Equality Data Analysis - Summary Report
Contents
Section
1. Introduction 2
2. Staff profile 6
3. Gender pay gap and pay gaps for other characteristics 13
4. Appointments and career progression 16
5. Flexible Working 18
6. Personal development 19
7. Employment cases 21
8. Return from maternity leave 23
9. Retention and stability 24
10. Staff sickness 27
11. Staff survey equality analysis 28
12. Patient numbers 32
13. Patient satisfaction 36
14. Patient safety 40
15. Patient health and wellbeing – emergency readmissions 41
16. Friends & Family Test 42
17. Membership 44
1. Introduction
The NHS has a range of statutory drivers, which set the standard for our delivery of equality and diversity. They are as follows:
- the Equality Act
- the Public Sector Duty
- the Equality Delivery System
- the Care Quality Commission standards.
The Equality Act provides the basic foundation on which the other three drivers, listed above, stand.
The Public Sector Duty, as interpreted through the Equality and Human Rights Commission (EHRC) Guidance recommends that we report on a range of data, covering both staff and service users.
The Equality Delivery System is an internal NHS standard, designed to make sure we are complying with the Public Sector Duty.
The Care Quality Commission standards do not make any direct stipulations of the equality data we should be gathering, to give an overview of Trust performance in this area. The standards do, however, expect that equality should be embedded in all that we do.
If we focus on meeting the Public Sector Duty requirements, then we should automatically satisfy the expectations of the Equality Delivery System and the Care Quality Commission. The following tables show how we meet the Public Sector Duty recommendations for information publication.
The Public Sector Duty information recommendations include data which is beyond the immediate scope of this Report. For sake of completeness, we have included these elements in the tables which follow and shown where we publish the appropriate information.
a. Workforce data
Public Sector Duty requirement / How we meet it /The race, disability, gender, age breakdown and distribution of your workforce and whether they are full time or part time.
Indication of likely representation on sexual orientation and religion or belief. / Section 2
Staff Profile.
We collect information on sexual orientation and religion/belief routinely.
The part-time / full time comparison is considered within the staff survey evidence of flexible working (see Section 5).
Information about occupational segregation. / Section 2
Staff Profile.
Gender pay gap information and pay gaps for other protected groups. / Section 3
Gender Pay Gap and Pay Gaps for Other Protected Characteristics.
Length of time on grade and pay gap information. / Section 2
Staff Profile
Section 3
Gender Pay Gap and Pay Gaps for Other Protected Characteristics.
We have used "length of time on grade" where necessary (see 2011 Data Report) as a tool to investigate a higher proportion than expected from a protected characteristic at one particular pay band.
Success rate of job applicants. / Section 4
Appointments.
Part time and full time work by protected characteristic. / Section 1
Staff Profile
Section 5
Flexible Working
Take-up of training opportunities. / Section 6
Personal Development.
Appraisals / As above.
Return to work after maternity. / Section 9
Return from Maternity Leave.
Grievances (including about harassment)
Disciplinary action (including for harassment). / Section 8
Employment Cases.
This section covers all employment cases, not just grievances.
Section 14
Staff Survey Equality Analysis. This is now based on the full survey, whereas in previous years we did not have the full survey results differentiated by equality group.
Section f on “Experience of abuse, harassment, bullying and violence by protected characteristic” covers the harassment element of the requirement.
Dismissal / Dismissals were covered explicitly in Section 9 of the 2011 Data Report.
The number of dismissals in any year were so small that meaningful analysis was not possible.
Consideration of dismissals is embedded within the following sections of this report:
- Section 7
Employment Cases
- Section 10
Retention and Stability
Other reasons for termination like redundancy and retirement. / Section 8
Retirement.
Our Management of Organisational Change Policy makes provision for monitoring redundancy by equality category, should the need arise. We have had no compulsory redundancies in the last three years.
Section 10
Retention and Stability.
Applications for promotion and success rates. / Section 4
Appointments.
Section 12a
Career Progression.
Return to work of employees with a disability, following sick leave related to their disability. / We have the potential to record sick leave related to disability, but have only recently begun to collect this.
Section 11 Staff Sickness does, however, include disaggregation of sickness rates across the standard range of protected characteristics.
Quantitative and qualitative research with employees, e.g. staff surveys. / Section 14
Staff Survey Equality Analysis
Complaints about discrimination and other prohibited conduct from staff. / Section 14
Staff Survey Equality Analysis
See, in particular, sections a-d.
An indication of any issues for transsexual staff, based on engagement with transsexual staff or equality organisations. / This is not directly covered in this Data Report.
We have, however, consulted thoroughly on issues faced by transgender staff and have published webpages addressing those issues, during 2013-4.
Details and feedback of engagement with staff and trade unions. / Consultation arrangements are summarised on our equality webpages.
Information on outcomes of consultation is also available.
Records of how you have had due regard to the aims of the duty in decision-making with regard to your employment, including any assessments of impact on equality and any evidence used. / The "actions" sections in this report shows how this evidence has directly impacted decision-making.
The evidence in this report also informs our equality impact assessments, which are published on our website.
Details of policies and programs that have been put into place to address equality concerns raised by staff and trade unions. / Our equality action plan is available on request.
b. Coverage of protected characteristics
Our staff equality evidence in this report covers the following protected characteristics:
- Age
- Disability
- Gender
- Race
- Religion
- Sexual Orientation.
- Pregnancy/maternity
Our service user evidence, over the full range of published data reports, covers the same protected characteristics, although the coverage of sexual orientation is not systematic. The EHRC Guidance on the Public Sector Duty acknowledges that "… service users may feel uncomfortable declaring their sexual orientation". We believe this is particularly the case for our patients, of whom a high proportion is over 65. Consequently, at this stage, we have only limited collection of patient data relevant to sexual orientation, although we are keeping this approach under review in the light of local best practice.
We cover the characteristic of pregnancy/maternity through qualitative evidence on our service delivery through the Centre for Child and Women’s Health, which is available separately, on request.
We have, however, made thorough use of qualitative evidence to make good the gaps in our data.
1
2. Staff profile (ESR 2014) [1]
Staff are our most valuable asset in delivering care that meets patients’ individual need.
We are best placed to meet that need when the profile of our staff matches that of the local community. (See a, below.)
The ethnic profile of the community we serve and our workforce is changing, so it is especially important for us to track our staff numbers by racial group. (See b, below.)
We have also added a separate profile of our Bank staff, who are those working with us to fill short-term gaps. Bank staff are also included in the broader staff profile.
We have looked at our staff profile through two sources.
The first is the Electronic Staff Record (ESR) which is a database of all staff (c. 6500 people) and their personal details.
The second is the staff survey, where almost half of staff generally respond.
Most of the community data to which we compare our staff profile is based on Office for National Statistics (ONS) data, accessed in April 2013 using the latest data available. ONS data does not, however, cover every equality strand. Religion is therefore taken from the 2011 census data and the statistic for lesbian and gay people is from an official estimate made by the ONS in 2010.
a. RD&E staff compared with local community
Category / % of staff in the category 2014 according to ESR[2] / % of staff in the category 2013 according to ESR / % of staff in the category 2012 according to ESR / % of staff in the category according to staff survey taken in 2013 / Community data(Local Authority Area of Exeter) /
Age up to 40 / 43% / 43% / 42% / 38%[3] / 61%[4]
Age 65 and over / 1% (1.4%) / 2% (2.1%) / 2% (2.4%) / No result / 18%[5]
Having Disability / 3% / 3% / 3% / 17%[6] / 17%[7]
Male / 24% / 25% / 25% / 22% / 50%
Ethnic Minority / 10% / 10% / 9% / 3%[8] / 12.4%[9]
Minority religion / 11% / 12% / 11% / 3% / 2%[10]
Lesbian, gay, bisexual or other / 1% (1.2%) / 1% (1.1%) / 1% (1.3%) / 2% / 1.5%[11]
Responses from the staff survey provide a broadly similar profile to data on ESR, with the exception of disability. The staff profile as reported in the staff survey is broadly in line with the national acute sector benchmark for the survey, apart from the proportion who are ethnic minority, where the national average is 17% and minority religion, where the national average is 9%.
Our staff profile is broadly the same as it was in 2013.
The staff profile is skewed towards older workers, when compared to the local community, which is a common pattern in the NHS.
b. Staff profile by Staff Group and Pay Band
In the more detailed analysis which follows, note that:
- * indicates a number under 5, which has been hidden to protect the identity of the people concerned.
- The numbers of staff who have declared themselves as lesbian, gay or bisexual is 5 or under in nearly all of the staff groups and pay bands below, so is not reported.
- The % column shows the % of staff in the particular staff group or band from the minority group in question.
- The Trust totals will not match the sum of the individual rows, as not all staff are reported in the detailed rows.
The following tables show the staff profile (as above) by staff group and pay band:
(ESR 2012) / Category /
Age up to 40 / Age 65 and over / Having Disability / Male / Ethnic Minority / Minority religion /
Nos. / % / Nos. / % / Nos. / % / Nos. / % / Nos. / % / Nos. / % /
Add Prof Scientific and Technical / 88 / 40% / 0 / 0 / 6 / 4% / 72 / 33% / 19 / 9% / 8 / 7%
Additional Clinical Services / 559 / 50% / 19 / 1.7% / 26 / 3% / 180 / 16% / 109 / 10% / 92 / 14%
Administrative and Clerical / 451 / 31% / 30 / 2.1% / 40 / 4% / 287 / 20% / 43 / 3% / 87 / 11%
Allied Health Professionals / 189 / 61% / * / * / 7 / 3% / 50 / 16% / 18 / 6% / 19 / 11%
Estates and Ancillary / 208 / 31% / 23 / 3.5% / 17 / 4% / 313 / 47% / 102 / 16% / 42 / 14%
Healthcare Scientists / 87 / 44% / * / * / 6 / 4% / 78 / 40% / 18 / 9% / 14 / 19%
Medical and Dental / 350 / 51% / * / * / 6 / 1% / 384 / 56% / 131 / 20% / 44 / 11%
Nursing and Midwifery Registered / 784 / 46% / 10 / 0.6% / 35 / 3% / 135 / 8% / 159 / 10% / 82 / 9%
Trust / 2716 / 43% / 90 / 1.4% / 143 / 3% / 1499 / 24% / 599 / 10% / 388 / 11%
The following table reports on sexual orientation by staff group where the numbers involved are more than 5:
Staff Group(ESR 2012) / Staff who are lesbian, gay or bisexual
Nos. / %
Additional Clinical Services / 14 / 2.0%
Nursing and Midwifery Registered / 13 / 1.3%
Trust / 44 / 1.2%
Band
(ESR 2014) / Category /
Age up to 40 / Age 65 and over / Having Disability / Male / Ethnic Minority / Minority religion /
Nos. / % / Nos. / % / Nos. / % / Nos. / % / Nos. / % /
1 / 147 / 32% / 20 / 4.4% / 16 / 5% / 168 / 37% / 89 / 21% / 34 / 16%
2 / 551 / 44% / 32 / 2.6% / 38 / 4% / 264 / 21% / 118 / 10% / 96 / 13%
3 / 268 / 38% / 14 / 2.0% / 19 / 4% / 116 / 17% / 30 / 4% / 52 / 13%
4 / 160 / 36% / * / * / 8 / 2% / 83 / 19% / 9 / 2% / 22 / 9%
5 / 758 / 54% / 8 / 0.6% / 27 / 3% / 199 / 14% / 168 / 13% / 72 / 10%
6 / 313 / 39% / 7 / 0.9% / 19 / 3% / 117 / 15% / 27 / 4% / 48 / 11%
7 / 112 / 29% / * / * / 8 / 3% / 84 / 22% / 17 / 5% / 11 / 6%
8+ / 45 / 21% / * / * / * / * / 78 / 36% / 10 / 5% / 9 / 8%
Medical & Dental / 350 / 51% / * / * / 6 / 1% / 383 / 56% / 131 / 20% / 44 / 11%
Trust[12] / 2716 / 43% / 90 / 1.4% / 143 / 3% / 1499 / 24% / 599 / 10% / 388 / 11%
The following table reports on sexual orientation by Band, where the numbers involved are more than 5: