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Contact: Ricky Somal, Equality and Diversity Manager, ricky.somal@porthosp.nhs.uk

2014 Workforce Diversity ScorecardPublic Sector Equality Duty (PSED)

Equality and diversity at Portsmouth Hospitals NHS Trust is not just about responding to our legal and regulatory requirements but as an opportunity for innovation and growth.

The Equality Act 2010 and Public Sector Equality Duty are legal requirements to ensure we provide services that are personal, fair and diverse to our patients and staff. This includes demonstrating due regard to the protected characteristics of age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex and sexual orientation.

Supporting individual differences helps every employee reach their own potential and contributes to the delivery of the Trust’s strategic objectives;

To do this we need to have an in-depth understanding of the effect of our workplace cultures, policies, practices and procedures on our staff. Collating and analysing data on our staff by protected characteristics (Diversity Scorecard) provides a good starting point to develop this understanding. It provides us with a robust evidence base to identify any differences in outcomes for different staff groups.

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2014 Workforce Diversity ScorecardPublic Sector Equality Duty (PSED)

1. About this report

We have published this report because, under the Equality Act 2010, we have a duty to "publish information relating to persons who share a relevant protected characteristic who are its employees.

We also have a duty to "publish information relating to persons who share a relevant protected characteristic who are other persons affected by its policies and practices.

1. Equality Act 2010 (Specific Duties) Regulations 2011, para 2(4)a. 2. Equality Act 2010 (Specific Duties) Regulations 2011, para 2(4)b.

The public sector equality duty, which came into force on 5 April 2011, was created by the Equality Act 2010 in order to harmonise the race, disability and gender equality duties and extend protection to the new protected characteristics of age, sex, gender re-assignment, pregnancy and maternity, religion or belief and sexual orientation. There is now a requirement for public bodies to publish:

• Equality objectives, at least every four years; and • Equality information to demonstrate their compliance with the equality duty, at least annually,

and initially by 31 January 2012.

Our workforce data will form part of the equality information we will collate, monitor and publish to help us meet our responsibilities under the new duty and ensure equality considerations are reflected in our employment practices and policies.

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2. Analysis of our workforce monitoring data

Equality and Diversity is a cultural change programme in our organisation and our workforce diversity is measured through our Diversity Scorecard. This tracks both quantitative and qualitative metrics to ensure we are recruiting, developing and retaining a highly skilled diverse workforce.

Our workforce reporting for the year 2014 is structured across the following key aims:• Inclusive leadership at all levels• A representative and diverse workforce across all levels• An inclusive workplace culture and environment

2.1 Inclusive leadership at all levels

Diversity management requires leadership and a sustained, systematic approach. We are committed to continuing to build the capabilities of our managers so that they can champion our leadership commitment to diversity.

What we will do:• Equality and Diversity training available for all staff.• Strengthening our governance and reporting arrangements for equality and diversity.

2.2 Representative workforce across all levels

We benefit from the creativity and skills of all our staff and it is important that this diversity is present across all levels of the organisation. It enables us to tap into a broad spectrum of experience and ideas that comes as being part of a diverse team.

What we will do:• Embed the Equality Standard to empower, engage and support our staff.• Monitor the diversity of our workforce through our Diversity Scorecard.

2.3 An inclusive workplace culture and environment

We have developed a set of Equality Standards that will aim to embed equality and diversity throughout the organisation and continue to identify innovative ways to promote an inclusive workplace culture for all our staff.

What we will do:• Promote our values and associated behaviours• Continue to develop better engagement and communication with our staff groups.

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3. Diversity Scorecard – Our progress at a glance

Workforce Equality information for Portsmouth Hospitals NHS Trust

The Workforce Diversity Scorecard is based on all substantive staff as at 31st December 2014

Protected Characteristics

2013 2014

Age Up to 19: 0.81%

20-39: 40.6%

40-59: 53.20%

60 and above: 5.39%

Up to 19: 0.97%

20-39: 42.08%

40-59: 51.56%

60 and above: 5.39%

Disability Yes: 2.66% Yes: 3.15%

Marriage and Civil Partnership

Not available at present time Married: 54.53%

Single: 33.46%

Divorced: 7.08%

Legally Separated: 1.16%

Civil partnership: 0.91%

Widowed: 0.71%

Unknown: 2.25%

Pregnancy and Maternity

Not available at present time Not available at present time

Race White British: 92.04%

BME: 6.7%

Not stated: 1.27%

White British: 82.45%

BME: 16.38%

Not stated: 1.16%

Religion Christian: 40.20%

Not stated: 42.15%

Atheist: 7.02%

Other: 8.05%

Other Specified Religions total: 2.24%

Christian: 42.23%

Not stated: 37.7%

Atheist: 8.71%

Other: 8.59%

Other Specified Religions total: 2.24%

Sex Female: 80.97%

Male: 19.03%

Female: 81.3%

Male: 18.97%

Sexual Orientation

Not available at present time Heterosexual: 63.27%

Gay: 0.46%

Lesbian: 0.32%

Bisexual: 0.47%

Not disclosed: 8.36%

Undefined: 27.12%

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4. Workforce profile

At 31 December 2014 the workforce profile of staff within Portsmouth Hospitals NHS Trust:

(City Statistics: 2011 Census)

4.1 Age

Key Actions:

•As part of our EDS strategy ‘Everyone Counts’ 2014/17 we will undertake a review of this data set to identify any trends or themes. The Workforce Diversity Scorecard will be presented at the Trust Equality Impact Group (EIG) in June 2015.

% Age Profile of PHT - 2014 Up to 19 20-29 30-39 40-49 50-59 60-70 Over 70City 25.0 19.0 14.0 14.0 11.0 9.0 8.0Workforce 1.0 20.4 21.7 26.9 24.7 5.4 0.0Applications Received 2.8 39.8 23.4 18.8 13.4 1.8 0.0Interviewed 2.7 36.6 25.4 20.3 13.6 1.4 0.0Appointed 1.4 29.5 27.1 24.3 15.7 2.0 0.0Subject to Bullying and Harassment

0.0 0.0 44.4 33.3 11.1 11.1 0.0

Subject to Grievance 0.0 0.0 9.1 27.3 63.6 0.0 0.0Subject to Disciplinary 0.0 19.2 32.7 9.6 32.7 5.8 0.0Sickness Absence 0.6 15.1 18.3 27.1 32.3 6.7 0.0Leavers 4.0 30.0 26.6 13.9 15.8 8.7 1.0Medical and Dental 0.0 25.8 33.0 22.8 15.6 2.8 0.0Band 1 34.9 48.5 7.6 4.6 3.0 1.5 0.0Band 2 2.3 20.7 15.8 22.8 28.8 9.6 0.1Band 3 0.7 14.3 15.0 23.6 36.2 10.2 0.0Band 4 1.1 18.3 19.4 23.8 30.4 7.0 0.0Band 5 0.0 28.6 23.5 27.6 16.9 3.5 0.0Band 6 0.0 15.2 24.8 31.7 24.4 3.8 0.0Band 7 0.0 7.1 17.0 38.4 35.0 2.4 0.2Band 8a 0.0 3.9 25.3 31.2 38.3 1.3 0.0Band 8b 0.0 0.0 26.2 34.4 37.7 1.7 0.0Band 8c 0.0 0.0 16.7 47.6 31.0 4.8 0.0Band 8d 0.0 0.0 0.0 40.0 53.3 6.7 0.0Band 9 0.0 0.0 0.0 38.5 53.9 7.7 0.0

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4.2 Disability

Key Actions:

• As part of our EDS strategy ‘Everyone Counts’ 2014/17 we will undertake a review of this data set to identify any trends or themes. The Workforce Diversity Scorecard will be presented at the Trust Equality Impact Group (EIG) in June 2015

% Disability Profile of PHT - 2014 All

city

Workforce 3.15Applications Received 4.1Interviewed 3.6Appointed 2.9Subject to Bullying and Harassment 0.0Subject to Grievance 0.0Subject to Disciplinary 1.9Sickness Absence 3.2Leavers 3.6Medical and Dental 3.3Band 1 9.1Band 2 4.0Band 3 2.6Band 4 1.5Band 5 3.3Band 6 2.3Band 7 1.8Band 8a 4.6Band 8b 3.3Band 8c 0.0Band 8d 0.0Band 9 0.0

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4.3 Sex

Key Actions:

• As part of our EDS strategy ‘Everyone Counts’ 2014/17 we will undertake a review of this data set to identify any trends or themes. The Workforce Diversity Scorecard will be presented at the Trust Equality Impact Group (EIG) in June 2015

% Gender profile of PHT - 2014 Female MaleCity 49.0 51.0Workforce 81.0 19.0Applications Received 73.3 26.4Interviewed 76.1 23.7Appointed 70.0 30.0Subject to Bullying and Harassment 66.7 33.3Subject to Grievance 100.0 0.0Subject to Disciplinary 78.9 21.2Sickness Absence 88.7 11.3Leavers 24.8 75.2Medical and Dental 48.2 51.8Band 1 74.2 25.8Band 2 88.1 11.9Band 3 89.4 10.6Band 4 84.6 15.4Band 5 87.0 13.0Band 6 87.0 13.0Band 7 83.6 16.4Band 8a 74.0 26.0Band 8b 70.5 29.5Band 8c 59.5 40.5Band 8d 60.0 40.0Band 9 23.1 76.9

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4.4 Race

Key Actions:

• As part of our EDS strategy ‘Everyone Counts’ 2014/17 we will undertake a review of this data set to identify any trends or themes. The Workforce Diversity Scorecard will be presented at the Trust Equality Impact Group (EIG) in June 2015.

% Ethnicity profile of PHT - 2014

WhiteWhite Other

Mixed Race

Asian or Asian British

Black or Black British

Chinese or other ethnic group

Not stated

City 84.0 4.3 2.7 6.1 1.8 1.1 0.0Workforce 82.45 4.78 0.99 7.33 1.57 1.71 1.2Applications Received

65.8 9.2 1.8 13.3 5.6 2.6 1.7

Interviewed 68.7 8.9 1.7 12.1 4.7 2.4 1.5Appointed 77.1 10.0 4.2 5.8 0.0 1.4 1.5Subject to Bullying and Harassment

77.8 11.1 0.0 11.1 0.0 0.0 0.0

Subject to Grievance

72.7 0.0 0.0 9.1 0.0 9.1 9.1

Subject to Disciplinary

86.5 3.9 3.9 1.9 1.9 1.9 0.0

Sickness Absence

84.7 2.6 0.7 7.6 1.8 1.3 1.4

Leavers 80.2 4.8 2.3 7.4 1.9 2.1 1.4Medical and Dental

63.0 9.3 2.8 17.1 1.3 3.8 2.7

Band 1 100.0 0.0 0.0 0.0 0.0 0.0 0.0Band 2 90.8 1.8 0.5 2.8 1.3 1.6 1.1Band 3 95.0 0.9 0.9 1.7 0.4 0.0 1.1Band 4 90.1 4.8 0.7 2.2 0.7 0.0 1.5Band 5 68.4 9.8 1.1 14.2 3.6 2.1 0.8Band 6 86.7 5.4 0.7 3.9 0.9 1.7 0.8Band 7 94.1 2.6 0.2 0.8 0.2 0.8 1.2Band 8a 92.9 2.6 0.0 3.3 0.0 0.0 1.3Band 8b 95.1 3.3 0.0 1.6 0.0 0.0 0.0Band 8c 97.6 2.4 0.0 0.0 0.0 0.0 0.0Band 8d 93.3 6.7 0.0 0.0 0.0 0.0 0.0Band 9 92.3 7.7 0.0 0.0 0.0 0.0 0.0

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4.5 Religion or Belief

Key Actions:

• As part of our EDS strategy ‘Everyone Counts’ 2014/17 we will undertake a review of this data set to identify any trends or themes. The Workforce Diversity Scorecard will be presented at the Trust Equality Impact Group (EIG) in June 2015.

% Religious profile of PHT - 2014

Atheist Buddhist Christian Hindu Jewish Muslim Sikh Other Not Stated

City 35.0 0.6 52.2 0.6 0.1 3.5 0.2 0.5 7.3Workforce 8.7 0.4 42.2 1.2 0.0 0.9 0.2 8.6 37.7Applications Received

16.4 1.0 47.3 3.1 0.1 7.6 0.3 11.7 12.5

Interviewed 16.9 0.9 51.5 3.3 0.1 4.0 0.4 11.2 11.7Appointed 10.0 0.0 60.0 4.3 0.0 2.9 0.0 11.4 11.4Subject to Bullying and Harassment

11.1 0.0 0.0 0.0 0.0 0.0 0.0 77.8 11.1

Subject to Grievance

0.0 0.0 45.5 9.1 0.0 0.0 0.0 36.4 9.1

Subject to Disciplinary

11.5 0.0 42.3 0.0 0.0 0.0 0.0 28.9 17.3

Sickness Absence 6.6 0.2 38.6 0.8 0.0 0.5 0.0 9.4 43.9Leavers 12.3 0.6 43.2 2.8 0.1 2.0 0.4 9.2 29.3Medical and Dental9.3 1.6 37.2 6.5 0.1 4.2 1.1 28.7 11.4Band 1 36.4 0.0 27.3 0.0 0.0 0.0 0.0 19.7 16.7Band 2 8.5 0.4 45.0 0.2 0.0 0.4 0.1 33.1 12.3Band 3 6.9 0.0 42.5 0.0 0.0 0.0 0.2 40.1 10.2Band 4 8.8 0.4 38.5 0.4 0.0 0.4 0.0 39.2 12.5Band 5 9.8 0.4 45.2 0.5 0.0 0.4 0.1 34.9 8.7Band 6 7.2 0.1 43.6 0.7 0.0 0.5 0.0 39.3 8.7Band 7 6.5 0.0 38.8 0.0 0.0 0.4 0.0 42.0 12.3Band 8a 9.1 0.0 31.8 0.7 0.0 0.7 0.7 40.9 16.2Band 8b 4.9 0.0 31.2 0.0 0.0 1.6 0.0 49.2 13.1Band 8c 7.1 0.0 31.0 0.0 0.0 0.0 0.0 54.8 7.1Band 8d 0.0 0.0 53.3 0.0 6.7 0.0 0.0 26.7 13.3Band 9 7.7 0.0 46.2 0.0 0.0 0.0 0.0 38.5 7.7

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4.6 Marriage and Civil Partnership

% Marital Status profile of PHT - 2014

Single Married DivorcedLegally Separated

WidowedCivil Partnership

UnknownNot stated

City 43.5 36.9 10.3 2.9 6.1 0.3 0.0 0.0Workforce 33.5 54.4 7.1 1.2 0.7 0.9 2.2 0.0Applications Received

42.2 28.3 5.3 0.9 0.3 1.4 0.0 21.6

Interviewed 41.3 33.8 4.8 1.1 0.3 1.7 0.0 17.0Appointed 17.1 18.6 0.0 0.0 0.0 0.0 0.0 64.3Subject to Bullying and Harassment

22.2 55.6 11.1 0.0 0.0 0.0 11.1 0.0

Subject to Grievance 18.2 81.8 0.0 0.0 0.0 0.0 0.0 0.0Subject to Disciplinary

50.0 42.3 5.8 0.0 0.0 1.9 0.0 0.0

Sickness Absence 29.0 53.7 11.4 2.3 0.5 1.0 2.0 0.0Leavers 42.3 46.4 5.2 1.1 1.1 0.7 3.2 0.1Medical and Dental 38.7 55.6 1.2 0.4 0.0 0.8 3.2 0.0Band 1 80.3 10.6 3.0 0.0 0.0 0.0 6.1 0.0Band 2 32.7 50.0 10.9 2.0 1.1 1.3 2.0 0.1Band 3 29.5 54.0 11.9 1.7 0.4 1.3 0.9 0.2Band 4 34.4 53.9 7.0 0.4 1.1 0.7 2.6 0.0Band 5 38.9 50.4 5.3 1.2 0.8 0.9 2.7 0.0Band 6 28.4 60.3 7.2 1.0 0.7 0.6 1.8 0.1Band 7 23.2 67.1 6.3 0.8 0.6 0.4 1.6 0.0Band 8a 18.8 67.5 9.1 0.7 0.7 1.3 2.0 0.0Band 8b 27.9 63.9 4.9 0.0 1.6 0.0 1.6 0.0Band 8c 23.8 61.9 11.9 0.0 0.0 2.4 0.0 0.0Band 8d 6.7 86.7 0.0 0.0 0.0 6.7 0.0 0.0Band 9 7.7 76.9 15.4 0.0 0.0 0.0 0.0 0.0

Key Actions:

•As part of our EDS strategy ‘Everyone Counts’ 2014/17 we will undertake a review of this data set to identify any trends or themes. The Workforce Diversity Scorecard will be presented at the Trust Equality Impact Group (EIG) in June 2015.

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4.7 Sexual Orientation

% Sexual Orientation profile of PHT - 2014

Bisexual Gay Lesbian HeterosexualDo not wish to disclose

Not stated

CityWorkforce 0.5 0.5 0.3 63.3 8.4 27.1Applications Received 1.3 1.1 0.6 89.8 7.2 0.0Interviewed 1.2 0.9 0.7 90.3 6.9 0.0Appointed 1.4 1.4 0.0 94.3 2.9 0.0Subject to Bullying and Harassment

0.0 0.0 0.0 22.2 0.0 77.8

Subject to Grievance 0.0 0.0 0.0 54.6 18.2 27.3Subject to Disciplinary 0.0 0.0 0.0 67.3 7.7 25.0Sickness Absence 0.4 0.4 0.4 57.5 7.5 33.7Leavers 0.4 0.7 0.7 71.8 10.2 16.2Medical and Dental 0.2 0.6 0.2 68.1 10.6 20.4Band 1 1.5 4.6 3.0 77.3 12.1 1.5Band 2 0.4 0.2 0.4 69.2 7.3 22.4Band 3 0.2 0.2 0.4 59.9 8.0 31.2Band 4 0.7 0.4 0.4 59.3 9.2 30.0Band 5 0.7 0.7 0.3 64.1 7.8 26.5Band 6 0.4 0.1 0.2 58.3 7.4 33.7Band 7 0.2 0.8 0.0 51.7 10.1 37.2Band 8a 1.3 0.0 0.0 55.8 10.4 32.5Band 8b 0.0 0.0 1.6 49.2 8.2 41.0Band 8c 0.0 2.4 0.0 45.2 14.3 38.1Band 8d 0.0 0.0 6.7 60.0 6.7 26.7Band 9 0.0 0.0 0.0 61.5 7.7 30.8

Key Actions:

•As part of our EDS strategy ‘Everyone Counts’ 2014/17 we will undertake a review of this data set to identify any trends or themes. The Workforce Diversity Scorecard will be presented at the Trust Equality Impact Group (EIG) in June 2015.

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2014 Workforce Diversity Scorecard

This is an exciting time in our diversity journey.

Portsmouth Hospitals NHS Trust aims to be a national leader for equality and diversity and it is through the talents of our people that we can realise this aim.

We believe having a diverse workforce will help drive creativity and innovation and most importantly, deliver world class experiences of care for our patients.

We are fully committed in driving continuous improvements and our equality and diversity strategy ‘Everyone Counts’ puts our patients and our people at the centre of everything we do.

Sponsoring Director: Tim Powell, Director for Workforce and Organisational Development

Rebecca Kopecek, Deputy Director for Human ResourcesRicky Somal, Equality and Diversity Manager

To find out more about equality and diversity, please visit us online at http://www.porthosp.nhs.uk/about-us/Equality-and-Diversity/equality-and-diversity.html