Nuffield Trust: the gender pay gap in the NHS

The Nuffield Trust | April 2018  | The gender pay gap in the NHS: the story so far

Businesses with that employ more than 250 employees across Great Britain have  recently reported details of the gender pay gap in their organisation, in line with the requirements of The Equality Act 2010 (Gender Pay Gap Information) regulations. Now John Appleby,  Director of Research and Chief Economist at the Nuffield Trust has written a blog post about the gender pay gap in the NHS.  As it is the largest single employer in Britain – three times the size of the largest private sector employer, Tesco. Most of its organisations (principally trusts) employ over 250 staff.  Appleby questions: what does the data tell us about the gender pay gap in the NHS? (Nuffield Trust)

The full post can be read here 

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NHS workforce statistics

NHS DigitalMarch 2018 | NHS Workforce Statistics, December 2017

Provisional workforce statistics have been published in a report by NHS Digital. The data have been extracted and validated from the NHS’s HR and Payroll system.  This report shows provisional monthly numbers of NHS Hospital and Community Health Service (HCHS) staff groups working in Trusts and CCGs in England.  They include hospital doctors and non- medical staff and are available as headcount and full-time equivalents.

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In December 2017

  • The headcount was 1,198,238 in December 2017. This is 4,568 (0.4 per cent) less than the previous month (1,202,806) and 20,869 (1.8 per cent) more than in December 2016 (1,177,369).
  • The full time equivalent (FTE) total was 1,057,900 in December 2017. This is 4,001 (0.4 per cent) less than the previous month (1,061,902) and 18,835 (1.8 per cent) more than in December 2016 (1,039,065).
  • Professionally qualified staff make up over half (54.2 per cent) of the HCHS workforce (based on FTE).

Related:

NHS Sickness absence rates for November 2017 are accessible here

NHS Staff Earnings Estimates December 2017 can be found here 

 

 

 

Employee engagement, sickness absence and agency spend in NHS trusts 

Dawson, J. & West,  M. | NHS England | March 2018 | Employee engagement, sickness absence and agency spend in NHS trusts 

The Workforce Race Equality Standard (WRES) team at NHS England commissioned a report to examine the ‘real world’ relationship between staff engagement, sickness absence and reliance upon temporary staffing in NHS trusts.

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The team had the hypothesis that where: employee engagement is lower, there will be a higher level of sickness absence among staff, and this will necessitate a higher level of spend on agency (and bank) staff.  They analysed data from three sources: NHS Staff Survey (employee engagement), NHS Digital (sickness absence), and NHS Improvement (agency and bank staff spend).

The report has now been published and finds clear associations between employee engagement and sickness absence; as well as between employee engagement and agency staff spend (whether or not spend on bank staff was included within this).

It concludes there is clear evidence that trusts with higher engagement levels have lower levels of sickness absence and have lower spend on agency and bank staff.

Simon Stevens, Chief Executive of NHS England said: “that staff engagement is not only good for employees’ health but reduces trusts’ cost and reliance on agency staffing. So doing the ‘right thing’ also helps trusts with their budget pressures. As such, this report offers important practical lessons for the whole NHS.”

The full report can be downloaded from NHS England

NHS Workforce Statistics November 2017, Provisional Statistics

NHS Digital | NHS Workforce Statistics November 2017, Provisional Statistics

The latest NHS Workforce Statistics have been published. The data is available as headcount and full-time equivalents (FTE) for NHS Hospital and Community Health Service (HCHS) staff groups working in Trusts and CCGs in England; it excludes primary care staff.

business-2089530_1920Key Facts

In November 2017:

  • The headcount was  a little over 1.2 million  in November 2017. This is 2,268 (0.2 per cent) more than the previous month (1,200,538) and a 1.6 per cent more than in November 2016.
  • The FTE total was 1,061,902 in November 2017. This is 1,917 (0.2 per cent) more than the previous month (1,059,985) and 17,427 (1.7 per cent) more than in November 2016 (1,044,475).
  • Professionally qualified staff make up over half (54.2 per cent) of the HCHS workforce (based on FTE).

The data can be read here 

More details and further resources are available at NHS Digital 

What’s the impact of Brexit on the NHS workforce?

NHS Employers, NHS Providers and The Shelford Group have collaborated to produce an infographic using the data from the survey to show the impact of Brexit on the NHS workforce. 

The infographic below, visualises the survey data and links to the original infographic from NHS Employers 

brexit info
Image source: nhsemployers.org

Further information available from NHS Employers  here 

 

Facing the Facts, Shaping the Future

Health Education England has worked with NHS England, NHS Improvement, Public Health England and the Department of Health to develop the NHS Workforce Report “Facing the Facts, Shaping the Future” – a draft health and care workforce strategy for England to 2027.

facing the facts
Image Source: http://www.hee.nhs.uk

 

The report describes the nature and scale of these challenges and sets out proposals for the management of workforce issues at both local and national level.
The document is open for consultation until 23 March 2018.

To  read the report and have your say visit 

“Important improvements” for race equality in health service workforce

The Chief Executive of NHS England has welcomed signs of progress in tackling discrimination among health service staff, but warned of “hard work still ahead” in improving equality for all its workers.

NHS Equality and Diversity Council has published its latest annual report into race equality. The audit provides a comprehensive assessment of the experience of NHS employees from black and minority ethnic (BME) backgrounds, including whether or not they have equal access to career opportunities and receive fair treatment at work.

The 2017 Workforce Race Equality Standard (WRES) shows that an increasing proportion of senior nursing and midwifery posts is being filled by people from BME backgrounds, and that there has been a rise in senior BME leaders. The report confirms that an increasing number of trusts has more than one board member from a BME background, with 25 trusts being represented at board level by three or more people from BME communities.

However, the report highlights areas where the NHS needs to make further progress. Despite significant improvements in board and senior management representation, the overall number of BME background leadership positions is still not proportionate to the number of BME workers at other levels in the organisation.

Full report: NHS Workforce Race Equality Standard: 2017 Data Analysis Report for NHS Trusts