Equality Workforce Monitoring Annual Report

Transcription

1 Equality Workforce Monitoring Annual Report 2018 Commissioned by: Claire Hartland HR Business Manager November 2017 Report Produced by: Abbey Baldwin Workforce Planning Department Workforce Monitoring 2017/18

2 Table of Contents EXECUTIVE SUMMARY Aim Objectives Methodology Sample size Staff involved RESULTS Staff involved Staff in post by age Staff in post by disability Staff in post by gender Staff in post by Religion and Beliefs Staff in post by sexual orientation Staff in post by marital status Staff in post by ethnicity Staff in post by Pay Banding Pay Band by ethnicity Pay Band by disability Part Time and Full Time Staff Part Time and Full Time Staff by gender Part Time and Full Time staff by ethnicity Part Time and Full Time staff by disability New Starters and Leavers New Starters and Leavers by disability New Starters and Leavers by gender New Starters and Leavers by marital status New Starters and Leavers by ethnicity New Starters by pay band and gender Leavers by pay band and gender New Starters by pay band and ethnicity Leavers by pay band and ethnicity Starters and leavers by pay band and disability Full time and part time new starters by gender P a g e

3 Full time and part time leavers by gender Applicants and Shortlists Applicants and Shortlists by gender Applicants and Shortlists by disability Applicants and Shortlists by ethnic group Applicants and Shortlists by age band Applicants and Shortlisted by religion and belief Applicants and Shortlists by sexual orientation Promotions Promotions by age band Promotions by disability Promotions by gender Promotions by religion and belief Promotions by sexual orientation Promotions by marital status Promotions by ethnicity Promotions Part-Time and Full-Time Training Training by age band Training by disability Training by gender Training by religion and belief Training by sexual orientation Training by marital status Training by ethnic group Training by employment status Training by pay band Disciplinary Disciplinary by disability Disciplinary by age band Disciplinary by gender Disciplinary by religion and belief Disciplinary by sexual orientation Disciplinary by ethnicity P a g e

4 2.8.7 Disciplinary Part Time/ Full Time Grievance Actions P a g e

5 EXECUTIVE SUMMARY This report aims to provide an overview of the workforce within the Trust as at the end of The report s findings in summary are stated below with reference being made to the integrated EDS2 and WRES workforce action plan 2017 and related data from the 2017 National NHS staff survey. The Trust currently employs 4,432 staff delivering a range of services including mental health, learning disability, forensic, some physical health and an extensive range of community services. The number of staff has decreased by around 5% from each previous year; 2016 (4,445) 2015 (4,673) and 2014 (4,889). The bulk of this reduction is due to TUPE and de-commissioning of services, predominantly within Barnsley BDU Community Services. In October 2016 the Trust lost around 120 staff due to the TUPE of Health Visiting and School Nursing back into the local authority and a further 10 staff due to the de-commissioning of the Family Nurse Partnership (FNP). In 2017 the Trust saw the TUPE of around 80 Intermediate Care Services staff. Also turnover across the Trust has been rising for the last 5 years. The Trust has seen an increase in numbers of our staff who consider themselves to have a disability. This has increased to a percentage of 6%, which is a total of 266 staff. This is the highest total we have seen over the last 5 years. In 2014 and 2015 the percentage of disabled staff was around 3%. Staff survey data shows that disabled staff report a worse experience of violence, bullying and harassment at work than BAME or white colleagues. The Trust is reviewing its overall strategy around harassment and bullying. The Trusts staff profile has a larger White British representation than the local demographic of the people that it serves collectively. Trust wide, 9 of the total staff in post are white British which is similar to previous years but equates to an over-representation of 1.9%. Mixed race staff are underrepresented by 0.5%, Chinese staff are over-represented by 0.6%, Black staff are over-represented by 1.4% and South Asian staff are under-represented by 3.9%. However, the Trust s local demographic has large variation in BAME representation and there is a significant under-representation of South Asian staff in Kirklees/Calderdale (exact figures not available due to mixed teams) There has been a significant increase in the number of staff reporting their religion and sexual orientation. In previous years, less than 50% of staff data was known regarding religion, this has increased to 75% today. 79% of staff 5 P a g e

6 have provided data indicating their sexual orientation, which is a slight improvement on last year s figures. Gender stable at 23% male 77% female this is indicative of all NHS bodies. The Trust s age profile has been positively affected by our HCSW apprenticeship delivery in the last months. Of staff recruited through the first 15 cohorts, 65% were aged 25 or under and 82% were under 30. This has had a small impact on Trustwide data which shows that 12.5% of staff are now aged 29 or under, which is a slight increase from previous years. The data show that 39% of staff are aged 50 or over. The Trust is mindful that staff are choosing to work longer and an older workforce may require consideration from a health and wellbeing perspective regarding initiatives and support to maintain them in employment. The Trust sees no adverse barriers to training access for any of its staff regardless of their ethnicity. BAME staff receive a greater number of training episodes per headcount when compared to white staff. The Trust will ensure that all training is recorded and monitored, study leave forms are completed and that training outcomes are identified through formal learning needs analyses. We have identified four main priorities for the following 12 months as a result of the findings within this report. They are as follows: 1) Harassment & Bullying Revisit the training provision and work with the BDU s to develop an approach in managing instances of harassment, bullying or abuse against staff. The Trust s Middleground 5 programme is designed to promote staff wellbeing and resilience and encourage the development of healthy teams. A clinical network has been established to review the approach to harassment and bullying from service users, carers and visitors. 2) Development of BAME staff The Trust supports the BAME network, the development of both Stepping Up, the NHS Leadership Academy inclusive leadership programme; and partnering with Bradford District Care Trust on the Moving Forward programme. 3) Supporting staff with a disability Creating focus on disability, we are in the process of setting up the Disability network this year across the Trust and implementing the Workforce Disability Equality Standard (WDES). The Trust encourages all staff to access Occupational Health 6 P a g e

7 1.1 Aim and wellbeing services, access health checks and attend Trust wellbeing workshops. 4) Developing a representative workforce that is reflective of its localised need The Trust considers workforce diversity issues as part of our annual planning process and will continue to support the New Horizons project, working with schools and engaging with local communities in the areas of mental health awareness, employability skills and promoting the NHS as an employer of choice, particularly with regard to apprenticeships and HCSW opportunities in the Trust. The Trust will also review its participation in the Insight programme which seeks to increase Trust Board BAME representation. The aim is to provide an overview of the workforce within the Trust. 1.2 Objectives The main objectives of the audit are: To meet the requirements of the Equality act To monitor legal compliance with the Equality act To determine the level of workforce equality To benchmark results with previous audits To highlight any areas of concern and make recommendations 1.3 Methodology The data was collected through the electronic staff record in December Sample size The Trust employs 4,432 (Headcount) members of staff but information is also available for new starters and leavers, job applicants and shortlisted application. 1.5 Staff involved Claire Hartland HR Business Manager Richard Butterfield Workforce Planning Lead Bryan Haworth Workforce Information and Systems Manager This report was compiled, analysed and created by: Abbey Baldwin Workforce Planning Analyst 7 P a g e

8 2.0 RESULTS 2.1 Staff involved The current number of staff in post is 4,432 (4,445 in 2016, and 4,674 in 2015), this has been broken down by Business Delivery Unit (4,269) and in most cases Medical staffing (163) are shown as a separate section Staff in post by age The following table shows the staff in post, split by age and Business Delivery Unit (BDU) (Table 1 Staff in post split by age and BDU) BDU Headcount Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total and Grand Grand Under Total 2017 Total % 11.00% 22.50% 27.00% 30.00% 8.60% 0.80% 0.80% 31.23% % 10.50% 22.20% 27.60% 29.60% 9.60% 0.30% 0.80% 19.30% % 22.80% 25.00% 21.10% 24.80% 5.60% 0.00% 0.80% % 14.60% 22.90% 22.50% 29.00% 9.90% 0.70% 0.80% 9.70% % 15.00% 25.00% 28.40% 27.40% 3.40% 0.50% 0.80% 9.47% % 9.90% 17.30% 25.90% 35.40% 10.70% 0.50% 0.80% 17.62% % 4.30% 13.50% 50.90% 25.20% 4.90% 1.20% 0.80% 3.78% % 0.22% 12.30% 10.73% 21.70% 21.84% 26.90% 27.87% 29.90% % % The results show that (Including medical) We hold the highest amount of staff within the age bracket of at a total headcount of 1374 (30.9%) (30.8% in 2015, 30.0% in 2014) which is a slight increase from the previous years. 10% of staff are aged over the age of 60 which remains the same as Just over 10% of staff are aged 29 and under, which is the same as 2015 & (On Page 8 you will find more visual chart data of the staff in post by age and BDU) 8 P a g e

9 9 P a g e

10 Barnsley, Calderdale & Kirkless & Support Services all show a similar trend in the number of staff sat in each age bracket; trends shows an aging workforce, because of the small majority of staff in post are in the lower age brackets, whilst there is an increase in staff in post as the age brackets increase. Fewer weighted staff are the lower age bracket and the most weighted staff are within the higher bracket. Forensic Services and Wakefield BDU both have a larger amount of staff within the age bracket compared to staff in the age bracket Forensic Services has the largest weighted staff group within the age bracket of (22.8%) compared to all other BDUs; this could be due to the HCSW apprenticeship work. Increases seen in all BDU s for age bracket due mainly as a result of the Trusts clinical support workforce implementataion started in P a g e

11 2.1.2 Staff in post by disability The table show current staff in post who has a disability by Business Delivery Unit (BDU). The following charts show staff in post who has a disability within the each BDU within calendar years from 2014 to now DISABILITY Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total 2016 No or Grand Grand Yes Unknown Total 2017 Total % 93.44% 30.28% 31.23% % 92.98% 19.92% 19.30% % 94.12% % 94.83% 10.04% 9.70% % 9.30% 9.47% % 97.05% 17.58% 17.62% % 96.32% 3.68% 3.78% % 5.83% 94.00% 94.17% The results show that: 6.0% of all staff within the Trust have stated they have a disability; this is slightly higher than previous year (2016: 5.8%) and considerably higher compared to calendar year 2015 (3.4%) and 2014 (3.). Not all business delivery units have seen an increase of disabled staff. Barnsley BDU and Wakefield BDU have the same amount of disabled staff members this year to previosu year. 7% of all staff members within Barnsley 11 P a g e

12 BDU are disabled, with 7% of all staff members within Wakefield BDU also being disabled. Specialist Services has seen a signifcant increase in disabled staff working within there areas this year compared to previous year. 10% of all staff members within Specialist Services are disabled, this as increased by 3% since previous year. Calderdale & Kirklees and Medical staff also continue to see a rise in the number of disabled employees working within their areas. Support Services has seen a significant reduction in disabled staff employed within the BDU with a total of 12 less disabled staff compared to previous year. Last year, 5% of all staff members within Support Services were disabled. This year it is down to 3%, there as been a reduction of 2% of staff members who are disabled within the service. Overall there has been a increase in the number of disabled staff employed across the Trust this year compared to previous year and it continues to increase since Specialist Services and Support Services has shown the most changes. With Specialist Services significantly increase whilst Support Services has seen a significant decrease. This could be due to services moving around and swapping of staff members Staff in post by gender The following table and pie charts show the staff in post by gender and by Business Delivery Unit (BDU): BDU Headcount Female Male Barnsley C&K BDU Forensic Wakefield Specialist Support Medical Grand Grand BDU BDU BDU Services Services Staff Total 2017 Total % 79.05% 67.40% 80.00% % % % 20.95% 32.60% 20.00% 18.69% 28.88% 63.19% 22.59% 23.24% Grand Total Grand Total % Headcount (%) Female Male Female Male 12 P a g e

13 2017 Barnsley BDU Female: 86% Male: 14% 2016 Barnsley BDU Female: 85% Male: 15% 2017 C&K Female: 79% Male: C&K Female: 79% Male: Forensic Services Female: 67% Male: 33% 2016 Forensic Services Female: 63% Male: 37% 2017 Wakefield BDU Female: 80% Male: 20% 2016 Wakefield BDU Female: 8 Male: 19% 2017 Specialist Services Female: 8 Male: 19% 2016 Specialist Services Female: 82% Male: 18% 2017 Support Services Female: 7 Male: 29% 2016 Support Services Female: 69% Male: Medical Staff Female: 37% Male: 63% 2016 Medical Staff Female: 39% Male: 6 The results show that: Barnsley BDU has the highest percentage (85.9%) of female staff, whilst medical staff has the lowest percentage (36.8%) the same results as 2016 and Over three quarters of employees across the Trust are female (77%), slight increase from previous year by 0.65%. Medical staff group continues to be predominantly male, within a slight increase of 2% this year compared to previous year. 13 P a g e

14 2.1.4 Staff in post by Religion and Beliefs The following table and pie charts show the staff in post by religion/belief and by Business Delivery Unit (BDU): BDU Headcount Atheism Christianity Islam Unknown Other Barnsley BDU Calderdale and Kirklees BDU Grand Total 2017 Grand Total % 51.86% 0.67% 26.08% 10.28% 30.28% 31.23% % 44.85% % 11.89% 19.92% 19.30% Forensic BDU 19.36% 39.46% 3.68% 27.70% 9.80% Wakefield BDU Specialist Services Support Services Medical Staff % 20.87% 10.78% 8.59% 46.07% 44.90% 50.45% 19.63% 0.90% 2.67% 1.80% 20.25% 22.02% 21.12% % % 9.76% 30.67% 10.04% 9.30% 17.58% 3.68% 9.70% 9.47% 17.62% 3.78% Grand Total % 46.66% 2.64% 25.05% 11.48% - Grand Total % 46.64% 2.34% 27.72% 10.96% Barnsley BDU 10% 1 26% 52% Wakefield BDU 13% 18% 22% 46% Medical Staff 8% 3 20% 2 20% Calderdale and Kirklees BDU 12% 15% 3% 24% 4% 2 10% 45% Specialist Services 2 45% 28% 4% 27% 2% Trustiwde Religion/ Belief Statistics 25% 1 14% Forensic BDU 10% 19% 10% 1 39% Support Services 50% The results show that: 25% of all staff member across the Trust have not stated their religion/belief, as they did not wish to disclose the information. 3% more staff have disclosed their religion/belief this year compared to previous year. In the past 4 years since 2013, the Trust has continued to see an increased uptake of staff members disclosing their religion /belief information. 3% 47% 14 P a g e

15 2.1.5 Staff in post by sexual orientation The following table and pie charts show the staff in post by sexual orientation and by Business Delivery Unit (BDU): BDU Headcount Gay Heterosexual Lesbian Bisexual Unkown Barnsley BDU Calderdale and Kirklees BDU Grand Total 2017 Grand Total % 76.97% 0.75% 0.37% % 31.23% % 76.10% 0.57% 0.68% 21.18% 19.92% 19.30% Forensic BDU 0.98% % 1.23% 23.28% Wakefield BDU Specialist Services Support Services Medical Staff % 1.70% 0.64% 1.23% 76.40% 79.13% 73.30% % 1.70% % 0.90% 1.46% 0.26% 0.00% 19.10% 16.02% 25.29% 20.86% 10.04% 9.30% 17.58% 3.68% 9.70% 9.47% 17.62% 3.78% Grand Total 2017 Grand Total % 75.86% % 0.88% 0.63% 0.56% 21.44% The results show that: 0% Barnsley BDU 2 77% Wakefield BDU 2% 19% 77% Medical Staff 2 Calderdale and Kirklees BDU 2% 2 76% Specialist Services 2% 16% 79% 3% 0% Forensic BDU 23% 72% Support Services 25% Trustiwde Religion/ Belief Statistics 73% 76% of all staff members across SWYFT are heterosexual. This has continued to increase ( and %). There has been a slight increase in the number of staff who have stated their sexual orientation rather than stating it as not known. Members of staff who do not wish to disclose their sexual 2 orientation information 78% has continued to reduce ( 2014: 27%. 2015: 24%. Currenty 2017: 2). 76% 15 P a g e

16 2.1.6 Staff in post by marital status The following table and pie chart show the staff in post by marital status, broken down by Business Delivery Unit (BDU): BDU Headcount Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Civil Partnership Divorced Legally Separated Married Single Widowed Unknown Grand Grand Total 2017 Total % 9.24% 1.19% 60.95% 27.05% 0.67% 0.52% 30.28% 31.23% % 2.04% 48.70% 37.94% % 19.92% 19.30% % % 44.36% % 0.49% % 7.42% 1.35% 53.48% 33.26% 1.12% 1.57% 10.04% 9.70% % 7.28% 0.97% 50.97% 39.32% 0.49% 0.49% 9.30% 9.47% % 8.47% 1.54% 57.12% 30.55% 1.16% 0.77% 17.58% 17.62% Medical Staff % 1.23% 0.00% % 1.23% 0.00% 3.68% 3.78% Grand Total 2017 Grand Total % % 8.30% 1.49% % 57.10% 32.54% 31.09% 0.83% % 0.38% Barnsley BDU 27% 33% 0% 9% 6 Wakefield BDU 2% 2% 7% 54% Medical Staff 0% 0% 16% 82% Calderdale and Kirklees 0% BDU 2% 8% 2% 38% 49% Specialist Services 0% 7% 39% 5 Forensic BDU 9% 2% 42% 44% Support Services 0% 8% 2% 3 Trustiwde Religion/ Belief Statistics 33% 8% 55% 57% The results show that: Trustwide, 55% of all staff member are married. This has slightly decreased compared to 2016, where 57% of all staff members were married (2015: 58% and 2014: 57%) Across medical staff, it shows more than 3/4 of their workforce is married (82%) Trustwide 33% of staff members are single. This is a slight increase compared to previous year (2016: 3 ) 16 P a g e

17 2.1.7 Staff in post by ethnicity The following table shows the staff in post by ethnicity and by Business Delivery Unit (BDU): Chinese Grand Grand BDU Headcount White Not Stated Mixed Black Asian or Other Total 2017 Total Barnsley BDU 96.35% 0.52% 0.67% 0.45% 1.12% 0.89% 30.28% 31.23% Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total % 0.34% 1.59% % 4.08% 19.92% 19.30% % 0.25% 1.47% 0.98% 5.64% 3.19% % 0.45% 1.35% 0.45% 1.35% 1.12% 10.04% 9.70% % 0.49% 0.49% 0.24% 1.94% 4.37% 9.30% 9.47% % 0.26% % 1.16% 2.05% 17.58% 17.62% % 1.23% 2.45% 9.20% % 3.78% % 0.43% 1.02% 1.02% 2.46% % 0.40% 0.94% 1.06% 2.09% 3.9 The results show that: 9 of staff in post is White British; this is a decrease from previous year ethnicity results. Asian representation has seen a slight increase compared to previous year: 174 (3.9%) in 2016 to currently 182 (4.) in The representation of each ethnicity continues to stay the same with minor changes. There has been a slight increase in staff members within the following ethnicities compared to previous year: Asian (0.20%), Black (0.37%) and Mixed (0.08%). Figures in brackets show % increase 17 P a g e

18 BDU Headcount White Not Stated Mixed Chinese or Other Black Asian % 0.59% 0.80% 0.86% 2.02% 3.44% % 0.56% 0.90% 0.98% 1.99% 3.72% % 0.40% 0.94% 1.06% 2.09% % 0.43% 1.02% 1.02% 2.46% 4.1 Grand Total YEARLY CHANGE White Not Stated Mixed Chinese Black Asian % -0.04% 0.10% 0.13% -0.04% 0.29% % -0.15% 0.05% 0.07% 0.10% 0.19% % 0.07% -0.04% 0.37% 0.19% BDU Headcount White Mixed Chinese Black Asian % 0.8% 0.9% 91.9% 0.9% 1.0% 91.6% 0.9% % 1.0% 2017 Combined Local Council Population 2.0% 3.4% 2.0% 3.7% % 1.0% 2.5% % 0.4% % White: Over Represented (1.9%) Mixed: Under Represented (0.5%) Chinese: Over Represented (0.6%) Black: Over Represented (1.4%) Asian: Under Represented (3.9%) The results show that: White ethnicity is the highest weighted ethnicity within SWYFT, accountable for 9 of all staff members. This continues to decrease since 2014 statistics, which means the Trust becomes closer to the same representation of the overall local council population each year Asian has the second largest weighted ethnicity across SWYFT, accountable for 4., this is under represented by 3.9%, as the 2017 combined local council population is represented at 8% Asian ethnicity Mixed ethnicity under represented by 0.5%. Chinese ethnicity across the local council currently stands at 0.4%. Across SWYFT, we have a representation of Chinese staff members. Black ethnicity across the local council currently stands at 1.. Across SWYFT, there is a 2.5% representation, showing an over representation of 1.4% compared to local council population. 18 P a g e

19 Table: Percentage of staff in post, split by ethnicity by BDU (district) and local council BDU Headcount White Mixed Chinese or Other Black Asian Barnsley BDU 96.3% 0.7% 0.5% % Barnsley Council Population 97.9% 0.7% 0.2% 0.5% 0.7% Forensic BDU 88.5% 1.5% 1.0% 5.6% 3.2% Yorkshire & Humber Region Population 88.8% 1.6% 0.8% 1.5% 7.3% Wakefield BDU 95.3% 1.4% 0.5% 1.4% 1. Wakefield Council Population 95.4% 0.9% 0.3% 0.8% 2.6% Calderdale & Kirklees BDU Calderdale Council Population Kirklees Council Population 87.8% 1.6% 0.9% 5.3% % 1.4% 0.2% 0.4% 8.3% % 0.6% 1.9% 16. The results show that: Barnsley BDU shows an under represented ethnicity of white staff members by 1.6%; compared to Barnsley Council population Within Barnsley BDU, Black, Chinese or Other and Asian all show an over representation compared to Barnsley Council population Mixed ethnicity is the only ethnicity within Barnsley BDU which as the same representation as Barnsley Council population Forensic Services BDU shows an under represented ethnicity of white staff members by 0.3%; compared to Yorkshire & Humber Region population Within Forensic Services, Black and Chinese ethnicities, over represented compared to Yorkshire & Humber Region population Wakefield BDU shows an under represented ethnicity of white staff members by 0.; compared to Wakefield Council population Within Wakefield BDU, Black, Chinese or Other and Mixed all show an over representation compared to Wakefield Council population Asian ethnicity within Wakefield BDU is under represented by 1.5% compared to Wakefield Council population statistics Calderdale & Kirklees shows an under represented ethnicity of white staff members by 1.9% compared to Calderdale Council population, however shows an over representation by 8.7% compared to Kirklees Council Population. Mixed ethnicity statistics show an over representation by 0.7% compared to Kirklees Council population. There is an under representation by 1.9% compared to Calderdale Council population. Both Black and Asian ethnicities are under-represented compared to Calderdale and Kirklees Councils populations. 19 P a g e

20 2.2 Staff in post by Pay Banding The following sections provide information on staff in post, split under the Agenda for Change pay bands 1 to 9. Medical staff has been included as a total. FEMALE 4 60 Not AfC 800 Medical/Dental Staff Band Band Band Band 8d Band Band Band 8c Band Band 8b Band Band 8a Band Band Band 7 8a Band 8b Band 6 Band 8c Band Band 5 8d Band Band Medical/De Band Not AfC Band 2 Band MALE Not AfC Medical/Dental Staff Band Band 9 Band Band 8dBand Band 8cBand Band Band 8b 25 Band Band 8aBand Band 7Band 8a Band 8b Band Band 8c Band 5 Band 8d Band 4Band Band 3Medical/De Not AfC Band 2 Band 1 Not AfC Medical/Dental Staff Band 9 Band 8d Band 8c Band 8b Band 8a Band 7 Band 6 Band 5 Band 4 Band 3 Band 2 Band MALE & FEMALE Band Band Band Band Band Band Band Band 8a Band 8b Band 8c Band 8d Band Medical/De Not AfC The results show that Band 3 continues to have the highest number of staff (968, 22%), with 776 staff members being female and the remaining 192 staff members at band 3 being male. Both male and female band 3 staff in post has slightly decreased compared to previous year. Across the Trust, amongst female employees only, 23% are band 3, 20% band 5 and 20% band 6. Across the Trust, amongst male employees only, 19% are band 3, 15% band 5 and 19% band 6. In each band there is a higher ratio of female to male staff members, however amongst medical and dental staff there is a higher radio of males to females. Amongst female employees only, they have 1.7% medical and dental staff. Amongst male employees only, they have 10.3% medical and dental staff weight compared to other pay bands. The organisation is female dominated, there is the same amount of female to males in the higher bands of 8d and 9. Females banded 8d has decreased by 3 staff members compared to previous year. 20 P a g e

21 2.2.2 Pay Band by ethnicity The following shows the staff in post by pay band and ethnicity: Banding Headcount White Not Stated Mixed Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Medical/ Dental Staff Not AfC Grand Total 2017 Grand Total 2016 Chinese or Other Black Asian Grand Total 2017 Grand Total % 0.00% % 3.23% 0.00% 2.80% 2.90% % 0.22% 0.89% 0.67% 2.22% 1.77% 10.18% % % % 2.69% 21.84% % 0.34% 0.34% 1.02% 0.68% 5.42% 6.66% % 0.49% 1.47% 0.74% 5.02% 2.45% % % 0.46% 1.38% 1.15% 2.08% 2.08% 19.56% 19.24% % 0.24% % 1.65% % 9.25% % 1.03% 1.54% % 2.05% 4.40% % 0.00% 0.00% 0.00% 0.00% 1.30% 1.74% 1.89% % 4.55% 0.00% 0.00% 0.00% 0.00% 0.50% 0.52% % 0.00% 0.00% 0.00% 6.25% 0.00% 0.36% 0.43% % 0.00% 0.00% 0.00% 0.00% 0.00% 0.05% 0.04% % 1.23% 2.45% 9.20% % 3.76% % 0.00% 0.00% 0.00% 9.09% 0.25% 0.34% % 0.43% 1.02% 1.02% 2.46% % 0.40% 0.94% 1.06% 2.09% 3.9 Banding Headcount White Not Stated Mixed Band 1-4 Band 5-7 Band 8a-9 Medical/ Other Grand Total 2017 Grand Total 2016 Chinese or Other Black Asian Grand Total 2017 Grand Total % 0.27% 0.60% 0.65% 2.23% 2.72% 41.47% 41.93% % 0.43% 1.28% % 2.09% 47.56% 46.88% % 0.96% 0.96% 0.32% 0.32% 1.60% 7.04% 7.09% % 1.15% 2.30% 8.62% 0.57% 47.70% 3.93% 4.09% % 0.43% 1.02% 1.02% 2.46% % 0.40% 0.94% 1.06% 2.09% 3.9 The table above benchmarks our staff into 3 categories. Non-registered roles (band 1-4), registered and middle management roles (band 5-7) and senior clinical and management roles to show the difference at each level. Staff members within all 3 categories (excluding medical/ other) are more than 90% white British. 21 P a g e

22 2.2.3 Pay Band by disability The following table shows the staff in post by pay band and disability: Banding Headcount Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Medical/ Dental Staff Not AfC Current Total Staff Number of Disabled Staff Members % % 2.3% % % % % 3.5% 3.5% 5.6% 3.82% % 2.4% 2.7% 5.6% % 3.7% 6.2% 5.02% % 3.5% 3.9% 6.9% 5.77% % % 5.8% 3.76% % % 5.9% 3.08% % 3.4% 2.4% 4.8% 3.90% % 6.4% 10.3% 8.7% 4.55% % 0.0% 0.0% 5.3% 0.00% % 0.0% 0.0% 0.0% 0.00% % 0.0% 0.0% 3.0% 2.45% % 3.4% 2.4% 0.0% 0.00% The results show that: There has been a continuous increase since 2012 of staff members who are more willing to disclose if they have a disability. There was a significant peak in 2016 of disabled staff in post increasing by 6 compared to previous years. The reason for the large peak in 2016 is due to an increased number of staff members who have now disclosed their disability data through electronic selfservice of personal records. 22 P a g e

23 2.3 Part Time and Full Time Staff The following sections provide information on staff in post both non-medical (4,269) and medical (168) but split by part time and full time working hours Part Time and Full Time Staff by gender BDU Headcount Full Time Part Time Barnsley BDU C&K BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total % 66.14% 81.62% 64.04% 66.99% % 63.02% 62.07% % 33.86% 18.38% 35.96% % 15.34% 36.98% 37.93% Grand Total Grand Total The result show for nonmedical staff: Overall increase in full time employees (33 more post full time) compared to previous year Overall reduction in part time employees (41 less part time post) compared to previous year Slight increase in female part time staff (0.4%) and full time staff (1.2%) compared to previous year. Slight decrease in male part time staff (0.4%) and full time staff (1.2%) compared to previous year. 3-year change for non-medical staff: ,655 staff work full time (62%) and 1,614 work part time (38%) ,622 non-medical staff work full time and 1,655 work part time ,711 (60.2%) non-medical staff works full time and 1,795 (39.8%) part time ,469 (91.0%) female staff and 145 (9.0%) male staff work part time ,499 (90.6%) female staff and 156 (9.4%) male staff work part time ,622 (90.4%) female staff and 173 (9.6%) male staff work part time ,902 (71.6%) female staff and 753 (28.4%) male staff work full time ,847 (70.4%) female staff and 775 (29.6%) male staff work full time 23 P a g e

24 2015 1,928 (71.) female staff and 783 (28.9%) male staff work full time Headcount Female Male Medical Full Time Medical Part Time Grand Total 2017 Grand Total % 71.74% 84.66% 81.55% % 16.00% 15.34% 18.45% Grand Total Grand Total The results show that for medical staff: (84.7%) of medical staff work full time and 25 (15.3%) work part time (81.5%) of medical staff work full time and 31(18.5%) work part time (77.4%) of medical staff work full time and 38 (22.6%) work part time (75.) medical staff work full time and 44 (24.9%) work part time (84.0%) of female medical staff and 4 (16.0%) male staff work part time (74.2%) of female medical staff and 8 (25.8%) male staff work part time (68.4%) of female medical staff and 12 (31.6%) male staff work part time (72.7%) female medical staff and 12 (27.3%) male staff work part time (28.3%) of female medical staff and 99 (71.7%) male staff work full time (31.4%) of female medical staff and 94 (74.2%) male staff work full time (26.9%) of female medical staff and 95 (73.) male staff work full time (25.6%) female medical staff and 99 (74.4%) male staff work full time 24 P a g e

25 2.3.2 Part Time and Full Time staff by ethnicity The following pie charts show the part time and full time staff by ethnicity for both medical and non-medical staff. The results show that for nonmedical staff There are a total of 2,655 staff in post work full time discounting medics, with 2,448 (92%) of all full time female staff in post being White. 1,614 of all staff in post work part time with 1,525 (94%) of male staff in post being White. Majority of ethnicity groups have more than 50% of full time workers to part time workers. Not stated ethnicity account for 0.34% of all full time workers (headcount 9) and 0.50% of all part time workers (8 headcount). This does not include medical and dental staff. Mixed ethnicity has the largest weight of full time staff to part time staff members. With White ethnicity having the largest weight of part time staff compared to other ethnicities which work part time. There are a total of 138 full time medic staff, with 47 of the staff being White (34%) with 71 of the staff being Asian (5). Therefore, the remaining 15% of full time medical staff are mixed, Chinese or black ethnicities. There are 25 part time medical staff, with 12 of the staff being White (48%), with 11 if the staff being Asian (44%). With the remaining 8% of part time medical staff are mixed, Chinese or black ethnicities. 25 P a g e

26 2.3.3 Part Time and Full Time staff by disability The results show all non-medical staff who are disabled: Disabled (non medics) Yes No/ Unknown Full Time Part Time Grand Total % 62.09% 65.43% % % Grand Total (6.3%) staff work full time and 94 (5.8%) work part time (6.) staff work full time and 94(5.7%) work part time (3.5%) staff work full time and 62 (3.5%) work part time (3.3%) staff work full time and 54 (2.9%) work part time A total of 260 staff members in post across SWYFT are registered disabled: 64% of whom are full time employees and the remaining 36% are part time. 94% of all staff across SWYFT are not disabled or do not wish to disclose this information. There has been a slight increase in staff employed, who have disclosed their disability this year compared to previous year. The results show all medical staff who are disabled: Disabled (medics) Yes No/ Unknown Full Time Part Time Grand Total % 84.08% 84.66% % 15.92% 15.34% Grand Total (4.4%) medical staff work full time and 0 (0.0%) work part time (3.6%) medical staff work full time and 0 work part time (1.5%) medical staff work full time and 2 (5.3%) work part time (1.7%) medical staff work full time and 3 (1.7%) work part time 26 P a g e

27 2.4 New Starters and Leavers The following sections provide information for both new starters and staff leaving the Trust. This is for the period January 2017 to December The sharp increase in leavers seen in 2016 is largely due to the de-commissioning and/ or TUPE of services such as Health Visiting, School nursing, SMS and Health & Wellbeing. Barnsley BDU has seen the largest impact of this. This year, there are fewer leavers (19%) and more starters (2%) compared to previous year In total, there were 464 new starters, 10 more starters compared to previous year. This is the largest number of started seen from 2014 to date. There are a total of 620 leavers this year, which had reduced by 146 compared to last year, however last year the Trust had decommissioning service and/ or TUPE etc had the least leavers with only 519 leavers for the calendar year, this significantly increased in 2015 and slight raised again in This year we have seen a reduction however not there were still more leavers compared to 2014 figures. In 2014, 2015, 2016 and 2017 there were more leavers to starter. In 2014 taking into consideration both starters and leavers, there were 103 fewer starters to leavers. 287 few starters to leavers in 2015, 312 fewer starters to leavers in 2016 and 156 few starters this year compared to leavers. Resulting to entering a new year with few employees compared to previous years each year from 2014 to now. Below you will find the result split by BDU: 2017 Barnsley BDU new starters (22%) 203 leavers (33%) of Trust total 2016 Barnsley BDU new starters (22%) 347 leavers (44%) of Trust total 2015 Barnsley BDU new starters (35%) 243 leavers (35%) of Trust total 2014 Barnsley BDU new (starters 38%) 167 leavers (32%) of Trust total 2017 C&K BDU - 82 new starters (18%) 86 leavers (14%) 2016 C&K BDU - 91 new starters (20%) 103 leavers (13%) 2015 C&K BDU - 60 new starters (14%) 131 leavers (19%) 2014 C&K BDU - 69 new starters (17%) 95 leavers (18%) 27 P a g e

28 2017 Forensic BDU - 37 new starters (8%) 48 leavers (8%) 2016 Forensic BDU - 50 new starters (1) 54 leavers (7%) 2015 Forensic BDU - 40 new starters (10) 52 leavers (7%) 2014 Forensic BDU - 13 new starters (3%) 46 leavers (9%) 2017 Wakefield BDU - 51 new starters (1) 50 leavers (8%) 2016 Wakefield BDU - 26 new starters (6%) 73 leavers (9%) 2015 Wakefield BDU - 28 new starters, (7%) 69 leavers (10%) Wakefield BDU - 32 new starters, (8%) 44 leavers (8%) 2017 Medical - 30 new starters (6%) 45 leavers (7%) 2016 Medical - 31 new starters (7%) 38 leavers (5%) 2015 Medical - 26 new starters (6%) 47 leavers (7%) 2014Medical -26 new starters (6%) 46 leavers (9%) 2017 Support Services - 86 new starters (19%) 105 leavers (17%) 2016 Support Services - 93 new starters (20%) 101 leavers (13%) 2015 Support Services -64 new starters (15%) 108 leavers (15%) 2014 Support Services - 75 new starters (18%) 73 leavers (14%) 2017 Specialist Services - 75 new starters (16%) 83 leavers, (13%) 2016 Specialist Services - 62 new starters (14%) 70 leavers, (9%) 2015 Specialist Services - 54 new starters (13%) 54 leavers (8%) 2014 Specialist Services - 41 new starters (10%) 48 leavers (9%) The results show that: Barnsley has the same weighted average in starters this year compared to previous year but with an additional 2 new starters this year. Barnsley has seen a reduction of 1 fewer leavers compared to previous year, with 144 fewer leavers. Calderdale & Kirklees had a 2% reduction in starters this year compared to previous weighted average, with 9 fewer starters this year compared to last year. Calderdale & Kirklees has seen a increase in the number of leavers this year compared to previous year, however had 17 fewer leavers Forensic Services has seen a reduction of 3% amongst new starters this year compared to previous year, with 13 fewer starters Forensic Services has seen a increase in leavers this year compared to previous year, however had 6 fewer leavers this year Wakefield BDU has a significant increase of 5% more new starters this year compared to previous year, with 25 more new starters Wakefield BDU has seen a reduction in the total number of leavers this year compared to previous year, with 23 fewer leavers leaving this year Support Services has seen a reduction in the total number of starters this year compared to previous year, with 7 fewer starters this year Support Services have seen an increase of 4% more leaver this year compared to previous year, with 4 more leavers 28 P a g e

29 Specialist Services have seen a 2% increase in the total number of starter this year compared to previous year, with 13 more starters Specialist Services have seen a 4% increase of leavers this year compared to previous year, with 13 more leavers this year Medical staff have seen a reduction in the total number of starters this year compared to previous year, with 1 less starter this year Medical staff have seen a 2% increase in the total number of leaver this year compared to previous year, with 7 more medical staff leaving this year Below is the overall breakdown of starters and leavers by age band. In the following pages, there is a more specific break down of starters and leaver by age band for each business delivery unit within SWYFT. The results show that: As you can see from the graph above, 40% of all new starters are aged between 20 to 29 30% of all leaver this year are aged between 50-5 The overall pattern identified amongst starters; majority of the new starters are at the younger end of the age spectrum and fewer new starters at the older end of the age spectrum. This pattern is similar to previous year. 29 P a g e

30 The following table shows the new starters split by age and BDU: STARTERS Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total and Grand Grand Under Total 2017 Total % 43.69% 23.30% 17.48% 11.65% 1.94% 0.00% 22.20% 22.25% % 39.02% 23.17% 17.07% % 0.00% 17.67% 20.04% % 59.46% 16.22% % 0.00% 7.97% % 35.29% 23.53% 13.73% 17.65% 7.84% 0.00% 10.99% 5.73% % 40.00% 26.67% 17.33% 14.67% 1.33% 0.00% 16.16% 13.66% % 38.37% 13.95% 20.93% 18.60% 6.98% 0.00% 18.53% 20.48% % 20.00% 36.67% 30.00% 10.00% 0.00% 3.33% 6.47% 6.83% % 40.09% % % 0.22% % 35.24% 25.55% 19.82% 12.78% % 30 P a g e

31 31 P a g e

32 The following table shows the new leavers split by age and BDU LEAVERS Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total and Grand Grand Under Total 2017 Total % 13.30% 21.67% 20.20% 29.06% 14.29% 1.48% 32.74% 44.15% % 15.12% 17.44% 17.44% 34.88% 12.79% 2.33% 13.87% 13.10% % 31.25% 22.92% 16.67% 20.83% 4.17% 4.17% 7.74% 6.87% % 2.00% 12.00% 14.00% 40.00% 30.00% 2.00% 8.06% 9.29% % 12.05% 15.66% 21.69% 38.55% 12.05% 0.00% 13.39% % 14.29% 18.10% 18.10% 28.57% 16.19% 2.86% 16.94% 12.85% % 15.56% 37.78% 22.22% 15.56% 8.89% 0.00% 7.26% 4.83% % 14.19% 20.16% 19.03% 30.32% 14.19% 1.77% % 25.33% % 45.15% % 32 P a g e

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34 2.4.2 New Starters and Leavers by disability The following bar charts show the new starters and leavers who consider they have a disability by Business Delivery Unit (BDU): DISABILITY: YES Starters Leavers Barnsley BDU Calderdale and Kirklees BDU Grand Total 2017 Grand Total % 74.07% 31.76% 30.56% % 46.15% 15.29% 20.83% Forensic BDU 33.33% 66.67% 10.59% 9.72% Wakefield BDU Specialist Services Support Services Medical Staff % 52.94% 30.00% 50.00% 28.57% 47.06% 70.00% 50.00% 8.24% 20.00% 11.76% 2.35% % 12.50% 8.33% Grand Total 2017 Grand Total % 52.78% 58.82% 47.22% The results show that: BDU s that had more registered disabled staff leave the Trust than start this year: Barnsley, Forensic Services and Support Services BDU s that had more registered staff start employment than leave the Trust this year: Calderdale & Kirklees and Wakefield BDU. 34 P a g e

35 Overall, the Trust had more registered disabled staff start employment this year than leave 2017 total number of starters 464, 35 are disabled accountable for 7.5% 2016 total number of starters 454, 38 were disabled accountable for 8.4% 2015 total number of starters 417, 22 were disabled accountable for 5.3% 2014 total number of starters 416, 20 were disabled accountable for 4.8% 2013 total number of starters 408, 10 were disabled accountable for 2.5% 2017 total number of leavers 620, 50 are disabled accountable for total number of leavers 766, 34 were disabled accountable for 4.3% 2015 total number of leavers 704, 31 were disabled accountable for 4.4% 2014 total number of leavers 519, 12 were disabled accountable for 2.3% 2013 total number of leaves 521, 20 were disabled accountable for 3.8% The results show that: Continuous increase of the number of registered disabled starters from 2013 to 2016, in 2017 there were a slight decrease in the number of disabled starters compared to previous year. There are 464 new starters this year, 35 of which are registered disabled (7.5%) 0.9% fewer disabled starters this year compared to previous year. However, compared to 2015 to 2013 figures, 2017 had more disabled starters. The number of registered disabled staff who are ending their employment is continuing to increase, this year experiencing the most registered disabled leaver in the last 5 years. There are 620 leavers this year across the Trust, 50 of which are registered disabled (8.0%) 35 P a g e

36 2.4.3 New Starters and Leavers by gender The following graphs show new starters and leavers by gender and Business Delivery Unit (BDU): Starters: Gender Split Medical Staff Support Services Specialist Services Wakefield District Forensic Services C&K Barnsley District Male Female Leavers: Gender Split Medical Staff Support Services Specialist Services Wakefield District Forensic Services C&K Barnsley District Male Female 36 P a g e

37 The results show that: Barnsley had 103 new starters: 83% female and 17% male. With, 203 (100) more leavers this year to starters: 82% female and 18% male. Showing, 49% shortfall in maintaining female staff numbers in post and 50% shortfall in maintaining male staff numbers in post Calderdale & Kirklees had 82 new starters: 83% female and 17% male. With, 86 (4) more leavers this year to starters: 78% female and 22% male. Showing, growth in maintaining female staff numbers in post and 26% shortfall in maintaining male staff numbers in post Forensic Services had 34 new starters: 92% female and 8% male. With, 48 (11) more leavers this year to starters: 48% female and 52% male. Showing, 48% growth in maintaining female staff numbers in post and 88% shortfall in maintaining male staff numbers in post Wakefield BDU had 51 new starters: 90% female and 10% male. With, 50 leavers: 76% female and 52% male. Showing, 2 growth in maintaining female staff numbers in post and 58% shortfall in maintaining male staff numbers in post Specialist Services had 75 new starters: 88% female and 12% male. With, 83 (8) more leavers this year to starters: 84% female and 16% male. Showing, 6% shortfall in maintaining female staff numbers in post and 3 shortfall in maintaining male staff numbers in post Support Services had 86 new starters: 97% female and 3% male. With 105 (19) more leavers this year to starters: 7 female and 29% male. Showing, 1 growth in maintaining female staff numbers in post and 90% shortfall in maintaining male staff numbers in post Medical staff had 30 new starters: 97% female and 3% male. With 45 (15) more leavers this year to starters: 53% female and 47% male. Showing, 2 growth in maintaining female staff numbers in post and 95% shortfall in maintaining male staff numbers in post There was not growth amongst male staff member in any BDU or amongst medical staff. 4 of the 6 business delivery units saw growth amongst women: Calderdale & Kirklees, Forensic Services, Wakefield BDU and Support Services. There was also growth amongst female medical staff. Trustwide, including male and females there was an overall shortfall in maintaining staff number by 25%, which is an 17% improvement compared to previous year with a 42% shortfall 37 P a g e

38 The following graphs show starters by gender and Business Delivery Unit (BDU): STARTERS Female Male Grand Total 2017 Grand Total 2016 Barnsley Forensic Wakefield Specialist Support Medical Grand Grand C&K BDU BDU BDU BDU Services Services Staff Total 2017 Total % 82.93% 91.89% 90.20% 88.00% % 88.58% 77.53% % 17.07% % 12.00% 3.49% 3.33% 11.42% 22.47% % 22.25% 17.67% 20.04% 7.97% % 5.73% 16.16% 13.66% 18.53% 20.48% 6.47% 6.83% Barnsley District C&K District Forensic Servcies Female Male Female Male Female Male Wakefield District Specialist Services Support Servcies Female Male Female Male Female Male Medical Staff Female Male Barnsley BDU Female: 83% Male: 17% Calderdale & Kirklees Female: 83% Male: 17% Forensic Services Female: 92% Male: 8% Wakefield BDU Female: 90% Male: 10% Specialist Services Female: 88% Male: 12% Support Services Female: 97% Male: 3% Medical Staff Female: 47% Male: 53% 38 P a g e

39 The following graphs show leavers by gender and Business Delivery Unit (BDU): Leavers Female Barnsley Forensic Wakefield Specialist Support Medical Grand Grand C&K BDU BDU BDU BDU Services Services Staff Total 2017 Total % % 76.00% 84.34% 71.43% 53.33% 74.84% 80.92% Male % 22.09% 52.08% 24.00% 15.66% 28.57% 46.67% 25.16% 19.08% Grand Total 2017 Grand Total % 44.15% 13.87% 13.10% 7.74% 6.87% 8.06% 9.29% 13.39% % 12.85% 7.26% 4.83% Barnsley District C&K District Forensic Servcies Female Male Female Male Female Male Wakefield District Specialist Services Support Servcies Female Male Female Male Female Male Medical Staff Female Male Barnsley BDU Female: 82% Male: 18% Calderdale & Kirklees Female: 78% Male: 22% Forensic Services Female: 48% Male: 52% Wakefield BDU Female: 76% Male: 24% Specialist Services Female: 84% Male: 16% Support Services Female: 7 Male: 29% Medical Staff Female: 53% Male: 47% 39 P a g e

40 2.4.4 New Starters and Leavers by marital status Starters Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total 2016 Civil Partnership Divorced Legally Separated Married Single Widowed Unknown Grand Grand Total 2017 Total % 4.85% 1.94% 37.86% 55.34% 0.00% 0.00% 22.20% 22.25% % 6.10% 1.22% % 0.00% 1.22% 17.67% 20.04% % % 24.32% 64.86% % 7.97% % 9.80% 1.96% 35.29% 45.10% 1.96% 1.96% 10.99% 5.73% % 8.00% 0.00% 32.00% 60.00% 0.00% 0.00% 16.16% 13.66% % 8.14% 1.16% 33.72% 52.33% 2.33% 2.33% 18.53% 20.48% % 3.33% 0.00% 80.00% 16.67% 0.00% 0.00% 6.47% 6.83% % 2.42% 6.68% 4.19% 1.08% 1.32% 36.42% 39.65% 53.23% 50.44% 1.08% 0.66% 0.86% 1.32% STARTERS 0% Barnsley BDU 5% Calderdale and Kirklees 0% 6% 0% 2% 0% BDU Forensic BDU 6% 5% 0% 0% 0% 55% 38% 59% 32% 65% 24% Wakefield BDU 2% 2% 4% 10% 2% Specialist Services 0% 0% 0% 0% 8% Support Services 3% 2% 0% 8% 45% 35% 60% 32% 52% 34% Medical Staff 0% 3% 0% 0% 0% 17% 80% The results show that: Married and Single status have the highest weighted proportion amongst the new starters, which is similar to previous year. 40 P a g e

41 Civil Leavers Partnership Divorced Legally Civil Separated Married Single Widowed Unknown Grand Grand Leavers Partnership Divorced Legally Total Separated Married Single Widowed Unknown Grand 2017 Total Grand Total Total 347 Barnsley BDU % % % % % % % % 347 Calderdale Barnsley BDU and 0.49% % % % % % % % 103 Calderdale Kirklees BDU 1.16% % % % % % % % % and 103 Kirklees 1.16% % % % % % % % % 54 Forensic BDU 0.00% % % % % % % % % 54 Forensic BDU 0.00% % % % % % % % % 73 Wakefield BDU 4.00% % % % % % % % % 73 Wakefield BDU 4.00% % % % % % % % % 70 Specialist Services 0.00% 14.46% 1.20% 46.99% 37.35% 0.00% 0.00% 13.39% Specialist Services 0.00% % % % % % % % Support Services 0.00% % % % % % % % % 101 Support Services 0.00% % % % % % % % % 38 Medical Staff 0.00% % % % % % % % % 38 Medical Staff 0.00% % % % % % % 2 Grand Total % % % % % % % % 2 Grand Total % % % % % % 3 Grand Total % % % % % % 3 Grand Total % 0.89% 54.83% 33.84% 0.76% 0.38% LEAVERS LEAVERS Barnsley BDU 0% Barnsley BDU 0% 1 0% 1 0% 28% 28% 59% 59% Calderdale and Kirklees Calderdale 0% 0% BDU and Kirklees 0% 0% BDU 9% 0% 9% 0% 42% 42% 48% 48% Forensic BDU 4% Forensic 0% 0% BDU 4% 4% 0% 0% 0% 4% 0% 34% 58% 34% 58% Wakefield BDU Wakefield 2% 0% BDU 2% 0% 8% 16% 8% 16% 4% 4% 6% 6% Specialist Services Specialist 0% 0% Services 0% 0% 0% 37% 15% 0% 15% 37% Support Services Support 0% Services 0% 0% 1 0% 1 0% 0% 36% 36% 64% 64% Medical Staff Medical Staff 2% 2% 0% 2% 2% 2% 0% 0% 2% 25% 0% 25% 47% 47% 52% 52% 69% 69% The results show that: Married and Single status have the highest weighted proportion amongst the leavers this year, which is similar to previous year. Within most business delivery units the majority of staff who left the Trust this year were married Forensic Services experienced more individuals leave with a single status rather than married status. 41 P a g e

42 2.4.5 New Starters and Leavers by ethnicity The following table shows the new starters by ethnicity and by Business Delivery Unit (BDU): Chinese Grand Grand Starters White Not Stated Mixed Black Asian or Other Total 2017 Total Barnsley BDU 87.38% 1.94% 3.88% 0.97% % 76.43% Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total % 0.00% 1.22% 1.22% 7.32% 4.88% 17.67% 22.69% % 0.00% 2.70% 0.00% % 11.89% % 0.00% 1.96% 1.96% 3.92% 0.00% 10.99% 16.08% % 0.00% 0.00% 0.00% 2.67% 5.33% 16.16% 15.42% % 0.00% 1.16% 1.16% 3.49% 8.14% 18.53% 22.25% % 0.00% 0.00% 3.33% 3.33% 56.67% 6.47% 8.37% % 0.43% 1.72% 1.08% % % 0.88% 1.32% 0.88% % The results show that: Within all business delivery units, starters who have a White ethnicity is the largest weighted across all different ethnicities Trustwide, White ethnicity has seen a decrease amongst new starters who are white by compared to previous year Trustwide, Asian ethnicity has seen an increase amongst new starters by compared to previous year Trustwide, mixed and Chinese or other ethnicities have seen a slight increase amongst new starters this year compared to previous year, with Black ethnicity seeing a slight decrease regarding new starters compared to previous year 42 P a g e

43 Chinese Grand Grand Leavers White Not Stated Mixed Black Asian or Other Total 2017 Total Barnsley BDU 96.06% 0.00% 0.49% 1.48% 0.49% 1.48% 32.74% 44.15% Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Medical Staff Grand Total 2017 Grand Total % 3.49% 1.16% 2.33% 4.65% 13.87% 13.10% % 4.17% 0.00% 2.08% 6.25% 6.25% 7.74% 6.87% % 0.00% 0.00% 0.00% 4.00% 0.00% 8.06% 9.29% % 0.00% % 0.00% % % 0.95% 0.00% 0.00% % 12.85% % 2.22% 0.00% % 44.44% 7.26% 4.83% % % 0.97% 1.02% % 2.10% % The results show that: Within all business delivery units, leavers who have a White ethnicity is the largest weighted across all different ethnicities Trustwide, White ethnicity as seen an decrease amongst leavers who are white by compared to previous year Trustwide, Asian ethnicity as seen an increase amongst leavers by 2% compared to previous year 43 P a g e

44 2.4.6 New Starters by pay band and gender The following table shows the staff starting with the Trust by gender and by pay band The results show that: The majority of starters in 2017 was seen amongst band 5 to 7 (53%) with 112 new starter at band 5 (24%), 82 new starters at band 6 (19%) and 8% of all new starters at band 7 The higher banded roles 8b to 9 also had 4 new starters; 1 male at the highest band 8d and 3 female at band 8c and 8b 45% of female starter this year were banded 1 to 4, with 52% of female starters banded 5 to 7 and the remaining 4% of female starters in the higher banded roles bands 8a to 9 34% of male starters this year were banded 1 to 4, with 58% of male new starters at band 5 to 7, with the remaining 8% of male starters in the higher banded roles of 8a to 9 The data shows, there is a larger proportion of female to male employees across the Trust, yet males have a larger weight in the higher banded roles compared to females. 44 P a g e

45 2.4.7 Leavers by pay band and gender The following charts show the staff leaving the Trust by gender and by pay band. The results show that: The majority of leavers in 2017 was seen amongst band 5 to 7 (48%) with 113 leavers at band 5 (19%), 115 leavers at band 6 (20%) and 8% of all leavers at band 7 The higher banded roles 8b to 9 had 16 leavers; 7 male leavers and 9 female leavers 47% of female leavers this year were banded 1 to 4, with 47% of female leavers banded 5 to 7 and the remaining 6% of female leavers in the higher banded roles bands 8a to 9 40% of male leavers this year were banded 1 to 4, with 52% of male leavers at band 5 to 7, with the remaining 7% of male leavers in the higher banded roles of 8a to 9 The data shows, male leaver have more leavers within the higher banded roles compared to female leavers 45 P a g e

46 2.4.8 New Starters by pay band and ethnicity The following charts show the staff starting the Trust by ethnicity and by pay band. Headcount White Not Stated Mixed Chinese Grand Grand Black Asian or Other Total 2017 Total 2016 Band 1-4 Band 5-7 Band 8a-9 Medical/ Other % % 0.44% 0.00% 0.00% 1.62% 1.75% 5.26% 0.00% 0.54% % 3.23% 4.86% 4.37% 0.00% 3.23% 7.03% 2.62% 10.53% 54.84% 4.17% 5.17% 0.43% 0.70% 41.63% 47.58% 4.19% 6.6 Grand Total 2017 Grand Total % % 0.43% 3.96% 1.02% 9.25% 1.02% 10.35% 2.46% 20.48% % P a g e

47 2.4.9 Leavers by pay band and ethnicity The following charts show the staff leaving the Trust by ethnicity and by pay band. Headcount White Not Stated Mixed Chinese Grand Grand Black Asian or Other Total 2017 Total 2016 Band 1-4 Band 5-7 Band 8a-9 Medical/ Other % 90.94% % 0.39% 0.72% 2.63% 2.08% 0.78% 1.45% 0.00% 0.00% 0.00% 1.45% 2.63% 10.42% 1.94% 2.17% 2.63% 2.08% % 0.00% 41.67% 5.82% 6.23% 0.86% 1.08% 37.28% 90.53% % Grand Total % % Grand Total % 2.42% 1.76% 1.10% 5.73% 7.05% P a g e

48 Starters and leavers by pay band and disability The following tables show the staff starting and leaving the trust by disability and pay band. For the past 4 years there has been a continuous increase of new starters that are registered as disabled, however this calendar year there has been a slight decrease from 38 new starters registered as disabled in 2016 (8.4%) to 35 new starters this year who are registered as disabled (7.5%) Since 2014, there has been a continuous slight increase in the number of leavers registered as disabled. 12 registered disabled leaver in 2014, 31 leavers in 2015, 34 leavers in 2016 and to date we have 50 registered disabled leaver this calendar year of P a g e

49 Full time and part time new starters by gender The results show that: This year, there has been 96 male new starters (2) and 368 female new starters (79%) Of the 96 male new starters, 86% are full time and 14% part time Of all 368 female new starters, 74% are full time and 26% are part time There are a total of 464 new starter this calendar year, 354 (76%) are full time with the remaining 110 (24%) part time Compared to previous year, the number of starters who are full time as increased by 9% The number of part time staff as decreased this year by 15% compared to previous year P a g e

50 Full time and part time leavers by gender The results show that: This year, there has been 156 male leavers (25%) and 464 female leavers (75%) Of the 156 male leavers, 87% are full time and 13% part time Of all 464 female leavers, 89% are full time and 1 are part time There is a total of 620 leavers this calendar year, 549 (89%) are full time with the remaining 71 (1) part time Compared to previous year, the number of leavers who are full time has decreased by 22% The number of part time staff has decreased this year by 15% compared to previous year P a g e

51 The following tables show the staff starting the trust by disability. The following tables show the staff leaving the trust by disability. The results show that: There are a total of 464 starters this calendar year across the Trust, which has seen a slight increase of 10 more starters compared to previous year (2% increase) Out of the 464 new starters, 35 new starters are registered has disabled (8%) 74% of new starters (registered has disabled) are female employees with the remaining 26% male new starters (registered has disabled) Of all new starters (registered has disabled) 74% are full time and 26% part time 77% of all new starters (registered has disabled) are female and are employed full time the remaining 23% of new starters (registered has disabled) are male and are employed full time 51 P a g e

52 67% of all new starters (registered has disabled) are female and are employed part time, with the remaining 33% of new starters (registered has disabled) are male and are employed part time There is a total of 620 leavers this calendar year across the Trust, which is a significant decrease of 166 fewer leavers compared to previous year (2) Out of the 620 leavers, 50 of off leavers are registered has disabled (8%) 64% of leavers (registered has disabled) are female employees with the remaining 36% male leavers (registered has disabled) Of all leavers (registered has disabled) 92% are full time and 8% part time 65% of all leavers (registered has disabled) are female and are employed full time the remaining 35% of leavers (registered has disabled) are male and are employed full time 50% of all leavers (registered had disabled) are female and are employed part time, with the remaining 50% of leavers (registered has disabled) are male and are employed part time 2.5 Applicants and Shortlists The following sections provide information for applicants and people who were shortlisted for posts within the Trust including Medical staff. This is for the period January 2017 to December Applicants and Shortlists by gender ,772 (78%) were female/ 3,008 (22%) were male/ 59 did not state (0.4%) ,289 (77%) were female/ 3,031 (23%) were male ,026 (76%) were female/ 2,469 (24%) were male/ 27 did not state gender ,603 (76%) were female / 2,673 (24%) were male/ 33 did not state gender ,248 (80%) were female/ 7,989 (20%) were male/ 27 did not state (0.6%) ,275 (78%) were female/ 912 (22%) were male ,363 (77%) were female/ 695 (23%) were male/ 14 did not state their gender ,528 (75%) were female/ 834 (25%) were male/ 4 did not state their gender 52 P a g e

53 The results show that: There were a total of 13,839 applicants with 4,073 who were shortlisted (29%) There were a total of female applicants and 3,008 male applicants; 30% of all female applicants (3,248) were shortlisted and 27% of all male applicants were shortlisted (798) Of all 13,839 applicants, 78% were female and 22% male. Female applicants have slightly increased by and male applicants have seen a decreased by compared to previous calendar year Of all 4,073 shortlisted employees, 80% were female and 20% male. Compared to previous calendar year, there was a 2% increase in females who were shortlisted and 2% decrease amongst males who were shortlisted this year This year the Trust experienced the most female applicants (78%) since 2014; %, % and % This year the Trust experienced the most shortlisted females (80%) since 2014; %, % and % This year experienced the least shortlisted males (20%) since 2014; %, % and % Increase in female applicants and females who are been shortlisted in the last 12 months Decrease in male applicants and males who have been shortlisted in the last 12 months 53 P a g e

54 2.5.2 Applicants and Shortlists by disability The results show that: Out of the total 13,839 applicants this calendar year, 6% were registered as disabled and 2% undisclosed this information to the Trust Out of the total 4,073 shortlisted candidates, 7% were registered as disabled and 2% shortlisted did not wish to disclosed this information to the Trust For every 3 registered disabled applicant 1 candidate was shortlisted For every 3 applicants that were registered as not disabled, 1 candidate was shortlisted The number of applicants have continued to increase over the years, were as the number of shortlisted applicants have seen a decrease since previous year but as slightly increase compared to 2015 and 2014 figures. The number of candidates that did not wish to disclose their disability has risen compared to previous year, 66 more applicants did not wish to disclose their disability status and 15 more shortlisted applicants that did not wish to disclose their disability status 54 P a g e

55 2.5.3 Applicants and Shortlists by ethnic group *Of the 13,839 applicants: In 2017, 10,251 (74%) were white British (78% in 2016, 78% in 2015, 78% in 2014) In 2017, 1,939 (14%) were Asian (12% in 2016, 1 in 2015, 1 in 2014) In 2017, 890 (6%) were black (6% in 2016, 7% in 2015, 7% in 2014) In 2017, 344 (3%) were mixed race (2% in 2016, 2% in 2015 & 2014) In 2017, 159 () were from a Chinese or other ethnic background ( in 2016, in 2015 and 2014) In 2017, 256 (2%) did not state their ethnic background ( in 2016, in 2015 and 2014) The results show that: This is the first year the Trust has seen a decrease amongst White British applicants and an increase in Asian and mixed race ethnic backgrounds Black ethnic background and Chinese or Other ethnic background had the same weighted applicants this year compared to previous calendar year 55 P a g e

56 *Of the 4200 shortlisted: In 2017, 3,237 (79%) were white British (82% in 2016, 83% in 2015 & 84% in 2014) In 2017, 357 (9%) were Asian (8% in 2016, 7% in 2015 & 2014) In 2017, 288 (7%) were black (6% in 2016, 6% in 2015 & 7% in 2014) In 2017, 64 (2%) were mixed race (2% in 2016, 2% in 2015 & 2% in 2014) In 2017, 26 () were from a Chinese or other ethnic background ( in 2015 & in 2014) In 2017, 101 (2%) did not state their ethnic background ( in 2016, in 2015 & in 2014) The results show that: Shortlisted applicants who are White British continue to see a decrease each year, experiencing the lowest weighted shortlisted applicants this year since 2014 Shortlisted applicants who have a Asian ethnicity background have continued to see an increase each year since 2014 Applicants who have a Asian and black ethnicity background are the only ethnicity that have seen an increase amongst shortlisting applicants, other ethnicities have seen a decrease or remained the same and the previous year 56 P a g e

57 The following page shows the success ratio of each ethnicity between the total amount of applicant s vs those who are successfully shortlisted. For example as we can see below, for every 3.09 black applicants 1 applicant has been shortlisted. The Trust should not see large variations across ethnicities in these ratios if the recruitment process is unbiased. WHITE ASIAN MIXED BLACK CHINESE OR OTHER UNDISCLOSED The results show that: Chinese or other experienced the highest ratio this year, for every 6.11 applicants, 1 applicant was shortlisted. Compared to previous year this has almost doubled (2016 ratio, 1:3.17) Asian ethnicity background experienced 5.43 applicants to 1 applicant being shortlisted. This has increased since previous year (2016 ratio, 1:4.52) Mixed ethnicity background experienced 1 applicant being shortlisted for every 5.37 applicants. This has increased since previous year (2016 ratio, 1:4.21) White ethnicity background experienced 3.16 applicants for every 1 applicant shortlisted. This has seen a slight increase compared to previous year (2016 ratio, 3.01) Black ethnicity background experienced 3.09 applicants for every 1 applicant being shortlisted. This has seen a slight decrease compared to previous year (2016 ratio 1:3.28) Undisclosed ethnicity experienced 2.53 applicants for every 1 applicant being shortlisted. This has seen a slight decrease compared to previous year (2016 radio, 1:3.81) 57 P a g e

58 2.5.4 Applicants and Shortlists by age band The charts below show the number and percentages of applicants and shortlisted staff by age band. The results show that: 12 of the applicants did not state their age, therefore these were not included in charts above and 3 of the applicants that were shortlisted did not disclose their age, therefore these candidates are not included in the charts above There were 391 applicants aged 19 and under, 86 of which were shortlisted showing in every 4.55 applicants 1 applicant was shortlisted (1: 4.55) 5,815 applicants aged 20-29, 1,280 were shortlisted, showing in every 4.54 applicants, 1 applicant was shortlisted (1:4.54) 3,388 applicants aged 30 39, 1,080 were shortlisted, showing in every 3.14 applicants, 1 applicant was shortlisted (1: 3.14) 2,462 applicants aged 40-49, 895 were shortlisted, showing in every 2.75 applicants, 1 applicant was shortlisted (1: 2.75) 1,536 applicants aged 50 59, 640 were shortlisted, showing in every 2.40 applicants, 1 applicant was shortlisted (1: 2.40) 230 applicants aged 60 69, 86 were shortlisted, showing in every 2.67 applicants, 1 applicant was shortlisted (1: 2.67) 5 applicants aged 70 and above, 3 were shortlisted, showing in every 1.67 applicants, 1 applicant was shortlisted (1: 1.67) 58 P a g e

59 Workforce Monitoring 2017/ South 2426 West Yorkshire Partnership NHS Foundation Trust Applicants and Shortlisted by religion and belief Applicants % 45.00% 40.00% 35.00% 30.00% % 20.00% % 10.00% % 0.00% % Shortlisted 17.53% % 11.18% 10.90% 0.56% 1.58% 0.04% 0.22% 0.54% % 45.00% 40.00% 35.00% 30.00% 25.00% % 15.00% % 5.00% % % 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 44.33% 17.53% 1991 Shortlisted 13.12% 11.18% 10.90% 0.56% 1.58% 0.04% 0.22% 0.54% % 18.19% 12.74% 11.24% 6.46% 0.64% 1.18% 0.00% 0.29% 0.37% 60.00% 50.00% 40.00% 30.00% Applicants and Shortlists by sexual orientation 48.88% Applicants Shortlisted 20.00% 18.19% % % % % 11.24% 6.46% 1.18% 0.00% 0.29% 0.37% Lesbian Gay Bisexual Heterosexual Undisclosed Lesbian Gay Bisexual Heterosexual Undisclosed % 90.00% 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 90.46% 0.80% 1.65% 1.34% 5.74% Lesbian Gay Bisexual Heterosexual Undisclosed % 90.00% 80.00% 70.00% 60.00% 50.00% 40.00% 30.00% 20.00% 10.00% 0.00% 90.47% % 1.20% 5.75% Lesbian Gay Bisexual Heterosexual Undisclosed 59 P a g e

60 2.6 Promotions The following sections provide information for 285 (269 in 2016, 303 in 2014 and 278 in 2013) staff who were promoted within the Trust during the audit period Promotions by age band *The following charts show the data for 285 promotions within the audit period by age band: The results show that: Employees aged 19 and under make up 0.2% of the Trust, 1 employee of the 0.2% had a promotion which was 10% of the age group had a promotion Employees aged make up 12.3% of the Trust, 69 employees of the 12.3% had a promotion which was 12.7% of staff within that age group Employees aged make up 21.7% of the Trust, 91 employees of the 21.7% had a promotion, which was 9.5% of staff within that age group Employees aged make up 26.9% of the Trust, 72 employees of the 26.9% had a promotion, which was 6.0% of staff within that age group Employees aged make up 29.9% of the Trust, 2 employees of the 29.9% had a promotion, which was 3.8 % of staff within that age group Employees aged make up 8.4% of the Trust, 2 employees of the 8.4% had a promotion, which was 0.5% of staff within that age group 60 P a g e

61 Employees aged 70 and above make up 0.6% of the Trust, 0 employees had a promotion this calendar year who were aged 70 or above. Across SWYFT, age bracket has the largest weight of staff (30%) followed by aged (27% and age bracket (22%) Across SWYFT, age bracket had the highest weight of staff who received a promotion (32%), followed by age bracket (25%) Promotions by disability The graphs below show the number/percentages of disabled staff that had a promotion this calendar year. There were a total of 285 promotions within the Trust; 5% of staff member who are registered as disabled There are a total of 266 staff member who are registered as disabled this calendar year, 5% of whom had a promotion 61 P a g e

62 The results show that: Of all the 285 promotions experienced this calendar year, 5% were filled by staff members who are registered has disabled, 10% by staff members who did not disclose their disability information and 85% of staff members who are registered as not disabled Each BDU except Specialist Services all had an employee who is registered has disabled that were promoted 3 of employees who are registered as disabled had a promotion in Barnsley BDU 38% of employees who are registered as disabled had a promotion in Calderdale & Kirklees BDU 8% of employees who are registered as disabled had a promotion in Forensic Services and Support Services 15% of employees who are registered as disabled had a promotion in Wakefield BDU 62 P a g e

63 2.6.3 Promotions by gender The following bar chart shows the number of promotions split into gender and each BDU. Headcount (%) Female Male Female 53 Male Barnsley BDU C&K BDU Forensic BDU 16.00% 15.49% % Female Male 84.5 Female Male 85.19% Female Male Wakefield BDU Specialist Services Support Servcies 21.62% % 78.38% Female Male 59.09% Female Male 83.02% Female Male The results show that: Of the 285 promotions this year, 8 were females and 19% were males Trustwide there are a total of 3,431 female employees, 6.8% were promoted this calendar year Trustwide there are a total of 1,001 male employees, 5.3% were promoted this calendar year It looks like females have had more promotions than males by more than 3 quarters, however considering the male and female ratio; females have had 1.5% more promotions to males. 63 P a g e

64 *The bar chart below show the number of promotion split into BDU over the previous 3 years ( ) The results show that: Barnsley had 75 promotions within the BDU, this was a decrease of 25 less promotions this year compared to previous year within the BDU Barnsley as a total of 1,342 staff members within their BDU, 75 received a promotion, which is 5.6% of the BDU Calderdale & Kirklees had 71 promotions within the BDU, this was a slight increase of 6 more promotions this year compared to previous year within the BDU Calderdale & Kirklees as a total of 883 staff members within their BDU, 71 received a promotion, which is 8.0% of the BDU Forensic Services had 27 promotions within the BDU, this was a increase of 7 more promotions this year compared to previous year within the BDU Forensic Services as a total of 408 staff members within their BDU, 27 received a promotion, which is 6.6% of the BDU Wakefield had 37 promotions within the BDU, this was an increase of 4 more promotions this year compared to previous year within the BDU Wakefield as a total of 445 staff members within their BDU, 37 received a promotion, which is 8.3% of the BDU Specialist Services had 22 promotions within the BDU, this was a decrease of 11 less promotions this year compared to previous year within the BDU Specialist Services as a total of 412 staff members within their BDU, 22 received a promotion, which is 5.3% of the BDU Support Services had 53 promotions within the BDU, this was an increase of 7 more promotions this year compared to previous year within the BDU Support Services as a total of 779 staff members within their BDU, 53 received a promotion, which is 6.8% of the BDU 64 P a g e

65 2.6.4 Promotions by religion and belief Promotions Atheism Christianity Islam Unknown Other Barnsley BDU Calderdale and Kirklees BDU Grand Total 2017 Grand Total % 46.67% 0.00% 17.33% 12.00% 26.32% 28.62% % 39.44% % % Forensic BDU 25.93% 44.44% 3.70% % 10.04% Wakefield BDU Specialist Services Support Services % 27.27% 11.32% 40.54% 36.36% 52.83% 2.70% 4.55% 1.89% 18.92% 22.73% 26.42% % 7.55% 12.98% 7.72% 18.60% 12.27% 9.67% 19.70% Grand Total % 19.65% 11.58% Grand Total % 46.47% 1.49% 18.22% 10.04% Barnsley BDU 12% 24% 17% 0% Calderdale and Kirklees BDU 18% 16% 25% 4% Forensic BDU 1 26% 15% 47% 40% 44% Wakefield BDU Specialist Services Support Services 19% 1 27% 23% 9% 27% 26% 8% 1 3% 40% 5% 36% 2% 53% 16 more promotions were received this year compared to previous year 1 more promotion was received in the following religion and belief groups: Atheism, Christianity and Islam 6 more promotions were received in Other religion groups 65 P a g e

66 2.6.5 Promotions by sexual orientation Promotions Gay Heterosexual Lesbian Bisexual Unkown Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Grand Total 2017 Grand Total % 84.00% 2.67% 0.00% 12.00% 26.32% % 85.92% 0.00% 0.00% 8.45% % 66.67% % 9.47% % 91.89% 2.70% 0.00% 2.70% 12.98% % 72.73% 0.00% 0.00% 18.18% 7.72% % 77.36% 0.00% 1.89% 20.75% 18.60% % 1.75% 1.05% 12.63% Barnsley BDU 3% 0% 12% Calderdale and Kirklees BDU 0% 6% 0% 8% Forensic BDU 0% 19% 7% 84% 86% 7% 67% 3% Wakefield BDU Specialist Services 3% 2% 9% 0% 0% 18% 0% 2% 0% Support Services 0% 2 92% 73% 77% A total of 49 gay employees across the Trust, 8 had a promotion, which is 16.3% of all gay employees A total of 3,362 heterosexual employees across the Trust, 233 had a promotion, which is 6.9% of all heterosexual employees A total of 43 lesbian employees across the Trust, 5 had a promotion, which is 11.6% of all lesbian employees A total of 28 bisexual employees across the Trust, 3 had a promotion, which is 10.7% of all bisexual employees A total of 950 unknown sexual orientation employees, 36 had a promotion, which is 3.8% of all unknown sexual orientation employees 66 P a g e

67 Headcount Promotions by marital status Barnsley BDU Headcount Calderdale and Kirklees BDU Barnsley BDU Forensic BDU Calderdale and Kirklees BDU Wakefield BDU Forensic BDU Specialist Services Wakefield BDU Support Services Specialist Services Grand Total 2017 Support Services Grand Total 2017 Civil Partnership Divorced Legally Separated Married Single Widowed Unknown Grand Total % Civil Partnership Divorced 5.33% Legally 1.33% Separated Married 54.67% Single 36.00% Widowed 0.00% Unknown 2.67% Grand 26.32% Total % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % % 3.77% 0.00% 50.94% % 1.89% 18.60% % 5.96% 0.70% % 1.05% 1.75% 285 Barnsley BDU 0% 3% 0% Barnsley BDU 0% 3% 36% 0% 36% 55% 55% 5% 5% Wakefield BDU 3% 0% 0% 0% 3% Wakefield BDU 3% 0% 0% 0% 3% 54% 40% Calderdale and Kirklees BDU 7% Calderdale and Kirklees 9% 0% BDU 7% 47% 9% 0% 35% 47% 35% Specialist Services 0% 0% 4% Specialist Services 0% 0% 14% 27% 0% 4% 27% 14% 0% Forensic BDU 4% 4% 4% 3% 0% Forensic BDU 4% 4% 4% 3% 0% 37% 48% 48% 37% Support Services 4% 2% 2% 0% Support Services 4% 2% 2% 0% % 40% 55% % 67 P a g e

68 2.6.7 Promotions by ethnicity Headcount White Not Stated Mixed Barnsley BDU Calderdale and Kirklees BDU Forensic BDU Wakefield BDU Specialist Services Support Services Grand Total 2017 Chinese or Other Black Asian Grand Total % 0.00% 1.33% 1.33% 2.67% 4.00% 26.32% % % 0.00% 4.23% % 0.00% 0.00% 3.70% % 9.47% % 0.00% 2.70% 0.00% 2.70% 2.70% 12.98% % 4.55% 0.00% 0.00% 4.55% 4.55% 7.72% % 3.77% 0.00% 0.00% 1.89% 1.89% 18.60% % 1.40% 0.70% 0.70% 3.86% 2.46% The results show that: There are 4,032 White employees across the Trust, 259 had a promotion (6.4%) There are 19 employees who had not stated their ethnicity across the Trust, 4 had a promotion (21.) There are 45 Mixed ethnicity employees across the Trust, 2 had a promotion (4.4%) There are 45 Chinese or Other employees across the Trust, 2 had a promotion (4.4%) There are 109 Black employees across the Trust, 11 had a promotion (10.). There are 182 Asian employees across the Trust, 7 had a promotion (3.8%). 68 P a g e

69 2.6.8 Promotions Part-Time and Full-Time Headcount Full Time Part Time Barnsley C&K BDU Forensic Wakefield Specialist Support Grand BDU BDU BDU Services Services Total % 81.69% 96.30% 89.19% 77.27% 67.92% 80.00% % % % 32.08% 20.00% Grand Total Promotions: Full Time/ Part Time Full Time Part Time Barnsley BDU C&K BDU Forensic BDU Wakefield BDU Specialist Services Support Services The results show that: 62% of all staff members within SWYFT are full time, 80% of promotions received this year were by full time staff A total of 2,759 staff members who are full time employees, 228 had a promotion this year, which is 8.3% of all full time staff across the Trust 38% of all staff members within SWYFT are part time, 20% of promotions received this year were by part time staff A total of 1,686 staff members who are part time employees, 57 had a promotion this year, which is 3.4% of all part time staff across the Trust 69 P a g e

70 2.7 Training The following section displays the number of staff who attended training sessions during The table below shows the average number of training instances per staff number for the past 4 years 6.8 training session on average per person in training session on average per person in training session on average per person in training session on average per person in Training by age band The results show that: Training sessions at SWYFT continue to increase since 2015, 10.9% more training sessions experienced this year compared to previous year More than 50% of the training sessions were experienced by employees aged 40 to Training by disability 70 P a g e

71 DISABILITY: YES Barnsley BDU Calderdale and Kirklees BDU Yes No or Unknown Not Declared Grand Total % 8.54% 25.73% % 60.36% 32.83% 21.52% Forensic BDU 5.29% 58.50% 36.22% 11.67% Wakefield BDU Specialist Services Support Services Medical Staff % 5.48% 4.74% 60.45% 68.87% 69.84% 61.18% 33.14% % 34.08% 10.52% 10.95% 13.72% 5.88% Grand Total % 67.17% 24.64% The results show that: Of the 36,950 training sessions experienced; 3,029 training sessions were experienced by employees who are registered as disabled 8.2% In % of all staff who attended training had a disability (5% decrease compared 2017 (current)) In % of all staff who attended training had a disability (4% decrease compared to 2017) In 2016, 6% of all staff who attended training had a disability (2% decrease compared to 2017) In 2017, 8% of all staff who attended training had a disability There are a total of 266 employees registered as disabled at SWYFT. Those 266 experienced 3,029 training sessions this year, showing on average 11.4 training sessions experience per employee who is registered as disabled In 2016, there were a total of 259 employees registered as disabled at SWYFT, 2,022 experienced training sessions that year, showing on average 7.8 training sessions experienced per employee who is registered has disabled in 2016 This year, employees registered as disabled on average have experienced 3.6 more training sessions per employee compared to previous year There are a total of 4,166 employees registered as not disabled or unknown/ not declared at SWYFT. Those 4,166 experienced 33,921 training sessions this year, showing on average 8.1 training sessions experienced per employee who is registered as not disabled or unknown/ not declared their disability 71 P a g e

72 The results show that: Barnsley BDU experienced a total of 9,508 training session this year, 13% of which were experienced by employees who are registered has disabled There are 88 registered disabled employees within Barnsley BDU, 1,208 training sessions experienced by employees who are registered as disabled, showing on average 13.7 training sessions experienced per employee who is registered as disabled in Barnsley Calderdale & Kirklees experienced a total of 7,952 training session this year, 7% of which were 72 P a g e

73 experienced by employees who are registered as disabled There are 62 registered disabled employees within Calderdale & Kirklees BDU, 541 training sessions experienced by employees who are registered as disabled this year, showing on average 8.7 training sessions experienced per employee who is registered as disabled in Calderdale & Kirklees Forensic Services experienced a total of 4,313 training session this year, 5% of which were experienced by employees who are registered as disabled There are 24 registered disabled employees within Forensic Services BDU, 228 training sessions experienced by employees who are registered as disabled, showing on average 9.5 training sessions experienced per employee who is registered as disabled in Forensic Services Wakefield BDU experienced a total of 3,886 training session this year, 6% of which were experienced by employees who are registered as disabled There are 23 registered disabled employees within Wakefield BDU, 249 training sessions experienced by employees who are registered as disabled, showing on average 10.8 training sessions experienced per employee who is registered as disabled in Wakefield Specialist Services experienced a total of 4,047 training session this year, 10% of which were experienced by employees who are registered as disabled There are 40 registered disabled employees within Specialist Services BDU, 422 training sessions experienced by employees who are registered as disabled, showing on average 10.6 training sessions experienced per employee who is registered as disabled in Specialist Services Support Services experienced a total of 5,070 training session this year, 5% of which were experienced by employees who are registered as disabled There are 23 registered disabled employees within Support Services BDU, 278 training sessions experienced by employees who are registered as disabled, showing on average 12.1 training sessions experienced per employee who is registered as disabled in Support Services Training by gender The following table shows the staff who attended training by gender and by Business 73 P a g e

74 Barnsley BDU C&K BDU Forensic BDU 14.70% 20.23% 32.88% 67.12% 85.30% Female Male 79.77% Female Male Female Male Wakefield BDU Specialist Services Support Servcies 20.87% 17.25% 27.75% 79.13% Female Male 82.75% Female Male 72.25% Female Male The results show that: 2016 experienced 33,315 training sessions, 76% experienced by female employees and 34% experienced by male employees. The gender split for training in 2017 has stayed the same as This year, the Trust experienced 36,950 training sessions, 76% experienced by female employees and 34% experienced by male employees 76% of all training received were by female employees this year and 24% of training received by male employees across SWYFT There are a total 3,431 female employees across the Trust, 28,226 training sessions experienced by female employees this year, showing on average 8.2 training sessions experienced per female employee In 2016, on average there were 7.5 training session experienced per female employee, this is on average a decrease of 0.7 compared to 2017 There are a total of 1,001 male employees this year across the Trust, 8,724 training sessions experienced by male employees this year, showing on average 8.7 training sessions experienced per male employee In 2016, on average there were 7.7 training session experienced per male employee, this is on average a decrease of 1.0 compared to P a g e

75 2.7.4 Training by religion and belief The following table shows the staff who attended training by religion/belief and by Business Delivery Unit (BDU): Training Atheism Christianity Islam Unknown Other Barnsley BDU Calderdale and Kirklees BDU Grand Total 2017 Grand Total % 53.10% 1.05% 23.38% 10.09% 25.73% 34.43% % 45.12% 3.67% 22.77% 12.55% 21.52% 19.16% Forensic BDU 20.15% 40.97% 3.32% 26.90% 8.67% 11.67% 8.85% Wakefield BDU Specialist Services Support Services Medical Staff % 23.80% 11.46% 8.79% 43.85% 43.44% 50.39% 18.45% 1.57% 2.45% 1.95% 21.90% 20.82% 19.50% 24.34% 19.50% % 11.85% 31.37% 10.52% 10.95% 13.72% 5.88% 9.43% 9.42% 12.38% 6.33% Grand Total % 45.53% 3.44% 22.87% 12.39% Grand Total % 46.29% 2.83% 25.66% 12.23% Barnsley BDU 10% 12% 24% Calderdale and Kirklees BDU 12% 16% 23% Forensic BDU 9% 20% 27% 53% 4% 45% 3% 4 Wakefield BDU Specialist Services Support Services 13% 20% 1 24% 12% 12% 2 20% 24% 2% 44% 2% 43% 2% 50% Training sessions on average per employees within the following Religion/ Belief Groups: Atheism: 9.3 training session per employee who has a Atheism Religion/ belief Christianity: 8.1 Islam: 10.9 Unknown: 7.6 Other: P a g e

76 2.7.5 Training by sexual orientation The following table shows the staff attending training by sexual orientation and by Business Delivery Unit (BDU): Training Gay Heterosexual Lesbian Bisexual Unkown Barnsley BDU Calderdale and Kirklees BDU Grand Total % 80.24% 1.00% 0.59% 17.60% 25.73% % % 0.67% 20.18% 21.52% Forensic BDU 0.86% 73.06% 2.30% 1.88% % Wakefield BDU Specialist Services Support Services Medical Staff % 1.46% 0.87% 1.43% % 74.99% 77.74% 0.85% 2.64% 0.67% 0.00% 1.36% 1.83% 0.26% 0.00% 17.65% % 10.52% 10.95% 13.72% 5.88% Grand Total % 77.73% 1.16% 0.89% 19.03% Barnsley BDU 0% 18% Calderdale and Kirklees BDU 20% 2% 2% Forensic BDU 22% 80% 77% 73% 18% Wakefield BDU 3% 2% 3% Specialist Services 12% 0% Support Services 23% 77% 82% 75% Training sessions on average per employees amongst sexual orientation: Gay: 9.0 training session per employee who are registered has gay Heterosexual: 8.5 Lesbian: 9.9 Bisexual: 11.8 Unknown: P a g e

77 2.7.6 Training by marital status Headcount Barnsley BDU Calderdale and Kirklees BDU Civil Partnership Divorced Legally Separated Married Single Widowed Unknown Grand Total % % 58.74% 30.28% 0.64% 0.47% 25.73% % 7.53% 2.05% 47.28% 39.60% 0.89% 0.52% 21.52% Forensic BDU 1.00% 9.65% 1.37% 43.43% % 11.67% Wakefield BDU Specialist Services Support Services Medical Staff % 0.64% 0.43% 0.00% 7.54% 7.39% % 2.06% 0.59% 1.24% 0.00% 49.67% 45.44% 55.40% 83.03% 36.44% 45.12% 31.68% 14.86% 1.06% 0.40% 1.42% 1.06% 1.65% 0.42% % 10.52% 10.95% 13.72% 5.88% Grand Total % 7.75% 1.23% 53.05% 35.36% 0.86% 0.75% Barnsley BDU 30% 0% 9% 59% 0% Calderdale and Kirklees Forensic BDU 0% BDU 10% Barnsley District 2% Calderdale and Kirklees Forensic Services 0% 0% 0% 10% 8% 2% 2% 9% 8% 2% 40% 30% 43% 40% 43% 47% 43% 59% 47% 43% Wakefield BDU 2% 2% 7% 2% Specialist Services Wakefield District 2% 0% 0% 2% 7% 7% 2% Support Services Specialist Services Support Services 0% 0% 2% 2% 8% 7% 8% 36% 36% 45% 45% 32% 32% 50% 50% 46% 46% 55% 55% Training sessions on average per employees amongst marital status: Civil Partnership: 9.6 training session per employee who are registered has in a civil partnership Divorced: 7.9 Legally Separated: 6.9 Married: 8.0 Single: 9.1 Widowed: 8.6 Unknown: P a g e

78 2.7.7 Training by ethnic group The following graphs and table show the staff attending training by ethnicity and by BDU. Headcount White Not Stated Mixed Barnsley BDU Calderdale and Kirklees BDU Chinese or Other Black Asian Grand Total % 0.56% 0.66% 0.38% 2.05% 1.26% 25.73% % 0.38% 1.42% 0.89% 5.48% 4.35% 21.52% Forensic BDU 86.53% 0.30% 1.25% 1.09% 8.39% 2.43% 11.67% Wakefield BDU Specialist Services Support Services Medical Staff % 92.76% % 0.28% 0.30% 0.20% 0.97% 1.44% 0.47% 0.59% 2.48% 0.93% 0.22% 0.77% 8.28% 2.62% 2.10% 1.20% 0.78% 1.18% 4.15% 2.43% % 10.95% 13.72% 5.88% Grand Total % % 1.13% 3.40% 5.66% The results show that: There are 4,032 White employees across the Trust, 32,642 training sessions experienced amongst white employees. Showing on average 8.1 training sessions per employees who are registered as white There are 19 employees who had not stated their ethnicity across the Trust, 150 training sessions experienced, showing on average 7.9 training sessions per employee who is registered as not stated for their ethnicity There are 45 Mixed ethnicity employees across the Trust, 389 training sessions experienced, showing on average 8.6 training sessions per employee who is registered has mixed ethnicity There are 45 Chinese or Other employees across the Trust, 418 training sessions experienced, showing on average 9.3 training sessions per employee who is registered has Chinese or Other ethnicity There are 109 Black employees across the Trust, 1,258 training sessions experienced, showing on average 11.5 training sessions per employee who is registered has Black ethnicity There are 182 Asian employees across the Trust, 2,093 training sessions experienced, showing on average 11.5 training sessions per employee who is registered has Asian ethnicity 78 P a g e

79 2.7.8 Training by employment status The results show that: Of the 36,950 training sessions experienced this year, 25,261 (68%) was experienced by employees who work full time. This has increased by 2% compared to the previous year Of the 36,950 training sessions experienced this year, 32%, 11,689 were received by employees who work part time, this is a decrease by 2% compared to previous year There are 2,793 full time employees within SWYFT (63%), 25,261 training sessions experienced by full time staff, showing on average, 9.0 training sessions experienced per employee who works full time this year There are 1,639 part time employees within SWYFT (37%), 11,689 training sessions experienced by part time staff, showing on average, 7.1 training sessions experienced per employee who works part time this year 79 P a g e

80 2.7.9 Training by pay band The following chart shows the staff in post by gender and by pay Training sessions on average per employees compared to previous year (2016) averages: Band 1: 3.0 more training session per employee who are band 1 Band 2: 0.6 more training session per employee who are band 2 Band 3: 0.5 more training session per employee who are band 3 Band 4: 1.0 more training session per employee who are band 4 Band 5: 1.1 more training session per employee who are band 5 Band 6: 1.1 more training session per employee who are band 6 Band 7: 0.1 more training session per employee who are band 7 Band 8a: 0.8 more training session per employee who are band 8a Band 8b: 1.7 more training session per employee who are band 8b Band 8c: 0.6 more training session per employee who are band 8c Band 8d: 0.03 more training session per employee who are band 8d Band 9: 1.5 more training session per employee who are band 9 Medical : 0.7 more training sessions per employee who are medical staff 80 P a g e

81 Training Band 1 Band 2 Band 3 Band 4 Band 5 Band 6 Band 7 Band 8a Band 8b Band 8c Band 8d Band 9 Medical/ Dental Staff Not AfC Grand Total 2017 Grand Total 2016 Grand Total Grand Total Staff In Post Each individual employee received on average % Band Each individual employee received on average % 8.49% 10.18% Band Each individual employee received on average % 21.23% 21.84% Band Each individual employee received on average % 5.79% 6.66% Band Each individual employee received on average % 21.09% 18.4 Band Each individual employee received on average % 19.93% 19.56% Band Each individual employee received on average % 9.74% 9.59% Band Each individual employee received on average % % Band 8a Each individual employee received on average % 1.36% 1.74% Band 8b Each individual employee received on average % % Band 8c Each individual employee received on average % 0.26% 0.36% Band 8d Each individual employee received on average % 0.02% 0.05% Band Each individual employee received on average % 6.32% 3.68% Medical/ Dental Staff Each individual employee received on average % 0.24% 0.25% Non AfC EACH INDIVIDUAL EMPLOYEE WITHIN SWYFT RECEIVED ON AVERAGE Trustwide 8.34 training episodes training episodes training episodes training episodes training episodes training episodes training episodes training episodes training episodes training episodes training episodes training episodes training episodes training episodes TRAINING EPISODES Workforce Monitoring 2017/18

82 2.8 Disciplinary The following section displays the number of disciplinary investigations within the Trust during 2017 This year, SWYFT experienced 37 disciplinaries: 16% within Barnsley, 43% within Calderdale & Kirklees, 1 within Forensic Services, 5% within Wakefield, 8% within Specialist Services and 16% within Support Services. Since 2014 there has been a continuous fluctuation in the total number of disciplinaries experienced each year, This year (2017), experiencing the highest number of disciplinaries cases within SWYPFT Disciplinary by disability In 2016, there were 2 disciplinaries experienced by staff members who consider themselves to be disabled, accountable for 8.3% of all disciplinaries across the Trust In 2017 (currently), there were 3 disciplinaries experienced by staff members who consider themselves to be disabled, accountable for 8. of all disciplinaries across SWYFT Staff members who consider themselves to be disabled and who were investigated under the disciplinary process this year worked in the Barnsley and Calderdale & Kirklees BDU s. Of all disciplinaries experienced in Barnsley BDU, 17% of those employees consider themselves to be disabled Of all disciplinaries experienced in Calderdale & Kirklees, 13% of those employees consider themselves to be disabled Other BDU experienced disciplinaries, however 0% of the employees who were investigated under the disciplinary process consider themselves to be disabled. Workforce Monitoring 2017/18

83 The following charts/tables show disciplinaries across each BDU, focusing on employee disability In 2016, there were 2 disciplinaries experienced by staff members who consider themselves to have a disability (8.3%), 13 disciplinaries experienced by staff members who have not declared if they are disabled or not (54%) and 9 disciplinaries were experienced by staff members who do not consider themselves to be (37%). In comparison to this year, the number of disciplinaries experienced by staff members who do not wish to disclose their disability information has increased by 2%, with a decrease of 9% amongst disciplinaries experienced by employees who do not consider themselves to be disabled. 83 P a g e

84 2.8.2 Disciplinary by age band The results show that: This year, across SWYFT there were a sum total of 37 disciplinaries, 4 of which are aged between 50 to 69 (higher age brackets) Age bracket 19 and under 2014: 0 disciplinaries 2015: 0 disciplinaries 2016: 0 disciplinaries 2017: 0 disciplinaries Age bracket Age bracket : 1 disciplinaries 2015: 2 disciplinaries 2016: 2 disciplinaries 2017: 8 disciplinaries Increasing Trend 2014: 8 disciplinaries 2015: 10 disciplinaries 2016: 11 disciplinaries 2017: 15 disciplinaries Increasing Trend Age bracket Age bracket : 6 disciplinaries 2015: 6 disciplinaries 2016: 1 disciplinaries 2017: 5 disciplinaries Fluctuating Trend 2014: 2 disciplinaries 2015: 0 disciplinaries 2016: 4 disciplinaries 2017: 4 disciplinaries Balancing Trend Age bracket Age bracket : 14 disciplinaries 2015: 15 disciplinaries 2016: 6 disciplinaries 2017: 5 disciplinaries Decreasing Trend 2014: 0 disciplinaries 2015: 0 disciplinaries 2016: 0 disciplinaries 2017: 0 disciplinaries 84 P a g e

85 2.8.3 Disciplinary by gender Headcount (%) Female Male Female Male 33.33% Barnsley BDU C&K BDU Forensic BDU 25.00% 37.50% 62.50% 66.67% Female Male Female Male 75.00% Female Male Wakefield BDU Specialist Services Support Servcies 0.00% 33.33% % Female Male Female Male 66.67% Female Male The results show that: Barnsley had 6 disciplinary cases this year, 4 female (67%) and 2 male (33%). Barnsley experienced 1 more disciplinary cases this year compared to previous year Calderdale & Kirklees had 16 disciplinary cases this year, 6 female (38%) and 10 male (62%). Calderdale & Kirklees experienced 10 additional disciplinary cases, this year compared to previous year, an additional 1 female employee case and a significant 9 additional male cases. Forensic Services had 4 disciplinary cases this year, 1 female (25%) and 3 male (75%). Forensic Services experienced 2 fewer disciplinaries this year compared to previous year. Wakefield BDU had 2 disciplinary cases this year, 2 female (100%) and 0 male (0%). Wakefield experienced 2 fewer disciplinary cases this year compared to previous year. 85 P a g e

86 Specialist Services had 3 disciplinary cases this year, 1 female (33%) and 2 male (67%). Specialist Services experienced the same amount of disciplinary cases this year compared to previous year, however 67% were female and 33% were male last year Support Services had 6 disciplinary cases this year, 2 female (33%) and 4 male (67%). Support Services experienced 6 additional disciplinary cases compared to previous year Disciplinary by religion and belief There were 37 disciplinaries experienced this year, each experienced amongst employees with the following religion beliefs: Atheism, Christianity, Other and Unknown (not stated). There are 4 employees, who have a Atheism religion who experienced a disciplinary this year, accountable for 1 of all disciplinaries 17 employees who are Christian who experienced a disciplinary this year, accountable for 46% of all disciplinaries. There are 12 employees, who did not wish to disclose their religion/ belief who experienced a disciplinary this year, accountable for 32% of all disciplinaries. There were 4 employees who s religion/ belief was Other experienced a disciplinary case this year, accountable for 1 of all disciplinaries this year across the Trust Disciplinary by sexual orientation Of the 37 disciplinaries experienced this year, where experienced by employees with the following sexual orientation: Gay, Heterosexual and Unknown (not stated). There was 1 employees, who is gay that experienced a disciplinary this year, accountable for 3% of all disciplinaries. There are 26 employees, who are heterosexual who experienced a disciplinary this year, accountable for 70% of all disciplinaries There are 10 employees, who did not wish to disclose their sexual orientation that experienced a disciplinary this year, accountable for 27% of all disciplinaries 86 P a g e

87 2.8.6 Disciplinary by ethnicity Of the 37 disciplinaries experienced this year. 95% of employees who experienced a disciplinary case this year are White, 3% Black and 3% Asian Disciplinary Part Time/ Full Time Of the total 37 disciplinaries experienced this year, 34 disciplinaries, were experienced by employees who work full time (92%) 3 disciplinaries experienced this year were by part time employees (8%) 87 P a g e