Staff Survey Basingstoke and North Hampshire NHS Foundation Trust Equality and Diversity Report - Part A

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1 Staff Survey 2010 Basingstoke and North Hampshire NHS Foundation Trust Equality and Diversity Report - Part A April 2011

2 Organisational contact information Address Capita Surveys and Research Spa House Hookstone Park HARROGATE HG2 7DB Tel: Website:

3 CONTENTS Introduction 4 About this Report 6 Executive Summary 7 Frequency Table 8 Negative Perceptions by Demographic Group 9 Conclusion Issues for Action 11 Statistically Significant Differences by Survey Section 12 Survey Sections Work-Life Balance 12 Training, Learning, Development 13 Your Job and Your Organisation: Immediate Manager 14 Your Job and Your Organisation: Appraisals & PDPs 14 Your Job and Your Organisation: Team Work 14 Your Job and Your Organisation: Role and Job Satisfaction 14 Your Job and Your Organisation: Your Organisation 14 Errors, Near Misses and Incidents 15 Violence, Bullying and Harassment 15 Occupational Health and Safety 15 Infection Control & Hygiene 15 Health and Well-being 15 Additional Questions 16

4 Basingstoke and North Hampshire NHS Foundation Trust Staff Survey 2010 Equality and Diversity Report Introduction Employers have a responsibility to ensure that all staff are treated equally, regardless of their age, gender, sexual orientation, ethnic origin/nationality, religion/ beliefs and whether or not they have a disability. These responsibilities are covered by the following Acts of Parliament and regulations: Acts of Parliament Human Rights Act 1998 Race Relations (Amendment) Act 2000 Civil Partnership Act 2004 Disability Discrimination Act 2005 Equality Act Regulations Sex Discrimination (Gender Reassignment) Regulations 1999 Race Relations Act 1976 (Amendment) Regulations 2003 Equal Pay Act (EPA) 1970 (Amendment) Regulations 2003 Employment Equality (Sex Discrimination) Regulations 2005 Monitoring staff perceptions of equality and diversity in an organisation is important to ensure that the organisation is fulfilling its responsibilities, and to prevent possible discrimination claims. However, monitoring equality and diversity in an organisation should not just be about preventing potential discrimination claims; it should be recognised that valuing equality and diversity in a workforce can benefit a business. Employers who promote equality of opportunity among their workforce can draw on a wider pool of talent and experience, and create an environment where employees are valued, supported and appreciate their colleagues contribution. This organisational climate can contribute to an organisation s success and competitiveness. Public sector employers will also be required to take into account under-representation of disadvantaged groups when selecting between equally qualified applicants. This means that one of the biggest expected impacts for public sector employers is the requirement to undertake a more systematic monitoring and evidence-based approach to all equality areas and how they are affected by policies and procedures. 1 This replaces the following legislation (not a complete list) : the Equal Pay Act 1970, the Sex Discrimination Act 1975, the Race Relations Act 1976, the Disability Discrimination Act 1995, the Employment Equality (Religion or Belief) Regulations 2003, the Employment Equality (Sexual Orientation) Regulations 2003, the Employment Equality (Age) Regulations 2006 the Equality Act 2006, Part 2 the Equality Act (Sexual Orientation) Regulations Page 4

5 Monitoring equality and diversity using staff survey data Gathering the perceptions and experiences of employees with regard to equality and diversity helps assess whether the policies and procedures used in an organisation have a positive impact in the workplace. A staff survey is a rich source of information providing evidence of these perceptions and experiences, and whether different demographic groups have very different experiences e.g. do black minority ethnic employees have more negative perceptions and experiences working in the organisation than those who are white British? It is possible to over interpret the findings between different demographic groups if scores differ only slightly. For example, if male staff score 85% on job satisfaction, and women score 87%, it may appear that women gave a higher level of job satisfaction than men. However, this difference is very small, and would probably be statistically insignificant. A more sensible interpretation would be that, on average, men and women have similar job satisfaction. To ensure that results aren t over interpreted, an exercise to identify only statistically significant results between the different demographic groups should be undertaken. A statistically significant result would mean that the difference is unlikely to have occurred by chance. What this exercise does not do is identify issues that are important i.e. it does not mean the difference is necessarily large, or significant in the usual sense of the word. One way to identify priorities for improvement for groups in an organisation is to construct a frequency analysis of the statistically significant results for the different demographic groups, which may identify the prevalence of negative perceptions in one group over another. However care should be taken not to interpret these results as meaning that all the individuals in the demographic group feel that they are treated differently because of their gender, age, disability or ethnic group. What this type of analysis does do is indicate which groups need to be consulted, on what issues, and any remedial action to be taken. Page 5

6 About this report The aim of this report is to provide a baseline assessment of the different perceptions and experiences of staff working in Basingstoke and North Hampshire NHS Foundation Trust, providing a comparative analysis between the four different demographic types of responders included in the 2010 staff survey i.e. gender, age, disability, ethnicity and identify any real 1 differences in their responses. Some demographic groups have been consolidated due to low numbers of responses as follows: White Includes White-British, White-Irish and White- any other background. Black & Minority Ethnic Groups Includes all other groups under the Mixed, Asian/Asian British, Black/Black British and Chinese and other ethnic background categories. The Equality and Diversity analysis is presented in two reports, Part A and Part B. Part A (this report) contains the following information: An executive summary and frequency table highlighting the key findings from the 2010 staff survey data, in relation to four demographic groups recommended for monitoring by the Equality and Human Rights Commission (EHRC), and the nationality demographic group. Sections on statistically significant negative differences. These sections include: o An analysis by each staff survey question block, in both summary narrative and in tabular format. Each table details the number of statistically significant differences, (i.e. a more negative perception) by question block for each of the demographic groups identified from the data in the survey. Part B contains the following information: Charts and data tables displaying the range of responses for every question, from each of the four demographic groups included in the survey i.e. gender, age, disability and ethnicity. 1 Statistically significant differences, i.e. the difference is unlikely to have occurred by chance. Page 6

7 Executive Summary There are a number of statistically significant negative issues 1 highlighted from the staff survey data. The following outline the differences between demographic groups from the survey overall as shown in the summary table on the next page: There were 19 statistically significant negative differences of the 1842 data items analysed. The groups with the highest number of statistically significant negative responses were staff aged 30 years or under (5), and staff in Black or Minority Ethnic Groups (5). Female staff, people of white ethnic background, and staff without a disability had no statistically significant negative responses. The survey sections with the highest number of statistically significant negative responses were Work-Life Balance (5) and Training, Learning and Development (5). The table on the following page profiles the equality groups in terms of the number of occurrences of statistically significant negative responses from each group for each survey section. 1 Statistically significant differences, i.e. the difference is unlikely to have occurred by chance. Page 7

8 01 Table of Statistically significant differences Basingstoke and North Hampshire NHS Foundation Trust 2010 Frequency Table of Statistically significant differences shown by demographic group and survey section Work Life Balance Training, Learning and Development Immediate Manager Appraisals & PDPs Team work Role and Job Satisfaction Your Organisation Errors, Near Misses or Incidents Violence, Bullying and Harassment Occupational Health and Safety Infection Control and Hygiene Health and Well being Additional Questions Total DEMOGRAPHY Males Females years years years years or over 3 3 Page 8 Ethnic origin White 0 Ethnic origin Black or Ethnic Minority Groups Staff with a disability 1 1 Staff without a disability 0 TOTAL Prepared by Capita Surveys and Research

9 Negative perceptions by demographic group Introduction This section of the report looks at the instances where a demographic group had a statistically significant more negative response than others. Note that while a difference may be statistically significant, the difference may also be very small, and so this section also indentifies which of these have a difference that is of sufficient magnitude to be highlighted as a key issue to address by the Trust. This is defined as a difference of at least 10 percentage points between comparator groups. For example, looking at the question My immediate manager helps me find a good work-life balance, a total of 40% of people between the ages of 16 and 30 agreed with this statement, compared with 55% of people aged between 41 to 50 the difference of 15 percentage points, therefore being of significant magnitude to be highlighted as a key issue to be addressed. The key findings by demographic group below are all statistically significant results, and are sufficiently large to be a key issue to address by the Trust: Male staff Responding male staff have three statistically significant negative responses, all of which are of sufficient magnitude to be considered important issues to be addressed. Compared to female staff, male staff were more likely to respond negatively to the following: 1. flexible working options apply to them - working reduced hours (e.g. part time) 2. taking part in e-learning/online training paid for or provided by the Trust in the last 12 months 3. they have had training, learning or development (paid for or provided by the Trust), in Health and Safety (e.g. fire training, manual handling) years of age Responding staff aged between 16 and 30 years of age have five statistically significant negative response, which are of sufficient magnitude to be considered important issues to be addressed. Compared to other age groups, staff were more likely to respond negatively to the following: 1. feeling they can approach their immediate manager to talk openly about flexible working 2. feeling flexible working options apply to them - working flexi-time (e.g. able to vary start & finish times) 3. feeling flexible working options apply to them - working reduced hours (e.g. part time) 4. feeling satisfied with the freedom they have to choose their own method of working 5. feeling they can decide on their own how to go about doing their work years of age Responding staff aged between 31 and 40 years have one statistically significant negative response, which is not of sufficient magnitude to be considered an important issue to be addressed. Page 9

10 41 50 years of age Responding staff aged between 41 and 50 years have one statistically significant negative response, which is of sufficient magnitude to be considered an important issue to be addressed. Compared to other age groups, staff aged 41 to 50 were more likely to respond negatively to the following: 1. they have put themselves under pressure to come to work 51 years and over Responding staff aged 51 years and over have three statistically significant negative response, all of which which are of sufficient magnitude to be considered important issues to be addressed. Compared to other age groups, staff aged 51 years and over were more likely to respond negatively to the following questions: 1. having a mentor as part of training, learning or development, paid for or provided by the Trust in the last 12 months 2. shadowing someone as part of training, learning or development, paid for or provided by the Trust in the last 12 months 3. feeling the training, learning and development they have done in the last 12 months has helped them stay up-to-date with professional requirements Black & Minority Ethnic Groups Responding staff from Black & Minority Ethnic backgrounds have five statistically significant negative responses, four of which are of sufficient magnitude to be considered important issues to be addressed. Compared to people of White ethnic background, Black & Minority Ethnic Groups were more likely to respond negatively to the following: 1. feeling flexible working options apply to them - working reduced hours (e.g. part time) 2. feeling the Trust acts fairly with regard to career progression/promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age 3. feeling they have personally experienced discrimination at work from patients/service users, their relatives or other members of the public 4. feeling they have access to counselling services at their Trust Staff with a Disability Responding staff with a disability have one statistically significant negative response, which is not of sufficient magnitude to be considered an important issue to be addressed. Page 10

11 Conclusion Issues for Action The key equality issues identified within this report to be addressed by the Trust are set out below: Compared to female staff, male staff were likely to feel: 1. they have not had training, learning or development (paid for or provided by the Trust), in Health and Safety (e.g. fire training, manual handling). Compared to staff from other age groups, staff aged between were more likely to have felt: 2. pressure from their manager to come to work Compared to staff from other ethnic groups, staff from Black & Minority Ethnic Groups were more likely to feel: 3. their Trust does not act fairly with regard to career progression / promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age 4. they have personally experienced discrimination at work from patients / service users, their relatives or other members of the public in the last 12 months Page 11

12 Statistically Significant Differences by Survey Section Introduction This section of the report looks at the highlights where a comparator group had a statistically significant more negative response than others by survey section. It also identifies which of these have a difference that is of sufficient magnitude to highlight it as an area to be addressed by the Trust. Throughout this report, the statistically significant occurrences are shown within the tables in each section. Survey Section: Work-Life Balance The table below shows the instances of statistically significant negative responses in the Work- Life Balance section. The table shows three comparator groups have negative perceptions of work life balance. Category Number of Statistically Significant Differences* Summary of Question Gender: Male 1 In your job at this Trust, do any of the flexible working options apply to you? Working reduced hours (e.g. part time) (Q3ii) Age: I can approach my immediate manager to talk openly about flexible working (Q2c) In your job at this Trust, do any of the flexible working options apply to you? Working flexi time (e.g. able to vary start & finish times) (Q3i) In your job at this Trust, do any of the flexible working options apply to you? Working reduced hours (e.g. part time) (Q3ii) Is it a key issue to be addressed? Black & Minority Ethnic Groups 1 In your job at this Trust, do any of the flexible working options apply to you? Working reduced hours (e.g. part time) (Q3ii) *Negative perceptions only Page 12

13 Survey Section: Training, Learning and Development The table below shows the instances of statistically significant negative responses in the Training, Learning and Development section. The table shows two comparator groups have negative perceptions of Training, Learning and Development. Category Number of Statistically Significant Differences* Summary of Question Gender: Male 2 In the last 12 months, have you taken part in any of the following types of training, learning or development, paid for or provided by your Trust? e learning / online training (Q4e) Have you had any training, learning or development (paid for or provided by your Trust), in the following areas? Health and Safety (e.g. fire training, manual handling) (Q5b) Is it a key issue to be addressed? Age: 51 years or over 3 In the last 12 months, have you taken part in any of the following types of training, learning or development, paid for or provided by your Trust? Having a mentor (Q4c) In the last 12 months, have you taken part in any of the following types of training, learning or development, paid for or provided by your Trust? Shadowing someone (Q4d) Thinking about any training, learning or development that you have done in the last 12 months: It has helped me stay up to date with professional requirements (Q6c) *Negative perceptions only Page 13

14 Survey Section: Your Job and Your Organisation: Immediate manager There were no instances of statistically significant negative responses in the Your Job and Organisation: Immediate manager section. Survey Section: Your Job and Your Organisation: Appraisals & PDPs There were no instances of statistically significant negative responses in the Your Job and Organisation Appraisals & PDP s section. Survey Section: Your Job and Your Organisation: Team work There were no instances of statistically significant negative responses in the Your Job and Organisation: Team work section. Survey Section: Your Job and Your Organisation: Role and Job Satisfaction The table below shows the instances of statistically significant negative responses in the Your Job and Organisation: Role and Job Satisfaction section. The table shows two of the demographic comparator groups have negative perceptions. Category Number of Statistically Significant Differences* Summary of Question Age: How satisfied are you with each of the following aspects of your job? The freedom I have to choose my own method of working (Q13c) I can decide on my own how to go about doing my work (Q14f) Is it a key issue to be addressed? Survey Section: Your Job and Your Organisation: Your Organisation The table below shows the instances of statistically significant negative responses in the Your Job and Organisation: Your Organisation section. The table shows two of the demographic comparator groups have negative perceptions. Category Black & Minority Ethnic Groups Number of Summary of Question Statistically Significant Differences* 2 Does your Trust act fairly with regard to career progression / promotion, regardless of ethnic background, gender, religion, sexual orientation, disability or age? (Q17) In the last 12 months have you personally experienced discrimination at work from any of the following? Patients / service users, their relatives or other members of the public (Q18a) Is it a key issue to be addressed? *Negative perceptions only Page 14

15 Survey Section: Errors, Near Misses and Incidents There were no instances of statistically significant negative responses in the Errors, Near Misses and Incidents section. Survey Section: Violence, Bullying and Harassment There were no instances of statistically significant negative responses in the Violence, Bullying and Harassment section. Survey Section: Occupational Health and Safety The table below shows the instances of statistically significant negative responses in the Occupational Health and Safety section. The table shows one comparator group has a negative perception. 19 Category Black Minority Ethnic Groups Number of Summary of Question Statistically Significant Differences* 1 Do you have access to counselling services at your Trust? (Q31a) Is it a key issue to be addressed? *Negative perceptions only Survey Section: Infection Control & Hygiene There were no instances of statistically significant negative responses in the Infection Control and Hygiene section. Survey Section: Health and Well-being The table below shows the instances of statistically significant negative responses in the Health and Well-being section. The table shows one comparator group has negative perceptions. Category Age: years Number of Summary of Question Statistically Significant Differences* 1 Have you put yourself under pressure to come to work? (Q39b) Is it a key issue to be addressed? *Negative perceptions only Page 15

16 Survey Section: Additional Questions The table below shows the instances of statistically significant negative responses in the Additional Questions section. The table shows three of the comparator groups have negative perceptions. Category Age: years Black & Ethnic Minority Groups Staff with a disability Number of Statistically Significant Differences* Summary of Question 1 Which would be your preferred method(s) of receiving important information that is relevant to your job Other method of communication (Q5viii) 1 Which would be your preferred method(s) of receiving important information that is relevant to your job Other method of communication (Q5viii) 1 Which would be your preferred method(s) of receiving important information that is relevant to your job Other method of communication (Q5viii) Is it a key issue to be addressed? No No No *Negative perceptions only Page 16