our workforce profile 2019-20 - uhs.nhs.uk
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Contents
Introduction...........................................................................................................................3-4
Age profile and recruitment …….........................................................................................4-5
Medical staff profile and local area graph ……………….......................................................5
Local area data………………………………………………………......................................6 -7
Staff survey age …………......................................................................................................8
Ethnicity profile ………………………………………………………………………………....8
Workforce .............................................................................................................................8
Recruitment............................................................................................................................9
Local area ....................................................................................................................10-12
Gender profile........................................................................................................................13
Workforce ..............................................................................................................................12
Recruitment ...........................................................................................................................12
Local area..............................................................................................................................13
Disability profile ....................................................................................................................15
Recruitment ……………………………………………… ……………………………………….15
Local area.............................................................................................................................16
Sexual orientation profile......................................................................................................18
Workforce recruitment ………………...................................................................................19
Local area..............................................................................................................................19
Marital status profile..............................................................................................................20
Recruitment ….......................................................................................................................20
Religious belief profile ..........................................................................................................21
Recruitment ..........................................................................................................................21
Local......................................................................................................................................22
Other workforce profiles........................................................................................................23
Recommendations……………………………………………………………………..………….24
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Introduction
University Hospital Southampton NHS Foundation Trust (UHS) has a growing
national reputation as a top teaching hospital in the UK and abroad. It attracts
candidates locally, nationally and internationally and is also one of the largest
employers in Southampton. With 11,643 staff (7451.52 full time equivalent) working
in a diverse range of healthcare related fields, the Trust offers an exciting and
rewarding place to work. The Trust has also been awarded ‘Outstanding’ by the
CQC in the ‘Well-led’ domain, attributed to a strong positive working culture that is
well developed throughout the organisation.
Under the Equality Act 2010 all public sector organisations have a duty to publish
information relating to employees who have a protected characteristic. This data
provides the Trust with an opportunity to review its practices and ensure that all
employees are provided equal opportunities.
This report for 2019/20 provides an overview of the UHS workforce broken down by:
Age
Ethnicity
Gender
Disability
Sexual orientation
Marital status
Religion and belief
Contract type
Staff group
Workforce data is accurate as at 31 March 2019 and is comprised of permanent and
fixed term staff. Bank1 and honorary2 staff are excluded from the data.
Recruitment data covers the period 1 April 2018 to 31 March 2019 and covers all
candidates who have applied for a role with UHS – this includes existing staff who
have applied for a new role.
Local area comparison data has been provided by NHS Employers using datasets
from the Office for National Statistics, National Online Manpower Information
System, and the 2011 census. Further information can be found online:
1 An NHS staff bank is an entity managed by a trust, or through a third party organisation who contracts with
healthcare professionals to take on shifts at trust hospitals. 2Honorary staff are typically medical staff employed by another NHS employer/higher educational institution
working on Trust premises.
4
http://www.nhsemployers.org/your-workforce/plan/recruiting-from-your-
community/measuring-up-your-community-and-your-workforce
Workforce, recruitment, and local area comparison data is provided for: age,
ethnicity, gender, disability, sexual orientation, and religion and belief. Workforce and
recruitment data is provided for marital status. Workforce data is provided for
contract type and staff group.
Age profile - workforce
5
Local area- The age profile of communities served by the UHS compare
to the age profile of UHS workforce
6
Facts, figures and information
Our biggest age group profile is between 25 and 29 years from the nursing and
midwifery staff group, followed by 30 to 34 years from the medical and dental staff
group. UHS is a teaching hospital which may explain the age group in nursing and
midwifery as well as the medical and dental staff group that start working with the
hospital immediately after they qualify. The age groups above are in line with our
local demographic as shown above. UHS continues to offer a range of bandings
including apprenticeships.
Recruitment
The three largest age groups of applicants are 21 to 25 years (18.2%), 26 to 30
years (21.2%) and 31 to 35years (17.6%), accounting for 57%. This means 57% of
applicants are aged 35 years or below. The local data suggests around 45% are of a
similar age in the population which means that UHS as an organisation receives
more applicants in this age group than the local population.
7
Staff survey
Our 2018 staff survey results indicate that for equality and inclusion, health and
wellbeing , bullying and harassment, and violence and safety culture measures, staff
aged 31 to 40 years old and 51 to 66+years old scored higher than the UHS
average. Staff aged 21 to 30 years and 41 to 50 years scored between the national
acute average and the UHS average. Lastly, those aged 16 to 20 years score lower
than the national average for acute trusts.
8
Ethnicity profile:
Workforce
Facts, figures and information
82.7% of employees are White British and White other while 17.3% are from a
BAME background (BAME – Black, Asian and Minority Ethnic). This exceeds the
local Hampshire population which is 14% however this data has been taken from the
2011 census. Please find census information here.
Hampshire as a county has been diversifying more gradually and adapting to
changing economic and global circumstances.
9
The largest percentage BAME staff group are found in the medical and dental (28%)
conversely, only 8% of allied health professionals and administrative and clerical
11% are BAME.
Recruitment
Applicants by ethnicity
50.1%
13.8%
3.2%
16.1%
7.3%0.8% 3.4% 5.3%
White British
White Other
Mixed -Any
Other Race
Asian Black Chinese Any Other Ethnic Group
Not Stated
Applicants by ethnicity
30.8% of applicants report themselves as being from the BAME background. This
compares with around 15% of the local population who report as being BAME.
The proportion of candidates shortlisted remains consistent with the number of
applicants in all ethnicities. However, after assessments /interviews the proportion of
white candidates is higher than ethnic minorities. We review our recruitment KPIs on
a monthly basis and have identified this as an area of concern. We are part way
through our recruitment processes including manager training which is focused on
improving transparency and consistency of selection. (See fig.below on shortlisting).
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Our Workforce Race Equality Standard (WRES) data indicates that on average
BAME staff experience more harassment, bullying or abuse from patients, relatives
or the public compared to staff from a white background. However, our staff survey
results also indicate that BAME staff have a higher level of engagement than any
other staff group.
Please find our WRES data here
Local area – The ethnicity profile of communities served by the UHS compared to
the ethnicity profile of the UHS workforce.
14
Local area – The gender profile of communities served by UHS
compared to the gender profile of UHS workforce.
15
Facts, figures and information
The largest staff group for females is nursing and midwifery (90% female). The
lowest is estates and ancillary (34% female). The Trust data largely shows gender
traditional roles like nursing and midwifery, allied health professional, additional
clinical services and administrative and clerical with more female workforce
compared to more men in estates and ancillary and medical and dental.
More recently, this balance has changed and is continuing to adjust the balance of
male and female doctors. As these workers (medical and dental) move through the
grades, it is expected that the gender balance at consultant grade (highest grade)
will reflect an overall gender balance in the years to come.
Further information regarding UHS gender pay gap report 2019 is found here
As an organisation we recognise gender reassignment 3 and are against any
discrimination related to this characteristic as well as other characteristics.
Staff survey
Our staff survey indicates that female staff score higher than UHS average on
inclusion, working with immediate managers, morale, quality of care and appraisals,
bullying, harassment, safe culture and staff engagement. UHS staff survey indicates
that male staff score between national acute and the UHS average.
3 Gender Reassignment refers to individuals, whether staff, who either: Have undergone, intend to undergo or
are currently undergoing gender reassignment (medical and surgical treatment to alter the body).
17
Local area – The disability profile of communities served by the UHS
Hospital compared to the disability profile of UHS Workforce.
18
Facts, figures and information
3% of UHS staff declared that they had a disability on joining the organisation. This
is an increase from previous years which were 2.9% and 1.9% in 2018 and 2017
respectively. This shows a slight improvement in staff declaring their disabilities. It is
a good step forward. Staff are more likely to report a disability through the
anonymous staff survey than at the recruitment stage.
4.1% of applicants state as having a disability. Locally around 2% report themselves
as having a disability.
From this information it is clear that workers do not declare their disability due to
perceived consequences. As an organisation it is important to continue relating the
importance of declaring and making sure that workers feel safe to declare their
disability status.
We have support in place for staff with guidance provided to Access to Work, staff
access to occupational health services, physiotherapy and counselling services.
There are two groups responsible for identifying physical, sensory and virtual access
issues affecting member of the staff with disabilities and seeking suitable solutions.
These are the Disability Access Group and PLACE Working Group. The Trust also
has a disability network group called the LIDG (long term illness and disability
group).This group is set up to offer a place for disabled staff to come together to
tackle issues and help shape and improve their experiences. This group has been
very instrumental in shaping and delivering organisation strategy and policy
implementation.
In August, the organisation will be reporting on the workforce disability equality
standard (WDES).
Staff survey results
Our staff survey show that disabled staff score lower than national average for acute
trusts compared to nondisabled staff. Disabled staff scored lowest on health and
wellbeing, bullying and harassment, violence and equality and inclusion.
Improving the outcomes of disabled staff is essential to UHS. The long term illness
and disability group is a staff network group for staff with long term illnesses and are
disabled. This group works as a voice for staff members on matters affecting them.
19
Sexual orientation profile
Workforce
Facts, figures and information
Our data shows that 2% of our workforce identify as lesbian, gay or bisexual which is
in line with the National NHS average of 2%. 4.5% of applicants declare themselves
as gay, lesbian, bisexual or other.
27% of our workforce chose not to disclose their sexual orientation. As an
organisation we are working hard to encourage staff to declare their sexual
orientation in order to lead to improvements in the workplace.
UHS has a lesbian, gay, bisexual and transgender (LGBT) staff group that promotes
dignity, respect and anti-discriminatory practices at network events across the Trust.
The network uses social media to share messages and stay in touch with members.
All staff are provided with several routes for reporting complaints so that they have
someone to talk to other than their manager - this includes their Freedom to Speak
Up Guardian.
20
Recruitment
Local area – The sexual orientation profile of communities served by
UHS compared to sexual orientation profile of UHS workforce.
23
Local area – The religion and belief profile of communities served by
UHS as compared to the religion and belief of the UHS workforce.
Facts, figures and information
The Trust chaplaincy recognises all faiths, beliefs and none. The data above
indicates the religion and beliefs of the communities the hospital serves. 31% of staff
have not disclosed their religious belief at the recruitment stage. The hospital strives
to include all religions and beliefs.
Please find information regarding spiritual care here
24
Other workforce profiles:
Contract type
Facts, figures and information.
UHS values a diverse background and good employment practices. These can bring
efficiencies in keeping down costs in areas where full time cover is not needed but
provides part time employment to parents, carers and other person who would only
want to work part time hours for different reasons including work-life balance.
By offering family friendly working practices UHS increases its recruitment and
retention. Part–time work tends to attract parents with younger children, and older
people who may not want to work full time but can bring a wealth of skills, expertise
and experience.
25
Actions we are taking on our workforce profile
As a Trust we recognise from our workforce data that more needs to be done to
make sure that staff feel included and are happy to work for the Trust.
Our WRES data indicates that most BAME staff are employed in the lower AFC4
Bands. The Trust’s target is to increase the percentage of BAME staff in band 7
posts and above to 15% by 2023.
To make this possible, the organisation has launched an inclusive leadership
programme, so far this March there have been three cohorts of on average 25
members of staff per cohort.
Another plan that the Trust has been put in place, a revised recruitment and
selection training course that will focus on improving transparency, consistency and
fairness of recruitment and career progression pathways in UHS.
We want to improve disclosure rates of personal information across all protected
characteristics. Accurate data helps the Trust work towards an inclusive
environment. This data is used to plan reasonable adjustments, recruitment and
retention and other strategies to drive organisational change and transformation.
The Freedom to Speak Up Guardian is helping UHS create a culture of speaking up
to provide support for all our staff to raise any concerns about bullying and
harassment, unsafe working conditions and unsafe patient safety.
4 AFC – Agenda for Change (AFC) is the current National Health Service (NHS) grading and pay system for NHS
staff, with the exception of doctors, dentists, apprentices and some senior managers.
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