NHS workforce appointments from shortlisting

The main facts and figures show that:

  • overall, White applicants who were shortlisted for an NHS job in England in 2017/18 were 1.45 times as likely to be appointed compared with applicants from the Other ethnic group (all other ethnic groups combined)
  • the same pattern was found in all 4 regions, although the difference in the likelihood of White shortlisted applicants being appointed to that of those from the Other ethnic group was largest in London and smallest in the Midlands and East region
  • White shortlisted applicants were more likely to be appointed than those from the Other ethnic group in all 4 types of NHS trust, with the relative difference largest in acute trusts
  • shortlisted applicants from the Other ethnic group were least likely to be appointed in London (compared with the other 3 regions), and in acute trusts, (compared with the other 3 types of trust)
Things you need to know

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.

What the data measures

This data measures the percentage of shortlisted applicants for NHS jobs who were subsequently appointed for the job during the 2017/18 financial year (1 April 2017 to 31 March 2018). The data includes both internal and external applicants, and is broken down by ethnicity into:

  • White applicants
  • applicants from all other ethnic groups combined – referred to here as the ‘Other’ ethnic group, and as ‘BME (Black and Minority Ethnic)’ in NHS England WRES reports

To show how much more or less likely a White applicant was to be appointed following shortlisting than an applicant from the Other ethnic group, the ‘relative likelihood’ is also given in the download file and commentary. This is calculated by dividing the percentage of shortlisted White applicants who were appointed by the percentage of shortlisted applicants from the Other ethnic group who were appointed.

A relative likelihood of 2.0 would mean that a White shortlisted applicant was twice as likely as a shortlisted applicant from the Other ethnic group to be appointed. A relative likelihood of 0.5 would mean that a White shortlisted applicant was half as likely to be appointed as a shortlisted applicant from the Other ethnic group.

Data is also presented for 4 broad regions in England and the 4 types of NHS trust.

The regions in England are grouped as follows:

  • London (covering Greater London)
  • Midlands and East (covering the West Midlands, the East Midlands and the East)
  • North (covering the North West, the North East, and Yorkshire and the Humber)
  • South (covering the South East and the South West)

The types of trust are:

  • acute
  • ambulance
  • community provider
  • mental health

The data does not include job applicants for:

  • public bodies like Public Health England and the Care Quality Commission
  • independent (non-NHS) healthcare providers
  • social enterprises
  • clinical commissioning groups
The ethnic categories used in this data

For this data, ethnicity was categorised into 2 broad ethnic groups to be consistent with the rest of the 2018 NHS Workforce Race Equality Standard report, and to increase the reliability of the data. This classification was also used for all previous WRES reports, so using the same classification allows for comparisons with previous years.

The 2 broad ethnic groups are: White – including White British and White ethnic minorities Other – all other ethnic groups

Ethnic groups and how data on ethnicity is collected

Appointment of shortlisted applicants to NHS jobs by ethnicity and area

Percentage of shortlisted NHS job applicants who were appointed, by ethnicity and area

geography White Other than White
% %
All 19.4 13.4
London 21.6 13.3
Midlands & East 18.1 13.2
North 19.9 14.3
South 19.3 13.2

Download table data (CSV) Source data (CSV)

Summary

This data shows that:

  • overall, 19.4% of White shortlisted applicants to NHS jobs in England in 2017/18 were appointed, compared with 13.4% of shortlisted applicants from the Other ethnic group (all other ethnic groups combined) – this means White shortlisted applicants were 1.45 times as likely to be appointed as shortlisted applicants from the Other ethnic group
  • in the South, and the Midlands and East, 13.2% of shortlisted applicants from the Other ethnic group were appointed, the lowest percentage out of all 4 regions
  • in London, 21.6% of White shortlisted applicants were appointed, making them 1.63 times as likely to be appointed as those in the Other ethnic group – this was the highest relative difference out of all 4 regions
  • in the Midlands and East, White shortlisted applicants were 1.37 times as likely to be appointed as shortlisted applicants from the Other ethnic group – this was the lowest relative difference out of all 4 regions

Appointment of shortlisted applicants to NHS jobs by ethnicity and trust type

Percentage of shortlisted NHS job applicants who were appointed, by ethnicity and type of trust

trust_type White Other than White
% %
All 19.4 13.4
Ambulance trusts 11.4 7.8
Community trusts 19.0 13.6
Acute trusts 20.1 12.9
Mental health trusts 18.9 15.8

Download table data (CSV) Source data (CSV)

Summary

This data shows that:

  • in 2017/8, White shortlisted applicants in acute (hospital) trusts were 1.55 times as likely to be appointed as those from the Other ethnic group – this was the highest relative difference out of all 4 types of trust
  • shortlisted applicants to jobs in mental health trusts had the lowest likelihood of being appointed out of all 4 trust types, with 18.9% of White shortlisted applicants and 15.8% of shortlisted applicants from the Other ethnic group appointed

Methodology

Methodology

Data was collated by each trust from the appropriate sources including; NHS Jobs record information, the Electronic Staff Record (ESR) and in some trusts it was recorded manually. Trusts then submitted the data using the Strategic Data Collection System (SDCS), which allows all trusts to share their data with NHS England. This data is based on the figures submitted to NHS England using the Strategic Data Collection System as at January 2019 and is subject to change.

229 out of 231 NHS trusts (99.1%) provided data for this indicator. The remaining two (0.9%) of trusts either did not submit data or the data was not of sufficient quality (for example, data contained errors or anomalies).

Rounding

Percentages are rounded to 1 decimal point.

Quality and methodology information

Data sources

Source

Type of data

Administrative data

Type of statistic

Official statistics

Publisher

NHS England

Publication frequency

Yearly

Purpose of data source

The purpose of the Workforce Race Equality Standard (WRES) is to collect information on differences in the experience and treatment of NHS staff depending on their ethnicity, with the aim of reducing these differences.

Download the data

NHS workforce appointments from shortlisting - Spreadsheet (csv) 96 KB

This file contains the following: ethnicity, NHS trust, NHS trust code, geography, NHS trust type, value, relative likelihood