Workforce Diversity Data

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1 Workforce Diversity Data January

2 Workforce Diversity Data January 2015 Version number: 2.1 First published: 22/07/2014 in NHS England s Annual Report Prepared by: NHS England People and Organisation Development Group Transformation and Corporate Operations Directorate. 2

3 Contents Contents Workforce Diversity Data Equality Objectives Equality and Diversity Annex NHS England Information Clarifications Data Source and Coverage Data Quality Data Mapping

4 1 Workforce Diversity Data NHS England employs approximately 6,000 people, currently operating through twenty-seven locally based area teams, which in turn are supported by four regional teams, including one for London which is organised differently to its counterparts to enable successful delivery. There is one national centre and 9 Commissioning Support Units. For the purpose of this document the data does not include Commissioning Support Units as they provide their own Equality and Diversity data on their respective websites. We recognise the importance of becoming a role model for the rest of the NHS in respect of issues relating to equality, diversity and inclusion in the workplace. Our vision is high quality care for all, now and for future generations. Alongside this values-based commitment, sit the organisation s legal duties to advance equality as required by the Equality Act During 2014/15, we outlined our obligations and strategic approach to promoting equality and tackling health inequalities. The approach used evidence to prioritise actions that we can take in our role as a system leader and in the exercise of our commissioning functions, alongside assurance on our legal duties. Equality, diversity and inclusion are not just words. They are principles which are fundamental to NHS England s vision to achieve high quality care for all, now and for future generations. As a significant commissioner of NHS services in England, we believe our workforce should reflect the diversity of the wider population in order that we can better understand the population we serve, and stay in touch with issues which are relevant to all parts of the population, and better meet the healthcare needs of a diverse population. We have developed an Equality, Diversity and Inclusion in the Workplace Strategy, which is underpinned by one of the values at the heart of the NHS Constitution, that Everyone Counts. At the core of this strategy is a fundamental belief that valuing our staff for their individuality will create a culture in which talent, creativity and innovation can thrive. Within NHS England, everyone counts in helping us to create a diverse, patient focused organisation. We want our current and future staff to experience a fair, open, supportive and respectful organisation. Individuals who work for us, or who want to work for us, will be treated fairly and respected irrespective of age, gender, disability, gender reassignment, marriage or civil partnership, maternity and pregnancy, race/ethnicity, religion or belief or sexual orientation. Our workplace strategy focuses on five strategic themes: Leadership and culture; Recruitment; Talent management and performance; Workforce; and Governance. 4

5 The diversity composition of our workforce, as at 31 December 2014, is provided by the following protected characteristics: age, disability, ethnicity, marital status, pregnancy and maternity, sex (gender), sexual orientation, religion or belief, or no belief. We publish our Equality Information on an annual basis and state how we will use that information to support our Equality Diversity and Inclusion in the Workplace Strategy. What this report sets out is a refreshed version of the January 2014 data which supersedes that previously published. Over half of our workforce is aged between 40 and 54 years. Over 6 per cent of our staff consider themselves to have a disability or long-term condition. At least twothirds of our workforce consider themselves to be White. Of the workforce that considers itself to be BME, the majority, around 5 per cent are of Asian or Asian British ethnicity. The following bar chart shows the NHS England workforce by age group. It shows almost 40 percent of the NHS England workforce are aged 50 years or above. The largest age group is between 50 and 54 years old which accounts for one fifth of our workforce. Figure 1 Figures 2 and 3 show the ethnicity of the NHS England workforce and how this compares across pay bands. At least two-thirds of our workforce consider themselves to be White. Of the workforce that considers itself to be BME, the majority, around 5 per cent are of Asian or Asian British ethnicity. Bands 1 to 4 and 5 to 7 have the largest percentage of BME employees. In figure 3, the pay band Other includes those staff employed on either civil service or medical terms and conditions. VSM/ Personal salary is used to describe those employees who are employed on Very Senior Manager (VSM) terms and conditions or are employed in another position whose terms and conditions are not part of Agenda for Change. Further information about the Agenda for Change can be found at NHS Employers. 5

6 Figure 2 Figure 3 We recognise that there is a significant number of staff whose ethnicity is unknown. Since our inception in April 2013 we have embarked upon a data cleansing exercise to ensure that we have as much diversity data on our staff as possible. This work is an ongoing process as people join and leave NHS England. 6

7 The bar chart below shows the marital status of the NHS England workforce. Over half of our workforce is married. Figure 4 Figures 5 and 6 show the gender of the NHS England workforce. Nearly three quarters (72%) of our workforce are women. Figure 5 45 percent of the workforce are women employed in roles on Agenda for Change pay bands 1 to 7. Females account for 80% of the workforce in these pay bands, compared to 62% of the workforce in bands 8a and above. The pay band Other includes those staff employed on either civil service or medical terms and conditions. 7

8 Figure 6 The bar chart below shows the sexual orientation of the NHS England workforce. 67% of the workforce classify themselves as heterosexual, with almost 2% classifying their sexual orientation as lesbian, gay or bisexual. We do not detail this by pay band because of the potential for identification of individuals given the smaller number of people classifying themselves openly as lesbian, gay or bisexual. Undefined refers to where the record is blank. Figure 7 The following chart shows the religion or belief of the NHS England workforce. Analysis shows 45% of the workforce classify their religion or belief as Christian. 8

9 Figure 8 The table below shows the declared disability of the NHS England workforce. Analysis shows 76% of NHS England staff do not consider themselves to have a disability and 6% have classified that they do consider themselves to have a disability, with 6% having opted not to disclose this information. We are committed to ensure that people with disabilities or long term conditions are supported to work within NHS England and will work with our occupational health providers to ensure that we go beyond our legal requirement to ensure that people can apply for and remain working for us when they consider themselves to have a disability or longterm condition. NHS England workforce composition of disabled staff within pay bands Classified as having a disability Not classified as having a disability Not declared Undefined Bands 1 to 4 8% 73% 9% 10% Bands 5 to 7 7% 78% 5% 9% Bands 8a to 8d 5% 79% 4% 12% Band 9 6% 73% 3% 18% VSM/ Personal 5% 64% 8% 23% Other 3% 76% 5% 16% Grand Total 6% 76% 6% 12% Source: Employee Staff Record *Percentages are rounded and totals may not sum. Figure 9 There is currently no data field in the National Electronic Staff Record (ESR) System to record gender re-assignment. NHS England, the National NHS ESR NHS Development team, within the Department of Health, and the Health and Social Care Information Centre are currently consulting on options to incorporate this data field into the system in the future, together with an amendment to the religion and belief fields to include the option of no belief. 9

10 We actively encourage the views and voice of our workforce about their experience of working for the organisation, and conduct regular Staff Barometer surveys. The most recent staff barometer shows 59% who completed the survey reported positive experiences of working for us. As part of our ongoing commitment to the Equality Delivery System and Workforce Race Equality Standard we will include specific information on the experience of different staff groups by diversity characteristics. 10

11 2 Equality Objectives On behalf of the NHS, NHS England undertook the refresh of the Equality Delivery System (EDS2) during In addition to its lead role in refreshing the tool and launching it in November 2013, NHS England is also committed to implementing EDS2, both as a system leader, and as an organisation in its own right. EDS2 is a tool to support organisations to continuously improve their equality performance and to help meet the requirements of the public sector Equality Duty of the Equality Act EDS2 has four goals supported by eighteen outcomes. The four goals being: better health outcomes; improved patient access and experience; a representative and supported workforce; inclusive leadership. Further details on the Equality Delivery System can be found through this link: website. The NHS Equality and Diversity Council has pledged its commitment to implement a Workforce Race Equality Standard (WRES) from April This standard will require NHS employers to demonstrate progress against a number of indicators of workforce equality to ensure that employees from black and ethnic minority (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace, including a specific indicator to address the low levels of BME Board representation. NHS England are committed to the successful delivery of the WRES and are currently consulting on incorporating this new standard in the 2015/16 NHS contract. In accordance with the specific duty of the public sector Equality Duty, we have set ourselves Equality Objectives for the period April 2014 to March 2016: i. We will oversee and support the implementation of the Equality Delivery System (EDS2), so that by 31 March 2016 there is a minimum of 95% implementation across all NHS Trusts, NHS Foundation Trusts, and Clinical Commissioning Groups across England. ii. iii. iv. During 2014/15, we will help support CCGs to plan and commission for equality by embedding equality at the heart of key system levers identified by the Equality and Diversity Council, including the CCG assurance regime and the corporate governance statement. By March 2015, we will have developed an Accessible Information Standard to help disabled patients, service users and carers to receive accessible information and appropriate communication support when in contact with healthcare services, to be implemented by March NHS England is committed to implementing the Equality, Diversity and Inclusion in the Workplace Strategy 2013 to 2015, to ensure an engaged workforce that is more representative at all levels. These Equality Objectives will help to ensure that our policy-making, decisions and activities are compliant with the public sector Equality Duty, and will provide system leadership to Clinical Commissioning Groups and other parts of the NHS. As required by the Equality Act 2010, we also published our Equality Information in January This can be found through this link: website. 11

12 3 Equality and Diversity Annex 1 NHS England Information Clarifications 3.1 Data Source and Coverage The data reported in this analysis is taken from Electronic Staff Record (ESR) for NHS England staff. The extract reflects staff reported on the system as at 31 December There were 6,178 NHS England staff records in ESR as at 31 December The data NHS England holds on ESR does not currently include contractors, volunteers, or employees who are seconded to NHS England, but are still paid by their employing organisation. Staff undertaking extended secondments outside of the organisation, but still paid by NHS England are included. 3.2 Data Quality The data was extracted from ESR based upon staff assignment and therefore contained a number of duplicate records where staff had multiple assignments i.e. more than one job. Duplicate records were identified omitted from this analysis. 3.3 Data Mapping The detailed ethnicity data available in ESR has been aggregated to broader categories appropriate to the relevance of this analysis. Agenda for Change (AfC) pay bands are not reported in ESR. Pay scale codes have been used, and mapped to AfC bands where possible. Where mapping is not possible, pay band has been reported as Unknown. Very Senior Manager (VSM) cannot be mapped or identified using the pay scale codes reported in ESR. VSMs are also not routinely reported in ESR and are therefore not presented in the analysis by pay band. 12

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