Workforce Sub-Committee

Workforce Sub-Committee 19th October 2011 Statutory Annual Workforce Diversity Monitoring Report 2011/12 Status: History: A paper for discussion Annual report Ann Macintyre Director of Workforce & Organisational Development Statutory Annual Workforce Monitoring Report 2009-2010

2 Statutory Annual Workforce Diversity Monitoring Report 2011/12 1.0 Introduction 1.1 The new equality act and subsequent public sector equalities duties have placed a much greater emphasis on providing visible and transparent information to the public. This reflects the Governments information revolution, where public bodies and departments are expected to make available and publish more information to the wider public. This annual diversity monitoring report will be published on the Trust internet site and will sit alongside the Trust equalities objectives when they are published in April 2012/13. 1.2 The new equality act requires all public bodies to publish workforce information workforce across equality strands and will cover staff-in-post, applicants for jobs, promotion and training, the results of training, disciplinary and grievance figures and performance appraisal. 1.3 Future annual workforce diversity reports will provide evidence of progress to achieve the workforce equalities objective (s). 2.0 Purpose of this paper 2.1 The purpose of this paper is to set out the results of employment monitoring over the past 12 months. Usually data is derived from within the financial year. However, community services integration occurred on 1 st April 2011 and this has effect on the composition of the workforce that needed to be reflected within this year s diversity report. (As such, this data has been derived from ). 2.2 The Trust has not undertaken a data cleansing exercise this year. This will have an effect on the validity of some of the information, and the relatively high level of unknown data for ethnicity and disability. 2.3 Significant progress has been made in gathering reliable workforce diversity data over each year. However, it is recommended that when there is another data cleanse planned, communications outlining the importance and rational for collecting diversity information is shared with staff. 3.0 Staff in post 3.1 The Trust had 11822 employees on 1 st September 2011. The increase in staff reflects the integration of Lambeth and Southwark community services and the inclusion of over 1600 staff. The composition of the workforce by occupational group is shown in Table 1.

3 Table 1. Workforce by occupational group Breakdown of workforce by Occupation Group 5000 4500 4000 3500 Headcount of Employees 3000 2500 2000 1500 1000 500 0 Admin & Clerical GP - Non Patient Support Medical and Dental Nursing & Midwifery Profession Allied Medicine Scientist Senior Mgt Occupation Group 4.0 Age by pay band 4.1 At the Trust those under 30 make up 18% of the workforce, 30-55 year olds represent 7 and people aged over 55 make up 12%. Age is generally well represented across AfC bands. As would be expected, most younger people (under 25) are employed in bands 1-4 posts. However, the is a lower number employed in Band 1 posts than expected. 10 Trust Age by Band 9 8 7 Staff % by Band 6 5 4 3 2 1 Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8A Band 8B Band 8C Band 8D Band 9 Doctors Under 25 12 55 61 43 261 43 5 41 2 70 and over 2 4 6 2 1 1 2 1 1 65 to 69 15 14 15 11 8 13 3 3 1 1 1 15 60 to 64 58 60 66 57 40 50 40 12 2 8 5 36 1 4 55 to 59 88 92 113 97 113 106 96 43 15 13 8 4 65 4 2 50 to 54 111 130 159 116 137 148 183 71 35 27 12 2 101 12 3 45 to 49 101 155 185 111 191 203 233 96 49 41 18 2 161 12 3 40 to 44 75 123 152 98 278 264 243 95 43 29 7 2 223 1 4 35 to 39 63 132 125 101 304 375 289 137 44 13 4 1 349 1 5 30 to 34 43 90 154 114 266 363 358 107 20 5 6 359 1 4 25 to 29 34 86 148 115 439 340 162 11 2 3 2 1 254 6 Staff by Age and Band Mgr/Dir Ad Hoc Other Ad hoc

4 5.0 Ethnicity by pay band 5.1 Overall, 36.8% of those staff electing to disclose their ethnicity stated that they were from a BME group. This is decrease of 5% from 2009/10. 88% of the workforce disclosed their ethnicity, a similar rate to the preceding two years. However, work remains to be done to encourage all employees to disclose this data in future staff surveys [when will we do another census]. 5.2 The highest proportion of BME staff are found in the lower AfC pay bands and the proportion of BME staff falls as the highest pay bands are reached (see table 2). The distribution of BME staff show 40.9% in Bands 1-4, 43.9% in bands 5-7, 3.8% in bands 8 and above. 5.3 There has been an increase in the number of Band 8 and above posts since 2009/10 (128 posts). 88 posts (65.7%) are occupied by White British staff, 32 posts (23.9%) by BME staff by and 14 (10.6%) were undeclared. 5.4 Outside of the AfC banding, the ethnic composition of doctors more closely reflects the Trust s overall ethnic diversity. 57.8% of doctors are White British, 32.2% are BME, with a 10.7% non-declaration rate. 5.5 Missing ethnicity data (11.9%) does impacts on the ability to make statistically reliable conclusions. Table 2. Ethnicity by Agenda for Change Pay Bands (Change) Ethnicity By Pay Band 10 9 8 7 Percentage 6 5 4 3 2 1 Other Ad Mgr/Dir Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8A Band 8B Band 8C Band 8D Band 9 Doctors hoc Ad Hoc White 121 308 449 453 964 970 1073 444 157 120 51 9 916 11 24 BME 442 473 575 288 836 694 378 89 35 10 3 1 517 8 2 Not Given 39 160 160 124 238 242 163 43 19 10 9 2 171 14 7 Band 6.0 Gender by pay band 6.1 The workforce split has remained almost exactly the same over the last three years, comprising of 72.8% and 27.2% female and male respectively.

5 Table 4. Gender by Agenda for Change Pay Bands Employee Gender by Pay Band 10 9 8 7 6 Percentage 5 4 3 2 1 Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8A Band 8B Band 8C Band 8D Band 9 Doctors Male 166 345 276 197 315 340 329 139 78 42 39 4 788 10 16 3084 Female 436 596 908 668 1723 1566 1285 437 133 98 24 8 816 23 17 8738 Band Other Ad hoc Mgr/Dir Ad Hoc Grand Total 6.2 Table 4 shows the gender split across the Agenda for Change pay bands. It indicates a slightly higher average proportion of women across Bands 1 to 7 (78.5%). There has been a slight increase since 2009/10 in the number of women in Bands 8 and 9 posts (7). A higher proportion of women than men is seen in all Divisions and Directorates. 6.3 In 2009/10 the gender breakdown for medical and dental consultants presented a converse picture with 35% women and 65% men. However, in 2011/12, there are more female doctors (50.9%) then male (49.1%). 7.0 Disability by pay band 7.1 This year saw a marginal increase in the proportion of employees prepared to declare whether or not they had a disability, taking this figure from 43.1% in 2009/10 to 49.4% in 2011/12. Of those people declaring disability/nondisability status, 2.9% declared a disability. This is a very slight decrease from the 3.3% declaration in 2009/10. 7.3 Whilst it is encouraging to see this increased reporting, work is still required to encourage staff to complete this domain in future staff surveys.

6 Table 3. Disability Status by Agenda for Change Pay Bands Disability by Pay Band 10 9 8 7 Percentage 6 5 4 3 2 1 Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8A Band 8B Band 8C Band 8D Band 9 Doctors Mgr/Dir Ad Hoc Yes 8 15 18 21 30 27 22 5 2 4 3 13 1 1 No 256 384 538 380 1017 863 816 313 127 77 34 3 840 16 9 Not Declared /Undefined 338 542 628 464 991 1016 776 258 82 59 26 9 751 16 23 Band Other Ad hoc 8.0 Applicants for employment 8.1 The Trust operates the two ticks symbol scheme and will guarantee an interview for disabled people who meet the essential job specification. There is some variance with regard to non-clinical and clinical shortlisting. 14. Non-clinical staff - recruitment summary by disability 12. 11.9% 12. 1 8. 6. 4. 2.8% Shortlisted 2. Not disabled Disabled 0.5%

7 35. 3 Clinical staff - recruitment summary by disability 30.9% 25. 2 15. 1 5. 22.2% 7.5% 5.3% Shortlisted Not disabled Disabled 8.2 Within non clinical staff there is very little variance between the percentage of males and females shortlisted and the number appointed. Within clinical recruitment, there is a slight variance, where less men are shortlisted and recruited. 14. 12. 1 8. 6. 4. 2. Non-clinical staff - recruitment summary by gender 12.7% 11.5% Shortlisted 3.2% 3. Male Female 25. Clinical staff - recruitment summary by gender 23.2% 2 15. 1 5. 17.7% 6.6% 9.4% Shortlisted Male Female 8.3 The shortlisting and appointment by age figures below are difficult to analyse due to a number of underlying conflicting variables. For example, the older someone is the more likely they are to apply for higher banded roles.

8 However, there are less higher banded roles, and less people overall tend to apply for them in comparison to lower banded roles. 18. 16. 14. 12. 1 8. 6. 4. 2. 6.2% 3.7% Under 20 Non-clinical staff - recruitment summary by age 16.1% 14.1% 14.4% 14.8% 15.1% Shortlisted 12.1% 12. 10.3% 9.7% 8.8% 5.4% 3.3% 3.4% 2.9% 2.9% 2.6% 3.4% 3.3% 3. 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+ 3 25. 2 15. 1 5. 11.5% 9.1% 15.9% 8.6% Clinical staff - recruitment summary by age 26.9% 25.5% 24.4% 24.9% 22. 20.3% 10.3% 9.1% 8.8% 9.2% 7.8% 5.8% 21.6% 5.1% 26.9% 7.7% Shortlisted 23.1% 23.1% Under 20 20-24 25-29 30-34 35-39 40-44 45-49 50-54 55-59 60-64 65+ 8.4 There is some variance between the shortlisting and appointments of different ethnic groups. This will require further investigation. 14. 12. 1 8. 6. 4. 2. Non-clinical staff - recruitment summary by ethnicity 13. 12.6% Shortlisted 11.7% 10.6% 10.7% 4.7% 1.9% 2.3% 2.4% 2.2% White Asian Black Mixed Other

9 25. 2 15. 1 5. Clinical staff - recruitment summary by ethnicity 23.6% 21.2% 20.7% 17. 12.9% 6.5% 4.4% 4.5% 23.5% Shortlisted 8.8% White Asian Black Mixed Other 9.0 Performance appraisal 9.1 There has been no discernable change in the average number of people who have completed an appraisal within a 12 months cycle from 2009/10 (31.2%) and 2011/12 (67.1%). Males (39.6%) seem more likely to have appraisals than females (30.5%), and BME (32.3%) and White staff (34.1%) have similar appraisal rates. It could be assumed that a higher proportion of appraisals were completed for bands 1-4 posts, where there is a higher proportion of BME and male staff. Table 4 Appraisals by gender 10 9 8 7 6 Did not have appraisal Had appraisal 5 4 3 2 1 Female Male

10 Appraisals by age groups 10 9 8 7 6 Did not have appraisal Had appraisal 5 4 3 2 1 Under 25 25 to 29 30 to 34 35 to 39 40 to 44 45 to 49 50 to 54 55 to 59 60 to 64 65 to 69 70 and over Appraisals by ethnicity groups 10 9 8 7 Did not have appraisal Had appraisal 6 5 4 3 2 1 Asian Black Mixed White Not Given Other 15.0 Recommendations and conclusion 15.1 For next years report to include a breakdown of responses to the annual staff survey to contextualise some of the baseline numbers set out in this report. 15.2 Further work to understand the inverse relationship between increasing AfC bands the proportion of BME staff. This should consider looking at how to encourage greater transparency with regard to recruitment and promotion trends at a local level. 15.3 Through appraisal the Trust can demonstrate and monitor access to CPPD for all staff. This report reinforces the Trust commitment to improve appraisal rates. 15.4 To commission work to better understand the variance in shortlisting and appointment between different ethnic groups.

11 15.5 To note the change in gender profile of doctors. Ann Macintyre Director of Workforce & Organisational Development Staynton Brown Associate Director, Equality & Diversity September 2011

12 Appendix A: Tables and graphs depicting workforce monitoring data 2011-2012 1. Workforce profile a) By Age Trust Gender Age Profile Male, 3084, 26% Female, 8738, 74% Female Male

13 Trust Disability Profile 170, 1% 5979, 51% 5673, 48% No Not Declared /Undefined Yes Trust Total by Ethnicity Profile White, 5892, 49% Other, 696, 6% Asian, 1066, 9% Not Given, 1374, 12% Mixed, 298, 3% Black, 2496, 21% Asian Black Mixed Not Given Other White

14 Trust Totals by Age Group 55 to 59 7% 60 to 64 4% 65 to 69 1% 70 and over Under 25 4% 50 to 54 11% 25 to 29 14% 45 to 49 13% 30 to 34 16% 40 to 44 14% 35 to 39 16%

15