NHS Enfield CCG Equality Information 2016 –Final Draft V1.0 … · NHS Enfield CCG Equality Information 2016 –Final Draft V1.0 Page 3 Under the Equality Act 2010 it is essential

NHS Enfield CCG Equality Information 2016 –Final Draft V1.0 Page 1


Contents Page

1. Diversity Profile: Workforce as of October 2015 3

2. Diversity Profile: Recruitment from October 2014-September 2015 7 3. Diversity Profile: Governing Body Members as of October 2015 12 4. Diversity Profile: Starters and Leavers from October 2014-October 2015 14

1. Diversity Profile: Workforce as of October 2015


Under the Equality Act 2010 it is essential that the CCG collects and reports on its current relevant workforce information. We therefore update our workforce information on a regular basis to ensure that current policies, practices and support mechanisms remain relevant to the needs and requirements of the workforce. It is recognised that Enfield CCG is a small organisation employing 92 staff and the duty to report allows for some modification of the information provided against the Protected Characteristics to ensure an individual staff member cannot be identified. We have exercised caution in providing this information.

The charts below are based on the current workforce of the CCG as of October 2015.

Overall NHS Enfield CCG employs 92 permanent staff from diverse backgrounds. This has decreased from 101 in 2014. Race Of the total workforce White - British represent 44.6%, down by 1% since last year. All other ethnic groups such as Black and

Minority Ethnic (BME) make up 32.7% of the workforce.Gender There has been only a tiny change in the gender make up of staff since 2014.Disability 3% (3) disclosed their disability in 2015- a 2% increase since the last year. Undefined still remain high at 45% (41) but has

improved since the last year’s figure of 68%.Age Compared to 2014, there has been a 4% decrease in age bands 40-49; a decrease of 5% in 30-39, and an increase of 8% in

50-59. Religion/belief 47.8% (44) workforce are Christian, an increase of 12% since 2014. 24 % did not wish to declare their religion.Sexual Orientation

64.1% (59) of employees are heterosexual. The categories ‘unknown’ and ‘does not want to disclose’ still remain at 31.6% in 2015.

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Chart 4‐ Religion/Belief


2. Diversity Profile: Recruitment from October 2014- September 2015

Chart 5‐ Sexual Orientation

Chart 6‐ Disability Chart 7‐Marital Status


The CCG follows the NHS Recruitment and Selection Policy and the terms and conditions set out in Agenda for Change. We monitor diversity data of all applicants who apply for jobs, and those who are shortlisted and appointed. However, we do not monitor equality information of temporary or agency staff. The following data therefore is not necessarily indicative of any trend in the recruitment but merely reflects the data of protected groups from October 2014- September 2015. When recruiting staff we ensure:

We monitor the diversity data of all applicants

Our panels are fully trained and are aware of our equality commitments

We follow the best practice e.g. Two Ticks symbol (positive about disabled people).

Key highlights

During the period 1st October 2014 to 30 September 2015, 673 people applied for jobs with the CCG. Of these, 128 people were shortlisted and 28 offered posts.

Race The highest number of applicants 25% (170) in 2015 are White-British; in shortlist 23% and in appointments they represent

39%. Applicants from Black and Asian background represented high in applicants and shortlist but disproportionately low in appointments. For example Black-African represented 22% (146) of the total applicants and 26% (33) were shortlisted, but only 11% (3) appointed.

Gender Compared to male, there were more female applicants (58%); in shortlisted they represented 86% and in appointments 64%

Age Nearly one third of all applicants and appointments were people under 30 years of age.






3. Diversity Profile: Governing Body (GB) Members as of October 2015

There are 14 Governing Body voting Members. All of the GPs and healthcare professionals who lead the Clinical Commissioning Group work in healthcare in Enfield and they reflect our local community. Besides GPs and other healthcare professionals, the CCG Governing Body also has Lay Members and Executive Directors, as well as senior members from Public Health to provide additional knowledge and expertise to support the work of the CCG. Key Highlights

Of the 14 GB members 57% (8) chose not to disclose their ethnicity. Males represented 57.1% (8) and females 42.9 % (6) in 2015. GB Members aged 35-39 were the largest group making up 28.6 % (4). 79% of GB members did not disclose their sexuality. 78.6% (11) of members did not to disclose religion/ belief.


Chart 4‐ GB Disability

Chart 5 – GB Religion/Belief


4 Diversity Profile: Starters and Leavers from October 2014-September 2015 Key highlights Overall In 2014/15 there were 26 Starters and 14 Leavers Race White-British represented 21% of all Leavers. 43% Leavers did not disclose their ethnicity. Gender There were more female Leavers (79%) than Starters (62%) Age 50% Leavers were in 30-39 age group while 31% of Starters were aged 16-30


Chart 2‐ Gender


7%

29%

57%

7%

42%46%

4% 4% 4%

Divorced Married Single Unknown Civil Partnership Widowed

Chart 7 ‐Marital Status

Leavers

Starters

Documents

NHS Enfield CCG Equality Information 2016 –Final Draft V1.0 … · NHS Enfield CCG Equality Information 2016 –Final Draft V1.0 Page 3 Under the Equality Act 2010 it is essential