Of the People. By the People. For the People. Dorset County Hospital Annual Equality and Diversity Report

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1 Of the People By the People For the People Dorset County Hospital Annual Equality and Diversity Report September 2014

2 Contents 1 Executive Summary Legislative and Compliance Framework Equality Act (2010) NHS Equality Delivery System Equality Objectives Ensuring Equality and Celebrating Diversity Our Local Community Our Patients Accident and Emergency Outpatients Inpatients Accessibility of Services Our Staff Staff Demographics Pay Equality Analysis Employee Relations Cases and Employment Tribunals Learning and Development Recruitment and Resourcing Our Successes Recommendations for Continued Improvement... 41

3 Table of Figures Figure 1 - Gender Split by Division Figure 2 - Gender Split by Division Figure 3 Race/Ethnicity Split by Division Figure 4 Race/Ethnicity Split by Staff Group Figure 5 - Disability Split by Division Figure 6 - Disability Split by Staff Group Figure 7 - Age Split by Division Figure 8 - Age Split by Staff Group Figure 9 - Sexual Orientation Split by Staff Group Figure 10 - Faith/Religious Belief Split by Staff Group Figure 11 - Parental Leave Split by Division Figure 12 - Leavers Split by Division Figure 13 - Leavers Split by Ethnic Origin Figure 14 - Pay Equality - Gender Figure 15 - Pay Equality Analysis - Race/Ethnicity Figure 16 - Application Success Split by Race/Ethnicity Figure 17 - Application Success Split by Age Figure 18 - Application Success Split by Religion/Belief Figure 19 - Application Success Split by Sexual Orientation Figure 20 - Application Success Split by Gender Figure 21 - Application Success Split by Disability... 39

4 1 Executive Summary 1.1 Introduction In order to comply with the reporting obligations, the monitoring data contained within this report relates to the period between 1st January 2013 to 31st December It includes a summary analysis of the workforce composition and the 2013 recruitment cycle. However, also contained within the report are the ongoing initiatives and developments relating to equality and diversity within the Trust. The Equality Act (2010) covers 9 protected characteristics with the aim of eliminating discrimination and promoting diversity. The Act also established the Public Sector Equality Duty, which requires public bodies to: Publish relevant, proportionate information demonstrating their compliance with the general equality duty at least annually Set and publish specific and measurable equality objectives The report outlines several mechanisms through which the Trust demonstrates compliance with these duties, such as through Trust policies and strategies as well as initiatives to ensure that services are accessible to patients of the Trust. The report also highlights areas of good practice within the Trust such as those highlighted in the annual Two Ticks disability symbol review and the mystery shopper review carried out by Health Champions from 3 local self-advocacy groups in Monitoring Data The Trust maintains comprehensive equality and diversity monitoring data relating to its workforce and recruitment activity. All data is anonymised, held securely by the Workforce and Human Resources Directorate and is used for the purpose of equality monitoring. Although the Trust s monitoring systems collect data across all the protected characteristics, the small number of individuals that fall within some of these categories means that statistical analysis is not possible for all characteristics. Key points to note from this year s monitoring exercise are as follows: A small but noticeable increase in the number of staff choosing to work beyond the age of 65 A higher proportion of female staff within the Trust, particularly so in nursing and midwifery, allied health professionals and administrative and clerical roles Although the majority of the Trust s workforce (85%) are white British. when compared with 98.67% of the population of West Dorset, the Trust s workforce remains more diverse than the local population Two percent of staff Trust-wide across all divisions and staff groups are recorded as disabled. However, 37% of staff have either not declared their status or are recorded as Page 4

5 undefined and it is therefore likely that the true proportion of disabled employees is much higher. During January and December 2013, 489 staff left the Trust, this is an increase on a total of 434 leavers within the previous 12 month reporting period. Of these staff, 236 were bank staff. Of the remaining 253 staff, 51 retired and 18 left under the Trust s Voluntary Severance Scheme. There is a gender imbalance with regard to top earners within the Trust, with male staff being disproportionately represented within the highest earners in the organisation. This can partly be explained by the higher numbers of men within medical and dental roles, which attract higher salaries. During 2013, 901 members of staff were trained in human rights, equality and diversity awareness. Statistically, applicants applying from ethnic backgrounds other than white British remain low, although higher than the average make-up of the local population. Despite having the Two Ticks disability symbol, the Trust receives relatively few applicants from disabled candidates. However, applicants who declare a disability do not appear to have any significant disadvantage at interview or appointment stage. 1.3 Recommendations Recommendations to note as a result of the present report include: Review and re-establish the Trust s equality framework and governance processes in line with EDS2 guidance and best practice Review the Trust s health and wellbeing strategy and staff engagement, talent and leadership strategies Participate in the 2014 staff survey and highlight any actions relating to equality and diversity as part of Trust action planning Undertake reviews of gender pay equality as part of Trust workforce planning processes, with particular relevance to senior medical and dental roles; identify any appropriate actions to be taken in order to promote equality of opportunity Improve central recording of translation services uptake and recording of patient equality data Page 5

6 2 Legislative and Compliance Framework 2.1 Equality Act (2010) The Equality Act (Equality Act) came into effect in 2010, replacing previous anti-discrimination laws with a single act. The act simplified the law, removed inconsistencies and also strengthened the law in order to help tackle discrimination and inequality. The duties contained within the Equality Act cover the following protected characteristics: Age Disability Gender reassignment Marriage and civil partnership Pregnancy and maternity Race Religion and belief (including lack of belief) Gender Sexual orientation Contained within the Equality Act is the Public Sector Equality Duty (PSED), which established a general duty for all public bodies to demonstrate due regard for enhancing equality by: Eliminating unlawful discrimination, harassment and victimisation Advancing equality of opportunity between different groups Fostering good relations between different groups Also contained within the Equality Act and imposed by secondary legislation are specific duties, which require public bodies to: Publish relevant, proportionate information demonstrating their compliance with the general equality duty at least annually Set and publish specific, measurable equality objectives The information published annually must include that which relates to people who share a relevant protected characteristic who are: Employees of the public body People affected by its policies and practices, for example patients and service users 2.2 NHS Equality Delivery System 2 In 2011, the NHS introduced the Equality Delivery System (EDS) for NHS trusts to support implementation of the provisions of the Equality Act. Trusts, if they chose, could use the EDS as a framework to guide their actions, by reporting against equality, diversity and human rights initiatives. EDS also provides a grading system for assessing achievements against four goals and 18 associated outcomes defined for action and monitoring. Page 6

7 As a result of a consultation by NHS England with regard to the implementation of EDS, EDS2 was developed and launched in November 2013, as a refreshed delivery system for equality within the NHS. EDS2 is a generic tool designed for use by both NHS commissioners and NHS providers, at the heart of which are 18 core outcomes. These outcomes are grouped under 4 goals relating to the issues that matter to those who use and work within the NHS. There is no deadline set for the launch of EDS2 locally and the system affords trusts a good deal of flexibility with regard to language and approach used, in order to ensure that the system can be bespoke to meet the requirements of individual trusts. Contained within EDS2 guidance are 9 steps for implementation, which are inter-related and sequential: 1 Confirm governance arrangements and leadership commitment 2 Identify local stakeholders 3 Assemble evidence 4 Agree roles with local authority 5 Analyse performance 6 Agree grades 7 Prepare equality objectives and more immediate plans 8 Integrate equality work into mainstream business planning 9 Publish grades, equality objectives and plans 3 Equality Delivery System (EDS2) Plan ( ) In in order to comply with the PSED and in line with the EDS framework, Dorset County Hospital has developed four specific equality objectives for , which are aimed at strengthening the trust s performance in advancing equality for protected groups in relation to patients and staff. The Trust will continue to build on this work and also develop an equality delivery plan using the revised EDS2 that was launched in November This work will be undertaken in conjunction with the local Dorset EDS2 cluster and other regional and local networks, of which the Trust is an active participant. Each year, starting in 2014, NHS England will identify one EDS2 outcome where it believes concerted national effort is required in order for the NHS to improve its equality performance. The Trust will include any national guidance in its annual equality and diversity plans and work with other members of the Dorset EDS2 cluster to share best practice across the region. Page 7

8 3.1 Equality Objectives The Trust equality objectives ( ) have been developed as a result of feedback from engagement with a wide range of stakeholders including patients, staff, staff representatives, governors, foundation trust members and local interest groups. EDS goal 1 better health outcomes for all: Trust equality objective: changes across services for individual patients are discussed with them and transitions are made smoothly. EDS goal 2 improved patient access and experience: Trust equality objective: patients and carers complaints about services and subsequent claims for redress should be handled respectfully and efficiently. EDS goal 3 empowered, engaged and well supported staff: Trust equality objective: levels of pay and related terms and conditions are fairly determined for all posts, with staff doing equal work and work rated as of equal value being entitled to equal pay. EDS goal 4 inclusive leadership at all levels: Trust equality objective: middle managers and other line managers support and motivate their staff to work in culturally competent ways with a work environment free from discrimination. EDS GOAL 1 BETTER HEALTH OUTCOMES FOR ALL Objective Action Measures of Success Changes across services for individual patients are discussed with them, and transitions are made smoothly. Ensure Equality Impact Assessments (EIAs) are undertaken for all significant service changes/developments and where an impact is identified, measures are put in place to remove or minimise any disadvantage wherever reasonably practicable. In the event of any potential significant change, undertake patient engagement exercises prior to a final decision being made on the change. Wherever possible, recommendations from the engagement exercise will be included in the service change. Equality Impact Assessments (EIAs) are completed and published. Public engagement activity in respect of any potentially significant changes will be shared with the Health Scrutiny Panel during planning and finalisation stages.. Page 8

9 EDS GOAL 2 IMPROVED PATIENT ACCESS AND EXPERIENCE Objective Action Measures of Success Progress Patients and carers complaints about services, and subsequent claims for redress, should be handled respectfully and efficiently. Undertake a quarterly survey of the patient experience of the Trust s NHS complaints process, using the experience based design approach. (The EBD patient experience feedback methodology is a recognised quantitative and qualitative approach that is robust and able to effectively represent the views of a wide range of patients.) Feedback will be collected in a rigorous, systematic fashion and used to contribute to service improvement. The patient s experience of the NHS complaints process is a positive one. Their complaint is handled respectfully and efficiently and feedback reflects this. Where feedback does not reflect a positive experience, service improvements are identified, action plans developed and improvements monitored during the department s weekly information centre meetings. Outcomes are fed into the Learning from Patients Committee. EDS GOAL 3 EMPOWERED, ENGAGED AND WELL SUPPORTED STAFF Objective Action Measures of Success Levels of pay and related terms and conditions are fairly determined for all posts, with staff doing equal work and work rated as of equal value being entitled to equal pay. Annual equal pay audits will be established to ensure staff from all groups are receiving equal pay for work of equal value and that no-one is disadvantaged due to a protected characteristic. Actions arising from the audit that are required to eliminate any pay gaps that cannot be justified and to ensure compliance with the Public Sector Equality Duty (PSED), will be identified and addressed. The audit and any subsequent actions provides assurance that the Trust Has in place a pay structure which is transparent and in particular, delivers equal pay free from sexual bias Is compliant with the law and good practice Can demonstrate to employees and potential employees a commitment by the Trust to fairness and equality Page 9

10 EDS GOAL 4 INCLUSIVE LEADERSHIP AT ALL LEVELS Objective Action Measures of Success Middle managers and other line managers support and motivate their staff to work in culturally competent ways with a work environment free from discrimination. Through leadership development programmes, raise awareness of equality issues and encourage the development of initiatives by staff to promote understanding and address inequalities in the delivery of care. Ensure the Trust s equality and diversity training programme continues to reflect changes in legislation, is relevant to the workplace and health care and accessible to all staff. An annual analysis of educational activity demonstrates that all staff groups have the opportunity to access education, learning and development designed to promote cultural competency. Through appraisal and the staff survey, staff indicate that they feel supported and motivated in developing approaches that offer patients equal access to high quality health care. Implement a Staff Charter, setting out a series of reciprocal commitments between the Trust and staff, outlining how the Trust will support staff in sustaining high professional standards and the expectations the Trust has of staff. The annual staff survey and discussions at appraisal confirm individuals understanding of the Trust s core values and expectations of staff and this is reflected in everyday practice and behaviour. Page 10

11 4 Ensuring Equality and Celebrating Diversity 4.1 Trust Policies and Strategies The Trust continually reviews its policy framework to ensure that it is meeting its legal obligations and providing a supportive workplace environment for staff and a supportive care provision environment for patients. Key policies relating to equality, diversity and human rights for patients include: Carers Policy Complaints and Patient Advice Service Policy Patient and Public Engagement Strategy Disclosure of Information (Whistleblowing) Policy Translation Policy Safeguarding Children standards and procedures Safeguarding Adults standards and procedures Being Open Policy Zero Tolerance to Abuse Policy Key policies relating to equality, diversity and human rights for staff include: Equality Policy Dignity at Work Policy Disciplinary Policy Capability Policy Interpreting and Translation Policy Grievance Policy Recruitment and Selection Policy Maternity Policy Recruitment Policy Retirement Policy Safeguarding Vulnerable Groups Employment Policy Sickness Absence Management Policy Staff Engagement Strategy Staff Health and Wellbeing Strategy Zero Tolerance to Abuse Policy The Trust also has Flexible Working and Special Leave policies in place to ensure equitable consideration is given to staff to help them manage parental or caring responsibilities. All workforce-related policies are accessible internally on the Trust s intranet and are available in hard copy from the Workforce/Human Resources Department for staff who are unable to access the intranet. Page 11

12 All employment policies are reviewed and agreed prior to implementation by the Trust s Policy Sub Group and ratified by the Trust Partnership Forum. 4.2 Trust Equality and Diversity Steering Group The Trust s Staff Engagement and Wellbeing Group was set up in 2012, for the purpose of providing leadership and strategic direction to staff engagement, wellbeing and equality and diversity agendas. As the result of a review into the efficacy of the group in driving the broad range of agendas within its remit, the responsibilities of the group were split and the Trust Equality and Diversity steering group was established in early The group s principal duties and responsibilities are to: Act as the expert group on matters related to equality and diversity, promoting awareness and ensuring the Trust remains compliant with current and emerging equality and diversity legislation Lead the work programme associated with the implementation and future development of EDS2, embedding the system s goals and objectives into everyday practice and behaviour 4.3 Equality Impact Assessments (EIAs) All Trust policies, strategies, services and business plans are assessed prior to implementation to ensure equality issues are considered by means of an Equality Impact Assessment (EIA). Whilst the Equality Act does not impose a legal requirement to conduct EIAs, this process helps managers identify areas for a potential claim and to take corrective action. It has been acknowledged that EIAs are not necessarily carried out in all cases or to the standard required. Managers are continually reminded of their obligations in this respect and guidance has been produced to help them carry out robust and integrated EIAs and work to this end will continue throughout the Trust. Information relating to specific EIAs can be found on the Trust s Equality and Diversity intranet pages. 4.4 Two Ticks Disability Symbol In 2013, the Trust retained the Two Ticks disability symbol in recognition of its commitment to good practice in employing disabled people. As part of the Two Ticks disability symbol review, the Trust s is reviewed annually against 5 commitments: To interview all disabled applicants who meet the minimum criteria for a job vacancy and to consider them on their abilities To discuss with disabled employees, at any time, but at least once a year, what both they and the Trust can do to make sure they can develop and use their abilities To make every effort when employees become disabled to make sure they stay in employment To take action to ensure that all employees develop the appropriate level of disability awareness needed to make these commitments work Page 12

13 To review these commitments every year and assess what has been achieved, plan ways to improve on them and let employees and Jobcentre Plus know about progress and future plans The next review of this symbol is scheduled for November 2014 and the expectation is that the Trust will retain accreditation. 4.5 National Staff Survey As part of the Trust s participation in the 2013 National Staff Survey, the views of staff were sought on a number of equality and diversity related issues. The following table shows the Trust s position in relation to key questions from the Survey as compared to the Trust position in 2012 and also the ranking relevant to all other acute trusts that participated. Key Finding Ranking, compared with all acute trusts in 2013 KF26 Staff having equality and diversity training in the last 12 months 69% 69% Above (better than) average KF27 Staff believing the Trust provides equal opportunities for career progression or promotion 91% 89% Above (better than) average KF28 Staff experiencing discrimination at work in the last 12 months 9% 9% Below (better than) average There was little change in the Trust s scores from 2011 and 2012, demonstrating that the Trust s performance in this area remains generally satisfactory. However, a reduction in the percentage of staff who believe that the Trust provides equal opportunities for career progression or promotion warrants further investigation, which will be addressed as part of Trust performance management and talent development initiatives. Page 13

14 5 Our Local Community The West Dorset area has a total population of 99,500; the table below shows the age demographics of this population compared to the national average. Aged 0-15 Aged Aged 65+ West Dorset 15.8% 56.7% 27.5% UK average 31% 66% 16% The percentage of the West Dorset population who are white is 98.67% while the total percentage of the population who are from BME communities is 3.31%. The table below shows the race/ethnic origin split of the West Dorset population compared to the national average. West Dorset UK average White (British, Irish, Mixed (White and Black Asian (Indian, Black (Black Chinese/ Other other white) Caribbean, White Pakistani, Caribbean, (Chinese, and Black African, Bangladeshi, Black African, other ethnic White and Asian, Other mixed) other Asian) other Black) group) 98.67% 0.51% 0.22% 0.13% % 2.2% 7.5% 3.3% 1% The table below shows the gender split of the West Dorset population compared to the national average. Men Women West Dorset 48% 52% UK average 49% 51% (Sources: 2011 Census data, House of Commons 2012 Population Aging Statistics and Office for National Statistics 2012 Mid-Year Estimates) Page 14

15 6 Our Patients 6.1 Accident and Emergency In 2013, 51% of patients who attended A&E were male while 49% were female. The table below shows the age split of those patients who attended the hospital in Age % of patients in attendance <18 21% % % % % % The table below shows the race/ethnicity split of those patients who chose to disclose their race/ethnicity and of those records which contain race/ethnicity data. Race/Ethnicity % of patients in attendance White 98.76% Mixed 0.53% Asian 0.42% Black 0.13% Other 0.17% 6.2 Outpatients In 2013, 46% of patients who attended the hospital as outpatients were male while 54% were female. The table overleaf shows the age split of those patients who attended the hospital in Page 15

16 Age % of patients in attendance <18 14% % % % % % The table below shows the race/ethnicity split of those patients who chose to disclose their race/ethnicity and of those records which contain race/ethnicity data. Race/Ethnicity % of patients in attendance White 98.95% Mixed 0.32% Asian 0.43% Black 0.14% Other 0.17% 6.3 Inpatients In 2013, 53% of patients who attended the hospital as inpatients were male while 47% were female. The table below shows the age split of those patients who attended the hospital in Age % of patients in attendance <18 7% % % Page 16

17 % % % The table below shows the race/ethnicity split of those patients who chose to disclose their race/ethnicity and of those records which contain race/ethnicity data. Race/Ethnicity % of patients in attendance White 98.12% Mixed 0.38% Asian 0.98% Black 0.10% Other 0.40% 6.4 Accessibility of Services Interpretation and Translation Services In 2012, the Trust appointed a new provider, K International, to deliver interpreting and translation services. The company provides telephone, face to face and sign language interpretation in over 100 languages as well as written, large print, Braille and audio translations Accessibility Audits The Trust completed a full accessibility audit in 2009; this audit resulted in an action plan to improve accessibility within the Trust and money is identified in the capital programme each year to fund improvements using the action plan as a reference. Whenever capital improvements are undertaken the Trust seeks to follow good practice with regard to improving accessibility for disabled people Secret Shopper Review In early 2014 two Health Champions from the 3 local self-advocacy groups Bournemouth People First, Poole Forum and People First Dorset carried out a mystery shopping exercise at Page 17

18 the Trust where they assessed how accessible the hospital is for people with learning disabilities. The review was very positive and highlighted that the Trust is very accessible to disabled people with good lighting and some easy-read signage. Trust staff were also commended within the report due to a helpful culture amongst staff at the hospital. An action plan is currently being developed as a result of this review, which is being led by the Patient and Public Experience and Safeguarding leads. Possible improvement actions as a result of this report include a review of hospital signage to make it clearer for patients with learning disabilities. Page 18

19 7 Our Staff The Trust maintains comprehensive equality and diversity monitoring data relating to its workforce and recruitment activity. All data is anonymised, held securely by the Workforce and Human Resources Directorate and is used for the purpose of equality monitoring. Although the Trust s monitoring systems support the collection of data across all the protected characteristics, the limited number of individuals within some categories is too small to support statistical analysis and to protect the confidentiality of individuals and may therefore not be included within the present report. 7.1 Staff Demographics Gender As at 31 st December 2013, the Trust had 2,556 staff in post. Of these, 76% were female and 24% male. By Division, the area with the highest number of female employees is Access Services (which includes Admissions, Reception, Central Appointments, Validation, Ward Clerks, Service Improvement and Locum Clerical Staff) and the lowest is Finance and Resources. The high proportion of female staff in nursing and midwifery, allied health professionals and administrative and clerical is typical of NHS organisations and reflects the historic gender divide of people entering health care professions and other care roles. The staff groups with the most even gender split are estates and ancillary and healthcare scientists. Page 19

20 Figure 1 - Gender Split by Division Figure 2 - Gender Split by Division Page 20

21 7.1.2 Race/Ethnicity The majority of the Trust s workforce (85%) are white British compared with 98.67% of the population of West Dorset (2011 Census data). Whilst the Trust s workforce remains more diverse than the local population, less than 10% of staff are from black and minority ethnic (BME) backgrounds. The majority of BME staff continue to originate from Asian communities and are mainly associated with the medical workforce across the Medicine, Surgical and Family Services Divisions. The staff group with the most ethnically/racially diverse workforce is medical and dental. The present analysis demonstrates that staff from BME backgrounds are significantly better represented within all staff groups than within the local population of West Dorset. Figure 3 Race/Ethnicity Split by Division Page 21

22 Figure 4 Race/Ethnicity Split by Staff Group Disability Two percent of staff Trust-wide across all divisions and staff groups are recorded as disabled. However, 37% of staff have either not declared their status or are recorded as undefined and it is therefore likely that the true proportion of disabled employees is much higher. The present analysis reflects a slight improvement in the recording of disability status on last year, with the proportion of staff whose disability status is undefined or nor declared having reduced from 46% last year to 40% this year. This figure is encouraging as a lower number of non-disclosures means that staff feel increasingly more able or motivated to disclose a disability, or that reporting in this area has improved. Page 22

23 Figure 5 - Disability Split by Division Figure 6 - Disability Split by Staff Group Page 23

24 7.1.4 Age Profile The largest age cohort of Trust staff is between 45 and 54 years old, with between 26% and 49% of staff across Divisions being between these ages. Continuing the trend that first emerged in the last 12 month reporting period, the present analysis data shows a small percentage of staff choosing to work beyond the age of 65 while staff in the 18 to 24 year age bracket are the least represented across the Trust. The generally older population within the Trust is anticipated to be as a result of the type of roles which are prevalent within the NHS, which typically require longer periods of training, often meaning that workers are older when they qualify than in other sectors. The earlier rate of retirement in clinical roles is representative of trends within the wider NHS and is reflective of the increased requirement for physical effort within clinical roles when compared to non-clinical roles. Figure 7 - Age Split by Division Page 24

25 Figure 8 - Age Split by Staff Group Sexual Orientation In 2013, 66% of staff declared their sexual orientation as heterosexual; this compares to 61% of staff declaring their sexual orientation as heterosexual in the previous 12 month reporting period. One percent of staff declared their sexual orientation as gay, lesbian or bisexual, which remains unchanged from the percentage within the previous 12 month reporting period. Thirty-three percent of staff either did not wish to disclose their sexual orientation or did not respond, which is a slight improvement on the previous year s figure of 38%. This figure is encouraging as a lower number of non-disclosures means that staff feel increasingly more able or motivated to disclose their sexual orientation, or that reporting in this area has improved. Page 25

26 Figure 9 - Sexual Orientation Split by Staff Group Faith/Religious Belief Thirty-seven percent of staff chose not to disclose their religious affiliation, which is an improvement on the previous reporting period s figure of 42%. This figure is encouraging as a lower number of non-disclosures means that staff feel increasingly more able or motivated to disclose their faith/religious belief, or that reporting in this area has improved. The highest percentage of those who have disclosed their religious affiliation identify themselves as being Christian. A variety of other religious backgrounds are also represented amongst staff but in relatively low numbers. The most diverse staff group with regard to faith/religious belief is medical and dental, while the staff groups who most chose not disclose their religious affiliation are estates and ancillary and healthcare scientists. Page 26

27 Figure 10 - Faith/Religious Belief Split by Staff Group Maternity and Adoption Leave The division with the highest rate of staff taking maternity leave is family services, which is representative of the gender split within this division. Likewise, the division with the lowest rate of staff taking maternity leave is finance and resources, which is representative of the gender split within this division. Page 27

28 Figure 11 - Parental Leave Split by Division 7.2 Leavers During January and December 2013, 489 staff left the Trust.* This is an increase on a total of 434 leavers within the previous 12 month reporting period. Of these staff, 236 were bank staff. Of the remaining 253 staff, 51 retired and 18 left under the Trust s Voluntary Severance Scheme. Of those staff who resigned voluntarily, 5 defined their reason for leaving as relating to child or adult dependents. *These figures exclude all junior, Trust, locum and honorary doctors. Page 28

29 Figure 12 - Leavers Split by Division Figure 13 - Leavers Split by Ethnic Origin Page 29

30 7.3 Pay Equality Analysis With the exception of medical and dental staff and executive directors, the Trust remuneration principles are in line with national Agenda for Change pay guidance. Agenda for Change uses job evaluation processes to determine the appropriate level of remuneration for posts based on the skills and responsibilities required for each post, thus reducing pay inequality within the system Gender There is a gender imbalance of top earners within the Trust, with male staff being disproportionately represented within the highest earners in the organisation. This can partly be explained by the higher numbers of men within medical and dental roles, which attract higher salaries. Figure 14 - Pay Equality - Gender Race/Ethnicity Compared to Trust race/ethnicity split, staff from BME backgrounds are well represented amongst the highest earners in the organisation. This can partly be explained by the higher numbers of people from Asian communities within medical and dental roles, which attract higher salaries. Page 30

31 Figure 15 - Pay Equality Analysis - Race/Ethnicity 7.4 Employee Relations Cases and Employment Tribunals The Trust analyses data from grievance, disciplinary and other related procedures by the protected characteristics outlined in the Equality Act as well as the number of cases that proceed to an Employment Tribunal (ET). ER Cases Gender Ethnicity 2013 Male Female White Asian Black Other Disciplinary Grievance Capability Between 1 st January 2013 and 1 st December 2013, a total of three separate ET claims were brought against the Trust. The claims submitted were multi-stranded. Although the overall Page 31

32 number of ETs brought against the Trust was the same as for the previous 12 month reporting period, the present analysis demonstrates an increase in successfully defended equality related claims from 1 in 2012 to 2 in The tables below show ET claims against the Trust by claim type and gender and the number of successful and unsuccessful claims against the Trust by claim type. Type of Claim Unfair dismissal (including constructive dismissal) Gender Male Race discrimination Sex discrimination Religion/belief discrimination Disability discrimination 1 1 Breach of contract Total Female 1 Type of Claim Successfully Defended Unsuccessfully Defended Unfair dismissal 1 Race discrimination Sex discrimination Religion/belief discrimination Disability 2 discrimination Breach of contract Financial Settlement Note: Claims typically involve multiple types of complaint/claim. Each claim has been identified by reference to each ET1 form submitted. 7.5 Learning and Development Equality and diversity is recognised as an established dimension within education and development and a guiding principle of the Education, Learning and Development Strategy. The Strategy also identifies clear links with the Equality Policy and other Trust strategies, policies and programmes. The Trust is committed to promoting equal and fair access to learning opportunities for all staff and providing appropriate learning and development interventions that suit different learning styles and work patterns. Page 32

33 All staff are eligible to receive training in a number of key areas which form Trust mandatory requirements. Additional training funding provision is decided as a result of completion of study application forms that assess learners applications based on the relevance of training to Trust business and service plans, delivering improved quality to patients and increased productivity and innovation within the workplace Equality and Diversity Training The Trust takes an established and effective approach to ensuring that staff understand the importance of reducing discrimination and valuing diversity. This is achieved through the provision of equality and diversity training, which is regularly reviewed and updated to ensure that it stays current. Messages on equality and diversity are communicated to staff as follows: All new staff are signposted to equality and diversity training as a key component of their Essential Skills Training at Trust Induction It is a mandatory requirement that all staff, including medical staff and managers who are required as part of their role to chair recruitment panels, undertake equality and diversity awareness training every three years to update their knowledge in respect of any changes in legislation or best practice. During 2013, 901 members of staff were trained in human rights, equality and diversity awareness. 7.6 Recruitment and Resourcing The Trust monitors equality data for all applicants for posts across conversion rates from application to appointment. The on-line application form used by NHS Jobs addresses all of the protected characteristics covered by the Equality Act, including marriage and civil partnership, with the exception of pregnancy and maternity. Managers are not made aware of applicants age, sex, race, religion, marital status or sexual orientation. This information used only for monitoring purposes and managers complete shortlisting based on the strength of the application in relation to the person specification. The Trust s Recruitment and Selection Policy helps ensure that all recruitment and selection activity is undertaken based on the principles of equality of opportunity, objectivity and fairness. Between 1 st January 2013 and 31 st December 2013, the Trust recruited 510 employees, compared with 334 employees for the previous 12 month reporting period. These figures do not include junior doctors recruited by the Wessex Deanery into training posts Race/Ethnicity Statistically applicants applying from ethnic backgrounds other than white British remain low, although higher than the average make-up of the local population. Candidates from Asian Page 33

34 backgrounds continue to fair less well in the recruitment process than other groups across all of the professions. As demonstrated in Figure 4, the majority of Asian job applicants are attracted to medical, dental and clinical vacancies, where shortlisting is based upon pre-existing clinical skills and qualifications. Figure 16 - Application Success Split by Race/Ethnicity Age In 2013, there were increases in the number of people between the ages of 60 and 64 and the number of people under 18 applying for and being appointed to posts. This indicates a change from the previous 12 month reporting period, where the majority of staff appointed were between the ages of 50 and 54 and between the ages of 40 and 44. Page 34

35 Figure 17 - Application Success Split by Age Religion/Belief Sixty-two candidates were appointed from three different declared faith groups other than Christianity. Christianity accounted for 58% of all applications received. Twenty-nine percent of appointed candidates recorded their faith as atheism or did not wish to disclose their religion or belief. Page 35

36 Figure 18 - Application Success Split by Religion/Belief Sexual Orientation Applications by candidates indicating their sexual orientation as heterosexual or undisclosed represent over 97% of all those received. The data mirrored that of previous reports although there was a marginal increase in the number of applicants indicating other sexual orientation. Page 36

37 Figure 19 - Application Success Split by Sexual Orientation Gender Male applicant numbers remain poorer than those for female candidates when compared to the relatively even gender split of the local population. This trend is representative of the NHS staffing population generally, in which women are over represented. This gender split is representative of the NHS staff population generally, which is predominantly female. Page 37

38 Figure 20 - Application Success Split by Gender Application success by Disability Despite having the Two Ticks disability symbol, the Trust receives relatively few applicants from disabled candidates. However, applicants who declare a disability do not appear to have any significant disadvantage at interview or appointment stage. Disability data is largely dependent upon the individual applicant s perception of whether or not they have a disability and it may be for this reason that a large proportion responses fall into the undisclosed disability category. Page 38

39 Figure 21 - Application Success Split by Disability Page 39

40 8 Our Successes During 2013, the Trust has worked towards achieving a number of equality objectives with the aim of delivering better outcomes for patients, improving working lives and meeting the requirements of the Equality Act These have included: Reviewing and improving the range and effectiveness of interpreting services for clinical communication Redrafting the Interpreting and Translation Policy to ensure that patients whose first language is not English and those with sensory communication needs, receive the support and information they require to access the Trust s services and make informed decisions about their care and treatment Improving information on equality and diversity on the Trust s intranet, including links to appropriate network groups and other resources where staff can get support and advice Ensuring EIAs are undertaken for all significant service changes/developments and the results published Reviewing and updating the Trust s Equality Policy with the aim of defining the approach that will be taken by the Trust to meeting legislative requirements and promoting and championing a culture of diversity and equality of opportunity, access, dignity, respect and fairness in the range of services provided and in employment practices Ensuring the Trust s equality and diversity training programme continues to reflect changes in legislation, is relevant to the workplace and health care and accessible to all staff Introducing a Staff Charter setting out a series of reciprocal commitments between the Trust and staff and outlining how the Trust will support staff in sustaining high professional standards and the expectations the Trust has of staff Page 40

41 9 Recommendations for Continued Improvement During 2014/15, a number of initiatives will be implemented to ensure the continued improvement of equality and diversity within the Trust, which are outlined below. The Trust s approach will be a multi-systems approach, where improvements in the Trust s equality and diversity agenda will be achieved by linking all relevant programmes and strategies within a common framework and ensuring that each initiative within the Trust has been considered with regard to its possible impact on equality and diversity. Review and re-establish the Trust s equality framework and governance processes in line with EDS2 guidance and best practice to enable the Trust to demonstrate how it promotes equality of opportunity across workforce and service delivery Review the Trust s Health and Wellbeing Strategy, including a range of healthy lifestyle initiatives that promote physical and mental wellbeing across all protected characteristics, but particularly with relevance to age, disability and pregnancy and maternity Review the Trust s staff engagement strategy Develop a Trust talent strategy, with clear links to appraisal and succession planning, which encourages equality of access to development and promotion opportunities Develop a Trust leadership strategy, which includes the development of competencies relating to inclusive leadership styles Support the delivery of equality related actions arising from the 2013 national staff survey Participate in the 2014 staff survey and highlight any actions relating to equality and diversity as part of Trust action planning Undertake reviews of gender pay equality as part of Trust workforce planning processes, with particular relevance to senior medical and dental roles; identify any appropriate actions to be taken in order to promote equality of opportunity Improve central recording of translation services uptake Improve recording of patient equality data Review and re-launch the Trust exit survey to include questions to identify any issues relating to staff leaving the Trust in order to care for child or adult dependents Continue to improve the recording of data relating to staff with regard to disability, sexual orientation and religion/belief Explore apprenticeship opportunities in order to attract more staff under the age of 25 Page 41

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