Our workforce Publication of information under the Equality Act 2010

Transcription

1 Our workforce Publication of information under the Equality Act 2010

2 Contents Introduction... 3 Age Profile... 4 Workforce... 4 Recruitment... 4 Local Area... 5 Ethnicity Profile... 6 Workforce... 6 Recruitment... 6 Local Area... 7 Gender Profile... 8 Workforce... 8 Recruitment... 8 Local Area... 9 Disability Profile Workforce Recruitment Local Area Sexual Orientation Profile Workforce Recruitment Local Area Marital Status Profile Recruitment Religious Belief Profile Recruitment Local Area Contract Type Staff Group

3 Introduction University Hospital Southampton NHS Foundation Trust (UHS) has a growing national reputation as a top teaching hospital in the UK and abroad. It attracts candidates locally, nationally and internationally and is also one of the largest employers in Southampton. With 11,032 staff (9686 full time equivalent) working in a diverse range of healthcare related fields, the Trust offers an exciting and rewarding place to work. The Trust has also been awarded Outstanding by the CQC in the Well-led domain, attributed to a strong positive working culture that is well developed throughout the organisation. Under the Equality Act 2010 all public sector organisations have a duty to publish information relating to employees who have a protected characteristic. This data provides the Trust with an opportunity to review its practices and ensure that all employees are provided equal opportunities. This report for 2018/19 provides an overview of the UHS workforce broken down by: Age Ethnicity Gender Disability Sexual Orientation Marital Status Religion and Belief Contract Type Staff Group Workforce data is accurate as at 31 st March 2018 and comprises of permanent and fixed term staff. 1 Bank and 2 honorary staff are excluded from the data. Recruitment data covers the period 1 st April 2017 to 31 st March 2018 and covers all candidates who have applied for a role with UHS this includes existing staff who have applied for a new role. Local area comparison data has been provided by NHS Employers using datasets from the Office for National Statistics, National Online Manpower Information System, and the 2011 Census. Further information can be found online: 1 An NHS staff bank is an entity managed by a trust, or through a third party organisation who contracts with healthcare professionals to take on shifts at trust hospitals. 2 Honorary staff are typically medical staff employed by another NHS employer/higher educational institution working on Trust premises. 3

4 Workforce, recruitment, and local area comparison data is provided for: age, ethnicity, gender, disability, sexual orientation, and religion and belief. Workforce and recruitment data is provided for marital status. Workforce data is provided for contract type and staff group. Age Profile Employees by Age (%) > 65 Recruitment Applicants by Age (%) 4.4 Under

5 Local Area The age profile of communities served by the UHS compared to the age profile of UHS Workforce. The chart shows Southampton City where the hospital is located has a higher number of under 25 year olds compared to the rest of Hampshire, Isle of Wight and the South East region as a whole. However, as an employer we recruit a smaller number of under 25s thus not reflecting the communities we serve. This could be due to the different roles provided by the hospital. According to the briefing paper (August 2011) years olds prefer part- time jobs mostly in sales and customer services occupations However, as a hospital, we are working towards an increase in recruitment of under 25 year old through apprenticeships. On the other hand the hospital employs more year olds than reflected in the communities above. This is reflected in the nursing and midwifery roles and the time required to gain knowledge and experience with other roles. Also found was :- The largest group of job applicants were in the age group of years (22.8%). The largest group appointed were aged years closely followed by years. These groups also had the highest level of turnover. According to the staff survey results employees aged years work effectively in teams, work extra hours and get the most support from their immediate managers. 5

6 WHITE - British White Other MIXED - White & Black MIXED - White & Black MIXED - White & Asian Mixed - Black & White Mixed - Asian & Chinese MIXED - any other ASIAN or ASIAN ASIAN or ASIAN ASIAN or ASIAN Asian Mixed Asian Punjabi Asian Kashmiri Asian Sri Lankan Asian Tamil Asian British ASIAN or ASIAN BLACK or BLACK Black Somali Black Mixed Black Nigerian Black British BLACK or BLACK BLACK or BLACK OTHER ETHNIC GROUP Filipino OTHER ETHNIC GROUP Not stated Ethnicity Profile Workforce Employees by Ethnicity (%) Recruitment Applicants by Ethnicity (%) 6

7 Local Area - The ethnicity profile of communities served by the UHS compared to the ethnicity profile of the UHS Workforce. Our data shows that : 86% of employees are White British and White other while 13.48% are from a BAME background. (BAME Black, Asian and Minority Ethnic). This is also reflected in the wider NHS staff, 13% of the National NHS work force are BAME. The local population is 14% BAME which is almost reflected in the UHS staff workforce and indicated in the graph above. Our Workforce Race Equality Standard data indicates that most BAME staff are employed in the lower bands of the AFC 3 Bands. However our staff survey results indicate that BAME staff are more engaged than any other members of staff with 4.05% representation compared to the national average of 3.85%BAME engagement. 3 AFC Agenda for Change (AFC) is the current National Health Service (NHS) grading and pay system for NHS staff, with the exception of doctors, dentists, apprentices and some senior managers. 7

8 Gender Profile Workforce Employees by Gender Female Male 23% 77% Recruitment Applicants by Gender Female Male 26% 74% 8

9 Local Area - The gender profile of communities served by the UHS Hospital compared to gender profile of UHS Workforce. The NHS national data shows that 77% of the NHS workforce are women. This is also reflected in the UHS data which shows that 75.6% of its workforce as women compared to 24.4% are men. The data also showed that: The Trust largely depicts gender traditional roles like Nursing and Midwifery, Allied Health Professionals and Additional Clinical Services with more female workforce compared to more men in Estates and Ancillary and Medical and Dental. The Trust has 700 consultants, 253 are women which equates to 4% above the national average. In addition to that there are 1034 people in AfC Band 7 roles, 862 are women which is 69%. There are 513 staff in AfC Band 8 & 9 and 362 are women again a slightly higher number of females compared to the national average. The gender split of those applying for posts exactly reflects the workforce which is 70:30 ratio of females to males. 42% of women work part time compared to 4.47% of men. 9

10 Gender Pay Gap Gender pay gap reporting is a legal requirement for all organisations with more than 250 employees. The gender pay gap is the difference between the average pay of men and women, expressed as a percentage. The gender pay gap is different from equal pay. Equal pay is concerned with pay differences between men and women who carry out the same jobs, similar jobs or work of equal value. It is unlawful to pay people unequally because they are a man or a woman. The Gender Pay Gap for UHS is as follows: Gender Avg. Hourly Rate Median Hourly Rate Male Female Difference Pay Gap % 28.07% 10.05% The table above outlines the data for University Hospitals NHS Foundation Trust (UHS), as well as providing readers with further analysis of what the data means within the organisational context. Further analysis shows that staff on Agenda for Change (AfC) terms and conditions (the national terms and conditions for non-medical staff) are reporting at a 0.14% mean gender pay gap, but a wider discrepancy can be seen within the medical and dental staff groups (13.35%). Further examination of this shows us that the greatest disparity in these grades is at consultant level, our most senior and experienced medical staff, where the staff group is predominantly male due to historic social patterns of more males entering the medical field. When compared to the more junior grades those staff on route to qualifying as a consultant, there is a much closer balance between male and female staff. The key headlines for UHS are as follows: At the point of reporting (31 March 2018), the lowest basic pay (on AFC) is 15,251 a, the highest medical consultant basic pay is 102,465 pa. The gender pay gap between staff paid on Agenda for Change is 0.14% The gender pay for medical staff paid on medical terms is 13.41% 10

11 There is a significantly higher proportion of females employed in front line caring roles such as nursing and health care assistants (Pay Bands 2 5). UHS s most senior and experienced medical staff are predominantly male, due to historic social patterns of more males entering the medical field. There are changes in the demographics of individuals in the medical profession, with a significantly higher proportion of females now entering medicine. The only element of pay that can be categorised as a bonus is the annual clinical excellence awards, which only consultants are eligible for. We consider the main reason for the above gap relates to the numbers of male and female consultants in the organisation. Of our 622 consultants, 65% are male, with 35% female. If the CEA s are weighted with the individual s number by gender, 56.7% of male consultants and 53.2% of female consultants were awarded a CEA in the last annual round. UHS published gender pay gap appears comparable to other similar sized Trusts who will have a similar trend in composition of workforce. Actions being taken: UHS believes that it workforce mirrors many acute NHS Trusts. The makeup and composition of senior medical staff (consultants) is similar in many organisations, but is changing as more female consultants are qualifying and taking up posts. UHS is exploring ways of attracting more males into caring roles such as HCA s. These roles have traditionally been attractive to female workers; however, UHS sees value in working to increase males entering these roles, improving the gender diversity as a result. In addition, UHS will continue to seek diverse talent when recruiting to senior managerial roles, to continue to provide opportunities for females to take up positions within senior management. This is already evident in the composition of the Trust s Executive Board and other senior roles. UHS will also continue to monitor the fair distribution of local clinical excellence awards and ensure ongoing applications from female consultants. 11

12 Disability Profile Workforce Employees by Disability (%) No Not Declared Undefined Yes Recruitment Applicants by Disability (%) I do not wish to disclose whether or not I have a disability No Yes Not stated Our data shows: As of 31October 2017, 2.6% staff had declared they had a disability. The previous year just 1.9% staff declared their disability. 12

13 Local Area - The disability profile of communities served by the UHS Hospital compared to disability profile of UHS Workforce. The chart above shows 23% of staff who do not wish to disclose their disability compared to the local communities in Southampton, Hampshire and the Isle of Wight as well as the rest of the South East region. The information above shows approximately 70% of UHS staff are not disabled compared to the local community served however as an employer it is important to make sure that the 30% who are and are either undisclosed or unknown are treated fairly whether disabled or not. 23% of our staff who do not wish to disclose or whose disability status is unknown would be 2537 people. According to government statistics disabled people are significantly more likely to experience unfair treatment at work than non-disabled people. In 2008, 19% of disabled people experienced unfair treatment at work compared to 13% of nondisabled people.knowing the disabled staff is good opportunity to avoid discrimination. 13

14 Sexual Orientation Profile Workforce Employees by Sexual Orientation (%) Bisexual Gay Heterosexual I do not wish to disclose my sexual orientation Lesbian Undefined Recruitment Applicants by Sexual Orientation (%) Heterosexual Gay Lesbian Bisexual I do not wish Persons of the to describe my same sex (Gay sexual or Lesbian) orientation. Not stated 14

15 Local Area - The sexual orientation profile of communities served by the UHS Hospital compared to sexual orientation profile of UHS Workforce. Our data shows that: 1.9% of our workforce Identify as Lesbian, Gay or Bisexual which is in line with the National NHS average of 2%. 87.9% of job applicants were heterosexual and 67.3% of the work force are heterosexual. 2.7% of job applications were from LGB candidates. The data shows that atleast 30% of the workforce chose not disclose their sexual orientation, this is a bigger percentage compare to the local area information. The information. The information above only shows heterosexual/straight and Gay /lesbian/bisexual information but does not show any other information about other 17 sexual orientations for example, asexual etc. 15

16 Marital Status Profile Employees by Marital Status (%) Civil Partnership Divorced Legally Separated Married Single Unknown Widowed Recruitment Applicants by Marital Status (%) Single Married Civil partnership Legally separated Divorced Widowed Other Not stated 16

17 Religion and Belief Profile Employees by Religion (%) Recruitment Applicants by Religion (%)

18 Local Area - The religion and belief profile of communities served by the UHS as compared to the religion and belief profile of the UHS Workforce. UHS data reflects the communities that the hospital serves, unfortunately 11.9% of the workforce have not disclosed their information or have not stated. The hospital strives to include all religions and beliefs 18

19 Other Workforce Profiles Contract Type From that chart above it is clear that UHS as an employer values a diverse workforce and good employment practices this can bring efficiencies in keeping down costs in areas where full time cover is not needed but provides employment to the community. 42% of women work part time compared to 4.47% of men. By offering family friendly working practices UHS increases its recruitment and retention. Part-time work tends to attract parents with younger children and older people, who may not want to work full time but can bring a wealth of skills, experience and expertise. Staff Group Employees by Staff Group (%) The graph above is to give a picture of the different staff groups by percentage. 19

20 Recommendations and what we are planning to do. As a Trust we recognise from our workforce data that a lot needs to be done to make sure that staff feel included and are happy to work for the Trust. The following are the measures we have and are planning to put in place in order to create an equal and inclusive environment. The Trust s target is to increase the percentage of BAME staff in band 7 posts and above to 15% by Currently there are 7% of staff from a BAME background at this band or higher. Improve disclosure rates of personal information across all protected characteristics Accurate data helps the trust to work towards an inclusive environment. This data is used to plan reasonable adjustments, staff initiatives, recruitment and retention and inform other strategies especially to drive organisational change and transformation. Develop a more transparent career progression pathway utilising positive action initiatives where appropriate. Creating a culture of speaking up to combat bullying and harassment, unsafe working conditions and unsafe patient care, through the Freedom to Speak Up Guardian and all staff. 20