Barts Health Equality and Human Rights Impact Assessment Report

www.brap.org.uk2.1.4 SexAll three Trusts have a similar staff sex breakdown, with women making up approximatelythree quarters of the workforce. Data have been combined in figure 2.1.4a below to give asex breakdown for the new, merged organisation. Men are underrepresented whencompared to the broader local population yet the staff sex profile is largely representative ofthe NHS workforce as a whole.Figure 2.1.4a: Staff in post by sex (all Trusts)2.1.5 Gender reassignmentNo Trust currently monitors staff based on their transgender status. However, it is importantto note that both the Equality and Human Rights Commission and the Department of Healthhave issued guidance stating that monitoring of people’s gender reassignment status shouldproceed with extreme caution. Given the relatively small number of trans people in any givenworkforce, there is always the possibility that the disclosure of this information will lead to awitch-hunt. Instead, the emphasis should be on the preparedness of organisations to supporttrans equality for staff, something all the Trusts have committed themselves to.2.1.6 Marriage and civil partnershipAs can be seen from table 1.1.6b (appendix A), Newham provided proportional figures for itsTrust, which prevents the presentation of a merged total for the new organisation. Instead,figure 2.1.6 provides proportional data for each of the Trusts separately.It appears that all the Trusts have a broadly similar composition to their workforce, withsingle people making up about 40% of the workforce in Barts and the London, Newham, andWhipps Cross (44.7%, 40%, and 39.0% respectively). Barts and the London appears to have36