Equality and Diversity Team

Equality Act 2010: Public Sector Equality Duty (PSED)

Publication of Information

January 2012

Paper A

1.1 The General Equality Duty............................................................................... 3 1.2 Protected Characteristics................................................................................. 4 1.3 The Public Sector Equality Duty (PSED) ......................................................... 4 1.4 Equality Delivery System (EDS) ...................................................................... 5 2. Equality in RDaSH............................................................................................. 10 2.1 Equality, Diversity and Human Rights Strategy ............................................. 10 2.2 Chaplaincy / Spiritual Care ............................................................................ 10 2.3 Re-alignment of implementation to include all protected characteristics and to reflect the general equality duty................................................................................ 10 3. Policies and Practice ......................................................................................... 11 4. Information and Analysis ................................................................................... 12 4.1 Workforce ...................................................................................................... 12 4.1.1 Staff in post by Ethnic Origin as at 30 Sept 2011 ............................................ 13 4.1.2 Staff in post by age as at 30 Sept 2011........................................................... 15 4.1.3 Staff in Post by Gender as at 30 Sept 2011..................................................... 15 4.1.4 Staff in Post by Disability as at 30 Sept 2011 .................................................. 16 4.1.5 New Starters by Ethnic Group – 1 April 2011 to 30 Sept 2011 ........................ 17 4.1.6 New Starters by Age – 1 April 2011 to 30 Sept 2011 ...................................... 18 4.1.7 New Starters by Gender – 1 April 2011 to 30 Sept 2011................................. 18 4.1.8 New Starters by Disability – 1 April 2011 to 30 Sept 2011............................... 18 4.1.9 Leavers by Ethnic Group – 1 April 2011 to 30 Sept 2011................................ 19 4.1.10 Leavers by Age – 1 April 2011 to 30 Sept 2011 ............................................ 20 4.1.11 Leavers by Gender – 1 October 2009 – 31 March 2011................................ 20 4.1.12 Leavers by Disability – 1 April 2011 - 30 Sept 2011 ...................................... 20 4.1.13 Applications and Short listed Candidates by Ethnic Origin ............................ 21 (1 Apr 2011 – 30 Sept 2011) .................................................................................... 21 4.1.14 Applications and Short listed Candidates by Age .......................................... 22

(1 Apr 2011 – 30 Sept 2011) ............................................................................. 22 4.1.15 Applications and Short listed Candidates by Gender..................................... 22

(1 Apr 2011 – 30 Sept 2011)................................................................................. 22 4.1.16 Applications and Short listed Candidates by Disability .................................. 22

(1 April 2011 – 30 Sept 2011)............................................................................ 22 4.1.17 Staff Accessing Training by Ethnic Origin (1 April 2011 – 30 Sept 2011) ...... 23 4.1.18 Staff Accessing Training by Age (1 April 2011 – 30 Sept 2011) .................... 24 4.1.19 Staff Accessing Training by Gender (1 April 2011 – 30 Sept 2011)............... 24 4.1.20 Staff Accessing Training by Disability (1 April 2011 – 30 Sept 2011) ............ 24 4.1.21 Agenda for Change Pay Bands by Ethnic Origin (30 Sept 2011) .................. 25 4.1.22 Agenda for Change Pay Bands by Age (30 Sep 2011).................................. 25 4.1.23 Agenda for Change Pay Bands by Gender (30 Sept 2011) ........................... 26 4.1.24 Agenda for Change Pay Bands by Disability (30 Sept 2011)......................... 26 4.1.25 Promotion by Ethnicity (1 April 2011 – 30 Sept 2011) ................................... 27 4.1.26 Promotion by Age (1 April 2011 to 30 Sept 2011) ......................................... 27 4.1.27 Promotion by Gender (1 April 2011 – 30 Sept 2011)..................................... 27 4.1.28 Promotion by Disability (1 April 2011 – 30 Sept 2011)................................... 28 4.1.29 Disciplinary Cases (1 April 2011 to 30 Sept 2011) ........................................ 29 4.1.30 Formal Grievances (1 April 2011 – 30 Sept 2011)......................................... 30 4.1.31 Formal Harassment (1 April 2011 to 30 Sept 2011) ...................................... 31 4.2 Service Users ................................................................................................ 32 4.3 Trust Membership............................................................................................... 33 5.1 Workforce ........................................................................................................... 36 5.2 Service Users / Carers........................................................................................ 36

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1. Background Part 11, Chapter 1 of the Equality Act 2010 specifies the Public Sector Equality Duty.

This duty applies to Rotherham Doncaster and South Humber NHS Foundation Trust

as a public authority listed in Schedule 19 of the Equality Act.

The purpose of this document is to publish information to show how we are meeting

Public Sector Duties. Publishing this information is a requirement specified in the

Equality Act 2010 (Statutory Duties) Regulations 2011, section 2: Publishing of

Information.

1.1 The General Equality Duty The Equality Act 2010 introduced a general equality duty requiring organisations, in

the exercise of their functions, Section 149 of the Equality Act outlines the general

duties to have due regard to the following in the exercising of our functions:

• Eliminate unlawful discrimination, harassment, victimisation and other

conduct prohibited by the Act;

• Advance equality of opportunity between people who share a protected

characteristic and those who do not; and

• Foster good relations between people who share a protected

characteristic and those who do not.

By:

• Removing or minimising disadvantages suffered by people due to their

protected characteristics;

• Taking steps to meet the needs of people from protected groups where

these are different from the needs of other people;

• Encouraging people from protected groups to participate in public life or in

other activities where their participation is disproportionately low.

• The steps involved in meeting the needs of disabled persons that are

different from the needs of persons who are not disabled include, in

particular, steps to take account of disabled persons’ disabilities.

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• Having due regard to the need to foster good relations between persons

who share a relevant protected characteristic and persons who do not

share it involves having due regard, in particular, to the need to—

• Tackle prejudice and promote understanding.

1.2 Protected Characteristics The protected characteristics covered by the Equality Act are:

• Age • Disability • Gender • Gender Reassignment • Race • Religion or Belief • Sexual Orientation • Marriage/Civil Partnership • Pregnancy/Maternity

1.3 The Public Sector Equality Duty (PSED) The Public Sector Equality Duty (PSED), which came into force on 6 April 2011,

places additional specific duties on public authorities including NHS Trusts. Two such

duties are a requirement on public authorities to:

• Publish sufficient information to demonstrate compliance with the general equality

duty by 31 January 2012: and

• Prepare and publish 1 or more equality objectives by 6 April 2012 and no more than

four years thereafter.

The published information is to include:

• Information on the effect that policies and practices have had on employees,

service users and others from the protected groups;

• Evidence of the analysis undertaken to establish whether their policies and

practices will (or have) furthered the three equality aims in the general equality

duty;

• Details of information used in that analysis; and

• Details of engagement with people with an interest in the aims of the duty.

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1.4 Equality Delivery System (EDS) The NHS Equality Delivery System (EDS) has been introduced nationally by the NHS

Equality and Diversity Council as an optional tool for both current and emerging NHS

organisations to support them to meet their General Public Sector Equality Duties as

required by Section 149 of the Equality Act 2010. Compliance with the below duties

is across the 9 protected characteristics under the Equality Act.

The Operating Framework for NHS England 2012/2013 quotes:-

‘At a time of change, NHS organisations must act responsibly in fulfilling ongoing statutory and other core duties. All NHS organisations must comply with the Equality Act 2010 and its associated public sector Equality Duty. The NHS Equality and Diversity Council has developed an Equality Delivery System so that NHS organisations may have a systemic approach to supporting quality performance. The promotion and conduct of research continues to be a core NHS function and continued commitment to research is vital if we are to address future challenges. Further action is needed to embed a culture that encourages and values research throughout the NHS.’

The Equality Delivery system comprises 18 outcomes grouped into four goals as

detailed in the attached EDS overview:

• Better health outcomes for all;

• Improved patient access and experience;

• Empowered, engaged and included staff; and

• Inclusive leadership at all levels.

Business Divisions have identified gaps and will be drawing up action plans to

address developing areas.

Equality Delivery System Overview

1. Better health outcomes for all 0 0 5 0 0

2. Improved patient access and experience 0 0 2 2 0

3. Empowered, engaged and well-supported staff 0 0 6 0 0

4. Inclusive leadership at all levels 0 0 3 0 0

Total 0 0 16 2 0

Underdeveloped 0

Not Assessed 0

Developing 16

Achieving 2

Excelling 0

Total 18

Accountability Title

1. Better health outcomes for all

D 1.1 Services are commissioned, designed and procured to meet the health needs of local communities, promote well-being, and reduce health inequalities

D 1.2 Individual patients’ health needs are assessed, and resulting services provided, in appropriate and effective ways

D 1.3 Changes across services for individual patients are discussed with them, and transitions are made smoothly

D 1.4 The safety of patients is prioritised and assured. In particular, patients are free from abuse, harassment, bullying, violence from other patients and staff, with redress being open and fair to all.

D 1.5 Public health, vaccination and screening programmes reach and benefit all local communities and groups

2. Improved patient access and experience

A 2.1 Patients, carers and communities can readily access services, and should not be denied access on unreasonable grounds

D 2.2 Patients are informed and supported to be as involved as they wish to be in their diagnosis and decisions about their care, and to exercise choice about treatments and places of treatment

D 2.3 Patients and carers report positive experiences of their treatment and care outcomes and of being listened to and respected and of how their privacy and dignity is prioritised

A 2.4 Patients’ and carers’ complaints about services, and subsequent claims for redress, should be handled respectfully and efficiently

3. Empowered, engaged and well-supported staff

D 3.1 Recruitment and selection processes are fair, inclusive and transparent so that the workforce becomes as diverse as it can be within all occupations and grades

D 3.2 Levels of pay and related terms and conditions are fairly determined for all posts, with staff doing equal work and work rated as of equal value being entitled to equal pay

D 3.3 Through support, training, personal development and performance appraisal, staff are confident and competent to do their work, so that services are commissioned or provided appropriately

D 3.4 Staff are free from abuse, harassment, bullying, violence from both patients and their relatives and colleagues, with redress being open and fair to all

D 3.5 Flexible working options are made available to all staff, consistent with the needs of the service, and the way people lead their lives

D 3.6 The workforce is supported to remain healthy, with a focus on addressing major health and lifestyle issues that affect individual staff and the wider population

Equality Delivery System

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Equality Delivery System

Equality Delivery System Accountability RAG Overview

1. Better health outcomes for all 0 5 0 0

2. Improved patient access and experience 2 2 0 0

3. Empowered, engaged and well-supported staff 0 6 0 0

4. Inclusive leadership at all levels 0 3 0 0

Total 2 16 0 0

Green 2

Amber 16

Red 0

Not Set 0

Total 18

Equality Delivery System History

Accountabilities Q3 Q4 Q1 Q2

1.1 Services are commissioned, designed and procured to meet the health needs of local communities, promote well-being, and reduce health inequalities

? D

1.2 Individual patients’ health needs are assessed, and resulting services provided, in appropriate and effective ways

? D

1.3 Changes across services for individual patients are discussed with them, and transitions are made smoothly

? D

1.4 The safety of patients is prioritised and assured. In particular, patients are free from abuse, harassment, bullying, violence from other patients and staff, with redress being open and fair to all.

? D

1.5 Public health, vaccination and screening programmes reach and benefit all local communities and groups

? D

2.1 Patients, carers and communities can readily access services, and should not be denied access on unreasonable grounds

? A

Accountability Title

4. Inclusive leadership at all levels

D 4.1 Boards and senior leaders conduct and plan their business so that equality is advanced, and good relations fostered, within their organisations and beyond

D 4.2 Middle managers and other line managers support and motivate their staff to work in culturally competent ways within a work environment free from discrimination

D 4.3 The organisation uses the Competency Framework for Equality and Diversity Leadership to recruit, develop and support strategic leaders to advance equality outcomes

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Equality Delivery System

Accountabilities Q3 Q4 Q1 Q2

2.2 Patients are informed and supported to be as involved as they wish to be in their diagnosis and decisions about their care, and to exercise choice about treatments and places of treatment

? D

2.3 Patients and carers report positive experiences of their treatment and care outcomes and of being listened to and respected and of how their privacy and dignity is prioritised

? D

2.4 Patients’ and carers’ complaints about services, and subsequent claims for redress, should be handled respectfully and efficiently

? A

3.1 Recruitment and selection processes are fair, inclusive and transparent so that the workforce becomes as diverse as it can be within all occupations and grades

? D

3.2 Levels of pay and related terms and conditions are fairly determined for all posts, with staff doing equal work and work rated as of equal value being entitled to equal pay

? D

3.3 Through support, training, personal development and performance appraisal, staff are confident and competent to do their work, so that services are commissioned or provided appropriately

? D

3.4 Staff are free from abuse, harassment, bullying, violence from both patients and their relatives and colleagues, with redress being open and fair to all

? D

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Equality Delivery System

Accountabilities Q3 Q4 Q1 Q2

3.5 Flexible working options are made available to all staff, consistent with the needs of the service, and the way people lead their lives

? D

3.6 The workforce is supported to remain healthy, with a focus on addressing major health and lifestyle issues that affect individual staff and the wider population

? D

4.1 Boards and senior leaders conduct and plan their business so that equality is advanced, and good relations fostered, within their organisations and beyond

? D

4.2 Middle managers and other line managers support and motivate their staff to work in culturally competent ways within a work environment free from discrimination

? D

4.3 The organisation uses the Competency Framework for Equality and Diversity Leadership to recruit, develop and support strategic leaders to advance equality outcomes

? D

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Equality Delivery System

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2. Equality in RDaSH 2.1 Equality, Diversity and Human Rights Strategy Our vision and approach for equality is set out in the Equality, Diversity and Human

Rights Strategy (currently under review to bring into line with current legislation)

The Strategy will be made available on our website:

2.2 Chaplaincy / Spiritual Care The Trust’s commitment to the Health, Well-being and Recovery of its service users

is expressed within a person centred approach. Spiritual care is essential to this

approach. All members of the care team have a responsibility for spiritual care and

can call upon the chaplaincy team for consultation. The chaplains can engage in

dialogue with teams to increase understanding of this aspect of care.

The Chaplaincy handbook is available on our website:

http://nww.intranet.rdash.nhs.uk/trust-services/the-chaplaincy/chaplaincy-publication/

2.3 Re-alignment of implementation to include all protected characteristics and to reflect the general equality duty

In line with the general equality duty, we have reviewed and revised our processes

for implementing Equality, Inclusion, Recovery to ensure they are compatible with the

duty and that they incorporate the protected characteristics of marriage and civil

partnership, gender reassignment and pregnancy and maternity which were not

explicitly addressed in the Single Equality Scheme.

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3. Policies and Practice We are reviewing and updating policies and practice guidance, relating both to staff

and service users, to ensure that they reflect the general duty and address the needs

of people of all protected characteristics.

Equality Analysis Equality Impact Assessments (EIA’s) are undertaken routinely on all new and

reviewed services, policies, strategies, events held for the public and services

provided for the public.

The Equality Impact Assessment tool has been revised to incorporate all of the

protected characteristics, although Social and Health Inequalities was not brought

into force with the Equality Act, RDaSH considered the implications of this and

decided that this would be Best Practice for the population it served to be

incorporated as ‘Disadvantaged Groups’ as part of the equality impact assessment

process.

Further information and completed equality impact assessments can be found on our

website:

http://www.rdash.nhs.uk/information-for-the-public/equality-and-diversity/equality-

impact-assessments/

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4. Information and Analysis 4.1 Workforce This section sets out known data on the protected characteristics of our workforce in

respect of employment, recruitment, grievances, disciplinary and take-up of training.

The data on workforce percentages by protected characteristics is as at September

2011 at which time the total number of people employed by the Trust was 4,116.

The data on recruitment, training, grievances and disciplinary by protected

characteristic relates to the six month period from April 2011 to September 2011.

The Trust plans to extend the Equality and Diversity Monitoring Information to cover

an increased number of the protected groups and this will be further developed in the

next quarter.

ESR (Electronic Staff Record) is the integrated Human Resources and Payroll

system within the Trust. It enables relevant data on staff to be collated and facilitates

up to date reporting for workforce monitoring purposes. A data cleansing exercise is

undertaken each year to ensure that accurate information is reported.

An Equality and Diversity Monitoring Information report is produced by the Human

Resources Department on a bi-annual basis (April to October, will be June to

December from 2012 to meet PSED Publishing requirements) presenting workforce

equality data. The data is analysed against demographic information for each of the

localities served by the Trust (which is taken from Office for National Statistics

estimates and Census data) and any actions or recommendations are implemented

and reviewed as appropriate, in order to ensure that, as far as possible, the Trust’s

workforce is representative of the communities it serves.

It should be noted that services from Doncaster Primary Care Trust and Rotherham

Primary Care Trust joined the Trust from 1st April 2011 which significantly increased

the staffing figures to 4,116.

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4.1.1 Staff in post by Ethnic Origin as at 30 Sept 2011

92% of Trust staff have their ethnicity recorded on ESR. New starter information,

including ethnicity, is now automatically downloaded from successful applicants’

application forms from NHS jobs to ESR. The Trust is currently in the process of

validating data with employees to ensure that any ‘Not Stated’ information is due to

the employee indicating that they do not wish their ethnic origin to be known rather

than it not being provided by the employee.

The Trust provides services in Rotherham, Doncaster, North and North East

Lincolnshire and Manchester. Very few Trust staff are based in North East

Lincolnshire or Manchester – 0.5% and 0.9% of Trust staff respectively. Therefore,

the Office for National Statistics data used for benchmarking in this report will be the

average population data for Doncaster, Rotherham and North Lincolnshire, as

estimated for mid 2009.

This is as follows:

Headcount Male Female Total Total %WHITE 674 2,972 3,646 88.58% White – British 646 2,911 3,557 86.41% White – Irish 6 9 15 0.36% White – Any other White Background 22 52 74 1.79% MIXED 4 13 17 0.41% Mixed – White & Black Caribbean 0 5 5 0.12% Mixed – White & Black African 1 2 3 0.07% Mixed – White & Asian 1 4 5 0.12% Mixed – Any other mixed background 2 2 4 0.09% ASIAN 30 39 69 1.67% Asian or Asian British – Indian 12 21 33 0.80% Asian or Asian British – Pakistani 9 9 18 0.43% Asian or Asian British – Bangladeshi 1 2 3 0.07% Asian or Asian British – Any other Asian background 8 7 15 0.36% BLACK 14 26 40 0.97% Black or Black British – Caribbean 5 12 17 0.41% Black or Black British – African 7 13 20 0.48% Black or Black British – Any other Black background 2 1 3 0.07% OTHER 9 8 17 0.41% Chinese 2 0 2 0.05% Any other Ethnic Group 7 8 15 0.36% NOT KNOWN 59 268 327 7.90% Not Stated 59 268 327 7.90% Total 790 3,326 4,116 100%

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Doncaster Rotherham North Lincolnshire

North East Lincolnshire

Manchester

WHITE

95.0%

93.8%

94.7%

95.7%

77.3%

MIXED

1.0%

1.1%

0.8%

0.9%

3.2%

ASIAN

2.1%

3.5%

2.8%

1.6%

11.3%

BLACK

1.1%

0.9%

0.6%

0.6%

4.8%

OTHER

0.9%

0.8%

1.2%

1.0%

3.5%

The percentage of staff employed by the Trust who are of BME origin (not including

those for whom no ethnicity is recorded) is 5.6%, which is equal to the estimated

average for the geographical area.

Compared to last year, the overall percentage of BME staff has decreased by 1.3%.

This is due to the transfer of staff from Doncaster PCT who where predominately

White British.

The breakdown of ethnic categories is highlighted below:

- White Irish 0.37 to 0.36 (-0.01%)

- White – Any other White Background 2.27% to 1.79% (-0.48%)

- Mixed – 0.37% to 0.41% (+0.04%)

- Asian 1.9% to 1.67% (-0.23%)

- Black 1.49% to 0.97% (-0.52%)

- Other 0.54% to 0.41% (-0.13%)

It should be noted that in all of the above categories, apart from ‘Black’ the number of

staff increased compared to last year. However, as indicated above, the large

increase in ‘White British’ staff who transferred into the Trust has decreased the

overall percentages.

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4.1.2 Staff in post by age as at 30 Sept 2011

As at September 2011, 5.7% of Trust staff were approaching, or at, pensionable age

(age 61 or over). This is a slight increase of 0.4% from March 2011 and 0.8%

increase from March 2010.

16 – 19 year olds accounted for 3.2% of job applications received by the Trust in the

period which is a decrease of 2% compared to last year. 3.1% of shortlisted

candidates fall into this age range which is the same compared to last year. 16 – 19

year old staff in post has decreased by 0.89% which is not due to the transfer of staff.

With regard to staff currently in post, the largest age group is 46-50 (18.41%), which

is unchanged over the past 18 months. Staff over the age of 61 has remained the

same compared to last year.

The largest increase in staff following the April 2011 transfer was in the 46-50 age

range followed by 51-55 age range.

4.1.3 Staff in Post by Gender as at 30 Sept 2011

It is not practical to benchmark Health and Social Care staff gender against local

population data, as the NHS is a historically female dominated organisation.

Headcount Age Range Total Total % 16 – 20 19 0.46% 21 – 25 175 4.25% 26 – 30 359 8.72% 31 – 35 372 9.03% 36 – 40 457 11.10% 41 – 45 627 15.23% 46 – 50 758 18.41% 51 – 55 678 16.47% 56 – 60 436 10.59% 61 - 65 209 5.07% 66+ 26 0.63% Total 4,116 100%

Headcount Gender Total Total % Female 3,326 80.80% Male 790 19.20% Total 4,116 100.00%

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Compared to last year the percentage of male staff has dropped from 25% to 19%.

Again this is due to the transfer of staff from Doncaster PCT and Rotherham PCT

which were predominately female.

Whilst only 19% of the Trust’s workforce are male, 6.5% of staff in Agenda for

Change pay bands 8a to 9 are men compared to 3.8% of women. There has been a

1.3% decrease in the percentage gap compared to last year.

The organisation will continue to ensure its equal opportunity policies are complied

with.

4.1.4 Staff in Post by Disability as at 30 Sept 2011

The number of staff declared as disabled as increased from 0.5% last year to 1.3%.

However there are still a very high number of staff still identified as ‘Not Known’. The

Trust is currently writing to staff to ascertain information in relation to disability.

Headcount Declared as Disabled 52 1.3% Declared as Not Disabled 714 17.3% Not Declared 18 0.4% Not Known 3,332 80.9% Total 4,116 100.0%

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New Starters Between April 2011 and September 2011, 77 new starters joined the Trust. The

highest percentage of new starters were in the 26 – 30 age range which is the same

compared to last year.

3.9% of the new starters identified themselves as disabled which has increased by

0.9% compared to last year. The number of applicants identified as disabled has

increased very slightly from 4.5% last year to 4.6%.

4.1.5 New Starters by Ethnic Group – 1 April 2011 to 30 Sept 2011 Headcount Ethnicity Total Total % WHITE 67 87.01% White – British 65 84.41% White – Irish 1 1.29% White – Any other White Background 1 1.29% MIXED 1 1.29% Mixed – White & Black Caribbean 1 1.29% Mixed – White & Asian - - Mixed – Any other mixed background - - ASIAN 4 5.19% Asian or Asian British – Indian 4 5.19% Asian or Asian British - Pakistani - - Asian or Asian British – Bangladeshi - - Asian or Asian British – Any other Asian background - - BLACK 3 3.89% Black or Black British – Caribbean - - Black or Black British – African 3 3.89% Black or Black British – Any other Black background - - OTHER 0 - Chinese - - Any other Ethnic Group - - NOT KNOWN 2 2.59% Not Stated 2 2.59% Total 77 100.00%

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4.1.6 New Starters by Age – 1 April 2011 to 30 Sept 2011 Headcount Age Range Total Total % 16 – 20 1 1.29% 21 – 25 13 16.88% 26 – 30 16 20.77% 31 – 35 11 14.28% 36 – 40 11 14.28% 41 – 45 10 12.98% 46 – 50 5 6.49% 51 – 55 6 7.79% 56 – 60 4 5.19% 61 - 65+ - - Total 77 100%

4.1.7 New Starters by Gender – 1 April 2011 to 30 Sept 2011 Headcount Gender Total Total % Female 61 79.22% Male 16 20.78% Total 77 100% 4.1.8 New Starters by Disability – 1 April 2011 to 30 Sept 2011

Headcount Declared as Disabled 3 3.90% Declared as Not Disabled 59 76.62% Not Declared - - Not Known 15 19.48% Total 77 100.00%

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Leavers

The total number of leavers as a percentage of the total workforce for the period April

to September 2011 was 4.3%, which is 1.7% lower than April to September 2010.

Of the 177 leavers in this period, 82.5% were White British. The highest BME

percentage leavers were ‘White Other’ at 2.2% (4 staff).

The highest percentage of leavers up to September 2011 was in the 61 - 65 age

group at 15.3% which is attributable to staff retiring. This has moved from the

previous year where the highest percentage leavers were in the 46-50 age range.

4.1.9 Leavers by Ethnic Group – 1 April 2011 to 30 Sept 2011 Headcount Ethnicity Total Total % WHITE 150 84.74% White – British 146 82.49% White – Irish - - White – Any other White Background 4 2.26% MIXED 1 0.56% Mixed – White & Black Caribbean - - Mixed – White & Asian - - Mixed – Any other mixed background 1 0.56% ASIAN 3 1.69% Asian or Asian British – Indian 1 0.56% Asian or Asian British - Pakistani 1 0.56% Asian or Asian British – Bangladeshi - - Asian or Asian British – Any other Asian background 1 0.56% BLACK 2 1.13% Black or Black British – Caribbean - - Black or Black British – African 2 1.13% Black or Black British – Any other Black background - - OTHER - - Chinese - - Any other Ethnic Group - - NOT KNOWN 21 11.86% Not Stated 21 11.86% Total 177 100%

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4.1.10 Leavers by Age – 1 April 2011 to 30 Sept 2011 Headcount Age Range Total Total % 16 – 20 - - 21 – 25 18 10.2% 26 – 30 14 7.9% 31 – 35 16 9.0% 36 – 40 19 10.7% 41 – 45 22 12.4% 46 – 50 19 10.7% 51 – 55 16 9.0% 56 – 60 20 11.3% 61 - 65 27 15.3% 65+ 6 3.4% Total 177 100%

4.1.11 Leavers by Gender – 1 October 2009 – 31 March 2011 Headcount Gender Total Total % Female 136 76.8% Male 41 23.2% Total 177 100%

4.1.12 Leavers by Disability – 1 April 2011 - 30 Sept 2011

Headcount Declared as Disabled 2 1.1% Declared as Not Disabled 50 28.2% Not Declared - - Not Known 125 70.6% Total 177 100%

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4.1.13 Applications and Short listed Candidates by Ethnic Origin (1 Apr 2011 – 30 Sept 2011) Headcount Ethnicity Apps % Short

listed %

WHITE 4726 80.83% 2307 83.53% White – British 4443 75.99% 2218 80.30% White – Irish 98 1.68% 26 0.94% White – Any other White Background 185 3.16% 63 2.28% MIXED 496 8.48% 231 8.36% Mixed – White & Black Caribbean 287 4.91% 125 4.53% Mixed – White & Black African 141 2.41% 73 2.64% Mixed – White & Asian 29 0.50% 14 0.51% Mixed – Any other mixed background 39 0.67% 19 0.69% ASIAN 75 1.28% 34 1.23% Asian or Asian British – Indian 26 0.44% 13 0.47% Asian or Asian British – Pakistani 15 0.26% 5 0.18% Asian or Asian British – Bangladeshi 22 0.38% 9 0.33% Asian or Asian British – Other Asian background 12 0.21% 7 0.25% BLACK 442 7.56% 145 5.25% Black or Black British – Caribbean 40 0.68% 21 0.76% Black or Black British – African 372 6.36% 116 4.20% Black or Black British – Other Black background 30 0.51% 8 0.29% OTHER 70 1.20% 28 1.01% Chinese 20 0.34% 5 0.18% Any other Ethnic Group 50 0.86% 23 0.83% NOT KNOWN 39 0.65% 17 0.62% Not Stated 39 0.65% 17 0.62% TOTAL 5848 100% 2762 100%

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4.1.14 Applications and Short listed Candidates by Age (1 Apr 2011 – 30 Sept 2011) Headcount Age Range Applications % Short listed % 16 – 19 184 3.15% 89 3.22% 20 - 24 1691 28.92% 698 25.27% 25 – 29 1009 18.79% 526 19.04% 30 – 34 731 12.50% 343 12.42% 35 – 39 576 9.85% 303 10.97% 40 – 44 530 9.06% 251 9.09% 45 – 49 496 8.48% 256 9.27% 50 – 54 350 5.98% 197 7.13% 55 – 59 147 2.51% 84 3.04% 60 - 64 36 0.62% 12 0.43% 65+ 6 0.10% 2 0.07% Undisclosed 2 0.03% 1 0.04% Total 5848 100% 2762 100%

4.1.15 Applications and Short listed Candidates by Gender

(1 Apr 2011 – 30 Sept 2011) Headcount Gender Applications % Short listed % Female 4543 77.68% 2137 77.37% Male 1298 22.20% 622 22.52% Undisclosed 7 0.12% 3 0.11%

Total 5848 100% 1385 100%

4.1.16 Applications and Short listed Candidates by Disability

(1 April 2011 – 30 Sept 2011)

Headcount Applications % Short

listed %

Declared as Disabled 271 4.63% 140 5.07% Declared as Not Disabled 5541 94.75% 2609 94.46% Not Declared 36 0.62% 13 0.47% Total 6036 100% 1385 100%

23

Staff Accessing Training

The Trust has a Learning and Development Centre which publishes a catalogue of

both internal and external training available to staff each year. Nomination forms are

completed by staff and their manager and then forwarded to the appropriate

administrator for that course. Attendance on courses is monitored through the

central Electronic Staff Record system. Staff wishing to obtain a recognised

qualification are able to apply for support for funding via the Trust Qualification Based

Sponsorship panel to ensure a fair approach.

The ethic breakdown of staff accessing training approximately reflects that of the

Trust. 4.1.17 Staff Accessing Training by Ethnic Origin (1 April 2011 – 30 Sept 2011) Headcount Ethnicity Total Total % WHITE 6579 90.04% White – British 6430 88.00% White – Irish 26 0.36% White – Any other White Background 123 1.68% MIXED 34 0.47% Mixed – White & Black Caribbean 12 0.16% Mixed – White & Black African 7 0.10% Mixed – White & Asian 10 0.14% Mixed – Any other mixed background 5 0.07% ASIAN 98 1.34% Asian or Asian British – Indian 52 0.71% Asian or Asian British - Pakistani 27 0.37% Asian or Asian British – Bangladeshi 4 0.05% Asian or Asian British – Any other Asian background 15 0.21% BLACK 91 1.25% Black or Black British – Caribbean 32 0.44% Black or Black British – African 54 0.74% Black or Black British – Any other Black background 5 0.07% OTHER 17 0.23% Chinese 4 0.05% Any other Ethnic Group 13 0.18% NOT KNOWN 488 6.68% Not Stated 488 6.68% Total 7307 100%

24

4.1.18 Staff Accessing Training by Age (1 April 2011 – 30 Sept 2011) Headcount Age Range Total Total % 16 - 20 49 0.67% 21 - 25 399 5.46% 26 - 30 685 9.37% 31 - 35 706 9.66% 36 - 40 764 10.46% 41 - 45 1128 15.44% 46 - 50 1349 18.46% 51 - 55 1098 15.03% 56 - 60 647 8.85% 61 - 65 242 3.31% 66+ 26 0.36% Not stated 214 2.93% Total 7307 100%

4.1.19 Staff Accessing Training by Gender (1 April 2011 – 30 Sept 2011) Headcount Gender Total Total % Female 5909 80.87% Male 1398 19.13% Total 7307 100%

4.1.20 Staff Accessing Training by Disability (1 April 2011 – 30 Sept 2011)

Headcount Total Total % Declared as Disabled 104 1.42% Declared as Not Disabled 1382 18.91% Not Declared 40 0.55% Not Known 5781 79.12% Total 7307 100%

25

4.1.21 Agenda for Change Pay Bands by Ethnic Origin (30 Sept 2011) Ethnicity

Bd 1

Bd 2 Bd 3

Bd 4

Bd 5 Bd 6

Bd 7

Bd 8a

Bd 8b

Bd 8c

Bd 8d

Bd 9

Other

WHITE 189 807 598 296 628 639 270 106 31 22 5 1 55 White – British 184 792 586 296 610 621 264 103 30 22 5 1 45 White – Irish 1 2 - - - 5 3 - - - - - 3 White – Other 4 13 12 - 18 13 3 3 1 - - - 7 MIXED 1 2 2 1 4 2 1 1 - - - - 3 Mixed – White/Caribbean - 1 2 - 1 1 - - - - - - - Mixed – White/ African - 1 - - 1 - - 1 - - - - - Mixed – White & Asian 1 - - 1 1 - 1 - - - - - 1 Mixed – Any other mixed background

- - - - 1 1 - - - - - - 2

ASIAN - 4 6 4 8 7 5 2 - - 1 - 30 Asian Indian - 3 3 1 4 3 2 1 - - 1 - 14 Asian Pakistani - 1 1 2 2 2 2 1 - - - - 7 Asian Bangladeshi - - 2 - - - - - - - - - 1 Asian or Asian British – other Asian background

- - - 1 2 2 1 - - - - - 8

BLACK 1 9 6 2 14 4 2 2 - - - - - Black Caribbean - 3 5 2 4 1 1 1 - - - - - Black African - 6 1 - 9 2 1 1 - - - - - Black or Black British – other Black background

1 - - - 1 1 - - - - - - -

OTHER 2 2 1 - 2 3 - - - - - - 7 Chinese - 1 - - - 1 - - - - - - - Any other Ethnic Group 2 1 1 - 2 2 - - - - - - 7 NOT KNOWN 30 87 42 16 40 50 23 3 3 1 - - 29 Not Stated 30 87 42 16 40 50 23 3 3 1 - - 29 Total 223 911 655 319 696 705 301 114 34 23 6 1 124 % BME 4.0 3.5 4.1 2.2 6.6 4.8 4.7 7.1 2.9 - 16.6 - 40.3

4.1.22 Agenda for Change Pay Bands by Age (30 Sep 2011)

Headcount

Age Range Bd 1

Bd 2

Bd 3

Bd 4

Bd 5

Bd 6

Bd 7 Bd 8a

Bd 8b

Bd 8c

Bd 8d

Bd 9

Other

16 – 20 5 12 2 - - - - - - - - - - 21 - 25 13 73 24 14 42 7 2 - - - - - - 26 - 30 11 85 73 26 93 50 14 4 1 - - - 2 31 – 35 12 69 60 31 78 82 27 5 1 - - - 7 36 – 40 11 88 61 34 99 90 38 12 5 2 - - 17 41 – 45 32 129 97 41 100 108 62 24 7 5 2 - 21 46 – 50 30 139 98 62 116 173 71 27 9 9 1 - 23 51 – 55 47 148 114 46 88 108 56 28 8 5 2 - 27 56 – 60 43 108 81 35 62 50 23 13 2 1 - 1 17 61 - 65 19 55 39 26 16 31 8 1 1 1 1 - 8 65+ - 5 6 4 2 6 - - - - - - 2 Total 223 911 655 319 696 705 301 114 34 23 6 1 124

26

4.1.23 Agenda for Change Pay Bands by Gender (30 Sept 2011) Headcount

Gender Bd 1

Bd 2

Bd 3

Bd 4

Bd 5

Bd 6

Bd 7

Bd 8a

Bd 8b

Bd 8c

Bd 8d

Bd 9

Other

Female 197 764 548 258 558 578 234 85 23 17 1 1 60 Male 26 147 107 61 138 127 67 29 11 6 5 0 64 Total 223 911 655 319 696 705 301 114 34 23 6 1 124 4.1.24 Agenda for Change Pay Bands by Disability (30 Sept 2011) Headcount

Bd 1

Bd 2

Bd 3

Bd 4

Bd 5

Bd 6

Bd 7

Bd 8a

Bd 8b

Bd 8c

Bd 8d

Bd 9

Other

Declared as Disabled - 11 3 11 14 7 3 1 1 - - - 1

Declared as Not Disabled 7 167 94 46 156 129 69 30 2 6 2 - 6

Not Declared - 3 3 - 1 7 3 - 1 - - - -

Not Known 216 730 555 262 525 562 226 83 30 17 4 1 117 Total 223 911 655 319 696 705 301 114 34 23 6 1 124 Promotion

All vacancies within the Trust are advertised through NHS Jobs, an internet based

advertising service, either externally or on an ‘internal only’ basis as appropriate.

Staff who do not have access to the internet can complete a paper application form,

details of which are then added to the NHS Jobs database.

This ensures that all staff within the Trust are offered the same opportunity to apply

for positions and ensures that effective monitoring can be undertaken via the

Applications and Short-listing data on NHS Jobs.

During the period April 2011 to September 2011, 90.7% of staff who were promoted

were of White British ethnic origin, with 4.7% of those promoted being of BME origin.

This is an increase of 1% compared to April to September 2010 figures.

11.6% of staff promoted were ‘disabled’ compared to 4.1% last year

27

4.1.25 Promotion by Ethnicity (1 April 2011 – 30 Sept 2011) MALE FEMALE TOTAL % WHITE 8 31 39 90.70% White – British 8 31 39 90.70% White – Irish - - - - White – Any other White Background - - - - MIXED - - - - Mixed – White & Black Caribbean - - - - Mixed – White & Black African - - - - Mixed – White & Asian - - - - Mixed – Any other mixed background - - - - ASIAN - 1 1 2.33% Asian or Asian British – Indian - 1 1 2.33% Asian or Asian British – Pakistani - - - - Asian or Asian British – Bangladeshi - - - - Asian or Asian British – Any other Asian background - - - - BLACK - 1 1 2.33% Black or Black British – Caribbean - 1 1 2.33% Black or Black British – African - - - - Black or Black British – Any other Black background - - - - OTHER - - - - Chinese - - - - Any other Ethnic Group - - - - NOT KNOWN - 2 2 4.65% Not Stated - 2 2 4.65% TOTAL 8 35 43 100%

4.1.26 Promotion by Age (1 April 2011 to 30 Sept 2011) Headcount Age Range Total Total % 16 – 24 1 2.33% 25 – 34 16 37.21% 35 – 44 13 30.23% 45 – 54 11 25.58% 55 – 64 2 4.65% 65+ 0 - Total 43 100.00%

4.1.27 Promotion by Gender (1 April 2011 – 30 Sept 2011) Headcount Gender Total Total % Female 35 81.4% Male 8 18.6% Total 43 100%

28

4.1.28 Promotion by Disability (1 April 2011 – 30 Sept 2011)

Headcount Total Total % Declared as Disabled 5 11.63% Declared as Not Disabled 11 25.58% Not Declared - - Not Known 27 62.79% Total 43 100%

29

Disciplinary, Grievance and Harassment

Between April 2011 and September 2011, there were a total of 41 disciplinary cases,

34 of which resulted in formal disciplinary outcomes. 2.9% of the formal outcomes

given were to BME staff.

All disciplinary hearings are conducted in the presence of a Human Resources

Advisor to ensure that a full and fair investigation has taken place and that any

disciplinary outcome is consistent and appropriate. All staff have a right to be

accompanied by a trade union representative or colleague to provide support and

have the right to appeal should they feel they have not been treated fairly.

During the period April 2011 to September 2011, there were 6 formal grievances and

3 formal harassment cases.

4.1.29 Disciplinary Cases (1 April 2011 to 30 Sept 2011) Ethnicity Counselling Oral

Recorded Written

Warning Dismissal No

Outcome WHITE 0 9 15 7 7 White – British 0 9 15 7 7 White – Irish 0 0 0 0 0 White – Other 0 0 0 0 0 MIXED 0 0 0 0 0 Mixed – White/Caribbean 0 0 0 0 0 Mixed – White/ African 0 0 0 0 0 Mixed – White & Asian 0 0 0 0 0 Mixed – Any other mixed 0 0 0 0 0 ASIAN 0 0 0 0 0 Asian Indian 0 0 0 0 0 Asian Pakistani 0 0 0 0 0 Asian Bangladeshi 0 0 0 0 0 Asian – other Asian 0 0 0 0 0 BLACK 0 0 1 0 0 Black Caribbean 0 0 0 0 0 Black African 0 0 1 0 0 Black – other Black 0 0 0 0 0 OTHER 0 0 0 0 0 Chinese 0 0 0 0 0 Any other Ethnic Group 0 0 0 0 0 NOT KNOWN 0 0 2 0 0 Not Stated 0 0 2 0 0 Total 0 9 18 7 7

30

4.1.30 Formal Grievances (1 April 2011 – 30 Sept 2011) Ethnicity Total WHITE 4 White – British 4 White – Irish - White – Other - MIXED - Mixed – White/Caribbean - Mixed – White/ African - Mixed – White & Asian - Mixed – Any other mixed background - ASIAN 1 Asian Indian - Asian Pakistani 1 Asian Bangladeshi - Asian or Asian British – other Asian background - BLACK - Black Caribbean - Black African - Black or Black British – other Black background - OTHER - Chinese - Any other Ethnic Group - NOT KNOWN 1 Not Stated 1 Total 6

31

4.1.31 Formal Harassment (1 April 2011 to 30 Sept 2011) Ethnicity Total WHITE 2 White – British 2 White – Irish - White – Other - MIXED - Mixed – White/Caribbean - Mixed – White/ African - Mixed – White & Asian - Mixed – Any other mixed background - ASIAN 1 Asian Indian - Asian Pakistani 1 Asian Bangladeshi - Asian or Asian British – other Asian background - BLACK - Black Caribbean - Black African - Black or Black British – other Black background - OTHER - Chinese - Any other Ethnic Group - NOT KNOWN - Not Stated - Total 3

32

4.2 Service Users This section will set out known data on the protected characteristics of our service

users, data sets are currently being updated and brought into line and will be

analysed against the 2011 census on publication of the results.

This section will be updated in September 2012.

Equality / Diversity and the work of CQC The CQC guidance about compliance: Essential Standards of Quality and Safety

states that ‘Providers should in every aspect of their work, consider the needs of

each person using a service against 6 key strands of diversity (now 6 of 9 protected

characteristics)

• Race

• Age

• Gender

• Disability

• Sexual orientation

• Religion and Belief.

When the Essential Standards were agreed the Equality Legislation on ‘gender’ also

covered gender reassignment where it is now recognised as a separate protected

characteristic in the Equalities Act 2010.

As the CQC also needs to comply with this act the CQC inspectors will also be

looking at the provider response to the needs of Transgender people. However, in

line with a paper issued by a: gender ‘Evidence Gathering in respect of Transsexual

People, the Trust will not carry out ‘headcount’ monitoring of transsexual people

simply to report how many trans employees or service users they might have, but

only to ask individuals to declare their trans status indirectly where it is considered to

be contributing to an individuals treatment and therefore a good reason for asking

such questions.

Complaints This section will set out data on the protected characteristics of complainants, data

sets are currently being updated and this section will be updated each quarter.

33

4.3 Trust Membership Analysing public membership provides us with an indication of how representative

our membership is. The key points to consider are as follows:

• The membership is geographically focused in Rotherham and Doncaster in

line with the range of services provided in these locations in comparison with

those in North and North East Lincolnshire.

• Ethnicity profile shows membership to be well represented in the black and

minority ethnic groupings.

• The gender ratio is weighted towards females whereas the eligible

membership is more equally balanced.

• The socio economic profile demonstrates that our membership is ‘more

affluent’ than the eligible membership indicates.

Analysing our patient constituencies we can conclude that there is a need to focus

our efforts of recruitment on the specialist services and community services areas to

ensure service users, patients and carers have a voice and that we have benefit from

their experience and knowledge.

Public Trust membership by Age

Public Constituency by Age

Age (Years):0-1617-2122+Unknown/Not Given

34

Public Trust Membership by Ethnicity

Public Constituency by Ethnicity (Race)Asian BangladeshiAsian IndianAsian OtherAsian PakistaniBlack AfricanBlack CaribbeanBlack OtherChineseMixed OtherMixed White / AsianMixed White / Black AfricanMixed White / Black CaribbeanOtherWhite British / Mixed BritishWhite IrishWhite OtherNot Stated

Patient / Service User / Carer Membership by Age

Patient / Service User / Carers Constituency by Age

0-1617-2122+Unknown/Not Given

35

Patient / Service User / Carer Membership by Ethnicity

Patient / Service User / Carers Constituency by Ethnicity

Asian Bangladeshi Asian Indian Asian OtherAsian Pakistani Black African Black CaribbeanBlack Other Chinese Mixed OtherMixed White / Asian Mixed White / Black African Mixed White / Black CaribbeanWhite British / Mixed British White Irish White OtherNot Stated Other

Breakdown of Membership by Gender

0%

20%

40%

60%

80%

100%

Breakdown of Membership by Gender

Patient Constituency (ServiceUsers and Carers)

441 567 6

Public 2003 3193 89

Number of Male Members

Number of Female Members

Not Stated

36

5.1 Workforce Engagement and education with the workforce on equality issues is an ongoing and

evolving process.

Feedback from staff on equality issues affecting the workforce or service users is

channelled into the Trust’s governance arrangements through the Equality Diversity

and Human Rights steering group.

Results from staff surveys are also analysed and any learning in respect of equality

issues is disseminated.

5.2 Service Users / Carers Engagement with service users on equality issues is proactive and multi faceted.

The Trust has a well established dialogue with service users and carers through the

User Carer Partnership Council.