Barts Health Equality and Human Rights Impact Assessment Report

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www.brap.org.ukFigure 2.2.4a: Staff in band by sex (Newham)numbers are absolute figures showing the number of staff in bandFigure 2.2.4b: Staff in band by sex (Whipps Cross)numbers are absolute figures showing the number of staff in band46
Barts Health Equality and Human Rights Impact Assessment Report3. EMPLOYEE RELATIONSThis section uses a variety of indicators to explore employee relations within the threeTrusts. The data underlying the charts and their original sources can be found in appendix B.3.1 Feeling valued by work colleaguesThis section uses data from NHS Staff Surveys to identify what percentage of staff at thethree Trusts feel valued by their work colleagues. Data is only disaggregated by age,disability, ethnicity, and sex.3.1.1 AgeBroadly speaking, feelings of being valued by work colleagues are fairly consistent across allTrusts and age groups. Newham appears to experience lower ratings compared with theother Trusts within the 16-30 and 31-40 age group; but the sample size within thesecategories is relatively small, making ratings particularly volatile. However, the lower cross-Trust ratings within the 41-50 age group may be significant and worthy of furtherinvestigation.Figure 3.1.1: % of staff who feel valued by work colleagues by age (all Trusts)red line indicates 2010 average for acute trusts (76%)3.1.2 DisabilityRatings across Trusts and disability status appear consistent, with the exception of thedisabled staff members at Newham, nearly half of whom (47%) do not feel valued by theircolleagues. It is interesting to compare this with other indicators in this section (such as47
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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 78 and 79: www.brap.org.uk5. RECRUITMENTThe da
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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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