRES) in. The Equality,

More information

Annual Equality Report

Annual Equality Report Annual Report 2016 Annual Report 2016 Version 1 Author: Jo Petch Head of Staff Engagement and 1 Director of Workforce Foreword Maidstone and Tunbridge Wells NHS Trust (MTW) has a legal and moral obligation

More information

Report on the diversity profile of Ofcom colleagues

Report on the diversity profile of Ofcom colleagues Report on the diversity profile of Ofcom colleagues Publication date: 2014 About this document This document is a report on the diversity profile of Ofcom colleagues. It provides analysis on the age, disability,

More information

Workforce Race Equality Standard

Workforce Race Equality Standard Workforce Race Equality Standard Name of Provider Organisation: University Hospital of South Manchester Date of Report: June 2015 Name and title of Board lead for the Workforce Race Equality Standard:

More information

Equality and Diversity Policy

Equality and Diversity Policy RCCG/GB/14/176i Equality and Diversity Policy Version No Author Date Comments Approved by V1.0 Becky Jones 2-10-14 APPROVED Quality and Risk Committee 1 Reader Information Reference Title ED001 Equality

More information

Diversity and Equality Annual Monitoring Report

Diversity and Equality Annual Monitoring Report Diversity and Equality Annual Monitoring Report Agenda item This report is for: Decision Discussion To Note History Title Annual Equality and Diversity Data 2015 Executive Director lead and presenter Director

More information

Equality & Diversity Workforce Profile Report

Equality & Diversity Workforce Profile Report Equality & Diversity Workforce Profile Report January 2012 Aspire Achieve Succeed Compiled by HR March 2012 Equality and Diversity Workforce Report January 2012 Contents Policy Statement... 3 The Wider

More information

Workforce Race Equality Standard Progress Report July 2017

Workforce Race Equality Standard Progress Report July 2017 Purpose Workforce Race Equality Standard Progress Report July 2017 This report provides the information which will be included in the Trust s published WRES report this year. It includes the data for the

More information

Workforce Race Equality Standard

Workforce Race Equality Standard Workforce Race Equality Standard 2016 2021 Part of our Trust Strategy to Promote and Improve Equality Diversity and Inclusion for Black Asian and Minority Ethnic Service Users and Staff 2 Contents Introduction

More information

Equality Delivery System (EDS2) and Workforce Race Equality Standard (WRES) Strategy

Equality Delivery System (EDS2) and Workforce Race Equality Standard (WRES) Strategy Equality Delivery System (EDS2) and Workforce Race Equality Standard (WRES) Strategy 2014-2018 EXECUTIVE SUMMARY: Welcome to our EDS2/WRES Strategy. This document contains our plans to meet and continuously

More information

WORKFORCE RACE EQUALITY STANDARD

WORKFORCE RACE EQUALITY STANDARD WORKFORCE RACE EQUALITY STANDARD Annual Report June 2015 1 Contents Page Item Description Page Number 1 Introduction 3 2 Summary 3 3 Background 3 4 Why is the standard important to our business? 3-4 5

More information

Valuing difference. College of Policing workforce summary October 2017

Valuing difference. College of Policing workforce summary October 2017 Valuing difference College of Policing workforce summary October 2017 Contents Page Foreword 3 Introduction 4 Caveats 4 Representation 6 Recruitment 16 Retention 18 Reward, recognition and pay 20 Review

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Hertfordshire, Bedfordshire and Luton Clinical Commissioning Groups Page 1 of 15 DOCUMENT CONTROL SHEET Document Owner: Director of Workforce Document Author(s): Louise Thomas,

More information

Workforce Race Equality standard Royal Cornwall Hospital Trust Baseline assessment for April 2015

Workforce Race Equality standard Royal Cornwall Hospital Trust Baseline assessment for April 2015 Workforce Race Equality standard Royal Cornwall Hospital Trust Baseline assessment for April 2015 Page 1 of 26 Introduction What is the Workforce Race Equality Standard? The Workforce Race Equality Standard

More information

DIVERSITY AND EQUALITY OF OPPORTUNITY POLICY

DIVERSITY AND EQUALITY OF OPPORTUNITY POLICY DIVERSITY AND EQUALITY OF OPPORTUNITY POLICY Document Title Diversity and Equality of Opportunity Policy Document Number 2011/47 v1 Authors Viv Stirrup/Claire Matthews Author s Job Title Independent Advisor/Assistant

More information

Human Resources People and Organisational Development. Equality of Opportunity Policy

Human Resources People and Organisational Development. Equality of Opportunity Policy Human Resources People and Organisational Development Equality of Opportunity Policy May 2016 Contents 1 Introduction and scope... 3 2 Responsibility for the policy... 3 3 Recruitment and selection...

More information

Financial Services Authority. Equality and diversity workforce data report

Financial Services Authority. Equality and diversity workforce data report Financial Services Authority Equality and diversity workforce data report 2009-2010 Contents Introduction 5 Scope 5 Reporting principles 7 Reporting periods 7 Reporting by gender 7 Reporting by race 12

More information

Workforce Race Equality Standard (WRES) 2017 Reporting

Workforce Race Equality Standard (WRES) 2017 Reporting Workforce Race Equality Standard (WRES) 2017 Reporting 1. Name of organisation Northampton General Hospital NHS Trust 2. Date of report August 2017 3. Name and title of Board lead for the Workforce Race

More information

National Services Scotland (NSS) Pay Gap Report April 2017

National Services Scotland (NSS) Pay Gap Report April 2017 National Services Scotland (NSS) Pay Gap Report April 2017 1 CONTENTS 1. Introduction 4 2. NSS Workforce Profile 4 2.1 Gender Profile 4 2.2 Part-time/ Full-time Workforce Profile 5 3. NSS Gender Profile

More information

Equality and Diversity policy

Equality and Diversity policy Equality and Diversity policy Document Reference No. KCHFT HR012 Status Final Version Number 2.5 Replacing/Superseded policy or Equality and Diversity Policy v2.4 documents Number of Pages 13 Target audience/applicable

More information

Policy for Equality and Diversity

Policy for Equality and Diversity Policy for Equality and Diversity HR01 Related Policies: HR07 Disciplinary Procedure for Doctors and Dentists HR16 Disputes and Grievances HR29 Time off for Special Circumstances HR33 Recruitment & Selection

More information

The Health Board objective of delivering the highest quality services possible can only be achieved by a workforce that is sufficiently skilled,

The Health Board objective of delivering the highest quality services possible can only be achieved by a workforce that is sufficiently skilled, Section A: Assessment Name of Policy Partnership and Recognition Agreement Person/persons conducting this assessment with Contact Details Rachel Pressley, Workforce Governance Manager Andrew Crook, Head

More information

Equality of Opportunity in Employment Policy

Equality of Opportunity in Employment Policy Equality of Opportunity in Employment Policy DOCUMENT INFORMATION CATEGORY: THEME: Policy Workforce Inclusion, Equality and Diversity DOCUMENT REFERENCE: 3.12 POLICY LEAD: DIRECTOR LEAD: Associate Director

More information

This policy has also been adopted by Age UK Cheshire Trading Ltd.

This policy has also been adopted by Age UK Cheshire Trading Ltd. EQUALITY & DIVERSITY Policy Application: Whole Organisation Department(s) This policy has also been adopted by Age UK Cheshire Trading Ltd. Controlled Document: This document shall not be copied in part

More information

Cardiff and Vale University Health Board. Rachel Pressley, Senior HR Policy & Compliance Officer Rebecca Marsh, Assistant HR Manager

Cardiff and Vale University Health Board. Rachel Pressley, Senior HR Policy & Compliance Officer Rebecca Marsh, Assistant HR Manager Section A: Assessment Cardiff and Vale University Health Board Name of Policy Person/persons conducting this assessment with Contact Details RECRUITMENT AND SELECTION POLICY Rachel Pressley, Senior HR

More information

Equal Pay Statement and. Gender Pay Gap Information

Equal Pay Statement and. Gender Pay Gap Information Equal Pay Statement and April 2017 Doc: 2016-07-26 Equality Pay Statement & Page 1 Equal Pay Statement and Content Page 1. Our Service 3 2. Equality and the equal pay gap 3 3. Legislative framework 4 4.

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy Version No Author Date Comments Approved by V1.0 Becky Jones 2-10-14 APPROVED Quality and Risk Committee V2.0 Craig Sharples 20-07-16 Draft updated to reflect current structures

More information

Equality & Diversity Policy and Procedure

Equality & Diversity Policy and Procedure Equality & Diversity Policy and Procedure Contents 1. Policy Statement 2. Purpose and Scope 3. The Definition of Equality and Diversity 4. Forms of Discrimination 5. Legislative and Regulatory Context

More information

EQUAL OPPORTUNITIES AND DIVERSITY POLICY

EQUAL OPPORTUNITIES AND DIVERSITY POLICY EQUAL OPPORTUNITIES AND DIVERSITY POLICY Definition Carillion will make every effort to ensure that all employees are treated with courtesy, dignity and respect irrespective of gender, race, religion,

More information

Workforce Race Equality Standard

Workforce Race Equality Standard Workforce Race Equality Standard REPORTING TEMPLATE Template for completion Publications Gateway Reference Number: 05067 Name and title of Board lead for the Workforce Race Equality Standard Lindsey Stafford-Scott

More information

GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns

GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns GRIEVANCE POLICY AND PROCEDURE Dealing with Employee Concerns Responsible Approved By Equality Assessed of Human Resources Area Partnership Forum We are working to ensure that no-one is treated in an unlawful

More information

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12

Controlled Document Number: Version Number: 002. On: October Review Date: October 2020 Distribution: Essential Reading for: Page 1 of 12 Equality and Diversity in Employment Policy CONTROLLED DOCUMENT CATEGORY: CLASSIFICATION: PURPOSE Controlled Document Number: Policy Version Number: 002 Controlled Document Sponsor: Controlled Document

More information

The Second report produced by the NHS England WRES team was released in April 2017 to reflect on the Data Between April 2015 March 2016.

The Second report produced by the NHS England WRES team was released in April 2017 to reflect on the Data Between April 2015 March 2016. Meeting: Date of Meeting: Report Title: WRES Report 2016/17 Author(s): Isabella Kpobie- Diversity Manager Executive Sponsor(s): Human Resources Directors Purpose: For information and action Scrutiny Pathway:

More information

Workforce Race Equality Standard (WRES) Implementation Plan 2015/17

Workforce Race Equality Standard (WRES) Implementation Plan 2015/17 Workforce Race Equality Standard (WRES) Implementation Plan 2015/17 Solent NHS Trust Headquarters, Adelaide Health Centre, William Macleod Way, Millbrook, Southampton SO16 4XE Telephone: 023 8060 8900

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity Policy 1. Introduction Stanmore College is committed to an Equality and Diversity Policy which meets the requirements of the Equality Act 2010 and aims to provide equality of opportunity

More information

Equality and Diversity Policy

Equality and Diversity Policy Equality and Diversity in Employment Policy Document Type Author Owner (Dept) Equality and Diversity Policy HR Director Human Resources Date of Review May 2015 Version 2 Page 1 of 6 Contents Page No 1.

More information

Killinghall Primary School. Equality Policy adopted from Bradford PACT HR

Killinghall Primary School. Equality Policy adopted from Bradford PACT HR Killinghall Primary School Equality Policy adopted from Bradford PACT HR Contents A whole school equality policy Introduction... 3 Scope of the Policy... 3 Statement Of Intent... 4 Roles and Responsibilities...

More information

DIVERSITY AND INCLUSION POLICY

DIVERSITY AND INCLUSION POLICY DIVERSITY AND INCLUSION POLICY Definition Carillion will make every effort to ensure that staff and job applicants are treated with courtesy, dignity and respect irrespective of race (including colour,

More information

Equality Policy. St. Peter s Farnworth In accordance with Bolton LA Model Policy

Equality Policy. St. Peter s Farnworth In accordance with Bolton LA Model Policy Equality Policy St. Peter s Farnworth In accordance with Bolton LA Model Policy June 2016 CONTENTS Page No 1. Introduction 3 2. The legislative context: Equality Act 2010 3 3. The School s response 4 June

More information

Workforce Equality Monitoring Report 2017

Workforce Equality Monitoring Report 2017 Workforce Equality Monitoring Report 2017 Staff Summer Garden Party Bake off" 2017 If you require this information in an alternative format or language, please contact Diana Nowak by email: diana.nowak@christie.nhs.uk

More information

PRESTON S COLLEGE WORKFORCE EQUALITY AND DIVERSITY STRATEGY

PRESTON S COLLEGE WORKFORCE EQUALITY AND DIVERSITY STRATEGY PRESTON S COLLEGE WORKFORCE EQUALITY AND DIVERSITY STRATEGY 2016-2019 1 2016-2019 1. The College Preston s College is a large and diverse General Further Education College providing teaching, learning

More information

Monitoring for equality and diversity: what healthcare employers need to know and do

Monitoring for equality and diversity: what healthcare employers need to know and do January 2009 Briefing 58 what healthcare employers need to know and do NHS organisations need to know who their patients and staff are, and understand their needs, in order to improve services and employee

More information

Diversity & Inclusion Training

Diversity & Inclusion Training Diversity & Inclusion Training greatwithtalent ltd 2013 great{with}diversity is a trademark of greatwithtalent ltd which is registered in the United Kingdom and other countries. hello@greatwithdiversity.com

More information

Run Birmingham Project Manager

Run Birmingham Project Manager Candidate brief for the position of: Run Birmingham Project Manager (Birmingham Sport and Physical Activity Trust) June 2016 1 Contents Welcome Letter 3 Role Description 4 Equalities Monitoring Form 9

More information

POLICY. Job Re-evaluation Policy, Procedure and Toolkit

POLICY. Job Re-evaluation Policy, Procedure and Toolkit POLICY Job Re-evaluation Policy, Procedure and Toolkit Please think before printing this document. Where printing is necessary, please ensure that it is printed double sided and in greyscale. Contents

More information

Workforce Race Equality Standard (WRES) 2017

Workforce Race Equality Standard (WRES) 2017 Workforce Race Equality Standard (WRES) 2017 Reporting template Name of organisation Name and title of Board lead for the Workforce Race Equality Standard Name and contact details of lead manager compiling

More information

NCHA Equality and Diversity Strategy February 2012

NCHA Equality and Diversity Strategy February 2012 NCHA Equality and Diversity Strategy February 2012 Diversity Supporting NCHA 1 EQUALITY AND DIVERSITY STRATEGY RESPONSIBLE DIRECTOR: CHIEF EXECUTIVE RESPONSIBLE OFFICER: HUMAN RESOURCES MANAGER LAST UPDATE:

More information

EQUALITY & DIVERSITY POLICY 2016

EQUALITY & DIVERSITY POLICY 2016 EQUALITY & DIVERSITY POLICY 2016 Version 2016 Policy Level: Last Review Date: 01/09/2016 Last Amendment Date: Next Review Date: 01/09/2019 Reviewed By: David Blower Document Control Information: The master

More information

Equal Opportunities & Race Equality Policy September 2005

Equal Opportunities & Race Equality Policy September 2005 Equal Opportunities & Race Equality Policy September 2005 1. EQUAL OPPORTUNITIES POLICY Our Commitment We are committed to the achievement of equal opportunities. This is central to our mission as a University

More information

Workforce Race Equality Standard Reporting template 2015

Workforce Race Equality Standard Reporting template 2015 Workforce Race Equality Standard Reporting template 2015 Date of report: July 2015 Name of provider: Norfolk and Suffolk NHS Foundation Trust Name and title of Board lead for the Workforce Race Equality

More information

Equality and Diversity in Employment Policy

Equality and Diversity in Employment Policy RCCG/GB/16/163 v. Equality and Diversity in Employment Policy Version No Author Date Comments Approved by V1.0 Lynne Sharp 8-9-16 First draft for comments AGEM HR BP November HR Comments 2016 17-11-16

More information

Workforce Equality and Diversity Policy

Workforce Equality and Diversity Policy Type of Document Code: Policy Sponsor Lead Executive Recommended by: Workforce Equality and Diversity Policy Policy STHK0088 Deputy Human Resources Director Human Resources Director Policy Sub-Group Date

More information

CIH Northern Ireland Board Recruitment information pack

CIH Northern Ireland Board Recruitment information pack CIH Northern Ireland Board Recruitment information pack July 2016 Page 1 of 7 Foreword Thank you for your interest in becoming a member of the Northern Ireland Board of the Chartered Institute of Housing

More information

Promoting excellence. equality and diversity considerations

Promoting excellence. equality and diversity considerations Promoting excellence equality and diversity considerations Promoting excellence: equality and diversity considerations About this guide This guide aims to support organisations in designing and providing

More information

EQUALITY & DIVERSITY. CORE POLICY In accordance with its statement of intent, the company commits itself to the following:

EQUALITY & DIVERSITY. CORE POLICY In accordance with its statement of intent, the company commits itself to the following: EQUALITY & DIVERSITY KNIGHTS BROWN Knights Brown recognises that its underlying success depends on recruiting and retaining the right people and encouraging them to reach their full potential. We recognise

More information

Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director

Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director Equality, Diversity & Inclusion Policy and Framework Version 1.2 Owner: Diversity & Inclusion, HR Approved by Ian Iceton, Group HR Director Date issued 31.01.2017 Reference NR/HR/POU024 1. Policy Statement

More information

EQUALITY OF OPPORTUNITY POLICY

EQUALITY OF OPPORTUNITY POLICY EQUALITY OF OPPORTUNITY POLICY Updated: June 2013 Version History Date Version Author/Editor Comments 17 Sept 2012 1.1 Draft Anthony Vage 25 Sept 2012 1.2 Draft Anthony Vage 20 March 2013 Initial first

More information

Newport County AFC Equality and Diversity Policy

Newport County AFC Equality and Diversity Policy Newport County AFC Equality and Diversity Policy Updated March 2018 1. Purpose 1.1 Newport County Association Football Club is committed to promoting equality and diversity and promoting a culture that

More information

Talent Management & Maximising Potential Conversation Tools: Research Evaluation Questionnaire

Talent Management & Maximising Potential Conversation Tools: Research Evaluation Questionnaire Talent Management & Maximising Potential Conversation Tools: Research Evaluation Questionnaire Staff Member Version (v0.9 for Cohort 2 Pilots) Research Evaluation Questionnaire What are Talent Management

More information

Diversity and Inclusion Policy

Diversity and Inclusion Policy Diversity and Inclusion Policy Policy Level: Effective from: Document Owner: L1 Date of listing on the ASX Kylie Bishop Date Approved: 9 October 2014 Approved by: Review Date: 9 October 2015 Version No.:

More information

KENT COUNTY COUNCIL. Application for Employment. Job Applied for: Reference No.: Closing Date: Title and Last Name/Family Name: Previous Last Name:

KENT COUNTY COUNCIL. Application for Employment. Job Applied for: Reference No.: Closing Date: Title and Last Name/Family Name: Previous Last Name: KENT COUNTY COUNCIL Application for Employment This form is also available on computer disk, audio tape and Braille. Please complete using black ink or type. Job Applied for: Reference No.: Closing Date:

More information

Equal Opportunities Policy

Equal Opportunities Policy Equal Opportunities Policy June 2013 Equal Opportunities Policy Issue date June 2013, Revision date June 2014 1 Contents 1. Policy statement... 3 2. Aim and purpose of the policy... 3 3. Scope of policy...

More information

Volunteer Registration Form

Volunteer Registration Form Volunteer Registration Form To be used by all people wishing to volunteer in NHS Lanarkshire PERSONAL DETAILS Title: Name: Address: Postcode: Tel: (Home) Tel: (Mobile) E-mail Preferred contact method What

More information

Equality and Diversity Policy 2017/2018

Equality and Diversity Policy 2017/2018 Equality and Diversity Policy 2017/2018 Responsible Officer: Executive Director of Human Resources Date of issue: September 2017 Next review date: September 2018 Policy available: Staff Intranet site /

More information

NATIONAL WORKFORCE RACE EQUALITY STANDARD ACTION PLAN

NATIONAL WORKFORCE RACE EQUALITY STANDARD ACTION PLAN NATIONAL WORKFORCE RACE EQUALITY STANDARD ACTION PLAN 2016-17 WRES Indictor What the WRES data tell us Action(s) Owner Deadline INDICATOR 1 Percentage of staff in each of the AfC Bands 1-9 and VSM (including

More information

The Equality Act s provisions cover all aspects of school life such as the treatment of:

The Equality Act s provisions cover all aspects of school life such as the treatment of: Equality Policy Introduction This policy sets out The Sheffield Park Academy approach to promoting equality, as defined within the Equality Act (2010). We understand equality to mean treating everyone

More information

APPLICATION FOR EMPLOYMENT

APPLICATION FOR EMPLOYMENT APPLICATION FOR EMPLOYMENT Please return your completed form to the recruiting school. If you have not received an invitation to the next stage of the recruitment process within 6 weeks of the closing

More information

Equal Opportunities (Staff) Policy

Equal Opportunities (Staff) Policy Equal Opportunities (Staff) Policy Academy Transformation Trust Further Education (ATT FE) Policy reviewed by Academy Transformation Trust on 25/07/13 Policy consulted on with Unions on 25/07/13 Policy

More information

EQUALITY, DIVERSITY AND HUMAN RIGHTS POLICY

EQUALITY, DIVERSITY AND HUMAN RIGHTS POLICY EQUALITY, DIVERSITY AND HUMAN RIGHTS POLICY 1.0 STATEMENT OF INTENT Equality, diversity and human rights are integral to the work of PBHA, and form a key part of our vision and mission. Our principles

More information

Equality and Inclusion Statement & Equal Opportunities Policy

Equality and Inclusion Statement & Equal Opportunities Policy Equality and Inclusion Statement & Equal Opportunities Policy Human Resources Department CONTENTS Page NIFRS Equality and Inclusion Statement NIFRS Equal Opportunities Policy 1. Policy Scope 1 2. Legal

More information