Sikhism 10 0.3% 0 0.0% Not Disclosed 662 22.2% 9 1.4% TOTAL 2981 100.0% 27 0.9% Gender The analysis below shows that although the largest number of disciplinaries involve female staff, however the data shows that male staff are more likely to be involved in disciplinary procedures which is consistent with the 2014/2015 data. Figure 43: Percentage of staff disciplined by gender Gender Number of Staff In post as at 30th September 2016 Disciplinaries Number % of all Disciplinaries % of Staff In post Female 2788 22 81.5% 0.8% Male 193 5 18.5% 2.6% Trust Total 2981 27 100.0% 0.9% Sexual Orientation Figure 44: Percentage of staff disciplined sexual orientation Sexual Orientation Number of Staff In post as at 30th September 2016 % of Staff In post No of Disciplinary Cases % of Staff with Cases Bisexual 9 0.3% 0 0.0% Gay 11 0.4% 1 9.1% Heterosexual 2358 79.1% 14 0.6% Lesbian 3 0.1% 0 0.0% Not Disclosed 600 20.1% 12 2.0% TOTAL 2981 100.0% 27 0.9% There were no disciplinary cases involving bisexual or lesbian members of staff and this is consistent with the 2015 data.
Table 1: WRES indicators Percentage of BME staff in Bands 8-9, VSM* (including executive Board members and senior medical staff) compared with the percentage of BME staff in the overall workforce. Relative likelihood of BME staff being appointed from shortlisting compared to that of White staff being appointed from shortlisting across all posts. Relative likelihood of BME staff entering the formal disciplinary process, compared to that of White staff entering the formal disciplinary process, as measured by entry into a formal disciplinary investigation. Relative likelihood of BME staff accessing non mandatory training and CPD compared to white staff KF 18. Percentage of staff experiencing harassment, bullying or abuse from patients, relatives or the public in last 12 months KF 19. Percentage of staff experiencing harassment, bullying or abuse from staff in last 12 months KF 27. Percentage believing that trust provides equal opportunities for career progression or promotion Q23. In the last 12 months have you personally experienced discrimination at work from any of the following? b) Manager/team leader or other colleagues Boards are expected to be broadly representative of the population they serve. ED priority areas for improvement 2016-17 The Trust’s Joint Negotiating Committee and newly established Equality & Community Engagement Forum helped determine ED priorities for 2016-17 informed by the EDS2, PSED, WRES & Staff Survey. Extending engagement with under-represented groups is a key focus to identify root causes and potential solutions to address the less positive staff survey & PSED results. 7 ED work-streams agreed are summarised in Table 2 Table 2: Priority ED Work-streams Based on PSED & Staff Survey Findings Strategic Work streams Intended outcomes Core principles Aims 1).To investigate recruitment conversion rates and develop appropriate actions A wide range of candidates are successful at securing employment at all levels of the organisation Map activity Approach Driven by staff needs Evidence-based Culture of continuous improvement Strong collaborative working, based on aligned objectives & Equitable
mutual trust Embeds our Trust values Member Engagement Representative & inclusive Staff led multicultural network Staff Side participation Themes and projects led by members 2).To investigate the over of BME groups in disciplinary cases to understand the cause Staff of all backgrounds experience the organisation as a fair Effective systems in place to analyse and improve workforce policies and procedures in relation to their impact on staff equality and diversity Effective 3).To increase staff and managers’ awareness of disability and the duty to make reasonable adjustments Staff feel supported and safe in the employment environment and able to challenge discriminatory / unacceptable behaviour Transparent 4).To increase employment of people with learning disabilities Promote work-experience & A wide range of candidates are successful at securing employment at all levels of the organisation. Inclusive 5). To improve the collection & recording of equality data for patients Consistent equality data held for patients with protected characteristics 6). To enhance the experience of patients, with disabilities with the provision of personalised and accessible information Patients and communities are effectively accessing services, taking into account barriers that historically hinder equality of access Individual people’s health needs are assessed and met in appropriate and effective ways