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.
