Statutory Equality and Diversity Report: Workforce Equality Compliance Report January 2013 Page 1 of 35
Contents Executive Summary 4 1. Introduction 6 2. Workforce Overview 6 3. Workforce 7 3.1 Workforce: Gender 7 3.2 Workforce: Ethnicity 9 3.3 Workforce: Age Profile 10 3.4 Workforce: Disability 11 3.5 Workforce: Sexual Orientation 11 3.6 Workforce: Religious Belief 12 3.7 Workforce: Marital Status 12 3.8 Workforce: Maternity & Pregnancy 13 3.9 Workforce: Gender Re-assignment 13 4. Trust Board 14 4.1 Trust Board: Gender 14 4.2 Trust Board: Ethnicity 14 4.3 Trust Board: Age Profile 15 4.4 Trust Board: Disability 15 4.5 Trust Board: Sexual Orientation 15 4.6 Trust Board: Religious Belief 15 5. Leavers 16 5.1 Leavers: Gender 17 5.2 Leavers: Ethnicity 17 5.3 Leavers: Age Profile 18 5.4 Leavers: Disability 18 5.5 Leavers: Sexual Orientation 19 5.6 Leavers: Religious Belief 19 5.7 Leavers: Length of Service 20 6. Employee Relations 21 6.1 Employee Relations: Gender 21 6.2 Employee Relations: Ethnicity 22 6.3 Employee Relations: Age Profile 22 6.4 Employee Relations: Disability 23 6.5 Employee Relations: Sexual Orientation 23 6.6 Employee Relations: Religious Belief 24 7. Recruitment Activity 25 7.1 Recruitment Activity: Gender 25 7.2 Recruitment Activity: Ethnicity 25 7.3 Recruitment Activity: Age Profile 26 7.4 Recruitment Activity: Disability 26 7.5 Recruitment Activity: Sexual Orientation 27 7.6 Recruitment Activity: Religious Belief 27 8. Promotions 28 8.1 Promotions: Gender 28 8.2 Promotions: Ethnicity 28 Page Page 2 of 35
8.3 Promotions: Age Profile 29 8.4 Promotions: Disability 29 8.5 Promotions: Sexual Orientation 30 8.6 Promotions: Religious Belief 30 9. Take up of Training Opportunities 31 9.1 Take up of Training Opportunities: Gender 31 9.2 Take up of Training Opportunities: Ethnicity 31 9.3 Take up of Training Opportunities: Age Profile 32 9.4 Take up of Training Opportunities: Disability 32 9.5 Take up of Training Opportunities: Sexual Orientation 33 9.6 Take up of Training Opportunities: Religious Belief 34 10. Pay Gap 34 11. Conclusions 35 Page 3 of 35
Statutory Equality and Diversity Report January 2013 Executive Summary This Statutory and Equality and Diversity Report for The Hillingdon Hospitals NHS Foundation Trust monitors the protected characteristics, where possible, of the workforce in the following categories: staff in post (workforce), Trust Board, leavers, employee relations, recruitment activity, internal promotions, take up of training opportunities and pay gap. This report examines data held on ESR (Electronic Staff Record) and NHS Jobs for the period November 2011 to October 2012. For the purposes of the leavers analysis, junior doctors on rotations have been disregarded from the analysis due to their regular turnaround cycle. Furthermore this report acknowledges that the quality of data held in relation to its workforce on certain protected characteristics, such as; sexual orientation, disability, marital status and religious beliefs needs to be improved. The data in this report will be considered by the Trust when developing policies, delivering services, and to develop People Strategies in relation to recruitment and retention, training, and employee relations. Below are some key highlights that have come to the fore following extensive analysis of various data sets. Workforce Profile The Trust employs a predominately female workforce (76%) 26% of the workforce works part time. 39% of the workforce is made up of BME groups. 1% of employees have declared themselves as disabled. 42% of employees have declared themselves as married. Trust Board 71% of the Board is male The majority of the Board are within the 41-65 age bands 21% of the Board is categorised as being from a BME background Leavers There were 266 leavers 13% of leavers left with under one years service 67% of leavers left with up to 5 years service 62% of Nursing & Midwifery leavers left with between 1-5 years of service Employee Relations 422 cases of formal employee relations cases logged on ESR 23 Dismissals 84% of employee relations cases occurred for staff aged between 36 and 60. Recruitment Activity 99% of applications were on-line The number of male applicants reduces in percentage through the recruitment stages. 51% of the appointed candidates were categorised with a White Ethnic Origin 3.5% of appointed applicants had declared themselves to have a disability 1.5% of appointed candidates were over the age of 60 (0.61% of applicants were above the age of 60) Page 4 of 35
Promotions (internal) 49 employees were promoted internally via the Trust s recruitment process 70% of staff promoted were female Take up of Training Opportunities 22,047 delegates had registered for training opportunities 26-30 year olds took up the most training opportunities, as a proportion of all events that were available Page 5 of 35
1. Introduction October 2010 saw the introduction of a new Equality Act. This act harmonises and replaces nine separate pieces of previous discrimination law into a single Act and ensures that employers are consistent in making the workplace fair and compliant with the law. On the 5 th April 2011 the new public sector Equality Duty came into force. The Equality Duty replaces the three previous duties on race, disability and gender, and brings them together as a single duty, and extends it to cover age, sexual orientation religious belief, pregnancy and maternity, and gender reassignment. These are known as protected characteristics. The aim of the duty is for public bodies to consider the needs of all individuals in their day to day work, in developing policy, in delivering services and in relation to their own employees. This Statutory and Equality and Diversity Report for The Hillingdon Hospitals NHS Foundation Trust monitors the protected characteristics, where possible, of the workforce in the following categories: staff in post (workforce), Trust Board, leavers, employee relations, recruitment activity, internal promotions, take up of training opportunities and pay gap. 2. Workforce Overview The Trust employed 2,655 substantive staff 1 as at 31 st October 2012. The majority of staff classify themselves as white (60%), and 44% of the workforce are under the age of 40. When comparing the first figure with those published in the London Borough of Hillingdon Profile (2008), the hospital is representative of the Borough: the London Borough of Hillingdon s ethnicity profile based on 2005 data indicates that 75% of the population have declared themselves with a white ethnicity. 26% of staff work part time in the organisation, of which 92% are female. Despite 26% of staff work part time hours, this figure is not representative of flexible working patterns, as many full time staff work flexibly, and these patterns are not centrally recorded for reporting purposes. 1 Permanent and Fixed Term Contract Holders Page 6 of 35
3. Workforce 3.1 Workforce: Gender Female Male The Trust employs a predominately female workforce (76%). The table below demonstrates that the split between male and female staff across the organisation has been fairly static over the past 6 years. Gender by Pay Band 2007 2008 2009 2010 2011 2012 Female 77.4% 76.3% 76.8% 77.1% 77.3% 76.2% Male 22.6% 23.7% 23.2% 22.9% 22.7% 23.8% 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8 Band 9 M &D Other Female Male Gender Band 1 Band 2 Band 3 Band 4 Band 5 Female 9 371 192 142 413 360 210 113 1 208 2 Male 31 105 40 31 58 72 44 52 2 189 7 Totals 40 476 232 173 471 432 254 165 3 397 9 The chart above shows the gender profile of the workforce by pay band. Bands 2 to 8 have more female staff than male. The Medical and Dental staff group is fairly evenly balanced. Band 6 Band 7 Band 8 Band 9 M&D Other Page 7 of 35
Gender by Division 10 0 % 90% 80% 70% 60% 50% 40% 30% 20% 10 % 0% Female M ale Female M ale Female M ale Female M ale Female M ale Corporate Directorate CSS M edicine Surgery Women's & Children's The above chart shows the makeup of each division by gender. The Women s & Children s Division has the greatest proportion of female workers (96%). The Corporate Directorate is more evenly split between male (46%) and female (54%) staff. Staff Group Gender FTE Headcount Headcount% Add Prof Scientific and Technic Female 8.60 9 1.72% Male 2.00 2 0.38% Staff Group Total 10.60 11 Additional Clinical Services Female 40.90 50 9.56% Male 12.67 13 2.49% Staff Group Total 53.57 63 Administrative and Clerical Female 43.95 51 9.75% Male 10.76 13 2.49% Staff Group Total 54.72 64 Allied Health Professionals Female 16.19 19 3.63% Male 5.00 5 0.96% Staff Group Total 21.19 24 Estates and Ancillary Female 1.00 1 0.19% Male 12.00 12 2.29% Staff Group Total 13.00 13 Healthcare Scientists Female 3.00 3 0.57% Male 1.00 1 0.19% Staff Group Total 4.00 4 Medical and Dental Female 135.62 141 26.96% Male 92.10 93 17.78% Staff Group Total 227.72 234 Nursing and Midwifery Registered Female 89.49 97 18.55% Male 9.50 10 1.91% Staff Group Total 98.99 107 Students Female 3.00 3 0.57% Staff Group Summary Total 486.79 523 486.79 523 Page 8 of 35
3.2 Workforce: Ethnicity Ethnic Origin FTE Headcount Headcount% White 1,427.46 1,604 60.41% Mixed 50.35 55 2.07% Asian 452.78 488 18.38% Black 232.46 246 9.27% South East Asian 144.66 151 5.69% Other 78.64 81 3.05% Undefined 27.14 30 1.13% Total 2,413.49 2,655 White Mixed Asian Black South East Asian Other Undefined 60% of employees in the Trust classify themselves as White. This compares to 75% in the London Borough of Hillingdon. Conversely 39% of employees in the Trust classify themselves in a BME group 2, which indicates that staff employed at the Trust is more ethnically diverse than the population that it serves (25% BME in Borough 3 ). The largest BME group in the Trust is Asian (18%). 2 BME = Black Minority Ethnic 3 Hillingdon Profile 2008 Page 9 of 35
Ethnicity by Division The chart below shows the ethnicity profile of the workforce by Division. The Medical and Surgical Directorates are the most ethnically diverse with 52% BME and 49% BME staff respectively. The Corporate Directorate is the least ethnically diverse Division with 23% of staff being classed as BME. 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Corporate CSS Medicine Surgery Women & Children's White Mixed Asian Black Other South East Asian Undefined 3.3 Workforce: Age Profile 16-20 21-25 26-30 31-35 36-40 41-45 46-50 51-55 56-60 61-65 66 & above 87% of the workforce is between 26 and 60 years old. 1% of staff employed are 66 years of age or over. Since 6 th April 2011, the default retirement age has been abolished, therefore it is possible that over the coming years that we may have more staff working beyond the age of 65. Page 10 of 35
3.4 Workforce: Disability No Not Declared Yes Only 1% of staff have declared a disability (31 employees), whilst the majority (61%) have not declared any information. 38% of employees have declared themselves as having no disability. Please note that data regarding disability is largely dependent upon an individuals perception of whether they have a disability, and whether they choose to declare a particular disability. 3.5 Workforce: Sexual Orientation Sexual Orientation Headcount Headcount % Bisexual 1 0.04% Gay 4 0.15% Heterosexual 1,075 40.49% I do not wish to disclose my sexual orientation 149 5.61% Lesbian 5 0.19% Undefined 1,421 53.52% Total 2,655 Prior to June 2007, the Trust did not collect data in relation to Sexual Orientation. Since then the Trust has carried a data validation exercise to improve the quality of this data, and is planning to carry out further exercises in the near future. For all staff recruited through NHS Jobs, it is mandatory to complete the sexual orientation field even if the applicants choose to not disclose the information. Currently 6% of staff have chosen not to disclose their sexuality. The category with the most declarations is Heterosexual (40%), after disregarding the undefined group. 10 employees within the Trust have declared themselves as either Gay, Bisexual or Lesbian. Page 11 of 35
3.6 Workforce: Religious Belief Atheism Buddhism Christianity Hinduism I do not wish to disclose my religion/belief Islam Jainism Judaism Other Sikhism Undefined Religious Belief Headcount Headcount % Atheism 85 3.20% Buddhism 15 0.56% Christianity 687 25.88% Hinduism 100 3.77% I do not wish to disclose my religion/belief 144 5.42% Islam 89 3.35% Jainism 1 0.04% Judaism 6 0.23% Other 72 2.71% Sikhism 35 1.32% Undefined 1421 53.52% As with sexual orientation, the Trust began collecting data on religious belief in June 2007. Currently 5% of the workforce have chosen not declare their religious belief, whilst the highest category is Christian (26%) when the undefined group is disregarded. 3.7 Workforce: Marital Status 2655 Civil Partnership Divorced Legally Separated Married Single Unknow n Widow ed Page 12 of 35
Marital Status Headcount Headcount% Civil Partnership 3 0.11% Divorced 78 2.94% Legally Separated 5 0.19% Married 801 30.17% Single 638 24.03% Unknown 1,122 42.26% Widowed 8 0.30% Total 2,655 The majority of the workforce has not declared their marital status (42%). 30% of the workforce has declared themselves as married, whilst 24% have declared themselves as single. 3.8 Workforce: Maternity & Pregnancy During November 2011 and October 2012, 70 staff went on maternity leave (3% of the female workforce). Of the 70 employees, 20 did not return to work after their period of maternity leave. 3.9 Workforce: Gender Re-assignment Please note that currently our systems do not allow us to report on this protected characteristic Page 13 of 35
4. Trust Board The Trust Board is made up of (as of 31 st October 2012) eight Non-Executive Directors and six Executive Directors. 4.1 Trust Board: Gender Female Male The above chart highlights that the Trust Board is predominately made up of male staff 71%. When comparing this figure with the overall make up of the Trust, there is large disparity between the overall make up of the workforce, which is represented by 76% female staff. 4.2 Trust Board: Ethnicity White Mixed Asian The ethnic make up of the Trust Board is predominately classified as white (79%), this compares to a figure of 60% of the overall workforce which have categorised themselves as white. 21% of the Board is categorised as being from a BME background. Page 14 of 35
4.3 Trust Board: Age Profile 3 2 1 0 31-35 36-40 41-45 46-50 51-55 56-60 61-65 Headcount 1 0 2 3 3 3 2 The above chart demonstrates the age profile of the Trust Board. The youngest member of the Board falls within the 31-35 age band, whist the rest of the Board is distributed amongst the 41-65 age bands. 4.4 Trust Board: Disability No member of the Trust Board has classified themselves as Disabled, although like other Disability statistics, a significant proportion of Board members (6 in total) have an undefined record in relation to Disability. 4.5 Trust Board: Sexual Orientation 5 members of the Board have categorised themselves as heterosexual, whilst the majority (7 in total) have an undefined record. 2 Board members have chosen not to disclose their sexual orientation. 4.6 Trust Board: Religious Belief 7 6 5 4 3 2 1 0 Christianity Hinduism Atheism I do no t wish to disclose my Undefined Headcount 3 1 1 2 7 The above chart demonstrates the board have categorised themselves with respect to their religious belief. 50% of the board have an undefined religious belief. Page 15 of 35
5. Leavers The Trust has had 266 leavers from November 2011 to October 2012 4. 13% of these employees left with under a years service and overall 67% of the leavers left with up to 5 years service. The Trust offer exit interviews by phone, in person or by the way of a questionnaire, but the quality of the data and the poor responses have limited the ability of the Trust to fully understand the reasons for staff leaving. The Reason for Leaving is included on the employees Termination Form, and from this, the Trust can report that 21% of staff left as a result of relocation, 6% because of work life balance and 11% left as a result of retiring. Leaving Reason Headcount Headcount % Death in Service 1 0.38% Dismissal - Capability 11 4.14% Dismissal - Conduct 6 2.26% Dismissal - Some Other Substantial Reason 4 1.50% Dismissal - Statutory Reason 1 0.38% End of Fixed Term Contract 1 0.38% End of Fixed Term Contract - Other 1 0.38% Flexi Retirement 3 1.13% Redundancy - Compulsory 5 1.88% Redundancy - Voluntary 1 0.38% Retirement - Ill Health 3 1.13% Retirement Age 30 11.28% Voluntary Early Retirement - no Actuarial Reduction 8 3.01% Voluntary Resignation - Adult Dependants 2 0.75% Voluntary Resignation - Better Reward Package 11 4.14% Voluntary Resignation - Child Dependants 6 2.26% Voluntary Resignation - Health 3 1.13% Voluntary Resignation - Incompatible Working Relationships 4 1.50% Voluntary Resignation - Lack of Opportunities 6 2.26% Voluntary Resignation - Other/Not Known 37 13.91% Voluntary Resignation - Promotion 44 16.54% Voluntary Resignation - Relocation 55 20.68% Voluntary Resignation - To undertake further education or training 6 2.26% Voluntary Resignation - Work Life Balance 17 6.39% 4 This figure excludes all staff on Fixed Term Contracts Page 16 of 35
5.1 Leavers: Gender Female Male The above chart highlights that the majority of leavers within the Trust are female. This statistic is consistent with the recruitment data, which demonstrates that the majority of applicants appointed are female. 5.2 Leavers: Ethnicity White Mixed Asian Black South East Asian Other Not Stated 53% of staff who left the organisation categorised themselves as White, and 44% of those leaving were categorised in a BME Group. This is slightly higher than the current workforce statistic of 39% BME staff. Page 17 of 35
5.3 Leavers: Age Profile 16-2 0 21-25 26-30 31-35 36-40 41-45 46-50 51-55 56-60 61-65 66-70 53% of leavers were aged between 21 and 40 years of age. 30 staff (11%) left due to retirement. 5.4 Leavers: Disability Yes No Undefined The chart above shows leavers by disability. 2% of the leavers had declared themselves to have a disability. 48% declared no disability. Page 18 of 35
5.5 Leavers: Sexual Orientation Gay Heterosexual I do not w ish to disclose my sexual orientation Lesbian Undefined The chart above shows leavers by sexual orientation. 51% of staff who left had categorised themselves as Heterosexual. 1% of leavers had declared themselves as either Gay or Lesbian. 5.6 Leavers: Religious Belief At heism Christ ianity I do not wish to disclose my religion/belief Ot her Undef ined Buddhism Hinduism Islam Sikhism The chart above shows leavers by religious belief. 34% of leavers categorised themselves as Christian, and 6% as Atheist s. The religious belief of 43% of leavers was undefined. Page 19 of 35
5.7 Leavers: Length of Service Length of Service by Age Band 0-1 yrs 01-05 06-10 11-15 16-20 21-25 26-30 31-35 The above graph highlights that 13% of employees left with less than one year s service with the Trust, and 54% left with between 1 years and 5 years service. As these figures exclude fixed term contracts, the data would suggest that the Trust is losing a high percentage of staff shortly after joining the Trust. Length of Service by Staff Group and Age Band 10 0 % 90% 80% 70% 60% 50% 40% 30% 20% 10 % 0% 0-1 yrs 01-05 06-10 11-15 16-20 21-25 31-35 The above chart demonstrates that staff categorised as Additional Clinical Services lost 29% of their staff (17 employees) with less than a years service. Staff categorised as Nursing & Midwifery lost 62% of their staff (61 employees) who had between 1 and 5 years service with the Trust. Figures in relation to Additional Professional Scientific and Therapeutic, Estates and Ancillary, Healthcare Scientists and Medical & Dental staff, represent very low numbers of leavers (11, 11, 2 and 5 employees respectively). Page 20 of 35
6. Employee Relations Between November 2011 and October 2012, there were 23 dismissals, 5 Grievance s raised, 11 Dignity at Work complaints and 6 Redundancies. In total there were 422 formal employee relations cases recorded on ESR (which includes, Disciplinary, Capability and requests for Flexible Working). Formal employee relations cases are those cases that have exhausted the informal stages of Trust policies, and have progressed to the formal stages. 6.1 Employee Relations: Gender 100.00% 90.00% 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Dismissals Grievance Dignity at Work Redundancies Female Male Female Male Dismissals Grievance Dignity at Work Redundancy 18 5 11 4 5 0 0 2 23 5 11 6 78% of dismissals were for female employees. This figure mirrors the organisational profile (by gender) of the Trust (76% female). In the cases of Grievance and Dignity at Work complaints, 100% of cases were raised by female staff. In terms of Redundancies, the figures would suggest that more men have been made redundant as a proportion of the overall workforce, however a degree of caution must be exercised here due to the small numbers of redundancies (6 in total). Page 21 of 35
6.2 Employee Relations: Ethnicity 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Dismissals Grievance Dignity at Work Redundancies White Black Asian South East Asian The above graph shows the breakdown of ethnicity as a percentage by the four reported fields. 83% of all dismissals were for those who had categorised themselves as White. This figure is considerably higher than the overall make up White staff in the organisation (60%). In relation to Dignity at Work complaints, White and Asian staff both raised 72% (36% each) of the complaints. In terms of Redundancies, staff who had categorised themselves as Black, accounting for 50% of the cases (3 out of the 6 cases). 6.3 Employee Relations: Age Profile 45.0% 40.0% 35.0% 30.0% 25.0% 20.0% 15.0% 10.0% 5.0% 0.0% 16-20 21-25 26-30 31-35 36-40 41-45 46-50 51-55 56-60 61-65 66-70 Dismissals Grievance Dignity at Work Redundancies The graph above and the table below demonstrates that the age groups of 36-40 and 51-55 raised the most Grievances, whilst staff aged between 46-60, raised the most Dignity at Work complaints. The data in relation to Dismissals would suggest that the majority of dismissals occurred for those aged between 41 and 55. The majority of the Employee Relations cases (84%) occurred for staff aged between 36 and 60. The Trust will need to monitor closely whether there is a pattern in relation to staff in the older age groups and the number of dismissals, grievances or dignity at work complaints raised for reasons related to their age. Page 22 of 35
16-20 21-25 26-30 31-35 36-40 41-45 46-50 51-55 56-60 61-65 66-70 Dismissals Grievance Dignity at Work Redundancies 2 0 0 0 3 0 1 0 1 0 0 0 1 0 1 1 2 2 0 2 4 1 0 0 0 0 3 1 4 2 3 0 4 0 3 2 2 0 0 0 0 0 0 0 6.4 Employee Relations: Disability 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Dismissals Grievance Dignity at Work Redundancies No Undefined Yes The above graph highlights that in the vast majority of employee relations cases the disability of the employee is undefined. In the case of dismissals, 13% (3 dismissals) of the employees had categorised themselves with a disability. 6.5 Employee Relations: Sexual Orientation 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Dismissals Grievance Dignity at Work Redundancies Heterosexual I do not wish to disclose my sexual orientation Lesbian Undefined Page 23 of 35
The above graph highlights that in the vast majority of employee relations cases the sexual orientation of the employee is undefined. In the case of Dismissals, 52% of employees had categorised themselves as Heterosexual. 6.6 Employee Relations: Religious Belief 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Dismissals Grievance Dignity at Work Redundancies Atheism Christianity I do not wish to disclose my religion/belief Islam Other Undefined The above graph highlights that in the vast majority of employee relations cases the Religious Belief of the employee is undefined. In the case of Dismissals, 35% of staff had categorised themselves as Christian, and 9% as Islam. Page 24 of 35
7. Recruitment Activity From November 2011 to October 2012 14,608 applications were recorded on NHS Jobs, whilst only 37 of these were off-line applications (0.25%). 3,230 of these applicants were shortlisted (22%) and 202 were appointed (6% of shortlisted posts). These figures only relate to vacancies that have been advertised on NHS Jobs. Applicants that have been recruited from Open days or via the London Deanery are not included, as these applicants are not recorded on NHS Jobs. 7.1 Recruitment Activity: Gender 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Applicants Shortlisted Appointed Male Female Undisclosed The chart above shows gender through three stages of recruitment. 68% of the initial applications were female. This rises to 75% of shortlisted candidates and rises again to 80% of those finally appointed. In relation to male applications, they represent 31% of all applications received. This drops further to 24% for those shortlisted, and further to 19% for those appointed. At Applicant and Short listing stage members of the selection panel have no equality data on the candidates and only have the relevant information for short listing purposes. 7.2 Recruitment Activity: Ethnicity 100% 80% 60% 40% 20% 0% Applicants Shortlisted Appointed White Asian Mixed Black Chinese Other Undisclosed The chart above shows ethnicity by three stages of recruitment. 35% of all applicants classified themselves as White and 35% also classified themselves as Asian. At short listing stage, White applicants rose to 41%, whilst Asian applicants dropped to 26%. At appointment stage, 51% of all applicants were White and 22% were Asian. When short listing, Managers and selection panels do not have access to any of the Equality and Diversity data for the applicants. Page 25 of 35
7.3 Recruitment Activity: Age Profile 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Applicants Shortlisted Appointed Age Under 20 Age 20-29 Age 30-39 Age 40-49 Age 50-59 Age 60-69 Age 70+ The above chart shows age band by the three stages of recruitment. 75% of applicants are under the age of 40 of which 72% are appointed. Only 1.5% of appointed applicants were over the age 60, and only 0.6% applied. 7.4 Recruitment Activity: Disability 100% 80% 60% 40% 20% 0% Applicants Shortlisted Appointed Yes No Undisclosed The chart above shows disability by three stages of recruitment. Just under 3% of initial applicants classify themselves with a disability. This rises to just under 4% being shortlisted and then approximately 3.5% being appointed. The Trust needs to continue to support staff who identify themselves with a disability, so that the Trust understands whether it is representative. However the data regarding this is largely dependent upon the individual applicant s perception of whether they have a disability, which impacts on the number declared at the recruitment stage. Page 26 of 35
7.5 Recruitment Activity: Sexual Orientation 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Applicants Shortlisted Appointed Lesbian Gay Bisexual Heterosexual Undisclosed The chart above shows sexual orientation by the three stages of recruitment. 89% of applicants categorise themselves as Heterosexual, and 94% are appointees. 7.6 Recruitment Activity: Religious Belief 100% 90% 80% 70% 60% 50% 40% 30% 20% 10% 0% Applicants Shortlisted Appointed Atheism Buddhism Christianity Hinduism Islam Jainism Judaism Sikhism Other Undisclosed The above chart shows religious belief by three stages of recruitment. The largest group of applicants have declared Christianity (52%). 61% of appointees are categorised with this religious belief. Page 27 of 35
8. Promotions 49 employees were promoted internally between November 2011 and October 2012. An internal promotion is whereby an employee secured a new post at a higher pay band than their existing pay band, or if they secured a temporary acting up position at a higher pay band for a fixed term period. As per Trust policy, decisions on promotions are made following the normal recruitment process. 8.1 Promotions: Gender Female Male The above chart demonstrates that the majority of staff that were promoted were female. The data would suggest that split between male and female promotions is consistent with the overall make up of the Trust (70% of staff promoted were female, 76% of the overall workforce is female). 8.2 Promotions: Ethnicity White Mixed Asian Black Any Other Ethnic Group South East Asian Not Stated 63% of employees promoted classified themselves as White, whilst 30% were from a BME group. The above figures are representative of the overall workforce of the Organisation. Page 28 of 35
8.3 Promotions: Age Profile 21-25 26-30 31-35 36-40 41-45 46-50 51-55 56-60 The majority of promotions took place for those aged between age bands 26-30 and 31-35 (24.5% for both categories). The above chart also demonstrates that there were fewer staff aged between 56-60 promoted. 8.4 Promotions: Disability No Undefined 65% of staff promoted had categorised themselves with no disability, whilst the disability for 35% of staff promoted was uncategorised. Page 29 of 35
8.5 Promotions: Sexual Orientation Heterosexual I do not wish to disclose my sexual orientation Undefined 73% of staff promoted had categorised themselves as Heterosexual, whilst 2% chose not to disclose their sexual orientation. 8.6 Promotions: Religious Belief At heism Christ ianity I do not wish to disclose my religion/belief Ot her Undef ined Buddhism Hinduism Islam Sikhism The above chart shows that the majority of staff who were promoted had categorised themselves as Christian (39%, 19 of the 49 staff that had been promoted). 4 staff had declared other as a religion who had been promoted. 24% of staff that had been promoted had an undefined religious belief. Page 30 of 35
9. Take up of Training Opportunities 22,047 delegates had registered themselves for training opportunities across the Trust. This figure only captures training courses that have been recorded on ESR, and will include training for medical staff. 9.1 Take up of Training Opportunities: Gender Female Male 78% of staff who took up training opportunities were female. This figure is very representative of the overall female workforce of the Trust (76%). 9.2 Take up of Training Opportunities: Ethnicity 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% White Mixed Asian Black South East Asian Other Undefined Training Oppurtunities Ethnicity profile The above graph demonstrates that the take up of training opportunities by ethnicity. The graph highlights that ethnicity by employees who took up training opportunities, mirrors the actual ethnicity profile of the workforce. Page 31 of 35
9.3 Take up of Training Opportunities: Age Profile 18.00% 16.00% 14.00% 12.00% 10.00% 8.00% 6.00% 4.00% 2.00% 0.00% Training oppurtunities Age Profile The above chart highlights 26-30 year olds within the Trust took up the most training opportunities. Furthermore, 20-25 and 26-30 year olds receive the most training opportunities compared to the age profile of the Trust. The chart also demonstrates that staff between 36-65 of age receive proportionately less training compared to the overall age profile of the Trust. This may need further analysis to determine whether this group of staff are being overlooked for training opportunities, or whether they are choosing not to take up training opportunities that may arise. 9.4 Take up of Training Opportunities: Disability 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% No Not Declared Undefined Yes Disability % Training Oppurtunity% The above chart demonstrates that the take up of training opportunities across the Trust by disability is broadly the same as the disability profile of the Trust. Page 32 of 35
9.5 Take up of Training Opportunities: Sexual Orientation 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Bisexual Gay Heterosexual I do not wish to disclose my sexual orientation Lesbian Undef ined Sexual Orientation by take up of Training Sexual Orientation Trust Profile% The above chart demonstrates that the take up of training opportunities across the Trust by Sexual Orientation is broadly the same as the Sexual Orientation profile of the Trust. 9.6 Take up of Training Opportunities: Religious Beliefs 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% Training Oppurt unities Religious Profile The above chart demonstrates that the take up of training opportunities across the Trust by Religious Belief is broadly the same as the Religious Belief profile of the Trust. Page 33 of 35
10. Pay Gap As most employees within the Trust are employed under Agenda for Change (AfC) terms and conditions of service, the Trust has an assurance that staff are paid appropriately for the work that they undertake. AfC was implemented to modernize the terms and conditions for the NHS workforce who had previously been employed on Whitley Council terms and conditions. It was to ensure a fair system of pay for NHS employees in support of modernized working practices. This was nationally agreed in partnership between employers and trade union representatives and among the principle objectives were to: Ensure the pay system leads to more patients being treated, more quickly and being given higher quality of care Assist new ways of working which best delivery the range and quality of services required in as efficient and effective a way as possible Assist the goal of achieving a quality workforce with the right numbers of staff, with the right skills and diversity and organized in the right way Improve the recruitment, retention and morale of the NHS workforce Improve all aspects of equal opportunity and diversity, especially in the areas of career and training opportunities and to ensure working patterns that are flexible and responsive to family commitments To meet equal pay for work of equal value criteria, recognizing that pay constitutes any benefits in cash or conditions. Nationally there was a legal challenge as to whether AfC was non-discriminatory but this was not proven and therefore remains the national terms and conditions. NHS posts / jobs have been evaluated nationally and national job profiles developed. Jobs within the Hillingdon Hospitals NHS Foundation Trust are matched or evaluated using nationally set down criteria and recorded on CAJE, the Trust s job evaluation system. AfC has been fully implemented across the Trust and is consistently applied. 60,000.00 50,000.00 40,000.00 30,000.00 20,000.00 10,000.00 0.00 Female Male Page 34 of 35
Average Average Salary Salary % Staff Group Female Male Difference Add Prof Scientific and Technic 28,948.82 39,252.80 26.25% Additional Clinical Services 14,214.71 15,161.76 6.25% Administrative and Clerical 21,218.78 33,839.08 37.30% Allied Health Professionals 27,006.58 33,486.14 19.35% Estates and Ancillary 14,829.95 17,350.16 14.53% Healthcare Scientists 31,847.31 34,919.63 8.80% Medical and Dental 45,110.29 54,382.85 17.05% Nursing and Midwifery Registered 27,688.15 29,942.51 7.53% The graph above indicates that within all the above staff groups, on average, male employees are paid more than female employees. The table above indicates that male employees on average earn 37% more than female employees, within the admin and clerical staff group, and 7.5% more within the Nursing and Midwifery staff group. However, it should be noted that 92% of the 26% of staff who work part time are female, which may affect these figures. 11. Conclusions This report provides a comprehensive view of the workforce at The Hillingdon Hospitals NHS Foundation Trust in relation to Equality and Diversity. There are specific areas that require further analysis and exploration to get a better of understanding of the data and trends. Data collection on all strands of diversity will continue to be monitored with a view to improving the quality of information held so we can actively promote equality and diversity. Further data validation exercises to target employees who have incomplete data sets will be arranged. This is to further improve the data quality in relation to Sexual Orientation, Religious Belief, Disability and Marital Status. Page 35 of 35