Equality and Diversity Workforce Profile 2014/15
By people we mean our staff, patients and their carers, visitors, governor’s board directors, volunteers and the communities we serve.
To deliver this vision we will aim to:
Be accessible to all
Listen and respond to all our people
Benefit from the diverse skills and knowledge of our people
Work in partnership to provide opportunities for our communities to live healthy lives
As part of our vision for equality, diversity and inclusion we publish annually a profile of our workforce. As part of our new strategy we have committed to improving the quality of our workforce data and are encouraging all our staff to complete their employee records. This will help us have a better understanding about the profile of staff and help us develop policies to support them.
CMFT is developing its three year action plan to deliver its new Equality, Diversity & Inclusion strategy. All actions relating to this report will be included in this plan and measured over a three year period.
1 | P a g e 2 | P a g e 1. Representing our Local Communities
CMFT monitors how representative it is of the communities it serves. 89.4% of our patients come from Greater Manchester. For our colleagues:
11% of Trust workforce comes from our five target wards (Ardwick, Hulme, Moss Side, Longsight and Rusholme) in Central Manchester. 32% of our workforce comes from Manchester local authority area. 87% of our workforce comes from Greater Manchester covering the 10 local authorities. 13% of our workforce comes from outside Greater Manchester.
2. Ethnicity
The comparison between the ethnic make-up of our staff by geographical location with the ethnic make-up of the population in those locations shows: 3 | P a g e The Black and Minority Ethnic (BME) make up of Trust staff (51%) from 5 target wards (Ardwick, Hulme, Moss Side, Longsight and Rusholme wards) in Central Manchester is lower than the overall BME population (67%) in Central Manchester (5 target wards).
The percentage of BME staff (36%) from Manchester city is slightly lower than Manchester city’s BME population figure (41%).
However, the percentage of BME staff (21%) from Greater Manchester is slightly higher than the Greater Manchester BME population figure (20%). This is a positive trend because 87% of Trust workforce comes from Greater Manchester.
i. Ethnicity in the Trust
The top six pay bands had lower levels of BME staff compared to the Trust average of 21%. This trend has continued since 2012/13. However, over the last three years, BME figures have improved in band 7, 8a, 8c, 8d and 9 but not in band 8b.
It is worth noting that over 48% of Trust Medical & Dental staff come from BME background and are not included in the above figures.
ii. Promotions:
Band 1-4 More white staff (81%) were promoted than their percentage (72%) in Band 1-4 in the workforce. Slightly less BME staff (16%) were promoted than their percentage (18%) in Band 1-4 in the workforce. However, this figure has improved from 12% in 2013/14.
Band 5-7
4 | P a g e Slightly more white staff (76%) were promoted than their percentage (73%) in Band 5-7 in the workforce. Slightly less BME staff (17%) were promoted than their percentage (19%) in Band 5-7 in the workforce.
Band 8a & above Slightly less white staff (82%) were promoted than their percentage (85%) in Band 8a & above. More BME staff (14%) were promoted than their percentage (9%) in Band 8a & above in the workforce. This trend has continued from last year.
iii. Recruitment:
At 27%, BME appointments in 2014/15 improved from 25% in 2013/14. The drop from applications to job offered in 2014/15 for BME applicants was slightly smaller than in 2013/14, which is a positive trend.
iv. Trust ER Activity:
The Trust employs over 13,000 staff and the numbers of employment relation cases are small. For example 0.3% of BME staff have had a warning from the Trust and 0.2% of White staff have received a warning from the Trust.
Context for ER Activity:
36% of all warning are for staff working for Sodexo. On average in a year 89% of warnings were issued to staff in Band 1-4, who make up 36% of all CMFT staff. For grievances on average in a year - (54.5%) were from staff in band 1-4 and (45.5%) from staff in band 5-7.
Ethnicity:
72% of grievances were raised by White staff and 24% to BME staff, we do not know the ethnicity for 4% of staff having a warning. 18 warnings were given to White Staff and 9 warnings to BME staff, in percentages this means that 58% were White staff who were given a warning compared to 29% were from a BME background. We did not know the ethnicity of 4 members of staff (13%).
v. Key Actions - Ethnicity:
For the Workforce Profile 2015/16 workforce information will also provide staff and population data breakdown for Trafford. Continue to deliver CMFT’s commitment to having a diverse workforce across all staff groups and grades. Implement the NHS Workforce Race Equality Standard and CMFT Action Plan to address key areas e.g. recruitment activity.
5 | P a g e Continue to support and develop the Staff BME network and CMFT’s BME Nurses Professional Forum. Audit key recruitment programmes. Continue to embed the work on Values & Behaviours to ensure supportive culture for all staff across the Trust.
3. Gender
i. Representation in the Trust - Gender
Over the last 3 years the gender split in Trust workforce has stayed the same at 21% male and 79% female staff which is not significantly different from other similar NHS Trusts.
ii. Promotions:
Band 1-4 Slightly less female staff (74%) were promoted than their percentage (78%) in Band 1-4 in the workforce. Slightly more male staff (26%) were promoted than their percentage (22%) in Band 1-4 in the workforce.
Band 5-7 Almost the same percentage of male and female staff were promoted as their percentage in Band 5-7 in the workforce.
Band 8a & above Slightly more female staff (74%) were promoted than their percentage (72%) in Band 8a & above. Slightly less male staff (26%) were promoted than their percentage (28%) in Band 8a & above in the workforce.
iii. Recruitment:
The percentage of male applicants who were offered jobs dropped slightly in comparison to their applications percentage. Over the last three years, the gap from shortlisted to offer for male applicants has reduced to zero.
iv. Trust ER Activity:
6 | P a g e There is a lower percentage of female staff warnings, dismissals, grievances and complaints of unfair treatment compared to their representation in the workforce: There is a higher percentage of male staff warnings, dismissals, grievances and complaints of unfair treatment compared to their representation in the workforce. The percentage of male warnings, dismissals and complaints of unfair treatment fell compared to last year and grievances remained the same.
Action:
Work to promote careers in Health to both genders. Ensure that positive role model and images of both genders are included in publicity material.
4. Disability
Most of the Trust workforce did not declare if they had a disability. This has been the trend for the last three years. Over the last three years, percentage of staff declaring disability has improved very slightly however it does not reflect the actual number of disabled employees within the Trust. This means that for key activity we are unable to draw useful conclusions as the numbers are very small. A priority for CMFT is to improve this data so we can develop activity to support staff with disabilities.
Staff Survey 2014: Where data is low we have compared with the results with our 2014 staff survey to see if we can learn more about our workforce demographics. According to Staff Survey 2014, 20% of respondents had a disability and 80% had no disability, this indicates that we have a higher percentage of people with a disability than shown in the workforce profile.
Action:
Improve staff data on disability with a campaign in 2016 to encourage staff to self- complete.
5. Religious Belief
Most of the Trust workforce did not state/wish to declare their religious belief. However, there has been an improvement in (did not wish to disclose an unknown/not stated) categories over the last three years. This means that for key activity we are unable to draw useful conclusions as the numbers are very small, a priority for CMFT is to improve this data so we can develop activity. The top four religions/beliefs represented in the Trust workforce were Atheism, Christianity, Islam and Other regions or beliefs.
Staff Survey 2014: The staff survey did not show any significant statistical differences from the workforce profile.
Action:
7 | P a g e Improve staff data on religious belief with a campaign in 2016 to encourage staff to self- complete. Continue to work with CMFT Multi Faith Team to support the religious needs of both staff and patients.
6. Sexual Orientation
Most of the Trust workforce did not state or wish to declare their sexual orientation. However, there has been an improvement in (did not wish to disclose an unknown/not stated) categories over the last three years. This means that for key activity we are unable to draw useful conclusions as the numbers are very small, a priority for CMFT is to improve this data so we can develop activity to support LGBT staff.
Staff Survey 2014: For those that completed the survey 93% identified as heterosexual, 2% identified as Gay, 1% as bi-sexual and 0% as Lesbian. 4% preferred not to say. This is double the number (3%) of staff identifying as LGBT in the workforce profile (1.4%).
Action:
Improve staff data on sexual orientation with a campaign in 2016 to encourage staff to self-complete.
Appendix 1 - Update on Key Action Undertaken by the CMFT in 2014/15
Since 2013 CMFT has been implementing a major programme to deliver its commitment to Equality, Diversity & Inclusion. This includes:
A new Equality Diversity & Inclusion Strategy The Trust has recently agreed its Equality, Diversity and Inclusion Strategy. This strategy set the Trust’s ambition and direction to lead on equality, diversity and inclusion in the NHS. The strategy communicates the intention and determination of Trust to lead by example, and to work with and share the organisational development and lessons learnt within the Trust.
Reverse mentoring for all senior leaders Trust Reverse Mentoring Scheme has two aims: to provide positive action to support the development and progression of staff in three protected characteristic groups: Black and Minority Ethnic (BME), Disabled and Lesbian, Gay, Bisexual and Transgender (LGBT) and to develop the awareness of senior leaders in the organisation of what it is like to work at CMFT as an individual with a protected characteristic. The scheme is working very well within the Trust and participant feedback has been extremely positive and encouraging.
Enhanced support for the diversity Staff networks
8 | P a g e The Trust supports two staff networks (Black and Minority Ethnic (BME) and Lesbian, Gay, Bisexual and Transgender (LGBT) whose aim is to support staff from different equality groups and to enable the Trust to gain a better understanding of issues faced by staff in the workplace.
The networks have been involved in wider equality initiatives within the Trust and have worked hard to increase their membership and create a better understanding of their role in the Trust. Each network chair sits on the Equality Implementation Group which gives the networks a role in the decision-making process. The Trust allows staff time off to attend staff network meetings and has allocated budgets to fund activities of staff networks. Staff Networks participated actively in the organisation “Diversity Delivers 2015 – Our Story” Conference and have been instrumental in organising events such as Manchester Pride and black History Month celebrations.
Equality Advocates The Equality advocates programme is open to staff from all backgrounds including all of the nine protected characteristics. The role of the advocates is to ensure that E&D messages are promoted in their workplace and everyone who comes into contact with the Trust is treated fairly and with dignity and respect.
To date we have had over 130 staff from a range of backgrounds and job roles joining up to become equality advocates. The programme has been very successful. Many equality advocates have already started meeting with their E&D Co-ordinators to agree and develop areas of work. This has shown genuine interest of staff in promoting the E&D agenda in their workplace and has demonstrated real commitment to creating a better work environment for all.
An Equality Diversity & Inclusion objective for every member of staff Four Equalities Objectives have been developed by the OD&T Team. They have been written in a generic format so that they are applicable and relevant to a range of staff, regardless of role or organisational seniority. Every member of staff now has an equality objective as part of their annual appraisal. The development of staff equality objectives enables the Trust to ensure all staff are focussed on integrating equality and diversity into the way they work.
Became an Equality Partner with NHS England Employers The Trust was chosen to be one of NHS Employers Equality and Diversity Partners for 2015/16. We were one of the 25 successful applicants out of 42 applications nationally. It gives the Trust increased profile at network events, conferences and through the NHS Employers website and communications. We can also access advice, guidance and assistance from NHS Employers in meeting the minimum requirements of the Equality Act 2010. It also provides us access to opportunities to discuss, network and test out new concepts within the safe environment of Partner meetings and opportunity to influence national policy direction.
The new Equality Diversity & Inclusion Strategy will also help improve key areas of the workforce profile:
9 | P a g e • Low levels of BME staff in top six pay bands (7-9) • Lower levels of recruitment for BME applicants • Lack of declaration on Disability, Sexual Orientation and Religion/Belief within the workforce limits our understanding of the true workforce profile • Promoting careers in health to men, in particular careers in nursing to boys and young men in colleges/schools
10 | P a g e Appendix 2 - CMFT Workforce Profile Data
11 | P a g e Trust Wide Profile – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation – Total number of Staff in Post 31st March 2015 = 13,099
Trust Wide Profile – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation – Total number of Staff in Post 31st March 2015 = 13,099
Trust Wide Profile – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation – Total number of Staff in Post 31st March 2015 = 13,099
12 | P a g e Staff Group – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Staff in Post 31st March 2015 = 13,099
13 | P a g e Staff Group – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Staff in Post 31st March 2015 = 13,099
14 | P a g e Staff Group – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Staff in Post 31 st March 2015 = 13,099
Grade of Staff – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Staff in Post 31 st March 2015 = 13,099
15 | P a g e Grade of Staff – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Staff in Post 31 st March 2015 = 13,099
16 | P a g e Grade of Staff – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Staff in Post 31 st March 2015 = 13,099
17 | P a g e Promotions (inc. Acting Up & AfC upgrades) – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number as at 31st March 2015 = 502
Promotions (inc. Acting Up & AfC upgrades) – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number as at 31st March 2015 = 502
18 | P a g e 19 | P a g e Recruitment – Applicants for Employment – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Applicants for 2014/15 = 31,993
Recruitment – Applicants for Employment – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Applicants for 2014/15 = 31,993
20 | P a g e Complaints of Unfair Treatment – Bullying and Harassment Cases – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation – Total number of Complaints = 27
21 | P a g e Complaints of Unfair Treatment – Bullying and Harassment Cases – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation – Total number of Complaints = 27
22 | P a g e Disciplinary Procedure – Warnings and Dismissals – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation
Disciplinary Procedure – Warnings and Dismissals – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation
23 | P a g e 24 | P a g e Disciplinary Procedure – Warnings and Dismissals – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation
25 | P a g e Disciplinary Procedure – Warnings and Dismissals – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation
26 | P a g e Disciplinary Procedure – Warnings and Dismissals – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation
27 | P a g e Formal Grievance Cases – Ethnicity, Gender, Age, Disability, Religion/Belief, and Sexual Orientation – Total Number of Formal Grievance Cases = 25
Formal Grievance Cases – Ethnicity, Gender, Age, Disability, Religion/Belief, and Sexual Orientation – Total Number of Formal Grievance Cases = 25
28 | P a g e 29 | P a g e Sickness and Performance – Dismissals – Ethnicity, Gender, Age, Disability, Religion/Belief, and Sexual Orientation
30 | P a g e Sickness and Performance –Dismissals – Ethnicity, Gender, Age, Disability, Religion/Belief, and Sexual Orientation
People who left the Trust – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Leavers for 2014/15 = 1,951
31 | P a g e People who left the Trust – Ethnicity, Gender, Age, Disability, Religion/Belief and Sexual Orientation– Total number of Leavers for 2014/15 = 1,951
32 | P a g e EQUALITY AND DIVERSITY ANNUAL REPORT – GLOSSARY
The workforce profile covers NHS staff by their main functional staff groups and is arranged in the following sections:
33 | P a g e National ethnicity codes have been mapped to the Department of Health’s 16+1 Ethnicity code manual which have been applied and used in the Trust Workforce Profiles.
National National Ethnicity Description
34 | P a g e Ethnicity Code
A White - British B White - Irish C White – Any other White Background D Mixed – White & Black Caribbean E Mixed – White & Black African F Mixed – White & Asian G Mixed – Any other Mixed Background H Asian or Asian British - Indian J Asian or Asian British - Pakistani K Asian or Asian British - Bangladeshi L Asian or Asian British – Any other Asian Background M Black or Black British - Caribbean N Black or Black British - African P Black or Black British – Any other Black Background R Chinese S Any other Ethnic Group Z Not Stated
Produced by Workforce Planning Department June 2015
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