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

2. 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
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3. Produced by the Consultation & Research Team
Headcount
Down 10% from
2013 to 2014
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4. Produced by the Consultation & Research Team
Starters & Leavers
Leavers Up by 1/3
Applications Down 30%
New starters Down by 1/3
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5. Gender balance Council workforce: 29% Males 71% Females
Population: 54% Males 46% Females
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6. 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.
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7. Produced by the Consultation & Research Team
Age
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8. Produced by the Consultation & Research Team
Ethnicity - Workforce
White British: %
White Other: %
Visible Minority Ethnic: 3%
Unknown / Prefer not to say 17%
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9. 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
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10. Ethnicity - recruitment
Applications received
Applications appointed
Percentage appointed
White British
2297
275
12%
White Other
364 26 7%
Visible Minority Ethnic
217 18 8%
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11. 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)
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12. 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

13. 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.
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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

15. 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
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Hours
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Hours
Full Time
Part Time
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18. 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
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Employment issues
73 Disciplinary cases in 2013/14
Up from 32 cases in 2012/13
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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
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21. 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.
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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?
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23. 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?
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