Equality Workforce Monitoring Annual Report 217 Commissioned by: Claire Hartland HR Business Manager March 217 Report Produced by: Nathalie Likutu Workforce Planning Department Workforce Monitoring 216
Workforce Monitoring 216 Table of Contents EXECUTIVE SUMMARY... 5 1. INTRODUCTION... 8 1.1 Aim... 8 1.2 Objectives... 8 1.3 Methodology... 9 1.4 Sample size... 9 1.5 Staff involved... 9 2. RESULTS... 1 2.1 Staff involved... 1 2.1.1 Staff in post by age... 1 2.1.2 Staff in post by disability... 12 2.1.3 Staff in post by gender... 13 2.1.4 Staff in post by Religion and Beliefs... 14 2.1.5 Staff in post by sexual orientation... 15 2.1.6 Staff in post by marital status... 16 2.1.7 Staff in post by ethnicity... 17 2.2 Staff in post by Pay Banding... 19 2.2.1 Pay Band by gender... 19 2.2.2 Pay Band by ethnicity... 2 2.2.3 Pay Band by disability... 21 2.3 Part Time and Full Time Staff... 22 2.3.1 Part Time and Full Time Staff by gender... 22 2.3.2 Part Time and Full Time staff by ethnicity... 24 2.3.3 Part Time and Full Time staff by disability... 25 2.4 New Starters and Leavers... 26 2.4.1 New Starters and Leavers by age band... 27 2.4.2 New Starters and Leavers by disability... 29 2.4.3 New Starters and Leavers by gender... 3 2.4.4 New Starters and Leavers by marital status... 31 2.4.5 New Starters and Leavers by ethnicity... 32 2.4.6 New Starters by pay band and gender... 33 2.4.7 Leavers by pay band and gender... 33 2.4.8 New Starters by pay band and ethnicity... 34 2 P a g e
Workforce Monitoring 216 2.4.9 Leavers by pay band and ethnicity... 35 2.4.1 Starters and leavers by pay band and disability... 36 2.4.11 Full time and part time new starters by gender... 37 2.4.12 Full time and part time leavers by gender... 38 2.4.13 Full time and part time starters and leavers by ethnicity... 39 2.4.14 Full time and part time starters and leavers by disability.... 4 2.5 Applicants and Shortlists... 41 2.5.1 Applicants and Shortlists by gender... 41 2.5.2 Applicants and Shortlists by disability... 41 2.5.3 Applicants and Shortlists by ethnic group... 43 2.5.4 Applicants and Shortlists by age band... 45 2.5.5 Applicants and Shortlists by religion and belief... 46 2.5.6 Applicants and Shortlists by sexual orientation... 47 2.6 Promotions... 48 2.6.1 Promotions by age band... 48 2.6.2 Promotions by disability... 49 2.6.3 Promotions by gender... 5 2.6.4 Promotions by religion and belief... 51 2.6.5 Promotions by sexual orientation... 52 2.6.6 Promotions by marital status... 53 2.6.7 Promotions by ethnicity... 54 2.7 Training... 55 2.7.1 Training by age band... 55 2.7.2 Training by disability... 57 2.7.3 Training by gender... 57 2.7.4 Training by religion and belief... 58 2.7.5 Training by sexual orientation... 59 2.7.6 Training by marital status... 59 2.7.7 Training by ethnic group... 6 2.7.8 Training by employment status... 61 2.7.9 Training by pay band... 62 2.8 Disciplinary... 63 2.8.1 Disciplinary by disability... 63 2.8.2 Disciplinary by age band... 64 3 P a g e
Workforce Monitoring 216 2.8.3 Disciplinary by gender... 65 2.8.4 Disciplinary by religion and belief... 65 2.8.5 Disciplinary by sexual orientation... 66 3. RECOMMENDATIONS... 66 4 P a g e
Workforce Monitoring 216 EXECUTIVE SUMMARY This report aims to provide an overview of the workforce within the Trust as the end of 216. The report s findings in summary are thus: The Trust currently employs a total of 4445 staff delivering a range of services including mental health, learning disability, forensic, some physical health and an extensive range of community services. The number of staff has decreased from previous years; 215 (4673) and 214 (4889) falling by approximately 2 staff per year. The reductions in staff across the Trust have been largely affected by the TUPE of some services such as Health Visiting, School nursing, Health & wellbeing services and SMS. The Trust has seen an increase in numbers of our staff who consider themselves to have a disability. This has increased to a percentage of 5.8%, which is a total of 259 staff. This is the highest total we have seen over the last 5 years. In 214 and 215 the percentage of disabled staff was around 3% and this year the percentage has doubled. 92% of the total staff in post are White British which gives the Trust a total of 4139 (4292 in 215) staff in post. In terms of BME representation, South Asian employees have increased to 255 (3.9%) (174 in 215 & 168 in 214). Chinese and mixed race staff have also seen an increase from last year. The number of black staff (93) has remained the same as 215. The Trust currently sees.4% of its workforce with unknown ethnicity. Whilst this represents only 18 headcounted staff, the Trust should have a zero return in this area and these needs to be addressed. The Trusts staff profile has a larger White British representation than the local demographic of the people that it serves collectively. 92% (91.6%) of the total staff in post are white British which is similar to previous years but higher than the combined local council population which us currently 89.1%. The Trust s local demographic has large variation in BME representation. (97% white British in Barnsley v 79.1% white British in Kirklees). Population data taken from the Office of National Statistics (ONS) 211 dataset census. The Trust has significantly increased the level of data regarding religious and sexual orientation of our staff. In previous years, less than 5% of staff data was known regarding religion, this has increased to 73% today. For sexual 5 P a g e
Workforce Monitoring 216 orientation, the results show that 73% of staff are heterosexual and 24% (27% in 215) are unknown which is a slight improvement. Gender stable at 23% male 77% female As in previous years, 6% of the Trust are aged between 4-59. 11% of staff are aged 29 or under, which is a slight increase from previous years, most likely due to the increased number of apprenticeships linked to the HCSW implementation plan which is relatively new to the Trust. The Trust s age profile has been positively affected by our apprenticeship delivery in the last 12 to 18 months. Through the first 6 cohorts 65% of new starters were 25 or under. Furthermore, 82% were under 3. The Trust sees a much higher proportion of females in band 1 posts, 91% (118) compared to males at 9% (11) against other bands. This is due to the historic nature of the majority of these posts being domestic roles, which are traditionally undertaken by females. Across the Trust we have had a total of 269 promotions, which is a slight increase from last year 215 (263) however a decrease from 214 (278). It should be noted however that the Trust s overall staff in post has decreased over the past 2 years, so as a percentage of total promotions against staff in post the Trust is seeing more promotions than in previous years. Out of the 269 promotions 18 staff members had a disability, which is a 4 fold increase from 215 (5). Promotions within BME staff is slightly less than the overall breakdown of staff in post by ethnicity. 93% of all staff promoted in 216 were white British (v 91.6% staff in post). Conversely 2% of all promotions were within Asian staff (v 3.9% of staff in post). Other BME staff group promotions are reflective of the staff in post weight. The Trust sees no adverse barriers to training access in any of its staff regardless of their ethnicity. In fact, BME staff receive a greater number of training episodes per headcount when compared to white British staff. Overall Trustwide the average number of training episodes delivered per head is 7.49. In white British staff it is 7.17 per head. All other BME staff group except Chinese & Other receive more training episodes per head as a representative group. (Asian 7.3, Black 8.9, Mixed 8.) The proportion of disabled staff in higher banded roles across the Trust has seen a marked increase upon previous years. The Trust still sees the 6 P a g e
Workforce Monitoring 216 female/male split ratio become more even within higher banded roles (Band 8c: 12 v 11, Band 8d: 11 v 8). The Trust sees no adverse effect regarding the ratio of starters and leavers across the Trust within its BME staff. Whilst almost twice as many white British staff have left the left the Trust when compared to its starters (74 leavers v 388 starters) in the last 12 months, BME representative staff see no variation between starters and leavers (Asian 32 starters/32 leavers, Black 2 starters/ 26 leavers, Chinese 5 starters/4leavers, Mixed 6 starters/8 leavers). We identify 5 main priorities for the following 12 months as a result of the findings within this report. They are as follows: 1) Harassment & Bullying revisit the training provision and work with the BDU s to develop an approach in managing instances of harassment, bullying or abuse against staff. 2) Promotions BME representation of promotions needs to reflect the Trusts ethnic proportion of staff in post. This will include internal promotion development up to 8a roles and regional development in higher roles (8b and above). 3) Disability Creating focus on disability and the creation of disability staff network 4) BME representative workforce that is reflective of its localised need. (e.g. Kirklees seeing a 2.9% BME local population reflective in its staff) 5) Access to training development work to ensure that access to training is fair and equitable and that training and development opportunities are positively evaluated by all staff. 7 P a g e
Workforce Monitoring 216 1. INTRODUCTION is committed to undertake an annual audit programme. This audit was identified as a priority and commissioned from the Clinical Governance Support Team. OUR MISSION Enabling people to reach their potential and live well in their community OUR VALUES Honest, open and transparent Respectful Person first and in the centre Improve and be outstanding Relevant today, ready for tomorrow Families and carers matter The Trust employs a total of 4,445 (Headcount) staff delivering a range of services including mental health, learning disability, forensic, some physical health and an extensive range of community services. The Trust will use the information in this report to inform discussion and for the development of future equality objectives as part of the Trust s legal obligation on the Equality Act. The census information used (page 18, table 8) is taken from the 211 Office of National Statistics (ONS) census. In line with EHRC advice, asterisks have been used in some areas to preserve confidentiality. 1.1 Aim The aim is to provide an overview of the workforce within the Trust. 1.2 Objectives The main objectives of the audit are: To meet the requirements of the Equality act To monitor legal compliance with the Equality act To determine the level of workforce equality To benchmark results with previous audits To highlight any areas of concern and make recommendations 8 P a g e
Workforce Monitoring 216 1.3 Methodology The data was collected through the electronic staff record in December 216. 1.4 Sample size The Trust employs 4,445 (Headcount) members of staff but information is also available for new starters and leavers, job applicants and shortlisted application. 1.5 Staff involved Claire Hartland HR Business Manager Richard Butterfield Workforce Planning Lead Bryan Haworth Workforce Information and Systems Manager This report was compiled, analysed and created by: Nathalie Likutu Workforce planning Analyst) 9 P a g e
Workforce Monitoring 216 2. RESULTS 2.1 Staff involved The current number of staff in post is 4445 (4674 in 215, and 4889 in 214), this has been broken down by Business Delivery Unit (4277) and in most cases Medical staffing (168) are shown as a separate section. 2.1.1 Staff in post by age The following table shows the staff in post, split by age and Business Delivery Unit (BDU) (Table 1 Staff in post split by age and BDU) The results show that (Including medical) We hold the highest amount of staff within the age bracket of 5-59 at a total headcount of 1374 (3.9%) (3.8% in 215, 3.% in 214) which is a slight increase from the previous years. 1% of staff are aged over the age of 6 which remains the same as 215. Just over 1% of staff are aged 29 and under, which is the same as 215 & 214. (On Page 8 you will find more visual chart data of the staff in post by age and BDU) 1 P a g e
Workforce Monitoring 216 Staff % Weight Staff Headcount Barnsley District % Barnsley District Staff HEADCOUNT 35.% 3.% 25.% 2.% 15.% 1.% 5.%.%.1% 3.8% 27.1% 23.2% 9.8% 8.3%.7% 2-29 3-39 4-49 5-59 6-69 7+ 5 4 3 2 1 1 136 322 376 428 115 1 2-29 3-39 4-49 5-59 6-69 7+ 35.% 3.% 25.% 2.% 15.% 1.% 5.%.% Calderdale & Kirklees District %.% 1.4% 23.% 28.1% 29.8% 8.4%.3% 2-29 3-39 4-49 5-59 6-69 7+ 3 25 2 15 1 5 Calderdale & Kirklees District 89 197 HEADCOUNT 241 256 72 2-29 3-39 4-49 5-59 6-69 7+ 3 Forensics Services % Forensics Services HEADCOUNT 3.% 25.% 2.% 15.% 1.% 5.%.% 1.3% 24.2% 25.3% 24.7% 2.5% 3.5%.5% 2-29 3-39 4-49 5-59 6-69 7+ 12 1 8 6 4 2 5 81 96 1 98 14 2-29 3-39 4-49 5-59 6-69 7+ 2 35.% 3.% 25.% 2.% 15.% 1.% 5.%.%.% Specialist Services % 31.6% 29.% 23.8% 11.2% 4.%.5% 2-29 3-39 4-49 5-59 6-69 7+ 14 12 1 8 6 4 2 Specialist Services HEADCOUNT 47 1 133 122 17 2-29 3-39 4-49 5-59 6-69 7+ 2 4.% 35.% 3.% 25.% 2.% 15.% 1.% 5.%.%.5% Support Services % 8.6% 16.5% 26.9% 36.9% 9.7%.9% 2-29 3-39 4-49 5-59 6-69 7+ 35 3 25 2 15 1 5 4 Support Services HEADCOUNT 289 211 129 67 76 7 2-29 3-39 4-49 5-59 6-69 7+ Wakefield District % Wakefield District HEADCOUNT 35.% 3.% 25.% 2.% 15.% 1.% 5.%.%.% 31.1% 21.6% 24.6% 11.6% 1.7%.5% 2-29 3-39 4-49 5-59 6-69 7+ 16 14 12 1 8 6 4 2 134 16 93 5 46 2 2-29 3-39 4-49 5-59 6-69 7+ Medical Staff % Medical Staff HEADCOUNT 5.% 4.% 3.% 2.% 1.%.%.% 4.2% 2.2% 42.9% 28.% 4.2%.6% 2-29 3-39 4-49 5-59 6-69 7+ 8 7 6 5 4 3 2 1 72 47 34 7 7 1 2-29 3-39 4-49 5-59 6-69 7+ 11 P a g e
Workforce Monitoring 216 2.1.2 Staff in post by disability The following charts show the staff in post who consider they have a disability by Business Delivery Unit (BDU): 1 8 6 4 2 Barnsley District HEADCOUNT 88 68 7 213-214 214-215 215-216 Barnsley District 93.7% 6.3% Yes No or Unknown 6 5 4 3 2 1 Calderdale & Kirklees District HEADCOUNT 23 34 54 213-214 214-215 215-216 Calderdale and Kirklees District 93.7% 6.3% Yes No or Unknown 25 2 15 1 5 Wakefield District HEADCOUNT 23 12 9 Wakefield District 94.7% 5.3% Yes No or Unknown 3 25 2 15 1 5 Forensics Services HEADCOUNT 25 14 12 Forensic Services 93.7% 6.3% Yes No or Unknown 213-214 214-215 215-216 213-214 214-215 215-216 35 3 25 2 15 1 5 Specilaist Services HEADCOUNT 29 12 9 213-214 214-215 215-216 Specialist Services 93.1% 6.9% Yes No or Unknown 4 35 3 25 2 15 1 5 Support Services HEADCOUNT 35 13 15 213-214 214-215 215-216 Support Services 95.5% 4.5% Yes No or Unknown 6 5 4 Medical Services HEADCOUNT 5 5 4 Medical Staff 3.% 3 2 1 97.% Yes No or Unknown 213-214 214-215 215-216 The results show that 5.8% of the staff within the Trust considers themselves to have a disability; this is much higher than 215 (3.4%) and 214 (3.1%) All areas show an increase in the percentage of staff who considers having a disability. Specialist Services BDU has the highest percentage of disabled staff, whilst Support Services and Wakefield BDU have the lowest percentages. Increase in disability numbers due to increased level of information recording against staff (self service) 12 P a g e
Workforce Monitoring 216 2.1.3 Staff in post by gender The following table and pie charts show the staff in post by gender and by Business Delivery Unit (BDU): 76.8% GENDER SPLIT % 23.2% Female Male 4 35 3 25 2 15 1 5 GENDER SPLIT HEADCOUNT 3412 133 Female Male Barnsley District % Calderdale & Kirklees District % Support Services % 85.3% 14.7% 78.8% 21.2% 69.3% 3.7% Forensic Services % Medical Staff % Specialist Services % 62.9% 37.1% 6.7% 39.3% 82.2% 17.8% Wakefield District % 8.7% 19.3% The results show that Barnsley BDU has the highest percentage (85.3%) of female staff, whilst medical staff has the lowest percentage (39.3%) the same results as 215 and 214. Over three quarters (76.8%) of Trust staff are female. The gender split hasn t changed much from previous years. 215 we had 77.3% and 214 we had 77.6% Female. 13 P a g e
Workforce Monitoring 216 2.1.4 Staff in post by Religion and Beliefs The following table and pie charts show the staff in post by religion/belief and by Business Delivery Unit (BDU): *Other includes: Buddhism, Hinduism, Judaism, Jainism and Sikhism Barnsley District 1.4% 9.% Calderdale & Kirklees District 1.7% Forensic Services 8.8% Wakefield Services 14.6% 17.4% 12.3% 15.3% 28.5% 27.2% 32.6% 23.2% 51.6% 44.4% 38.6% 48.5%.6% 3.1% 2.5%.7% Specialist Services 1.9% 17.1% Support Services 8.3% 1.3% Medical Services 6.5% 11.% Grand Total % 12.4% 24.5% 3.% 31.% 2.8% 27.7% 44.9% 49.8% 22.% 19.6% 46.6% 2.6% 1.5% 2.3% The results show that Religion/belief is not known or disclosed for 46.6% of staff in the Trust: almost half of the staff in post. In the past 3 years since 213-14, the Trust has increased uptake of religion data in staff from under 5% known to 73% known today. 14 P a g e
Workforce Monitoring 216 2.1.5 Staff in post by sexual orientation The following table and pie charts show the staff in post by sexual orientation and by Business Delivery Unit (BDU):.4%.7% Barnsley District 24.2%.8% Calderdale and Kirklees District.6%.8% Forensic Services 2.%.8% Wakefield District 1.6%.7% 73.8% 73.% 24.4% 1.3% 69.9% 25.8% 1.5% 73.8% 22.% 1.9% Specialist Services 1.2%.7% Support Services.5%.4% Medical Staff.%.% Grand Total %.9%.6% 76.7% 19.5% 71.1% 27.3% 76.2% 22.6% 73.2% 24.2% 1.9%.6% 1.2% 1.1% The results show that Grand Total % Gay Heterosexual Lesbian Bisexual I do not wish to 73% (71% in 215, 68% in 214) of the staff are heterosexual and sexual orientation is not known for 24% (27% in 214, 3% in 213) of the staff in post. This is an improvement from previous years. 15 P a g e
Workforce Monitoring 216 2.1.6 Staff in post by marital status The following table and pie chart show the staff in post by marital status, broken down by Business Delivery Unit (BDU): Barnsley District.5% 1.1%.1%.9% 9.4% 25.2% 62.8% Calderdale & Kirklees District 1.5% 1.9%.5% 7.8%.8% 49.8% 37.8% 3.%.8%.5%.% 8.1% 43.4% Forensic Services 44.2% 1.9% 1.9% 7.7%.5% 1.4% 31.6% Wakefield District 55.2%.7%.2%.2% Specialist Services 1.2% 9.5% 54.% 34.% 1.4%.3%.5%.9% 29.2% Support Services 8.4% 59.3%.%.6%.%.6% 1.2% 16.7% Medical Services 81.%.4%.8% Total Marital Status % 1.5% 8.3%.8% 31.1% 57.1% The results show that 57% (58% in 215 and 57% in 214) of staff are married 8.3% (1% in 215 and 1% in 214) of the staff are divorced or legally separated. Both are similar results to the previous years; however the percentage of divorced staff has slightly decreased from 215. 16 P a g e
Workforce Monitoring 216 2.1.7 Staff in post by ethnicity The following table shows the staff in post by ethnicity and by Business Delivery Unit (BDU) The results show that 92% of the total staff in post are White British Asian representation has increased to 255 (3.9%) (174 in 215 & 168 in 214) Although we have less staff in post in 216, the percentage within ethnic groups haven t really changed. We have increased numbers of Asian, Chinese and mixed staff. Number of black staff (93) has remained the same as 215. Number of white staff has decreased to 4139 (4292 in 215) 17 P a g e
Workforce Monitoring 216 The following information shows the local council population ethnicity breakdown for Barnsley, Calderdale, Kirklees and Wakefield against the Trust BDU s. The arrows indicate if the percentages have increased or decreased from those reported in 214/215: Table 8 Percentage of staff in post, split by ethnicity, BDU and local councils The results show that: 92% of the total staff in post are white British which is similar to previous years but higher than the combined local council population which has the same percentages as 212 as the information is taken from the 211 census. 18 P a g e
Workforce Monitoring 216 2.2 Staff in post by Pay Banding The following sections provide information on staff in post, split under the Agenda for Change pay bands 1 to 9. Medical staff has been included as a total. 2.2.1 Pay Band by gender Not AfC Medical/Dental Staff Band 9 Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 6 66 1 11 12 57 133 39 659 659 227 796 358 118 1 2 3 4 5 6 7 8 9 Not AfC Medical/Dental Staff Band 9 Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 9 11 1 8 11 27 54 12 196 159 58 29 87 11 5 1 15 2 25 The results show that Band 3 continues to have the highest number of staff. 796 (79%) being female and 29 (21%) being male. Medical bands hold 11 (61%) male staff and 66 (4%) female staff. Being the only band that holds more male staff than female. Band 1 continues to have the highest percentage of female staff 92%(118 staff) (9% in 215, 89% in 214) This is most likely due to the fact that more female staff have historically held domestic roles than men and still do, which start at band 1. 19 P a g e
Workforce Monitoring 216 2.2.2 Pay Band by ethnicity The following shows the staff in post by pay band and ethnicity: The table below benchmarks our staff into 3 categories. Non-registered roles (1-4), registered and middle management roles (5-7) and senior clinical and management roles to show the difference at each level The results show that Staff in all of the bands (excluding medical and dental) are at least 9% white British. 2 P a g e
Workforce Monitoring 216 2.2.3 Pay Band by disability The following table shows the staff in post by pay band and disability: The results show that There has been a huge increase in the number and percentage of staff with a disability. As previously explained, this is due to the increased number of staff who have now disclosed disability data through self-service etc. 21 P a g e
Workforce Monitoring 216 2.3 Part Time and Full Time Staff The following sections provide information on staff in post both non-medical (4277) and medical (168) but split by part time and full time working hours. 2.3.1 Part Time and Full Time Staff by gender FULL TIME PART TIME 7.4% 29.6% Female Male 9.6% 9.4% Female Male The results show that for non-medical staff: 216 2622 non-medical staff work full time and 1655 work part time 215 2711 (6.2%) non-medical staff works full time and 1795 (39.8%) work part time 216 1499 (9.6%) female staff and 156 (9.4%) male staff work part time 215 1622 (9.4%) female staff and 173 (9.6%) male staff work part time 216 1847 (7.4%) female staff and 775 (29.6%) male staff work full time 215 1928 (71.1%) female staff and 783 (28.9%) male staff work full time 22 P a g e
Workforce Monitoring 216 The results show that for medical staff: 216 137 (81.5%) of medical staff work full time and 31(18.5%) work part time 215 13 (77.4%) of medical staff work full time and 38 (22.6%) work part time 214 133 (75.1%) medical staff work full time and 44 (24.9%) work part time 216 23(74.2%) of female medical staff and 8 (25.8%) male staff work part time 215 26 (68.4%) of female medical staff and 12 (31.6%) male staff work part time 214 32 (72.7%) female medical staff and 12 (27.3%) male staff work part time 216 43(31.4%) of female medical staff and 94 (74.2%) male staff work full time 215 35 (26.9%) of female medical staff and 95 (73.1%) male staff work full time 214 34 (25.6%) female medical staff and 99 (74.4%) male staff work full time The percentage of female medical staff working part time (74.2%) is significantly higher than the Trust gender split of 39% female medical staff to 6.7% male medical staff FULL TIME PART TIME 31.4% 68.6% Female Male 74.2% 25.8% Female Male Male: 68.6% (Headcount 94) Female 31.4% (Headcount 43) Male: 25.8% (Headcount 8) Female 74.2% (Headcount 23) 23 P a g e
Workforce Monitoring 216 2.3.2 Part Time and Full Time staff by ethnicity The following pie charts show the part time and full time staff by ethnicity for both medical and non-medical staff. WHITE NOT STATED 93.1% 94.6% Full Time Part Time.4%.4% Full Time Part Time MIXED CHINESE OR OTHER 1.%.7% Full Time Part Time.8%.5% Full Time Part Time BLACK Asian 2.4% 1.8% Full Time Part Time 2.3% 2.% Full Time Part Time The results show that for non-medical staff 2441 (93%) non-medical staff who works full time are white British and 1565 (95%) who works part time are white British. (Same as previous years) The above percentages are similar to the Trust percentage (94%) white British (excluding medical staff) 6.% 5.% 4.% 3.% 2.% 1.%.% 32.8% Full Time Medical.7% 2.2% 1.9% White Not Stated Mixed Chinese or Other 53.3% Asian 7.% 6.% 5.% 4.% 3.% 2.% 1.%.% 64.5% Part Time Medical.% 3.2% 6.5% White Not Stated Mixed Chinese or Other 25.8% Asian The results show that for medical staff: 45 (32%) medical staff who work full time are white British and 2 (65%) who work part time are white British The percentage of white British medical staff who works part time is significantly higher (64.5%) than the overall percentage of white British medical staff (39%) 24 P a g e
Workforce Monitoring 216 2.3.3 Part Time and Full Time staff by disability The results show that for non-medical staff who consider themselves to be disabled: The results show that for non-medical staff who consider themselves to be disabled 216 16 (6.1%) staff work full time and 94 (5.7%) work part time Trust total is 5.9% 215 95 (3.5%) staff work full time and 62 (3.5%) work part time 214 93 (3.3%) staff work full time and 54 (2.9%) work part time He results for medical staff who consider themselves to have a disability 216 5 (3.6%) medical staff work full time and work part time Trust total is 5.8% 215 2 (1.5%) medical staff work full time and 2 (5.3%) work part time 214 3 (1.7%) medical staff work full time and 3 (1.7%) work part time 25 P a g e
Workforce Monitoring 216 2.4 New Starters and Leavers The following sections provide information for both new starters to the Trust and staff leaving the Trust. This is for the period January 216 to December 216. The sharp increase in leavers seen in 216 is largely due to the de-commissioning of services such as Health Visiting, School nursing, SMS and Health & Wellbeing. Barnsley BDU has seen the largest impact of this. In total there were 454 (417 in 215, 416 in 214, 48 in 213) new starters in 216. And we had 786 (74 in 215, 519 in 214, 521 in 213) staff who left the Trust during this period. Below you will find the result split by BDU: 216 Barnsley - 11 new starters (22.2% of Trust total) 347 leavers (44% of Trust total) 215 Barnsley - 145 new starters (35% of Trust total) 243 leavers (35% of Trust total) 214 Barnsley - 16 new (starters 38% of Trust total) 167 leavers (32% of Trust total) 216 C&K District - 91 new starters (2.4% of Trust total) 13 leavers (13% of Trust total) 215 C&K - District 6 new starters (14% of Trust total) 131 leavers (19% of Trust total) 214 C&K - District 69 new starters (17% of Trust total) 95 leavers, 18% of Trust total) 216 Forensic - 5 new starters (11% of Trust total) 54 leavers (6.9% of Trust total) 215 Forensic - 4 new starters (1 % of Trust total) 52 leavers (7% of Trust total) 214 Forensic - 13 new starters (3% of Trust total) 46 leavers (9% of Trust total) 216 Wakefield - 26 new starters (5.73% of Trust total) 73 leavers (9% of Trust total) 215 Wakefield - 28 new starters, (7% of Trust total) 69 leavers (1% of Trust total) 21 4 Wakefield - 32 new starters, (8% of Trust total) 44 leavers (8% of Trust total) 216 Medical - 31 new starters (6.83% of Trust total) 38 leavers (4.8% of Trust total) 215 Medical - 26 new starters (6% of Trust total) 47 leavers (7% of Trust total) 214Medical -26 new starters (6% of Trust total) 46 leavers (9% of Trust total) 216 support - 93 new starters (2.48% of Trust total) 11 leavers (12.8% of Trust total) 215 Support -64 new starters (15% of Trust total) 18 leavers (15% of Trust total) 214 Support - 75 new starters (18% of Trust total) 73 leavers (14% of Trust total) 216 Specialists - 62 new starters (13. 66% of Trust total) 7 leavers, (8.9% of Trust total) 215 Specialist - 54 new starters (13% of Trust total) 54 leavers (8% of Trust total 214 Specialist - 41 new starters (1% of Trust total) 48 leavers (9% of Trust total) 26 P a g e
Workforce Monitoring 216 The results show that The Trust increased the number of new starters in 216 (454) in comparison to 215 (417). Furthermore the number of leavers excluding medical has increased in 216 (786) compared to 215 (74). 2.4.1 New Starters and Leavers by age band The following table shows the new starters split by age and BDU: STARTERS Barnsley District Calderdale and Kirklees District 4 35 3 25 2 15 1 5 34 24 17 17 9 2-29 3-39 4-49 5-59 6-69 35 3 25 2 15 1 5 31 25 22 2-29 3-39 4-49 5-59 6-69 9 4 3 25 2 25 Forensic Services 18 16 14 12 Medical Staff 16 15 1 5 6 9 8 2 2-29 3-39 4-49 5-59 6-69 1 8 6 4 2 8 6 1 2-29 3-39 4-49 5-59 6-69 Support Services Specialist Services 3 25 2 15 25 22 19 18 3 25 2 15 24 14 13 1 5 4 5 2-29 3-39 4-49 5-59 6-69 1 5 9 2 2-29 3-39 4-49 5-59 6-69 14 12 13 Wakefield District 4.% 35.% Overall Starters % 35.2% 1 8 6 4 2 6 5 2 2-29 3-39 4-49 5-59 6-69 3.% 25.% 2.% 15.% 1.% 5.%.% 2.2% 25.6% 19.8% 12.8% 4.4% 2-29 3-39 4-49 5-59 6-69 27 P a g e
Workforce Monitoring 216 The following table shows the leavers split by age and BDU: LEAVERS 12 1 8 6 4 2 Barnsley District 14 8 74 43 44 2 2-29 3-39 4-49 5-59 6-69 7+ 35 3 25 2 15 1 5 Calderdale and Kirklees District 17 2 18 3 16 2-29 3-39 4-49 5-59 6-69 7+ 2 25 2 15 1 5 1 Forensic Services 2 13 12 8 2-29 3-39 4-49 5-59 6-69 7+ 16 14 12 1 8 6 4 2 Medical Staff 15 8 7 5 2 1 2-29 3-39 4-49 5-59 6-69 7+ 35 3 25 2 15 1 5 Support Services 31 24 16 16 12 2 2-29 3-39 4-49 5-59 6-69 7+ 25 2 15 1 5 Specialist Services 2 16 12 11 11 2-29 3-39 4-49 5-59 6-69 7+ 25 2 15 1 5 Wakefield District 23 18 1 1 1 2 2-29 3-39 4-49 5-59 6-69 7+ 3.% 25.% 2.% 15.% 1.% 5.%.%.1% Overall Leavers % 26.1% 22.% 21.5% 14.6% 14.5% 1.1% 2-29 3-39 4-49 5-59 6-69 7+ 28 P a g e
Workforce Monitoring 216 2.4.2 New Starters and Leavers by disability The following bar charts show the new starters and leavers who consider they have a disability by Business Delivery Unit (BDU): *The bar charts include 4 years (213-216) worth of new starters & leavers data. The result show that The number of disabled new starters has increase over the past 4 years. The percentage of leavers has slightly decreased, from 4.4% to 4.3% From 213 to 216 the number of new starters almost quadrupled. 29 P a g e
Workforce Monitoring 216 2.4.3 New Starters and Leavers by gender The following graphs show new starters and leavers by gender and Business Delivery Unit (BDU): The results show that 78% (79% in 215, 82% in 214 and in 213) of new starters were female; this is similar to the gender split across the Trust of 76.8% female staff. 81% of the staff leaving the Trust were female. The sharp increase in female leavers seen in 216 is largely due to the decommissioning of services such as Health Visiting, School nursing, SMS and Health & Wellbeing. These services were predominantly female roles (98%) and were almost entirely within Barnsley BDU services. 3 P a g e
Workforce Monitoring 216 2.4.4 New Starters and Leavers by marital status 6.% New Starters by Marital Status across SWYPFT 5.% 5.4% 4.% 3.% 2.% 1.%.%.7% 1.1 % 2.4% Divorced Legally Married Single Widowed Unknown Civil Separated Partnership Total 216 19 6 18 229 3 5 11 Total 215 33 (8%) 173 (42%) 195 (47%) 9(2%) 3 (.7%) Leavers by Marital Status across SWYPFT 6.% 54.8% 5.% 4.% 3.% 2.% 1.%. % 8.8%.9%.8%.4%.5% Divorced Legally Married Single Widowed Unknown Civil Separated Partnership Total 216 69 7 431 266 6 3 4 Total 215 77 (11%) 383 (54%) 231 (33%) 3 (.4%) 6 (1%) 5 (.6%) 31 P a g e
Workforce Monitoring 216 2.4.5 New Starters and Leavers by ethnicity The following table shows the new starters by ethnicity and by Business Delivery Unit (BDU): 32 P a g e
Workforce Monitoring 216 2.4.6 New Starters by pay band and gender The following table shows the staff starting with the Trust by gender and by pay band Senior Manager 2 Senior Manager 2 Medical/Dental Staff 21 Medical/Dental Staff 1 Band 8a 6 Band 8a 5 Band 8b 3 Band 8b Band 7 21 Band 7 11 Band 6 48 Band 6 14 Band 5 97 Band 4 18 Band 3 55 Band 2 66 Band 1 15 2 4 6 8 1 Band 5 25 Band 4 6 Band 3 1 Band 2 19 Band 1 5 1 15 2 25 As in previous years, the highest percentages of new starters were band 5 (32% in 215, 28% in 214). 2.4.7 Leavers by pay band and gender The following charts show the staff leaving the Trust by gender and by pay band. 33 P a g e
Workforce Monitoring 216 2.4.8 New Starters by pay band and ethnicity The following charts show the staff starting and leaving the Trust by ethnicity and by pay band. Senior Manager Medical/Dental Staff Band 8a Band 8b Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Senior Manager Medical/Dental Staff Band 8a Band 8b Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Senior Manager Medical/Dental Staff Band 8a Band 8b Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 1 1 1 1 3 2 4 6 8 4 3 12 1 14 2 White 28 Black Chinese Other 56 1 2 3 4 5 6 74 6 4 17 2 4 6 8 1 12 7 Senior Manager Medical/Dental Staff Band 8a Band 8b Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Senior Manager Medical/Dental Staff Band 8a Band 8b Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Medical/Dental Staff Band 8a Band 8b Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Band 1 2 Asian 3 4 4 5 2 4 6 8 1 12 14 Mixed 1 1 1.5 1 1.5 2 2.5 3 3.5 Not Stated.2.4.6.8 1 1.2 3 1 1 1 1 13 34 P a g e
Workforce Monitoring 216 2.4.9 Leavers by pay band and ethnicity Not AfC Medical/Dental Staff Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 3 17 3 3 1 22 24 White 47 72 69 134 138 162 5 1 15 2 Not AfC Medical/Dental Staff Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 2 2 2 2 Asian 4 4 5 1 15 2 16 Not AfC Medical/Dental Staff Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Not AfC Medical/Dental Staff Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 2 2 Black 5 2 4 6 8 1 12 Chinese Other 1 1 1.5 1 1.5 2 2.5 7 2 1 Not AfC Medical/Dental Staff Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Not AfC Medical/Dental Staff Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band 1 Mixed 1 1 2 1 2 3 4 5 Not Stated 1 1 1 2 2 1 2 3 4 5 4 4 35 P a g e
Workforce Monitoring 216 2.4.1 Starters and leavers by pay band and disability The following tables show the staff starting and leaving the trust by disability and pay band. There was increase in the percentage of new staff who considered themselves to be disabled from 4.8% in 214 (2/416), 5.3% in 215 (22/417) to 8.4% in 216 (38/454); below shows the headcount of staff starters within each band. There has been a decrease in the percentage of departing staff who considered themselves to be disabled to 4.3% (34/786) in 216 from 4.4% in 215 (31/74) and 2.3% in 214 (12/519) *The chart below shows the headcount of staff leavers within each band. 36 P a g e
Workforce Monitoring 216 2.4.11 Full time and part time new starters by gender The results show that for new starters: 325/454 (72%) of new starters work full time (71% in 215, 66% in 214, 67% in 213) 129 (28%) work part time (29% in 215, 34% in 214, 33% in 213) 239/352 (74%) (73 in 215, 76% in 214, 73% in 213) female staff and 86/12 (27%), (27% in 215, 24% in 214 27% in 213) male staff work full time 113/352 (88%) (89% in 215 and 214, 9% in 213) female staff and 16/12 (12%) (11% in 215 and 214, 1% in 213) male staff work part time 37 P a g e
Workforce Monitoring 216 2.4.12 Full time and part time leavers by gender The results show that for staff leaving the Trust 72/786 (89%) (61% in 215, 81% in 214, 82% in 213) of leavers worked full time and 84/786 (11%) (39% in 215, 19% in 214, 18% in 213) worked part time. 574/636 (82%) (71% in 215, 77% in 214, 7% in 213) female staff and 84/15 (18%) (29% in 215, 23% in 214, 3% in 213) male staff worked full time before leaving the Trust 62/84 (74%) (9% in 215, 71% in 214, 65% in 213) female staff and 22 (26%) (1% in 215, 29% in 214, 35% in 213) male staff worked part time before leaving the Trust 38 P a g e
Workforce Monitoring 216 2.4.13 Full time and part time starters and leavers by ethnicity. The following pie charts show the new starters and leavers split by part time and full time staff by ethnicity: The results show that 642 (84%) (83% in 215, 89% in 214, 77% in 213) of the new starters were full time and white British 61 (88%) (91% in 214, 87% in 213) of the new starters were part time and white British 643 (92%) (87% in 215, 91% in 214, 93% in 213) staff who left the Trust were full time and white British 61 (73%) (91% in 215, 75% in 214, 77% in 213) staff who left the Trust were part time and white British 39 P a g e
Workforce Monitoring 216 2.4.14 Full time and part time starters and leavers by disability. The following pie charts show the new starters and leavers split by part time and full time staff who consider having a disability. The results show that for new starters 3/325 new starters working full time considered themselves to be disabled and 8/121 working part time. The results show that for staff leaving the Trust 27/675 new starters working full time considered themselves to be disabled and 7/77 working part time. 4 P a g e
Workforce Monitoring 216 2.5 Applicants and Shortlists The following sections provide information for applicants and people who were short listed for posts within the Trust including Medical staff. This is for the period January 216 to December 216. 2.5.1 Applicants and Shortlists by gender 216 1289 (77%) were female _ 331 (23%) were male 215 826 (76%) were female _ 2469 (24%) were male _ 27 did not state gender 214 863 (76%) were female _ 2673 (24%) were male _ 33 did not state gender 216 3275 (78%) were female _ 912 (22%) were male 215 2363 (77%) were female _ 695 (23%) were male_14 did not state their gender 214 2528 (75%) were female _ 834 (25%) were male _4 did not state their gender 41 P a g e
Workforce Monitoring 216 2.5.2 Applicants and Shortlists by disability Applicants by Disability Shortlistees by Disability 1.4% Yes No Undisclosed Yes No Undisclosed 14 -------------------------------------------- 1237 12 ----------------- 1 ----------------- 8 6 4 2 83 331 181 58 With Disability No Disability Disclosed Undisclosed Applicants Shortlistees 9 ----------------------------------------- 83 8 7 6 5 4 3 2 1 With Disability 214 With Disability 215 With Disability 216 Applicants Shortlistees The result show As a ratio for every 1 applicant 2.4 were shortlisted in 216 (1: 2.4) 216 has seen the largest number of applicants with a disability. A total of 82 people applied in 216 compared to previous years (63 in 215 and 64 in 214) 42 P a g e
Workforce Monitoring 216 2.5.3 Applicants and Shortlists by ethnic group *Of the 13354 applicants: In 216, 1381 (78%) were white British (78% in 215, 78% in 214) In 216,1595 (12%) were Asian (11% in 215, 11% in 214) In 216, 824 (6%) were black (7% in 215, 7% in 214) In 216,261 (2%) were mixed race (2% in 215 & 214) In 216, 133 (1%) were from a Chinese or other ethnic background (1% in 215 and 214) In 216, 131 (1%) did not state their ethnic background (1% in 215 and 214) *Of the 42 shortlisted: In 216, 345 (82%) were white British (83% in 215 & 84% in 214) In 216, 353 (8%) were Asian (7% in 215 & 214) In 216, 251 (6%) were black (6% in 215 & 7% in 214) In 216, 62 (2%) were mixed race (2% in 215 & 2% in 214) In 216, 42 (1%) were from a Chinese or other ethnic background (1% in 215 & 1% in 214) In 216, 42 (1%) did not state their ethnic background (1% in 215 & 1% in 214) 43 P a g e
Workforce Monitoring 216 The following page shows the success ratio of each ethnicity between the total amount of applicants vs those who are successfully shortlisted. For example as we can see below, for every 3.28 black applicants 1 applicant has been shortlisted. The Trust should not see large variations across ethnicities in these ratios if the recruitment process is unbiased. WHITE ASIAN MIXED BLACK CHINESE OTHER UNDISCLOSED 44 P a g e
Workforce Monitoring 216 2.5.4 Applicants and Shortlists by age band The charts below show the number and percentages of applicants and shortlisted staff by age band. Applicants by Age Band Applicants by Age Band Undisclosed 12 7+ 8 6-69 5-59 2-29 3-39 4-49 5-59 6-69 7+ Undisclosed 4-49 3-39 2-29 5652 1 2 3 4 5 6 Shortlistees by Age Band Shortlistees by Age Band Undisclosed 5 7+ 4 6-69 5-59 2-29 3-39 4-49 5-59 6-69 7+ Undisclosed 4-49 3-39 2-29 14 2 4 6 8 1 12 14 16 45 P a g e
Workforce Monitoring 216 2.5.5 Applicants and Shortlists by religion and belief Applicants by Religion/Belief 216 Shortlistees by Religion/Belief216.6% Atheism Atheism Buddhism Buddhism Christianity Christianity Hinduism Islam.1% Hinduism Islam Jainism.% Jain ism Judaism Judaism Sikhism Sikhism Other Other Undisclosed Undisclosed 1 r------------------------------------------------------------------------------------------- 6 6282 5 4 3 2195 2 1797 1 1231 1=. 1.1. 727 78 3 141 31 5 I 2 14 63 14 Atheism Buddhism Christianity Hinduism Is la m J ain ism Judaism Sikhism Other Undisclosed - -- --- 4 Applicants by Religion/Belief 216 Shortlistees by Religion/Belief 216 46 P a g e
Workforce Monitoring 216 2.5.6 Applicants and Shortlists by sexual orientation Applicants by Sexual Orientation 216 shortlistees by Sexual Orientation 216 1.3% Lesbian Gay Bisexual Heterosexual Undisclosed Lesbian Gay Bisexual Heterosexual Undisclosed 14 ~ ----------------------------------------------------- 12 +-------------------------------- 1211 ---------------- 1 +--------------------------------- 8 i 6 i 4 2 169 52 187 65 183 55 ~--------~~--------~--------~ Lesbian Gay Bisexual Applicants by Sexual Orientation Heterosexual 28 Undisclosed Shortlistees by Sexual Orientation 47 P a g e
Workforce Monitoring 216 2.6 Promotions The following sections provide information for 269 (33 in 214, 278 in 213) staff who were promoted within the Trust during the audit period. 2.6.1 Promotions by age band *The following charts show the data for 269 promotions within the audit period by age band: The results show that In 216 57% (57% in 215, 59% in 214) of staff who were promoted (87/263) were aged between 3 and 49, 5% of Trust staff in post is aged between 3 and 49. 48 P a g e
Workforce Monitoring 216 2.6.2 Promotions by disability The graphs below show the number and percentages of disabled staff who were promoted. Promotions by Disability Barnsley District Forensic Services % Support Services Wakefield District Specialist Services Calderdale and Kirk lees District Promotions of Disability 7 ~----------------------------------------------------------- 6 6----------------------------------------------------- s ----------------------------------------------------- 4 4 +--------------------------------- 3 Barns ley Forensic Support Wakefield Specialist Calderdale and District Services Services District Services Kirklees District Promotions by Disability 2 ------------ Yes 18 18 16 14 12 1 1 8 6 4 2 214 215 216 The results show that Of the 269 staff promoted, 18 (7%) staff stated they had a disability; this is an increase from 215 where 5 staff (2%) of staff promoted considered themselves as having a disability 49 P a g e
Workforce Monitoring 216 2.6.3 Promotions by gender The following bar chart shows the number of promotions split into gender and each BDU. *The bar chart below show the number of promotion split into BDU over the previous 3 years (214 216) The results show that The number of promotions has increased from the previous years within each BDU, excluding Barnsley, Support services and Wakefield. The number of promotions within Barnsley BDU (58) has decreased significantly from 214 (1); showing a 5% reduction The number of promotions within Forensics services has increased significantly from 214 (2) to 216 (4) 5 P a g e
Workforce Monitoring 216 2.6.4 Promotions by religion and belief Barnsley District.%.% Atheism 22.4% 12.1% Buddhism Christianity 6.5%.% 9.7% Wakefield District.% Atheism Buddhism Christianity.% 1.3% 55.2% Islam Other I do not wish to disclose my religion/belief Hinduism 38.7% 38.7% 6.5% Islam Other I do not wish to disclose my religion/belief Hinduism 5.%.% 17.5% 45.% Forensics Services 2.5% 3.%.% Atheism Buddhism Christianity Islam Other I do not wish to disclose my religion/belief Hinduism 3.% 9.1% 18.2% Specialist Services 3.% 36.4% 3.3%.% Atheism Buddhism Christianity Islam Other I do not wish to disclose my religion/belief Hinduism 2.1% 6.3% 22.9% 5.% Support Services.% 18.8%.% Atheism Buddhism Christianity Islam Other I do not wish to disclose my religion/belief Hinduism 3.4% Calderdale and Kirklees District 1.2% 16.9%.% 45.8% 23.7%.% Atheism Buddhism Christianity Islam Other I do not wish to disclose my religion/belief Hinduism *Hinduism & Buddhism is included in other due to small numbers 51 P a g e
Workforce Monitoring 216 2.6.5 Promotions by sexual orientation Barnsley District.%.% 13.8% 5.2% Gay Heterosexual Wakefield District.% 6.5% 3.2% 3.2% 81.% I do not wish to disclose my sexual orientation Lesbian Bisexual 87.1% Forensic Services Specialist Services 1.% 2.5%.%.% Gay Heterosexual.%.% 12.1% 3.% I do not wish to disclose my sexual orientation Lesbian 87.5% Bisexual 84.8% Support Services 2.1%.%.% 25.% Gay Heterosexual Calderdale and Kirklees District 1.2%.% 1.7%.% 72.9% I do not wish to disclose my sexual orientation Lesbian Bisexual 88.1% *Of the 269 promotions: 224/269 (83%) (78% in 215, 68% in 214) of the staff promoted were heterosexual 4/269 (1%) (3% in 215, 3% in 215) of the staff promoted were gay/lesbian 35/269 (13%) (19% in 215, 29% in 214) sexual orientation not disclosed/unknown These figures mirror the overall Trust split of 73%% heterosexual, 24% not disclosed and 2% gay/lesbian/bisexual. 52 P a g e
Workforce Monitoring 216 2.6.6 Promotions by marital status *Of the 269 promotions: 127/269 (53%) (53% in 215, 53% in 214) of the staff promoted were married 118/269 (44%) (39% in 215, 37% in 214) of the staff promoted were single 14/269 (4%) (7% in 215, 8% in 214) of the staff promoted were divorced or legally separated 4/269 (1%) (1% in 215, 1% in 214) of the staff promoted were in a civil partnership A lower percentage of married staff were promoted when compared with the percentage of married Trust staff in post 57%, but a higher percentage of single staff were promoted compared to the 3% of single staff in post. These results are similar to 215 and 214. 53 P a g e
Workforce Monitoring 216 2.6.7 Promotions by ethnicity Of the 269 promotions: 251/269 (93%) (94% in 215, 93% in 214) of the staff promoted were white British 5/269 (2%) (2% in 215, 4% in 214) of the staff promoted were Asian 5/269 (2%) (3% in 215, 1% in 214) of the staff promoted were black 5/269 (2%) (1% in 215, 1% in 214) of the staff promoted were of mixed ethnic origin 2/269 (.7%) (.5% in 215, 1% in 214) of the staff promoted was Chinese/other ethnic 1/269 (.4%) (1% in 215, % in 214) ethnic origin not stated The percentage of white British staff promoted is similar to the overall percentage of white British staff in post which is 92% (excluding medical). A higher percentage of full time staff were promoted than the percentage of full time staff in post which is 6% for non-medical and 77% for medical staff. 54 P a g e
Workforce Monitoring 216 2.7 Training The following section displays the number of staff who attended training sessions during 216. The table below shows the average number of training insistences per staff number for the past fou 2.7.1 Training by age band The following table shows the number of staff who have attended training sessions by age band individual staffs have attended more than 1 training session during the year. *On page 53 you will find a more visual layout of the training by age split into BDU 55 P a g e
Workforce Monitoring 216 35 3 25 2 15 1 5 16 Barnsley District 3181 3116 2726 1676 695 61 2-29 3-39 4-49 5-59 6-69 7+ 8 7 6 5 4 3 2 1 49 Forensic Services 745 743 757 569 8 6 2-29 3-39 4-49 5-59 6-69 7+ 2 18 16 14 12 1 8 6 4 2 Calderdale and Kirklees District 952 1458 1845 179 336 2-29 3-39 4-49 5-59 6-69 7+ 2 1 9 8 7 6 5 4 3 2 1 Medical Staff 949 468 57 14 65 17 2-29 3-39 4-49 5-59 6-69 7+ 1 9 8 7 6 5 4 3 2 1 19 Specialist Services 88 75 755 665 63 6 2-29 3-39 4-49 5-59 6-69 7+ 16 14 12 1 8 6 4 2 68 Support Services 1386 1236 763 48 247 15 2-29 3-39 4-49 5-59 6-69 7+ Wakefield District 9 8 7 6 5 4 3 2 1 852 815 692 532 244 6 2-29 3-39 4-49 5-59 6-69 7+ The results show that On average, staff in the BDUs attended the following number of sessions Barnsley (2.9 sessions, 7.2 sessions in 215), Calderdale & Kirklees (5.2 sessions, 6.9 sessions in 215), Forensic (11.3 sessions, 8.3 sessions in 215) Wakefield (1.6 sessions, 6.9 sessions in 215), Specialist (1.6 sessions, 6.6 sessions in 215), support (8.1) 56 P a g e
Workforce Monitoring 216 2.7.2 Training by disability In total 222/33315 (6%) (4% in 215, 3% in 214) of the staff who attended training had a disability, this is similar to the overall Trust percentage of 6%. 2.7.3 Training by gender The following table shows the staff who attended training by gender and by Business Delivery Unit (BDU): 57 P a g e
Workforce Monitoring 216 The results show that 76% (76% in 215, 77% in 214) of the staff who attended training were female. This is reflective of the percentage of female staff in post which is 77% (including medical). 2.7.4 Training by religion and belief The following table shows the staff who attended training by religion/belief and by Business Delivery Unit (BDU): 58 P a g e
Workforce Monitoring 216 2.7.5 Training by sexual orientation The following table shows the staff attending training by sexual orientation and by Business Delivery Unit (BDU): 2.7.6 Training by marital status The results for the information for staff attending training by marital status show that: 18752/33315 (56%) (57% in 215 and 214) of the staff were married 1918/33315 (33%) (32% in 215 and 31% in 214) of the staff were single 2922/33315 (9%) (1% in 215 and 214) of staff were divorced/legally separated 267/33315 (1%) (1% in 215 and 214) of the staff were widowed 314/33315 (1%) (1% in 215 and 214) of staff were in a civil partnership 142/32567 (.4%) (.2% in 215 and 1% 214) marital status not known When compared to the Trust percentages of staff in post, the results show that percentage of single staff (32%) attended training is similar to the percentage of single staff in post (31%). A similar percentage of married staff (57%) attended training compared to the percentage of married staff in post (57%). 59 P a g e
Workforce Monitoring 216 2.7.7 Training by ethnic group The following graphs and table show the staff attending training by ethnicity and by BDU. 6 P a g e
Workforce Monitoring 216 2.7.8 Training by employment status Barnsley District Calderdale and Kirklees District 41.3% 58.7% Full Time Part Time 3.9% 69.1% Full Time Part Time Forensic Services Specialist Services 14.4% Full Time 33.2% Full Time Part Time Part Time 85.6% 66.8% Support Services Medical Staff 15.5% 38.3% Full Time Full Time 61.7% Part Time 84.5% Part Time Wakefield District 36.3% 63.7% Full Time Part Time The information shows that 2295/33315 (66%) (65% in 215, 65% in 214) of staff who attended training were full time 1122/33315 (34%) (35% in 215, 35% in 214) of staff who attended training were part time When compared to the current staff in post, 61% of staff work full time and 65% of full time staff attended training. 61 P a g e
Workforce Monitoring 216 2.7.9 Training by pay band The following chart shows the staff in post by gender and by pay band. When comparing the percentages for the current staff in post and the staff attending training, the results show that a lower percentage of band 4 staff attended training courses and a higher percentage of band 5. The percentage of non-medical staff attending training is slightly lower than the percentage of non-medical staff in post. Band Staff in post Training Episode Average Training Episode per Head Band 1 129 53 At Band 1, each individual employee receives an average of 3.9 training episodes Band 2 445 2828 At Band 2, each individual employee receives an average of 6.36 training episodes Band 3 15 773 At Band 3, each individual employee receives an average of 7.4 training episodes Band 4 285 1929 At Band 4, each individual employee receives an average of 6.77 training episodes Band 5 818 727 At Band 5, each individual employee receives an average of 8.59 training episodes Band 6 855 6639 At Band 6, each individual employee receives an average of 7.76 training episodes Band 7 411 3244 At Band 7, each individual employee receives an average of 7.89 training episodes Band 8a 187 122 At Band 8a, each individual employee receives an average of 6.43 training episodes Band 8b 84 454 At Band 8b, each individual employee receives an average of 5.4 training episodes Band 8c 23 138 At Band 8c, each individual employee receives an average of 6. training episodes Band 8d 19 85 At Band 8d, each individual employee receives an average of 4.47 training episodes Band 9 2 8 At Band 9, each individual employee receives an average of 4. training episodes Medical/Dental Staff 167 214 At Medical Staff, each individual employee receives an average of 12.6 training episodes Not AfC 15 81 At Not Afc, each individual employee receives an average of 5.4 training episodes 62 P a g e
Workforce Monitoring 216 2.8 Disciplinary The following section displays the number of disciplinary investigations within the Trust during 216. 2.8.1 Disciplinary by disability In 216 we had 2 (8.3%) staff that were part of a disciplinary investigation and stated that they had a disability. In 215 we had none. 63 P a g e
Workforce Monitoring 216 2.8.2 Disciplinary by age band As you can see looking at the table above, since 215 the number of staff aged between 4-49 (15 members of staff ) who were part of a disciplinary investigation is a big difference to this year 216 (6 members of staff) we can also see that age been 5-59 for the last two years have had the most disciplinary investigations. 64 P a g e
Workforce Monitoring 216 2.8.3 Disciplinary by gender 2.8.4 Disciplinary by religion and belief 65 P a g e
Workforce Monitoring 216 2.8.5 Disciplinary by sexual orientation 3. RECOMMENDATIONS The following recommendations have been made by the commissioner of the project: Consider encouraging younger volunteers and work experience placements from schools as a way of introducing them to the possibility of considering a career in the NHS. Targeted recruitment for people from South Asian communities to be investigated, including through an apprenticeship scheme. Business Delivery Units will be considering workforce diversity issues within their localities as part of the workforce planning process. BDU s to ensure all areas meet their mandatory Equality training requirements. Explore with staff side opportunities for creating a Disability staff network. Ensure the Leadership and Management Development Strategy includes diverse leadership initiatives. Our localised workforce needs to better reflect the localised demographic that it serves. Given the Trust s variation in BME representation between BDU areas the Trust workforce needs to reflect this more closely (e.g. 97.1 white British in Barnsley v 79.1% white British in Kirklees). The Kirklees local demographic has a 16% Asian representation, but the C&K BDU within SWYPFT has only a 4.1% representation currently. Targeted work in line with Trustwide workforce plans to address recommendations surrounding rising age profile in specific services and staff roles, most notably within: 66 P a g e