Workforce Equalities Report

Transcription

1 Workforce Equalities Report January

2 Contents 1. Introduction The Directorates Workforce Profile Age Disability Ethnic Origin Gender Marriage and Civil Partnership Religious belief Sexual Orientation Leavers by Directorate and Staff Conclusion

3 1. Introduction The Trust Lewisham and Greenwich NHS Trust was formed on 1 st October 2013 following the merger of Queen Elizabeth Hospital and Lewisham Health Care NHS Trust. The Trust provides NHS services for people in the Boroughs of Lewisham, Royal Greenwich, Bexley and other parts of South East London. The Trust s workforce underpins the organisations success. The data in this report relate to staff employed in the Trust between 1 October 2013 and 30 September The headcount as at 30 September 2014 was 5,866 with an additional 4,172 working through our temporary staffing department. Legal Basis of This Report Section 149 of the Equality Act 2010 and the Equality Act 2010 (Specific duties) Regulations 2011 require public sector organisations in the exercise of their functions to have due regard to the need to; Eliminate unlawful discrimination, harassment and victimisation, and any other conduct prohibited by or under the Equality Act Advance Equality of opportunity between people who share a protected characteristic and those who do not. Foster good relations between people who share protected characteristics and those who do not. The Specific Duties Regulations requires Lewisham and Greenwich NHS Trust as a public sector organisation, to publish information to demonstrate its compliance with the general equality duty. This report seeks to demonstrate compliance of the specific duty and aims to meet the monitoring and publishing requirements set out in the specific duty regulations. Monitoring and Assessing Equalities The Trust assesses equalities and measures its success in addressing inequalities through the NHS Equality Delivery System (EDS). The EDS is a tool designed to support NHS commissioners and providers to deliver better outcomes for patients and communities and better environments for staff. The EDS is instrumental in helping the Trust to discharge its duties under section 149 of the Equality Act in a way that promotes localism and also helps deliver the NHS outcomes Framework and the NHS Constitution. It also helps the Trust to continue to meet CQC s Essential Standards of Quality and Safety. At the heart of the EDS is a set of 18 outcomes grouped into 4 goals. The outcomes focus on the issues of most concern to patients, carers, communities, NHS staff and Boards. It is against these outcomes that performance is analysed, graded and equality objectives determined. The four EDS goals are; 1. Better Health Outcomes for All 2. Improved Patient Access and Experience 3. A representative and supported workforce 4. Inclusive leadership 3

4 2. The Directorates The Trust has nine divisions and employs 5,866 staff who are supported by 4,172 of temporary staff. A total of 1,447 employees work part time which represent 25% of the Trust s permanent workforce. The Trust runs its own Temporary Staffing unit as a cost effective and flexible way of using manpower. The acute directorate is the largest amongst the divisions making up over a quarter of the workforce. Clinical staff make up of the total workforce. The largest staff group is those within the registered nursing and midwifery category. 1 12% Lewisham & Greenwich NHS Trust Directorates Corporate Services Acute & Emergency Medicine 18% Children's Services 26% Clinical Business Unit-Pathology Clinical Business Unit- Pharmacy Estates & Facilities 12% Long Term Conditions & Cancer 3% 6% 1 Surgery Women's & Sexual Health Directorate Headcount Directorates Headcount Permanent Workforce Corporate Services 683 Acute & Emergency Medicine 1509 Children's Services 667 Clinical Business Unit-Pathology 366 Clinical Business Unit-Pharmacy 161 Estates & Facilities 57 Long Term Conditions & Cancer 695 Surgery 1060 Women's & Sexual Health 668 Grand Total

5 Staff Group 3% Lewisham & Greenwich NHS Trust Staff Group 17% 36% 14% 6% 3% 19% Add Prof Scientific and Technic Additional Clinical Services Administrative and Clerical Allied Health Professionals Estates and Ancillary Healthcare Scientists Medical and Dental Nursing and Midwifery Registered Students 3. Workforce Profile The EDS recognises that patients have diverse needs which can be best met through the delivery of a personal, fair and diverse care by using and supporting the diverse talents and experiences of the workforce. To this end, a representative and supported workforce is one of the identified EDS goals. This report focuses on the seven protected characteristics of age, disability, gender, ethnicity, marital status, sexual orientation and religion. LGT primarily sits across the boroughs of Lewisham and Royal Greenwich. Data from the 2011 population census of residents in the Boroughs of Lewisham and Royal Greenwich are used as a benchmark for comparative analysis of the Trust s current workforce profile and the profile of new recruits. Demographic data on Bexley is included for information purposes. Lewisham is the larger of the two local communities with 275,885 inhabitants in comparison to Greenwich which has a population of 254,557. There is a difference of 21,328 residents between the two communities. Both local authority areas have similar demographic profiles with the exception of ethnicity and marital status. Lewisham has 8% more BME residents than Greenwich. The proportion of Married residents in Greenwich is 6% higher than those in Lewisham. For the rest of the demographic characteristics, the disparity between the two communities is generally minor at plus or minus. Within the EDS goal of representative and supported workforce, the desire outcomes include a workforce which is representative at all levels, accessible training by all, availability of flexible working for all and equal pay for work of equal value. Further comparative analyses are made between the Trust s workforce demographics and indicators such as salary, pay band, access to training, flexible working, disciplinary and dismissals. The recruitment data presented in the report tracks the characteristics of job applicants at each stage of the recruitment process through to actual joiners. The Trust appointed 971 5

6 new members of staff between 1 October 2013 and 30 September This excludes medical staff on training. The majority of medical staff join the trust as part of their training programme via the London Deanery therefore no analysis of appointments to Medical and Dental posts has been undertaken. This is the first equalities report for the new Trust and therefore no comparisons are made with any previous workforce data. The equality data in this report will provide a benchmark against which progress for the next twelve months will be measured. The sections below set out the workforce profile against seven of the nine protected characteristics contained within the Equality Act To gain broader understanding of the trends in this report, conclusions should not be drawn from the data presented in isolation. 4. Age The age profile of the workforce is fairly consistent with some of the age profile of the local population. Notable differences can be seen in the makeup of those between and who make up slightly more than their proportion of the local residents. The disparity could be viewed as representing an aging workforce. However, the spread of the various age groups across the directorates are fairly even with the exception of Estates and Facilities. The temporary workforce profile of those in the 20 and under age bracket is generally consistent with their proportion of local residents but underrepresented within the permanent workforce. 6

7 Workforce Age breakdown v Local Residents Age Band Residents of Lewisham & Greenwich Residents of Bexley Permanent Workforce Temporary Workforce 20 & Under 8% 9% 7% % 17% 22% % 18% 25% 22% % 28% % 16% 22% 14% % 8% 4% 6% 66+ 6% 1 7% Age by Directorate Age Corporate Acute Children Pathology Pharmacy Estates LTC&C Surgery Women & Sexual Health 20 & Under % 25% 23% 13% 39% 4% 13% 18% % 26% 26% 23% 35% 14% 22% 26% 22% % 28% 24% 27% 14% 2 28% % 17% 22% % 29% 22% % 3% 4% 4% 2% 12% 5% 3% 4% 66+ 2% 2% 4% 2% 2% Pay 7

8 Representations of the different age groups are generally not in alignment with the age profile of the workforce. Pay bands and corresponding basic pay may be influenced by factors such as knowledge and experience. Younger staff tend to be employed at entry level pay brackets and lower grades and move upwards as they develop their knowledge and experience. Staff in the age bracket make up a large proportion of those in the M&D training and student grades whilst those from the year brackets make up a large proportion of those in the 80,001-90,000 brackets. There is a larger proportion of staff aged between within the 100,000+ pay bracket than their share of the workforce. Pay band by Age <20 Part Time Working There is a fairly even distribution of employees working part time across the different age groups with the exception of those between the ages of Although employees in this age group make up of the workforce, they make up 9% of part time workers. 8

9 Training No major disparities can be seen amongst the different age groups with regards to training attendance. Promotions The largest proportion of staff promoted were in the and age groups. The proportion of promotions for those over 51 and upwards age brackets are disproportionally low. It must be noted however; that those in these age groups are also in highest pay bands. 9

10 Leavers and Dismissals 759 employees left the Trust between 1/10/13 and 30/09/14. Of these, a total of 18 were dismissed by reasons of capability, conduct, statutory reason and other substantial reasons. Though the numbers are too low to provide robust analysis it is noted that staff aged were disproportionally dismissed at 44% in comparison to their proportion of the workforce which stands at 22%. Recruitment The analysis of recruitment data shows that older candidate have better success rate than younger candidates. This is consistent amongst all the age groups above 30 with those below achieving less successful outcomes. 10

11 Success rate of job applicants by age 3% 3% 4% 5% 5% 7% 1 9% 1 1 9% 13% 12% 12% 14% 15% 15% 23% 24% 15% 19% 17% 2% 2% Applications Shortlisted Recruited Under 20 Not stated The recruitment team now uses a recruitment system called TRAC. This is the first time data has been extracted from the system for the purposes of drafting this report. There are some minor inconsistencies in relation to the grouping of the different age groups compared with the standard grouping from ESR. Work will be undertaken to ensure the groupings are aligned to facilitate comparative analysis of data on recruitment and starters across the protected characteristics. The age profile of starters is represented in the chart below. 11

12 5. Disability There were no specific questions asked about disability in the 2011 census which makes benchmarking and making comparisons problematic. Local residents were asked to indicate the extent to which their day to day activities were restricted as a result of a long term health problem or disability. For both Lewisham and Greenwich, over 7% indicated that their dayto-day activities were limited a lot and another 7% indicated that their day-to-day activities were limited a little bringing the total to 14%. For Bexley residents, 7% stated that their day-today-activities were limited a lot and 9% stated their day-to-day activities were limited a little 3% of staff have stated they have a disability 74% have stated they do not have a disability 23% of staff have chosen not to disclose information with regards to disability The percentage of staff who have stated they have disabilities range from under to 4% across the divisions. 10 Disability Workforce Profile by Directorate Yes Not Declared/Unkown No Undisclosed 28% Yes 2% Disabled Temporary Workforce No 7 12

13 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8 and Consultant & Directors M&D Training Students Workforce Disabled workers represent 2% of the temporary workforce. The proportion of temporary workers who have not disclosed information in relation to their disability is 28%; slightly higher than amongst the permanent staff. Pay 4% 3% 2% % of staff who have declared a Disability by Pay 3% 3% 3% 2% 2% 2% 2% 2% 3% 10 Pay band by Disability 5 Yes Not Declared/Unkown No Staff who have declared a disability are represented across most pay bands and pay brackets. Part Time Working 13

14 Part Time Working by disability 69% 74% 28% 23% No Not Declared/Unkown 2% Yes 3% P/T Working Workforce Profile There is a slightly lower representation of part time workers in the disabled and non disabled categories. Training Due to the percentage of staff who have chosen not to declare information in relation to disability, it is difficult to analyse and draw reliable conclusions in relation to training. Promotions 14

15 Promotions by disability 77% No 74% Promoted 2 23% Not Declared/Unkown Workforce Profile Yes 3% Although a significant number of staff have chosen not to declare information in relation to disability, the percentage of staff promoted who have declared a disability does not compare favourably with their proportion of the workforce. Despite making up 3% of the workforce, they represent of those promoted. Leavers and Dismissals Leavers and Dismissals by disability 74% 74% % 23% No Not Declared/Unkown 4% Yes All leavers Dismissals Workforce Profile 3% The percentage of staff with Undeclared/Unknown disability status dismissed is disproportionately high in comparison to their share of the workforce. Recruitment 15

16 Success Rate of non-medical Job Applicants by Disability 5% 8% 1 95% 96% 92% 89% 3% 3% 3% 3% Not Stated Do not wish to declare No Yes The proportion of candidates who declared a disability at the application stage is consistent throughout the recruitment process right through to starters. The proportion of permanent staff who have declared a disability is 3% and therefore there is no upward or downward shift in the Trust s disability profile. 6. Ethnic Origin The Trust has an ethnically diverse workforce. Black and Minority Ethnic (BME) employees make up 43% of the Trust s permanent workforce. The 2011 census showed that Lewisham and Greenwich have an ethnically diverse population. This diversity is reflected in the Trust s permanent and temporary workforce. The proportion of BME staff is higher than their share or the local population which stands at 38%. Ethnic Profile of Residents of Working Age Compared with the Trust s Permanent and Temporary Workforce Ethnicity L&G Residents Headcount Permanent Workforce Headcount Temporary Workforce White 62% 55.18% 43.38% Mixed 4% 2.59% 3.19% Asian % 8.92% Black % 37.22% Chinese and Other Ethnic Group 2% 4.13% 4.67% Not Stated 1.59% 2.6 The ethnic profile of Residents in Lewisham, Greenwich and Bexley Ethnicity Lewisham AND Greenwich Combined Lewisham Greenwich Bexley White 62% 58% 66% 84% Mixed 4% 5% 3% 2% Asian 1 9% 12% 7% Black 2 25% 17% 7% Chinese & Other Ethnic Group 2% 3%

17 Ethnic Profile- Permanent Workforce Other 4% Not Stated 2% Lewisham & Greenwich NHS Trust Permanent Staff Ethnic Profile Black 27% Asian 9% White 55% Mixed 3% Approximately, of the Trust s temporary workforce are bank workers only whilst the other also hold substantive contracts. The use of temporary workers enables the Trust to utilise staff in a manner which is responsive to the needs of services. It also allows workers the flexibility of choosing work hours which is convenient and fits in with the way they lead their lives. BME workers represent the largest proportion of temporary staff at 54% which is 16% higher than their share of the local population. In contrast, there are fewer white temporary workers at 43% versus their make up 62% of the local population. Ethnic Profile- Temporary Workforce Chinese and Other Ethnic Group 5% Not Stated 3% Lewisham & Greenwich NHS Trust Temporary Workforce Ethnic Profile Black 37% White 43% Asian 9% Mixed 3% Ethnic Profile by Directorate 17

18 Ethnicity Corporate Acute Children Pathology Pharmacy Estates & Facilities Long Term Conditions & Cancer (LTC&C) Surgery Women & Sexual Health White 66% 44% 6 57% 75% 63% 5 Mixed 3% 3% 4% 2% 2% 2% 3% 2% 2% Asian 8% 9% 8% 12% 17% 4% 1 12% 6% Black 19% 4 23% 16% 18% 12% 17% 27% 28% Chinese and Other Ethnic Group 2% 3% 3% 6% 6% 5% 8% 2% Not Stated 2% 3% 2% 7% 2% Total Pay The composition of band 6 and M&D workforce are both representative of the Trust s ethnic profile of 55% white and 43% BME. BME representation at band 5 is higher than their share of the workforce. There is a notable trend of BME representation decreasing as the pay grades increases with the exception of Medical and Dental grades. BME representation in pay brackets 40,000-70,000 and 100,000+ is lower than their proportion of the workforce. Those in the white ethnic category make up a larger proportion of those in band 8 and Director Level pay grades in comparison to their proportion of the workforce. The proportion of staff is in the Director Level pay band is very small and this should be taken into account in drawing any conclusions. The proportion of Asian staff in the 70,000 to 100,000 pay brackets is significantly higher than their share of the workforce. This is due to their high numbers in Consultant and Career Grades jobs where posts attract salaries between 70, ,000. Pay by Ethnicity Not Stated Other Black Asian Mixed White 18

19 Pay band by Ethnicity Not Stated Other Black Asian Mixed White 19

20 Part Time Working Part Time Working by Ethnicity % 55% 2% 3% 1 5% 27% 23% 3% 4% 2% 2% White Mixed Asian Black Other Not Stated P/T Working Workforce Profile Staff in the white ethnic category make up the largest proportion of part time workers. They make up 64% of part time workers. All the different categories of BME staff are underrepresented compared to the overall workforce profile. Training Take up of training opportunities by ethnicity % 55% 3% 3% % 27% 4% 4% 2% 2% White Mixed Asian Black Other Not Stated Attended Training Workforce Profile Take up of training opportunities is generally representative across the different ethnic groups. 20

21 Promotions Promotions by ethnicity 62% 55% 25% 27% 7% 1 3% 4% 4% 2% White Mixed Asian Black Other Not Stated Promoted Workforce Profile The ethnic profile of staff promoted is not representative of the Trust s substantive workforce. The percentage of BME staff who were promoted was 7% lower than their share of the workforce. 62% of staff promoted were of white origin in comparison to 55% of their share of the workforce. 27% of the workforce are of black origin and make up 25% of staff promoted. 7% of staff from Asian background were promoted versus their 9.5% share of the workforce. Similar underrepresentation can be seen in those in the mixed ethnic category and amongst those who have not stated their ethnicity. Grievance & Disciplinary Grievance Activity Asian 4% Black 3 Other Mixed 4% Not Stated 7% White 54% Disciplinary Activity Other 4% Black 43% Not Stated 6% Asian 6% White Mixed There were 26 grievances logged between 1 October 2013 and 30 September The number of grievances is too small to draw robust conclusions. However, it must be noted 21

22 that there is slightly more grievances logged by employees from the black, mixed and not stated ethnic categories in comparison to their share of the workforce. There were 316 employees subject to disciplinary action. Although BME staff make up 43% of the overall permanent workforce, 5 of those subject to disciplinary action were from BME backgrounds. Disproportionate involvement of BME staff in disciplinary action is a persistent trend which resonates with research elsewhere. This is most evident amongst staff from the black ethnic category who make up 43% of those disciplined this year. Leavers Leavers and Dismissals by ethnicity % 55% 44% 33% 28% 27% 9% 1 1 4% 6% 6% 3% 3% 4% 2% 2% White Mixed Asian Black Other Not Stated All leavers Dismissals Workforce Profile The percentage of staff dismissed in the Mixed, Asian, Black and the not stated ethnic group categories were disproportionately high in comparison to their share of the workforce. The proportion of leavers in the mixed and black ethnic categories are also slightly higher than their share of the workforce. Recruitment Success Rate of Job Applicants by Ethnicity 10 2% 2% 4% 4% 4% 3% 4% 2% 2 37% 37% 27% 3 18% 4% 4% 36% 34% 9% 12% 5% 4% 53% 49% 1 4% 62% Not Stated Chinese /Other Black Asian Mixed White 22

23 There are variations in the ethnic profile of candidates who applied for posts and those who ultimately joined the Trust. BME staff make up 62% of the total number of applicants and 64% of those shortlisted however, only make up 43% of those who were recruited and 5 of starters. The success rate of job applicants amongst BME staff is poorer for those in the Black, Asian and not stated ethnic categories whilst a reverse trend can be seen for those in the White category who although make up 36% of applicants, make up 49% of starters. Despite the disparities, the actual number of joiners from BME background is slightly more than their proportion of local residents. 7. Gender The Trust s gender split is not representative of the profile of Lewisham and Greenwich which comprises of 5 female and 49% male. Bexley has a gender split of 48% male and 52% Female. The NHS as a whole has a male to female split of 23% and 77%. The Trust has predominantly female permanent employees and temporary workforce. The permanent workforce comprises of 8 female and 19% male whilst the temporary comprise of 23% male and 77% female. This theme runs across all the divisions. The Children s services and Women & Sexual Health divisions have the largest number of females at 93% and 94% respectively. Gender % Permanent Staff Male 19% Gender % Temporary Workfprce Male 23% Femal e 8 Female 77% Gender Profile by Directorate Male Female 84% 73% 94% 8 72% 83% 93% 7 75% 58% 28% 17% 7% 3 25% 42% 16% 27% 6% 19% 23

24 Pay Pay by Gender Female Male Pay band by Gender Female Male Female representation is dominant throughout bands 2 to 7 in comparison to their share of the workforce at 8. Male representation increases as pay increases. Part Time Working 24

25 Part Time Working by Gender 10 6% Male 19% 94% Female 8 P/T Working Workforce Profile There are significantly more females working part time than males. Females make up 94% of part time workers versus their 8 share of the workforce whilst Males make up 6% of part time workers. Training There were approximately 58,913 courses and e-learning events taken up by 5,296 staff. The data analysis shows that access to training is generally equitable across the different protected groups. Take up of training is generally aligned with the gender profile of the Workforce. Promotions There were 226 promotions between 1 October 2013 and 30 September

26 Promotions by gender 10 83% 8 17% 19% Promoted Workforce Profile Male Female Minor inconsistencies can be seen in the gender profile of staff promoted in comparison to that of the Trust substantive workforce. There were more females promoted than their share of the workforce and the reverse can be seen for males. Leavers and Dismissals Leavers and Dismissals by gender 10 83% 78% 8 17% 22% 19% Male Female All leavers Dismissals Workforce Profile Recruitment 26

27 Success rate of job applicants by gender 10 73% 7 27% 29% 85% 79% 15% 2 Female Male Amongst the newly recruited staff, the proportion of male joiners was lower than the proportion of males who submitted applications. The proportion of male starters although significantly lower than their proportion of the local population (i.e. 49% v 2 of starters) is slightly larger than their current representation within the workforce which stands at 19%. 8. Marriage and Civil Partnership Unknown Marriage & Civil Partnership- Permanent Staff 4% Civil Widowed Partnership Single Married 47% Legally Seperated 2% Divorced 5% 27

28 Unknown Marriage & Civil Partnership-Temporary Staff 9% Widowed Civil Partnership Single 43% Married 39% Legally Seperated 2% Divorced 5% According to the 2011 population census, 36% of residents in Lewisham and Greenwich were married in comparison with the Trust s workforce of 47%, less than were in civil partnerships and 47% single. For Bexley, 48% of residents were married, 34% single and less than were reported to be in civil partnerships. The marital status of the temporary workforce is slightly more representative of local residents. Pay Pay by Marital Status Widowed Unknown Single Married Legally Seperated Divorced Civil Partnership 28

29 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8 and above Consultant & Directors M&D Training Students Workforce Profile Pay band by Marital Status Widowed Unknown Single Married Legally Seperated Divorced Civil Partnership Married staff make up a large proportion of those in the higher pay bands whilst those in the single category make up a large number of those on lower bands. Married staff are over represented in pay brackets 40,001 through to the 100,000+ bracket. 9. Religious belief Christianity is the dominant religion of both permanent and temporary staff at 5 and 35% respectively. It was also found to be the most common religion amongst Lewisham and Greenwich residents in the 2011 census at 52% with a further 26% stating they had no religion. The proportion of staff choosing not to disclose their religion remains high at 29% amongst permanent staff and 22% amongst the temporary workforce. 29% of temporary staff fall under the undefined category. Other Religion Judaism 4% Jainism Islam 4% I don't wish to declare 29% Religious Belief- Permanent Staff Sikhism Undefined 2% Atheism 7% Buddism Christianity 5 Hinduism 3% 29

30 Sikhism Religious Belief- Temporary Staff Undefined 29% Atheism 5% Buddism Christianity 35% Other Religion 2% Judaism Jainism Islam 3% I don't wish to declare 22% Hinduism 2% Permanent Workforce Temporary Workforce Lewisham & Greenwich Residents Bexley Residents Religion No Religion 26% 24% Atheism 7% 5% Buddhism Christianity 5 35% 52% 62% Hinduism 3% 2% 3% 2% I don't wish to declare 29% 22% Islam 4% 3% 7% 2% Jainism Judaism Other 4% 2% 2% Sikhism 2% Undefined 2% 29% 8% 7% Total Recruitment 30

31 Success rate of non-medical job applicants by Religious Belief Jainism % 9% 8% 13% 6% 6% 9% 1 12% 4% 6% 3% 6% 6% 7% 5% 57% 58% 57% 57% 12% 7% 7% 1 4% Applications Shortlisted Recruited starters I do not wish to disclose my religion / belief Other Sikhism Islam Hinduism Judaism Christianity Buddhism Atheism Not stated 10. Sexual Orientation Lesbian Undefined 2% Bisexual Gay Sexual Orientation- Permanent Staff I don't wish to declare 25% Hetrosexual 7 Heterosexual represents the dominant category amongst permanent staff at 7 with 25% choosing not to disclose their sexual orientation. The largest proportion of temporary staff also fall in the heterosexual category. However, a significant proportion 29% have undefined (default text for blank fields) recorded and a further 22% have chosen not to declare their sexual orientation. There are no reliable data in relation to the sexual orientation of the local population. Questions relating to sexual orientation did not feature in the 2011 census. However, sexual 31

32 orientation is one of the 9 protected characteristics and has therefore been included in this report. Sexual Orientation-Temporary Staff Bisexual Gay Undefined 29% Hetrosexual 48% Lesbian I don't wish to declare 22% Recruitment Success rate of non-medical job applicants by Sexual Orientation 10 95% 9 85% 75% 4% 8% 8% 4% 5% 2% 89% 89% 88% Applications Shortlisted Recruited Not stated I do not wish to disclose my sexual orientation Gay Lesbian I do not wish to disclose Bisexual Persons of the Same Sex Persons of the Opposite Sex The data on success rate of job applicants by sexual orientation is provided for reference. Work be carried out to align categorisation on TRAC (The Trust s recruitment portal) with ESR. The breakdown of the sexual orientation of starters is provided below. 32

33 Sexual Orientation of Starters I don't wish to declare 13% Lesbian Undefined Bisexual Gay Hetrosexual 85% 11. Leavers by Directorate and Staff There are notable variations in the proportion of staff leaving the different directorates. Pharmacy appears to be the directorate with the highest proportion of leavers. However, these include pre registration pharmacists who are here for a fixed period as part of their rotation. At the opposite end of the spectrum, Surgery had the lowest leavers. The directorate make up 18% of the workforce but make up 12% of leavers. With regards to staff groups, Allied Health Professionals had the largest proportion of leavers. 33

34 12. Conclusion The Trust s workforce is predominately female. It serves an ethnically diverse population which is reflected in its workforce. The Trust takes positive steps to promote equality. Equality impact analyses are undertaken on all Trust policies and procedures, Equality and Diversity training, and updates are mandatory requirements for all Trust staff. Equality and Diversity also features in Trust induction and introduces new staff to the Trust s obligations in relations to service users and employees. Recruitment panels undertake training on fair and efficient recruitment, and the training and development programmes on offer are open to all staff. This report however, demonstrates that some employees are underrepresented in some areas within the organisation and somewhat disproportionately affected by some of its practices such as disciplinary. The Trust recently completed an EDS engagement exercise to assess how well employees from protected groups fare on the EDS outcomes compared with the overall workforce. The grading achieved as a result of analysis of a range of data about staff highlighted areas requiring improvements. A number of objectives have therefore been developed to address the areas of concern which includes representation. One of the Trust s objectives is to implement the NHS Race Equality Standard (WRES) which aims to improve outcomes for BME staff including a goal to reduce the likelihood of BME staff entering a disciplinary process. The data in this report will be used as benchmark for assessing the Trust s performance against its equality objectives. Progress will be reported to the Equalities Steering Committee and the Clinical Quality Review Group. 34