Speeding up the best in health and care, together

Annual Review 2017/18

Our finance and people

This section details our income and expenditure, our gender quality information and information about our workplace

Healthly HINsters: Yoga in the boardroom, table tennis and ‘Mindapples’ for mental health

As innovation leaders, we know that we are nothing without our creative and committed staff. We worked hard in 2017/18 to help our team members look after themselves physically and mentally.

We employ more than 70 staff members including nurses and paramedics, physiotherapists and doctors, policy experts, social workers, analysts and many others, and we take pride in offering a whole range of benefits. Throughout the year these included free yoga and mindfulness classes as well as ‘standing up’ desks, showers for runners and cyclists. We also run a book club and discourage staff from engaging with emails after 7pm or at weekends.

In recognition of our achievements we were pleased to receive an Excellence Award in the Mayor of London’s Healthy Workplace Charter.

“We want to make sure people switch off, so we have a curfew to help our staff recharge. You need to be with your family and friends in your free time,” says chief executive Tara Donnelly. Tara switches off digitally when on holiday and avoids sending out of hours emails.

Looking after staff mental health:

In time for Mental Health Awareness Week, we celebrated National Kitchen Table Week – a Sign Up To Safety initiative to encourage open conversations. This prompted discussions around how best we support our colleagues, the importance of compassionate leadership and more ways we can say thank you and celebrate our efforts. A total of 40 staff took the opportunity to go on two separate in-house mindfulness courses, while staff can also access the Headspace mindfulness app. Other activities including a healthy recipes board and fruit co-op where staff can bring in and share fruit. Plans for the year ahead include the introduction of ‘Mindapples’ to help staff manage their mind regularly by sharing what they do to look after their own mental health.

Our gender equality information

In line with hundreds of organisations around the UK and our desire to be as fair and open with our employees as we can, we are reporting on our gender pay gap for the first time.

At the Health Innovation Network:

• The mean hourly rate for women is 30.6% less than men

• The median hourly rate for women is 6.5% less than men

Our workforce is comprised of 17 FTE males and 46.3 FTE females.

Pay gap explained: our analysis shows that the pay gap is due to a small number of senior clinicians working one or two days a week. As a whole, our workforce is 74% female and 26% male. This means that a small number of highly paid male senior clinicians has a significant impact on our figures. Our senior clinician cohort is split 50/50 male and female. If this cohort of staff is removed the pay gap falls to 2.0%.

Our financial information for 2017/18

Income (£)

NHS England2,425,000

HESL468,000

NHSI
538,979

OLS
657,198

Membership
431,000

Other Funding
933,563

ERDF
200,317

Fee for service
220,534


5,874,979

Expenditure (£)

Core Costs
1,248,807

Communications
214,194

National Programmes
67,851

Diabetes
599,020

Stroke Prevention
247,554

Healthy Ageing
429,134

MSK
547,926

Alcohol
248,763

Patient Safety & Experience
505,412

Digital Health.London Accelerator
479,315

Capacity Building
463,243

Technology & Informatics
459,219

Digital Health.London
90,959

Wealth Creation
200,375


5,801,772

1: For 2017/18 the HIN had a small surplus of £73k, on expenditure of £5.8m, which reflects both its success in securing new income and ongoing prudent managing of costs.

2: “Other” funding includes funding both from within the health service, such as for Diabetes Transformation from Southwark CCG, and from third sector organisations, for example its partnership with Arthritis Research UK. We also received income for work such as social prescribing, delivering ESCAPE-Pain training, and from Graduates into Health placements

3: Theme-related costs include staff costs