Healthcare Improve ement Scotland Workfor rce & Equalities Monitorin ing Report

Transcription

1 Healthcare Improve ement Scotland Workfor rce & Equalities Monitorin ing Report Printed copies should not be considered the definitive version. Produced by: Human Resources /Public Involvement Page 1 of 25

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3 Contents Page 1 Introduction Actions and progress 4 3 Current Staffing Profile 9 4 Workforce by ethnicity 11 5 Workforce by other protected categories 12 6 Recruitment and selection 14 7 Starters and Leavers 19 8 Applications for training 20 9 Staff benefiting or suffering detriment as a result of appraisal systems 10 PDR and PDP activity by equality and diversity monitoring strand Discipline and grievance procedures Future steps 25 Produced by: Human Resources /Public Involvement Page 3 of 25

4 1 Introduction It is a legal requirement for Healthcare Improvement Scotland to produce and publish an analysis of our workforce equality monitoring data each year. This report provides information on the profile of our workforce and covers recruitment, selection and staff development. The report covers the period 1 April March It provides monitoring data for the equality protected characteristics of age, disability, race, religion and belief, sex and sexual orientation. The Equality Act 2010 extends equality protected characteristics to include the following: Gender Reassignment - It is discriminatory to treat people who propose to start to or have completed a process to change their gender less favourably, for example, because they are absent from work for this reason. Marriage and civil partnership - The Act continues to protect employees who are married or in a civil partnership. Single people are however not protected by the legislation against discrimination. Pregnancy and maternity - The Act continues to protect women against discrimination because they are pregnant or have given birth. During we will review and amend our equality and workforce monitoring forms and processes to align as much as possible with the new equality protected characteristics whilst still allowing comparison to the 2011 census data once available. However as we use national NHS Scotland forms and systems, changes to these are not within our control and may take longer to achieve. Changes that we can make to our data collection and monitoring will be introduced from April 2013 to support future analysis against the equality protected characteristics Actions and progress Recommendations arising from the workforce equality monitoring report included a mix of actions specific to particular protected characteristics as well as those aimed at improving equality in general. With the organisation undergoing a major restructuring during , the opportunities to review and implement actions from the workforce equality monitoring report were restricted. The recommendations were: Age Action to be taken to examine the reasons why more staff from the 50 to 54 age group leave the organisation than join it and identify steps to address this disparity. Produced by: Human Resources /Public Involvement Page 4 of 25

5 Progress Without intervention, the difference between starters and leavers in the age group during 2011/12, is now reversed with 11.87% more starters than leavers. Despite annual variances across age groups, the overall age profile of the organisation is broadly consistent with previous years. Disability An exercise to be undertaken to find out why staff may feel confident in declaring a disability once they have started employment but not before and identify steps to address any points identified. Progress Without intervention, the data this year indicates the opposite of last year with more people choosing not to disclose their disability status on engagement to the organisation (16.33%) than at application stage (5.82%). The increased percentage of non-disclosure is reflected across most protected categories at the point of engagement. Ethnicity To conduct an in-depth analysis of applications from the Chinese and Pakistani ethnic groups, to ascertain the barriers to progression beyond the short listing stage and identify steps to address these. Progress Reasons for this situation were not ascertained, however, it can be noted that 8.5% of all applications for this period were received from Asian candidates, with less than 1% being interviewed and 0.2% resulting in a job offer (0.43% of those interviewed were for internal promoted positions). The rise in non-disclosure by staff joining the organisation (15.65%),makes it unclear whether particular ethnic groups are under reported. Gender Action required to increase the number of male applicants applying for posts. Progress Although the number of applications from male candidates has increased modestly during (to 35%), the gender composition of the organisation remains predominantly female (75%). As well as constantly monitoring our broad advertising strategy to ensure effectiveness, additional research was undertaken specifically around using other sources to attract more male applications (ie those leaving military service following cuts in the armed forces). It has proved Produced by: Human Resources /Public Involvement Page 5 of 25

6 difficult to identify appropriate sources such as a central advertising source for ex-services staff,. In addition the cost barriers associated with blanket advertising all jobs in an extended range of media are prohibitive, especially against a backdrop of austerity and cost-cutting within the NHS and Public Sector. Work will continue to identify specific media options that are appropriate and cost effective. In addition, there is need to note the fact that this is an NHS wide issue and not a localised one. Religion or belief Action will be taken to escalate the fact that the field for Muslim is not included on the equality monitoring form for NHSScotland staff, as this hinders our ability to achieve an accurate analysis of religion and belief. Progress Muslim as a religion is included in the staff engagement form and Islam is also listed as an option within the application form. We raised this issue with NHS Health Scotland s Equalities and Planning Directorate to look at ways of unifying the terminology used across the staff engagement and application forms. We were given the assurance that this will be raised at the Equality Lead Network and escalated further to the Scottish Government Health Department. Sexual orientation To continue to encourage staff to declare their sexual orientation, share and learn from good practice in this area with NHSScotland. Progress In an organisation of Healthcare Improvement Scotland s size, this remains a challenging and sensitive area as it is in our comparator National Boards like NHS Health Scotland. However, we will continue to encourage staff to disclose this information with an assurance of confidentiality but it is within their legal right to disclose or not. Training To continue to report on those who have a Performance and Development Review and Personal Development Plan in place. Progress To gather qualitative data on staff and manager s experience of the Performance Development Review process with the aim of gaining information of where staff feel they may have either benefited or suffered detriment from the Performance and Development Review process. Progress Produced by: Human Resources /Public Involvement Page 6 of 25

7 Surveys have been drafted with a view to gathering qualitative data on staff and manager s experience of the Performance Development Review process. However due to the organisational restructuring, issuing the surveys have been delayed until April To continue to monitor the uptake of training opportunities as this is frequently linked to the potential for promotion and to work on improving our data in relation to those who have applied and been turned down for training. Progress The information we collected showed a drop in the number of both males and females accessing training. This may be attributed to the uncertainty caused by restructuring where staff were unsure which skills they may require. Revised learning logs have been introduced to try to improve the capture of data in relation to those who have applied for and been turned down for training. These will be monitored and reported on. Reporting To explore instances when it appears that individuals only disclose equality data following appointment, to then take appropriate action to encourage disclosure at the application stage. Progress The reporting for this period ( ) would indicate that candidates are more comfortable disclosing information at application stage than on appointment, which is the opposite of the previous year ( ). To explore the opportunity for employees to amend and update their own equality information, through the incoming national HR system. Progress To reaffirm messages to staff on the importance of providing equality information when requested, through equality and diversity training, staff newsletter, employee induction, and other avenues. Progress Awareness information on disclosure of personal information is built into the Equality and Diversity training which is mandatory to all new employees. The need to disclose is emphasised highlighting not only the legal obligation we have to meet in collecting this data but also the need to have this information to assist in planning appropriately for staff needs. Although sensitive and seemingly intrusive, staff are encouraged to disclose this information with an assurance that it for the above mentioned reasons only. We will continue to send out Produced by: Human Resources /Public Involvement Page 7 of 25

8 this message through the avenues mentioned above with a hope of increasing the reporting rate. To continue development of policies which support work-life balance, and application of family friendly policies. Progress General updates were made to family friendly policies during the year (i.e. Flexible Working & Homeworking policies), especially in the run up to the Edinburgh office move. Other policy updates included the Equal Opportunities & Diversity in Employment, Dignity at Work and The Recruitment and Selection Policies. Produced by: Human Resources /Public Involvement Page 8 of 25

9 3 Current Staffing Profile Organisational headcount (permanent & fixed term staffing only) has remained broadly similar over the last three years. Budgetary constraints, operational effectiveness savings through the introduction of a vacancy review process and cross functional cooperation have all contributed to this unchanged status. As part of the Cash Releasing Efficiency Savings, a voluntary redundancy programme was completed in March/April The 25 staff affected are included in this reporting period as they were in post on 31 March Healthcare Improvement Scotland Organisational between 2008 and 2012 (year ending March) The figures relate to permanent and fixed term staff and do not include staff recruited to seconded posts within Healthcare Improvement Scotland, temporary agency staff, self-employed contractors or sessional staff providing specialist clinical or technical expertise. Produced by: Human Resources /Public Involvement Page 9 of 25

10 % % 5.00% Distribution by AfC Pay Band / Pay Grade Mar-09 Mar-10 Mar-11 Mar-12 The number of staff per pay band has been broadly consistent over the last four years Workforce Profile Distribution by Sex and AfC Pay Band Band 2 Band 3 Band 4 Female Male Band 5 Band 6 Band 7 Band A Band B Band C Band D Executive Medical With the exception of Medical grades, the workforce composition across all pay bands continues to be predominantly female. More females work part time than males, which has been typical over the last 4 years. Whole/Part time by Sex TOTAL Female Male Part Time Whole Time Part Time Whole Time Produced by: Human Resources /Public Involvement Page 10 of 25

11 Staffing by Job Family Mar-09 Mar-10 Mar-11 Administrative Services Senior Managers Medical and Dental Mar Staffing across the organisationn has remained relatively unchanged across the job families. 4 Workforce by Ethnicity Reported figures have remained fairly consistent over the last 4 year period although, we have seen an increase in the Declined/Not Known category during the last 2 years. This reluctance to provide data has seen our disclosure rate drop to just over 84% this year. The average disclosure rate over the last 4 years remains high at 90.79%. Ethnic Group African - African Any Mixed Background Asian - Indian Asian - Other Declined/Not Known Other Ethnic Background Other White White British White Irish White Scottish % 1.37% 1.37% 1.02% 1.17% 1.03% 0.68% 0.68% 0.78% 1.03% 1.37% 0.34% 0.78% 0.68% 0.34% 0.34% 5.08% 5.48% 10.62% 15.65% 0.39% 4.30% 6.16% 5.82% 5.10% 18.75% 15.75% 15.07% 14.63% 2.34% 3.08% 2.05% 2.04% 65.63% 65.41% 62.67% 60.20% As the results of the 2011 census are not due to be released until later in 2012, the general comparator data for Scotland has been provided from the 2001 Census figures from the General Registry Office for Scotland (GROS). The data in relation to NHSScotland, Special Health Boards and Healthcare Improvement Scotland was drawn from Information Services Division datasets. Produced by: Human Resources /Public Involvement Page 11 of 25

12 This chart compares our current workforce to the Scottish population, NHS Scotland as a whole and to the average figures from the collective special health boards. Ethnicity Comparators Population of Scotland NHSScotland Combined 'Special' Health Boards Healthcare Improvement Scotland African - African 0.10% 0.40% 0.30% 1.02% Asian - Bangladeshi 0.04% * Asian - Chinese 0.32% 0.20% 0.20% Asian - Indian 0.30% 0.80% 0.60% 0.34% Asian - Other 0.12% 0.40% * 0.34% Asian - Pakistani 0.63% 0.30% 0.40% Caribbean or Black - Caribbean 0.04% * Declined/Not Known n/a n/a 28.10% 15.65% Mixed or Multiple Ethnic Group 0.25% 0.30% 0.40% 0.68% Other Black 0.02% * Other Ethnic Background 0.19% 0.20% * White - Irish 0.98% 0.90% 0.80% 2.04% White - Other 1.54% 3.10% * 5.10% White - Other British 7.38% 9.00% 10.80% 14.63% White - Scottish 88.09% 49.00% 55.90% 60.20% Healthcare Improvement Scotland is comparable in many groups and exceeds the national average in others. 5 Workforce by other protected categories Workforce by Religion and/or Belief Religion and/or Belief Buddhist 1.17% 0.68% 0.34% 0.34% Christian - Other 10.94% 12.33% 11.99% 10.88% Church of Scotland 20.31% 19.86% 19.86% 19.39% Hindu 0.39% 0.34% 0.34% Jewish 0.39% Not Known/Declined 16.80% 15.41% 19.86% 25.17% No Religion 35.94% 36.99% 33.90% 32.31% Other 1.95% 1.71% 1.71% 1.70% Roman Catholic 12.11% 12.67% 11.64% 10.20% Sikh 0.34% This protected group remains largely unchanged, with the exception of the increase in those not wishing to disclose information. Produced by: Human Resources /Public Involvement Page 12 of 25

13 Workforce by Sexual Orientation Sexual Orientation Bisexual 0.78% 0.68% 0.68% 0.68% Declined/Not Known 16.02% 14.38% 19.86% 24.49% Gay 1.56% 2.40% 2.40% 2.38% Heterosexual 81.25% 82.19% 76.71% 72.11% Lesbian 0.39% 0.34% 0.34% 0.34% This protected group remains largely unchanged, with the exception of the increase in those not wishing to disclose information. Workforce by Disability Status Disability? Declined/Not Known 6.64% 6.85% 12.33% 16.33% NO 91.80% 91.78% 86.30% 82.31% YES 1.56% 1.37% 1.37% 1.36% This protected group remains broadly consistent over the last 3 periods, with the exception of more staff electing to decline to disclose this information. The higher non-disclosure rate does make it difficult to compare actual disability rates with national comparators (i.e Census reported 20% of the population recorded a long-term illness/disability) Workforce by Sex Sex Female 76.56% 77.05% 76.37% 75.17% Male 23.44% 22.95% 23.63% 24.83% Despite a modest increase in males within the organisation over the last 3 years, the gender balance remains predominantly female (75% of the total workforce). This picture is broadly representative of the NHS Scotland workforce and achieving a gender balance remains a national challenge. Workforce by Age Group Age Group % 2.05% 2.05% 2.38% % 14.38% 12.33% 9.18% % 16.10% 16.10% 16.33% % 14.38% 16.44% 15.31% % 15.41% 16.10% 15.31% % 12.33% 13.01% 14.29% % 11.30% 10.62% 13.27% % 7.19% 7.19% 7.82% % 6.85% 6.16% 6.12% Our employee profile by age group remains consistent with previous years with no significant variance. Produced by: Human Resources /Public Involvement Page 13 of 25

14 6 Recruitment and selection The recruitment and selection data shows the entire applicant journey highlighting each stage of the selection process for protected characteristics, with each category showing a breakdown of those not meeting the shortlisting criteria; those who were unsuccessful at interview; job offers to external candidates and also internal staff offered promoted posts. Applicant Journey by Protected Categories *Data in the following charts show the percentage of the total number of applications received at each stage of the process Ethnicity The ethnicity information has been combined into the broader ethnic categories to aid presentation. The percentage of applications received for each group is broadly reflective of the previous year s data and comparable with the current organisational profile. External Int. Promotion External Int. Promotion Unsuccessful Job Offer Not Shortlisted Interviewed Asian 7.57% 0.30% 0.43% 0.20% African/Carribbean 1.52% 0.73% 0.43% Mixed/Multi Ethnic 0.71% 0.10% 0.11% Other Ethnic Group 0.30% 0.11% PNTS/Unkown 3.51% 0.22% 0.41% White 67.13% 8.76% 2.06% 3.66% 1.74% This year s data would indicate that internal staff who were successful when applying for a promoted post were White, with Asian and Mixed race staff being less successful (accepting the composition of these groups are smaller). Produced by: Human Resources /Public Involvement Page 14 of 25

15 Disability External Int. Promotion External Int. Promotion Unsuccessful Job Offer Not Shortlisted Interviewed No 73.05% 8.97% 1.94% 4.07% 1.64% Yes 3.46% 0.62% 0.42% PNTS/Unkown 4.24% 0.52% 0.65% 0.31% 0.10% Although the total applications received from candidates with a disability was 4.51%, those candidates were proportionally more successful than those without a disability during the selection process (i.e. 9.3% of candidates applying with a disability were offered a job compared to 6.3% of those without a disability). Religion & Belief 35.00% % % 5.00% External Int. Promotion External Int. Promotion Unsuccessful Job Offer Not Shortlisted Interviewed Buddhism 0.53% Church of Scotland 14.23% 1.65% 0.72% 0.52% 0.52% Hinduism 1.73% Islam 3.46% 0.30% 0.43% 0.10% Judaism 0.40% No Religion 31.83% 4.22% 0.91% 1.79% 0.82% Other Christian 9.10% 1.05% 0.32% 0.93% Other Faith 0.82% 0.10% 0.11% PNTS/Unkown 8.42% 1.36% 0.11% 0.82% 0.10% Roman Catholic 9.93% 1.44% 0.11% 0.53% 0.31% Sikhism 0.30% The percentage of applications received for each Religion and Belief group is broadly reflective of the previous year s data and comparable with the current organisational profile (not withstanding a slight increase in the total applications received from people declaring No Religion ). Produced by: Human Resources /Public Involvement Page 15 of 25

16 Not Shortlisted Sexual Orientation External Int. Promotion External Int. Promotion Unsuccessful Interviewed Job Offer Bisexual 0.91% Gay Man 1.24% 0.10% 0.21% 0.11% Hetrosexual 70.47% 8.55% 2.06% 3.88% 1.54% Lesbian 0.52% 0.11% Other 0.21% PNTS/Unkown 7.41% 1.35% 0.32% 0.82% 0.21% The percentage of applications received for each Sexual Orientation group is broadly reflective of the previous year s data and comparable with the current organisational profile. Notably, more applicants disclosed their orientation at the recruitment stage (10% Preferred not to say on the application form), than on appointment to the organisation (24% Preferred not to say on the staff engagement form). Sex External Int. Promotion External Int. Promotion Unsuccessful Job Offer Not Shortlisted Interviewed Female 50.63% 7.02% 1.56% 2.72% 1.22% Male 28.60% 3.09% 1.03% 1.77% 0.52% PNTS/Unkown 1.53% 0.31% The number of applications received from male applicants has increased modestly to 35% this year, resulting in an increase in male staff headcount within the organisation. However, applications received and gender profile of the organisation remains predominantly female. It would appear that proportionately, internal female staff are also more successful in being offered promoted posts than males (i.e. 10% of internal female staff interviewed are made a job offer compared to 8% male staff). Produced by: Human Resources /Public Involvement Page 16 of 25

17 Age Range 16.00% 14.00% 12.00% 8.00% 6.00% 4.00% 2.00% External Int. Promotion External Int. Promotion Unsuccessful Job Offer Not Shortlisted Interviewed < % % 0.91% 0.43% 0.50% 0.22% % 0.92% 0.21% 0.61% 0.30% % 1.03% 0.73% 1.04% 0.51% % 1.62% 0.19% 0.64% % 1.83% 0.32% 0.64% 0.41% % 1.34% 0.19% 0.31% 0.11% % 1.59% 0.11% 0.42% 0.20% % 0.43% 0.10% 0.33% % 0.11% PNTS/Unkown 2.98% 0.32% 0.32% 0.31% The percentage of applications received for Age Range group is broadly reflective of the previous year s data and the job offers made are comparable with the current organisational profile. However, it is notable that the Applicants age range shows a positive distribution (ie a high proportion of applicants are in their twenties ), whereas the age range at offer stage is closer to the current organisational profile which is normally distributed (ie average age of job offers are to candidates in their thirties ) Not Shortlisted Gender Re-Assignment External Int. Promotion External Int. Promotion Unsuccessful Interviewed Job Offer No 78.00% 9.48% 2.49% 4.40% 1.64% PNTS/Unkown 2.55% 0.63% 0.09% 0.41% 0.10% Yes 0.20% The percentage of applications received from Gender Re-Assignment candidates, are comparable with the current organisational profile. Produced by: Human Resources /Public Involvement Page 17 of 25

18 7 Starters and Leavers Profile The following data represent details of starters and leavers according to their protected characteristics. It has been benchmarked against our core headcount for comparison. The actual number of starters has remained fairly consistent in recent years, but leavers have increased at the end of due to a voluntary redundancy programme. This data will be included in our equalities monitoring report as staff remained in post until the end of March The data across most categories show a significant increase of starters and leavers preferring not to disclose equality information, making it difficult to draw meaningful analysis. Produced by: Human Resources /Public Involvement Page 18 of 25

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20 8 Applications for training Healthcare Improvement Scotland received a total of 8 applications for the Continuing Education Bursary Fund. These numbers are insufficient to enable meaningful statistical analysis within each of the protected characteristics categories. Whilst we request that people report incidents where they have been turned down for training, we have not received any reported incidents in the period Monthly Training logs are completed and returned to Organisational Development & Learning, incorporating space for reporting this information in the form. No returns were made in this section of the form. We therefore do not have any reliable data to draw on. The log has been revised for the year ahead to make it more user friendly and to encourage improved completion and return rates. Access to training Access to training data for is broadly in line with the demographic makeup of our staff and so we have not identified any groups who had significant lack of access to training. However, there is a trend for a significantly lower percentage of staff who have declined or for whom we do not know their category within Sexual Orientation; Disability; Religion and Ethnic Background groups to have accessed training. This trend was not apparent in , however, it suggests that this may be an issue that we need to be aware of. There has been a drop in the percentage of both females and males accessing training in , which may to some degree be attributed to the focus on the restructure of the organisation and the fact that staff had less clarity during this period about their role and any new skills that might be required. There was, however, a greater drop in the number of males accessing training. Produced by: Human Resources /Public Involvement Page 20 of 25

21 Access to Training by Protected Characteristics Access To Training - Ethnicity African/Carribbean Mixed/Multi Ethnic Asian Declined/Not Known % 0.68% 0.68% 15.65% 81.97% Access to Training 1.74% 1.01% 2.39% 3.30% 91.56% White Access To Training - Disability Declined/Not Known NO YES % 82.31% 1.36% Access to Training 6.24% 91.56% 2.20% 45.00% % % % 5.00% Access To Training - Religion & Beliefs Buddhist Christian - Other Church of Scotland Hindu Jewish Not Known/D eclined No Religion Other Roman Catholic % 10.88% 19.39% 25.17% 32.31% 1.70% 10.20% Access to Training 11.47% 23.39% 0.18% 9.36% 41.83% 1.56% 11.65% Sikh Produced by: Human Resources /Public Involvement Page 21 of 25

22 Access To Training - Sexual Orientation Bisexual Declined/Not Known Gay Heterosexual Lesbian % 24.49% 2.38% 72.11% 0.34% Access to Training 2.84% 10.74% 3.67% 81.83% 46.00% Access To Training - Gender 2012 Access to Training Female 75.17% 79.72% Male 24.83% 20.18% % 16.00% 14.00% 12.00% 8.00% 6.00% 4.00% 2.00% Access To Training -Age Range 20 Thru Thru Thru Thru Thru Thru Thru Thru % 9.18% 16.33% 15.31% 15.31% 14.29% 13.27% 7.82% 6.12% Access to Training 3.03% 12.29% 13.85% 16.79% 18.44% 12.48% 13.03% 5.50% 4.59% Produced by: Human Resources /Public Involvement Page 22 of 25

23 9 Staff benefiting or suffering detriment as a result of appraisal systems In comparing data between and , a higher percentage of staff have a Performance Development Review (PDR) and Personal Development Plan (PDP) recorded in than in This is in part due to an extension provided by Scottish Government for PDRs and PDPs that had taken place within the period 1 April March 2011 to be recorded on the e-ksf system. Those recorded on e-ksf after the beginning of April are not captured in our previous reporting due to the timescales within which the statistical data was drawn down for analysis and reporting. This makes it difficult to determine any true trends between the two reporting periods. 10 Performance Development Review (PDR) and Performance Development Plan (PDP) activity by Protected Characteristics There is a noticeable difference in PDR and PDP participation rates within the Age Group category: PDR: There is lower participation within the 60+ age group where only 7 (38.89%) have a completed PDR recorded on e-ksf. PDP: There is lower PDP participation within the age group where only 15 (38.46%) have a PDP. There is a noticeable difference in PDR participation rates within the Religion category: PDR: There is lower participation within the Christian-Other group where only 8 (25.00%) had a completed PDR recorded on e-ksf Summary of PDR/PDP data: PDR PDP Age Age % 43% % 71% % 59% % 56% % 56% % 48% % 42% % 42% % 49% % 42% % 55% % 45% % 54% % 38% % 56% % 43% % 39% % 50% Produced by: Human Resources /Public Involvement Page 23 of 25

24 Summary of PDR/PDP data cont/d: PDR PDP Disability Disability No 41% 52% No 26% 46% Declined / 25% 46% Declined / 15% 44% Not Known Not Known Yes 75% 50% Yes 50% 50% Sexual Sexual Orientation Orientation Bi-sexual 100% 50% Bi-sexual 0% 100% Declined / Not 40% 50% Declined / Not 26% 40% Known Known Gay 38% 71% Gay 38% 71% Heterosexual 40% 51% Heterosexual 26% 46% Lesbian 0% 0% Lesbian 0% 0% Sex Sex Female 39% 54% Female 24% 47% Male 42% 44% Male 31% 42% 11 Discipline and grievance procedures Gathering data in relation to the areas of discipline and grievance has remained challenging as figures are too low to enable meaningful analysis or allow conclusions to be drawn. It is also difficult to maintain confidentiality as identification of those involved might be possible. However the Staff Survey results for the reporting period showed: 13% experienced emotional or verbal abuse (by members of the public, service users/patients and other colleagues) 13% experienced bullying or harassment (of this number over 50% reported this coming from their manager/team leader or other colleagues, and 4% reported there had been more than 10 incidents of this). For this reporting period, we had no recorded formal disciplinary incidents related to misconduct. Therefore no equality data can be drawn. For this reporting period there were no recorded grievance cases raised within the organisation. Therefore no equality data can be drawn. Produced by: Human Resources /Public Involvement Page 24 of 25

25 12 Future Steps We are committed to addressing barriers to the promotion of equality. While we have made some progress with our recommended actions from last year, there are a number which require continuing action as well as new ones during this year; Age: We will continue to monitor the total number of applicants compared to the low numbers of successful applicants in the year age bracket and should a trend emerge, take appropriate action. Gender: Gender balance in staffing is a national issue affecting NHSScotland as a whole. We will continue to implement best practice approaches in our recruitment processes and share information and expertise with our special health board colleagues to address the gender balance and improve recruitment of men. Reporting: Through the provision of equality and diversity training we will: Deliver sessions to promote the key messages and importance of equality monitoring and legislative requirements Explore the opportunities for employees to amend and update their own equalities information through the national HR system expected to be introduced in March 2013 Encourage returns of training requests that have not been approved by managers for any reason Encourage reporting of bullying and harassment to HR. This will be done through the Equality and Diversity training and information sessions at team meetings to ensure that all are aware of our zero tolerance of bullying and harassment. Importantly, to draw staff s attention to their obligations under our Dignity at Work Policy. Training: We will explore why there is a low rate of compliance with the Personal Development Review and Personal Development Plan processes in the year age group so that we can take action to encourage participation and uptake of learning and development opportunities. We will raise awareness of fairness in career progression and promotions among recruiting officers. Produced by: Human Resources /Public Involvement Page 25 of 25