Equality And Diversity Monitoring

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Equality And Diversity Monitoring as at
31-March-2009

• Summary
• Ethnicity Monitoring
• Disability, Religion and Belief
• Pay equality
• Gender
• Age
• Performance Management equality

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Summary

• This report is designed to give an insight into
  the Trusts Equality and Diversity profile As At
  31 March 2009.
• The report will cover the 6 strands of equality
• Age Religion and Belief
• Gender Ethnicity
• Sexual Orientation Disability
• (other comparators have been used to highlight
  trends i.e. pay and working patterns)
• The Trust appears more diverse than the local
  area, but almost mirrors that of the whole of
  England. Ethnic groups account for
• Trust 9 of total workforce p5
• St Edmundsbury 4 of Total, EOE 8 of Total,
  England Population 11 of Total p7
• P5 - Whilst the White British group make up 85
  of the staff overall, this is not necessarily
  reflected within staff groups e.g.
• Admin and Clerical has a greater proportion (97)
  than overall
• Nursing has a lesser proportion (80) than
  overall
• P9 11 Recruitment activity has no visible
  trends at the moment this is a new report
  although initial impressions indicate ethnic
  groups are not applying for Healthcare science
  roles

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2.Ethnicity
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Population - Ethnicity
The chart above defines the overall Ethnic
profiles for the Trust, St Edmundsbury, East of
England and England The Trust appears more
diverse than the local area, but seems to mirror
that of England.
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Trust - Ethnicity

• The chart shows the Ethnicity breakdown for the
  Trust
• White groups make up 89 of the workforce
• Other Ethnic groups make up 9 of the workforce
• 2 are Not stated
• The table on the next page gives total breakdown
  by headcount and WTE

Source WSNHS Trust Diversity Statistics (2009)
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Ethnicity Breakdown
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Comparison Ethnic Groups
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Comparison - Ethnicity

• The previous charts compare Ethnic groups as a
  percentage of the total Ethnic groups.
• The largest proportion within the Trust is the
  Indian group 43 this is reflected in East of
  England and England however St Edmundsbury has a
  slightly larger proportion of Chinese (p7)
• The chart shows the total White British
  breakdown for England, East of England, St
  Edmundsbury and West Suffolk Hospital
• Whilst the white groups are roughly reflective
  across the four areas, Other ethnic groups seem
  better represented within the trust than within
  the population
• White groups account for 89 of the workforce
• Other Ethnic groups 9 of the workforce

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Recruitment, Applicants - Ethnicity
White British are excluded from the graph due to
the high proportion
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Recruitment, Appointed applicants- Ethnicity
White British are excluded from the graph due to
the high proportion
11
Recruitment, Shortlisted Applicants - Ethnicity
White British are excluded from the graph due to
the high proportion
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3.Disability Religion and belief Sexual
Orientation
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Disability Monitoring
Limited benchmarking data is available on the
number of people who believe they have a
disability Information within the Trust has
improved since the 2008 census Locality
information is based on people claiming
incapacity benefit or severe disablement
allowance
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Religion and Belief and Sexual orientation
There is no benchmarking data for these groups,
however as part of the six strands of equality
the Trust has an obligation to ensure there is no
discrimination on these grounds
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4. Pay equality
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Pay by Gender
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Ethnicity by Pay
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Ethnicity by Paygroup
Comparison of pay distribution by ethnicity. Band
4 remains predominantly White British
Source WSNHS Trust Diversity Statistics (2009)
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5. Gender
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Gender by Population Area
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Gender Equality Monitoring
Gender split is currently 80 Female 20 Male The
charts show the Male/Female split by staff group
and the Male/Female split by working pattern The
biggest proportion of Males work within the
Medical and Dental Staff group closely followed
by estates and facilities, whereas the highest
proportion of females work within the Qualified
Nursing group closely followed by admin and
clerical then unqualified nursing there has been
no change in the last year Working pattern The
split between female working patterns is equal
however the male workforce is predominantly full
time
Source WSNHS Trust Diversity Statistics (2009)
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6. Age
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Age Profile

• the highest proportion of staff 32 fall within
  the 41 50 age group.
• 15 of this group will move into the over 55
  group in the next five years.
• 78 of the total workforce are female and 22 are
  male
• Average Age
• Female - 42.77
• Male - 43.55
• Average Length of Service
• Female 8.43
• Male - 8.23

Source WSNHS Trust Diversity Statistics (2009)
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Over 55 Profile

• 14 of our total workforce is over 55, an
  increase of 2 on last year, of these 10 are
  women
• At current levels this number will increase to
  27 assuming the 50-55 group stay and over 66
  groups retire

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7. Performance Management
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Equality Monitoring for Performance Management
As part of the Trusts processes for equality
monitoring the Human Resources Directorate record
all formal investigations for Disciplinary,
Capability and Grievance matters. The factors
being monitored are Age, Ethnicity, Gender and
Disability to identify any trends that indicate
discrimination. Sickness Absence is monitored
separately. In 2008/2009 the department conducted
a total of 25 formal investigations- 20
Disciplinary Cases 2 Capability Cases 2
Grievance Cases 1 Bullying and Harassment Case
10 of theses cases were for Gross Misconduct.
Five were dismissed and five resigned before the
hearing. Our analysis shows that we had only
three cases involved staff from ethnic minorities
(2 disciplinary cases and one grievance). None of
the cases above concerned an employee with a
disability. Disciplinary Cases In 2007/08 it was
identified that the male/female split of cases
(10 /11) was significantly disproportionate to
the gender profile of the organisation at that
time i.e. 80 female employees and 20 male
employees. However, in 2008/09 the split is more
representative of the organisation, i.e. 6 male
cases and 14 females which is 30 and 70
respectively. The age profile of the cases ranges
from 22yrs to 59yrs but out of the 20 cases 10
are in the 51yr to 59yr age group. We will
therefore be undertaking further analysis to
establish if there are any underlying issues that
would indicate indirect age discrimination.
Source WSNHS Trust Diversity Statistics (2009)