1 · Web viewHackney is a culturally diverse area with significant other white, black or Turkish communities situated within it. The breakdown of Hackney’s population is ethnically

Equalities Report 2013

1

Dated: May 2014

Data Sources: Staff Demographics – Workforce Planning and HR SystemsPatient Demographics – Patient Information DepartmentEmployment Relations –Employee Relations teamPatient Advice & Liaison Service (PALS) Complaints Staff Survey 2012 & 2013 results Homerton Annual Report and Accounts Homerton Patient Survey Report Homerton National Cancer Survey Report 2012/2013Hackney Population Demographics - London Borough of Hackney May 2013Office for National Statistics Integrated Household Survey Office for National Statistics Census 2011


1. Introduction…………………………………………………………………………………….42. Overview of Equalities Strategy……………………………………………………………..43. Equality Objectives 54 Profile of Hackney and the Trust…………………………………………………………….64.1 Profile of the Local Population……………………………………………………………….64.2 Profile of Trust Workforce…………………………………………………………………….65. Equality Demographics…………………………………………………………………………75.1 Gender Distribution……………………………………………………………………………75.2 Ethnicity Distribution…………………………………………………………………………..75.3 Age Distribution………………………………………………………………………………..85.4 Disability Distribution………………………………………………………………………….85.5 Religion/Belief Distribution……………………………………………………………………95.6 Sexual Orientation Distribution………………………………………………………………105.7 Marital Distribution……………………………………………………………………………115.8 Pregnancy and Maternity Distribution………………………………………………………115.9 Gender Reassignment Distribution…………………………………………………………126. Pay………………………………………………………………………………………………136.1 Pay by Gender………………………………………………………………………………..136.2 Pay by Ethnicity ………………………………………………………………………………146.3 Pay by Age Group…………………………………………………………………………….157. Profession……………………………………………………………………………………….167.1 Profession by Gender………………………………………………………………………...167.2 Profession by Ethnicity ………………………………………………………………………177.3 Profession by Age Group…………………………………………………………………….188. Learning and Development……………………………………………………………………198.1 Learning and Development by Gender……………………………………………………..198.2 Learning and Development by Ethnicity……………………………………………………198.3 Learning and Development by Age Group…………………………………………………208.4 Learning and Development by Religion/Belief……………………………………………..209. Recruitment……………………………………………………………………………………...219.1 Recruitment by Gender……………………………………………………………………….219.2 Recruitment by Ethnicity………………………………………………………………………229.3 Recruitment by Age Group……………………………………………………………………239.4 Recruitment by Disability………………………………………………………………………249.5 Recruitment by Religion/Belief………………………………………………………………..259.6 Recruitment by Sexual Orientation…………………………………………………………..2610. Promotion………………………………………………………………………………………...2710.1 Promotion by Gender………………………………………………………………………….2710.2 Promotion by Ethnicity…………………………………………………………………………2810.3 Promotion by Disability………………………………………………………………………...2810.4 Promotion by Religion/Belief……………………………………………………………….....2910.5 Promotion by Sexual Orientation……………………………………………………………..2911. Employee Relations…………………………………………………………………………….3011.1 Employee Relations by Gender……………………………………………………………..3011.2 Employee Relations by Ethnicity……………………………………………………………3111.3 Employee Relations by Age Group…………………………………………………………3211.4 Employee Relations by Other Protected Characteristics…………………………………3212. Staff Survey……………………………………………………………………………………..3213. Dealing with Disability………………………………………………………………………….3314. Service Provision……………………………………………………………………………….3414.1 Patient Attendance by Gender………………………………………………………………3414.2 Patient Attendance by Ethnicity……………………………………………………………...3514.3 Patient Attendance by Age Group…………………………………………………………..3514.4 Patient Attendance by Disability…………………………………………………………….3714.5 Patient Attendance by Religion/Belief……………………………………………………...3814.6 Patient Attendance by Marital Status……………………………………………………….39

2


15. Patient Advice & Liaison Service (PALS) Enquiries………………………………………..4015.1 PALS Enquiries by Gender…………………………………………………………………..4015.2 PALS Enquiries by Ethnicity…………………………………………………………………4015.3 PALS Enquiries by Age Group………………………………………………………………4215.4 PALS Enquiries by Other Protected Characteristics………………………………………4316. Complaints ………………………………………………………………………………………4316.1 Complaints by Gender………………………………………………………………………..4316.2 Complaints by Ethnicity……………………………………………………………………….4416.3 Complaints by Other Protected Characteristics…………………………………………….4517. Patient Surveys………………………………………………………………………………….4517.1 Homerton Patient Survey…………………………………………………………………… 4517.2 Homerton National Cancer Survey Report 2012/13……………………………………….4518. Equalities Targeted Service Developments………………………………………………….4519. Conclusions- Service Priorities for Action……………………………………………………50

3


1. Introduction

This report presents a comprehensive profile of the Homerton University Hospital Foundation Trust’s (the Trust’s) staff and patients with regard to equality and diversity.

This report focuses on the 9 protected characteristics under the Equality Act 2010; age, disability, gender reassignment, marriage and civil partnership, pregnancy or maternity, race (this includes ethnic or national origins, colour or nationality), religion or belief (including lack of belief), sex and sexual orientation.

The first half of this report describes the equalities information of staff and the second half relates to service users. The information is based upon data collected over the twelve month period from 1 st

October 2012 to 30th September 2013 and percentages have generally been rounded. Foundation Trust membership is based upon data from the Homerton Annual Report and Accounts 2012/13.

Please contact the Trust to obtain further copies of this report or to request a copy in the format or language you require:

PALS & Health Information Manager Health Shop Homerton University Hospital NHS Foundation Trust Homerton Row London

E mail: [email protected]

Telephone: 020 8510 5144 Patient Advice and Liaison service (PALS)

2. Overview of Equalities Strategy

The Trust lead for equality and diversity is the Director of Organisation Transformation. There is a working group in place to best manage and work towards the achievement of equality and diversity objectives across the Trust. The working group includes the Head of Healthcare Compliance, Quality Improvement Manager, Head of Patient Experience, Staff Experience Lead, Staffside and Human Resources.

In line with the Equalities Act 2010 the three aims of the general equality duty requires public authorities, in the exercise of their functions, to have due regard to the need to:

Eliminate discrimination, harassment and victimisation and any other conduct that is prohibited by or under the Act.

Advance equality of opportunity between people who share a relevant protected characteristic and people who do not share it.

Foster good relations between people who share a relevant protected characteristic and those who do not share it.

By collecting and analysing equality information on employees and service users, the Trust can develop an understanding of the impact of its policies and practices on people with protected characteristics. The Trust will use this information to impact and improve health and wellbeing outcomes for people who use services and those who provide Trust services.

4

mailto:[email protected]


3. Equality Objectives

Information analysis and priorities for action from the Equalities Report 2011 & 2012 informed the development and updating of the objectives for going forward into 2014.

The Equality Objectives have been updated following work carried out by the Equality and Diversity Group.

3.1 Objective 1

Establish a broad based equality and diversity group to lead on the implementation of the NHS Equality Delivery System (EDS11) framework and champion our programme of work related to equality and diversity. The success measures for this objective are:

The E&DG to facilitate the implementation of the NHS Equality Delivery System (EDS11) framework

Lead and champion equality and diversity and in particular the most pressing issues for protected characteristic groups within the Trust workforce and community

3.2 Objective 2

We will foster an organisation which understands the cultural needs of our patients and staff and encourages an inclusive environment. This will be done through a series of activities including cultural awareness campaigns. The success measures for this objective are:

Encourage an inclusive environment of equality and diversity at the Trust Provide support for and enable staff to develop diversity groups Engaging with service users and Community Groups, to tackle inequalities in the

wider community

3.3 Objective 3

We will continue to build on our work to ensure the needs of vulnerable patients are met when receiving healthcare. This will include promoting the MENCAP ‘Getting it Right Charter’ for learning disabilities and MIND/Rethink mental health ‘time to change’ campaign. The success measures for this objective are:

We will continue to promote both the ‘Getting it Right’ Charter and MIND/Rethink ‘Time for Change campaigns

Develop and promote the ‘Health Passport’ We will continue to engage and work with community groups to ensure that we are

making our services accessible to all.

5


4. Profile of Hackney and the Trust

4.1 Profile of the Local Population

The Trust is situated in the London Borough of Hackney. A Profile of Hackney, it’s People and Place (May 2013) and The Office for National Statistics Census (2011) reports Hackney’s population to be around 246,300. Hackney’s population is young, with a quarter of its population aged under 20 years old, and the proportion of residents aged between 20-29 years has grown in the last ten years and now stands at 23%. People aged over 55 make up only 14% of the population of Hackney. Also people moving into Hackney tend to be younger than people leaving Hackney. It is estimated that the population of Hackney will increase to 298,438 by 2031.

Hackney is a culturally diverse area with significant other white, black or Turkish communities situated within it. The breakdown of Hackney’s population is ethnically very diverse: 36.2% White British, 2.1% Irish, 11.4% Black African, 7.8% Black Caribbean, 3.1% Indian, 0.8% Pakistani, 2.5% Bangladeshi, 1.4% Chinese, 7.4% Charedi (Orthodox Jewish) and 6% Turkish. Hackney is home to one of the largest Charedi Orthodox Jewish communities in the world which is continuing to grow and it has seen an increase in the Eastern European population.

Reports from 2011 indicated that 14.5% of Hackney residents considered themselves disabled or had long term limiting illnesses, unfortunately there are no up-to-date records for 2012 / 2013 to compare this data with.

4.2 Profile of the Trust Workforce

The Trust employed 3,624 individuals as of the 30th of September 2013.This is an increase of 285 staff year on year.

The Trust workforce profile remains as it was in 2012 with 77% female staff and 23% male.

Ethnicity within the workforce remains diverse with 45.9% of the workforce from a White background, 30.8% Black and 14.5% Asian. The workforce continues to be slightly older than the Hackney working age population.

6


5. Equalities Demographics

5.1 Gender Distribution

Female Male0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

50.4% 49.6%50.6% 49.4%57.9%

31.1%

76.6%

23.4%

London Borough of Hackney Residents and Homerton Foundation Trust Membership and Staff by Gender

Hackney Residents Hackney Residents (Working Age)Trust Membership Trust Staff

5.2 Ethnicity Distribution

The majority of the Hackney population identify themselves as belonging to the White ethnic group (54.7%) The next highest ethnic group is Black (23.1%)

Asian Black Chinese Mixed White Any Other Not Stated / Undefined

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

9.1%

23.1%

1.4%6.4%

54.7%

5.3%

0.0%

7.7%

16.4%

0.0%2.7%

29.6%

3.3%

40.3%

14.5%

30.8%

0.7% 2.6%

45.9%

2.9% 2.5%

London Borough of Hackney Residents and Homerton Foundation Trust Membership and Staff by Ethnicity

Hackney Trust Membership Trust Staff

7


5.3 Age Distribution

The population in Hackney is relatively young compared to other London boroughs with one in four (25%) of residents aged less than 20 years. Exactly half the population (50%) is aged between 20 – 40 years and then residents aged 65 and above account for 7% of the population. These figures are the same as last year.

< 16 16 - 25 26 - 35 36 - 45 46 - 55 56 - 65 66 - 74 75 +0%

5%

10%

15%

20%

25%

30%

35%

21%

16%

25%

15%

10%

6%4% 3%

0%

6%

32%

27%

23%

11%

1% 0%

London Borough of Hackney Residents and Homerton Foundation Trust Staff by Age Group

Hackney % of staff

As before there are a smaller proportion of Trust employee in the 16 – 25 age group, as compared to Hackney residents which is at 21%. The reason for this can be attributed to the level of training and certification required for most posts within the hospital and community settings. As before the majority of staff are aged between 26-55 years, the age range shows that the employees at the Trust are older than the local population. The Trust currently employee’s 40 staff aged over 65 which includes 2 aged over 75 + this is an increase from last year’s figures. This equates to 1.1% of the Trusts workforce.

5.4 Disability Distribution

The Office for National Statistics 2011 Census reports that 14.6% of the Hackney population respondents said they had a long term illness that limited their daily activities in some way. The most current data is from October 2013 which states that 15,380 6.06% of Hackney’s population were claiming Disability Living Allowance or Attendance Allowance.

The figure of 2% of employees identifying themselves as disabled remains the same as for the previous report. There has been a decrease in staff stating they do not wish to disclose their disability status, this has dropped from 42% - 36%. There has also been an increase of staff recording themselves as disabled, this could be due to the fact that we have improved our data collection and are capturing more of the work force.

Our data collection for recording employee’s identifying themselves as disabled has improved and we are now capturing a better snap shot, this will allow the Trust to plan more effectively for an ever

8


changing workforce. There has been a further increase in data collected and it now stands at 64% which is a 6% increase on the 58% figure of our 2012 report.

No Not Declared Undefined Yes0%

10%

20%

30%

40%

50%

40%

22%

36%

2%

Disability of Trust Staff

5.5 Religion/ Belief Distribution

Hackney has a very diverse population and is therefore a very multicultural place to live and work. Below is a breakdown of the various religions and beliefs of the local population and Trust staff.

9


Atheism / N

o Religion

Buddhism

Christianity

Hinduism Islam

Judaism

Sikhism Other

Not Discl

osed

Undefined0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%

28.2%

1.2%

38.6%

0.6%

14.1%

6.3% 0.8%0.5%

9.6%

0.1%5.6%

0.5%

33.0%

1.3% 4.7%0.4% 0.3%

3.3%

25.7% 25.3%

London Borough of Hackney Residents and Homerton Foundation Trust Staff by Religion / Belief

Hackney Trust Staff

As previously Christianity continues to be the prominent religion within Hackney, however this has continued to decrease year on year. The next highest is Atheism/No Religion at 28.1% which mirrors last year’s findings.

Following that are Islam at 14.1% and Judaism at 6.3% as the other two most followed religions within the local population and they have seen slight increases since this data was collected in 2012.

Looking at the data for the Trust, 33% of staff report themselves as Christian. More Trust staff than in the local population either report their religion as ‘Not Disclosed’ at 25.7% or ‘Undefined’ at 25.3% which are showing as the next two highest responses. This is a large proportion of staff and does not reflect the local population.

The Trust has continued to improve its data held with regards to religion/belief to 74.8%.

5.6 Sexual Orientation Distribution

We are not able to collect official Hackney level data for sexual orientation; the only information available is from the Integrated Household Survey which was carried out by the Office for National Statistics from April 2011 – March 2012 for London as a whole. This provides information to indicate that 90.7% of people are heterosexual, 1.9% are gay/lesbian/bisexual, 0.6% are bisexual, 0.4% class themselves as ’other’, whilst 5.7% state don’t know/refuse to say, the remaining 0.8% give no response. This therefore indicates that 2.9% of London’s population is non-heterosexual.

10


Bisexual Gay Heterosexual Not Disclosed Lesbian Undefined0%

10%

20%

30%

40%

50%

60%

0% 1%

50%

23%

1%

25%

Sexual Orientation of Trust Staff

Data for sexual orientation is held for 75% of the total workforce, which is an increase of 6% from last year’s report. There has been a slight drop in staff being recorded as Not Disclosed from 27% last year to 23% this year.

There has been a slight increase in staff being recorded as Bisexual, Gay or Lesbian which could explain the drop in the decreasing numbers of staff recorded as Not Disclosed or Undefined, as staff feel more comfortable to provide the information regarding their sexual orientation.

5.7 Marital Distribution

As with previous reports the majority of Trust staff are single (49.9%) closely followed by Married (36.4%). The Trust percentages of staff in Civil Partnerships mirror that of the local area at 0.6%. The current electronic staff record does not hold information on staff that live with a partner. Going forward this may be worth exploring as a possibility for further improvement on our data collection.

11


Civil Part-nership

Divorced / Legally

Seperated

Married Single Widowed Unknown0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

0.6%

11.7%

26.8%

57.5%

3.5%0.0%0.6% 3.6%

36.4%

49.9%

0.7%

8.8%

London Borough of Hackney Residents and Homerton Foundation Trust Staff by Marital Status

Hackney Trust Staff

5.8 Pregnancy and Maternity Distribution

A total of 210 women took maternity leave over the twelve month period covered by this report, from a wide variety of ethnic backgrounds.

Asian

Black

Chines

e

Mixe

d

White

Africa

n

Carib

bean

Euro

pean in

cl UK

Any Oth

er

Not Sta

ted0.0%

5.0%10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%50.0%

16.7%

30.0%

1.0% 1.4%

45.7%

N/A N/A N/A2.9% 2.4%

18.7%

5.7%1.3% 3.0%

12.1% 14.2%

3.9%

29.4%

8.4%3.3%

Trust Employees on Maternity Leave as Compared to Maternity Patient Attendance by Ethnicity

Employees on Maternity Leave % Patient Maternity Attendance %

Since last year’s report, there has been an increase in 0-15 year’s age group attending for Maternity Services from 0% to 0.4% this is a small increase, however this age range was not registered in last year’s report. In previous reports there had been a decrease in attendance in the age group 16- 25. Analysing this year’s data shows that there has been a small increase in this age group from 16% to 16.3%. This increase reflects the same in Trust staff within the age group 16- 25 taking maternity leave; this was 4% last year and has risen to 4.8% this time.

The vast majority of staff take maternity leave within the 26-35 age group, which is reflected in Section 5.3 Age Distribution and is consistent with this data.

12


The data clearly shows that maternity leave is accessible to women across all age groups.

0 - 15 16 - 25 26 - 35 36 - 45 46 - 55 56 - 65 66 +0%

10%

20%

30%

40%

50%

60%

70%

80%

0.0%4.8%

68.6%

25.2%

1.4% 0.0% 0.0%0.0%

16.3%

56.0%

27.0%

0.6% 0.0% 0.0%

Trust Employees on Maternity Leave as Compared to Trust Ma-ternity Patient Attendance by Age Group

Employees on Maternity Leave % Patient Maternity Attendance %

5.9 Gender Reassignment Distribution

As previously the Trust’s workforce data set does not contain any declarations of gender reassignment. The monitoring of the numbers of transsexual people is a very sensitive area and whilst there is a need to protect an individual’s right to privacy, without gathering some form of evidence it may be difficult to monitor the impact of policies and procedures on transsexual people or employment patterns.

Data on gender re-assignment is not available at Borough level, but a Home Office funded study for Gender Re-assignment Education and Research Society estimates the number of transgender people in the UK at between 300,000 – 500,000 people.

The NHS Choice website estimates that 1 in 4,000 people in the UK are undergoing medical treatment from one gender to the other. This would equate to around 60 people in Hackney. Therefore following those figures you could assume that at least 0.5% of staff employed at the Trust has either under gone or undergoing medical treatment.

6. Pay

This section looks at and describes pay by gender, ethnicity and age group.

6.1 Pay by Gender

13


When looking at salary bands for men and women, the data collected for 2013 are still indicating that men continued to be better represented at higher rates of pay. The figures remain static at 21.5% earning over £46k as compared to 7.6% of women. As before this is partly due to women being employed mostly within nursing and midwifery (38%) and administrative and clerical roles (20%) which is indicated in their representation in the pay groups £16k - £25k and £26k - £35k.

There are 5 Executive Directors on the Trust Board, two of whom are female.

All Trust posts are ‘banded’ i.e. level of pay determined, through the nationally approved Agenda for Change job evaluation process to ensure fairness and equal pay. Job Evaluation is jointly carried about by management side and staff side (unions).

< £16k £16k - £25k

£26k - £35k

£36k - £45k

£46k - £55k

£56k - £65k

£66k - £75k

£76k - £85k

£86k - £95k

£95k +0%

5%

10%

15%

20%

25%

30%

35%

40%

Pay by Gender

6.2 Pay by Ethnicity

Analysis of salary bands by ethnicity shows there to be an even spread across all the ethnic groups with the majority of staff being employed within the mid sections of the pay scales as follows; £16k - £25k and £26k - £35k.

14


As previously there are no Chinese staff within the lowest pay band £16k, this is bared out as before with the figures from professional groups by ethnicity section 7.2.

Asian Black Chinese Mixed White Other Ethnic Group

Not Stated0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

6.7% 9.8%16.8%

5.5%16.0%

8.7%

29.2%

43.8%

20.0%

49.5%

32.3%

35.8%

31.5%

33.2%

33.3%

28.0%

21.1%

31.3%

28.3%

28.3%

13.9%

9.6%

20.0%

7.4%

15.8%9.4%

15.2%

5.7%

2.4%

8.0%

2.1%5.1%

4.7%5.4%1.1%

0.4% 0.0%2.0%

0.9%1.1%2.3%

0.2%

4.0%

1.1%2.0% 0.9%

1.1%5.2%0.3%

4.0%

1.1% 2.9% 1.9% 5.4%1.1%

0.1%

12.0%0.8% 0.9% 2.2%1.5%

0.2%

4.0% 1.1% 2.2% 0.9% 1.1%

Pay by Ethnicity

£95k +£86k - £95k£76k - £85k£66k - £75k£56k - £65k£46k - £55k£36k - £45k£26k - £35k£16k - £25k< £16k

6.3 Pay by Age Group

As with last year’s report, all below 25 earn less than £36k, which would be in line with being at the start of a career and career progression.

Those earning more than £46k are in line with last year’s data, and there is nothing to give concern.

15


With respect of pay and age, an interesting development is showing within the age group 66-74 and the now additional group of 75+. Figures for the 66-74 age group have shown an increase in the £36k - £45k and above pay ranges and also <£16k which has seen an increase from only 5% last year to 16% this year and increase of over 11%.

These changes could be due to the relaxing of the rules on when employees can take retirement and will be interesting to see developments in the coming years.

16 - 25 26 - 35 36 - 45 46 - 55 56 - 65 66 - 74 75 +0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

24.6%

7.8% 5.8% 6.3% 4.4%13.2%

66.1%

42.2%

26.5% 31.4% 32.1%

34.2%50.0%

9.4%

37.8%

32.9%29.1% 30.3%

21.1%

8.5%

17.2% 17.3% 15.5% 18.4% 50.0%

2.2%

6.6% 5.6% 4.1%5.3%

0.4%

1.8% 2.3%1.6%

0.6%

2.1% 1.4% 3.1%

0.2%6.2% 2.3% 1.8%

0.2%0.5% 2.0% 0.5% 2.6%

0.1%0.3%

2.3% 6.5% 5.3%

Pay by Age Group

£95k +£86k - £95k£76k - £85k£66k - £75k£56k - £65k£46k - £55k£36k - £45k£26k - £35k£16k - £25k< £16k

7. Profession

It is useful to look at the professions of staff in the workforce as this, to an extent, explains difference in pay given that certain professions are remunerated more highly than others, medicine in particular.

Below are some of the groups and their definitions:

16


Add Prof Scientific and Technical – includes clinical psychologists, optometrists pharmacists and technicians.

Additional Clinical Services – includes healthcare assistants, healthcare support workers, medical laboratory assistants and phlebotomists.

Allied Health Professionals – includes chiropodists, podiatrist, dieticians, occupational therapists physiotherapists, radiographers and speech and language therapists.

7.1 Profession by Gender

Since the 2012 report the percentage of women employed with the Trust has increased in several staff groups:

Add Prof Scientific and Technic has increased has increased by 4% from 69% - 73% of women are employed at the Trust

Healthcare Scientists has increased by 2% from 57% - 59% of women are employed at the Trust.

Estates and Ancillary has increases by 4% from 7% - 11% of women are employed at the Trust

The only staff group male dominated is Estates and Ancillary, however since the writing of the last report there has been a 4% increase of female staff employed within this grouping.

Add Pro

f Scie

ntific and Te

chnic

Additional

Clinica

l Ser

vices

Admin

istra

tive an

d Cler

ical

Allied H

ealth

Pro

fess

ionals

Esta

tes a

nd Ancil

lary

Health

care

Scien

tists

Med

ical a

nd Den

tal

Nursin

g and M

idwife

ry R

egist

ered

Studen

ts

Trust

0%20%40%60%80%

100%

73% 79% 73% 83%

11%

59% 54%90% 88% 77%

27% 21% 27% 17%

89%

41% 46%10% 12% 23%

Staff Groups by Gender

Female Male

7.2 Professions by Ethnicity

On the whole across each ethnicity group there has been only slight increases or decreases in the ethnic breakdown within staff groups:

Asian – have the highest representation within Healthcare Scientist. This has grown from 31% to 33.3% from 2012 to 2013.The next highest is Medical and Dental which has seen a small

17


increase of 0.7% year on year and as with pervious data collected their lowest representation is Students at nil (0%)

Black – the highest representation is still Nursing & Midwifery but this has seen a slight decrease from 51% in 2012 to 48.6%. As previously reported the smallest representation is within Allied Health Professionals which has also seen a small drop from 4% to 3.9%. But this is a very small variant.

White – the highest representation is in Allied Health Professionals with over 82.7% of staff being employed within this staff group. The next highest is Add Prof Scientific and Technic at 61.7% which has dropped slightly from 64%. The lowest representations are within Additional Clinical Services and Nursing and Midwifery.

These figures go some way to explaining the differences in pay explored in Section 6.2 Pay and Ethnicity in that certain ethnic groups are better represented in high/low salaried professions.

Add Prof S

cientific a

nd Tech

nic

Additional Clin

ical S

ervic

es

Administra

tive an

d Clerica

l

Allied H

ealth

Profes

sionals

Estat

es an

d Ancil

lary

Health

care

Scien

tists

Med

ical a

nd Den

tal

Nursing a

nd Midwife

ry Reg

ister

ed

Studen

tsTr

ust0%

20%40%60%80%

100%

21.6% 10.9% 14.6% 7.5% 11.3%33.3% 27.7% 11.2% 8.0% 14.5%

9.6% 42.9% 32.3%3.9%

23.9%

30.2%4.2% 48.6% 36.0% 30.8%0.6%

0.4%

0.2%2.9%

0.5%0.7%1.8%

3.8% 3.7%

2.4%8.5% 1.9%

1.7%4.0% 2.6%

61.7%33.1% 44.8%

82.7%49.3%

33.3%55.6%

33.1% 52.0% 45.9%

0.6% 6.5% 1.6% 0.2% 7.0% 3.2% 4.6% 2.7% 2.9%4.2% 2.7% 2.7% 2.9% 3.1% 2.1% 2.5%

Staff Group by Ethnicity

Asian Black Chinese MixedWhite Other Ethnic Group Not Stated

7.3 Profession by Age Group

This year’s data shows there is an even spread across the 36-45/46-55 and 56–65 age groups. There has also been a marked increase in staff aged 16-25 from only 2% in 2012 to the current figure of 14.1%. The reason for this could be an extensive programme to attract young people for apprenticeships.

18


This programme was introduced as a direct response to the previous reports findings to ensure that the department would be able to function and maintain key skill sets.

Add Prof Scientific an

d Technic

Additional Clinical Serv

ices

Administrative a

nd Clerical

Allied Health

Professionals

Estates a

nd Ancillary

Healthcare

Scientists

Medical and Dental

Nursing an

d Midwifery Regis

tered

Students Trust

0%20%40%60%80%

100%

3.6% 8.4% 5.2% 9.7% 14.1% 6.3% 4.6% 5.0% 16.0% 6.2%

44.3% 28.6% 28.4%52.3%

12.7% 33.3% 42.3%24.4%

64.0%

32.4%

27.5%20.6% 25.9%

22.4%

21.1%19.0%

31.5%29.8%

16.0%

26.6%

18.0%27.8% 26.0%

10.7%

23.9%23.8%

13.5%28.3%

4.0%

23.0%6.0% 12.8% 13.3% 4.6%

25.4% 14.3% 7.5% 11.3% 10.7%0.00598802395209

5810.00085178875638

84160.00055263885051

11911.7% 1.2% 0.2% 2.8% 3.2% 0.6% 1.1% 1.1%

Staff Groups by Age Group

16 - 25 26 - 35 36 - 45 46 - 55 56 - 65 66 - 74 75 +

8. Learning and Development

All staff receive training in equality and diversity as part of their induction training. Records are kept to ensure that staff are attending these sessions.

The following statistics relate to all learning and development courses attended by staff.

19


8.1 Learning and Development by Gender

As you can see from the chart below, the percentage mix of male and female staff who attended learning and development courses is a close match to the gender spilt of the workforce, although a higher percentage of women attend then men. This could be put down to the fact that almost a third of the workforce are nurses, who have a higher load of mandatory training requirements.

There has been no change in these figures from last year’s report.

Female Male0%

10%

20%

30%

40%

50%

60%

70%

80%

90%81%

19%

77%

23%

Learning and Development Courses Attended by Gender

Courses Attended Trust Staff

8.2 Learning and Development by Ethnicity

As you can see from the chart below training is accessed equally by all ethnic groups and shows no areas of concern.

Asian Black Chinese Mixed White Any Other Not Stated / Undefined

0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

35.0%

40.0%

45.0%

50.0%

12.7%

32.1%

0.6%2.9%

46.7%

2.9% 2.0%

14.5%

30.8%

0.7% 2.6%

45.9%

2.9% 2.5%

Learning and Development Courses Attended by Ethnic Origin


8.3 Learning and Development by Age Group

The age group of those booking courses is very much aligned to the proportions within the workforce, however between the age groups 16-25 and 26-35 it is marginally over represented. This could be explained by the greater need for training during the early years of career development.

20


16 - 25 26 - 35 36 - 45 46 - 55 56 - 65 66 +0%

5%

10%

15%

20%

25%

30%

35%

40%

12%

37%

24%

20%

7%

1%

6%

32%

27%23%

11%

1%

Learning and Development Courses Attended by Age Group


8.4 Learning and Development by Religion/Belief

Staff from all religions and beliefs have attended learning and development courses and the ratios reflect those of the Trusts workforce.

The slight over representation of 9.1% in Christianity can be explained by the highest number of Christian staff being found within Nursing and Midwifery.

Athei

sm

Buddhism

Christian

ity

Hinduism

Islam

Judai

sm

Sikhism

Other

Not Disc

lose

d

Undefined

0.0%5.0%

10.0%15.0%20.0%25.0%30.0%35.0%40.0%45.0%

7.5%

0.4%

42.1%

1.3%4.6%

0.6% 0.2%3.7%

23.0%

16.5%

5.6%0.5%

33.0%

1.3%4.7%

0.4% 0.3% 3.3%

25.7% 25.3%

Learning and Development Courses Attended by Religion / Belief


9. Recruitment

Recruitment data is collected and collated at three different stages of the application process by the NHS Jobs website; the application stage, the short listing stage and then finally the appointment stage.

21


The recruitment data is sourced entirely from NHS Jobs and is reported on by gender, ethnicity, age group, disability, religion/ belief and sexual orientation. The recruitment data over the twelve month period shows 20,097 applications for positions at the Trust, of which 582 (2.9%) were appointed. The number of applications has dropped by 2,539 from last year’s information.

There is a considerable amount of data for recruitment, making this is one of the most significant sources of equalities data available to us.

9.1 Recruitment by Gender

The graph below shows that the majority of applicants for jobs at the Trust are from women and that women are more likely to be short listed and then appointed as compared to male applicants.

Comparing this year’s information to the data collected for last year’s report shows that the number of women applying has increased by 3 percentage points from 67% to 70% this year, the number short listed has only increased by 1 percentage points from 78% to 79% and finally the data for appointed is showing a decrease of 6 percentage points from 84% to 78%.

There has been a 6% decrease in female appointments and a 6% increase in male applicants appointed from 16% to 22%.

The figures are reflective of the Trusts workforce which was discussed in Section 5.1 Gender Distribution.

Applicants Shortlisted Appointed0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

70%79% 78%

30%21% 22%

0% 0% 0%

Recruitment by Gender

Female Male Undisclosed

9.2 Recruitment by Ethnicity

As with previous reports the applications for employment are not representative of the local community’s ethnicity.

22


The applications from Asian (23%) and Black (35%) ethnic groups are over representative at application stage and the White ethnic population, which constitutes the major part of the local population (54.7%) has a proportionally low percentage of applicants (31%)

With regards to short listing 40% are from the Black ethnic group and 15% are from an Asian background, shortlisting from both these groups has increased by 4% and 1% respectively.

For those appointed the figures show a different picture and are closely reflective of the Hackney population. However, the data shows a drop off from the shortlisting stage to the appointment stage for black candidates with the opposite being true for white candidates. These trends will require further analysis to examine if there are any underlying issues with regards to equality of access to employment for all ethnic groups. This issue will be picked up as part of the work plan of the Trust’s Equality and Diversity group (E&DG).

Hackney Residents Trust Staff Applicants Shortlisted Appointed0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

9.1% 14.5%23.2% 15.5% 14.3%

23.1%30.8%

34.7%40.0%

26.3%1.4%

0.7%

0.5% 0.6%

0.3%6.4%

2.6%

4.1% 3.1%

2.9%

54.7%45.9%

31.5% 36.1%53.6%

5.3% 2.9% 3.9% 3.3% 2.1%2.5% 2.1% 1.5% 0.5%

Recruitment by Ethnic Origin

Asian Black Chinese MixedWhite Any Other Not Declared

9.3 Recruitment by Age Group

Applicants to the Trust fall mainly within the 25 – 34 year group (44%) followed by the 35 - 46 (22%) and 16 – 24 (20%) age groups respectively, this aligns to the age range of most of the working population locally.

23


The trends show there has been a slight drop of applicants across the age groups from last year’s report which is reflected in the year on year drop in applications received during the period.

There were 59 applicants from the age group 55-64 and 9 from 65+ in total 68, this is consistent with current retirement trends and shows an increase from last year’s report.

16 - 24 25 - 34 35 - 44 45 - 54 55 - 64 65 +0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

16%

33%

20%

14%

8% 9%

4%

31%27%

24%

12%

2%

20%

44%

22%

12%

2%0%

Age of Applicants Compared to Hackney Residents and Trust Staff

Hackney (Working Age) Trust Staff Applicants

The graph below very much mirrors the findings of last year’s report; it is difficult to find any discernible trends of age groups that are more likely to be appointed.

< 20 20 - 24 25 - 29 30 - 34 35 - 39 40 - 44 45 - 49 50 - 54 55 - 59 60 - 64 65 - 69 70 +0.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

Recruitment by Age Group

Applicants Shortlisted Appointed

9.4 Recruitment by Disability

24


Only 2% of applicants identify themselves as disabled, however this increases slightly during the selection process. In the same period last year appointments were 3%, this has increased to 5% which is an improvement.

Trust Staff Applicants Shortlisted Appointed0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

2% 2% 4% 5%

40%

64% 96% 94%22%

0% 1% 1%

36%

Recruitment by Disability

Yes No Not Declared Undisclosed

9.5 Recruitment by Religion/ Belief

There has been a slight improvement in the data collected for staff Religion/Belief from 69% to 74.8%, however there is a proportion of staff at 25.2% whom either we do not have data for or decline to disclose the information.

Atheis

m /

No Reli

gion

Buddhism

Christian

ity

Hinduism

Islam

Judais

m

Sikhism

Other

Not Disc

lose

d

Undefined

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Recruitment by Religion / Belief

Hackney Trust Staff Applicants Shortlisted Appointed

25


The percentage of appointments by religion/belief closely matches that of the local community. The only main exception being Judaism, which is very under represented compared with the Hackney population. This issue requires further examination and wil be picked up as part of the work of the (E&DG).

9.6 Recruitment by Sexual Orientation

The Trust requests sexual orientation data at the application stage but it is not compulsory; however our data record is for 92% of applicants disclosing their sexual orientation.

Referring back to Section 5.6 Sexual Orientation Distribution the data for London as a whole shows that 90.7% of people are heterosexual and 1.9% are identified as gay/lesbian / bisexual and 0.6% as bisexual.

26


Applicants Shortlisted Appointed0%

10%

20%

30%

40%

50%

60%

70%

80%

90%

100%

1% 1% 1%1% 2% 2%

89% 90% 90%

0% 1% 2%8% 6% 6%

Recruitment by Sexual Orientation

Bisexual Gay Heterosexual Lesbian Not Disclosed

The graph above shows consistency across the recruitment process for candidates from sexual orientation groups. 90.7% of applicants state their sexuality as heterosexual and a total of 2.5% of applicants stated their sexuality as gay, lesbian or bisexual. These figures mirror the data for London as a whole. The number of applicants disclosing their sexuality has increased slightly from 2.3% in 2012 to 2.5% in 2013, which is an increase of 0.2%. However this is such a small increase no meaningful conclusion can be drawn from it.

Shortlisted Appointed0%

5%

10%

15%

20%

25%

30%

35%

40%

45%

50%

17%

10%

28%

17%20%

15%

44%

32%

16%13%

Shortlisting and Appointment by Sexual Orientation

Bisexual Gay Heterosexual Lesbian Not Disclosed

The above chart shows the percentage of applicants that were shortlisted for each sexual orientation and the percentage of those shortlisted who were appointed for each sexual orientation.

The data clearly shows that no one group is disadvantaged from short listing to appointment.

Note: %s are not whole %s but rather shows the % of applicants that were shortlisted and the % of those shortlisted who were appointed

10. Promotion

There were a total of 129 promotions during the twelve month period when this data is collated from; this is an increase on last years which stood at 93.

27


10.1 Promotion by Gender

The chart below shows that 15% of all promotions were male and 85% female. As is shown in section 5.1 Gender Distribution the distribution is similar to that of the workforce.

Female; 85%

Male; 15%

Promotions by Gender

10.2 Promotion by Ethnicity

The chart below shows that 49% of promotions fall within the White ethnic group which makes up 46% of Trust staff. 25% of promotions fall within the Black ethnic group which makes up 31% of Trust staff.

Promotions are broadly representative of Trust staff but further analysis needs to be done on why the White ethnic group are more likely to me promoted than the Black ethnic group.

10.3 Promotion by Disability

28


The increase in the information available for disabilities across the workforce now allows us to produce graphs which we have previously been unable to do so.

However during the 12 months of data collected no member of staff who had disclosed they were disabled were promoted.

10.4 Promotion by Religion/Belief

A total of 88% of promoted staff have data recorded for their religion/belief. From this graph we can see that 46% categorised themselves as Christian. The last reporting period no staff within the Judaism group were promoted, however this year it is showing 1% within that religion/belief group.

10.5 Promotion of Sexual Orientation

A total of 88% of promoted staff have data recorded for their sexual orientation, with the majority being heterosexual at 72%.

29


Bisexual Gay Heterosexual Not Disclosed Lesbian Undefined0%

20%

40%

60%

80%

0% 1%

72%

15%

0%

12%

Promotions by Sexual Orientation

The graph above compares staff promoted within sexual orientation groups. There are no areas of concerns with regards to the data collected. Last year’s information showed that 5% of staff who disclosed themselves as lesbian were promoted whilst 0% were promoted from the gay sexual orientation group.

However the data for this year’s report is showing that 1% within the gay sexual orientation were promoted, whilst no staff identifying themselves as lesbian were promoted. Going forward it will be interesting to see what the trends will be during 2014.

11. Employee Relations

The Employee Relations team use an excel case tracker which allows them to record, monitor and track all employee relations cases across each of the directorates. The information recorded is to support managers and to allow workforce to track and monitor cases. During the period that the data was collected there was an inconsistency of reporting of ER cases, this issue has now been resolved.

The following data shows employee relation activity between May 2013 and September 2013 and shows only 16 cases resulting in formal sanctions, therefore it is difficult to draw effective conclusions from this relatively small sample of data.

11.1 Employee Relations by Gender

The chart below illustrates the gender of all those individuals who were involved at some level of formal employee relations activity during the data collection period. The data shows out of the 16 cases 10 females and 4 males were involved. It is hard to draw any conclusions from such a small proportion of cases.

30


Dismissals Formal Sanctions Bullying & Harassment Grievances0

1

2

3

4

5

6

7

Employee Relations by Gender

Female Male

11.2 Employee Relations by Ethnicity

The chart below shows that employee relations involvement is across every ethnic group. However with such a small sample of data it is extremely hard to draw any meaningful conclusions from it.


1

2

3

4

5

6

7

Employee Relations by Ethnicity

Black Mixed White Not Stated

31


The above chart shows a comparison between ethnicity of Employee Relations activity and the ethnicity of the Trust workforce.

This is the first time we have collected this data and it has been used within this report and as there was such a small sample of cases, it is not beneficial to draw any conclusions from this.

11.3 Employee Relations by Age Group

The chart below shows the spread of employee relations activity across the age groups, each age group is represented. However as previously it is extremely difficult to draw any meaningful conclusion from such a small sample of data.


1

2

3

4

5

6

7

Employee Relations by Age Group

16 - 25 26 - 35 36 - 45 46 - 55 56 - 65

32


11.4 Employee Relations by Other Protected Characteristics

Due to the small sample size of employee relations activity, the provision of any analysis of this data based on the protected characteristics groups is not possible in any meaningful or reliable way.

12. Staff Survey 2013

In 2013 the Trust decided to move from surveying a sample of staff, using a postal questionnaire, to surveying all staff using an online survey. Overall the response rate increased by 1.8% from the previous year.

Details of the responses are as follows:

Initial Mailing list

Completed questionnaire

Web

Returned completed Overall Response rate

3300 1415 1415 46.9%

A total of 91 questions were used in both the 2012 and 2013 surveys. Compared to the 2012 survey the Trust is:

Significantly BETTER on 4 questions Significantly WORSE on 3 questions The scores show no significant difference on 84 questions.

There were 3 themed questions around equality and diversity with the results summarised in the table below:

EmployerSurveys Returned

Staff reporting not having equality and diversity training in last 12 months

Disability: organisation not made adequate

adjustments to enable employee to carry out

work

Staff experiencing discrimination at work in the last 12 months

Homerton 46.9% 9% 14% 9%National Average 46.9% 9% 16% 6%

In terms of equality and diversity training the Trust scored the same as the national average, this is showing as a being down from 13% reporting not having training in 2012, which is an excellent improvement and shows the Trust commitment to providing equality & diversity training for all staff. With staff experiencing discrimination at work, the Trusts result of 9% is on par with the national average.

With regards to disability 14% of staff reported that they felt the Trust has not made adequate adjustments to enable them to carry out their work. This is slightly below the national average of 16%

In answer to the question ‘In the last 12 months have you personally experienced discrimination at work from patients / service users, their relatives or other members of the public?’, 9% answered Yes which is 3% higher than the national average of 6%. Addressing this issue is something that the Trust needs to continue to prioritise during 2014.

Therefore the proposed response to the 2013 Staff Survey is to ensure a renewed focus and energy to the areas where the Trust performs consistently less favourably. It is proposed that a staff experience

33


and well-being working group is established to drive improvement in these areas and to provide a more strategic and proactive approach to staff engagement and satisfaction.

13. Dealing with Disability

The Trust endeavours in every aspect of service and employment to be as inclusive as possible of disabled individuals. As a result it has achieved ‘two ticks’ status. During January 2014 our ‘two ticks’ status was reviewed and the Trust received positive feedback regarding the work being done in relation to the guaranteed interview scheme and supporting employees with disabilities.

There are many adjustments within the environment of the hospital and community especially to cater to the varying needs to different disabilities. As an employer the Trust tries to make as many adjustments to allow disabled individuals to be employed by the Trust and be able to carry out their job and duties to the best of their abilities. Issues of access, supportive equipment within the workplace, flexible working hours, training methods and timescales are all individually tailored to best meet the needs of the disabled individual.

From the Homerton 2013 Staff Survey results 13.3% of the 1415 respondents indicated that they had a ‘long-standing illness, health problem or disability.’ This is in itself is only a small increase.

Even though the Trust has worked hard to be an inclusive employer, the disability data collected and available in terms of the workforce is low due to a lack of response.

Since last year’s report the proportion of staff who have declared their disability status has improved from 58% to 64%. ESR now tells us that 2% of our staff have declared as disabled, although it should be noted that there is still a high proportion of staff (34%) who have declined to state whether or not they are disabled which means there may be a greater amount of disabled staff than reported. Local demographic data would indicate a higher proportion would be expected in the Trust workforce.

14. Service Provision

The population of Hackney is extremely diverse and this is reflected in attendances at the hospital and the provision of community health services. The Trust prioritises the provision of culturally sensitive services suited to the individual needs of patients.

Equalities information is recorded on the Electronic Patient Records system for all patients. The data provided for this report shows attendance at Accident and Emergency, Inpatients, Maternity and Outpatients from the period from 1st October 2012 to 30th September 2013.

For future reports it might be useful to pick some common conditions such as alcohol and drug related problems, self-harming, pregnancy, stroke/TIA, heart problems and STDs to see outcomes against protected characteristic groups. Our future work involves the ongoing improvement in our data collection to ensure that we are collecting good data for future analysis and service improvements.

The following analysis shows that patient attendance for hospital services generally reflects the communities served by the Trust.

14.1 Patient Attendance by Gender

The chart below shows the spread of attendance of males and females across A&E, Inpatient, Maternity and Outpatients. The Trust’s attendances are consistent with previous reports and show increases across each of the departments, but nothing that raises any concerns.

As in previous years Outpatients has predominantly female’s attending, with Accident and Emergency and Inpatients it is fairly equitable between men and women.

34


It is very well documented that females are heavier users of the health services and this is clear through the data collected, so there is no concern regarding this.

A&E Inpatient Maternity Outpatient Trust0

50000

100000

150000

200000

250000

300000

350000

62941

2646962806

145422

297638

57814

23596

79888

161298

9 7 5 21

Patient Attendance by Gender

Female Male Not Recorded / Indeterminate

14.2 Patient Attendance by Ethnicity

The graph below shows attendance by ethnicity over the period covered by the report.

Not Stated

Any Other

European incl UK

Caribbean

African

White

Mixed

Chinese

Black

Asian

0 20000 40000 60000 80000 100000 120000 140000 160000

Patient Attendance by Ethnic Origin

Trust Outpatient Maternity Inpatient A&E

14.3 Patient Attendance by Age Group

35


The main age groups that are accessing all services are 26 – 35 & 36 – 45

0 to 15

16 to 25

26 to 35

36 to 45

46 to 55

56 to 65

66 & Over

0 20000 40000 60000 80000 100000 120000 140000

Patient Attendance by Age Group


0 to 15

16 to 25

26 to 35

36 to 45

46 to 55

56 to 65

66 & Over

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

26749

19043

27862

16269

12649

7417

10775

9577

4323

8545

6961

6700

4961

9005

23

10266

35160

16944

407

5

1

18536

21243

52869

37733

32153

25062

37719

Patient Attendance by Age Group

A&E Inpatient Maternity Outpatient

From the graph above a further breakdown of the patient attendance by age group clearly shows that as we get older we have less need for Accident and Emergency and more need of Outpatient services. The need for Accident and Emergency services are steadily around the 20% mark from around the 26 – 35 age group. Outpatients services are required early in life and then on an increasing basis from the age of 26 years.

The graph below shows a comparison between Patient Attendance and Hackney Residents by Age group, this is the first time we have used this information as part of the report.

36


In the two previous graphs it shows that the peak age groups for attendance at hospital are 0-15 26-35 and finally 66 & over. The attendance totals are not in line with the age groups of the Hackney population, this could be reflected of people having more choice on where to attend for NHS treatment and choosing to receive their treatment at the Trust.

14.4 Patient Attendance by Disability

In line with previous data collected, around 6% of patients reported being disabled. This is in line with the 6.1% of the Hackney population that are reported to be claiming Disability Living Allowance.

However, the data is clearly showing that a lot more people are given as not recorded, therefore it is important that for future development of hospital services we start to look at recording this type of information more effectively. This will ensure that all services provided are open and accessible to everyone.

37


A&E Inpatient Maternity Outpatient Trust0

50000

100000

150000

200000

250000

300000

350000

400000

450000

Patient Attendance by Disability

Yes No Patient Refused Not Recorded

14.5 Patient Attendance by Religion/Belief

It can be seen from the graph below, services at the Trust are accessed by a wide variety of patients from numerous religions/beliefs. These mirror the local population of Hackney.

38


Sikh

Salvation Army

Other Sects/Religions

Orthodox

Muslim

Methodist

Jehovah Witness

Free Church

Christadelphian

Baptist

0 5000 10000 15000 20000 25000 30000 35000

Patient Attendance by Religion / Belief

Grand Total Outpatient Maternity Inpatient A&E

Please note those without a religion recorded i.e. 'Not Stated' have not been included in the above graph

14.6 Patient Attendance by Martial Status

It is hard to analyse this data as more people have declined to give the information when asked. However the graph shows that single people use the majority of our services, followed by married people.

39


Single

Partner

MarriedMarried/Civil

PartnerSeparated

Divorced/Civil Partnership

DissolvedWidowed/Surviving Civil

PartnerNot Disclosed / Unknown / Not

Recorded

0 50000 100000 150000 200000 250000 300000

Patient Attendance by Marital Status


Single

Partner

Married

Married/Civil Partner

Separated

Divorced/Civil Partnership Dissolved

Widowed/Surviving Civil Partner

Not Disclosed / Unknown / Not Recorded

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

50043

187

7346

1691

507

1109

897

58984

17059

107

4630

1414

288

869

791

24914

9498

120

2276

2070

147

88

2

48605

60078

580

25967

6135

1568

4260

3237

123490

Patient Attendance by Marital Status

A&E Inpatient Maternity Outpatient

The graph above shows the percentage of patient attendance across marital status groups. The majority of services are visited by single people, with A & E and Outpatients being the most heavily visited by this group.

There has been an increase across all the groups regarding visiting and accessing the services at the Trust since the last report.

15. Patient Advice and Liaison Service (PALS) Enquiries

40


Between 1st of October 2012 and 30th of September 2013 the Patient Advice and Liaison Service (PALS) received 644 enquiries. The analysis shows that the protected characteristic groups for which data is collected have access to make enquiries through PALS.

15.1 PALS enquiries by Gender

There has been a 3% increase in females making enquiries, however this is in line with the increase in female’s attendance as a whole which has increased from last year. The total spilt between male and female enquiries was as follows: Male 225 - 35%, Female 419 - 65%

15.2 PALS Enquiries by Ethnicity

Of the 644 enquiries, 284 people responded to the ethnicity section. However, 143 of those declined or did not comment on their ethnicity (50.4%) and the data below is based on the 141 people that declared their ethnicity.

Asian Black Mixed White Other 0

10

20

30

40

50

60

70

80

9

36

1

74

21

Number of PALS Enquiries by Ethnicity

The graph below shows the breakdown of PALS enquiries by ethnicity compared to the Hackney population. This shows that people from Asian, Black and Mixed ethnic groups are more likely to access PALS than those from White ethnic group. Further analysis is required for the reasons for this.

41


15.3 PALS Enquiries by Age Group

This is the first year that data has been collected on PALS enquiries by age group; the main group to make enquiries was between the age group 36–45 age ranges.

42


The 36-45 age group are the third largest group of attendee’s at the hospital, however they may be making enquiries on behalf of a young patient or an elderly patient. This information is not currently held and it is recommended that this is recorded to allow meaningful analysis in the future.

From the data collected, it is evident that all age ranges have access to the PALS service.

< 26 26 to 35 36 to 45 46 to 55 56 to 65 66 +0%

5%

10%

15%

20%

25%

30%

8%

19%

24%

18%

14%

18%

24%

27%

17%

11%

8%

13%

PALS Enquiries and Patient Attendance by Age

PALS Patient Attendance

This trend is also apparent when the age profile of PALS enquiries is compared against the age profile of Hackney residents.

43


15.4 PALS Enquiries by Other Protected Characteristics

Data has not been collected for other protected characteristics. Further work will be carried out to look at how we can improve our data collection in this area. However we must ensure that any data collected is relevant and will give us the information that can be used to improve our services for the future.

16. Complaints

From October 2012 to September 2013, 245 complaints were received from patients, relatives, advocates or friends. The following analysis shows that there still needs to be improvements in the data collection across the protected characteristics this will be carried out as part of the Equality & Diversity work plan for 2014.

16.1 Complaints by Gender

As with last year there are a higher proportion of females making complaints (64%). This is a reduction of 5% from last year and 10% in 2011 of all complainants. This is consistent with the gender profile of patient attendance where more females than males attend the hospital.

16.2 Complaints by Ethnicity

44


The majority of patient complaints were from the White ethnic group (39%) however there has been an increase in complainants not stating their ethnicity which has increased from 36 last year to 88 (36%) this year. This is a marked increase and should be looked at further as part of the work plan for 2014.

16.3 Complaints by Other Protected Characteristics

Data is not collected for other protected characteristics groups, as above this will be addressed for the 2014 report.

17. Patients

17.1 Homerton Patient Survey Report

The results from the survey of adult inpatients as in previous years were collected against the following groups:

Ethnicity Age Gender

As before the response rate show that all these groups have access to providing feedback to the Trust via the inpatient survey.

280 patients responded to the survey of whom 54% were women and 46% were men, which tallies with figures that more women than men attended the Trust during the period that the data was collected for this report.

45


17.2 Homerton National Cancer Survey Report 2012/2013

The data for this report is based upon 98 eligible patients who were sent a survey and 41 were returned/completed. The response rate was 47% compared to the national response rate of 64%.

The results of the national cancer patient experience survey showed that patient satisfaction for services was 63%. 36% of patients rated services lower than the national average.

A cross-specialty cancer patient focus group has been set up to gain an insight into patients’ experience and take forward any necessary actions.

18. Equalities Targeted Service Developments

Since the last equalities report was published there have been a number of projects and funding targeted at ensuring the Trust addresses the challenges of delivering care to a diverse population.

A sample of featured initiatives are summarised below.

18.1 Patient Information

The Trust Patient Information Development Policy has been reviewed in line with the Department of Health supported Patient Information standard which was awarded to Homerton University Hospital in March 2012. The Trust continues to be committed to improving access to patient information.

The Trust policy states that any staff member developing patient information resources must consider access to information in alternative languages and formats to take into account the needs of the audience. For example the revised leaflets on MRSA and C.Dif can be translated if the content is required in a specific community language. Significant efforts have been made to translate relevant information for the variety of patients whose first language is not English. All patients receive a welcome pack that was developed following patient feedback. This welcome pack is being reviewed currently. A core set of patient information leaflets will be made available at all Trust services provided in the community.

For example, a Diabetes DVD is available in Turkish and Sylhetti and information and resource packs in the Turkish language. There is an X-pert patient programme in English, Turkish and other languages and for specific cultural groups and was piloted for the orthodox Jewish community.

Access to information on services, conditions and treatments via the Trust website is being revised to ensure the accessibility is improved for the target audience with specific needs.

18.2 Learning Disabilities

The Trust is using The Purple Book which is a patient or carer held ‘health passport’ after extensive consultation with carers and a range of health professionals. It is specifically designed for patients who have difficulty communicating their needs through, for example, a learning disability or dementia.

There has been positive feedback around the use of the Purple Book from both community and acute teams. Health professionals have reported that they have found it useful as it has assisted them to tailor the care to meet the patient’s needs as far as possible and practical while in hospital.

An audit is currently being undertaken within the Trust and Community Services with regard’s to the effectiveness of the The Purple Book. The Learning Disabilities service is now working in the acute Trust as well as in the community to provide education and support to staff on the wards.

46


A ‘Healthy Living Group’ primarliy for people with Learning Disabilities was set up in October 2013 and ran for 8 weeks, the group provided information on a health lifestyle, stop smoking, health checks and the time to meet new friends.

18.3 Advocacy Services

The Trust employs 16 permanent bi-lingual advocates and is able to easily access more than 30 other advocates who are available to support patients whose first language is not English. This helps ensure that clinical information conveyed in both community and hospital consultations/as part of treatment across the range of services provided is understood and that patients are able to make their concerns, views and choices known. The service also purchases interpreters from external agencies for the languages not available in-house. The service is supplemented by Thebigword and Newham Language Shop telephone interpreting services which allows fluent one-to-one phone conversation with privacy and anonymity assured. The service is well regarded and has proved invaluable in ensuring that all patients and their carers have the opportunity to be involved and engaged in the healthcare they receive by the Trust.

Surveys of clients across the Trust and community services were carried out. Feedback was overwhelmingly positive with all respondents stating that: the bilingual advocates explained things in an understandable way; they definitely felt the advocacy service helped them; and they would definitely or probably recommend the service to family or friends.

18.4 Catering

The Trust ensures the provision of culturally appopriate meals for the diverse range of inpatients as well as staff at the hospital. Kosher food for Jewish patients has been a priority. Shabbos meals and Kosher breakfasts are provided. Halal menu options, gluten free options and vegetarian food are all available. We provide menus tranlated into Turkish, French, Gujarati, Farsi, Bengali and Polish, aswell as producing a large print option with pictures and a braille menu. The Trust also provides adapted cutlery and assistance with eating to support patients’ independence and choice.

The Trust also prompts Protected Meal Times for all patients. Future work is to be carried out with the introduction of pictorial and large print menus for patients. Older people’s care has shown excellent results via the nutrition scheme, with the nutrition and dietetics team working with the nursing team to ensure improvement in the way staff deal with older patients at meal times.

18.5 CHYPS Plus

City and Hackney Young People Services (CHYPS) Plus provides an innovative one stop access to health services for adolescents aged 11-19 years living and/or educated in Hackney and the City. Services are extended to the age of 25 years for young people with learning and physical disabilities and those living with long term medical conditions. Services are delivered through a multi-agency partnership approach from a range of health and non-health settings.

The service uses a holistic approach, working closely with the young people, statutory organisations (community and acute) and third sector organisations to offer health advice, guidance and support in delivering a range of health interventions. The service has a stand-alone website designed to cater to this group’s needs through providing health information and advice.

CHYPS Plus were granted ‘You’re Welcome’ status in recognition of its outstanding work in delivery of young-people friendly services consequently ensuring a non-discriminatory service which takes into consideration the views of service users. A young people’s participation group called Voices is involved in the planning, shaping and evaluation of the service for example they sit at staff interview panels to give their views on candidates, evaluate and review all promotional material to ensure that it is appropriate for them and their peers. In 2012, the Service together with Voices undertook a consultation with young people regarding opening hours of clinics which resulted in a 60% increase

47


in access. This was followed through by another survey in 2013 undertaken through the Picker institute. The results showed that young people in Hackney and the City are happy with the opening times.

In 2013, the service increased their health offer for children and young people with special needs by delivering bespoke sessions tailored to suit their individual needs. The service assessment toolHome & Environment, Education & Employment, Activities, Drugs, Sexuality, Suicide/Depression (HEADDS) is used for all clients to ensure that individual young peoples’ needs are identified and appropriate support offered e.g. young carers, those with chronic medical conditions and other additional needs.

During 2013 the CHYPS Plus was highly commended for its A & E pathway for 16- 17 years

18.6 Patient and User Engagement Committee

The ‘User Engagement Group’ involves a wide range of individuals and groups who use Homerton services. Represented are Trust provided services, local community groups, volunteer groups and specialist services all involved and engaged in shaping services the Trust provides. The group reports into the Patient Experience and Engagement Committee.

The purpose of the Group is to:

Include the wider community in how services are run at the Trust Include people and users of the Trust services to focus on the needs of the patients and getting

it right for them

18.7 Sexual Health Services

2013 has delivered new challenges in a changing political commissioning landscape for Sexual Health Services in Homerton. The newly integrated and re-branded Homerton Sexual Health Service is divided into sub-specialities commissioned from Public Health England, the Care Commissioning Group and our Local Authority. Within the shifting landscape the patient has continued to experience seamless and joined up care, which the department is proud off.

The last year has seen c40,000 attendances to services across the borough making up 20% of the North East London Sector clinic attendance.

50% of attendances were from existing patients and 20% were recommended by a friend or other to attend ( Information gathered from Friends and Family test).

32% attendances were between 19 – 24 years old: 41% aged between 25- 34 years. Ethnicity is broken down as follows: 35% White, 13% Black Caribbean, 22% Black British

and 10% African ( other groups being represented in smaller numbers – Turkish 0% 5 % of patients reported a disability Sexuality identify: 5% Gay /Bi; 90% Heterosexual Reception Staff were welcoming 97% The waiting room is comfortable 99% Patients had trust and confidence in the staff that cared for them 98% All staff introduced themselves 90% Patients had enough privacy during their visit 96% Staff explained what they were doing and why 98% Patients were given enough information about their condition 98% Patients treated overall with dignity and respect 98% Patients satisfied with their visit 98% Patients rated their care on the day 100% (across the sector it is 98%) 97% said they would recommend our services to a friend.

48


18.8 Sickle Cell Services

Sickle cell disease has a higher prevalence in Black African and Afro-Caribbean communities. We provide a fast track service for patients in crisis as well as regular Outpatient and drop-in clinics.

The Trust has started the Experience Based Design Project for its sickle cell services. This involves four stages which aim to; Capture the experience, understand the experience, improve the experience and measure the experience. We have involved patients, carers and staff at all stages of the project. The project has also aimed to develop organisational capacity and capability by training staff in the EBD approach and techniques which are then available to the wider organisation.

Over the summer the Trust carried out a series of in-depth interviews with staff and service users and handed out questionnaires and experience ‘logs’ for people to feed back their thoughts. From this we could gain open and honest views on the service.

For the future of the project, each project group is working on their own specific remit and is in the process of developing their improvement measures.

Discharge Planning Group Clearer follow up information for patients after they go home Involving patients in discharge planning more Obtaining discharge medications more quickly

Support Packages Group Support for patients coming out of hospital Mutual support and community networks for sickle cell patients

Empowerment and Advocacy Group Better access to community resources (written information, advocacy and support, voluntary

and statutory agencies) that help to promote self-management of their condition and/or improves their quality of life and wellbeing.

An update as of March 2013 there are at least 22 separate elements of how care and the patient’s experience is different now, compared to before the projected started. Which shows how effective the Experience Based Design Project for its sickle cell services has been for the local population.

Patients report that they feel their voice is being heard A series of workshops are running on a 3 monthly basis, these are well attended and patients are

able to input on the choice of topics Monthly nurse-led clinics in the community in conjunction with GP service. Equality and Diversity Group

18.9 The Equality and Diversity Group

The Equality and Diversity group was established June 2012 to champion the Trust’s programme of work related to equality and diversity and in particular the most pressing issues for protected characteristic groups within the Trust workforce and the community.

During 2013 the group has been involved with promoting various events throughout the year which are as follows:

Time to Change staff information stalls Dignity Day staff information stall Falls Awareness day – information stall for patients, visitors and staff International Day against Homophobia and Transphobia (IDAHO) information stall for staff,

visitors and patients.

49


Sickle cell Awareness week – events for staff, patients and visitors Dementia Awareness training sessions Black History month World Mental Health Awareness day- information stall for staff, patients and visitors Various religious festivals, events have also been marked by our Chaplaincy department

The priorities for the group in the year ahead will include ensuring that awareness campaigns are highlighted on behalf of the Trust steering the development of the Trust’s annual equalities report based upon reliable and up

to date diversity data across acute and community based service improving the current data collection to ensure that the data collated is fit for purpose and

covers the 9 Protected Characteristics implementation of the NHS Equality Delivery System - EDS11 framework,

At the present time the group is also undergoing a review of the Trust’s equality objectives with regards to what has been achieved and what steps need to be taking going forward.

The group will also feedback and advice the Council of Governors of progress and developments in respect of the equalities agenda.

18.10 Gypsy Travellers

The health status of Gypsy Travellers is considerably poorer than other English‐speaking minority ethnic groups. Breaking down barriers between service users and service providers is integral to improving access to services and will, in the long term, provide a significant contribution to the reduction of health inequalities overall.

A project was undertaken which engaged participants from community nursing, including health visiting, and members of the Irish Traveller community. Staff participants provided questions they wished to have answered and data on their attitudes and perceptions of Gypsy Travellers. Irish Traveller participants contributed to the development of the resources by providing answers to staff questions and sharing their life experiences. The project highlighted the benefits of honest, non ‐judgemental, open discussion within professional forums about the existence and impact of bias and prejudice on practice.

The ‘Traveller Voices’ booklet was developed as a useful tool for healthcare professionals to provide them with a better understanding of what it means to be a member of the Traveller and Gypsy Community within the UK.

As part of our Specialist Children’s and Health Visiting Practitioners Service a Health Inclusion Worker for Travellers and Gypsies provides a comprehensive service for this community. Ensuring that members of the travelling community have full access to a range of primary and secondary health services.

18.11 Setting Standards

Our Head of Children Community Nursing has been named by the Health Service Journal as one of the top 50 influential black and ethnic minority individuals in the health care field. ‘She has lead the way in health visiting and school health and is known as an early implementer of good practice’

19. Conclusions – Service Priorities for Action

50


Undoubtedly given the area in which the Homerton Hospital is situated, which is a culturally diverse and evolving area within London. Great efforts should be made on an on-going basis to ensure that the services offered appropriately cater for the population, which is what is continuing to occur at the Trust and reflects in the services that we currently offer which have all developed and improved since the first equalities report was written in 2010.

Whilst there is much to reflect on in terms of achievements there are certain areas where performance could be improved across all protected characteristics such as:

Impact assessment of new services at the business planning stage. Continue to build on the relationship we have with different community groups Detailed analysis of the patient survey and staff to understand emerging trends. We will continue to represent people with protected characteristics and support initiatives. We will continue to identify annual equality objectives Linking in with key groups User Engagement Group, JSCC and staff side Prompting equality and diversity events across the year to all staff Work in partnership with key stakeholders in promoting events in tackling prejudice and

promoting understanding. Work towards the implementation of the EDS11 Develop a Cultural awareness calendar and promote this to staff

19.1 Actions resulting from the Equalities Report 2013

We will work with the PALS and complaints teams to look for ways to improve the completeness of data for the key protected characteristics – Sexual Orientation, Religion/Belief and Disability.

Further analysis of the recruitment process data needs to be undertaken to better understand the apparent drop off between shortlisting and appointment of BME groups.

Further analysis will be carried out to understand why staff recording their religion/belief as Judaism are underrepresented in the Trust when compared with the local population.

51

Documents

1 · Web viewHackney is a culturally diverse area with significant other white, black or Turkish communities situated within it. The breakdown of Hackney’s population is ethnically