Barts Health Equality and Human Rights Impact Assessment Report

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www.brap.org.uk3.4.2 DisabilityIt is difficult to reach meaningful conclusions about the number of disabled employees facingdisciplinaries given small sample sizes and the number of people not declaring theirdisability status. Purely for the sake of reference, then, absolute figures are presented below.Figure 3.4.2: Disciplinaries by disability (all Trusts)Disabled Not disabled Not knownNo % No % No %TotalBarts and theLondon2 1 84 40 124 59 210Newham 1 3 14 74 15 50 30Whipps Cross 0 0 28 100 0 0 283.4.3 EthnicityThe three Trusts used a variety of different ethnic categories to analyse the profile of peopleon disciplinaries (see tables 2.4.3a, b, and c in appendix B). Below, we present the datausing the broadest categories that were provided.The number of disciplinaries at Barts and the London and Whipps Cross appear broadlyconsistent with their respective Trust profiles, although – as Whipps Cross observe in theirWorkforce Report August 2011 – the “pattern is consistent with BME staff being more likelyto be the subject of disciplinary procedures.” Within Newham, Asian and White staff appearless likely to be subject to a disciplinary, while Black staff are significantly more likelycompared with their profile within the Trust.Figure 3.4.3a: Disciplinaries by ethnicty (Barts and the London)Cases by ethnicityTrust profile56
Barts Health Equality and Human Rights Impact Assessment ReportFigure 3.4.3b: Disciplinaries by ethnicty (Newham)Cases by ethnicityTrust profileFigure 3.4.3c: Disciplinaries by ethnicty (Whipps Cross)Cases by ethnicityTrust profile3.4.4 SexThe percentages of men and women facing disciplinaries within Newham and Whipps Crossappear broadly consistent with those organisations’ staff profiles. Men at Barts and theLondon, however, appear to be much more likely to face a disciplinary than the Trust’sprofile might suggest (with men being the subject of 41.0% of disciplinaries despite onlybeing 26.4% of the workforce).57
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Barts Health Equality andHuman Righ
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Page 8 and 9: www.brap.org.ukGLOSSARYBMECAGCCGCQC
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www.brap.org.uk6. Sexual orientatio
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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/conditionCardiovascular
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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.ukSummaryAs with other
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www.brap.org.ukEthnictyDisabilitySe
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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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