Barts Health Equality and Human Rights Impact Assessment Report

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www.brap.org.ukObviously, this presentation of the data does not differentiate particular ethnic groups withineach broad ethnic category. In the figures below more detailed analysis of particular ethniccategories is provided. Where there were ‘unique’ categories to a particular Trust, thesehave been recorded as the ‘any other background’ heading within the relevant majorcategory. For example, people who have self-identified as ‘Black Nigerian’ are includedbelow under ‘Black or Black British - Any other Black background’. People who self-identifiedas ‘White Greek’ are included in ‘White or White British – Any other White background’.Specific ‘Mixed’ delineations have been subsumed under ‘Mixed background’, which was thebroadest relevant reported category. As can be seen from table 1.1.3e (appendix A), WhippsCross provided extremely detailed information, the specificity of which is lost under ‘Otherspecified’ below.Judging from figure 2.1.3c, the four most populous ethnic categories within the new, mergedorganisation will be White British (31.61%), Black African (12.62%), White Other (8.42%),and Indian (8.14%).Currently, White Other makes up a significant proportion of staff at Barts and the London(8.8%) and Whipps Cross (9.0%) (see figure 2.1.3d, page 35). Equally, Indian staff comprise14.7% of the workforce at Newham. Black African staff are also a significant grouping atNewham (23.2%) and Whipps Cross (13.2%).Comparison of ethnicity of staff in terms of banding hierarchy is done in section 2.2.3.Figure 2.1.3c: SIP by ethnicity (narrow categories) (merged figure for all Trusts)34
Barts Health Equality and Human Rights Impact Assessment ReportFigure 2.1.3d: SIP by ethnicity (narrow categories) (all Trusts)35
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Page 8 and 9: www.brap.org.ukGLOSSARYBMECAGCCGCQC
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Page 32 and 33: www.brap.org.ukFigure 2.1.1b: Staff
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Page 38 and 39: www.brap.org.ukWhipps Cross2.1.7 Pr
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Page 42 and 43: www.brap.org.ukFigure 2.2.1: Staff
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Page 48 and 49: www.brap.org.ukexperiences of discr
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Page 52 and 53: www.brap.org.uk3.3 Experience of ha
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Page 72 and 73: www.brap.org.ukFigure 4.2.1: Receip
Page 74 and 75: www.brap.org.uk4.3 Detriments and d
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Page 78 and 79: www.brap.org.uk5. RECRUITMENTThe da
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www.brap.org.ukFigure 5.3.2: Starte
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www.brap.org.ukFigure 5.4.1: Applic
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EN5EN6EN4EN2EN1www.brap.org.ukEN7EN
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www.brap.org.ukAs figures 2a-d belo
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www.brap.org.ukFigure 2c: Age-sex d
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www.brap.org.ukForest. The particul
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www.brap.org.ukProviding data relat
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www.brap.org.ukd: Merged figuresSou
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www.brap.org.ukFigure 3.3a: Proport
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www.brap.org.uk3.4 Migrant populati
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www.brap.org.ukFigure 4b: Number of
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www.brap.org.ukFigure 4f: Projected
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www.brap.org.uk6. Sexual orientatio
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www.brap.org.ukAgainst this, howeve
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www.brap.org.uk9b suggests that fer
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www.brap.org.ukFigure 11: Levels of
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www.brap.org.uk14. Jobs DensityJobs
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www.brap.org.uk16. Child PovertyThe
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www.brap.org.ukIV. HEALTH INEQUALIT
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www.brap.org.ukSource: Husbands, S.
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Key: Newham (N), Tower Hamlets (TH)
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Healthissue/conditionTuberculosisRa
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Healthissue/conditionHIVProtectedch
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Healthissue/conditionCardiovascular
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Healthissue/conditionMentalhealthPr
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Healthissue/conditionLifestyle(obes
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Healthissue/conditionProtectedchara
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www.brap.org.uk3. INEQUALITIES IN E
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www.brap.org.ukFigure 3.1.1b: % of
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www.brap.org.ukweren’t there at l
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www.brap.org.ukPart B: Experience o
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www.brap.org.ukThese discrepancies
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www.brap.org.ukFigure 4.2b: no. of
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www.brap.org.ukSECTION 2:LOCALSTAKE
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www.brap.org.ukviews about the broa
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www.brap.org.ukthat professionals w
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www.brap.org.ukthat there weren’t
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www.brap.org.ukPatient experience/h
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www.brap.org.ukSummaryAs with other
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www.brap.org.ukEthnictyDisabilitySe
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www.brap.org.ukGroupMuch Harderto A
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www.brap.org.ukGroupMuch Harder toA
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www.brap.org.ukOf those who didn’
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www.brap.org.ukpeople should not be
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www.brap.org.ukCorrelation between
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www.brap.org.ukPeople should be tre
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www.brap.org.ukAs before, participa
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www.brap.org.ukHealth inequalities
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www.brap.org.uk3.3.2 Reach of exist
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www.brap.org.ukSECTION 3:EQUALITYAN
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www.brap.org.ukIt should be noted t
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Merger issuePositiveimplicationsof
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EDS Goal 2: Improved Patient Access
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Merger issuePositive implicationsof
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Merger issuePositiveimplications of
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EDS Goal 4: Inclusive Leadership at
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www.brap.org.uk4. Conclusions and r
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www.brap.org.ukquality of provision
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www.brap.org.ukStep 3Designing appr
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