Presented by Sam Johnson 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 Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Headcount Down 10% from 2013 to 2014 Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Starters & Leavers Leavers Up by 1/3 Applications Down 30% New starters Down by 1/3 Produced by the Consultation & Research Team

Gender balance Council workforce: 29% Males 71% Females Population: 54% Males 46% Females Produced by the Consultation & Research Team

Produced by the Consultation & Research Team 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 Staff survey – treat with caution. Estimates based on studies in USA and Netherlands. Studies were of men who cross dress. % of women based on numbers coming forward for treatment (only 20% of gender reassignment is female to male) and assuming same proportion of untreated transgender. Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Age Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Ethnicity - Workforce White British: 76% White Other: 4% Visible Minority Ethnic: 3% Unknown / Prefer not to say 17% Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Ethnicity comparison Council* Population White British 92% 82% White other 5% 10% Visible Minority Ethnic 3% 8% Council figures show know ethnicity i.e. excluding not known / prefer not to say *Council figures show known ethnicity i.e. excluding not known / prefer not to say Produced by the Consultation & Research Team

Ethnicity - recruitment   Applications received Applications appointed Percentage appointed White British 2297 275 12% White Other 364 26 7% Visible Minority Ethnic 217 18 8% Produced by the Consultation & Research Team

Produced by the Consultation & Research Team 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) Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Sexual orientation Estimated: 5%-7% of population 3% gay, lesbian or bisexual 14% prefer not to say 28% no data Of all staff [click] 28% data missing, [click] 14% prefer not to say [click] and of those we know about, 3% are gay, lesbian or bisexual Produced by the Consultation & Research Team

Sexual orientation – Staff Survey 15% prefer not to say Of those who answered: 93% were heterosexual 7% were lesbian / gay / bisexual This is more in line with government estimates for the whole population (5%-7%) It is likely that employees will give a more honest response to this question when they have been in post for a while and are more comfortable with the organisation and its inclusive culture. There is still a high proportion of people who used the prefer not to say option, but this is similar to the responses for other personal questions in the survey and is more likely related to the misguided perception by some employees that the personal information given will be used to identify individual responses. Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Religion & belief Workforce (excluding unknown) Christian 50% Other 5% None 25% Prefer not to say 20% Population (2011 Census) Christian 53% Other 5% No religion 35% Not stated 7% ‘None’ includes those who stated their belief as atheist or agnostic ‘Prefer not to say’ is offered as an option on our forms. Religion was optional question in the Census – ‘Not stated’ is those who skipped the question. Produced by the Consultation & Research Team

Disability Population (Activities limited by illness or disability) Council staff with disability* (defined by Equality Act 2010) * Excludes the 15% of staff whose disability status is not known Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Hours Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Hours Full Time Part Time Produced by the Consultation & Research Team

Grade Grades 1-3 Grades 4-6 Grades 7-9 Grades 10-12 Grades 13+ 21% Male 79% Female Grades 4-6 29% Male 71% Female Grades 7-9 34% Male 66% Female Grades 10-12 45% Male 55% Female Grades 13+ 56% Male 44% Female 75% of females are Grade 6 or below, compared to 62% of males Produced by the Consultation & Research Team

Produced by the Consultation & Research Team Employment issues 73 Disciplinary cases in 2013/14 Up from 32 cases in 2012/13 Produced by the Consultation & Research Team

Produced by the Consultation & Research Team 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’ Missing / unknown data on employees – probably long-serving employees who were not required to complete monitoring information when they joined. High number who prefer not to say Produced by the Consultation & Research Team

Produced by the Consultation & Research Team 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? Gathering information at recruitment stage may mean that people are reluctant to reveal characteristics which they feel may be a cause for discrimination as at this stage new recruits are not familiar or comfortable with the organisation. Produced by the Consultation & Research Team

Produced by the Consultation & Research Team 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? Produced by the Consultation & Research Team

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? Produced by the Consultation & Research Team