The data presents information about only 1 stage in the application process – how likely applicants from the 2 broad ethnic groups were to be appointed after being shortlisted. It is possible that people from different ethnic groups are more or less successful at other stages of the application process. Because this data does not include the numbers of applicants for posts, it is not possible to say how likely applicants from each broad group were to be shortlisted, or how likely they were to be appointed following their application.
Shortlisted applicants who were offered a job but turned it down are not counted as being appointed, and are therefore not included in this data.
Applicants reported their ethnicity on their job application form. Those who did not report their ethnicity are not included in calculating the percentages. We do not know how many applicants did not declare their ethnicity, nor whether applicants from certain ethnic groups were more or less likely to declare their ethnicity when applying for posts, or if non-reporting was higher in some trusts than in others.
The vacancies available in each trust, region and trust type vary by types of role and grade. Certain roles or grades may have a higher likelihood of appointment from shortlisting, and people from some ethnic groups may be more likely to apply for these.
You can get the data for each trust if you download the data. Across trusts, there is a wide variation in the percentage of applicants who were appointed from shortlisting in both ethnic groups. This may reflect differences in recruitment practices, or be due to other factors. Caution should be used when the number of people shortlisted from either ethnic groups within a trust is small, as the likelihood of a successful appointment will be affected by small changes in the numbers appointed.
The percentages are based on data from the 229 NHS trusts (out of 231) who provided and confirmed the relevant data.