This data is based on the 3,068 employees at NHS Digital, taken from a snapshot date of 31 March 2018. Findings are generally based on the largest variations between groups and whether the sample size was deemed large enough to allow for inclusion.
The information is sourced from:
- the Electronic Staff Record (ESR) warehouse system, which holds our employee data
- NHS Jobs and Job Train – the recruitment websites we have used for our vacancies
- Office for National Statistics (ONS) 2011 Population Census Comparison
- 2018 labour force survey (working population)
Between 1 April 2017 and 31 March 2018:
- 362 new appointments were made
- 5,939 job applications were received
- 413 employees took at least one non-mandatory training course
- 295 employees were promoted
- 229 employees left the business
- 85 employee relation cases were in progress (due to very small numbers, this data covers the period 1 April 2016 to 31 March 2018)
The gender composition of the workforce is similar to last year (44% women, 56% men). The working population of the UK is 47% women and 53% men.
Our data shows that:
- more women than men are employed at Band 4 to 6 - this pattern reverses from Band 7 upwards
- similar to last year, men make up just over three quarters of Band 9 posts (76%), compared to 24% of women
- women are more likely to work part-time hours than men (24% of women and 5% of men) and this remains unchanged from last year - this pattern is consistent for women across Bands 4 to 8d, while a lower proportion of women in Band 9 work part-time hours (10%)
We also found that:
- of all job applicants, 31% were women, 56% were men and 13% of applicants did not disclose this data, or it was unknown - this shows a potential reduction in the number of women applying for jobs when compared to 2016/17 (41% of applications)
- out of all appointed members of staff, 38% were women and 47% were men, while 15% of appointed candidates chose not to disclose this data or it was unknown - women were therefore more likely to be successful in their job application compared to men
- similar to last year, women were generally the most likely to be appointed to Band 4 and 5 - overall this pattern reverses from Band 7 to 8d
- of our leavers, 56% were men and 44% were women, which reflects the current make up of the workforce
In 2017/18, we increased the number of channels that our external vacancies are advertised on.
Find out more gender information.
The percentage of staff declaring a disability was the same as last year. We found that 69% of employees declared they did not have a disability, and 26% of disability statuses are either not disclosed or unknown, which is similar to 2016/17 (25%). This compares to 18% of the working population of the UK.
Of our job applicants, 2% declared a disability (compared to 4.8% in 2016/17), 21% did not have a declared disability and 78% did not disclose whether they had a disability, or the information was unknown at the application stage.
Work is being undertaken to increase the number of candidates sharing disability status during the application process.
Our data shows that:
- of the 1,662 shortlisted candidates, 2% had a declared disability, 18% did not have a declared disability, 80% did not disclose or the disability status was unknown
- 1% of appointed candidates had a declared disability, compared to 4.2% in 2017/18, 14% of appointed candidates did not have a declared disability, 85% of appointed candidates chose to not disclose their disability status, or it was unknown
- of all internal promotions, 3% declared a disability, 76% did not have a declared disability, 21% did not disclose whether they had a disability, or their status was unknown
- 4% of Academy job applicants declared a disability, 24% did not have a declared disability, 73% did not disclose whether they had a disability, or it was unknown at the application stage - the percentage of disabled staff remained constant through to shortlisting and appointment stage
We are exploring how we can make our application process more accessible and are improving the support that managers receive to make adjustments to support attendance at interview and assessment.
Find out more disability information.
Our data shows 70% of the workforce describe their sexual orientation as heterosexual, 25% of the workforce chose not to disclose their sexual orientation and 3% of sexual orientations are unknown. This is nearly the same workforce profile as 2016/17.
We also found that:
- 4% of job applicants were from LGB (lesbian, gay or bisexual) candidates and 74% of job applicants were heterosexual with the remaining either not wishing to disclose their information or it was unknown - a similar percentage of job applications in 2016/17 were from LGB candidates (3.3%)
- 4% of appointed staff were LGB, which is slightly higher than last year (2.8%) and 72% were heterosexual - 24% of candidates chose not to disclose their information, or it was unknown
- 3% of employees undertaking non-mandatory training describe their sexual orientation as LGB and 74% describe their sexual orientation as heterosexual
- LGB employees made up 8% of employee relations cases and 61% describe their sexual orientation as heterosexual
NHS Digital support for LGB employees and potential employees has been very visible through our regular presence at the Pride festival, and on a daily basis, with many staff wearing rainbow lanyards.
Find out more sexual orientation data information.
BAME - Black, Asian, and Minority Ethnic groups.
The BAME working population of England is 15%.
We also found that:
- 76% of the workforce is White compared to 85% of the population of England
- 11% of ethnic origins are not stated, which is a slight increase on last year (9%)
- the ethnic composition of the workforce is broadly the same as in 2016/17 (13% of the workforce were BAME)
Of our job applicants, 21% were from BAME candidates, which shows a drop from last year (38.5%), and 51% were White.
Job applications are anonymised and shortlisted based on knowledge, skills and experience to eliminate opportunities for unconscious bias.
We are currently exploring attraction channels that may encourage more applications from BAME candidates.
Our data also shows that:
- 18% of shortlisted candidates were BAME and 60% of shortlisted candidates were White
- 9% of appointments were BAME (compared with 12.7% last year), 65% of appointments were White and 25% of appointments did not state their ethnic origin, or it was unknown
Find out more ethnic origin information.
Pregnancy and maternity
During 2017/18, 70 employees were on paternity leave, 9 were on parental leave and 2 employees were on shared parental leave.
NHS Digital has a policy in place in relation to maternity leave, which ensures there is a focus on individual’s needs during pregnancy and maternity periods.
Other support options include:
- flexible working
- special leave
- parental leave
- shared parental leave
- time off for antenatal classes
Last edited: 4 October 2018 7:38 am