Workforce Data April 2011 to March 2012

Transcription

1 Workforce Data April 2011 to March 2012 Workforce Data - Jan 2013 Page 1

2 Introduction Under the Equality Act 2010, we have a specific duty to monitor and publish the profile of our workforce and employment activity. The purpose is to analyse data and employment practices, identify gaps and promote positive activity that encourage diversity. This report covers the following areas. 1. Staff profile covering protected characteristics 2. Recruitment and Selection 3. Employee Relations 4. Staff Turnover 5. Training and Development 6. Membership 1. Organisational Profile covering six protected characteristics The total population of Lincolnshire is 703,000 1 of which the local population breakdown is; Boston 59,000, East Lindsey 141, 600, Lincoln 89,700, North Kestevan 106,400, South Holland 84,600, South Kestevan 132,300 and West Lindsey 89,400. The population data by gender, ethnicity and disability for Lincolnshire is; 49% male and 51% female; 96.6% white and 3.4% all other groups; 5.6% 2 disabled; (we are still awaiting the 2011 data) Table 1 shows the Trust workforce profile as at the end of March The total staff employed by the Trust is 2016, of which the breakdown is as follows: 23.6% Male and 76.4% Female; 85.2% White British and 4.1% BME, unidentified/not stated 10.7%; 3.8% Disabled; Table 1: Breakdown of staff by gender, disability and ethnicity profile Employees Gender No. Ethnicity No. Disability No Male 470 White 1760 Yes 79 Females 1546 BME 111 No 1719 Not stated 144 Not Declared 96 Undefined 1 Undefined 122 Table 2: Breakdown of staff sexual orientation, religion and belief, and age profile. 1 Source: Mid 2009 Population Estimates/ GP Registrations LPCT Oct 2010: Mid 2009 Population Estimates/ GP Registrations 2 Source LRO Local :Labour Market Assessment January 2011 (data available is only available by age from 16 65) Workforce Data - Jan 2013 Page 2

3 Table 2 shows the breakdown of data by sexual orientation, religion and belief and age. There is no accurate data on the make-up of the population by sexual orientation. However, Government estimates show that the population data in this area sits at 5% to 7%. Employees Sexual orientation No. Religion and belief No. Age No Lesbian 6 Atheism Gay 10 Buddhism Bi-sexual 2 Christianity Heterosexual 928 Hinduism Undisclosed 146 Islam Undefined 924 Judaism Sikhism Other Undefined Undisclosed The Trust continues to promote the importance of staff completing their data profile on the Electronic Staff Records (ESR) database. However, we do have a number of staff unwilling to disclose information in this area. We had a good response to staff declaring their religion and/or belief. However, the undefined/undisclosed still remains high. We have provided the age break-down of staff within the Trust, of which the dominant age group is 21 to Recruitment and Selection of Staff Applications for employment During April 2011 to March 2012 a total of 6,899 applications were received. From those, 1,918 were short-listed and of those 204 were appointed into the posts. The following tables provide the breakdown of the organisation s recruitment activity. Applicants Table 3: Breakdown of applicants by gender, ethnicity and disability applicants Gender No. Ethnicity No. Disability No. 6,899 Male 1,470 White 5,761 Yes 309 Females 5,422 BME 1,087 No 6,541 Undisclosed 7 Undefined 51 Undisclosed 49 Data Source: HR Electronic Staff Records Table 4: Applicants by sexual orientation, religion and belief and age. Workforce Data - Jan 2013 Page 3

4 applicants Sexual orientation No. Religion and belief No. Age No. 6,899 Lesbian 64 Atheism 955 Under Gay 61 Buddhism ,795 Bi-sexual 30 Christianity 3, ,253 Heterosexual 6,284 Hinduism Undisclosed 460 Islam Jainism Judaism Sikhism Other Undisclosed Data Source: HR Electronic Staff Records Undisclosed 1 Shortlisted applicants Table 5 - highlights shortlisted applicants by gender, ethnicity and disability whilst Table 4 by sexual orientation, religion and belief and age. Table 5: Shortlisted applicants by gender, ethnicity and disability shortlisted Gender No. Ethnicity No. Disability No. 1,918 Male 392 White 1,647 Yes 98 Females 1,524 BME 258 No 1,803 Undisclosed 2 Undefined 13 Undisclosed 17 Data Source: HR Electronic Staff Records Workforce Data - Jan 2013 Page 4

5 Table 6: Shortlisted applicants by sexual orientation, religion and belief, and age shortlisted Sexual orientation No. Religion and belief No. Age No. 1,918 Lesbian 20 Atheism 250 Under Gay 19 Buddhism Bi-sexual 8 Christianity 1, Heterosexual 1,696 Hinduism Undisclosed 175 Islam Jainism Judaism Sikhism Other Undisclosed Data Source: HR Electronic Staff Records Undisclosed 1 Successful candidates Table 7: Successful candidates by gender, ethnicity and disability appointed Gender No. Ethnicity No. Disability No. 204 Male 35 White 189 Yes 10 Females 169 BME 14 No 194 Undisclosed 0 Undefined 1 Undisclosed 0 Data Source: HR Electronic Staff Records Workforce Data - Jan 2013 Page 5

6 Table 8: Successful candidates by sexual orientation, religion and belief, and age appointed Sexual orientation No. Religion and belief No. Age No. 204 Lesbian 1 Atheism 26 Under 20 6 Gay 2 Buddhism Bi-sexual 1 Christianity Heterosexual 178 Hinduism Undisclosed 22 Islam Jainism Judaism Sikhism Other Undisclosed Data Source: HR Electronic Staff Records Undisclosed 0 3. Disciplinary, Capability, Grievance, and Bullying and Harassment activity in LPFT during the Financial Year 2011/12 Introduction A report has been collated on the above activity for the period 01 April 2011 to the 31 March 2012 and the subsequent outcomes. Findings The overall activity during the year, in respect of disciplinary, capability, grievance and bullying and harassment cases has been compiled in the tables below: Workforce Data - Jan 2013 Page 6

7 Table 9: Number of Disciplinary, Grievances, Capability, Bullying and Harassment Cases 2011 to 2012 Activity Type No. of Investigations No of disciplinary sanctions No. of Cases brought forward from previous year No. of Cases carried forward to following year Average time to complete in calendar days* Disciplinary Grievance 8 N/A Capability Bullying and Harassment Across all the activity types the reasons for the actions being instigated do not have any strong themes, episodic sickness being one of the main reasons with 8 employees having disciplinary sanctions applied, but tend towards a mix of reasons. Disciplinary Sanctions issued at Disciplinary: First Stage Written Warning 22 Final written warning 16 Dismissal 4 Grievance During the period there were 8 recorded grievances. All were concluded during the financial year. Capability There were 6 capability cases during the year April 2011 to March 2012 one of which remained open at the end of the period. Three cases were resolved informally and two cases resulted in a first stage written warning. Bullying and Harassment There were 4 reported cases of Bullying and Harassment. This figure represent a significant reduction in the previous year s figures when there were 11 reported cases. Diversity Statistics The recorded diversity statistics have been collated in the table below: Workforce Data - Jan 2013 Page 7

8 Cases Table 10: Employee relations by gender, ethnicity and disability Gender Ethnicity Male Female White BME Not Stated Disabled Disciplinary Grievance Bullying & Harassment* Capability *Includes 3 cases brought by one employee Table 11: Employee relations by sexual orientation, religion and belief, and age Sexual Orientation Religion and belief Age Outcomes Disciplinary Gay 0 Heterosexual 35 Atheism 11 Buddhism 0 Under st stage written warning 22 2 nd stage written warning 0 Not disclosed 11 Christianity Final written warning 16 Undefined 20 Other 4 Not disclosed Dismissal 4 Resignation 3 Undefined No case to answer Not proven 5 Retirement (Mars) Resolved informally 6 Ongoing Grievance Gay Atheism Not valid grievance Heterosexual 2 Not disclosed Buddhism Christianity Grievance stayed Out of time Undefined 6 Other 1 Not disclosed No case to answer 1 Resolved informally 3 Undefined Upheld partly upheld 1 Appeal dismissed No action (withdrawn) 1 No further action disciplinary Bullying & Harassment Gay Heterosexual 1 Not disclosed 3 Atheism Buddhism Christianity st stage written warning 1 Resolved informally 3 Not disclosed Undefined Workforce Data - Jan 2013 Page 8

9 Sexual Orientation Religion and belief Age Outcomes Capability Gay Atheism Resolved informally 3 Heterosexual 2 Buddhism Not yet concluded 1 Not disclosed 2 Undefined 2 Christianity 3 Other Stage 1 warning 2 Not disclosed Undefined The diversity table shows an inclination towards there are significantly more females than males, who raise a grievance, make a Bullying & Harassment allegation or who are put through a disciplinary process and in respect of capability this is also predominantly female. Across all cases the percentage split is 67.85% (67.7% were female in 2010/11) and 32.15% male across all cases. As our Trust gender profile for this period was 76% female and 24% male we have 8% higher number of males involved in these formal processes than their representation in the Trust. The age range data shows the largest or highest proportion of employees who are involved in these processes fall within the (23%), (21%) age range with both and age groups having (15%), see table below. The number of employees involved aged is in excess of their representation within the Trust. Table 12: Employee relations by age Disciplinary Grievance Bullying & Harassment Capability TOTAL In terms of ethnicity the breakdown is as follows: Workforce Data - Jan 2013 Page 9

10 Table 13: Percentage of cases by Ethnicity Disciplinary * Grievance Bullying & Harassment Capability White 93% 100% 100% 100% 95% Black Minority Ethnic groups 6% 0% 0% 0% 4.75% Not Stated 1% 0% 0% 0% 0.25% With regard to disability there were 3 employees with a disability recorded as being involved in these activities less than 1% of the workforce. The diversity statistics confirm that employees from Black Minority Ethnic backgrounds and those employees declared disabled are not subject to formal processes above their representation within the Trust. 4. Agenda for Change Bands Table 9 to Table 13 provides the breakdown of agenda for change bands, by the protected characteristics. Table 14: Agenda for Change bands broken-down by Gender, Ethnicity and Disability Gender Disability Ethnicity Female Male No ot DeclareUndefined Yes White BME Undisclosed Band Band Band Graph 1 - Agenda for Change bands broken-down by Gender, Ethnicity and Disability Workforce Data - Jan 2013 Page 10

11 Table 15 Agenda for Change bands broken-down by Religion and Belief Religion & Belief Atheism Buddhism ChristianityHinduism DNWD Islam Judaism Other Sikhism Undefined Band Band Band Graph 2 - Agenda for Change bands broken-down by Religion and Belief Table 16: Agenda for Change bands broken-down by Sexual Orientation Sexual Orientation Bisexual Gay eterosexua DNWD Lesbian Undefined Band Band Band Graph 3 - Agenda for Change bands broken-down by Sexual Orientation Table 17: Agenda for Change bands broken-down by Age Age Age Groups Band Band Band Workforce Data - Jan 2013 Page 11

12 Graph 4 - Agenda for Change bands broken-down by Age 5. Staff Promotions Table 14 to 17 provides the breakdown of the number of promotions, by the gender, ethnicity, disability, sexual orientation, religion and belief and age. The data shows that a greater proportion of females were promoted during the year in comparison to males. When the data is analysed further, we can see that the number of promotions by the protected groups are smaller than the overall proportion of staff promoted. However, these are reflect of the proportion of staff employed within the protected groups. Table 18: Staff Promotions by Gender, Ethnicity and Disability Gender Disability Ethnicity Female Male No Not Declared Undefined Yes White BME Undisclosed Table 19: Staff Promotions by Sexual Orientation Sexual Orientation Bisexual Gay Heterosexual DNWD Lesbian Undefined Table 20: Staff Promotions by Religion and Belief Religion and Belief Atheism Buddhism Christianity Hinduism DNWD Islam Judaism Other Sikhism Undefined Table 21: Staff Promotions by Age Age Groups Workforce Data - Jan 2013 Page 12

13 6. Staff Turnover Table 18 and 19 shows the breakdown of the number of leavers during 2010/11 by gender, ethnicity, disability, sexual orientation, religion and belief and age. Table 22: Leavers by gender, ethnicity and disability Gender Disability Ethnicity Female Male No Not Declared Undefined Yes White BME Undisclosed Table 23: Leaver s by sexual orientation, religion and belief and age. Sexual Orientation Bisexual Gay Heterosexual DNWD Lesbian Undefined Religion and Belief Atheism Buddhism Christianity Hinduism DNWD Islam Judaism Other Sikhism Undefined Age Groups Training and Development Activity The graph below shows the training and development activity undertaken from April 2011 to March Graph 5 Training and Development Activity Data Source: Training Data Collection System Workforce Data - Jan 2013 Page 13

14 The Training and Development team have collected data on the workshops delivered during 2011/12, to ensure staff are equipped with the right skills and knowledge to effectively perform in their roles. The graph demonstrates the type of training activity. There are lower numbers of staff attending diversity training in comparison to 2010/11 figures. This is due to the number of staff requiring their update in 2010/11 in comparison to 2011/12. The Trust will continue to monitor the progress in this area and improve its methods of delivery to ensure maximum benefit for staff. 8. Membership Data The graph below shows the number of members enrolled by the Trust by patient, public and staff by end of March Further analysis of the data show the breakdown by the protected characteristics. Graph 6 Membership Data Data Source: LPFT membership team Table 24: Membership by Gender, Ethnicity and Disability Members Gender No. Ethnicity No. Disability No Male 2381 White 5997 Yes 81 Female 4291 BME groups 131 No 6631 Not Stated 584 Workforce Data - Jan 2013 Page 14

15 Table 25: Membership by Sexual Orientation, Religion and belief and Age Members Sexual orientation No. Religion and belief No. Age No Gay 61 No religion Lesbian 8 Muslim Bisexual 15 Buddhist Heterosexual 218 Christian Prefer not to say 6410 Hindu Jain 0 Not stated 225 Jewish 0 Bahia 0 Sikh 1 Other 2 Prefer not to say Conclusion The Trust will continue to gather the profile of its workforce data to assess any improvements and identify gaps. We will endeavour to implement appropriate actions to improve the representation across the organisation. We have set up a working group to look at the positive feedback as well as the issues raised in our annual Staff Opinion Survey (SOS). An action plan will be pulled together to start working on the area highlighted as concerns. The Trust strongly believes that the diversity of its staff improves understanding of the different people we serve and improves relationships between staff. We aim to ensure that the practices we deploy are fair and equal and access to opportunities within the Trust, are maximised. Workforce Data - Jan 2013 Page 15