iMatter Survey 2022: demographic data exploration

Workplace Experience: Component Scores

Component Scores - Context

The iMatter questionnaire includes a series of component questions; ratings relating to various aspects of staff experience. They are grouped into three main areas: Experience as an Individual, My Team/Line Manager and My Organisation. Details of all the component questions can be found in Appendix 1.

There is overall consistency with the differences seen earlier in this report in Overall Experience scores across demographic groups. The components that show the most differentiation between demographic groups are typically within four themes:

• Being seen and heard: 'I am confident my ideas and suggestions are listened to', 'I am confident my ideas and suggestions are acted upon', 'I feel sufficiently involved in decisions relating to my organisation'
• Confidence and trust: 'I feel that board members who are responsible for my organisation are sufficiently visible', 'I have confidence and trust in Board members who are responsible for my organisation'
• Performance management: 'I am confident performance is managed well within my organisation', 'I am given the time and resources to support my learning growth'
• Wellbeing: 'I feel my organisation cares about my health and wellbeing', 'My work gives me a sense of achievement'

The main areas of differentiation are summarised below and Appendix 5 contains full details of the component data by demographic group.

Sex

Typically, females score 1 or 2 points higher than males. Females score 3 points higher for:

• I am confident my ideas and suggestions are listened to
• I am confident my ideas and suggestions are acted upon
• I feel that board members who are responsible for my organisation are sufficiently visible
• I have confidence and trust in Board members who are responsible for my organisation
• I am confident performance is managed well within my organisation

Age

Staff under 25 years, typically score 3 – 4 points higher than the overall Health & Social Care scores. They score considerably higher for four of the Organisation components:

• I am confident performance is managed well within my organisation (+8)
• I feel that board members who are responsible for my organisation are sufficiently visible (+7)
• I have confidence and trust in Board members who are responsible for my organisation (+7)
• I feel sufficiently involved in decisions relating to my organisation (+6)

Staff aged 65 years and over score higher than average for most components, with the largest gaps for:

• I am given the time and resources to support my learning growth (+5)
• I feel my organisation cares about my health and wellbeing (+5)
• My work gives me a sense of achievement (+4)
• Differences seen across age groups may be reflective of career stage and expectations.

Age and Sex

Note: we look here at broader age clusters, which tend to show a lowering of satisfaction with age, which is generally seen across both males and females.

Young males feel more supported in their role than older males. Males under 35 years score 81 for 'sufficient support to do my job well' compared to 77 for Males aged 35 and over. Young males under 35 years are also more likely to recommend their organisation as a good place to work (76), three points higher than those aged 35 an over (73). Males under 35 years would be happier for a friend or relative to access services (79 compared to 76 for those aged 35 and over).

There is less variation in scores given by females across the age groups with differences typically of only one or two points across the three age groups explored (under 35 years, 35 – 54 years and 55 years and over. The exception to this is for 'confidence that performance is managed well within in their organisation' where females under 35 years score 66, 3 pts above the 63 scored by females 35 years and over.

Sexual Orientation

Typically, those who are straight/heterosexual score highest across the components, with those who self-describe scoring lowest. The biggest differences are for:

• I am confident my ideas and suggestion are acted upon (8 pts)
• I have confidence and trust in Board members who are responsible for my organisation (8pts)
• I feel my organisation cares about my health and wellbeing (8pts)

Trans

Staff who identify as Trans typically score 2 points lower than other staff. The components with the greatest differences are:

• I feel involved in decisions relating to my team (-4)
• I am confident performance is managed well within my team (-4)
• Involved in decisions relating to my job (-4)

Disability

Staff who consider themselves disabled score lower than those who do not, typically by 3 to 4 points. There are 3 components where those with disabilities score 5 points lower than other staff, all in the Treatment as an Individual strand:

• I am confident my ideas and suggestions are listened to
• I am treated fairly and consistently
• I am treated with dignity and respect as an individual

Health Conditions

Although staff with Mental Health issues score quite highly for My Experience as an Individual and My Team, they have the lowest scores of all health conditions for My Organisation components.

Those with Physical Disabilities score lower than most other health conditions for measures relating being listened to, feeling involved in decisions and being given time and resources to support learning growth.

Ethnicity

Staff of African and Asian ethnicity typically score higher than other ethnicities. Components where the uplift is greatest are in those relating to the organisation:

• Confidence and trust in Board members: Asian 70, African 72 (Health & Social Care 61)
• Board members are sufficiently visible: Asian 65, African 66 (Health & Social Care 55)
• Confident that performance is well managed: Asian 71, African 74 (Health & Social Care 63)
• Feel sufficiently involved in decisions relating to my organisation Asian 64, African 63 (Health & Social Care 55)
• Feel my organisation cares about my health and wellbeing Asian 78, African 81 (Health & Social Care 71)

Within those of white ethnicity, there is little difference in scores for Individual and Team components. Staff who are white Polish score higher than other white ethnicities for Organisation components, in particular:

• I feel that board members who are responsible for my organisation are sufficiently visible (White Polish 67, other white ethnicities score between 54 and 56)
• I have confidence and trust in Board members who are responsible for my organisation (White Polish 70, other white ethnicities score between 60 and 61)
• I feel sufficiently involved in decisions relating to my organisation (White Polish 64, other white ethnicities score between 55 and 56)

There is limited difference in scores across the various Asian ethnicities. Staff who are Indian or Bangladeshi/other Asian tend to score higher than staff who are Pakistani or Chinese. Components where the difference is greatest are those relating to the Organisation (see below) and for:

• Given time and resources to support learning growth (Indian, Bangladeshi/other Asian 79, Pakistani 75, Chinese 74)