Equality Information 2015
Workforce Profile
1
Introduction
Alder Hey Children’s NHS Foundation Trust is committed to creating an environment which is
inclusive, supportive and friendly to everyone within our communities, whether patients, parents,
carers and staff. A key priority to Alder Hey is providing the best possible experience to our children,
young people and families.
The purpose of this report is for the Trust to evidence its commitment to the principles of the NHS
Constitution and compliance with the general equality duty across our service functions.
The NHS is founded on a common set of principles and values that bind together the communities
and people it serves – patients and public – and the staff who work for it. Seven key principles guide
the NHS in all it does. They are underpinned by core NHS values which have been derived from
extensive discussions with staff, patients and public. The NHS Constitution establishes the principles
and values of the NHS in England (NHS Constitution 2012).
The first of these principles states “The NHS provides a comprehensive service available to all
irrespective of gender, race, disability, age, sexual orientation, religion and belief. It has a duty to
each and every individual that it serves and must respect their human rights. At the same time, it
has a wider social duty to promote equality through the services it provides and to pay particular
attention to groups or sections of society where improvements in health and life expectancy are not
keeping pace with the rest of the population”.
In addition, the Equality Act 2010 public sector equality duty (s149) states that in the exercise of
their functions, public authorities must have due regard to the need to:



eliminate unlawful discrimination, harassment and victimisation and other conduct
prohibited by the Act;
advance equality of opportunity between people who share a protected characteristic and
those who do not;
foster good relations between people who share a protected characteristic and those who
do not.
This report has produced data based on the content of the Electronic Staff Record to include age,
gender, ethnicity, disability, sexual orientation and religion and belief.
Employee relations data relating to new cases for the period January to November are included in
this report. Data for flexible working is also included. Training and recruitment data is not available
for this report.
The data is from January 2014 to November 2014
2
1. Trust Age Profile
The total number of staff employed by the Trust in November 2014 is 2,995 which is an increase
from 2012 at 2,657.
The highest percentage of working age group is age band 51-55 years at 14.32% and 31-35 years at
14.29%. This has changed since the 2012 report where age band 56-60 years represented the
highest percentage of the workforce at 14.87%.
The most significant change since 2012 is an increase in staff in age band 21-25 years from 4.90% in
the 2012 report to 7.01% of the workforce.
Total
Age Band
% of Staff
Nov-14 Dec-12 Nov-14 Dec-12
20 or under
11
*
0.37%
*
21 to 25
210
130
7.01%
4.90%
26 to 30
314
290
10.48% 10.93%
31 to 35
428
389
14.29% 14.66%
36 to 40
364
316
12.15% 11.91%
41 to 45
398
393
13.29% 14.81%
46 to 50
51 to 55
56 to 60
61 to 65
66 and over
405
429
304
111
21
395
387
261
92
*
13.52%
14.32%
10.15%
3.71%
0.70%
14.89%
14.59%
9.84%
3.47%
*
* indicates n= less than 10.
3
2. Trust Age Profile - Nursing and Overall Workforce.
The highest age group in the nursing workforce continues to be age band 31-35 years at 6.4%. The
next highest group is age group 26-30 years and 36-40 years comprising 4.94% of the nursing
workforce. The number significantly drops at 56-60 years (2.17%) compared to those working in this
age band across the Trust overall (10.15%).
Age Band
20 or under
No of Staff % Nursing
*
*
21 to 25
100
3.34%
26 to 30
148
4.94%
31 to 35
202
6.74%
36 to 40
148
4.94%
41 to 45
111
3.71%
46 to 50
124
4.14%
108
65
20
*
1026
3.61%
2.17%
0.67%
*
51 to 55
56 to 60
61 to 65
66 and over
Total
* indicates n= less than 10.
4
3. Trust Age Profile - Consultant and Overall Workforce
The highest group for age in the consultant workforce continues to be age band 41-45 years. The
number is significantly higher in age bands 36 to 50 years compared to percentage levels in the
overall workforce. They are then only marginally higher levels from age 51+ compared to the overall
workforce. The youngest age consultants are represented is 31 to 35 years with less than 10 in
number with a similar low representation from 61+ years.
Age Band
No of Staff % Consultants
20 or under
*
*
21 to 25
*
*
26 to 30
*
*
31 to 35
*
*
36 to 40
36
19.15%
41 to 45
45
23.94%
46 to 50
42
22.34%
51 to 55
56 to 60
61 to 65
66 and over
Total
29
21
10
*
188
15.43%
11.17%
5.32%
*
* indicates n= less than 10.
% values for those less than 10 have also been removed.
5
4. Trust Profile by Disability
The total number of staff who discloses they have a disability is 50 staff making up 1.69% of the
workforce. The Trust will enable staff to have access to complete and update their own personal
record in the electronic staff record due to be implemented early 2015 and it is hoped that
improvement in accessibility to personal records may encourage staff to disclose if they have a
disability.
The number of staff declaring themselves as having a disability has marginally increased by 1.67% so
there has been no significant change since the last report.
Disabled
No
Yes
Grand Total
Headcount
%
Nov-14 Dec-12 Nov-14 Dec-12
2945
2624 98.33% 98.46%
50
41
2995
2665
1.67
1.54%
5. Trust Profile by Gender
The Trust profile by gender indicates that the workforce total is comprised predominantly, as
expected, of female employees at 83 %.
6
Gender
Female
Headcount
%
Nov-14 Dec-12 Nov-14 Dec-12
2479
2224 82.77% 83.45%
Male
516
Grand Total
2995
441
17.23% 16.55%
Staff Group by Gender
Staff Group
Female Male Grand Total
Add Prof Scientific and Technic
182
53
235
Additional Clinical Services
348
62
410
Administrative and Clerical
527
102
629
Allied Health Professionals
Estates and Ancillary
Healthcare Scientists
Medical and Dental
132
131
58
113
18
60
30
135
150
191
88
248
Nursing and Midwifery Registered
976
52
1028
Grand Total
2467
512
2979
The below chart shows the majority of females belong to nursing and midwifery staff group followed
by administrative and clerical. The male workforce is predominantly in medical and dental staff
group, and similar to the female workforce, the second highest level in administrative and clerical.
7
Staff Group by Gender
5a. Trust Profile - Gender by AFC Band
A quarter of the overall workforce is female, paid at band 5 with the next highest category at band 6.
Similarly to the previous report, this contrasts with the largest percentage of the overall workforce
group for men, which represents 2.71% at band 2.
8
Headcount
AFC Band
% of Workforce
Female
Male
Total
Female
Male
Band 1
101
*
101
3.80%
*
Band 2
227
72
299
8.54%
2.71%
Band 3
303
45
348
11.40%
1.69%
Band 4
212
25
237
7.98%
0.94%
Band 5
690
47
737
25.97%
1.77%
Band 6
376
66
442
14.15%
2.48%
Band 7
Band 8a
Band 8b
Band 8c
Band 8d
Band 9
247
106
38
14
*
*
51
24
13
*
*
*
298
130
51
14
*
*
9.30%
3.99%
1.43%
0.53%
*
*
1.92%
0.90%
0.49%
*
*
*
Total
2314
343
2657
87.09%
12.91%
* indicates n= less than 10.
5b. Trust Profile - Gender within AFC Band
The profile for gender within Agenda for Change pay band indicates that the overall majority of the
workforce is female within each band, this being the exception at Band 8d and 9 in which the
number of males exceeds the number of females. However, as chart 5a indicates the number in
these bandings are less than 10. This contrasts with the last report where there is an equal number
of males to females at band 8d with females exceeding the number of males at band 9.
9
% Gender within Band
AFC Band
Female
Male
Band 1
93.52%
6.48%
Band 2
75.92%
24.08%
Band 3
87.07%
12.93%
Band 4
89.45%
10.55%
Band 5
93.62%
6.38%
Band 6
85.07%
14.93%
Band 7
Band 8a
Band 8b
Band 8c
Band 8d
Band 9
82.89%
81.54%
74.51%
77.78%
42.86%
16.67%
17.11%
18.46%
25.49%
22.22%
57.14%
83.33%
5c. Trust Profile - Gender within AFC Band 6+
Staff on agenda for change band 6+, the percentage representation of females to males is marginally
higher with 31.5% of females compared to 29.84% of males in higher pay bands.
10
Band 6+
Headcount
Female
781
Male
154
%
83.53% 16.47%
6. Trust Profile - Starters and Leavers by Gender - December 2012 and November 2014.
The below graph indicates that there are more starters (12.55%) than leavers (8.31%) in November
2014. This significantly contrasts to the report of December 2012 where the number of leavers
(13.10%) exceeded the number of starters (5.74%). In November there were more males than
females starting but conversely more males than females leaving.
11
Dec-12
Nov-14
Gender Starters Dec12
Leavers Dec12
Starters Nov14
Leavers Nov14
All Staff Starter Rate Leaver Rate
Male
44
71
96
54
516
18.60%
10.47%
Female
109
278
280
195
2479
11.29%
7.87%
Total
153
349
376
249
2995
12.55%
8.31%
7. Trust Gender Profile – Nursing
The profile by gender in the nursing workforce shows predominantly a female workforce at 94.94%
as expected with only 5.06% being males. This shows that nationally and locally there is a lot of work
to do in promoting the profession to the male gender as it appears that nursing is still regarded
stereotypically as a female profession.
Headcount
%
Gender Dec-12 Nov-14 Dec-12 Nov-14
Female
875
976
94.59% 94.94%
Male
50
52
Total
925
1028
5.41%
5.06%
12
8. Trust Gender Profile – Consultant
The profile by gender in the workforce at consultant level continues to reflect a higher male
representation at 57% males compared to 43% females. This is a slightly lower % differentiation
compared to the 2012 report.
Headcount
%
Gender Dec-12 Nov-14 Dec-12 Nov-14
Female
71
80
41.76% 42.55%
Male
99
108
Total
170
188
58.24% 57.45%
13
9. Trust Profile – Ethnicity Overall
The Trust profile by ethnicity indicates the largest representation is White at 93.66% at 6.34% being
from a black and minority ethnic group.
9a Trust Profile - Ethnicity Groups
The highest ethnic group continues to be Asian with an increase in the Chinese or other ethnic group
number compared to the previous report.
14
9b Workforce Change by Ethnicity (%)
This chart shows that there has been an increase in numbers marginally in the Asian category and
more significantly in the Chinese or other ethnic category by 55.36% since the last report.
Ethnic Group
Mixed
Asian
Black
Chinese or Other
Dec-12
19
86
17
25
Nov-14
15
104
15
56
Diff
-4.00
18.00
-2.00
31.00
% Change
-26.67%
17.31%
-13.33%
55.36%
15
9c Trust Profile - Ethnicity
The second largest representation in the Trust workforce by ethnicity is for Asian or Asian British –
Indian employees with numbers low in other ethnic groups.
Ethnicity L1
Nov-14
Headcount Ethnicity L2
A White - British
B
C White
White -- Irish
Any other White
WHITE
2797
MIXED
*
ASIAN
97
BLACK
10
CHINESE OR
OTHER
TOTAL
47
2951
background
CC White Welsh
CFWhite Greek
CK White Italian
CP White Polish
CX White Mixed
CY White Other European
D Mixed - White & Black Caribbean
E Mixed - White & Black African
F Mixed - White & Asian
G Mixed - Any other mixed
background
GD Mixed - Chinese & White
H Asian or Asian British - Indian
J Asian or Asian British - Pakistani
L Asian or Asian British - Any other
Asian background
LB Asian Punjabi
LE Asian Sri Lankan
LH Asian British
M Black or Black British - Caribbean
N Black or Black British - African
P Black or Black British - Any other
Black background
PE Black Unspecified
R Chinese
S Any Other Ethnic Group
SD Malaysian
SE Other Specified
Undefined
Z Not Stated
TOTAL
Headcount
2705
32
60
*
*
*
*
*
*
*
*
*
*
*
86
11
*
*
*
*
*
10
*
*
*
10
*
*
22
15
2951
* indicates n= less than 10
16
9d. Trust Ethnicity Profile – Comparing by Trust, Local, Regional and National.
This chart shows that Liverpool has a higher than national and regional average of mixed ethnic
groups yet significantly we employ only 0.50% of staff from this group. Even though our highest
ethnic group is Asian we continue to employ fewer than the number expected when comparing
local, regional and national figures by comparison. Liverpool also has a higher than regional average
of black population but the number we employ is again, significantly low. Interestingly, we employ
marginally a higher number of staff from Chinese or other ethnic group compared to local, regional
and national figures.
Ethnicity
White
Mixed
Asian
Black
Chinese or Other
Trust Liverpool North West England
93.66% 88.91%
90.21%
85.42%
0.50%
2.52%
1.57%
2.25%
3.47%
4.16%
6.20%
7.82%
0.50%
1.87%
2.64%
1.77%
1.39%
0.63%
3.48%
1.03%
* indicates n= less than 10
17
10a. Agenda for Change Pay Band 1 to 6 Profiles by Ethnic Group
In pay bands 1 to 4 the workforce representation by ethnicity is White. This contrasts to the
previous report where there was a wider representation across all categories of ethnicity within
these pay bands. Similarly to the previous report, the largest ethnic group is in pay band 5 with a
high representation in “other” and “Asian” ethnic groups. There is also a high number of Asian
ethnic staff in pay band 6.
10b. Agenda for Change Pay Band 7 to 9 Profiles by Ethnic Group
18
White
Mixed
Asian
Black
Other
AfC Band Heads Ethnic Group % Heads Ethnic Group % Heads Ethnic Group % Heads Ethnic Group % Heads Ethnic Group %
Band 1
108
4.17%
0
0.00%
0
0.00%
0
0.00%
0
Band 2
290
11.18%
*
20.00%
*
7.14%
*
30.00%
*
3.85%
Band 3
341
13.15%
0
0.00%
*
7.14%
0
0.00%
*
15.38%
Band 4
Band 5
234
699
9.02%
26.96%
0
*
0.00%
50.00%
*
20
2.38%
47.62%
*
*
10.00%
30.00%
*
10
3.85%
38.46%
Band 6
426
16.43%
*
20.00%
10
23.81%
*
20.00%
*
7.69%
Band 7
289
11.15%
*
10.00%
*
7.14%
*
10.00%
*
15.38%
Band 8a
124
4.78%
0
0.00%
*
4.76%
0
0.00%
*
15.38%
Band 8b
Band 8c
51
18
1.97%
0.69%
0
0
0.00%
0.00%
0
0
0.00%
0.00%
0
0
0.00%
0.00%
0
0
0.00%
0.00%
Band 8d
*
0.27%
0
0.00%
0
0.00%
0
0.00%
0
0.00%
Band 9
*
0.23%
0
0.00%
0
0.00%
0
0.00%
0
0.00%
Total
2593
10
42
10
0.00%
26
* indicates n= less than 10
19
11a. Trust Ethnicity Profile by Staff Group
11b. Trust Ethnicity Profile by Staff Group
The majority of white staff is in the nursing staff group with a high number of staff from Asian ethnic
origin belonging to the medical and dental staff group (62) and a smaller number in the nursing staff
group (24). There is also a smaller number of staff from the Chinese or other ethnicity belonging to
the medical and dental staff group (21) and nursing staff group (12).
20
Add Prof
Scientific
and Technic
Additional
Clinical
Services
WHITE
221
403
609
148
MIXED
*
*
*
*
ASIAN
*
*
*
BLACK
*
*
*
CHINESE OR OTHER
*
*
221
403
Ethnic Origin
TOTAL
Administrativ
Allied Health Estates and
e and
Professionals Ancillary
Clerical
Nursing and
Midwifery Grand Total
Registered
Healthcare
Scientists
Medical and
Dental
188
83
156
987
2795
*
*
*
*
*
*
*
*
62
24
86
*
*
*
*
*
*
10
*
*
*
21
12
43
619
148
188
83
239
1023
2924
* indicates n= less than 10
12. Trust Ethnicity Profile – Consultants
This chart indicates that the consultant workforce is predominantly of white ethnicity (67%) with
consultants of Asian ethnicity making up 26% and Chinese or other at 7%. There has been a small
similar increase in the number of consultants since the last report across these ethnic groups.
Headcount
Ethnic Origin
WHITE
MIXED
ASIAN
BLACK
CHINESE OR OTHER
TOTAL
%
Dec-12 Nov-14 Dec-12 Nov-14
114
121
67.06%
67.22%
*
39
*
11
*
46
*
13
*
22.94%
*
6.47%
*
25.56%
*
7.22%
170
180
* indicates n= less than 10
21
13. Trust Ethnicity Profile – Nursing
The Trust profile for ethnicity in the nursing workforce is 96% white ethnicity with 2% from Asian
ethnicity and 1% from Chinese ethnicity. There is very few nursing staff from a black ethnic origin
which is surprising in consideration of the local demographic in Liverpool with a 2.64% population
being of black ethnic origin. These figures have not changed significantly since the previous report.
Ethnic Origin
WHITE
MIXED
ASIAN
BLACK
CHINESE OR OTHER
Grand Total
Headcount Headcount
Dec 12
Nov 14
% Dec 12
% Nov 14
892
*
987
*
96.09%
*
96.48%
22
*
*
24
*
12
2.63%
*
*
2.35%
925
1023
1.17%
* indicates n= less than 10
22
14. Trust Profile - New Starter Ethnicity December 13 to November 14
The Trust profile for ethnicity by new starters shows that the largest group represented by ethnicity
is White at 83%. Figures for new starters of Asian ethnicity are similar to the last report with the
greatest comparison being an increase in Chinese or other category from 1% to 9%.
Ethnic Origin
WHITE
MIXED
ASIAN
BLACK
CHINESE OR OTHER
TOTAL
Dec-12
% of Starters Headcount
87.58%
134
*
*
7.84%
12
*
*
*
*
146
Nov-14
% of Starters Headcount
81.65%
307
*
*
7.71%
29
*
9.31%
*
35
371
* indicates n= less than 10
% values for those less than 10 have also been removed to prevent identification.
23
15. Trust Profile - Leavers Ethnicity December 13 to November 14
The profile by ethnicity for employees leaving the Trust indicates the highest number is from a White
ethnic origin, representing 89%. The number of staff leaving from Chinese or other ethnic category
is significantly less than those starting whereas the difference is only marginally fewer leaving
compared to starters for the Asian ethnic category. In the previous report there were more leavers
(2%) than starters (1%) in the Chinese or other ethnic category by comparison.
Ethnic Origin
WHITE
MIXED
ASIAN
BLACK
CHINESE OR OTHER
TOTAL
Dec-12
% of Leavers Headcount
89.68%
313
*
*
5.44%
19
*
*
*
*
332
Nov-14
% of Leavers Headcount
87.11%
223
*
*
6.64%
17
*
4.30%
*
11
251
* indicates n= less than 10
% values for those less than 10 have also been removed to prevent identification.
24
16. Trust Profile - Religious Belief
The largest religious group is categorised as undefined at 49% of the workforce. This category is
ambiguous as it may indicate that staff considers themselves as having no religion or belief (which is
the highest category for patients defined as “None”). There are fewer who have stated undefined
compared to the last report with more reporting Christianity (36% from 26%) or that they do not
wish to disclose their religion and belief. The gap between staff disclosing their religion as undefined
compared to Christianity has significantly decreased since the last report.
Nov-14
Religious Belief
Atheism
% of Workforce
Headcount % of Workforce
Dec-12
Nov-14
140
4.70%
3.11%
4.70%
Buddhism
*
*
*
*
Christianity
Hinduism
1081
25
36.32%
0.84%
25.93%
0.38%
36.32%
0.84%
I do not wish to disclose my religion/belief
164
5.51%
2.55%
5.51%
16
0.54%
*
0.54%
*
*
*
*
92
3.09%
2.03%
3.09%
*
*
*
*
1458
2976
48.99%
65.44%
48.99%
Islam
Judaism
Other
Sikhism
Undefined
Grand Total
* indicates n= less than 10
% values for those less than 10 have also been removed to prevent identification.
25
17. Trust Profile - Sexual Orientation
Similarly to religion and belief, there is an increase in staff stating that they do not wish to disclose
their sexual orientation compared to the last report. There is a significant increase in staff numbers
disclosing they are heterosexual with a slight increase in staff disclosing that they are gay or lesbian.
The gap between staff disclosing their sexual orientation as undefined compared to heterosexual has
significantly decreased since the last report.
Sexual Orientation
Dec-12 Nov-14
Bisexual
*
*
Gay
*
15
859
1380
45
10
127
12
1742
2656
1458
2992
Heterosexual
I do not wish to disclose my sexual orientation
Lesbian
Undefined
Grand Total
* indicates n= less than 10
26
18. Trust Profile - Flexible Working
The profile for flexible working shows that 55% of staff works full time with 45% of staff working part
time with similar figures to the previous report. This may be because 83% of the workforce is female
with the majority having primary responsibility for childcare, therefore requiring more flexible
working arrangements to support this.
Headcount
Staff Type
% of Workforce
Dec-12 Nov-14 Dec-12 Nov-14
Full Time
1488
1653
55.83% 55.19%
Part Time
1177
1342
44.17% 44.81%
Grand Total
2665
2995
27
18a. Trust Profile - Flexible Working by Gender
These figures show that there is almost an equal split of female staff working part time 42%
compared to full time 41%. In comparison there is only a minority of male staff working part time
2% compared to full time 15%. These figures are similar to the last report.
Headcount
Dec-12
Employee Category Female
Full Time
1107
Part Time
Grand Total
% Within Gender
Nov-14
Male
Female
381
1215
1117
60
2224
441
Dec-12
Male
Female
Male
Nov-14
Female
Male
438
41.54%
14.30%
40.57%
14.62%
1264
78
41.91%
2.25%
42.20%
2.60%
2479
516
Training Data:
There is no data currently available relating to accessibility to training by age, gender, ethnicity,
disability, sexual orientation and religion and belief. Hopefully, the recent new and improved
functionality of the training records system (OLM) will be able to support the production of this data
in the next report.
28
Employee Relations Data by Ethnicity, Gender and Age
There have been no new grievances between 1st January and 30th November. There is also too few
staff involved in these procedures to make any useful analysis.
Ethnicity:
Overall, the majority of employee relations cases are disciplinary with 14 cases being reported and 6
bullying and harassment procedures. The majority of staff involved in these cases is of White British
Ethnic Origin which is the ethnic group for the majority of staff.
Gender:
When looking at the gender data the majority who are involved in bullying and harassment
procedures are males with the highest levels for disciplinary procedures being females.
No of Cases
Trust Profile - ER Casework by Gender
Jan 2014 to Nov 2014
10
9
8
7
6
5
4
3
2
1
0
Male
Female
B&H
Disciplinary
Grievance
29
Age:
This data is interesting but involves too few staff for useful analysis. The majority of staff involved in
employee relations cases is aged between 41-45 years involved in disciplinary procedures.
No of Cases
Trust Profile - ER Casework by Age
4.5
4
3.5
3
2.5
2
1.5
1
0.5
0
B&H
Disciplinary
Grievance
Age Band
30
Key Findings:
Age:
The most significant change since 2012 is an increase in staff in age band 21-25 years from 4.90% in
the 2012 report to 7.01% of the workforce.
The highest age group in the nursing workforce continues to be age band 31-35 years at 6.4%.
The highest group for age in the consultant workforce continues to be age band 41-45 years.
Gender:
The Trust profile by gender indicates that the workforce total is comprised predominantly, as
expected, of female employees at 83 %.
The majority of females belong to nursing and midwifery staff group followed by administrative and
clerical. The male workforce is predominantly in medical and dental staff group, and similar to the
female workforce, the second highest level in administrative and clerical.
A quarter of the overall workforce is female, paid at band 5 with the next highest category at band 6.
Similarly to the previous report, this contrasts with the largest percentage of the overall workforce
group for men, which represents 2.71% at band 2.
The profile for gender within Agenda for Change pay band indicates that the overall majority of the
workforce is female within each band, this being the exception at Band 8d and 9 in which the
number of males exceeds the number of females. However, staff on agenda for change band 6+, the
percentage representation of females to males is marginally higher with 31.5% of females compared
to 29.84% of males in higher pay bands.
The profile by gender in the nursing workforce shows predominantly a female workforce at 94.94%
as expected with only 5.06% being males. This shows that nationally and locally there is a lot of work
to do in promoting the profession to the male gender as it appears that nursing is still regarded
stereotypically as a female profession.
Ethnicity:
The Trust profile by ethnicity indicates the largest representation is White British at 93.66% at 6.34%
being from a black and minority ethnic group.
There has been an increase in numbers marginally in the Asian ethnic category and more
significantly in the Chinese or other ethnic category by 55.36% since the last report.
The second largest representation in the Trust workforce by ethnicity is for Asian or Asian British –
Indian employees with numbers low in other ethnic groups. There is an increase in the Chinese or
other ethnic group number compared to the previous report.
The data suggests that Liverpool has a higher than national and regional average of mixed ethnic
groups yet significantly we employ only 0.50% of staff from this group. Even though our highest
ethnic group other than White British is Asian we continue to employ fewer than the number
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expected when comparing local, regional and national figures. Liverpool also has a higher than
regional average of black population but the number we employ is again, significantly low.
Interestingly, we employ marginally a higher number of staff from Chinese or other ethnic group
compared to local, regional and national figures.
In pay bands 1 to 4 the workforce representation by ethnicity is White British. This contrasts to the
previous report where there was a wider representation across all categories of ethnicity within
these pay bands. Similarly to the previous report, the largest ethnic group is in pay band 5 with a
high representation in “other” and “Asian” ethnic groups. There is also a high number of Asian
ethnic staff in pay band 6.
The majority of White British staff is in the nursing staff group with a high number of staff from Asian
ethnic origin belonging to the medical and dental staff group (62) and a smaller number in the
nursing staff group (24). There is also a smaller number of staff from the Chinese or other ethnicity
belonging to the medical and dental staff group (21) and nursing staff group (12).
The data suggests that the consultant workforce is predominantly of British White ethnicity (67%)
with consultants of Asian ethnicity making up 26% and Chinese or other at 7%. There has been a
small similar increase in the number of consultants since the last report across these ethnic groups.
The Trust profile for ethnicity in the nursing workforce is 96% White British ethnicity with 2% from
Asian ethnicity and 1% from Chinese ethnicity. There is very few nursing staff from a black ethnic
origin which is surprising in consideration of the local demographic in Liverpool with a 2.64%
population being of black ethnic origin.
Disability:
The total number of staff who discloses they have a disability is 50 staff making up 1.69% of the
workforce. The Trust will enable staff to have access to complete and update their own personal
record in the electronic staff record due to be implemented early 2015 and it is hoped that
improvement in accessibility to personal records may encourage staff to disclose if they have a
disability.
Religion and Belief:
The largest religious group is categorised as undefined at 49% of the workforce. This category is
ambiguous as it may indicate that staff considers themselves as having no religion or belief (which is
the highest category for patients defined as “None”). There are fewer who have stated undefined
compared to the last report with more reporting Christianity (36% from 26%) or that they “do not
wish to disclose” their religion and belief. The gap between staff disclosing their religion as
undefined compared to Christianity has significantly decreased since the last report.
Sexual Orientation:
Similarly to religion and belief, there is an increase in staff stating that they “do not wish to disclose”
their sexual orientation compared to the last report. There is a significant increase in staff numbers
disclosing they are heterosexual with a slight increase in staff disclosing that they are gay or lesbian.
The gap between staff disclosing their sexual orientation as undefined compared to heterosexual has
significantly decreased since the last report.
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Flexible Working:
The profile for flexible working shows that 55% of staff works full time with 45% of staff working part
time with similar figures to the previous report. This may be because 83% of the workforce is female
with the majority having primary responsibility for childcare, therefore requiring more flexible
working arrangements to support this.
These figures show that there is almost an equal split of female staff working part time 42%
compared to full time 41%. In comparison there is only a minority of male staff working part time
2% compared to full time 15%. These figures are similar to the last report.
Employee Relations:
Numbers are so few that there is nothing meaningful that can be drawn from the data. However, the
next report will be based on a two year rolling average of the current year and previous year for the
protected characteristics we are able to report on. This will also enable us to comply with metric 3
of the Workforce Race Equality Standard (WRES). Equality Analysis data will also be reviewed and
included in the next report that should help enrich the information we have available.
Training:
There is currently no training data available and this will be an action for the next report.
Recruitment:
There is currently no recruitment data available and this will be an action for the next report. This
data is also necessary to comply with metric 2 of the Workforce Race Equality Standard (WRES).
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Priorities for 2015
To use the data to align with the deliverables and actions of the people strategy 2012-17
To increase the numbers of staff willing to disclose if they have a disability or long term health
condition and to define their religion and belief and sexual orientation (although disclosure in
relation to the latter two categories has improved since the last report). This will hopefully be
supported by the implementation early 2015 of the self-service provision of the electronic staff
record (ESR) including other initiatives to make staff feel more confident to do so.
The objectives within the Equality Delivery System requires that an Equal Pay Audit be carried out
that may help inform if there is a relationship between the protected characteristics and pay. Some
data in relation to pay is available in this report in relation to gender and ethnicity on p8 and p18. In
relation to p18 this also supports metric 1 of the Workforce Race Equality Standard (WRES).
Employee relations data will cover a longer period of time and include Equality Analysis information
to make it more meaningful in the next report.
To produce training data in the next report to enable the Trust to measure the accessibility to
training by the protected characteristics. The learning management system (OLM) has very recently
been updated so that this information is not currently available.
To review our recruitment process and how we can encourage more ethnic groups particularly of
black ethnic origin to apply for jobs in the Trust.
To produce recruitment data in the next report to enable the Trust to measure the success rate of
those shortlisted and gaining employment at the Trust by the protected characteristics. We have
recently changed service providers for recruitment and should be able to provide this data in the
next report. This will also be necessary to comply with metric 2 of the Workforce Race Equality
Standard (WRES).
To ensure that the data provides information required by workforce metrics 1-3 of the Workforce
Race Equality Standard (WRES). Some of the data for metric 1 and 3 is already available in this
report.
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