Title: Equality and Diversity Monitoring
Author: DH User
Last saved by: kbaah
Company: Department of Health

ANNEX A

Equality and Diversity Monitoring
In the Department of Health

Human Resources (1 April 2010 – 31 March 2011)

Glossary: Terms and abbreviations

Abbreviation |
AO | Administrative Officer (Administrative Support roles)
EO | Executive Officer (PA roles, Junior Manager, Policy Officers, Project Officers)
HEO | Higher Executive Officer (Junior/Middle Manager, Assistant Private Secretaries in Ministerial Private Offices/Director General Offices)
SEO | Senior Executive Officer (Middle Manager, Policy Manager, Project Manager, Deputy Team Leader)
FS | Fast Streamer (The Civil Service Fast Stream is a talent management programme for high-potential graduates)
G7 | Grade 7 (Team Leader, Private Secretary in Ministerial/Director General Offices, Project Lead/Policy Lead)
G6 | Grade 6 (Team Leader/Senior Team Leader, Policy Lead/Team Lead)

SCS
SCS1
SCS2
SCS3

Senior Civil Servant 
Deputy Director level
Director level
Director General/Permanent Secretary

DH | Department of Health
LGB | lesbian, gay and bisexual
LMS | Learning management system
MHRA | Medicines & Healthcare products Regulatory Agency
Term | Definition
Black and Minority Ethnic | Refers to people who do not define themselves as being White using the 2001 Census definitions

Contents

Introduction
DH Workforce Composition
Gender representation
Gender by working pattern
Gender by grade (headcount)
Women by grade
DH workforce composition: gender representation by location
DH workforce composition: age and location
Age by grade
DH workforce composition: ethnicity
DH workforce composition: disabled people
DH workforce composition: religion and belief and sexual orientation
DH workforce composition: caring responsibilities
DH workforce composition: working pattern
Senior Civil Service Diversity Targets
Women at grade Senior Civil Service 2 and above
Women in the Senior Civil Service
Black and Minority Ethnic Staff in the Senior Civil Service
Disabled staff in the Senior Civil Service
Recruitment
How to interpret the charts
Recruitment by gender
Recruitment by ethnicity
Recruitment by disability status
Recruitment by age
Training
Training by gender
Training by disability status
Training by ethnicity
Training by age
Training by work pattern
Training by grade
Training by location
People leaving the Department of Health
Leaving reasons
Leavers by age
Leavers by gender
Leavers by disability status
Leavers by ethnicity
Leavers by grade
Disciplinary and Grievance
Proportion of cases by gender
Proportion of cases by ethnicity
Proportion of cases by grade
Proportion of cases by location
Proportion of cases by age group
Proportion of cases by work pattern

Introduction

DH Diversity Strategy

The Department’s Single Equality Scheme and our Diversity Delivery Plan set out our priorities and activities, and include the groups covered by equality legislation: specifically, race, gender, disability, age, sexual orientation and religion or belief.

The Single Equality Scheme ensures that we meet our legal obligations.

The statistics are used across a range of areas, including Performance Related Pay (PRP) and recruitment and pay analysis. The information also enables real-time equality impact analysis, i.e. at the point of decision-making.

If you’d like to find out more information about equality and diversity in the Department of Health, please visit the Delphi pages under Human Resources > Equality and Diversity (for Departmental staff only).

DH Workforce Composition

Gender representation

•	Women represent 56% of the Department’s workforce (unchanged from March 2010). This compares favourably to the Civil Service overall (53% in March 2011), and the private sector (41%).

•	Majority of the total 300 (or 11%) staff working part-time are women, over five times more than men (85% compared to 15%).

•	The proportion of women is generally higher than men across all grades, except at SCS level.

Gender by working pattern

The Department of Health’s workforce analysed according to gender and working 
pattern shows that of those who work full time, 53% are women and 47% are men. Of those who work part time, 85% are women and 15% are men.

Gender by grade (headcount)

Of the Department's workforce of 2,642 staff, the number of women in different grades are as follows: 77 are administrative officers, 313 are executive officers, 219 are higher executive officers, 265 are senior executive officers, 55 are fast streamers, 281 are grade 7, 173 are grade 6 and 105 are senior civil servants. The number of men in different grades are as follows: 49 are administrative officers, 132 are executive officers, 162 are higher executive officers, 195 are senior executive officers, 34 are fast streamers, 269 are grade 7, 166 are grade 6 and 147 are senior civil servants.

Women by grade

Women represent 56% of the DH workforce. Examined by grade: 61% of administrative officers are women, 70% of executive officers are women, 57% of higher executive officers are women, 58% of senior executive officers are women, 62% of fast streamers are women, 51% of grade 7 are women, 51% of grade 6 are women and 42% of senior civil servants are women.

DH workforce composition: gender representation by location

London

Of the workforce based in London 50% are women and 50% are men.

Regional Offices

Of the workforce based in the Regional Offices 70% are women and 30% are men.

Leeds

Of the workforce based in Leeds 58% are women and 42% are men.

DH workforce composition: age and location

•	Almost two-thirds (61%) of staff are based in London.

•	The average age of a DH employee is 43 years, a slight increase from 42 years in March 2010.

•	Since March 2010, there has been a slight decrease in 16-29 year olds from 14% to 13%, whilst there has been an increase in 50-59 year olds from 24% to 26%.

Regional distribution

Of the total DH workforce composition 61% of staff are based in London, 32% are based in Leeds and 7% are in other locations.

Age in DH, 2009-2011

The age distribution of the workforce in 2009 was: 13% were aged 16 to 29 years, 26% were aged 30 to 39 years, 32% were aged 40 to 49 years, 25% were aged 50 to 59 years and 4% were aged 60 and over.

The age distribution of the workforce in 2010 was: 14% were aged 16 to 29 years, 28% were aged 30 to 39 years, 30% were aged 40 to 49 years, 24% were aged 50 to 59 years and 4% were aged 60 and over.

The age distribution of the workforce in 2011 was: 13% were aged 16 to 29 years, 28% were aged 30 to 39 years, 30% were aged 40 to 49 years, 26% were aged 50 to 59 years and 4% were aged 60 and over.

Age by grade

The percentage age distribution of the staff who worked as administrative and executive officers on 31 March 2011 was 20% for those aged 16 to 29, 22% for those aged 30 to 39, 28% for those aged 40 to 49, 25% for those aged 50 to 59 and 5% for those aged 60 years and over.

The percentage age distribution of the staff who worked as higher and senior executive officers on 31 March 2011 was 12% for those aged 16 to 29, 34% for those aged 30 to 39, 32% for those aged 40 to 49, 20% for those aged 50 to 59 and 3% for those aged 60 years and over.

The percentage age distribution of the staff who worked as fast streamers on 31 March 2011 was 88% for those aged 16 to 29, 10% for those aged 30 to 39, 2% for those aged 40 to 49, 0% for those aged 50 and over.

The percentage age distribution of the staff who worked as grade 7 and grade 6 on 31 March 2011 was 4% for those aged 16 to 29, 31% for those aged 30 to 39, 31% for those aged 40 to 49, 29% for those aged 50 to 59 and 5% for those aged 60 years and over.
The percentage age distribution of the staff who worked as senior civil servants on 31 March 2011 was 0% for those aged 16 to 29, 15% for those aged 30 to 39, 36% for those aged 40 to 49, 44% for those aged 50 to 59 and 6% for those aged 60 years and over.

DH workforce composition: ethnicity

•	Ethnicity is calculated as a proportion of Black and Minority Ethnic (BME) staff out of the total population, including staff with undeclared ethnic background.

•	Declaration rate of ethnicity is 95% (an increase from 93% in March 2010), amongst the highest in government.

•	SCS ethnicity targets and progress report can be found on page 10, SCS diversity targets (Combined DH and MHRA)

Ethnicity distribution

Of the total DH workforce, 79% are white, 6% are black, 6% are asian, 2% are mixed ethnicity, 2% are other ethnic background and 5% have not declared.

Ethnicity in DH, 2009-2011

In 2009 15% of staff were Black and Minority Ethnic. In 2010 and 2011 16% of staff were Black and Minority Ethnic. The increase in proportion of Black and Minority Ethnic staff from 2009 to 2010 is partly as result of improvements in the declaration rate.

 Ethnicity by grade

The percentage of staff working in different grades that are Black and Minority Ethnic staff are as follows: 40% of administrative officers, 30% of executive officers, 19% of higher executive officers, 17% of senior executive officers, 4% of fast streamers, 9% of grade 7, 8% of grade 6 and 7% of senior civil servants.  

The proportion of Black and Minority Ethnic staff in DH decreases as grade increases.

DH workforce composition: disabled people

•	In March 2011, 7% of staff declared a disability, unchanged from the last two years.

•	Historically, the proportion of disabled people in the Department decreased as the grade increased. This is still generally the case across the Civil Service. 

•	The disability representation by grade has largely remained the same since March 2009. 

•	The declaration rate for disability status was 96%, an improvement from 93% in March 2010.

Disabled people in DH by grade, 2009 - 2011

Of the workforce in the administrative officer grade, 6% were disabled in 2009 and 8% were disabled in 2010 and 2011. 
Of the workforce in the executive officer grade, 7% were disabled in 2009, 2010 and 2011. 
Of the workforce in the higher executive officer grade, 8% were disabled in 2009, 2010 and 2011. 
Of the workforce in the senior executive officer grade, 9% were disabled in 2009 and 8% were disabled in 2010 and 2011. 
Of the workforce that were fast streamers, 11% were disabled in 2009, 12% were disabled in 2010 and 13% were disabled in 2011. 
Of the workforce in grade 7, 5% were disabled in 2009, 2010 and 2011. 
Of the workforce in grade 6, 5% were disabled in 2009, 2010 and 2011. 
Of the workforce that were senior civil servants, 5% were disabled in 2009, 2010 and 2011.   

Disabled people by grade

The percentage of disabled people in different grades are as follows: 8% of administrative officers, 7% of executive officers, 8% of higher executive officers, 8% of senior executive officers, 13% of fast streamers, 5% of grade 7, 5% of grade 6 and 5% of senior civil servants.   

The proportion of staff for whom disability status is not declared is 4%.

Disability breakdown by age

Of the DH workforce that are disabled: 9% of staff are aged 16 to 29 years; 19% of staff are aged 30 to 39 years; 30% of staff are aged 40 to 49 years; 39% of staff are aged 50 to 59 years and 3% of staff are aged 60 years or over. 

In terms of actual people who are disabled there are 16 people aged 16 to 29 years; 35 people aged 30 to 39 years; 54 people aged 40 to 49 years; 71 people aged 50 to 59 years and 6 people aged 60 years or over.

Disability distribution by age

As of 31 March 2011 the percentage of staff aged 16 to 29 years who had a disability was 5%, those who did not have a disability was 93% and 2% did not declare on disability.

As of 31 March 2011 the percentage of staff aged 30 to 39 years who had a disability was 5%, those who did not have a disability was 91% and 4% did not declare on disability.

As of 31 March 2011 the percentage of staff aged 40 to 49 years who had a disability was 7%, those who did not have a disability was 89% and 4% did not declare on disability.

As of 31 March 2011 the percentage of staff aged 50 to 59 years who had a disability was 11%, those who did not have a disability was 86% and 4% did not declare on disability.

As of 31 March 2011 the percentage of staff aged 60 years and over who had a disability was 5%, those who did not have a disability was 89% and 5% did not declare on disability.

Disability distribution by location

Of the DH workforce that work in Leeds: 8% are disabled, 90% are not disabled and 2% have not declared on disability.

Of the DH workforce that work in London: 7% are disabled, 90% are not disabled and 3% have not declared on disability.

Of the DH workforce that work in Regional Offices: 3% are disabled, 85% are not disabled and 12% have not declared on disability.

Disability breakdown by location

Of the total DH workforce that are disabled: 37% are based in Leeds, 60% are based in London and 3% are based in the Regional Offices. 

In terms of actual people who are disabled there are 68 people based in Leeds, 109 people based in London and 5 people based in the Regional Offices.

DH workforce composition: religion and belief and sexual orientation

The percentage distribution of the workforce according to religion and belief is as follows: 36% are christian; 7% other religions; 29% no religion; 10% prefer not to say and 18% have not declared.

The percentage distribution of the workforce according to sexual orientation is as follows: 67% are heterosexual/straight; 4% are lesbian, gay, bisexual and other; 11% prefer not to say and 19% have not declared.

•	The categories within “Religion and belief” and “Sexual orientation” have been grouped, because the sample sizes of the minority groups are too small, e.g. LGB and Other.

•	The declaration rate for both religion and belief and sexual orientation have improved since March 2010 from 68% to 82% for religion and belief and 69% to 81% for sexual orientation.

DH workforce composition: caring responsibilities

DH workforce composition: caring responsibility across the Department

Of the DH workforce: 36% have a caring responsibility, 45% have no caring responsibility and 19% have not declared.

Type of caring responsibility

952 members of staff had caring responsibilities. Of those with caring responsibilities: 76% cared for children under 18 years; 24% cared for older people aged 65 years and over; 5% cared for a disabled adult aged 18 years and over; 2% cared for disabled children and 6% cared for others. Percentages sum to more than 100 as staff could select an unlimited number of caring responsibilities.

Type of caring responsibility by gender

As of 31 March 2011 the percentage staff by gender of those with caring responsibility for children under 18 years was 57% for women and 43% for men.

 As of 31 March 2011 the percentage staff by gender of those with caring responsibility for disabled adults aged 18 years and over was 64% for women and 36% for men.

As of 31 March 2011 the percentage staff by gender of those with caring responsibility for disabled children was 38% for women and 62% for men.

As of 31 March 2011 the percentage staff by gender of those with caring responsibility for older people aged 65 years and over was 68% for women and 32% for men.

As of 31 March 2011 the percentage staff by gender of those with other caring responsibilities not mentioned above was 71% for women and 29% for men.

Caring responsibilities by gender

36% of the total DH workforce have caring responsibilities. 38% of the female workforce have caring responsibilities and 34% of the male workforce have caring responsibilities. 

45% of the total DH workforce have no caring responsibilities. 44% of the female workforce have no caring responsibilities and 47% of the male workforce have no caring responsibilities. 

19% of the total DH workforce have not declared on caring responsibilities. 18% of the female workforce have not declared on caring responsibilities and 19% of the male workforce have not declared on caring responsibilities.

Caring responsibilities by location

Of the total DH workforce that are based in London: 33% have a caring responsibility, 47% have no caring responsibility and 20% have not declared.

Of the total DH workforce that are based in Leeds: 41% have a caring responsibility, 43% have no caring responsibility and 16% have not declared.

Of the total DH workforce that are based in the Regional Offices: 42% have a caring responsibility, 35% have no caring responsibility and 23% have not declared.

DH workforce composition: working pattern

Breakdown by work pattern

89% of the DH workforce work full time and 11% work part-time.
Of the total DH workforce, 2342 people work full time and 300 people work part time. 

Work pattern breakdown by grade

As of 31 March 2011 the number of full time staff working at each grade is as follows: 104 administrative officers, 392 executive officers, 338 higher executive officers, 408 senior executive officers, 88 fast streamers, 485 grade 7s, 299 grade 6s and 228 senior civil servants.

As of 31 March 2011 the number of part-time staff working at each grade is as follows: 22 administrative officers, 53 executive officers, 43 higher executive officers, 52 senior executive officers, less than 5 fast streamers, 65 grade 7s, 40 grade 6s and 24 senior civil servants.

Senior Civil Service Diversity Targets 
(Combined Department of Health and The Medicines and Healthcare products Regulatory Agency)

Women at grade Senior Civil Service 2 and above

The Cabinet Office set government departments a target for women at Senior Civil Service level 2 and above of 30%. The Department of Health and the Medicines and Healthcare products Regulatory Agency set its own stretch target of 35%. From the 31^st March 2010 to 31^st March 2011, at 3 monthly intervals, the actual percentage of women was 28%, 27%, 30%, 30% and 29% respectively.

Women in the Senior Civil Service

The Cabinet Office set government departments a target for women at all grades of the Senior Civil Service of 37%. The Department of Health and the Medicines and Healthcare products Regulatory Agency set its own stretch target of 43%. From the 31^st March 2010 to 31^st March 2011, at 3 monthly intervals, the actual percentage of women was 41%, 41%, 42%, 43% and 43% respectively.

Black and Minority Ethnic Staff in the Senior Civil Service

The Cabinet Office set government departments a target for black and minority ethnic staff in the Senior Civil Service of 4%. The Department of Health and the Medicines and Healthcare products Regulatory Agency set its own stretch target of 10%. From the 31^st March 2010 to 31^st March 2011, at 3 monthly intervals, the actual percentage of black and minority ethnic staff was 10%, 10%, 16%, 16% and 10% respectively. The increase in the percentage in September 2010 was largely due to the increase in black and minority ethnic staff in the Medicines and Healthcare products Regulatory Agency.

Disabled staff in the Senior Civil Service

The Cabinet Office set government departments a target for disabled staff in the Senior Civil Service of 3%. The Department of Health and the Medicines and Healthcare products Regulatory Agency set its own stretch target of 6%. From the 31^st March 2010 to 31^st March 2011, the actual percentage of disabled staff was 4%, throughout this period. 

Senior Civil Service staff distribution across locations

Of staff employed by the Department of Health and the Medicines and Healthcare products Regulatory Agency working in senior civil service grades: 67% work in London, 25% work in Leeds and 8% work in the Regional Offices. In terms of actual staff numbers: 169 work in London, 62 work in Leeds and 21 work in Regional Offices.

Senior Civil Service staff by location

Staff employed by the Department of Health and the Medicines and Healthcare products Regulatory Agency working in senior civil service grades, represent 10% of the workforce in London, 7% of the workforce in Leeds and 12% of the workforce in the Regional Offices. The remaining percentages are all working at non senior civil service grades. 

Senior Civil Service staff by work pattern

Of staff employed by the Department of Health and the Medicines and Healthcare products Regulatory Agency working in senior civil service grades: 90% work full time and 10% work part-time. In terms of actual staff numbers: 228 work full time and 24 work part-time.

Recruitment

How to interpret the charts

•	Figures based on all DH recruitment (internal and transfers from other government departments) between the period 1 April 2010 and 31 March 2011 were for 64 posts. In total there were 260 applicants (118 applicants for posts advertised to other government departments and 142 applicants for posts advertised internally).

•	The analysis of the recruitment figures focused on the furthest stage the applicants have achieved. As such, if at the sift stage, it is reported being 25%, then this effectively represents the proportion that failed in the sift stage.

•	It is also assumed that if x percent of applicants have reached the successful stage they have successfully completed all preceding stages, i.e. applications and sift.

•	Due to the current recruitment freeze, there were no external recruitment exercises or generalist promotion exercises.

Recruitment into DH
Internal and transfers from other government departments

Recruitment by gender

Of all the people who applied for internal departmental posts or were transferred from other government departments: 36% failed the application stage, 35% failed the sift stage and 29% were successful in being recruited.

Of all the men who were recruited to internal departmental posts or were transferred from other government departments: 32% failed the application stage, 40% failed the sift stage and 28% were successful in being recruited.

Of all the women who were recruited to internal departmental posts or were transferred from other government departments: 25% failed the application stage, 35% failed the sift stage and 40% were successful in being recruited.

Of those people who did not declare their gender who applied for internal departmental posts or were transferred from other government departments: 60% failed the application stage, 28% failed the sift stage and 12% were successful in being recruited.

Recruitment by ethnicity

Of all the Black and Minority Ethnic people who applied for internal departmental posts or were transferred from other government departments: 40% failed the application stage, 37% failed the sift stage and 23% were successful.

Of all the people who were White who applied for internal departmental posts or were transferred from other government departments: 23% failed the application stage, 39% failed the sift stage and 38% were successful.

Of those people who did not declare their ethnicity who applied for internal departmental posts or were transferred from other government departments: 55% failed the application stage, 27% failed the sift stage and 19% were successful. 

Recruitment by disability status

Of all the people with disabilities who applied for internal departmental posts or were transferred from other government departments: 11% failed the application stage, 56% failed the sift stage and 33% were successful.

Of all the people with no disabilities who applied for internal departmental posts or were transferred from other government departments: 34% failed the application stage, 36% failed the sift stage and 30% were successful.

Of those people who did not declare their disability status who applied for internal departmental posts or were transferred from other government departments: 49% failed the application stage, 28% failed the sift stage and 23% were successful.

Recruitment by age

Of all the people aged 16 to 29 who applied for internal departmental posts or were transferred from other government departments: 22% failed the application stage, 22% failed the sift stage and 56% were successful.

Of all the people aged 30 to 39 who applied for internal departmental posts or were transferred from other government departments: 22% failed the application stage, 41% failed the sift stage and 38% were successful.

Of all the people aged 40 to 49 who applied for internal departmental posts or were transferred from other government departments: 41% failed the application stage, 39% failed the sift stage and 20% were successful.

Of all the people aged 50 and over who applied for internal departmental posts or were transferred from other government departments: 37% failed the application stage, 41% failed the sift stage and 22% were successful.

Of all the people who did not declare their age who applied for internal departmental posts or were transferred from other government departments: 62% failed the application stage, 21% failed the sift stage and 18% were successful.

Training

•	The measure of training is the average number of training days per person.

•	The measure does not take into account or indicate the types of courses offered, and is based purely on the volume of training employees received.

•	Training data was sourced from the Department’s Business Management Systems Learning Management System (LMS) module and includes all training activities run via LMS. These figures do not give a complete picture of all training completed by staff as they do not include external training courses attended.

•	The average number of training days is based on staff in post on 31 March 2011 who attended training during the period 1 April 2010 to 31 March 2011. 

•	Please note previously published figures (1 April 2009 – 31 March 2010) were incorrect, 2009-10 figures for this report have been re-calculated on the correct basis.

•	The proportion of staff who received training is lower for grades 7, 6 and SCS staff. The SCS figure is likely to be low due to many senior management courses being run externally and are not recorded on LMS.

•	Compared to the period April 2009 to March 2010, there has been a decrease in the amount of training received across all diversity strands.

Training by gender

The average number of training days per woman in 2009 - 2010 was 0.5, and in 2010 - 2011 was 0.2.

The average number of training days per man in 2009 - 2010 was 0.4, and in 2010 - 2011 was 0.2.

Training by disability status

The average number of training days for each person with a disability in 2009 - 2010 was 0.5, and in 2010 - 2011 was 0.2. The data was the same for people who did not have a disability. For people who did not declare their disability status the average number of training days for each person was 0.2 in 2009 - 2010 and 0.2 in 2010 - 2011.

Training by ethnicity

The average number of training days for Black and Minority Ethnic people in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.3.

The average number of training days for people who were White in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.2.

The average number of training days for people who had not declared their ethnicity in 2009 - 2010 was 0.2 and in 2010 - 2011 was 0.2.

Training by age

The average number of training days for people aged 19-29 in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.3.

The average number of training days for people aged 30-39 in 2009 - 2010 was 0.4 and in 2010 - 2011 was 0.2.

The average number of training days for people aged 40-49 in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.2.

The average number of training days for people aged 50-59 in 2009 - 2010 was 0.4 and in 2010 - 2011 was 0.2.

The average number of training days for people aged 60 and over in 2009 - 2010 was 0.3 and in 2010 - 2011 was 0.1.

Training by work pattern

The average number of training days for people who worked full time in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.2.

The average number of training days for people who worked part-time in 2009 - 2010 was 0.4 and in 2010 - 2011 was 0.2.

Training by grade

The average number of training days for people who worked as an administrative officer in 2009 - 2010 was 0.4 and in 2010 - 2011 was 0.4.

The average number of training days for people who worked as an executive officer in 2009 - 2010 was 0.6 and in 2010 - 2011 was 0.4.

The average number of training days for people who worked as a higher executive officer in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.3.

The average number of training days for people who worked as a senior executive officer in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.2.

The average number of training days for people who worked as a fast streamer in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.2.

The average number of training days for people who worked at grade 7 in 2009 - 2010 was 0.4 and in 2010 - 2011 was 0.1.

The average number of training days for people who worked at grade 6 in 2009 - 2010 was 0.4 and in 2010 - 2011 was 0.1.

The average number of training days for people who worked in the senior civil service in 2009 - 2010 was 0.2 and in 2010 - 2011 was 0.1.

Training by location

The average number of training days for people who worked in Leeds in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.2.

The average number of training days for people who worked in London in 2009 - 2010 was 0.5 and in 2010 - 2011 was 0.2.

The average number of training days for people who worked in locations other than Leeds or London in 2009 - 2010 was 0.2 and in 2010 - 2011 was less than 0.1.
People leaving the Department of Health

In the period April 2010 - March 2011 there were 211 leavers, the proportion of staff leaving due to resignations increased from 19% in April 2009 - March 2010 to 35%, whilst the proportion of staff leaving due to end of contract decreased from 46% to 29%.

Leaving reasons

In 2009 - 2010 of all the people who left the Department, 19% was due to resignation, 46% due to end of contract, 13% due to retirement, 17% due to transfer and 4% for other reasons.

In 2010 - 2011 of all the people who left the Department, 35% was due to resignation, 29% due to end of contract, 18% due to retirement, 8% due to transfer and 10% for other reasons.

Leavers by age

In 2009 - 2010  of all the people who left the Department, 29% were aged 16 to 29, 20% were aged 30 to 39, 20% were aged 40 to 49, 20% were aged 50 to 59 and 11% were aged 60 and over.

In 2010 - 2011  of all the people who left the Department, 28% were aged 16 to 29, 26% were aged 30 to 39, 15% were aged 40 to 49, 15% were aged 50 to 59 and 17% were aged 60 and over.

Leavers by gender

Of the people who left the Department in 2009 - 2010, 53% were women and 47% were men. 

Of the people who left the Department in 2010 - 2011, 58% were women and 42% were men. 

Leavers by disability status

Of the people who left the Department in 2010 - 2011, 6% had a disability, 79% did not have a disability and 15% did not declare their disability. 

Leavers by ethnicity

Of the people who left the Department in 2010 - 2011, 12% were Black and Minority Ethnic, 73% were White and 15% did not declare their ethnicity. 

Leavers by grade

Of the people who left the Department in 2009 - 2010, 22% were administrative officers, 14% were executive officers, 7% were higher executive officers, 11% were senior executive officers, 4% were fast streamers, 16% were grade 7, 8% were grade 6, 14% were senior civil service and 3% were not reported.

Of the people who left the Department in 2010 - 2011, 10% were administrative officers, 16% were executive officers, 12% were higher executive officers, 12% were senior executive officers, 6% were fast streamers, 21% were grade 7, 9% were grade 6, 14% were senior civil service.

Disciplinary and Grievance

In total there were 29 cases, of which 16 related to disputes and 13 related to disciplinary action, in the period 1 April 2010 – 31 March 2011.

Proportion of cases by gender

The proportion of disciplinary and grievance cases amongst the workforce from 01 April 2010 to 31 March 2011 based on gender was 62% for women and 38% for men.

Proportion of cases by ethnicity

The proportion of disciplinary and grievance cases amongst the workforce from 01 April 2010 to 31 March 2011 based on ethnicity was 31% for Black and Minority Ethnic staff, 55% for White staff and 14% did not declare ethnicity.

Proportion of cases by grade

The proportion of disciplinary and grievance cases amongst the workforce from 01 April 2010 to 31 March 2011 based on grade was 62% for the combined grades of executive officer, higher executive officer and senior executive officer and was 38% for grades 6 and 7.

Proportion of cases by location

The proportion of disciplinary and grievance cases amongst the workforce from 01 April 2010 to 31 March 2011 based on location was 59% for staff based in London and 41% for staff based elsewhere.

Proportion of cases by age group

The proportion of disciplinary and grievance cases amongst the workforce from 01 April 2010 to 31 March 2011 based on age group was 43% for staff aged under 40 years and 57% for staff aged over 40 years. 

Proportion of cases by work pattern

The proportion of disciplinary and grievance cases amongst the workforce from 01 April 2010 to 31 March 2011 based on work pattern was 80% for full-time staff and 20% for part-time staff.