OLDHAM CCG (INCLUDING GMSS) PUBLIC SECTOR EQUALITY DUTY WORKFORCE REPORT USING DATA AS AT 31 AUGUST 2016

Transcription

1 OLDHAM CCG (INCLUDING GMSS) PUBLIC SECTOR EQUALITY DUTY WORKFORCE REPORT USING DATA AS AT 31 AUGUST

2 Version Date Comments First draft by Samina Arfan Initial review Oldham CCG MET; Roy Blair Revisions incorporated by Samina Arfan GMSS People and OD Committee Revisions incorporated by Samina Arfan Draft sent to Mark Drury to review Reviewed by Mark Drury and amendments made by Samina Arfan Final Final draft for Oldham CCG Governing Body and GMSS SMT 2

3 Contents Schedule of Tables ( for workforce profile) Introduction 5 Our Workforce at a Glance: Oldham CCG (including GMSS) Oldham CCG GMSS 1. Key Workforce Facts: 1.1 Age 1.2 Disability 1.3 Gender 1.4 Ethnicity 1.5 Religion and Belief 1.6 Sexual Orientation 1.7 Marriage and Civil Partnership Agenda for Change Pay Grades and Workforce Patterns 2.1 Agenda for Change Pay Grades 2.2 Age and Pay Bands 2.3 Disability and Pay Bands 2.4 Gender and Pay Bands 2.5 Ethnicity and Pay Bands 2.6 Working Patterns 2.7 Age and Working Patterns 2.8 Gender and Working Patterns 2.9 Disability and Working Patterns 2.10 Ethnicity and Working Patterns 3. Gender Pay Gap Grievance and Disciplinary 35 5.Sickness Absence Recommendations and Conclusion 37 Equality Monitoring Data Table 1: Oldham CCG Workforce Table 2: Oldham CCG Recruitment Table 3: GMSS Recruitment For more information please contact: Samina Arfan EDHR Business Partner GM Shared Service (hosted by Oldham CCG) samina.arfan@nhs.net

4 Schedule of Tables (for Workforce Profile) Diagram number Title of Table/Diagram Page Our Workforce at a Glance Oldham CCG (including GMSS) Oldham CCG GMSS 1.1 a/b/c/d/e/f Age Profile a/b/c Disability a/b/c/d/e/f Gender Profile a/b/c/d/e/f Ethnicity Profile a/b/c/d/e/f/ Religion and Belief Profile a/b/c Sexual Orientation a/b/c Marriage and Civil Partnership a/b/c/d/e/f Agenda for Change Pay Grades a/b/c Age and Pay Bands a/b/c Disability and Pay Bands a/b/c Gender Working Patterns a/b/c Ethnicity and Pay Bands a/b/c Working Patterns a/b/c Age and Working Patterns a/b/c Gender and Working Patterns a/b/c Disability and Working Patterns a/b/c Ethnicity and Working Patterns 32 3 a/b/c/d/e Gender Pay Average 33 5 a/b/c Sickness Absence 35 Table 1 Equality Monitoring and Workforce 39 Table 2 Oldham CCG Recruitment 41 Table 3 GMSS Recruitment

5 INTRODUCTION To design integrated services that provide quality care to an ever diverse population, we recognise that we need a varied skill-base from diverse professional groups all working in an environment that is able to truly harness their skills and experience. This includes the vital role that equality and diversity can play in bringing together a range of health care professionals from diverse backgrounds, together with patients and members of the public. During the last year Oldham CCG has taken on the role of host of Greater Manchester Shared Services, which supports Greater Manchester s CCGs and others by providing a range of outsourced functions. This hosting role has increased the total CCG staff compliment considerably and importantly, as an employer of more than 150 staff members, we are now required to publish information relating to our employees and the impact of our employment policies and procedures on the workforce. This workforce report forms part of the equality information that we use to help us meet our duty to eliminate discrimination and harassment, promote equality of opportunities and foster good relations between different groups within our workforce. We seek to develop positive practice and promote equality of opportunity in our employment practices. We regularly review our policies and procedures to consider their impact, with a view, to spreading good practice and removing any unintended barriers. All our employees have a requirement to meet a basic competency level in equality and diversity and monitoring of this forms part of their annual appraisal. We have a suite of policies and procedures in place to ensure that we operate in a fair and non-discriminatory manner towards our employees. On-going training and awareness sessions are provided to line managers in the light of any new employee related policies and procedures to ensure that they are applied in a non-discriminatory manner. Some of the key polices are: Dignity at Work Grievance and Disciplinary Absence and Sickness Flexible Working Performance Management Appraisals Recruitment and Selection Whilst we use the NHS Jobs website to advertise most vacancies in line with other NHS bodies, we continuously review our recruitment procedures and processes (including training for recruiting staff). We explore different solutions to encourage applications from local communities as well as aiming to ensure that we do not disadvantage any particular group. Disaggregated data concerning the processes listed below has been omitted from this report as the numbers are very small and publishing the data could identify individuals. However, the data is scrutinised internally for any trends or hot spots, with any potential actions to address, being considered by the CCG (including GMSS). 5

6 4. Inclusive leadership at all levels 3. A representative and well supported staff CCG Employees subject to disciplinary procedures: warnings, cautions, and dismissals Grievances Leavers The CCG s hosting role of GMSS has increased our workforce and this report will support us to benchmark ourselves against NHS Equality Delivery System (EDS) Goals 3 and 4 as described in the table below. In 2015 we were graded as developing against EDS Goal 4 Inclusive Leadership. Any actions falling out of this report will be included in our overarching Equality and Diversity annual action plan and will contribute to evidence against EDS Goal 3 A Representative and Supported Workforce. EDS Goals Outcomes 3.1 Recruitment and selection processes are fair, inclusive and transparent so that the workforce becomes as diverse as it can be within all occupations and grades. 3.2 Levels of pay and related terms and conditions are fairly determined for all posts, with staff doing equal work and work rated as of equal value being entitled to equal pay. 3.3 Through support, training, personal development and performance appraisal, staff are confident and competent to do their work, so that services are commissioned or provided appropriately. 3.4 Staff are free from abuse, harassment, bullying, violence from both patients and their relatives and colleagues, with redress being open and fair to all. 3.5 Flexible working options are made available to all staff, consistent with the needs of the service, and the way people lead their lives. 3.6 The workforce is supported to remain healthy, with a focus on addressing major health and lifestyle issues that affect individual staff and the wider population. 4.1 Boards and senior leaders conduct and plan their business so that equality is advanced, and good relations fostered within their organisations and beyond 4.2 Middle managers and other line managers support and motivate their staff to work in culturally competent ways within a work environment free from discrimination. 4.3 The organisation uses the Competency Framework for Equality and Diversity Leadership to recruit, develop and support strategic leaders to advance equality outcomes Summary This report is an equality analysis of workforce data held on employees of Oldham CCG (including GMSS) as at 31 August Data is analysed where possible from three perspectives: Oldham CCG (including GMSS); Oldham CCG; and GMSS. The focus is on (where data is available) seven of the nine characteristics protected by the Equality Act 2010, namely: age; disability; gender; ethnicity; sexual orientation; religion or belief and marriage and civil partnership. The report is organised into the following sections: 1. Key workforce facts as of 31 August Pay grades and working patterns as of 31 August Gender pay gap as of 31 August Grievance and Disciplinary 5. Sickness Absence 6. Recommendations and Conclusion Equality Monitoring Data Table 1: Oldham CCG (including GMSS) Workforce Table 2: Oldham CCG Recruitment Table 3: GMSS Recruitment 6

7 The information on which this report is based has been given voluntarily by individuals when applying for a post with the organisation. This information is recorded on the NHS Jobs recruitment database. Once an applicant is appointed, the information is transferred onto another database, the electronic staff record (ESR). As at 31 August: Oldham CCG (including GMSS) had 421 employees. Oldham CCG (excluding GMSS) had102 employees. GMSS had 319 employees. Further work is required to address the gaps for data concerning: GMSS employees subject to disciplinary procedures: warnings, cautions, and dismissals Grievances Leavers Training Occupational Health and associated reasonable adjustments 7

8 OUR WORKFORCE AT A GLANCE: OLDHAM CCG (INCLUDING GMSS) 8

9 OUR WORKFORCE AT A GLANCE: OLDHAM CCG (EXCLUDING GMSS) 9

10 OUR WORKFORCE AT A GLANCE: GMSS 10

11 1.0 Key Workforce facts 1.1 Age Figure 1.1a Age profile Oldham CCG (including GMSS) At the end of August 2016, our data showed relatively low levels of employees aged under 20 years old. The majority of Oldham CCG (including GMSS) workforce was concentrated in the age bands of years of age at 18.76% and years of age, both age bands accounting for 17.10% each; followed by the age bands at 16.86% and years of age representing 12.11% of the workforce. The average age of Oldham CCG (including GMSS) employees is 43 years of age. Figure 1.1b Age profile Oldham CCG (excluding GMSS) At the end of August 2016, our data showed low levels of employees aged under 20 years old. The majority of Oldham CCG workforce was concentrated in the age bands at 48.04% and at 38.2%. The average age of Oldham CCG employees is 44 years of age. Figure 1.1c Age profile GMSS At the end of August 2016, our data showed low levels of employees aged under 20 years old. The majority of GMSS workforce was concentrated in the age bands at 42.32% and at 42.01%. The average age of GMSS employees is 42 years of age. 11

12 Table 1.1d below details the Oldham CCG (including GMSS) age workforce profile compared to the local Oldham working age population: Table 1.1e below details the Oldham CCG age workforce profile compared to the local Oldham working age population: Table 1.1f below details GMSS age workforce profile compared to the Greater Manchester working age population: 12

13 1.2 Disability Figure 1.2a Disability Profile Oldham CCG (including GMSS) At the end of August 2016, 7.1% Oldham CCG (including GMSS) employees declared a disability, 84.1% declared no disability. The amount of unknown data for disability is 8.8%. Figure 1.2b Disability Profile Oldham CCG At the end of August 2016, 4.9% Oldham CCG employees declared a disability, 85.3% declared no disability. The amount of unknown data for disability is 9.8%. Figure 1.2c Disability Profile GMSS At the end of August 2016, 7.8% GMSS employees declared a disability, 83.7% declared no disability. The amount of unknown data for disability is 8.5%. Best practice would identify this as being significantly low and an area for improvement. It is recognised that this data may not accurately reflect the proportion of the workforce who have a disability. Our occupational health referrals suggest a higher proportion of people with a disability and we have implemented reasonable adjustments where required. However, these this is not reflected in our current data collection. Further work will be required to reflect the reasonable adjustments made for staff. 13

14 1.3 Gender Figure 1.3a Gender Profile Oldham CCG (including GMSS) At the end of August 2016, 54.2% of Oldham CCG (including GMSS) employees were female and 45.8% were male. Figure 1.3b Gender Profile Oldham CCG At the end of August 2016, 60.8% of Oldham CCG employees were female and 39.2% were male Figure 1.3c Gender Profile GMSS At the end of August 2016, 52% of GMSS employees were female and 48% were male 14

15 Figure 1.3d Gender Workforce Breakdown Oldham CCG (including GMSS) Figure 1.3e Gender Workforce Breakdown Oldham CCG Figure 1.3f Gender Workforce Breakdown GMSS 15

16 1.4 Ethnicity Figure 1.4a Race Profile Oldham CCG (including GMSS) At the end of August 2016, 17.81% of Oldham CCG (including GMSS) employees were from Black or Minority Ethnic (BME) backgrounds. This includes % of employees from Black and Asian Minority Ethnicities (BAME) and 3.56% from White Minority Ethnicities (WME). The amount of unknown data for race is 1.9%, making the data reliable Figure 1.4b Race Profile Oldham CCG At the end of August 2016, 18.6 % of Oldham CCG employees were from Black or Minority Ethnic (BME) backgrounds. This includes 14.7 % of employees from Black and Asian Minority Ethnicities (BAME) and 3.9% from White Minority Ethnicities (WME). The amount of unknown data for race is 2.9%, making the data reliable Figure 1.4c Race Profile GMSS At the end of August 2016, 17.5% of GMSS employees were from Black or Minority Ethnic (BME) backgrounds. This includes 14.1 % of employees from Black and Asian Minority Ethnicities (BAME) and 3.4% from White Minority Ethnicities (WME). The amount of unknown data for race is 1.6%, making the data reliable 16

17 Table 1.4d Workforce Breakdown by Ethnic Origin Oldham CCG (including GMSS) The two largest BAME groups within Oldham CCG (including GMSS) workforce were Indian 4.28% this is over represented in comparison to the local Oldham population and Pakistani 2.61%, this is under represented in comparison to the local Oldham population. Table 1.4e Workforce Breakdown by Ethnic Origin Oldham CCG The two largest BAME groups within Oldham CCG workforce were Indian 6.86% this is over represented in comparison to the local Oldham population and mixed White and Asian 1.96 %, this is over represented in comparison to the local Oldham population. The largest BAME group in the local population is Pakistani at 10.10%; this group is under represented within Oldham CCG at 0.98%. Table 1.4f Workforce Breakdown by Ethnic Origin GMSS The two largest BAME groups within GMSS workforce were Indian 3.45% this is over represented in comparison to the GM population and Pakistani 3.13 %, this is under represented in comparison to the GM population. The largest BAME group in the GM population is Pakistani at 5.81%. 17

18 1.5 Religion and Belief Figure 1.5a Religion and Belief Oldham CCG and GMSS At the end of August 2016, 77.7% of Oldham CCG (including GMSS) employees disclosed their religion and belief; 49.88% of these were Christian 13.06% were Atheist, 5.46% were Muslim and 5.46% were other. The amount of unknown data for religion and belief is 22.33% Figure 1.5b Religion and Belief Oldham CCG At the end of August 2016, 84.3% of Oldham CCG employees disclosed their religion and belief; 56.9% of these were Christian 13.06% were Atheist, 11.8% were Muslim and 4.9% were other. The amount of unknown data for religion and belief is 15.69% Figure 1.5c Religion and Belief GMSS At the end of August 2016, 75.5% of GMSS employees disclosed their religion and belief; 47.6% of these were Christian 13.4% were Atheist, 5.6% were Muslim and 5.7% were other. The amount of unknown data for religion and belief is 24.45% Table 1.5d Workforce Breakdown by Religion and Belief Oldham CCG (including GMSS) The two largest religion and belief groups within Oldham CCG (including GMSS) workforce are Christians (49.88%) and (13.06%) Atheist; both of these are fairly represented in comparison to the local Oldham population. Islam is the third largest religion and belief groups (5.46%); this is under represented in comparison to the local Oldham population. 18

19 Table 1.5e Workforce Breakdown by Religion and Belief Oldham CCG The two largest religion and belief groups within Oldham CCG workforce are Christians (56.86%) and (11.76%) Atheists, both of these are fairly represented in comparison to the local Oldham population. Islam is the third largest religion and belief groups (4.90%); this is under represented in comparison to the local Oldham population were Islam is (17.70%). Table 1.5f Workforce Breakdown by Religion and Belief GMSS The two largest religion and belief groups within GMSS workforce are Christians (47.65%) and (13.48%) Atheists, both of these are fairly represented in comparison to the GM population. Islam is the third largest religion and belief groups (5.64%); this is under represented in comparison to the GM population were Islam is (10.47%). 19

20 1.6 Sexual Orientation Figure 1.6a Sexual Orientation Profile Oldham CCG (including GMSS) At the end of August 2016, 2.85% of Oldham CCG (including GMSS) employees declared that they were lesbian, gay or bisexual % of employees were heterosexual. The amount of unknown data for sexual orientation is 21.85%. Figure 1.6b Sexual Orientation Profile Oldham CCG At the end of August 2016, 3.92% of Oldham CCG employees declared that they were lesbian, gay or bisexual % of employees were heterosexual. The amount of unknown data for sexual orientation is 17.65%. Government research indicates that between 5% and 7% of the UK population is lesbian, gay or bisexual (LGB). Based on Oldham s 2011 census population, this would give an LGB community of between 11,365 and 20,457. Figure 1.6c Sexual Orientation Profile GMSS At the end of August 2016, 2.51% of GMSS employees declared that they were lesbian, gay or bisexual % of employees were heterosexual. The amount of unknown data for sexual orientation is 23.20%. Government research indicates that between 5% and 9% of the UK population is lesbian, gay or bisexual (LGB). Based on Greater Manchester s 2011 census population suggest that there are around 134,000 to 187,600 LGB people in Greater Manchester This is one of the most sensitive areas for both employee and service user monitoring. National figures for all CCGs are not known as sexual orientation information was not collected. Good practice suggests that staff engagement would be useful to build confidence in staff to declare their sexual orientation. This information would be useful to identify trends in areas like promotion and disciplinaries and workplace barriers they may face. 20

21 1.7 Marriage and Civil Partnership Figure 1.7a Marriage and Civil Partnership Profile Oldham CCG (including GMSS) At the end of August 2016, 47.6% of Oldham CCG (including GMSS) employees were in a marriage or civil partnership Figure 1.7b Marriage and Civil Partnership Profile Oldham CCG At the end of August 2016, 60.8% of Oldham CCG employees were in a marriage or civil partnership. Figure 1.7c Marriage and Civil Partnership Profile GMSS At the end of August 2016, 46.1% of GMSS employees were in a marriage or civil partnership. 21

22 2.0 Agenda for Change Pay Grades and Working Patterns 2.1 Agenda for Change Pay Grades We employ our staff in line with the nationally agreed Agenda for Change (AfC) banding system. Figure 2.1a Overview of Staff Agenda for Change Pay Grades Oldham CCG (including GMSS) The three largest cohorts of employees at Oldham CCG (including GMSS) were the group of staff at AfC 5 (82 staff), followed by AfC Band 6 (70 staff) and AfC Band 7 (58 staff). It is important to note that 39 employees are in the Non-AfC bands; this includes Directors and Governing Body. Figure 2.1b Overview of Staff Agenda for Change Pay Grades Oldham CCG The three largest cohort of employees at Oldham CCG were the group of staff at AfC 8a (15 staff), followed by AfC Band 7 (13 staff) and AfC Band 4 (12 staff). It is important to note that 35 employees are in the Non- AfC bands; this includes Directors and Governing Body members Figure 2.1c Overview of Staff Agenda for Change Pay Grades GMSS The largest cohort of employees at GMSS were the group of staff at AfC 5 (81 staff), followed by AfC Band 6 (62 staff) and AfC Band 7 (42 staff). 22

23 Figure 2.1d Overview of Working Patterns Agenda for Change Pay Grades Oldham CCG (including GMSS) Figure 2.1e Overview of Working Patterns Agenda for Change Pay Grades Oldham CCG Figure 2.1f Overview of Working Patterns Agenda for Change Pay Grades GMSS 23

24 2.2 Age and Pay Bands Figure 2.2a GMSS) Overview of Age Agenda for Change Pay Grades Oldham CCG (including Figure 2.2b Overview of Age Agenda for Change Pay Grades Oldham Figure 2.2c Overview of Age Agenda for Change Pay Grades GMSS 24

25 2.3 Disability and Pay Bands Figure 2.3a Disability Agenda for Change Pay Grades Oldham CCG (including GMSS) Figure 2.3b Disability Agenda for Change Pay Grades Oldham CCG Figure 2.3c Disability Agenda for Change Pay Grades GMSS 25

26 2.4 Gender and Pay Bands Figure 2.4a Gender Agenda for Change Pay Grades Oldham CCG (including GMSS) Figure 2.4b Gender Agenda for Change Pay Grades Oldham CCG Figure 2.4c Gender Agenda for Change Pay Grades GMSS 26

27 2.5 Ethnicity and Pay Bands Table 2.5a Ethnicity and Pay Bands Oldham CCG (including GMSS) Table 2.5b Ethnicity and Pay Bands Oldham CCG Table 2.5c Ethnicity and Pay Bands GMSS 27

28 2.6 Working Patterns We have a Flexible Working Policy, which provides a range of flexible working patterns to support employees have a work life balance. In addition the national requirement for CCGs to be led by practicing local clinician s contributes to the part-time figures. Table 2.6a Working Patterns Oldham CCG (including GMSS) As at 31 August % of Oldham CCG employees (including GMSS), work part-time and 82.42% work full-time. Table 2.6b Working Patterns Oldham CCG As at 31 August % of Oldham CCG employees, work part time and 64.71% work full-time. Table 2.6a Working Patterns GMSS As at 31 August % of GMSS employees, work part-time and 87.77% work full-time. 28

29 2.7 Age and Working Pattern Table 2.7a Working patterns and Age Oldham CCG (including GMSS) Table 2.7b Working patterns and Age Oldham CCG Table 2.7c Working patterns and Age GMSS 29

30 2.8 Gender and Working Pattern Table 2.8a Working Patterns and Gender Oldham CCG (including GMSS) Table 2.8b Working Patterns and Gender Oldham CCG Table 2.8c Working Patterns and Gender GMSS 30

31 2.9 Disability and Working Pattern Table 2.9a Working Patterns and Disability Oldham CCG (including GMSS) Table 2.9b Working Patterns and Disability Oldham CCG Table 2.9b Working Patterns and Disability GMSS 31

32 2.10 Ethnicity and Working Patterns Table 2.10a Working Patterns and Ethnicity Oldham CCG (including GMSS) Table 2.10b Working Patterns and Ethnicity Oldham CCG Table 2.10c Working Patterns and Ethnicity GMSS 32

33 3.0 Gender Pay Gap The Office of National Statistics defines the overall gender pay gap as the comparison of average pay between females and males. The gender pay gap remains at a national level due, in part, to the different ways males and females participate in the labour market. This may be due to choice of occupations, under-valuation of women s work, caring responsibilities and pay systems that are not so transparent. Table 3a Agenda for Change Pay Average Oldham CCG (including GMSS) Based on a comparison of take home pay at Oldham CCG (including GMSS): Average Female wage = 33,095 (excludes non-afc) Average Male salary = 33,702 (excludes non-afc) Table 3b Agenda for Change Pay Average Oldham CCG Based on a comparison of take home pay at Oldham CCG: Average Female wage = 36,755 (excludes non-afc) Average Male salary = 45,633 (excludes non-afc) Table 3c Agenda for Change Pay Average GMSS Based on a comparison of take home pay at GMSS: Average Female wage = 31,999 (excludes non-afc) Average Male salary = 32,195 (excludes non-afc) 33

34 Table 3d Agenda for Change and Level 4 pay grades (150 staff +) Oldham CCG (including GMSS) The pay gap for Agenda for Change staff at Oldham CCG (including GMSS) is 1.8%. Table 3e Agenda for Change and Level 4 pay grades (150 staff +) GMSS The pay gap for Agenda for Change staff at GMSS is 1.8%. 34

35 4.0 Grievance and Disciplinary Disaggregated data for grievances and disciplinary has been omitted from this report as the numbers are very small and publishing the data could identify individuals. However, the data is scrutinised internally for any trends or hot spots, with any potential actions to address, being considered by Oldham CCG (including GMSS). 5.0 Sickness Absence Table 5a Sickness Absence and Protected Groups Oldham CCG (including GMSS) Available data for level of sickness by protected groups; shows on average each member of the Oldham CCG (GMSS) workforce spends 4.24% of their working time absent through sickness. The rates are highest among staff with a disability, followed by female staff. Table 5b Sickness Absence and Protected Groups Oldham CCG Available data for level of sickness by protected groups; shows on average each member of the Oldham CCG workforce spends 2.61% of their working time absent through sickness. The rates are highest among staff with a disability, followed by female staff. 35

36 Table 5b Sickness Absence and Protected Groups GMSS Available data for level of sickness by protected groups; shows on average each member of the GMSS workforce spends 5.1% of their working time absent through sickness. The rates are highest among staff with a disability, followed by female staff. 36

37 Key recommendations It is recommended that NHS Oldham CCG (including GMSS) should introduce measures to: To ensure plans are in place to address gaps in data collection and analysis across protected groups in the following workforce areas: leavers, dismissals, secondments and occupational health related adjustments. Commit to the Disability Confident employers scheme (which has replaced the two ticks scheme since July 2016). Further examine the BME profile of its staff in order to better determine any underlying reasons for the distribution of BME staff across the CCG (including GMSS) and collaborate with other NHS organisations to introduce measures to develop CCG BME staff into roles attracting a higher banding. Consider Unconscious Bias training for interviewing staff and Cultural Competency Training across the CCG (including GMSS). Include non-mandatory training data in the next CCG (including GMSS) workforce report January Ensure that when new posts are advertised, they are worded so as to encourage applications from people with a disability. Ensure that all new staff, on induction, are encouraged to disclose a disability if they have one to ensure any necessary reasonable adjustments can be made and to disclose other protected characteristics to enable the CCG to identify employment equality trends. The majority of roles are recruited via NHS jobs. The CCG (including GMSS) should consider alternative cost effective recruitment tools e.g. Linked in, social media, to promote recruitment at all levels from currently under-represented communities and provide development opportunities for these groups to progress to the highest non-clinical bands. Think Autism, the national strategy for adults with autism, recommends that employers promote the employment of people on the autistic spectrum. The CCG (including GMSS) should consider delivering training around autism to support line managers with making reasonable adjustment for staff on the autistic spectrum. To develop and undertake a bespoke staff survey during 2017,for the CCG (including GMSS) and include key questions from the Workforce Race Equality Standard and the anticipated Workforce Disability Equality Standard. Develop a rolling programme to learn best practice around equality and workforce. Develop an agreed Oldham CCG (including GMSS) EDHR workforce plan (aligned with Workforce Race Equality Standard; anticipated Workforce Disability Standard; EDS 2 Goals 3 and 4. Monitor progress via Oldham CCG MET and GMSS People and OD Committee. To publish this report on the CCG (including GMSS) website. Conclusion NHS Oldham CCG (including GMSS) is committed to addressing inequalities within its workforce we will consider the recommendations and incorporate them into our objectives through business planning for 2017/18 wherever possible. 37

38 Equality Monitoring Data The following data has been taken from the CCG s Electronic Staff Record (ESR) to show as at the end of August It is split into the following tables: Table 1 - Oldham CCG Workforce (including GMSS) Data as of 31 August 2016 Table 2 - Oldham CCG Recruitment (excluding GMSS) data from 1 September August 2016 Table 3 - GMSS Recruitment data from 1 April 31 August 2016* * Please note GMSS did not exist as an organisation or have an account on NHS Jobs until the organisation was established 1st April

39 Table 1: Oldham CCG (including GMSS) Workforce Race White Mixed Race British 80.29% White and Black Caribbean 0.48% Irish 1.43% White and Asian 0.48% White other 2.14% Any other Mixed Race 0.48% Background Asian or British Asian Indian 4.28% Black of Black British Pakistani 2.61% Black Caribbean 0.95% Bangladeshi 0.95% Black African 0.24% Any other Asian 1.66% Any other Black background 0.24% Other Ethnic Backgrounds Unknown 1.90% Chinese 1.43% Any other Ethnic Group 0.48% WME (White Minority Ethnic) 3.56% BAME (Black Asian Minority Ethnic) 14.25% Total BME (WME + BAME) = 17.81% Disability Disabled 7.1% Unknown 8.8% Not Disabled 84.1% Gender Male 45.8% Female 54.2% Age Under 20 years 0.7% years 43.7% years 2.6% years 4.5% years 6.6% 65 years + 0.7% years 41.1% Sexual Orientation Heterosexual 75.3% Unknown 21.9% LGB 2.9% Religion and Belief Christianity 49.9% Jainism 0.24 Islam 5.5% Atheism 13.1% Hinduism 2.8% Other 5.5% Judaism 0.24% Unknown 22.3% Buddhism 0.48% 39

40 Marriage and Civil Partnership Marriage & Civil Partnership 49.6% Other 50.4% Pregnancy and Maternity On maternity leave 0.95% Caring Responsibilities Yes No No available data No available data Unknown Total number of Employees as at end of August 2016 = 421 Staff 40

41 Table 2: Recruitment- Oldham CCG (excluding GMSS) The data below reflects data related to recruitment for Oldham CCG between: 1 st September st August Equality Characteristic Applications Interviews Appointments Race Disability Gender Age Sexual Orientation Religion and Belief Marriage and Civil Partnership White British 48.31% 8.98% 4.71% WME 3.83% 0.74% 0.59% BAME 33.14% 2.50% 1.33% Total BME 36.97% 3.24% 1.91% Unknown 4.27% 0.15% 0.15% Disabled 4.86% 1.03% 0.29% Not Disabled 93.37% 11.05% 5.60% Unknown 1.91% 0.44% 0.74% Male 52.58% 3.83% 3.09% Female 46.69% 8.69% 3.53% Unknown 0.59% 0.00% 0.00% Under % 0.00% 0.00% % 0.59% 0.29% % 1.77% 0.44% % 0.59% 0.74% % 1.33% 0.88% % 2.36% 1.18% % 2.21% 1.03% % 1.77% 0.88% % 1.62% 0.44% % 0.15% 0.74% Over % 0.00% 0.00% Heterosexual 91.61% 11.34% 5.15% Lesbian/Gay/ Bisexual 2.80% 0.29% 0.29% Unknown 5.45% 0.74% 1.18% Christianity 48.01% 8.54% 3.68% Islam 24.01% 1.77% 0.59% Hinduism 2.95% 0.00% 0.44% Judaism 0.44% 0.00% 0.00% Sikhism 0.29% 0.29% 0.00% Buddhism 0.59% 0.00% 0.00% Atheism 8.69% 1.03% 0.88% Other 6.33% 0.29% 0.29% Unknown 8.84% 1.03% 0.74% Married & Civil Partnership 50.07% 7.07% 4.57% Other 47.13% 5.15% 1.77% Unknown 2.95% 0.29% 0.29% Applicants 1 st September st August 2016 Number of applicants 679 Number shortlisted 85 Number appointed 45 41

42 Table 2: Recruitment- GMSS The data below reflects data related to recruitment for Oldham CCG between: 1 st April - 31 st August Equality Characteristic Applications Interviews Appointments Race Disability Gender Age Sexual Orientation Religion and Belief Marriage and Civil Partnership White British 52.71% 8.30% 12.25% WME 5.18% 0.87% 0.91% BAME 38.80% 5.41% 5.41% Total BME 43.97% 6.28% 6.32% Unknown 3.28% 0.71% 0.71% Disabled 6.99% 1.78% 1.74% Not Disabled 91.70% 17.19% 18.93% Unknown 1.26% 0.32% 0.32% Male 51.32% 10.15% 6.60% Female 48.36% 9.17% 6.40% Unknown 0.36% 0.00% 0.00% Under % 0.08% 0.08% % 1.30% 1.30% % 3.28% 3.28% % 3.75% 3.83% % 2.65% 2.65% % 2.57% 2.57% % 2.41% 2.41% % 1.66% 1.66% % 1.19% 1.19% % 0.32% 0.32% Over % 0.04% 0.04% Heterosexual 88.38% 17.03% 9.84% Lesbian/Gay/ Bisexual 4.50% 0.95% 0.28% Unknown 7.11% 1.26% 2.84% Christianity 48.72% 9.84% 6.32% Islam 17.78% 2.53% 0.83% Hinduism 2.29% 0.28% 0.36% Judaism 0.28% 0.00% 0.00% Sikhism 0.47% 0.08% 0.00% Buddhism 0.91% 0.12% 0.04% Atheism 12.41% 3.12% 1.62% Other 9.01% 1.50% 0.79% Unknown 8.53% 1.78% 3.12% Married & Civil Partnership 35.95% 7.27% 6.12% Other 61.16% 11.34% 6.32% Unknown 2.81% 0.67% 0.43% Applicants 1 st September st August 2016 Number of applicants 2531 Number shortlisted 488 Number appointed