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Part of Our workforce demographics 2019

Ethnic origin

The ethnic composition of the workforce is broadly the same as in 2017/18 at 12.7%. The BAME (Black, Asian, and Minority Ethnic groups) working population of the UK is 12.3%.

Current Chapter

Current chapter – Ethnic origin


Summary

The ethnic composition of the workforce is broadly the same as in 2017/18 at 12.7%. The BAME (Black, Asian, and Minority Ethnic groups) working population of the UK is 12.3%.


Changes over time


13% of the workforce were BAME


The ethnic composition of the workforce is broadly the same as in 2017/18 at 12.7%. The BAME working population of the UK is 12.3%.

Of our job applicants, 38% were from BAME candidates, showing an increase from last year (21%) and 25% of appointments were BAME.     

In the NHS Digital Leadership programme, 11% of participants were BAME (81% declared they were white). 

During 2018/19, 13% of leavers were BAME employees which is  slightly above the current workforce profile.


Changes in the workforce

Starters and leavers

Of all appointed new starters, 13.3% were of BAME origin, 58.6% were white and 28.1% did not declare their ethnic origin information.

Of those leaving the organisation, 13% were BAME employees, 70.7% were white and 16.3% had not declared their ethnic origin. The number of leavers was in line with the organisational percentage of BAME employees.

Applications and appointments

BAME candidates made 38.2% of all external applications for jobs at NHS Digital.

At shortlisting stage, around 32% of all shortlisted applicants were of BAME origin.

25% of successfully appointed people declared themselves as BAME.

11.3% of applicants did not disclose their ethnicity.

10.6% of applicants identifying themselves as BAME reached shortlisting stage, compared with 14.8% of applicants who identified themselves as white.

  Applied Shortlisted Appointed
BAME 38.2% 31.9% 25%
White 50.5% 58.9% 58.6%
Not disclosed 11.3% 9.2% 16.4%

Note: the percentage of employees who share their diversity monitoring information is much lower for appointed staff, who must complete another declaration, than at application and shortlisting stage. External recruitment was controlled this year as part of the planned organisational change. This means that direct comparison is not possible across all stages of recruitment, or with previous years.

Promotions

8.33% of promoted employees were of BAME origin.

Training

During 2018/19, 59% of BAME employees accessed some form of training – online or classroom-based – compared with 53% of white employees.

Of the 138 employees in the three cohorts of the NHS Digital Leadership Programme, 12% were BAME, 80% were white and 8% had not shared their ethnic background.

Last edited: 1 November 2021 12:09 pm