Bridgewater Public Sector Equality Duty
Compliance Summary 2013
Contents
About Us
2
The Equality Act 2010
4
How do we meet the Public Sector Equality Duty?
5
Workforce – Ho we eliminate unlawful discrimination
9
Workforce – How we advance equality of opportunity
11
Workforce – How we foster good relations
12
Our Services – How we eliminate unlawful discrimination
17
Our Services – How we advance equality of opportunity
18
Our Services – How we foster good relations
20
Appendix 1 – W orkforce Profile by protected characteristic
23
Appendix 2 – W orkforce Profile Dashboard
33
Appendix 3 – W orkforce Profile against Bridgewater Population Profile
35
Appendix 4 – W orkforce – Length of Service
36
Appendix 5 – Recruitment Profile by protected characteristic
37
Appendix 6 – W orkforce Turnover by Protected Characteristic
40
Appendix 7 – Trust Patient Profile Dashboard (Halton & St. Helens Example)
41
Appendix 8 – Newton Community Hospital In-Patient by protected characteristic
44
Appendix 9 – Bridgewater Membership by protected characteristic
45
If you would like help translating this information into another language, or you would like this information in Braille, large print or audio format, please
call 01744 457279 or e-mail ruth.besford@bridgewater.nhs.uk
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About Us
Bridgewater was formed on 1st April 2011, bringing together four provider arms of Ashton, Leigh & Wigan, Halton & St. Helens, Warrington and
Trafford. Bridgewater provides specialist community dental services for these areas, as well as Stockport, Western Cheshire, Bolton and Tameside
and Glossop. We also provide healthcare and dental services to HMP Risley, Thorncross and HMYOI Hindley.
Bridgewater covers a vast geographical area of 322 square miles, serving over 1 million people with community provider services, and over 2 million
people with community dental services. We operate from over 200 health centres, clinics, hospitals and third sector buildings and we employ over
4000 staff and have an income of over £160 million.
The majority of our services are delivered in patients’ homes or at locations close to where they live, such as clinics, health centres, GP Practices,
community centres and schools. As a provider of both mainstream and specialist care, our role is to focus on providing cost effective NHS care,
keeping people out of hospital and supporting vulnerable people throughout their lives.
The Bridgewater strategy is to bring more care closer to home. This means providing a wider range of services in community settings to keep people
healthier for longer and developing more specialist services to support people to live independently at home. In order to have the most meaningful
effect on health inequalities for all our populations, we must clearly understand why some groups struggle to access services and what barriers they
face in terms of their own health. That is why a robust approach to Equality, Diversity and health inequalities are so important to us. This document
outlines how the Trust is meeting its duties in relation to the Public Sector Equality Duty, but more than that, it should be considered with our Equality
Strategy, the Equality Delivery System Framework (EDS) and the Equality, Diversity and Health Inequalities Work Plan. All of these documents work
together to ensure that Bridgewater is considering equality and diversity in all its mainstream business planning activities, and that Bridgewater is
taking every opportunity to consider and improve experience for our most vulnerable groups. As ever, we welcome any feedback or questions,
contact details are below.
Head of Equality, Diversity and Human Rights, Vikki Morris: Vikki.morris@bridgewater.nhs.uk or 01744 457279
Equality and Human Rights Project Officer, Ruth Besford : Ruth.besford@bridgewater.nhs.uk or 01744 457389
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Manchester
Liverpool
Key:
0
Ashton, Leigh and Wigan
Halton and St Helens
Trafford
Warrington
8
Community Dental Services
Page 3
The Equality Act 2010
The Equality Act came into force in October 2010. The Act harmonises and replaces previous legislation, and ensures consistency in what employers
and service providers need to do to ensure compliance.
The Equality Act covers the nine “protected characteristic” groups:

Age – This refers to a person having a particular age or being within a particular age band e.g. 50 to 60 years

Disability – A person has a disability if he or she has a physical or mental impairment which has a substantial and long term adverse effect on
their ability to carry out normal day to day activities.

Gender Reassignment – This is the process of transitioning from one sex to another

Marriage and Civil Partnership – A union between a man and woman or the legal recognition of a same-sex couple’s relationship

Pregnancy and Maternity – The condition of being pregnant or the period after giving birth

Race – It refers to a group of people defined by their colour, nationality (including citizenship), ethnic or national origins

Religion or Belief - Religion must have a clear structure and belief system. Belief means any religious or philosophical belief or a lack of such
belief.

Sex – Being a man or a woman, usually referred to as Gender

Sexual Orientation – This is whether a person’s sexual attraction is to their own sex, the opposite sex or to both sexes
A requirement of the Act is the Public Sector Equality Duty (PSED), which consists of the “general equality duty” which is the overarching requirement
or substance of the duty, and the “specific duties” which are intended to help performance of the general equality duty.
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The General Equality Duty
The Equality Duty has three aims. It requires public bodies to have due regard to the need to:



Eliminate unlawful discrimination, harassment, victimisation and any other conduct prohibited by the Act
Advance equality of opportunity between people who share a protected characteristic and people who do not share it; and
Foster good relations between people who share a protected characteristic and people who do not share it
The Equality Act explains that the second aim (advancing equality of opportunity) involves, in particular, having due regard to the need to:



Remove or minimise disadvantages suffered by people due to their protected characteristics
Take steps to meet the needs of people with certain protected characteristics where these are different from the needs of other people
Encourage people with certain protected characteristics to participate in public life or in other activities where their participation is
disproportionately low.
It states that meeting different needs includes (among other things) taking steps to take account of disabled people’s disabilities. It describes fostering
good relations as tackling prejudice and promoting understanding between people from different groups. It explains that compliance with the general
equality duty may involve treating some people more favourably than others.
The Equality Act 2010 requires that we publish relevant information to demonstrate our compliance with the PSED. This must include information
relating to people who share a relevant protected characteristic who are our employees and by people affected by our services.
How do we meet the Public Sector Equality Duty (PSED)
Our overriding approach to how we meet the PSED is set out in the Equality Strategy, which highlights how we ensure that equality and diversity are
part of all our mainstream business planning objectives. The Equality Strategy is supported by the NHS Equality Delivery System Framework
Objectives, which are underpinned by the Equality, Diversity and Health Inequalities Work Plan. The flowchart below highlights the process.
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Equality Act 2010


Public Sector Equality Duty Objectives (PSED)
(General and Specific Duties)


Bridgewater Equality Strategy


Equality Delivery System Framework Objectives
(EDS)
(Incorporating Human Rights Act, NHS Constitution and CQC Essential Standards)






Goal 1
Goal 2
Goal 3
Goal 4
Better Health
Outcomes for All
Improved patient
access and
experience
Empowered,
engaged and well
supported staff
Inclusive
leadership at all
levels

Equality, Diversity & Health Inequalities Work plan
(incorporating all objectives & work projects to achieve them)
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The overall vision of our Equality Strategy is no different to that of the Trust mission “To improve the local health and promote wellbeing in the
communities we serve”. We underpin this mission by ensuring that we encompass all our communities, those that are well known to us and access
routinely, and those who are not as well known, that for whatever reason, do not reflect proportionately in our workforce or our services.
Bridgewater recognises that we can best achieve this by working with local people and partners who have a better understanding of our less well
known communities, to draw on their expertise and understanding. The Trust’s vision “By working with local people and partners, we will
promote good health and be a leading provider of excellent community healthcare services in the Northwest”, again will be underpinned by
our Equality Strategy, to ensure all our services are aware of our local populations and have adapted their provision to best accommodate their
needs.
Strategic Aims and Goals
Bridgewater’s Strategic Aims and Goals are set out below, and against each of these, the equality intent that underpins these. They are inter-related
and each aim is of equal importance. The Trust is committed to achieving all of these in a complementary, integrated way.
Strategic
Focus
Strategic Aim
Strategic Goal
Equality Goals
Patients
We will provide excellent,
timely and personal
healthcare close to patients
homes, ensuring we tailor
our services to meet their
individual patient need
We will demonstrate improvement
in the delivery of high quality, safe,
excellent and effective personal
community healthcare for our
patients.
We will identify all our local populations,
including those who do not routinely access
services.
We will make it easier for
patients/carers to access our
services where and when they need
them
Community
We will work with our local
We will work with local communities
We will use this information to identify how we
can best reduce barriers to access and improve
experience for these groups.
We will identify the partners who will help us to
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Organisation
communities and strategic
partners to ensure that we
design and implement
integrated services, which
improve access, reduce
health inequalities and
promote health and
wellbeing
to improve services that support
their health and wellbeing,
establishing targets that will
demonstrate we are achieving this.
We will ensure that our
organisation has long-term
viability and sustainability, it
is well governed and is
accountable to the
communities we serve for
the services we deliver
We will deliver value for money by
ensuring efficiency in all our activity
and processes to enable and drive
innovation.
We will engage with stakeholders
and the local community to ensure
that we develop a community
organisation that is recognised as
contributing to the lives of the local
population
achieve reduced health inequalities for our less
well known groups, and those who we are
aware of, but don’t regularly access services.
We will use the NHS Equality Delivery System
to ensure that our progress is constantly
monitored and that our local populations are
routinely engaged in setting our objectives in
relation equality and health inequalities.
We will ensure that all our mainstream business
activities and decision making processes give
due regard to the Equality Duty set out in the
Equality Act 2010, and that those who are
“vulnerable” are also considered.
We will achieve Foundation Trust
status by 2013 and be assessed as
a leading provider of community
healthcare in the North West by
2015.
We will be financially secure and
accountable across our entire
organisation.
People
We will invest in the
development of our staff to
We will develop world class skills,
competencies and experience, to
We will take measures to improve the diversity
of our workforce to be as reflective as possible
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ensure that they have the
skills required to deliver high
quality and safe services to
the communities we serve
deliver high quality care through our
workforce planning, organisational
development and education, to be
seen as the employer of choice.
We will engage with our staff,
fostering talent and developing
leaders, to deliver change,
innovation and improvement.
of our local populations.
We will ensure all of our workforce are culturally
competent, to understand the needs and health
issues of all our local populations, relevant to
the services we provide.
We have highlighted below some of our main methods of meeting the PSED, this is not an exhaustive list, and the Equality, Diversity and Health
Inequalities Work Plan also highlights the projects we are currently working on to strengthen our processes even more. Whilst the initiatives are only
listed under one of the three general aims, some initiatives do fulfil more than one criteria.
Workforce – How we eliminate unlawful discrimination
Discrimination can be conscious or unconscious, so we use a variety of methods to ensure that our workforce are aware of their responsibilities and
that our processes, policies and procedures do not discriminate.
Recruitment – we use NHS Jobs for advertisement of all our vacancies and use our Recruitment and Selection Policy for recruiting people to posts.
The policy and process is regularly reviewed to ensure compliance with legislation, codes of practice and NHS requirements.
Induction – All staff new to the Trust must complete a mandatory induction and it is at this point new recruits complete their mandatory training.
Equality is a core module of this training.
Mandatory Training – All staff, including Board Members, must complete annual mandatory training, of which Equality is a core module. The training
covers all aspects of the Equality Act 2010, including the protected characteristics and unlawful discrimination. We also provide a training module on
Learning Disabilities. Staff must pass an assessment at the end of the training. There is a process in place to assist those who need adjustments to
the training process and assessment.
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People Management Policies & Processes – there are a suite of policies and processes that managers and staff can use in the course of their
employment. All these are reviewed to ensure compliance with legislation, codes of practice and NHS requirements. Managers undergo training in
their application and managers and staff can seek the advice of the Human Resources department.
Dignity at Work Policy – we have a policy that encourages staff who are facing issues of bullying and harassment to voice their concerns and to
take either informal or formal action.
Disciplinary Policy – we apply this policy where evidence of unlawful discrimination have been found against members of staff.
Staffside Recognition – we work with a variety of unions and all policies and processes are consulted on via Corporate Partnership Forum. Staffside
colleagues are also involved in the Model Employer Group, Policy Sub Group and our Agenda for Change Panels, amongst others.
Mediation Scheme – In 2012 we trained 16 of our staff to be mediators so as we have internal resource to assist with grievance processes. The staff
are from a variety of job roles and bandings.
Policy Sub Group & Clinical Sub Group – all policies and procedures are approved by a working group including staff side representation. Policies
are only approved if they have a completed Equality Analysis (formerly Equality Impact Assessment).
Equality Analysis – all service managers must complete an equality analysis of their services on an annual basis. We started work in 2012 on a new
template that is based around the social model of equality and diversity applied by the CQC, identifying barriers to access, attitudes and behaviours,
and assistance. We are using the issues highlighted in these templates to form a corporate action plan.
Staff Survey – the analysis of this evidence on a yearly basis gives us direction for focusing our efforts. The 2012 results are due early 2013.
Board Governance Assurance Framework (BGAF) – the BGAF is part of our on-going commitments to Foundation Trust status. One of the criteria
is to ensure that the Board membership reflects the diversity of our local populations.
Terms and Conditions – we use the nationally agreed NHS Terms and Conditions handbook, which is formulated and implemented by the national
NHS Staff Council, and the NHS Staff Council Equalities and Diversity Group provide advice and guidance in relation to equality compliance.
Medical Revalidation – we are undertaking a project that will ensure that the medical revalidation process is fairly implemented. This has arisen from
evidence from the GMC that certain groups of Doctors are more likely to be subject to poor performance sanctions than their counterparts e.g. BME
doctors, male doctors etc.
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Workforce – How we advance equality of opportunity
By recognising that some staff need extra assistance to contribute fully in the workplace, we can improve equality of opportunity for our workforce,
and ensure we make the best use of our staff and their skills.
Flexible Working Practices – we offer a suite of flexible working options in order that staff can balance their work and their personal lives.
Health and Wellbeing Charter – In 2012 we undertook the externally assessed Health and Wellbeing Charter. The Trust gained “Achievement” level
with feedback from the panel that indentified that in several areas we were in fact promoting excellent practice. We continue to build on the
achievements to progress to the next level at a future date. The Charter requires organisations to present evidence on a range of criteria, such as
leadership, mental health, equality etc.
“You said …We did” – this initiative is aimed at picking up from various communication channels issues that staff raise in relation to their work and
how we have addressed them. We communicate a “you said …we did” article regularly in our Bridgewater Bulletin.
Model Employer – this working group with both management and staff side representation oversee the implementation of HR practice and policy
within the Trust, as well as offering guidance to other working groups and business planning processes in the Trust.
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Mindful Employer – this initiative provides staff with easier access to the right information and local support for mental health issues. It aims to
improve the recruitment and retention of staff and increase awareness and understanding of mental ill health and recovery from such difficulties.
Two Ticks – we continue to support the Two Ticks standard in our recruitment processes
NHS Employers Equality and Diversity Partner Programme – in 2012 we became involved in the NHS Employers partner programme, which
supports Trusts to progress and develop equality performance and to build capacity in equality. It also offers the opportunity for Partners to offer
advice, guidance and good practice in equality and diversity management to the wider NHS. Through this programme, the Head of Equality is now a
management side member of the national NHS Staff Council Equalities and Diversity Group.
Personal Development Review (PDR) – staff must complete an annual PDR with their manager. The learning and development objectives then feed
into the corporate training plan.
Benchmarking – we undertake benchmarking to identify areas for improvement in relation to workforce practices. In December 2012 we participated
in the Employers Network for Equality & Inclusion benchmarking exercise, and the results should be available from late January 2013.
Workforce – How we foster good relations
It should be noted that over 60% of our workforce are from our local populations, and therefore they and their families are patients of the Trust. Even
for those who are from outside of the Bridgewater footprint, by undertaking initiatives to foster good relations in the workplace, we are also
contributing to the fostering of good relations in many communities.
Bridgewater Bulletin – we have published a number of articles in 2012 in relation equality and diversity. The bulletin goes to all staff.
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Personal, Fair & Diverse Campaign (PFD) – we have promoted this national NHS Employers campaign to encourage all staff to sign up to be a
PFD Champion. Champions commit to taking some action, no matter how small, to help create a personal, fair and diverse NHS.
Engagement – We run a number of initiatives to encourage staff to communicate their views on the Trust and how it is performing. These include
quarterly staff surveys, Director Drop In sessions, the Chief Executive’s blog, team briefs and the Bridgewater Bulletin to name a few.
Patient Partners Project – after completing a successful pilot in Halton & St. Helens Speech and Language Service, we have received funding from
the NHS Institute for Innovation & Improvement to fund the project across the whole Trust. The project integrates views of patients into the work and
delivery of Trust services, including those from seldom heard groups.
BME Timeline – A series of display boards commissioned by NHS NW that tell the story of the significant contribution that BME (black & minority
ethnic) staff have made to the NHS since its inception to the present day. The BME timeline was hosted by the Trust over a week in summer 2012.
Diversity Week – we took part in the national Diversity Week ran by NHS Employers in May 2012. During this week we posted a series of articles on
our website everyday to highlight equality and diversity issues faced by staff and patients.
Workforce Profile
Appendix 1 shows the Workforce Profile by Protected Characteristic and Appendix 2 shows the Workforce Profile Dashboard. Appendix 3 shows
the Workforce Profile against the Population Profile by Protected Characteristic.
Age
We know that nationally the NHS has an ageing workforce profile, and this is also reflected within Bridgewater with over half our staff falling within the
46 to 66 age range, an increase of 2% on last year’s figure. Bridgewater’s age profile does compare reasonably favourably with the population profile,
however, we are under represented in the 0-19 and 65+ age groups – this is to be expected given the nature of the work we undertake. We will
however be considering our future workforce profile as part of our standard workforce planning initiatives.
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Disability
We know from previous benchmarking that disability is one of the key protected characteristics that staff do not disclose when under taking data
cleanse exercises. Our figures show an improvement from last year for those declaring a disability (from 2.1 to 2.3%). Those that have not declared
have also increased significantly (from 10.9% to 50.5%). This could be due to the continued work on the data quality within our Electronic Staff
Records (ESR) system, and also improvement of the transition of information from NHS Jobs to ESR. In terms of a comparison to our local population
figures, disability is still significantly under- represented in our workforce. This is a key area we will continue to work on, in conjunction with other
initiatives such as our Absence Management process and the reasonable adjustments we make.
Gender Reassignment
We collect no information for our workforce on Gender Reassignment and we know that the numbers for our population profile are also extremely low.
We continue to work on ensuring that our workforce practices are inclusive of those who are undergoing or proposing to undergo gender
reassignment.
Marriage & Civil Partnership
We collect no information from our ESR records in relation to marriage and civil partnership. We continue to work on ensuring that our workforce
practices are inclusive of those who are married or in a civil partnership.
Pregnancy & Maternity
We can collect information from or records in relation to those who are pregnant or are on maternity leave. With a largely female workforce pregnancy
and maternity is prevalent. We continue to ensure our policies for staff are inclusive of same sex couples, those seeking fertility treatment or adoption.
Race (Ethnicity)
White British is the biggest ethnicity group in our workforce, with a slight decrease on last year’s figures, from 93% in 2012 to 92.4% in 2013. In 2013
4.6% stated they were BME and 3% did not state. This collective profile is slightly skewed by the Trafford and Dental division figures. When looked at
as individual divisions the BME groups reflect proportionately the figures we see for our local populations. Apart from Trafford and some of our Dental
served populations, the BME local population figures are generally less than 2 or 3%.
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Religion or Belief
62.5% of our records show that staff do not wish to disclose their religion – we will review this during 2013 as part of our work plan processes. 31.9%
stated they were Christian, which is under-represented compared to our local population profiles of between 60 and 70%. All other religions were
proportionately represented in the workforce profile compared to the population profile.
Sex (Gender)
Over 90% of our workforce is female, this figure reduces slightly to 78.1% when considering only our Corporate staff. Females are significantly overrepresented compared to our local population figures of 50 to 51% female. However, this is not unexpected due to the nursing occupations within the
Trust, where women still make up the majority of the profession.
Sexual Orientation
47.9% of our staff confirmed that they were heterosexual, with 51.5% stating they “do not wish to disclose”. Less than 2% stated they were Lesbian,
Gay or Bisexual. Lesbian, Gay or Bisexual figures are under represented compared to population statistics. At this stage we cannot tell from our
figures whether Lesbian, Gay or Bisexual numbers are proportionately represented within our workforce and staff do not feel comfortable disclosing
their sexuality or if numbers are under represented, this needs further review.
Length of Service
Appendix 4 shows the percentages for Length of Service for staff. Whilst this provides a useful indication of how long the majority of staff tend to
stay, it needs further analysis against protected characteristic to see if there are any trends.
Recruitment, Short Listing and Appointment Analysis
Appendix 5 shows the Recruitment Profile by Protected Characteristic. Whilst female applications, short-listing and appointment are more significant
than males against population profiles, this is not unexpected due to the nursing professions being typically female orientated nationally. We will be
doing further analysis on the BME application, short-listing and appointment percentages. In 2013, BME groups account for 21% of the applications,
9% of those shortlisted and 3% of those appointed, with figures being similar for 2012, 16% of the applications, 7% of those shortlisted and 3% of
those appointed. We will consider these figures against individual job role advertisement to see if there are underlying reasons why there is such a
reduction from application to short-listing, as the NHS jobs process from application to short-listing does not enable a recruiting manager to identify
any personal details of a candidate. It may be that these applications are from candidates that are not suitably skilled for particular roles (as some
roles attract significant numbers of applications due to the current nature of the jobs market), or it may that one or two roles have skewed the figures
overall.
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Disciplinary and Grievance Analysis
The numbers for disciplinary and grievance across the divisions individually total less than 10, and collectively only just over 10, and are therefore not
published. Looking at the numbers as a collective or divisionally, there are no significant trends in terms of age, BME or disability. Gender features
significantly, but that is due to the workforce being over 90% female. Disciplinary and grievance sanctions are reflected proportionately across the job
bands.
PDR and Mandatory Training
All our staff complete Personal Development Review (PDR) and mandatory training on an annual basis. Compliance is monitored via the learning &
development system, with regular updates on completion and exception reports at Divisional Director Meetings and Board Meetings. The profile of
those completing PDR and training is the same as the workforce profile.
Staff Survey Analysis
In 2011 one of our top ranking scores was the % of staff using flexible working options, we performed better than the national average for Community
Trusts at 75%. We also performed better than the national average on % of staff having E&D training (71%) and the % of staff believing the Trust
provides equal opportunities for career progression or promotion (93%). There was also an improvement on the score from 2010 to 2011 of “the
impact of health and well-being on ability to perform work or daily activities” (1.57% - low impact).
Board Governance Assurance Framework (BGAF) Analysis
1.2.4. The Board has given due Chair &
consideration to the diversity of its CEO
composition in terms of the protected
characteristic groups in the Equality Act
2010.
March 2013 – or
when
appointments
are made
•
•
When appointing to the Board/extending
tenures, the diversity of the Board’s
composition will be considered in terms of
the protected characteristic groups referred
The diversity of the Board’s
composition was referenced in the
Chairs report as presented on 7th
June 2012. It is noted that some
appointments are due to expire/be
considered for extension in March
2013.
The Chair acknowledged that there
will be a need to look at the
composition of the Board in relation
to equality and diversity when
making future appointments and
considering succession plans to
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to in the Equality Act.
•
ensure the Board is reflective of the
population we serve.
It is recognized that the composition
of the Board is reflective of our
population in terms of male/female
and also ethnicity overall. However,
there would be an advantage in
recruiting a Board member from one
of our BME minority populations, or
an individual who has relevant
experience of working with this
section of population. The work and
life skills of the current Board
represent
key
protected
characteristic groups such as
disability, children, younger people
and older people, there is also
varied experience in relation to
socio-economic
status
and
deprivation.
Workforce Turnover by Protected Characteristic
Appendix 6 shows the Workforce Turnover by protected characteristic, there are no significant trends identified.
Our Services – How we eliminate unlawful discrimination
By ensuring we adhere to the initiatives highlighted in the Workforce section, we should be providing services in a non-discriminatory manner.
However, to strengthen this approach, we also use the following methods.
Age discrimination in services – In October 2012 the ban on age discrimination in services came into effect. We completed a review of every
service in the Trust to ensure that our services do not have unlawful age criteria, we also briefed staff via the Bridgewater Bulletin on the new
legislation. We have set in place as part of the Equality Analysis process a method for reviewing annually to ensure that services continue to operate
lawfully in relation to age criteria.
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Equality Delivery System Framework (EDS) – a performance framework that grades our equality performance against 4 goals with 18 outcomes.
EDS enables us to focus resources on areas that are of most relevance to our populations, ensuring that legal compliance in relation to Equality is
achieved as a minimum.
Equality Analysis – all service managers must complete an equality analysis of their services on an annual basis. We started work in 2012 on a new
template that is based around the social model of equality and diversity applied by the CQC, identifying barriers to access, attitudes and behaviours,
and assistance. We are using the issues highlighted in these templates to form a corporate action plan. At a local level, services start to prioritise
which gaps they can address to improve access.
Risk Register – we identify the risks to the Trust in relation to equality for our workforce and services, and ensure there are plans and mitigating
actions in place to prevent the risk occurring or to reduce the impact of the risk.
Patient feedback forms – we ask patients routinely in all services to assess their experiences. By using questions that highlight dignity and respect
we can identify if there are issues to be addressed.
Our Services – How we advance equality of opportunity
A key requirement of this element (as outlined fully in the General Equality Duty section above) is that we must remove or minimise disadvantages
suffered by people due to their protected characteristics, and take steps to meet the needs of people with certain protected characteristics. Whilst in
our workforce we are generally better at making those adjustments, we recognise that we still have gaps in our services.
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In terms of encouraging people with certain protected characteristics to participate in activities where their participation is disproportionately low, by
using the recently released Census 2011 information, and the improved IT patient monitoring systems, we can start to build a picture by service of
where participation by certain groups are low. However, currently we are working on our existing knowledge that certain groups are generally under
represented, such as men, Gypsy/Traveller communities etc.
Language Interpretation – we currently use a few suppliers of language interpretation by phone and face to face across our divisions, in 2013 we
will undertake a review to improve the process of language interpretation.
Patient leaflets – we have many leaflets that have been developed in an easy read version for various services, however, a project is underway to
ensure that these leaflets are reviewed, and gaps in provision of leaflets are identified. As part of this project we will also consider producing key
leaflets in languages relevant to our populations using the Census 2011 information. Currently requests for leaflets in other languages are extremely
low.
Patient Advocacy Liaison Service (PAL’s) – PAL’s play an active role in assisting patients who are experiencing difficulties or who wish to give
feedback on service experience.
Clinical Networks - In order to support service development and delivery, we have established Clinical Networks to allow healthcare professionals
working in the same discipline but in different localities to work together for mutual patient and professional benefit. The focus of these groups is
developing clinical leadership, service improvements and pathway redesign which ensures the skills and experiences available across the Trust are
maximised. The six clinical networks that have been established are: Urgent Care, Children’s services, Specialist Services, Offender Health, Long
term conditions and Health and Wellbeing (including dental).
Patient Engagement – we use a variety of means of engaging patients and have a membership strategy for recruiting members as part of our
Foundation Trust bid. By working with Links/Healthwatch and other 3rd sector partners we are striving to include all our vulnerable and seldom heard
groups.
Mock Inspections – we routinely undertake mock inspections of services similar to those carried out by the CQC. These inspections cover a variety
of issues, and some of the criteria include issues such as physical access, signage etc.
Equality Analysis – the template encourages services to consider potential access barriers for patients and to improve or remove the barrier where
identified.
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Our Services – How we foster good relations
This aim is described as tackling prejudice and promoting understanding between people from different groups. Again, it should be noted that over
60% of our workforce are from our local populations, and therefore they and their families are patients of the Trust. Even for those who are from
outside of the Bridgewater footprint, by undertaking initiatives to foster good relations in the workplace, we are also contributing to the fostering of
good relations in many communities.
Foundation Trust – we have a comprehensive member strategy and numerous methods of engaging patients and seeking their feedback.
Social Media Campaigns – we have undertaken various social media campaigns in 2012 that improve our population’s understanding of our
services (Twitter feed re Walk In Centre activities).
Equality Delivery System Framework (EDS) – in 2012 we worked alongside our NHS Health economy partners to engage with protected
characteristic groups on EDS goals and priorities. This brought together many of the groups to discuss healthcare services and their experiences,
which also enabled these groups to understand issues from other protected characteristic groups.
Our Services – Patient Profiles
Patient profiling for our services still proves to be a difficult task. Much work has been undertaken in 2012 across all divisions to improve the IT
systems and the processes for collecting protected characteristic information. However, work is on-going to strengthen existing processes, and there
is work to be done on reassuring patients as to how and why we use this information. This is a key area of the equality work plan and we will next
update on this via the Equality Delivery System Framework in April/May 2013. The example below identifies some of the issues that patient profiling
highlights.
Page 20
Appendix 7 demonstrates an example of patient profiling within the Halton and St. Helens division. Live patient records for the PARIS IT system
show there are 42,104 patients. These are patients that are assigned to a clinician, so it is not a summary of all of our patients. For example, children
of school age who are generally fit and healthy would be patients, but would not be assigned to a clinician e.g. a school nurse unless they had a
specific health issue e.g. diabetes. Obviously those services that are “paper based” or have their own “database system” would not be included in the
42,104 figures. Some of our services require referral from other sources – and these services can then be part of a paper based system that is not
“owned” by this Trust. In relation to the profile against protected characteristics it can be seen that there are significant “blank record”
numbers/percentages.
Patient Profiles – Census 2011 Population Profiles
As data collection from services continues to provide limited profiling, we are currently analysing the population profiles that are relevant to
Bridgewater. This will help to identify the most up to date information as to which protected characteristic groups are relevant.
Newton Community Hospital In-Patient Analysis
Newton Community Hospital delivers intermediate care services to patients registered with St Helens GP’s to prevent inappropriate acute hospital
admission and enable to patients to remain in their preferred home environment for as long as possible. Generally the patients using this facility tend
to be older people, but the equality monitoring analysed for in-patients in 2012 does show a range of ages, BME, gender and disability – Appendix 8.
The criteria that was least likely to be disclosed was sexual orientation, but this is probably reflective of the main client group accessing the service.
We will consider this in the 2013 equality work plan.
Membership Analysis
Appendix 9 shows the Trust membership by protected characteristic. As can be seen by the table, males are under-represented as are those from
BME groups. Work will continue on gaining a reflective membership in 2013.
Page 21
Bridgewater Public Sector Equality Duty
Appendices
APPENDIX 1 – Workforce Profile by Protected Characteristics
* indicates actual numbers are less than 10, and therefore not disclosed to prevent identification of individuals
Age
Age profile – percentage as a total of all Bridgewater staff:
31 Jan 2012
31 Jan 2013
Age 16 – 20
Age 21 – 45
Age 46 – 65
Age 65+
<2%
50.4%
48.0%
<2%
<2%
48.4%
50.2%
<2%
Total Workforce
4034
4185
Age profile – divisional headcount and percentage as a total of all Bridgewater staff:
31 Jan 2012
ALW
Corporate
Dental
HSTH
Warrington
Trafford
16 - 19
*
<2%
*
*
*
<2%
<2%
<2%
20 - 45
696
101
647
302
287
31 Jan 2013
17.3%
46 - 65
527
2.5%
16.0%
7.5%
7.1%
93
621
365
330
13.1%
Over 65
*
<2%
2.3%
15.4%
9.0%
8.2%
*
14
*
*
<2%
<2%
<2%
<2%
16 - 19
*
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
<2%
20 - 45
582
154
96
556
275
363
<2%
<2%
<2%
<2%
<2%
<2%
20 - 45
582
154
96
556
275
363
13.9%
3.7%
2.3%
13.3%
6.6%
8.7%
46 - 65
502
159
103
577
341
420
12.0%
3.8%
2.5%
13.8%
8.1%
10.0%
Over 65
11
*
*
14
*
*
<2%
2.5%
<2%
<2%
<2%
<2%
45.8%
49.0%
51.24%
50.13%
54.47%
53.3%
Over 65
11
*
*
14
*
*
<2%
2.5%
<2%
<2%
<2%
<2%
Age profile – divisional headcount and percentage as a total of divisional staff:
31 Jan 2012
ALW
Corporate
Dental
HSTH
Warrington
Trafford
16 - 19
*
<2%
*
*
*
<2%
<2%
<2%
20 - 45
696
101
647
302
287
31 Jan 2013
56.22%
46 - 65
527
49.27%
50.16%
44.74%
45.8%
93
621
365
330
42.72%
Over 65
*
<2%
45.37%
48.14%
54.07%
52.71%
*
14
*
*
<2%
<2%
<2%
<2%
16 - 19
*
*
*
*
*
*
53.0%
47.5%
47.8%
48.3%
43.9%
46.1%
46 - 65
502
159
103
577
341
420
Page 23
Disability
Disability profile – percentage as a total of all Bridgewater staff:
31 Jan 2012
31 Jan 2013
Yes
No
Not Declared
Undefined
2.1%
47.4%
10.9%
39.6%
2.3%
47.0%
50.5%
<2%
Total Workforce
4034
4185
Disability profile – divisional headcount and percentage as a total of all Bridgewater staff:
31 Jan 2012
ALW
Corporate
Dental
HSTH
Warrington
Trafford
25
Yes
<2%
229
*
34
12
*
<2%
<2%
<2%
<2%
61
889
241
492
No
5.7%
<2%
22.0%
6.0%
<2%
31 Jan 2013
Not Declared
*
<2%
Undefined
981
24.3%
16
67
229
124
125
300
193
*
<2%
<2%
5.7%
3.1%
3.1%
7.4%
4.8%
<2%
Yes
<2%
<2%
<2%
<2%
<2%
<2%
24
*
*
32
15
16
No
4.9%
4.3%
<2%
18.4%
5.4%
12.7%
205
178
58
768
226
533
866
137
140
348
385
239
Not Declared
20.7%
3.3%
3.3%
8.3%
9.2%
5.7%
Undefined
<2%
<2%
<2%
<2%
<2%
*
*
*
*
*
Disability profile – divisional headcount and percentage of divisional staff:
31 Jan 2012
ALW
Corporate
Dental
HSTH
Warrington
Trafford
25
Yes
2.0%
229
No
18.5%
*
34
12
*
<2%
2.6%
<2%
<2%
61
889
241
492
29.6%
68.9%
35.7%
78.6%
31 Jan 2013
Not Declared
*
<2%
Undefined
981
79.2%
16
67
229
124
125
300
193
*
7.8%
5.2%
33.9%
19.8%
61.0%
23.3%
28.6%
<2%
24
*
*
32
15
16
Yes
2.2%
<2%
<2%
2.8%
2.4%
2.0%
205
178
58
768
226
533
No
18.7%
54.9%
28.9%
66.7%
36.1%
67.6%
866
137
140
348
385
239
Not Declared
79.1%
42.3%
69.7%
30.2%
61.4%
30.3%
*
*
*
*
*
Undefined
<2%
<2%
<2%
<2%
<2%
Page 24
Disability profile – percentages across individual band:
Disability profile – percentages of Bridgewater:
31 Jan 2013
No Disability
31 Jan 2013
Not Stated
Undefined
Band 1
53
64.6%
28
34.1%
Band 2
225
53.3%
180
42.7%
*
Band 3
273
44.0%
334
53.9%
*
Band 4
195
46.2%
222
52.5%
Band 5
401
51.8%
351
45.3%
*
Band 6
376
45.0%
439
52.5%
*
Band 7
275
44.6%
329
Band 8a
75
43.9%
Band 8b
24
Band 8c
16
Band 8d
Yes
No Disability
Not Stated
Undefined
*
<2%
53
<2%
28
<2%
<2%
16
3.8%
225
5.4%
180
4.3%
*
<2%
12
<2%
273
6.5%
334
8.0%
*
*
<2%
195
4.7%
222
5.3%
<2%
21
2.7%
401
9.6%
351
8.4%
*
<2%
20
2.4%
376
9.0%
439
10.5%
*
53.4%
12
<2%
275
6.6%
329
92
53.8%
*
2.4%
75
<2%
51.1%
21
44.6%
*
4.3%
24
50.0%
16
50.0%
16
*
60.0%
*
40.0%
Band 9
*
100.0%
Other Clinical &
Management Staff
48
31.8%
99
65.6%
*
2.6%
Yes
*
<2%
<2%
16
<2%
<2%
12
<2%
*
<2%
<2%
21
<2%
<2%
20
<2%
7.9%
12
<2%
92
2.2%
*
<2%
<2%
21
<2%
*
<2%
<2%
16
<2%
*
<2%
*
<2%
*
<2%
48
<2%
99
2.4%
*
<2%
Page 25
Race (Ethnicity)
Ethnicity profile –percentage as a total of all Bridgewater staff:
31 Jan 2012
31 Jan 2013
White: British
BME
Not Stated
93.0%
4.8%
2.2%
92.4%
4.6%
3.0%
Total Workforce
4034
4185
Ethnicity profile – divisional headcount and percentage as a total of divisional staff:
31 Jan 2012
ALW
Corporate
Dental
HSTH
Warrington
Trafford
White: British
1167
94.3%
184
1227
641
535
89.6%
95.1%
95.0%
85.5%
31 Jan 2013
34
BME
2.7%
37
Not Stated
3.0%
19
49
32
57
9.3%
3.8%
4.7%
9.1%
*
14
*
34
<2%
<2%
<2%
5.4%
1037
294
180
1093
599
666
White: British
94.7%
90.7%
89.6%
95.0%
95.7%
84.5%
21
23
13
44
20
70
BME
<2%
7.1%
6.5%
3.8%
3.2%
8.9%
Not Stated
37
*
*
14
*
52
3.4%
2.2%
3.9%
<2%
<2%
6.6%
Of Which:
31 Jan 2012
Female
ALW
Corporate
Dental
HSTH
Warrington
Trafford
White: British
1056
85.1%
25
168
1116
591
497
*
*
*
*
82.0%
86.5%
87.6%
79.4%
BME
2.0%
<2%
<2%
<2%
<2%
33
Not Stated
<2%
*
*
*
31
<2%
<2%
<2%
5.0%
110
White: British
8.9%
16
111
50
38
7.8%
86%
7.4%
6.1%
*
Male
BME
<2%
*
Not Stated
<2%
*
*
*
*
<2%
<2%
<2%
<2%
*
*
*
*
<2%
<2%
<2%
<2%
*
*
Not Stated
<2%
<2%
*
<2%
31 Jan 2013
Female
ALW
Corporate
Dental
HSTH
Warrington
Trafford
White: British
964
88.0%
231
71.3%
167
83.1%
1001
87.0%
556
88.8%
14
16
*
32
13
BME
<2%
4.9%
5.0%
2.8%
2.1%
34
*
*
14
*
Not Stated
3.1%
<2%
4.0%
<2%
<2%
74
63
13
92
43
White: British
6.8%
19.4%
6.5%
8.0%
6.9%
*
*
*
12
*
Male
BME
<2%
2.2%
<2%
<2%
<2%
Page 26
Ethnicity profile – percentages across individuals bands:
31 Jan 2013
Band 1
Band 2
Band 3
Band 4
Band 5
Band 6
Band 7
Band 8a
Band 8b
Band 8c
Band 8d
Band 9
Other Clinical &
Management Staff
White British
79
96.3%
393
93.1%
584
94.3%
393
92.9%
723
93.4%
781
93.4%
566
91.9%
163
95.3%
43
91.5%
30
90.9%
*
100.0%
113
74.8%
*
*
*
*
*
*
*
*
*
*
White Irish
<2%
<2%
<2%
<2%
<2%
<2%
<2%
4.3%
100.0%
<2%
White Other
*
*
*
*
*
13
*
*
*
<2%
<2%
<2%
<2%
<2%
2.1%
<2%
2.1%
2.6%
Mixed
*
*
*
*
*
*
*
*
Asian/Asian
<2%
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
*
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
<2%
*
*
2.1%
3.0%
*
3.0%
18
11.9%
*
2.6%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
Black/Black
Chinese
*
*
*
Other Ethnic
<2%
<2%
<2%
*
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
<2%
*
18
17
17
21
20
20
*
Not Stated
<2%
4.3%
2.7%
4.0%
2.7%
2.4%
3.2%
<2%
*
3.0%
*
5.3%
Ethnicity profile – percentages of Bridgewater:
31 Jan 2013
Band 1
Band 2
Band 3
Band 4
Band 5
Band 6
Band 7
Band 8a
Band 8b
Band 8c
Band 8d
Band 9
Other Clinical &
Management Staff
White British
79
<2%
393
9.4%
584
14.0%
393
9.4%
723
17.3%
781
18.7%
566
13.5%
163
3.9%
43
<2%
30
<2%
*
<2%
113
*
*
*
*
*
*
*
*
*
*
White Irish
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
White Other
*
*
*
*
*
13
*
*
*
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
Mixed
*
*
*
*
*
*
*
*
Asian/Asian
<2%
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
*
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
<2%
*
*
<2%
<2%
*
<2%
18
<2%
*
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
Black/Black
Chinese
*
*
*
Other Ethnic
<2%
<2%
<2%
*
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
<2%
*
18
17
17
21
20
20
*
Not Stated
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
*
<2%
*
<2%
Page 27
Religion
Religious profile – percentage as a total of all Bridgewater staff:
Atheism
Buddhism
Christianity
Hinduism
Do Not Wish to
Disclose
Islam
Judaism
Other
Sikhism
Undefined
Figures not available
2.4%
<2%
31.9%
<2%
62.5%
<2%
<2%
2.6%
<2%
<2%
4034
4185
Total Workforce
Religious profile – divisional headcount and percentage as a total of all Bridgewater staff:
Atheism
ALW
Corporate
Dental
HSTH
Warrington
Trafford
23
12
*
22
27
14
<2%
<2%
<2%
<2%
<2%
<2%
Buddhism
*
*
<2%
<2%
Christianity
466
93
62
273
289
152
11.1%
2.2%
<2%
6.5%
6.9%
3.6%
Hinduism
*
<2%
*
*
*
<2%
<2%
<2%
I do Not Wish to
Disclose
570
13.6%
206
4.9%
129
3.1%
826
19.7%
281
6.7%
603
14.4%
Islam
Judaism
*
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
*
<2%
<2%
Other
33
*
*
24
25
13
<2%
<2%
<2%
<2%
<2%
<2%
Sikhism
*
Undefined
*
<2%
*
<2%
<2%
Religious profile – divisional headcount and percentage as a total of divisional staff:
Atheism
ALW
Corporate
Dental
HSTH
Warrington
Trafford
23
12
*
22
27
14
2.1%
3.7%
<2%
<2%
4.3%
<2%
Buddhism
*
*
<2%
<2%
Christianity
466
93
62
273
289
152
42.6%
28.7%
30.8%
23.7%
46.2%
19.3%
Hinduism
*
<2%
*
*
*
<2%
<2%
<2%
I do Not Wish to
Disclose
570
52.1%
206
63.6%
129
64.2%
826
71.8%
281
44.9%
603
76.5%
Islam
Judaism
*
*
*
*
*
*
<2%
<2%
<2%
<2%
<2%
*
<2%
<2%
Other
33
*
*
24
25
13
3.0%
2.5%
2.5%
2.0%
4.0%
<2%
Sikhism
*
Undefined
*
<2%
*
<2%
<2%
Page 28
Religious profile – percentages by band:
31 Jan 2013
Atheism
Buddhism
16
19.5%
I do Not Wish to
Disclose
61
74.4%
143
33.9%
253
60.0%
218
35.2%
371
59.8%
*
<2%
123
29.1%
284
67.1%
*
<2%
265
34.3%
*
<2%
451
58.3%
<2%
291
34.8%
*
<2%
494
59.1%
2.1%
174
28.2%
*
<2%
417
67.7%
*
2.3%
47
27.5%
117
68.4%
*
6.4%
14
29.8%
30
63.8%
Band 8c
*
3.1%
11
34.4%
20
62.5%
Band 8d
*
10.0%
*
20.0%
*
70.0%
*
100.0%
109
73.2%
Band 1
*
3.7%
Band 2
*
<2%
Band 3
13
2.1%
Band 4
*
<2%
Band 5
27
3.5%
*
Band 6
20
2.4%
*
Band 7
13
Band 8a
Band 8b
*
<2%
Christianity
Hinduism
Band 9
Other Clinical &
Management Staff
*
2.7%
31
20.8%
*
<2%
Islam
Judaism
Other
Sikhism
Undefined
*
2.4%
17
4.0%
*
<2%
15
2.4%
*
<2%
<2%
*
2.4%
*
<2%
26
3.4%
*
<2%
24
2.9%
*
<2%
*
<2%
*
<2%
*
<2%
*
<2%
*
*
<2%
*
<2%
<2%
Religious profile – percentages of Bridgewater:
31 Jan 2013
Atheism
Buddhism
Christianity
Hinduism
I do Not Wish to
Disclose
Islam
Judaism
Other
Sikhism
Undefined
Band 1
*
<2%
16
<2%
61
<2%
*
<2%
Band 2
*
<2%
143
3.4%
253
6.4%
17
<2%
*
<2%
Band 3
13
<2%
218
5.2%
371
8.9%
*
<2%
15
<2%
*
<2%
Band 4
*
<2%
Band 5
27
Band 6
*
<2%
Band 7
*
<2%
123
2.9%
284
6.8%
*
<2%
*
<2%
<2%
*
<2%
265
6.3%
*
<2%
451
10.8%
*
<2%
26
<2%
20
<2%
*
<2%
291
7.0%
*
<2%
494
11.8%
*
<2%
24
<2%
13
<2%
174
4.2%
*
<2%
417
9.9%
*
<2%
*
<2%
Band 8a
*
<2%
47
<2%
117
2.8%
*
<2%
Band 8b
*
<2%
14
<2%
30
<2%
Band 8c
*
<2%
11
<2%
20
<2%
*
<2%
*
<2%
Page 29
Band 8d
Band 9
Other Clinical &
Manaoement Staff
.
.
<2%
<2%
.
31
<2%
<2%
.
<2%
.
.
<2%
109
2.6%
<2%
.
<2%
.
<2%
Page 30
Sex (Gender)
Gender profile – divisional headcount and percentage as a total of all Bridgewater staff:
31 Jan 2012
Female
31 Jan 2013
90.8%
31 Jan 2013
90.9%
Full Time
ALW
Corporate
Dental
HSTH
Warrington
Trafford
Female
1114
27.6%
124
Male
3.1%
187
1164
616
580
18
126
59
46
<2%
3.1%
<2%
<2%
4.6%
28.9%
15.3%
14.4%
Female
1012
24.2%
253
6.0%
185
4.4%
1047
25.0%
574
13.7%
733
17.5%
83
71
16
104
52
55
Male
2.0%
<2%
<2%
2.5%
<2%
<2%
418
129
52
532
232
315
Female
10.0%
3.1%
<2%
12.7%
5.5%
7.5%
59
63
*
82
40
47
Part Time
Male
<2%
<2%
<2%
<2%
<2%
<2%
594
124
133
515
342
418
Female
14.2%
2.9%
3.2%
12.3%
8.2%
10.0%
24
*
12
22
11
*
Male
<2%
<2%
<2%
<2%
<2%
<2%
Gender profile – divisional headcount and percentage as a total of divisional staff:
31 Jan 2012
31 Jan 2013
31 Jan 2013
Full Time
ALW
Corporate
Dental
HSTH
Warrington
Trafford
Female
1114
90.0%
124
Male
10.0%
187
1164
616
580
18
126
59
46
8.8%
9.8%
8.7%
7.3%
91.2%
90.2%
91.3%
92.7%
Gender profile – percentages by band:
Band 1
Band 2
Band 3
Band 4
Band 5
Band 6
Band 7
Band 8a
Band 8b
Band 8c
Band 8d
Band 9
Other Clinical &
Management
79
372
556
398
726
789
561
159
33
25
*
Female
96.3%
88.2%
89.7%
94.1%
93.8%
94.4%
91.1%
93.0%
70.2%
78.1%
50.0%
99
61.4%
*
50
64
25
48
47
55
12
14
*
*
*
50
Female
1012
92.4%
253
78.1%
185
92.0%
1047
91.0%
574
91.7%
733
93.0%
83
71
16
104
52
55
Male
7.6%
21.9%
8.0%
9.0%
8.3%
7.0%
418
129
52
532
232
315
Female
38.2%
39.8%
25.8%
46.2%
37.1%
40.0%
59
63
*
82
40
47
Part Time
Male
5.4%
19.4%
2.0%
7.1%
6.4%
6.0%
594
124
133
515
342
418
Female
54.2%
38.3%
66.2%
44.7%
54.6%
53.0%
24
*
12
22
11
*
Male
2.2%
2.5%
6.0%
<2%
<2%
<2%
Gender profile – percentages of
Bridgewater:
Male
3.7%
11.8%
10.3%
5.9%
6.2%
5.6%
8.9%
7.0%
29.8%
21.2%
50.0%
100.0%
33.6%
79
372
556
398
726
789
561
159
33
25
*
Female
<2%
8.9%
13.3%
9.5%
17.3%
18.9%
13.4%
3.8%
<2%
<2%
<2%
99
2.4%
Male
*
50
64
25
48
47
55
12
14
*
*
*
50
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
Page 31
Sexual Orientation
Sexual Orientation profile – percentage as a total of all Bridgewater staff:
31 Jan 2012
31 Jan 2013
Bisexual
Gay
Heterosexual
Do Not Wish To
Disclose
Lesbian
Undefined
Figures not available
<2%
<2%
47.9%
51.5%
<2%
<2%
Total Workforce
4034
4185
Sexual Orientation profile – divisional headcount and percentage as a total of all Bridgewater staff:
31 Jan 2013
ALW
Corporate
Dental
HSTH
Warrington
Trafford
*
*
*
*
*
*
Bisexual
<2%
<2%
<2%
<2%
<2%
<2%
*
*
*
*
*
*
Gay
<2%
<2%
<2%
<2%
<2%
<2%
480
181
95
708
335
205
Heterosexual
11.5%
4.3%
2.3%
17.0%
8.0%
4.9%
I do not wish to disclose
611
14.6%
141
3.4%
105
2.5%
434
10.4%
288
6.9%
576
13.8%
*
*
*
*
*
*
Lesbian
<2%
<2%
<2%
<2%
<2%
<2%
*
*
*
*
*
Not Defined
<2%
<2%
<2%
<2%
<2%
I do not wish to disclose
611
55.8%
141
43.5%
105
52.2%
434
37.7%
288
46.0%
576
73.1%
*
*
*
*
*
*
Lesbian
<2%
<2%
<2%
<2%
<2%
<2%
*
*
*
*
*
Not Defined
<2%
<2%
<2%
<2%
<2%
Sexual Orientation profile – divisional headcount and percentage as a total of divisional staff:
31 Jan 2013
ALW
Corporate
Dental
HSTH
Warrington
Trafford
*
*
*
*
*
*
Bisexual
<2%
<2%
<2%
<2%
<2%
<2%
*
*
*
*
*
*
Gay
<2%
<2%
<2%
<2%
<2%
<2%
480
181
95
708
335
205
Heterosexual
43.8%
55.9%
47.3%
61.5%
53.5%
26.0%
Page 32
Appendix 2 – Workforce Profile Dashboard
WORKFORCE PROFILE BY PROTECTED CHARACTERISTICS
Gender
31 Jan 2012
Female
Male
Age
31 Jan 2013
90.8%
9.2%
90.9%
9.1%
of which
Female
Male
Full
Time
Part
Time
Information not
available
Full
Time
Part
Time
40.1%
7.0%
50.8%
2.1%
31 Jan 2012
16 – 20
21 – 25
26 – 30
31 – 35
36 – 40
41 – 45
46 – 50
51 – 55
56 – 60
61 – 65
66 – 70
71 & above
Disability
31 Jan 2012
Yes
No
Not Declared
Undefined
2.1%
47.4%
10.9%
39.6%
<2%
2.6%
7.7%
10.7%
12.1%
16.3%
18.9%
15.6%
10.0%
3.6%
<2%
<2%
Ethnicity
31 Jan 2013
<2%
2.8%
6.8%
11.0%
11.9%
15.9%
18.4%
16.9%
10.7%
4.0%
<2%
<2%
31 Jan 2012
White British
BME
Not Stated
of which
White British
BME
Not Stated
Religion or Belief
31 Jan 2013
2.3%
47.0%
50.5%
<2%
31 Jan 2012
Atheism
Buddhism
Christianity
Hinduism
Do Not Wish to
Disclose
Islam
Judaism
Other
Sikhism
Undefined
Information not
available
31 Jan 2013
93.0%
4.8%
2.2%
Female
85.0%
4.0%
<2%
92.4%
4.6%
3.0%
Male
Female
Male
8.1%
<2%
<2%
Sexual Orientation
31 Jan 2013
2.4%
<2%
31.9%
<2%
62.5%
<2%
<2%
2.6%
<2%
<2%
31 Jan 2012
Bisexual
Gay
Heterosexual
Do Not Wish To
Disclose
Lesbian
Undefined
Information not
available
31 Jan 2013
<2%
<2%
47.9%
51.5%
<2%
<2%
Page 33
Full and Part Time Working
Gender by Pay Band
31 Jan 2013
31 Jan 2013
Full Time
ALW
Corporate
Dental
HSTH
Warrington
Trafford
477
192
60
614
272
362
43.6%
59.3%
29.3%
53.3%
43.5%
45.9%
Part Time
618
132
145
537
353
426
56.3%
40.7%
70.7%
46.7%
56.7%
54.1%
Female
Band 1
Band 2
Band 3
Band 4
Band 5
Band 6
Band 7
Band 8a
Band 8b
Band 8c
Band 8d
Band 9
Other Clinical &
Management Staff
79
372
556
398
726
789
561
159
33
25
*
96.3%
88.2%
89.7%
94.1%
93.8%
94.4%
91.1%
93.0%
70.2%
78.1%
50.0%
99
61.4%
Male
*
50
64
25
48
47
55
12
14
*
*
*
50
3.7%
11.8%
10.3%
5.9%
6.2%
5.6%
8.9%
7.0%
29.8%
21.2%
50.0%
100.0%
33.6%
Page 34
Appendix 3 – Workforce Profile against Population Profile by Protected Characteristic
WORKFORCE PROFILE AGAINST BRIDGEWATER POPULATION
Percentages of population – where figures are 0.0 or <2 this does not mean that there are no members of the population sharing this protected characteristic, just that
figures are too small to be statistically viable.
Bridgewater Population: ONS Census 2011
Workforce: as at 31 January 2013
Dental Division
Bolton
Cheshire
West
49.4
48.7
50.6
51.3
Stockport
Tameside
Recruitment Appointments
Workforce
48.9
51.1
49.1
50.9
15.0
85.0
9.6
90.4
22.5
31.1
27.9
16.1
2.4
23.6
31.1
27.3
15.6
2.4
24.6
33.2
26.6
13.7
1.9
Information not available
<2
48.6
49.5
<2
79.4
0.6
1.9
1.8
13.4
0.2
1.2
0.5
0.9
94.7
0.7
2.1
0.9
1.0
0.1
0.2
0.3
0.2
89.0
1.4
1.7
1.8
4.3
0.3
0.3
0.6
0.7
88.5
0.7
1.7
1.4
6.2
0.2
0.5
0.4
0.3
94.6
<2
<2
<2
<2
<2
<2
<2
<2
<2
94.3
<2
<2
<2
<2
<2
<2
<2
<2
2.15
17.0
0.2
62.7
2.2
5.7
11.7
0.1
0.0
0.0
22.0
0.2
70.1
0.2
6.5
0.5
0.1
0.0
0.1
25.0
0.3
63.2
0.6
6.5
3.3
0.5
0.0
0.1
24.0
0.2
64.0
1.5
5.9
4.4
0.0
0.0
0.0
<2
<2
37.7
<2
51.5
<2
<2
<2
<2
<2
2.47
<2
34.82
<2
59.23
<2
<2
2.41
<2
<2
Wigan
Halton
St Helens
Warrington
Trafford
Male
Female
49.7
50.3
48.8
51.2
49.1
50.9
49.6
50.4
49.0
51.0
Age 0 – 19
Age 20 – 44
Age 45 – 64
Age 65 – 84
Age 85+
23.8
33.2
26.8
14.5
1.7
25.0
32.7
27.6
13.1
1.5
23.3
31.5
27.4
15.9
2.0
24.1
33.1
26.9
14.1
1.8
24.9
33.0
26.0
13.8
2.3
25.8
33.6
25.2
13.4
2.0
White: British
White: Irish
White: Other
Mixed
Asian/Asian British
Black: Caribbean
Black: African
Other: Chinese
Other Ethnicity
Not Stated
95.5
0.5
1.3
0.8
0.8
0.1
0.4
0.3
0.3
96.4
0.5
0.9
1.1
0.4
0.1
0.1
0.2
0.1
96.6
0.5
0.9
0.8
0.8
0.0
0.1
0.3
0.2
92.9
0.7
2.3
1.0
2.1
0.1
0.2
0.4
0.2
80.4
2.2
2.9
2.7
7.0
1.7
0.8
1.0
1.1
No Religion/Atheism
Buddhism
Christianity
Hinduism
Not Disclosed
Islam
Judaism
Other
Sikhism
Undefined
15.7
0.2
77.8
0.2
5.5
0.7
0.0
0.1
0.0
19.0
0.2
75.0
0.2
5.4
0.2
0.0
0.0
0.0
15.0
0.2
78.8
0.2
5.5
0.3
0.0
0.0
0.0
20.0
0.2
71.4
0.6
5.9
1.0
0.1
0.0
0.2
21.1
0.3
63.4
1.0
6.3
5.7
1.1
0.1
0.7
Page 35
Appendix 4 – Workforce Length of Service
LENGTH OF SERVICE
Bridgewater
31 Jan 2013
0 – 1 year
1 – 5 years
6 – 10 years
11 – 15 years
16 – 20 years
21 – 25 years
26 – 30 years
31 – 35 years
36 – 40 years
40 + years
6.4%
37.2%
28.7%
11.8%
6.9%
4.4%
2.8%
<2%
<2%
<2%
Page 36
Appendix 5 – Recruitment Profile by Protected Characteristic
Recruitment
Jan 2012
Jan 2013
Jan 2012
Applications
Jan 2013
Jan 2012
Short Listed
Jan 2013
Appointed
Gender
Male
Female
Undisclosed
1410
6757
*
17.3%
82.8%
<2%
1444
4762
*
23.2%
76.6%
<2%
228
1609
*
12.4%
87.6%
<2%
259
1361
*
16.0%
84.0%
16
189
*
7.8%
92.2%
<2%
38
333
10.2%
89.8%
Disability
No
Not Declared
Undefined
Yes
7765
47
*
354
95.1%
<2%
<2%
4.3%
5938
38
95.6%
<2%
95.5%
<2%
3.8%
94.4%
<2%
<2%
5.4%
1548
*
237
1734
*
*
97
64
3.9%
196
*
*
*
100.0%
<2%
<2%
<2%
172
174
15
*
46.4%
46.9%
4.0%
2.7%
Ethnicity
White British
White Irish White
Other Asian/Asian
British Mixed
Black/Black British Caribbean
Black/Black British African
Other Chinese
Any Other
Not Disclosed
6743
112
172
561
105
36
272
29
57
37
82.6%
<2%
2.1%
7.1%
<2%
<2%
3.4%
<2%
<2%
<2%
4769
70
233
594
92
29
239
56
70
60
76.8%
<2%
3.8%
9.6%
<2%
<2%
3.8%
<2%
<2%
<2%
1635
22
27
69
*
*
38
*
*
*
89.0%
<2%
<2%
3.9%
<2%
<2%
2.2%
<2%
<2%
<2%
1440
15
25
71
12
*
26
*
*
11
88.8%
<2%
<2%
4.4%
<2%
<2%
<2%
<2%
<2%
<2%
195
*
*
*
*
*
*
*
*
*
95.1%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
321
*
*
*
*
*
*
*
*
25
86.5%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
6.7%
Religion or
Belief
Atheism
Buddhism
Christianity
Do not wish to disclose
Hinduism
Islam
Jainism
Judaism
Other
Sikhism
Undefined
645
29
5655
603
160
279
*
12
742
13
8.1%
<2%
69.2%
7.4%
<2%
3.5%
<2%
<2%
9.1%
<2%
534
48
4099
498
178
279
*
13
534
27
8.6%
<2%
66.0%
8.0%
2.9%
4.5%
<2%
<2%
8.6%
<2%
146
*
1337
160
21
29
*
*
129
*
8.1%
*
72.9%
8.9%
<2%
<2%
*
*
7.2%
*
146
10
1118
148
22
35
9.0%
<2%
69.0%
9.1%
<2%
2.2%
<2%
103
86
*
27.7%
67.1%
<2%
8.5%
<2%
7.4%
*
74.5%
9.3%
*
*
*
*
8.8%
*
*
138
*
15
*
152
19
*
*
*
*
18
*
*
<2%
*
<2%
Lesbian
Bisexual Gay
Heterosexual
45
48
57
7603
Sexual
Orientation
<2%
<2%
<2%
93.1%
54
38
61
5757
<2%
<2%
<2%
92.7%
*
*
*
1714
<2%
<2%
<2%
93.3%
11
*
14
1502
<2%
<2%
<2%
92.7%
*
*
*
192
<2%
<2%
<2%
93.7%
Page 37
Do not wish to disclose
Undefined
416
5.1%
303
4.9%
102
5.7%
86
5.3%
13
6.3%
RECRUITMENT PROFILE DASHBOARD 2012/13
Applications received: 6213
Gender
Male
Female
Undisclosed
1444
4762
*
Disability
23.2%
76.6%
<2%
No
Not Declared
Undefined
Yes
Religion or Belief
Atheism
Buddhism
Christianity
Do Not Wish to
Disclose
Hinduism
Islam
Jainism
Judaism
Other
Sikhism
Undefined
534
48
4099
498
178
279
*
13
534
27
Ethnicity
5938
38
95.6%
<2%
237
3.8%
White British
BME
Not Disclosed
4769
1384
60
76.8%
23.0%
<2%
Sexual Orientation
8.6%
<2%
66.0%
8.0%
2.9%
4.5%
<2%
<2%
8.6%
<2%
Lesbian
Bisexual Gay
Heterosexual
Do Not Wish to
Disclose
Undefined
54
38
61
5757
303
<2%
<2%
<2%
92.7%
4.9%
Page 38
Shortlisted Applications: 1621
Gender
Male
Female
Undisclosed
259
1361
*
Disability
16.0%
84.0%
<2%
No
Not Declared
Undefined
Yes
Religion or Belief
Atheism
Buddhism
Christianity
Do Not Wish to
Disclose
Hinduism
Islam
Jainism
Judaism
Other
Sikhism
Undefined
146
*
1118
148
22
35
138
*
Ethnicity
1548
*
95.5%
<2%
64
3.9%
White British
BME
Not Disclosed
1440
170
11
88.8%
10.5%
<2%
Sexual Orientation
9.0%
<2%
69.0%
9.1%
<2%
2.2%
<2%
<2%
8.5%
<2%
Lesbian
Bisexual Gay
Heterosexual
Do Not Wish to
Disclose
Undefined
10.2%
89.8%
No
Not Declared
Undefined
Yes
11
*
14
1502
86
<2%
<2%
<2%
92.7%
5.3%
Appointments: 371
Gender
Male
Female
38
333
Disability
Religion or Belief
Atheism
Buddhism
Christianity
Do Not Wish to
Disclose
Hinduism
Islam
Jainism
Judaism
Other
Sikhism
Undefined
172
174
15
*
Ethnicity
46.4%
46.9%
4.0%
2.7%
White British
BME
Not Disclosed
321
25
25
86.5%
6.7%
6.7%
Sexual Orientation
*
<2%
103
86
*
27.7%
67.1%
<2%
*
<2%
*
<2%
Lesbian
Bisexual Gay
Heterosexual
Do Not Wish to
Disclose
Undefined
*
*
<2%
<2%
129
236
*
34.8%
63.6%
<2%
Page 39
Appendix 6 – Workforce Turnover by Protected Characteristic
WORKFORCE TURNOVER BY PROTECTED CHARACTERISTICS
Gender
Age
31 Jan 2013
Female
Male
83.7%
16.3%
Disability
31 Jan 2013
16 – 20
21 – 25
26 – 30
31 – 35
36 – 40
41 – 45
46 – 50
51 – 55
56 – 60
61 – 65
66 – 70
71 & above
31 Jan 2013
6.7%
8.2%
11.3%
9.6%
10.3%
11.3%
12.4%
14.2%
13.1%
<2%
<2%
White British
BME
Not Stated
Undefined
Religion or Belief
31 Jan 2013
Yes
No
Not Declared
Undefined
Ethnicity
<2%
50.4%
37.6%
10.6%
Sexual Orientation
31 Jan 2013
Atheism
Buddhism
Christianity
Hinduism
Do Not Wish to Disclose
Islam
Judaism
Other
Sikhism
Undefined
89.0%
7.8%
2.5%
<2%
31 Jan 2013
4.4%
37.0%
<2%
35.1%
<2%
<2%
21.2%
Bisexual
Gay
Heterosexual
Do Not Wish To
Disclose
Lesbian
Undefined
<2%
54.1%
31.6%
<2%
13.3%
Page 40
Appendix 7 – Trust Patient Profile by Protected Characteristic
TRUST PATIENT PROFILE BY PROTECTED CHARACTERISTIC
Live patient records for Halton and St Helens Division at 16 January 2013: 42,104
Gender
Ethnicity
Jan 2013
Male
Female
Transgender
Unknown
Blank Record
Jan 2013
41.5%
45.2%
<2%
<2%
13.2%
Disability
White British
White Irish White
Other Black
Caribbean Black
African Black
Other Asian
Indian
Asian Bangladeshi
Asian Pakistani
Asian Other
Chinese
Mixed White & Black Caribbean
Mixed White & Asian
Mixed White & Black African
Mixed Other
Other Ethnic Group
Not Specified
Blank Record
Jan 2013
70.5%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
18.6%
8.7%
Atheism
Buddhism
Christianity
Hinduism
I Do Not Wish to Disclose
Islam
Jainism
Judaism
Other
Sikhism
Blank Record
Sexual Orientation
Jan 2013
Behaviour & Emotional
Hearing
Mobility & Gross Motor
No Perceived Disability
Progressive Conditions
Blank Record
Religion or Belief
British Armed Forces
Jan 2013
<2%
<2%
<2%
<2%
<2%
99.9%
Bisexual
Gay
Heterosexual
I Do Not Wish to Disclose
Lesbian
Blank Record
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
98.6%
Jan 2013
<2%
<2%
<2%
<2%
<2%
99.3%
Yes
No Unknown
Blank Record
<2%
<2%
99.9%
Page 41
Marital Status
Age
Jan 2013
Divorced
Married
Single
Not Known
Blank Record
Nationality
Jan 2013
<2%
<2%
<2%
<2%
97.8%
0–4
5–9
10 – 14
15 – 19
20 – 24
25 – 29
30 – 34
35 – 39
40 – 44
45 – 49
50 – 54
55 – 59
60 – 64
65 – 69
70 – 74
75 – 79
80 – 84
85 – 89
90 – 94
95 – 99
100 +
Undefined
Jan 2013
40.1%
<2%
<2%
<2%
2.0%
2.0%
2.4%
2.3%
3.1%
3.6%
4.0%
4.0%
5.0%
5.8%
5.5%
5.8%
5.0%
3.3%
<2%
<2%
<2%
<2%
Not Stated
Polish
South Africa
English
Blank Record
<2%
<2%
<2%
<2%
99.9%
Preferred Language
English
Other
Thai
Turkish
Blank Record
4.1%
<2%
<2%
<2%
95.9%
Page 42
Appendix 8 – Newton Community Hospital In‐Patient Profile by Protected Characteristic
NEWTON IN-PATIENTS BY PROTECTED CHARACTERISTICS
Gender
Age
31 Jan 2013
Female
Male
Not Disclosed
Undefined
45.7%
50.9%
<2%
2.6%
31 Jan 2013
Under 18
19 – 24
25 – 50
51 – 69
70 +
Disability
31 Jan 2013
2.6%
2.6%
19.8%
39.7%
35.3%
White British
BME
Not Disclosed
Undefined
Religion or Belief
31 Jan 2013
Yes
No
Not Disclosed
Undefined
Ethnicity
25.9%
66.4%
<2%
6.0%
Sexual Orientation
31 Jan 2013
Atheism
Buddhism
Christianity
Hinduism
Not Disclosed
Islam
Judaism
Other
Sikhism
Undefined
94.8%
3.4%
<2%
<2%
31 Jan 2013
<2%
<2%
74.1%
<2%
7.8%
<2%
9.5%
3.4%
Bisexual
Gay
Heterosexual
Not Disclosed
Lesbian
Undefined
82.8%
6.0%
11.2%
Page 43
Appendix 9 – Membership Profile by Protected Characteristic
TRUST MEMBERSHIP PROFILE BY PROTECTED CHARACTERISTIC
Bridgewater Membership at 21 January 2013
Age
Ethnicity
21 Jan 2013
10 – 19
20 – 29
30 – 39
40 – 49
50 – 59
60 – 69
70 – 79
80 – 89
90 +
21 Jan 2013
13.4%
22.9%
15.7%
14.2%
11.3%
12.7%
6.7%
2.6%
<2%
Disability
White British
White Irish
White Other
Black Caribbean
Black African
Black Other
Asian Indian
Asian Bangladeshi
Asian Pakistani
Asian Other
Chinese
Mixed White & Black Caribbean
Mixed White & Asian
Mixed White & Black African
Mixed Other
Other Ethnic Group
Not Specified
Atheism
Buddhism
Christianity
Hinduism
I Do Not Wish to Disclose
Islam
Jainism
Judaism
Other
Sikhism
Not Recorded
Bisexual Gay
Heterosexual
I Do Not Wish to Disclose
Lesbian
Not Recorded
Child Health Services
Dental Services
Health & Wellbeing Services
Offender Health Services
Long Term Conditions Services
Specialist Services
Urgent Care Services
3.6%
<2%
36.3%
<2%
22.8%
<2%
<2%
<2%
<2%
65.7%
Gender
21 Jan 2013
<2%
3.3%
<2%
<2%
3.6%
<2%
Membership Interest
21 Jan 2013
21 Jan 2013
93.0%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
<2%
3.7%
Sexual Orientation
21 Jan 2013
Learning Disability/Difficulty
Long Standing Illness
Mental Health Problem
Other Disability
Physical Impairment
Sensory Impairment
Religion or Belief
21 Jan 2013
<2%
<2%
52.7%
15.0%
<2%
30.7%
Male
Female
Unknown
Not Specified
37.7%
61.3%
<2%
<2%
2297
1491
3480
391
1329
1193
1819
Page 44