Disclosed Do not wish to disclose Unknown Gender 100 % 0 % 0 % Age 100 % 0 % 0 % Page 2 of 61

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2 1.0 Introduction The employment duty of the Equality Act 2010 requires public bodies to monitor the workforce for the protected characteristics of disability, ethnicity, gender, gender reassignment, sexual orientation, religion & belief (or lack thereof), age, marital status and pregnancy and maternity for staff-in-post, applicants for jobs, promotion and training as well as the results of training, disciplinary and grievance procedures, performance appraisal and leavers. In addition to this historically the Department of Health document the vital connection recommended monitoring bullying and harassment, violence and aggression, sickness absence, applicants for flexible working, maternity leave, % of staff working part-time, occupational groups, and length of service and carers status. All of the above is reflected where possible in the breadth of the workforce equality monitoring reporting produced. The new national workforce race equality standard has introduced new performance metrics and these are published separately on the Trust website. The purpose of workforce equality monitoring is to identify if the workforce is representative of the local population and if the composition of the workforce is representative at all levels in the organisation; to identify if there is any difference in experience and outcomes of employment processes between staff that hold different protected characteristics and if there is to investigate any underlying reasons and take action to address and remove those differences. The aim is for there to be no difference in experience based on protected characteristics. 2.0 Purpose The purpose of this paper is to report the results of employment monitoring between 1 April 2015 and 31 March 2016 in accordance with the statutory equality duty. The equality monitoring data presented in this report is extracted from ESR (electronic staff record) data, the employee relations tracker in business HR and from TRAC for applicants for employment. Staff are reminded periodically through internal communications to check and update personal equal opportunities monitoring information and have the ability to do this through ESR self-service. There is still some unknown data for some protected characteristics and staff continue to have the option of choosing not to disclose equality monitoring data. Equal opportunities monitoring information is captured on the standard application form on NHSjobs, this interfaces with ESR to automatically transfer equality data for new appointments. Therefore by a process of natural attrition the % of complete equality data recorded in ESR will increase on a year on year basis as staff leave the Trust and are replaced by new staff. The completion levels of disclosed, do not wish to disclose and unknown data for each characteristic reported at end of March 2016 are detailed below: Disclosed Do not wish to disclose Unknown Gender 100 % 0 % 0 % Age 100 % 0 % 0 % Page 2 of 61

3 Disability 75.7% 7.87 % % Religion or belief (or lack of) 51 % % 9.78 % Sexual Orientation % % 9.91 % Ethnicity % 0 % 6.73 % Staff Group 100 % PT/FT status 100 % Marital Status Pregnancy & Maternity The trust target for unknown or unanswered data has been set at for all protected characteristic and a target of less than 25% I do not wish to disclose for all protected characteristics. The workforce diversity and disclosure targets are included in PMR reports and the people report. The three key protected characteristics where disclosure rates require improvement are disability, religion and belief (or lack thereof) and sexual orientation. Both non-disclosure (choosing to specify I do not wish to disclose) and unknown data (where staff have not completed the equal opportunities monitoring form at all) should be borne in mind when interpreting the data. Gathering reliable workforce diversity data remains an important issue in order to plan improvements and analyse the employment data and process outcomes effectively. Although diversity data collection has improved as we have received staff from other organisations via TUPE transfer sometimes without the same high quality data it remains a challenge to achieve sufficient disclosure for all protected characteristics to allow analysis of workforce data by diversity to be as meaningful as possible. There are still some gaps that need to be closed in order to effectively meet statutory reporting duties on an ongoing basis and these are detailed where appropriate throughout the report. Actions have been agreed in the E & D forward plan for to address this. 3.0 Staff in Post 3.1. Occupational Group The Trust employed 6417 staff on 31st March The composition of the workforce by occupational group is shown in Table 1. Nursing and midwifery represents the largest staff group, accounting for 30.4 % of the workforce this is a slight increase from 30.28% of the workforce in 14/15. Almost a quarter (23.41%) of the workforce is employed in an Admin and Clerical capacity. Additional Clinical Services makes up 16.75% of the workforce and Medical and Dental staff equate to % of the workforce. Table 1 Page 3 of 61

4 3.2 Age The majority of the workforce employed is almost equally distributed in the age groups between 26-55, at 13%/14% in each group in total accounting for 80 % of the workforce, and this is shown in Table 2. A similar number of staff are employed in each age group from to % of the workforce are over 46. The age group represents % of the workforce (6% under age 20) which is reflective of the national demography of an ageing population (it is anticipated that 41% of the population will be over 60 by 2033, the office of national statistics mid-year population estimates show that the median age of the population nationally is 40 and 17.75% of the population are over 65 and this is the highest ever) and the fact that the number of school leavers is reducing, the number of staff employed in the age group has increased from 13/14 and slightly decreased since last year. 16% of the local population are aged between and this is higher than the national average and reflects Liverpool citys popularity with students and young professionals. The percentage of staff employed in the age group over 61 is also significantly less than in the rest of the workforce at 7.15% however this has increased slightly over the last two years. The trust has a flexible retirement policy that allows staff to manage their retirement, Page 4 of 61

5 following the removal of the statutory default retirement age. The Trust is a DWP Age Positive employer and this is demonstrated in the age diversity of the workforce. Table 2 Workforce by Age Band % 6.74% 7.15% % 10.13% 13.66% 13.62% 13.53% 14.03% 13.41% 13.17% 13.66% 12.49% 12.65% 12.06% 11.78% 12.12% 12.99% 12.74% 12.51% 12.41% 12.33% % 6.44% 6.08% Ethnicity Overall, the Trust employs 10.4% BME staff (for the purpose of this report BME is defined as any ethnic group other than White ) and % White British/White Irish, the percentage of BME staff employed has only increased very slightly over the last three years. The number of staff whose ethnicity is undefined has increased to 6.73 % and work is planned to encourage these staff to disclose their ethnicity. The 2011 census data shows that the BME population has increased from 69% in 2001 and an estimate of 9% in 2009 to 13.8% in 2011(BME in the census is defined as any other ethnic group than White British/White Irish). The BME staff employed using this definition is % and this demonstrates that BME staff are represented in line with the population at a whole trust level. However for the remainder of this report and to allow comparisons with previous years data we will use the definition of BME as any ethnicity other than White of 10.4%. Nationally the population is becoming more ethnically diverse and across England the proportion of white British has remained static and the BME community has been growing by around 4.1% a year. It is expected that the workforce profile would shift in the same way and that the number of BME staff employed would increase annually in line with this population change. Recruitment diversity targets have been set for the Trust. Table 3 Page 5 of 61

6 3.4 Religion and Belief This table depicts the breakdown of the workforce profile by religion / belief at a Trust level % of staff have stated that they do not wish to disclose their religion/belief and over 9% have chosen not to provide any data % are Christian and this has increased from over the last three years. Buddhism, Hinduism, Islam, Judaism, Sikhism and `other religions are all represented in small numbers in the workforce. In the 2011 census 71% of people in Liverpool reported that they were Christian, 17.3% reported no religion and 3.3% muslim, other religions were represented in small numbers. Table 4 Page 6 of 61

7 3.5 Sexual orientation The majority of the workforce has declared that they are heterosexual % and 35.5 % have not disclosed their sexual orientation. A quarter of staff do not wish to disclose their sexual orientation and 9.9 % have left this unanswered % of the workforce (104 staff) has declared that they are Lesbian, gay or bisexual. The number of staff disclosing their sexual orientation has increased from 58% to over 62 % in the last couple of years and the number of staff disclosing that they are LGBT is increasing each year. The trust has joined the Stonewall Diversity Champions programme and aims to increase staff confidence in disclosing sexual orientation for equality monitoring purposes and to increase the number of Lesbian, Gay and Bisexual staff that we employ. We actively promote stonewall initiatives. Table Gender Nationally the population of England is approximately 50 percent male and 50 percent female (ONS) and in the Liverpool 2011 census this was 50.6% female and 49.4% male and no change is projected by % of the workforce is female and 26.2 % male, the number of males employed has increased slightly over the last three year period however males are significantly under-represented in the workforce, which reflects the national workforce profile in the NHS. This may be attributable to nursing and healthcare being a female dominated profession and historical gender occupational segregation. Table 6 Page 7 of 61

8 3.7 Gender reassignment No staff have declared in equal opportunities monitoring information that the gender that they identify with now is not the gender that they were born in. This data was collected in 2008 via a data cleanse but is not currently collected on an ongoing basis via the application process as it is not included on the standard equal opportunities monitoring form on NHS jobs. There is no clear consensus on how to define the trans population, transgender people represent only a small proportion of those who might be considered trans with estimates of around 1550 and 5000 nationally (ONS). Although quantitative data is not available the business HR team have qualitative data that shows that Trans staff are supported in the workplace and a gender reassignment policy is in place. 3.8 Disability % of staff have disclosed their disability status. There are 111 staff that have declared that they are disabled (1.73%) this has reduced from 2.18 % in 2014/ % have declared that they do not consider themselves to be disabled. In the 2011 Census within Liverpool 17.9% of working age considered themselves disabled compared to 13% nationally and disabled staff are significantly under represented in the workforce. A recruitment target has been set to increase the representation of disabled staff in the workforce. Anonymously in the staff survey around 15% of staff declare that they are disabled. Data is collected and recorded on an equal opportunities monitoring form in relation to impairment type however it is not currently possible to report on this from ESR. Work is underway nationally in preparation for the new workforce disability standard to explore the ability to report on impairment type in future reports. The Trust is a member of the Employers Forum on Disability and Mindful Employer. The Trust also has the Disability confident employer accreditation, one of the benefits of which is the offer of a guarantee of interview for disabled applicants who meet minimum requirements for a Page 8 of 61

9 role. We are currently gauging if there is interest in setting up a new disabled staff network and through the health and wellbeing agenda are encouraging disabled staff to disclose disability, promoting an understanding of the definition of disability with staff to provide a supportive environment for disclosure and opportunities to disclose at different points in employment e.g. via the annual PDR process, at occupational health appointments, at sickness review meetings etc. Table Carer Status We collected carer data on the my details data collection in 2008 and had a low response to this. At the time the aim of this was to enable us to define a baseline position however it is not requested on the national equal opportunities monitoring form, it cannot be recorded on ESR and because of this the data is not routinely collected for new starters. 3.9 Marital Status We collect marital status routinely on the standard recruitment application form. We have complete data for marital status. The Liverpool census 2011 showed that almost half of the local population are single 49.7 % and 32.4 % married, the majority of our staff are married (42.84%) closely followed by 41.28% single and 0.76 % of the workforce is in a civil partnership. therefore single staff are under represented and married staff over-represented in relation to the local population. The number of married couples decreased by 100,000 between 2001 and 2010 to 12.2 million in 2010 and this is consistent with an increase in cohabiting couples and the general decrease in marriages since the early 1970 s. The proportion of adults who are married is projected to decrease over the next 25 years from 49 % to 42% and the proportion of people who have never married is projected to increase from 35 to 43%, the workforce profile is shifting in accordance with these projections and this trend is expected to continue. Page 9 of 61

10 Table 8 Page 10 of 61

11 4.0 Applicants for Employment In 15/16 there were applicants for employment with the trust. Detailed tables breaking down applicants, short-listed and appointed staff by protected characteristics are detailed below. Diversity in recruitment targets have been set and managers involved in recruitment are requested to complete equality and diversity training and to undertake unconscious bias testing and training. Diverse recruitment panels are also requested. 4.1 Gender Females accounted for 71 % of all applicants for employment with the trust (a steady increase from 62.71% in ), of people short listed that appears in line with the application rate and 75.2% of people appointed. From the information above and monitoring information it would appear that females are disproportionately more likely to be appointed at interview than male applicants. Action underway as detailed in section 4.0 aims to address this. Table 9 a Page 11 of 61

12 Table 9b Table 9c Appointments by Gender Undisclosed Female Male 4.2 Disability Applicants declaring a disability represented 4.1 % of all applications in 15/16 and this has increased significantly from only 0.73 % in 13/14, this may indicate that confidence in working for the hospital is increasing in the disabled community. 4.2 % of people short-listed were disabled and 4.4 % of people appointed meaning that a similar percentage of applicants that declared they were disabled were appointed. The number of disabled appointments has increased from 2.73 % in 2013/14 to 4.4 % in 15/16. In line with the Disability confident employer scheme practiced by the Trust, those people who met the essential criteria for a post and requested that they were considered under the guaranteed interview scheme were automatically offered an interview, 295 applicants (2.6%) requested to be considered on the guaranteed Page 12 of 61

13 interview scheme however not all disabled applicants wish to have a guaranteed interview. The recruitment team have guidance on managing disabled applicants in the recruitment process they also have access to the Employers Forum on Disability advice line, Disability Directions, for specialist advice and support if required. Table 10a Applicants by Disability Status YES NO Undisclosed Table 10c Page 13 of 61

14 Appointments by Disability Status YES NO Undisclosed 4.3 Ethnicity All ethnic groups were represented in our applicant, short-listing and appointed breakdowns, of which the highest number of applications received were from White candidates (81.5%) which has increased significantly from in 2013/14. The number of applications from BME candidates has reduced from 28.6 % in to 16.6 % and this needs to be explored further as it could be indicative of a loss of confidence in the BME community with the hospital as an employer. The BME application rate is a good representation in relation to the BME population in Liverpool. BME applicants made up 14.4.% of people short-listed and 12 % of appointments. White applicants made up 84.8 % of all job applications and 84% of appointments From the data analysis it appears that white applicants are disproportionately more likely to be short-listed and appointed than BME applicants. The Commission for Racial Equality s code of practice advises that, in order to be able to draw reasonable conclusions from monitoring data, the ethnic coding should normally be a minimum of ; we have high quality ethnicity data for recruitment applicants. Action is being undertaken as detailed in section 4.0 to address the differences in recruitment outcomes. Page 14 of 61

15 Table 11a 70.0 Applicants by Ethnicity White BME Undefined Table 11b 95% Shortlisted by Ethnicity % 75% White BME Undefined Table 11c Page 15 of 61

16 Appointments by Ethnicity 95% % % White BME Undefined Page 16 of 61

17 4.4 Age All age groups were represented throughout the recruitment and selection process. The largest group of applicants were from the age group and at circa of applicants in each of these age groups. A similar percentage of applicants (between 9 and 10 %) were from each of the age groups 35-39, 40-44, 45-49, A very small number of applicants 2.8% were from age group and as the trust is under represented at this age this is unlikely to change unless the trust develops targeted recruitment initiatives and apprenticeship opportunities for younger people, of these 3.4% were shortlisted and 0 % appointed. 1.1% of applicants were received from those aged over 60, of these 0.5 % were short-listed and 0.5 % appointed. The age group 60+ is underrepresented in the Trust and the level of recruitment activity for these groups means that this is not likely to change in the near future without a concerted targeted recruitment programme to recruit older people. The highest number of appointments were age % in comparison to of applicants, this seems to demonstrate that applicants in the age group are disproportionately more likely to be appointed than other age groups. Applicants by Age Band Undisclosed Age 70+ Age Age Age Age Age Age Age Age Age Age Age Under 20 Page 17 of 61

18 Shortlisted by Age Band Undisclosed Age 70+ Age Age Age Age Age Age Age Age Age Age Age Under 20 Page 18 of 61

19 4.5 Religion and Belief 91% of applicants declared their religion and belief and 8.6% did not wish to disclose this provides a benchmark of general confidence in the public in disclosing religion and belief in applying for a new job. Within the trust there still a high number of staff who do not wish to disclose their religion (over 27%) and trust and confidence needs to be built in the use of this sensitive information. Applicants from all religions were included in the applicant breakdown. The majority 62% declared a religion of Christianity. 62 % of short-listed applicants and 63 % of appointments and this is representative. Atheists followed Christianity as the 2 nd most declared religion at 12 % of applicants and this has increased in the last few years,, 8.13% of short-listed and 8.81% of appointments % of all Christian applicants were short-listed and 20 % of short-listed Christians were appointed. The number of applicants that declare that they are Islamic has reduced over the last 3 years from % if 13/14 to 3.4 % in 15/16, with 3.8% shortlisted and 1.9% appointed. This could be linked to a fear of an increase in islamaphobia. The number of applicants declaring a religion of `other has increased over the last three years Applicants by Religion Undisclosed Other Sikhism Judaism Jainism Islam Hinduism ChrisPanity Buddhism Atheism Page 19 of 61

20 Shortlisted by Religion Undisclosed Other Sikhism Judaism Jainism Islam Hinduism ChrisPanity Buddhism Atheism Page 20 of 61

21 Appointments by Religion Undisclosed Other Sikhism Judaism Jainism Islam Hinduism ChrisPanity Buddhism Atheism Sexual Orientation Over 93% of applicants declared their Sexual Orientation; this gives us a benchmark of public confidence in disclosing sexual orientation when applying for a new job although within the Trust there are still a quarter of staff who do not wish to disclose sexual orientation. Through work with Stonewall and awareness raising of LGB issues we are continuing to increase disclosure rates. The majority of applicants (89.6%) declared their sexual orientation as heterosexual and this is decreasing annually from % in 13/ % of applicants declared that they were LGB and this increased from 5.78 % in 13/14, 4.1% of the LGB applicants were short-listed and 2 % appointed. Of heterosexual staff applicants 89.4 % were short-listed, and 89.4% appointed. This appears to show that LGB applicants were slightly less likely to be short-listed and appointed than heterosexual applicants. We take positive action to promote the trust as an LGB positive employer via recruitment advertisements, supporting Liverpool Pride and our Stonewall Diversity Champion status. Page 21 of 61

22 Sexuality LGBT Heterosexual Undisclosed Shortlisted by Sexuality LGBT Heterosexual Undisclosed Page 22 of 61

23 Appointments by Sexuality LGBT Heterosexual Undisclosed 5.0 Applicants for Flexible Working A minimal number of formal requests for Flexible Working in total were received in the last year. The small number of requests makes it difficult to make any meaningful interpretation of the data. It is expected that many more requests for flexible working were made and agreed in the hospital outside of the policy. More work is required around publicising the policy and ensuring that Managers complete the associated documentation at the time of the application to be able to monitor the application of this policy across all protected characteristics effectively in the hospital. 6.0 Maternity Leave In the last year 189 staff returned from Maternity leave. Maternity Leave by Age Band 5.26% % % % % % % Page 23 of 61

24 No staff aged under 25 took maternity leave in the last year, of those taking maternity leave were aged 26-30, were aged and ages 36-40, the remaining 30 % were those aged between 46 and 55. The trend shows that over the last three years the age profile of staff taking maternity leave has shifted from the majority of staff being under 30 to the majority being aged over 30. Maternity Leave by Ethnicity 2.73% % 9.09% % 88.18% % Undefined BME White The majority of staff taking maternity leave are white 85.7 % and 7.4 % BME. BME staff are taking less maternity leave than would be expected with a 10.4% BME workforce. 7.0 Paternity Leave In the last year 19 members of staff took Paternity Leave, this is a relatively small number in relation to the workforce (0.29%) 7.1 Age Applicants for Paternity Leave ranged from age up to and the majority of applicants were in the age ranges and Page 24 of 61

25 7.2 Ethnicity % of paternity leave applications were from White staff and only 5.26 % from BME staff, and 5.26% ethnicity unknown. This is an under representation of BME staff taking paternity leave in comparison to the BME workforce. Page 25 of 61

26 7.3 Religion or Belief of staff taking paternity leave did not wish to disclose their religion or belief this is decrease from 43% last year, were Christian, 5% Buddhist and Atheist. Atheist use is high in comparison to the % in the workforce. Other religions did not use the paternity leave policy at all and this may need to be explored further. 7.4 Sexual Orientation The majority of staff declaring their sexual orientation that took Paternity leave were heterosexual (89.47), and the remaining staff did not disclose their sexual orientation. No individuals declaring themselves to be gay, lesbian or bisexual staff accessed paternity leave. This may mean that we need to do some continued awareness raising of the availability of paternity leave for same sex couples in the Page 26 of 61

27 Trust. 7.5 Disability Status 5.3 % of staff taking paternity leave were disabled this is higher than expected with the % of disabled staff employed. 8.0 Career Breaks Page 27 of 61

28 In the last year 10 staff applied for Career Breaks. This is a small number in relation to the workforce and makes it difficult to make any meaningful interpretation of the data. However the following is noted no applicants were under 26, were aged and the majority of applicants were over 30. Career Breaks by Age Band 5.26% % % % % % % No applicants for career breaks declared that they were LGBT. Career Breaks by Sexuality % % 10.0 LGBT Heterosexual Undisclosed There was a 50:50 split between males and females taking career breaks. Page 28 of 61

29 Career Breaks by Gender % % 50.0 Male Female The majority of staff that took career breaks were white () and BME and this has been a consistent trend over the last 3 years. Career Breaks by Ethnicity % % 90.0 BME White Seventy percent of staff taking career breaks worked full-time and part-time. The number of part-time staff taking career breaks has tripled from in 13/14 to in 15/16. Page 29 of 61

30 Career Breaks: Full / Part Time % % 70.0 Full Time Part Time The highest number of staff taking career breaks ( of staff) had 1-5 years service followed by with years service. Career Breaks by Length of Service 15.79% % 31.58% % 40.0 < 1 Years 1-5 Years 6-10 Years Years Years 30+ Years Unknown The majority of staff () taking career breaks were single with twenty percent married. Page 30 of 61

31 Career Breaks by Marital Status 5.26% 78.95% 15.79% Civil Partnership Divorced Legally Separated Married Single Unknown 9.1 Promotions 509 staff were promoted in the last year, a promotion is defined as a member of staff moving up to a new pay band/pay scale. Age The highest number of promotions % were in staff in the age band and % in the age group and 15.72% in age group and this has been almost consistent for the last two years. This seems to indicate that staff in these age groups are more likely to be promoted in the trust than older staff or staff under 21. This could be due to ambition or a number of other reasons. Page 31 of 61

32 1.62% 0.79% 4.69% 3.93% 7.93% 8.06% 10.84% 10.19% PromoPon by Age Band 9.63% 11.79% 11.49% 12.57% 19.26% 18.27% 19.09% 19.25% 14.89% 15.72% % of staff that were promoted were not disabled and 1.57 % disabled, this is similar to what would be expected with a 1.73 % declared disabled workforce. PromoPon by Disability Status 15.86% 10.81% 1.57% 2.75% 81.39% 87.62% No Yes Undefined / Not Specified / Not Declared The majority of staff promoted were female % and 22% male. Slightly less males were promoted than would be expected with a 26% male workforce and this trend has been consistent over the last two years. Page 32 of 61

33 PromoPon by Gender 22.17% 22.17% 77.83% 77.83% Male Female The majority of promotions were white staff 88.6 % and 9.43 % BME, this shows that slightly less BME staff are being promoted than would be expected with a 10.4 % BME workforce. The number of BME staff that were promoted increased from 7.44 % in 2014/2015 to 9.43% in 2015/2016 and the disproportionality in promotions for BME staff has decreased. PromoPon by Ethnicity 98% 96% 94% 92% 88% 86% 84% 82% 1.78% 1.96% 7.44% 9.43% 90.78% White BME Undefined The majority (85.85 %) of staff that were promoted in the last year were fulltime and this has increased slightly from 84.3 % last year. The number of part-time staff promoted has decreased slightly from to % and as 27.85% of staff are part-time staff are significantly under-represented in promotions in respect of the workforce. All posts are advertised stating that flexible working options will be considered. As more females work part-time than males due to childcare and carer commitments it is important for promotion opportunities to be available for staff working on a part-time basis. Page 33 of 61

34 95% PromoPon: Full / Part Time % 85% 75% % Full Time Part Time The table below demonstrates that staff with less than 1 years service up to over 30 years service are being promoted in the Trust. PromoPon by Length of Service 1.29% 2.95% % 24.11% 24.32% 24.76% 21.22% 26.54% 28.88% % < 1 Years 1-5 Years 6-10 Years Years Years 30+ Years 10.0 Grievances 53 staff raised formal grievances in the last year this is a relatively small number (less than 0.82% of the overall workforce) and indicative of a positive employee relations climate where employee issues are resolved at an informal stage before the formal process is invoked. The small numbers make it difficult to draw conclusions but do allow some interpretation of the data. The HR team have introduced an employee relations tracker in the last year that will improve the quality of data reporting related to employee relations issues 10.1 Age Page 34 of 61

35 No grievances were lodged by staff aged under 21 and this is expected with the workforce profile. A high number of grievances were raised by staff aged between 51 and 55 (22.63 %) and this age group consistently have the highest number of grievances and more than would be anticipated with 13 % of staff employed in this age group. The lowest number of grievances are raised by staff under % and this is less than would be expected with 6% of the workforce employed in this age group. Grievances by Age Band 9.52% 23.53% 4.76% 26.42% 28.57% 5.66% 23.53% 5.66% 5.88% 7.14% 22.64% % 5.66% 21.43% 9.43% 11.32% 17.65% 9.52% 7.55% 5.88% 4.76% 2.38% 3.77% 1.89% Unknown Disability 64% of grievances were lodged by staff that did not wish to disclose their disability status. 3.77% of grievances were lodged by disabled staff; this is twice the level of grievances expected with a 1.73 % disabled workforce and appears to demonstrate that disabled staff are over represented in grievances. The percentage of disabled staff raising grievances has decreased significantly over the last three years from % in 2013/2014 and the disproportionality between disabled and non-disabled staff is decreasing. Page 35 of 61

36 Grievances by Disability Status 35.29% 47.62% 64.15% 23.53% 4.76% 3.77% 41.18% 47.62% 32.08% No Yes Not Declared 10.3 Religion and Belief 67.9 % of staff declaring grievances did not disclose their religion or belief, this makes it difficult to make any meaningful interpretation of the data. The majority of staff that declared their religion and belief were Christian (26.4 %) I do not wish to disclose my Religion/Belief Grievances by Religion 41.18% 47.62% 58.82% 4.76% 42.86% 67.9% 26.4% 4.76% 3.8% 41.18% 47.62% 67.9% Sikhism Other Judaism Jainism Islam % 1.9% Hinduism ChrisPanity 58.82% 42.86% 26.4% Buddhism Atheism % 3.8% 1.9% Page 36 of 61

37 10.4 Sexual Orientation 62.2% of staff involved in grievances in the last year did not declare their sexual orientation. 1.89% of those lodging grievances were LGBT this is similar to what would be expected with a 1.62% LGBT workforce. Grievances by Sexuality 35.29% 40.48% 62.26% 64.71% 57.14% 35.85% 2.38% 1.89% LGBT Heterosexual Undisclosed 10.5 Gender Two thirds (66%) of grievances raised were from female staff and 31% from male staff, the gender for 26.42% was unknown. Data accuracy needs to be improved for grievances to be able to make any meaningful interpretation of the data. Grievances by Gender 17.65% 14.29% 26.42% 7.55% 82.35% 85.71% 66.04% Unknown Male Female 10.6 Ethnicity The majority of grievances were raised by white staff and the ethnicity was undefined for 26.42% of those raising grievances data accuracy needs to be improved for meaningful reporting % of grievances were raised by BME staff and this is overly representative of the BME workforce. Page 37 of 61

38 Grievances by Ethnicity 2.34% 4.76% 26.42% 11.32% % Undefined BME White The majority of grievances were raised by part-time staff 54.76% and this is significantly disproportionate to a % part-time workforce and should be explored further. Grievances: Full / Part Time 11.76% 54.8% 54.76% 88.24% 45.2% 45.24% Full Time Part Time Page 38 of 61

39 Grievances by Length of Service 5.88% 4.76% 5.88% % 52.38% 26.42% 5.66% 7.55% 39.62% 19.05% 35.29% 11.32% % < 1 Years 1-5 Years 6-10 Years Years Years 30+ Years Unknown 11.0 Disciplinaries 52 staff were involved in disciplinaries in the last year; this is a relatively small number (0.8% of the overall workforce) and appears to be indicative of a climate in which employee relations issues are resolved at an informal stage before the formal process is invoked Age 90 % of staff that were disciplined fell between the age ranges and this is high in comparison to 75% of the workforce in the age groups. The age group under 21 was not represented in disciplinary cases and this is reflective of the age breakdown of the workforce profile. Disciplinaries by Age Band 11.11% 11.11% 11.11% 2.78% 5.56% 22.22% 16.67% 27.78% 19.44% 22.22% 16.67% 5.56% 5.56% 5.56% 11.11% 13.89% 16.67% 11.11% 2.78% 13.89% 11.11% 11.11% 5.56% 8.33% 11.11% Unknown Page 39 of 61

40 11.2 Disability 22.2 % of staff involved in disciplinaries declared that they are disabled. The percentage of disciplinaries for disabled staff appears to be significantly high in comparison to the known percentage of disabled staff in the overall workforce of 1.73% of disabled staff. This needs to be investigated further and further work done in the relaunch of the revised reasonable adjustments policy to ensure that disabled staff are receiving the appropriate support to be able to perform their roles through the Reasonable adjustments policy. Disciplinaries by Disability Status 36.11% 55.56% 55.56% 2.78% 63.89% 22.22% 41.67% 22.22% No Yes Not Declared 11.3 Religion and Belief A high number of staff involved in disciplinaries chose not to disclose religion and this makes it difficult to interpret the data. We need to increase disclosure of religion and belief to be able to monitor more effectively % of those disciplined were atheist and this is high considering a 7.48% atheist workforce. 11% were Christian and this is significantly under-representative of the Christian workforce. Page 40 of 61

41 22.22% 0.0 Undefined / Not Specified 8.33% 16.67% 33.33% I do not wish to disclose my Religion/Belief Disciplinaries by Religion 41.67% % % 33.33% 33.33% 11.11% 41.67% % Sikhism Other % 0.0 Judaism Jainism Islam Hinduism 2.78% ChrisPanity 33.33% 27.78% 11.11% Buddhism Atheism 13.89% % 11.4 Sexual Orientation 0.11% of staff involved in disciplinaries disclosed that they were LGBT and this is less than expected with a 1.62% LGBT workforce. Over half of the staff involved in disciplinaries did not declare their sexual orientation (55%) There needs to be an increase in the disclosure of sexual orientation for staff involved in disciplinaries to be able to make any meaningful analysis of the data Gender Two thirds (66.7%) of disciplinaries involved female staff and 22% involved male staff. The gender for 11% of staff involved in disciplinaries in the last year was unknown and data accuracy needs to be improved. Historically males were over represented in disciplinaries and this disproportionality has reduced significantly over the last three years. Page 41 of 61

42 Disciplinaries by Gender 11.1% 41.7% 30.6% 22.2% 58.3% 69.4% 66.7% Undefined / Not Specified Transgender Male 11.6 Ethnicity National research published in 2010 The involvement of black and minority ethnic staff in disciplinary proceedings Centre for inclusion and Diversity, University of Bradford found that BME staff were almost twice as likely to be disciplined as white staff, the picture in the trust last year did not reflect the national findings. In the trust 11.11% of disciplinaries included BME staff (any other stated ethnicity other than White British/White Irish) this is more than last year and slightly higher than the BME 10.4 % BME workforce. The ethnicity status was undefined for 11% of staff and data accuracy needs to be improved % of staff entering disciplinaries were white (under representative of the white workforce). Disciplinaries by Ethnicity 2.78% 8.33% 11.11% 11.11% 8.33% 11.11% 88.89% 80.56% 77.78% Undefined BME White 12.0 Bullying and Harassment 9 staff lodged formal bullying and harassment cases in the last year; this is a relatively small number and makes it difficult to identify trends (Less than 1% of the overall workforce) and appears to be indicative or a climate in which employee relations issues are resolved at an informal stage before the formal process is invoked. The staff survey results show issues with bullying and harassment with Page 42 of 61

43 BME and disabled staff reporting experiencing a higher rate of bullying and harassment in the workplace Age The highest number of bullying cases fell in the age ranges and (22 % in each). No staff aged under 30 or over 55 raised bullying cases. The policy needs to be promoted to all staff. Bullying Incidents by Age Band 11.11% 11.11% 28.57% 22.22% 22.22% 5.56% 28.57% 22.22% 22.22% 11.11% 14.29% 11.11% 5.56% 11.11% 14.29% 11.11% 11.11% 11.11% 14.29% 11.11% Unknown Disability Over half of the staff involved in bullying cases did not disclose disability status (55.56%) Twenty percent of staff raising bullying cases declared that they were disabled and this is statistically significantly higher than expected and has increased over the last three years. We need to increase disclosure of disability status to be able to monitor this effectively and to ensure that disabled staff are aware of the bullying and harassment policy. Page 43 of 61

44 Bullying Incidents by Disability Status 33.33% 55.56% 71.43% 66.67% 22.22% 14.29% 14.29% 22.22% No Yes Not Declared 12.3 Religion and Belief A high number of staff involved in bullying chose not to disclose their religion or belief and this makes it difficult to analyse the data. Undefined / Not Specified % 33.33% I do not wish to disclose my Religion/Belief Bullying Incidents by Religion 38.89% 5.56% 42.86% 14.29% 33.33% 33.33% 42.86% 55.56% 11.11% 22.22% 38.89% 42.86% 33.33% Sikhism Other Judaism Jainism Islam 5.56% Hinduism ChrisPanity 55.56% % Buddhism Atheism % 22.22% Page 44 of 61

45 12.4 Sexual Orientation Over half of the staff raising bullying cases did not disclose their sexual orientation. 11% of staff raising bullying cases were LGBT, this is significantly higher than would be expected with less than 2% LGBT workforce and needs to be explored further Bullying Incidents by Sexuality 33.33% 57.14% 55.56% 66.67% 33.33% 42.86% 11.11%. LGBT Heterosexual Undisclosed 12.5 Gender 73.8% of bullying cases involved female staff and 26% male staff this is broadly representative of the workforce profile. Workforce by Gender % 26.17% % 73.83% 73. Female Male 12.6 Ethnicity The majority of bullying cases in the last year were lodged by White staff (77.8%) and 11.1 % BME staff, white staff are underrepresented in bullying cases this year (though in the last two years they were over represented) and BME staff are slightly over represented this year, the number of BME staff raising bullying cases has Page 45 of 61

46 reduced from last year. Awareness of the policy needs to continue to be raised with staff. Bullying Incidents by Ethnicity 11.1% 14.3% 11.1% 5.6% 11.1% 83.3% 85.7% 77.8% Undefined BME White 13.0 Leavers Analysis During staff left the Trust, this equates to 14.8% of the workforce Age Over half of the leavers % were in the age group 21-35, although only 19% of the workforce is employed in this group this appears to be indicative of a retention issue with younger workers in the Hospital and has been increasing over the last three years. In particular 15.72% of leavers were aged when only 6% of the workforce are employed in this group (more than double the expected rate). This statistic needs to be explored further and monitored over time. Page 46 of 61

47 8.72% Turnover by Age Band 8.72% 8.24% 8.24% 7.75% 7.75% 6.62% 6.62% 8.72% 8.72% 11.31% 11.31% 11.79% 11.79% 18.27% 26.66% 26.66% 9.69% 9.69% 0.48% 0.48% 0.79% 3.93% 8.06% 9.63% 11.79% 12.57% 19.25% 15.72% Disability The majority of leavers 87% were not disabled and 10.8% did not disclose disability status (this has improved in previous years) % of leavers were disabled and this is approximately expected with a 1.73% disabled workforce. Turnover by Disability Status 10.81% 1.57% 36.67% 30.19% 1.78% 2.19% 87.62% 61.55% 67.62% No Yes Undefined / Not Specified 13.3 Religion and Belief We did not have the data relating to religion or belief for % of leavers (unknown and did not wish to disclose) the data quality needs to continue to be improved. The highest number of leavers that declared their religion were Christian (62.5%) followed by 10 % atheist (both higher than would be expected with the workforce profile). Page 47 of 61

48 Turnover by Religion 7.27% 7.14% 3.39% 1.78% 4.19% 3.05% 38.61% 1.13% 39.74% % 46.67% 4.91% 1.38% 20.24% % 1.05% 0.39% 6.95% 10.29% 10.02% Undefined / Not Specified 7.27% 7.14% 0.0 Sikhism 0.16% 0.38% 0.16% Other 3.39% 4.19% 4.91% Judaism 0.32% Jainism Islam 1.78% 3.05% 1.38% I do not wish to disclose 38.61% % Hinduism 1.13% 1.24% 0. ChrisPanity 39.74% 46.67% 62. Buddhism 0.65% 1.05% 0.39% Atheism 6.95% 10.29% 10.02% 13.4 Sexual Orientation We do not have the sexual orientation for 15.52% of leavers % of leavers declared that they were heterosexual and 2.75 LGBT. A higher number of leavers were LGBT than expected with a 1.62% LGBT workforce, this needs to be explored further with LGBT staff. Turnover by Sexuality 44.43% 32.57% 15.52% 53.63% 65.33% 81.73% 1.94% % LGBT Heterosexual Undisclosed Page 48 of 61

49 13.5 Gender The majority of leavers were female % and 21.22% male, the percentage of female leavers was higher than would be expected in a workforce of 74% female and a lower percentage of males left than employed in the workforce (26.2%) This statistic has changed in the last three years as previously there were a disproportionate number of males leaving the hospital. As there would be benefits in having a more gender balanced workforce if this trend continues it could have a positive impact on the gender profile of the workforce. Turnover by Gender % 21.22% % 78.78% Male Female 13.6 Ethnicity 11.59% of leavers in the last year were BME, this is slightly higher than expected with the current BME workforce and has increased from previous years, this needs to be explored further with the BME workforce. There was a high level of undisclosed ethnicity for leavers last year and data accuracy needs to continue to be improved % of leavers in the last year were white and this is less than would be expected with an 82% white workforce. Turnover by Ethnicity 13.73% 1.96% 9.43% 9.48% 9.37% 11.59% % 78.93% White BME Undefined Page 49 of 61

50 13.7 Length of service The highest number of leavers had 1-5 years service and 4.74 % had less than 1 years service although the number of leavers with less than 5 years service has reduced in the last 3 years this could still be indicative of a retention issue for new staff and should be explored further in terms of improving the recruitment, onboarding process and career development opportunities for staff. Turnover by Length of Service 3.88% % 5.33% 3.2% 6.79% 8.2% 12.01% 11.24% 10.99% 4.95% 14.33% % % 24.8% 4.74% < 1 Years 1-5 Years 6-10 Years Years Years 30+ Years 13.7 Leaver Reason The highest number of leavers were due to voluntary resignation 56 % followed by 16% end of fixed term contract and 9.7% for reason has not worked. 7.5% retired and 4.2% took flexi retirement, 1.6% took MALS and 1% were made redundant and 2% dismissed. Page 50 of 61

51 Turnover by Reason 48.5% 61.1% 56.8% 7.4% 3.2% 7.5% 0.6% 3.1% 7.9% % 9.7% % 4.2% 3.7% 14.1% % 2.21% Voluntary ResignaPon RePrement Redundancy Pregnancy MALS Has Not Worked Flexi RePrement End of Fixed Term Contract Employee Transfer Dismissal Death in Service Bank Staff not fulfilled minimum work requirement 14.0 Attendance at Training We do not currently have the ability to report on applicants for training as this is not managed centrally. We can report on access to formal training and development through training records. We have 23,001 records of staff attending training in the period Age The highest number of staff attending training were aged (15%) followed by 14% age and 14.5% Page 51 of 61

52 Training ARendances by Age Band % 5.06% 11.52% 10.35% 10.34% 15.29% 15.12% 15.16% 14.27% 13.79% 14.06% 14.55% 13.85% % 11.68% % 11.57% 11.08% 11.52% 11.84% 11.51% 6.69% 6.25% Disability 68.4% of staff that accessed training were not disabled, did not declare their disability status and 1.4% of staff declared that they were disabled; this is slightly less than would be expected with the disabled workforce. Further effort is needed to increase disclosure to improve monitoring. Training ARendances by Disability Status 34.33% 30.07% 30.12% 2.83% % 62.84% 68.33% 68.44% No Yes Not Declared 14.3 Religion and Belief Over 33% of the staff attending training courses did not wish to disclose their religion or belief and this makes it hard to make any meaningful interpretation of the data. Of staff that did disclose their religion over half 52% were Christian which is slightly more than would be expected with the workforce profile. Page 52 of 61