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NHS Resolution Annual report and accounts 2021/22 95

Table 20: A comparison of the proportion of job candidates shortlisted and appointed to role at
NHS Resolution in 2020/21 and 2021/22 with and without a disclosed disability

Application category % Shortlisted % Shortlisted % Appointed % Appointed
2021/22 2020/21 from shortlisting from shortlisting
2021/22 2020/21

Disabled 24.4 8.0 5.9 15.0
Not disabled 26.9 5.8 19.1 50.0
Not disclosed 31.1 2.9 69.7 33.3
Total 26.8 5.8 20.0 47.1

Overall the organisation shortlisted a greater number Ethnicity
of candidates across all categories in 2021/22. While
The proportion of Black, Asian and Minority
the number of appointments made in 2021/22
Ethnic (BAME) employees has reduced to 33% in
increased slightly, the percentage of appointments
2021/22 (compared with 36% in 2020/21). We
from the number of shortlisted applicants reduced
have continued to grow our workforce in Leeds
from 47.1% in 2020/21 to 20% in 2021/22.
as well as seeing a number of staff moving to
The number of applicants who considered themselves 100% home working in the past 12 months.
as having a disability and who were shortlisted for
It is important that we understand our regional figures
interview increased to 24.4% in 2021/22 up from
and how these align to the local population. Figure 29
8% in 2020/21. The number of appointments
shows the current workforce profile against the regional
made within this category reduced from 15% in
profile information from the 2011 census data. Once the
2020/21 to 5.9% in 2021/22. A similar reduction was
information from the 2021 census is available, we will
noted in the not disabled category which reduced
review our regional profiles against the latest figures.
from 50% in 2020/21 to 19.1% in 2021/22.
Since January 2022 we have been undertaking audits
on all recruitment campaigns covering a range of
monitoring characteristics. The purpose of these
audits is to identify any areas which may need to be
considered and addressed further by way of learning.