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

Transcription

1 EQUALITY & DIVERSITY ANNUAL EQUALITY WORKFORCE REPORT 1st APRIL st MARCH P a g e

2 CONTENTS TITLE PAGE Introduction 3 Section 1 Workforce Overview 4 Section 2 Gender Identity 4-7 Section 3 Ethnicity 8-9 Section 4 Age 1-13 Section 5 Religion/Belief 14 Section 6 Sexual Orientation 15 Section 7 Disability 15 2 P a g e

3 INTRODUCTION Welcome to the fourth edition of Tameside Hospital NHS Foundation Trust s Equality & Diversity Annual Workforce Profile report. The Equality Act 21 The Equality Act (21) protects individuals from unfair treatment and promotes a fair and more equal society. It protects people from discrimination, harassment and victimization in work, education and when accessing services like healthcare. The Equality Act protects anyone who falls into a protected characteristic : Gender Identity Ethnicity Age Religion/Belief Sexual Orientation Disability Sex Marriage/ Civil Partnership Pregnancy, Maternity Celebrating a Diverse Workforce In recognition of the benefits of employing a diverse workforce in the delivery of a high quality of service to our patients, the purpose of this report is to provide a profile of our workforce for the period 1st April 213 to 31st March 214 by gender, age, ethnicity and working patterns. This snapshot of our workforce will be used over the next 12 months to inform employment practice, recruitment practice and management development. As we build on our database of information, we will be able to undertake trend analysis and measure the impact of the actions we have taken to bring about a more balanced workforce, which is reflective of the diverse communities that we serve. The Trust is required to collate workforce data that provides evidence of how well it is meeting its obligations in relation to equality. Regular monitoring and review of this information enables the Trust to identify barriers that current and potential employees may face in relation to employment and progression. It also allows the Trust to take appropriate action to ensure equity of opportunity for all in the access of employment at Tameside Hospital. 3 P a g e

4 Headcount Section 1 Workforce Overview 3 Total Staff in Post (3 Year Comparison) Part Time Full Time The Trust operates a Flexible Working Policy which is reflected in the above chart showing a relatively equal split of part time and full time employees. Section 2 Gender Identity 2.1 Trust Overview 19% Gender Breakdown at 31-Mar % 214 Female 214 Male As demonstrated above, the majority of the Trust s workforce (81%) is female which is reflective of other NHS Trust s in the North West region and the national picture. This split can be explained as historically occupations within the NHS have been attracted females. 4 P a g e

5 Headcount Headcount 2.2 Divisional Overviews The charts below review the gender spilt by Division and by flexible working patterns over a 3 year period Corporate Divisions Male Female 4 2 Full Time Part Time Full Time Part Time Full Time Part Time Corporate Divisions Diagnostic & Therapeutic Division Male Female 4 2 Full Time Part Time Full Time Part Time Full Time Part Time Diagnostic & Therapeutic Division 5 P a g e

6 Headcount Headcount Elective Services Division Male Female 5 Full Time Part Time Full Time Part Time Full Time Part Time Elective Services Division Emergency & Critical Care Division Male Female 1 5 Full Time Part Time Full Time Part Time Full Time Part Time Emergency & Critical Care Division 6 P a g e

7 Headcount Headcount Facilities Divisions Male Female 2 1 Full Time Part Time Full Time Part Time Full Time Part Time Facilities Division Women s & Children s Divisions Male Female 5 Full Time Part Time Full Time Part Time Full Time Part Time Women's & Children's Division 7 P a g e

8 Section 3 Ethnicity 3.1 Trust Overview Ethnic Composition White - British/Irish/Other 83% Mixed 1% Asian/Asian British 11% Other 2% Black/Black British 3% Undisclosed % 3.2 Trust Compared to Local Population Ethic Origin Trust Tameside Population White 83.% 9.9% Black 3.%.7% Asian 11.% 6.3% Mixed 1.% 1.4% Other 2.%.7% The above chart illustrates the diversity of the Trusts workforce, which is reflective of the local community that we serve. 8 P a g e

9 3.3 Staff Group Overview 9 8 Undisclosed Other Black/Black British Asian/Asian British Mixed White - British/Irish/Other 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 The above chart shows there is a higher percentage of staff from a White ethnic background across all of the staff groups with the exception of the Medical and Dental staff group. This position was the same in the previous three years. 9 P a g e

10 Section 4 Age 4.1 Trust Overview 5 Composition of Workforce by Age (3 Year Comparison) The chart above shows the age profile of the Trust s workforce, which will be useful in succession and workforce planning within divisions. The average age of the workforce has shifted from to 46-5 which accounts for 17% of the Trust s workforce. Contributing factors to this shift has been organisation change, voluntary retirement and changes in pension regulations. 1 P a g e

11 Headcount Headcount 4.2 Divisional Overviews The charts below review the Division by age bands over a 3 year period Corporate Divisions 7 Composition of Workforce by Age (3 Year Comparison) Corporate Divisions Diagnostic & Therapeutic Division 6 Composition of Workforce by Age (3 Year Comparison) Diagnostic & Therapeutic Division 11 P a g e

12 Headcount Headcount Elective Services Division 12 Composition of Workforce by Age (3 Year Comparison) Elective Services Division Emergency & Critical Care Division 14 Composition of Workforce by Age (3 Year Comparison) Emergency & Critical Care Division 12 P a g e

13 Headcount Headcount Facilities 4 Composition of Workforce by Age (3 Year Comparison) Facilities Division Womens & Children s Services Division 9 Composition of Workforce by Age (3 Year Comparison) Women's and Children's Division 13 P a g e

14 Section 5 Religion/Belief 5.1 Trust Overview Religion/Belief Trust Local Population Atheism 7.29% 23.6% Buddhism.28%.2% Christianity 5.66% 64.% Hinduism 2.1% 1.5% Islam 3.6% 4.4% Jainism.4%.% Judaism.12%.% Other 5.7%.3% Do not wish to disclose 31.45% 5.9% In terms of religion/belief, the Trusts workforce is reflective of the local population, with the exception of Atheism. It is also acknowledged a large proportion of our workforce has chosen not to disclose. 14 P a g e

15 Headcount Section 6 Sexual Orientation 6.1 Trust Overview Composition of Workforce by Sexual Orientation Bisexual Gay Heterosexual Lesbian I do not wish to disclose Section 7 Disability 7.1 Trust Overview by Staff Group 9 8 Disablility by Staff Group Yes Not Declared No Add Prof Scientific and Technic Additional Administrative Clinical Services and Clerical Allied Health Professionals Estates and Ancillary Healthcare Scientists Medical and Dental Nursing and Midwifery Registered 214 The above chart demonstrates that 3% of the Trusts workforce has a disability. It is acknowledged that 31% of the workforce has chosen not to declare one way or another. 15 P a g e

16 16 P a g e