Workforce Diversity Presented by Sam Johnson Prepared by the Consultation & Research Team.

Workforce Diversity

Presented by Sam Johnson

Prepared by the Consultation & Research Team

Produced by the Consultation & Research Team

The Data

• Workforce figures from HR• Mostly from equality monitoring forms

at recruitment stage• High proportion of missing data

• Population data is Economically Active Population from 2011 Census• Economically Active means those who

are working or actively seeking work


Headcount

Down10%from2013

to2014


Starters & Leavers

New

starters

Dow

n by

1/3

Leav

ers

Up

by 1

/3

Applicatio

ns

Dow

n 30%


Gender balance

Council workforce: 29% Males 71% Females

Population: 54% Males 46% Females


Transgender• HR data shows no transgender staff• Staff Survey reported 2% who

“live, or want to live, full time in the gender opposite to that they were assigned at birth”

• Many transgender people hide their gender variance.

• Estimated approx. 1%-2% of men and less than 0.5% of women experience gender variance – only a small proportion will seek treatment or full gender transition


Age

16-24

25-34

35-64

65+

75% 50% 25% 0% 25% 50% 75%

6%

18%

73%

3%

17%

26%

54%

3%

Population Council


Ethnicity - Workforce

White British: 76%

White Other: 4%

Visible Minority Ethnic: 3%

Unknown / Prefer not to say17%


Ethnicity comparison

Council*Populatio

n

White British 92% 82%

White other 5% 10%Visible Minority Ethnic 3% 8%

*Council figures show known ethnicity i.e. excluding not known / prefer not to say


Ethnicity - recruitment

Applicatio

ns received

Applications

appointed

Percentage

appointed

White British 2297 275 12%

White Other 364 26 7%Visible Minority Ethnic 217 18 8%


Sexual orientation

Of those who declare: 97.4% Heterosexual 2.6% Gay /Lesbian / Bisexual

However 42% are unknown(28% missing, 14% prefer not to say)


Sexual orientation

28% no data14% prefer not to say3% gay, lesbian or bisexualEstimated: 5%-7% of population


Sexual orientation – Staff Survey

• 15% prefer not to say

Of those who answered:• 93% were heterosexual• 7% were lesbian / gay / bisexualThis is more in line with government

estimates for the whole population (5%-7%)


Religion & belief

Workforce (excluding unknown)

Christian 50%Other 5%None 25%Prefer not to say20%

Population(2011 Census)

Christian 53%Other 5%No religion 35%Not stated 7%

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&uact=8&docid=rvzEqwefE5J_WM&tbnid=NamHzO69iUzUlM:&ved=0CAUQjRw&url=http://www.eps10.com/page/11&ei=fLW2U_KdIsKW0AWv3oGIDQ&bvm=bv.70138588,d.ZGU&psig=AFQjCNHBfonSpjPaYt7peRJwD2gIn3Paxg&ust=1404569116584274


Disability

9%91%

DisabilityNo disability

2%

6%92%

A lot A little

Council staff with disability* (defined by Equality Act 2010)

* Excludes the 15% of staff whose disability status is not known

Population(Activities limited by illness or disability)


Hours

Part time54%

Full time46%

Part time26%

Full time74%

Part time64%

Full time36%


Hours

45%

55%

10%

90%

Full Time Part Time


GradeGrades 1-3

21% Male

79% Femal

e

Grades 4-6

29% Male

71% Femal

e

Grades 7-9

34% Male

66% Femal

e

Grades 10-12

45% Male

55% Femal

e

Grades 13+

56% Male

44% Femal

e

75% of females are Grade 6 or below, compared to 62% of males


Employment issues

73 Disciplinary cases in 2013/14

Up from 32 cases in 2012/13

http://www.google.com/url?sa=i&rct=j&q=&esrc=s&frm=1&source=images&cd=&cad=rja&uact=8&docid=t6DfQYNSDBXmpM&tbnid=V_iu6TZmevK0hM:&ved=0CAUQjRw&url=http://www.pfma.org.uk/uk-pet-food-legislation&ei=Uqy2U5PULarD0QXZ8YCIDg&bvm=bv.70138588,d.ZGU&psig=AFQjCNGyhPLxK2YNjaBv0xcUdtAo9-EJUw&ust=1404566567281700


Summary

• Council workforce is:• Older• More female• Less ethnically diverse• Representative of disabilities• Representative of sexual orientation

• Large proportion of unknown data • Missing – probably never collected• ‘Prefer not to say’


Next steps - data

• Address missing data• Identify individuals with no data held

and ask for update on Employee First• Remove ‘prefer not to say’ option for

new recruits?• Ask new employees to check/update

details at end of probation?


Next steps – imbalance

• We know where there is imbalance- find out why?

• Is there a reason for the imbalance? E.g. Are BME applicants more likely to have foreign qualifications?

• Can imbalance be addressed? How do we attract more men and more young people into the Council?


Next steps- empoyment issues

• Better monitoring of disciplinaries• Reasons – misconduct, harassment,

bullying?• Is discrimination a factor?• What is the outcome?

• Why such a big increase?• Are staff feeling more confident about

reporting problems?• Are managers taking complaints more

seriously?

Workforce Diversity Presented by Sam Johnson Prepared by the Consultation & Research Team.

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