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1 Natural England – Workforce Monitoring Report 2016-2017
/16
Natural England Workforce Monitoring
2016-17
2 Natural England – Workforce Monitoring Report 2016-2017
Document History and Version Control
Version Date
0.1 28th February John Wedgwood Pound First partial draft.
0.2 6th March 2018 John Wedgwood Pound Second partial draft – workforce data input. L & D onwards still to complete. Reviewed by Laura Hodgkisson – comments added.
0.3 30th March 2018
John Wedgwood Pound Third draft – summary needed.
0.4 2nd April 2018 John Wedgwood Pound Fourth draft – with some queries. Submitted to Laura Hodgkisson.
0.5 4th May 2018 John Wedgwood Pound Fifth draft.
0.6 15th May 2018 John Wedgwood Pound Final Version
3 Natural England – Workforce Monitoring Report 2016-2017
Table of Contents
Introduction ................................................................................................................................ 5
Organisational Demographics .................................................................................................... 6
Summary .................................................................................................................................... 7
Staff Data - Information relating to our employees 2016/17 ....................................................... 9
Workforce ............................................................................................................................... 9
Working Pattern ...................................................................................................................... 9
Pay-Group ............................................................................................................................ 10
Gender ................................................................................................................................. 11
Disability ............................................................................................................................... 12
Race/Ethnicity ...................................................................................................................... 12
Sexual Orientation ................................................................................................................ 13
Religion and Belief ............................................................................................................... 13
Age ....................................................................................................................................... 14
Gender Identity ..................................................................................................................... 14
Marital/Civil Partnership Status ............................................................................................ 14
Staff Data – Employees and potential employees at stages of their relationship with Natural
England .................................................................................................................................... 15
Recruitment .......................................................................................................................... 15
Gender .............................................................................................................................. 15
Disability ........................................................................................................................... 15
Race/Ethnicity ................................................................................................................... 16
Sexual Orientation ............................................................................................................ 16
Age ................................................................................................................................... 18
Staff Promotions ................................................................................................................... 18
Gender .............................................................................................................................. 19
Disability ........................................................................................................................... 20
Ethnicity ............................................................................................................................ 21
Sexual Orientation ............................................................................................................ 22
Religion/Belief ................................................................................................................... 23
Age ................................................................................................................................... 23
Performance Management ....................................................................................................... 24
Working arrangements ...................................................................................................... 24
Full and Part Time staff ..................................................................................................... 25
Pay band ........................................................................................................................... 26
4 Natural England – Workforce Monitoring Report 2016-2017
Gender .............................................................................................................................. 26
Disability ........................................................................................................................... 27
Ethnicity ............................................................................................................................ 28
Age-band .......................................................................................................................... 29
Training .................................................................................................................................... 30
Take up of training opportunities ....................................................................................... 30
Training by Work-Pattern .................................................................................................. 30
Training by Gender ........................................................................................................... 31
Training by Belief .............................................................................................................. 32
Training by Disability ......................................................................................................... 33
Training by Age Group ...................................................................................................... 34
Training by Ethnicity .......................................................................................................... 35
Training by Sexual Orientation .......................................................................................... 36
Disciplinary and Grievances ..................................................................................................... 37
Staff Survey Results ................................................................................................................ 37
Maternity Return Rates ............................................................................................................ 37
Customer Data – those affected by our services ..................................................................... 37
Diversity and Equality Work 2017 to 2020: .............................................................................. 38
5 Natural England – Workforce Monitoring Report 2016-2017
Introduction
Natural England is committed to diversity and equality and as an organisation continually works to build and maintain an inclusive environment.
This report has been prepared in accordance with Natural England’s responsibilities under section 149 of the Equality Act 2010; the “Public Sector Equality Duty” 1. It comprises information relating to people who have protected characteristics and includes employees and other people impacted by our policies and practices such as our customers and job applicants.
Our specific obligations under the Act do not require us to ask every member of staff about such issues as their age, sexual orientation, or religious beliefs etc. Therefore, we are publishing information on these aspects only where data is reliably available and of sufficient quality to provide analysis.
The report covers the period 2016-2017.
1 Equality Act, 2010 c. 15, Part 11, Chapter 1, Section 149. The full Essential Guide to the Public Sector Equality Duty: England and Non-Devolved Public Authorities in Scotland and Wales may be accessed here:
http://www.equalityhumanrights.com/en/advice-and-guidance/public-sector-equality-duty-guidance
6 Natural England – Workforce Monitoring Report 2016-2017
Organisational Demographics
Natural England Staff by Employment Status
Total Headcount
Permanent 1874
Fixed Term Appointees 99
Short Term Appointees 223
Board Members 10
Apprentices 10
Seasonal Appointments 0
Seconded In 5
GRAND TOTAL: 2221
On 31st March 2017 Natural England had a total workforce of 2221 made up of Permanent Appointees (84.38%), Fixed Term Appointees (4.46%), and Short Term Appointees (10.04%), Board Members (0.45%) Apprentices (0.45%) and inward secondees (0.23%).
Terms of Reference and caveats
The analysis does not include the five inward secondees or the10 Apprentices.
With the exception of age and gender data, diversity data is requested of staff on a voluntary basis only – though all employees are regularly encouraged to update their confidential online profiles to this end. This means that analysis contained within this report has been conducted only on the basis of this self-declared data for the remaining protected characteristics. The findings of this report are written in such a way as to protect people’s identities.
Where we have grouped some minority populations it is not to imply that we believe any one group is more or less important than another, rather it is for practical reasons, where the individually declared populations are statistically too small to support meaningful analysis; by grouping them we can more readily show related trends.
During the reporting period we ran 177 recruitments that attracted a total of 2091 applicants; data about gender is full and complete but all other data regarding other protected characteristics is based on voluntary declarations only.
No customer survey work was undertaken during 2016-17.
All information contained in this report should be interpreted with care, and caution should be exercised when comparing data contained in this report with other Natural England data due to varying procedures and monitoring processes.
7 Natural England – Workforce Monitoring Report 2016-2017
Summary
Main Findings - Natural England’s Workforce (Reporting period: 1 April 2015 to 31 March 2016):
Workforce: Comprised 2206 compared to 2307 in 2015-16, 2144 in 2014/15, and 2311 in 2013/14.
Work Pattern: Full Time staff account for 77.33% (77.68% in 2015-16) of Natural England’s workforce, while part-time staff comprised 22.67% (22.32% in 2015-16) which, again is a small increase in the proportion of part-time staff when compared to the previous years and continues the incremental upward trend.
Pay Band: At the end of 2016/17, 69.49% of staff were within the Lead Adviser (and equivalent) and below pay groups – an increase on the previous year. 30.51% were at the Team Leader (and equivalent) and pay group.
Gender: For 2016/17 Natural England’s workforce comprised a higher proportion of women – 55.30% (1220) (54.57% in 2015/16) than men – 44.70% (986) (45.43% in 2015/16). This reflects the upward trend of previous seven years.
Gender: Similar proportions of men and women work at the lowest pay-group; Support Adviser (13.59% and 13.3% respectively). There is still a higher proportion of women than men in the Adviser and Lead Adviser pay groups with a narrower divide for the Team Leader and equivalent level. The more senior levels had a higher population of men.
Disability: 65.64% (1448) of our 2016/17 workforce declared a disability status. Declared disabled employees only made up 5.71% (126) of our staff population.
Ethnicity: 1.81% of staff were from black and minority ethnic (BAME) groups, a decrease since the previous year; whilst the proportions are broadly similar to previous years, the proportion making no declaration has increased significantly since 2013-14.
Sexual Orientation: Just over 1.80% of staff declared being Lesbian, Gay or Bisexual (LGB) a slight increase on the previous years.
Religion/Belief: The religious beliefs of 40.62% of our staff is not known, 31.87% (703) declare they have no religion or belief. Of those who do profess a belief, 24.52% (541) are Christian, with 2.99% (66) declaring other beliefs.
Age: 84.5% (1864) of our 2016-17 workforce were aged 30 – 59 years, this is consistent with levels reported between 2011/12 to date; 66% are over 40, with a consistent increase in the 60+ cohort.
Recruitment: 5.16% (108) of applicants were from declared BAME groups, significantly more than the 1.61% (29) in 2015-16. In 2016-17, 7.4% of BAME applicants were appointed.
Promotions: Similar to 2015-16, 2014/15 and 2013/14, more women (60.28% - 52 permanent, 121 temporary) were promoted than men (39.72% 33 permanent, 81 temporary), though the gap has narrowed slightly since 2015-16.
Performance Management: 55% of men and 49% of Women have 3 ratings; 50% of women were rated 1 or 2 whilst 42 % of men were rated 1 or 2. Women continue to have more of the higher performance ratings (1 or 2) than men.
Part Time employees receive a slightly higher proportion of 1s, and 3s, Full time employees receive a higher proportion of 4s and 5s.
8 Natural England – Workforce Monitoring Report 2016-2017
Diversity: We have switched the emphasis of NE’s ratings Quality Assurance focus to the spread of ratings across diversity groups rather than by level or by Team, although we continue to monitor these to a lesser degree.
Take up of training: Participation in development opportunities is relatively similar for gender, age, sexual orientation and religion/belief. However, people with declared disabilities and BAME staff show a lower up-take of face-to-face training than the overall population of Natural England. In contrast to 2014-15 and consistent with 2015-16, part-time staff now participate in slightly more face-to-face learning opportunities.
Gaps: It is important to note that almost 31% of staff did not declare their ethnicity, just over 40% did not declare their sexual orientation, almost 40% did not record their religion/faith and just over 34% did not declare whether they had a disability.
9 Natural England – Workforce Monitoring Report 2016-2017
Staff Data - Information relating to our employees 2016/17
Workforce
As at 31st March 2017, the total Natural England’s workforce, excluding inward secondees and
apprentices, was 2206.
25542887
2698
2277 2353 23112144
2307 2206
2008-09 2009-10 2010-11 2011-12 2012-13 2013-14 2014-15 2015-16 2016-17
Headcount Total 2008-2017
Total
Working Pattern
Full Time staff account for 77.33% (77.68% in 2015-16) of Natural England’s workforce, while part-time staff comprised 22.67% (22.32% in 2015-16) which, again is a small increase in the proportion of part-time staff when compared to the previous years and continues the incremental upward trend.
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2012-13 2013-14 2014-15 2015-16 2016/17
Work Pattern 2012-2017
Full Time Part Time
10 Natural England – Workforce Monitoring Report 2016-2017
Pay-Group
Natural England Pay Group Civil Service equivalent
Chief Executive SCS 3
Executive (Chief Officers) SCS 2
Directors SCS 1
Managers, Principal Advisers,
Principal Specialists
Grades 6 and 7
Team Leaders / Senior Adviser.
Senior Specialist
SEO
Leader Adviser / Specialist /
Group-Coordinator
HEO
Adviser EO
Support Adviser AO
Natural England is a Non-Departmental Public Body with its own pay-group structure and
nomenclature, however the pay-groups found across the organisation map across to grades typically
found throughout the Home Civil Service. The table below lists the Natural England pay-groups
alongside the Civil Service Equivalent.
At the end of 2016/17, 69.49% of staff were within the Lead Adviser (and equivalent) and below pay
groups – an increase on the previous year. 30.51% were at the Team Leader (and equivalent) and pay
group.
.
0%
5%
10%
15%
20%
25%
30%
35%
40%
45%
Support Adviser Adviser Lead Adviser /Group Coordinator /
Specialist
Team Leader /Senior Adviser /Senior Specialist
Head of / Manager /Principal Adviser /Principal Specialist
Chief Officers /Director
Distribution of Staff by Pay Group
2013-14 2014-15 2015-16 2016-17
11 Natural England – Workforce Monitoring Report 2016-2017
Gender
For 2016/17 Natural England’s workforce comprised a higher proportion of women – 55.30% (1220)
(54.57% in 2015/16) than men – 44.70% (986) (45.43% in 2015/16). This reflects the upward trend of
previous seven years.
48
.08
%
46
.83
%
46
.18
%
46
.77
%
46
.11
%
46
.08
%
45
.76
%
45
.53
%
44
.70
%51
.92
%
53
.17
%
53
.82
%
53
.23
%
53
.89
%
53
.92
%
54
.24
%
54
.47
%
55
.30
%
2 0 0 8 - 0 9 % 2 0 0 9 - 1 0 % 2 0 1 0 - 1 1 % 2 0 1 1 - 1 2 % 2 0 1 2 - 1 3 % 2 0 1 3 - 1 4 % 2 0 1 4 - 1 5 % 2 0 1 5 - 1 6 2 0 1 6 - 1 7
GENDER PROFILE
Male Female
Similar proportions of men and women work at the lowest pay-group; Support Adviser r (13.59% and
13.3% respectively). There is still a higher proportion of women than men in the Adviser and Lead
Adviser pay groups with a narrower divide for the Team Leader and equivalent level. The more senior
levels had a higher population of men.
This profile was very similar to previous years:
Male
Female
Role Count % Count %
Support Adviser 134 13.59% 159 13.03%
Adviser 162 16.43% 255 20.90%
Lead Adviser / Group Coordinator /
Specialist 346 35.09% 477 39.10%
Team Leader / Senior Adviser /
Senior Specialist 234 23.73% 260 21.31%
Manager / Principal Adviser /
Principal Specialist 98 9.94% 64 5.25%
Chief Officers / Directors 12 1.22% 5 0.41%
Grand Total 986 100.00% 1220 100.00%
12 Natural England – Workforce Monitoring Report 2016-2017
Disability
65.64% (1448) of our 2016/17 workforce declared a disability status. Declared disabled employees only
made up 5.71% (126) of our staff population, compared to 17.6% of the general population in England.2
59.70% (1317) declared that they had no disability whilst the status of 34.36% (758) of our staff is
unknown. The percentage split between Yes, No and Unknown is similar to 2011/12, 2012/13, 2014/15
and 2015/16.
5.5
7%
5.4
5%
5.4
6%
6.0
3%
5.7
1%
66
.94
%
67
.16
%
65
.72
%
63
.72
%
59
.70
%
27
.50
%
27
.39
%
28
.82
%
30
.36
%
34
.59
%
2 0 1 2 - 1 3 % 2 0 1 3 - 1 4 % 2 0 1 4 - 1 5 % 2 0 1 5 - 1 6 % 2 0 1 6 - 1 7 %
DISABILITY PROFILE
Yes No Unknown
Race/Ethnicity
In 2016/17 the number of employees declaring an ethnic background fell. O the 69% of staff who have declared an ethnic background, 67.09% declared a white background. Individuals from Black, Asian and Minority Ethnic (BAME) groups comprised 1.81%. The proportions are broadly similar to previous years but the proportion making no declaration at all has increased significantly since 2013-14.
In the general population of
England, in 2011, BAME
individuals represented 14.3%.3
2 Source: Office of National Statistics, UK National Census, 2011. 8.3% had a disability that limited day to day activities a lot and a further 9.3% where activities were limited a little 3 Source: ONS UK National Census, 2011.
79
.09
%
1.7
9%
19
.12
%
79
.32
%
1.7
7%
18
.91
%
77
.61
%
1.8
7%
20
.52
%
74
.30
%
1.9
5%
23
.75
%
67
.09
%
1.8
1%
31
.10
%
W H I T E B A M E U N K N O W N
ETHNICITY PROFILE
2012-13 2013-14 2014-15 2015-16 2016-17
13 Natural England – Workforce Monitoring Report 2016-2017
Sexual Orientation
61.15% (1349) of our 2016/17 workforce made a declaration, with 38.85% (857) not doing so. This is
broadly in line with previous years but does represent a small increase in declarations.
1.81% (40 people) declared that they were lesbian, gay, bisexual or Transgender (LGBT)
Sexual Orientation Count %
LGBT 40 1.81%
Heterosexual/Straight 1278 57.93%
Prefer not to say 31 1.41%
Unknown 857 38.85%
Grand Total 2206 100.00%
Religion and Belief
Belief Count %
Christian 541 24.52%
Other Religion 66 2.99%
No Religion or Belief 703 31.87%
Unknown 896 40.62%
Grand Total 2206 100.00%
The religious beliefs of 40.62% of our staff is not known, 31.87% (703) declare they have no religion or
belief. Of those who do profess a belief, 24.52% (541) are Christian, with 2.99% (66) declaring other
beliefs.
Again, this is a very similar split as previous years, but with a discernible increase in “no religion” and
decrease in those who declared Christianity as their belief.
27.33% 27.26% 26.35% 25.83% 24.52%
2.46% 2.38% 2.57% 2.64% 2.99%
26.14% 26.31% 27.43% 29.35% 31.87%
44.07% 44.05% 44.05% 41.96% 40.62%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
2012-13 % 2013-14 % 2014-15 % 2015-16 % 2016-17 %
Religious Belief Profile
Christian Other Religion No Religion or Belief Unknown
14 Natural England – Workforce Monitoring Report 2016-2017
Age
Age Range Count %
16-19 1 0.05%
20-29 202 9.16%
30-39 534 24.21%
40-49 711 32.23%
50-59 619 28.06%
60+ 139 6.30%
Grand Total 2206 100.00%
84.5% (1864) of our 2016-17 workforce were aged 30 – 59 years, this is consistent with levels reported between 2011/12 to date; 66% are over 40, with a consistent increase in the 60+ cohort The graph below shows a year on year aging profile, over last five years.
7.44% 5.93% 5.45% 6.63%9.16%
28.98%27.39% 25.93% 24.45%
24.21%
34.55%
33.75%34.23% 33.55%
32.23%
24.86%27.73% 28.87% 29.22% 28.06%
4.12% 5.20% 5.50% 6.11% 6.30%
2 0 1 2 - 1 3 % 2 0 1 3 - 1 4 % 2 0 1 4 - 1 5 % 2 0 1 5 - 1 6 % 2 0 1 6 - 1 7 %
AGE PROFILE
16-19 20-29 30-39 40-49 50-59 60+
Gender Identity
We do not currently collect this data
Marital/Civil Partnership Status
We do not currently collect this data
15 Natural England – Workforce Monitoring Report 2016-2017
Staff Data – Employees and potential employees at stages of their
relationship with Natural England
Recruitment
Gender
Between 1st April 2016 and 31st March 2017, 177 recruitments were initiated for which there were 2091
applicants. Diversity information was requested on a voluntary basis from all applicants, rather than
mandated.
Male Female Prefer not to disclose
Type Count % Count % Count %
Applied 818 46.64% 908 51.77% 28 1.60%
Appointed 119 35.31% 210 62.31% 8 2.37%
Grand Total 937 44.81% 1118 53.47% 36 1.72%
1.72% of applicants declined to disclose their gender; 44.81% (937) were male (46% in 2015-16, 50%
in 2014-15, 47% in 2013-14, 51% in 2012-13 and 48% in 2011-12) whilst 53.47% (1118) were female
(54% in 2015-16, 50% in 2014/15, 53% in 2013/14, 49% in 2012/13 and 52% in 2011/12.
14.54% (119) of the male applicants were appointed and 23.1% (210) of the female applicants.
More women than men are applying for jobs in Natural England, and more women are being appointed,
this continues the broad trend we have seen since 2011.
Disability
12/13Appointed
12/13Applied
13/14Appointed
12/14Applied
14/15Appointed
14/15Applied
15/16Appointed
15/16Applied
16/17Appointed
16/17Applied
Unknown 49 340 50 325 84 755 111 602 5 46
No 61 609 75 452 104 756 182 836 315 1624
Yes 2 33 4 27 6 45 10 61 17 84
2 33 4 27 6 45 10 61 17 84
61
60975 452 104
756
182 836
315 1624
49340
50 325 84755
111 602
5 46
TOTA
L
RECRUI TMENT: DI SABI LITY PROFI LE
16 Natural England – Workforce Monitoring Report 2016-2017
3.94% (101) of applicants declared a disability, slightly higher than in previous years. This mirrors the
low percentage of those declaring a disability within the overall workforce.
Race/Ethnicity
BAME White Prefer not to disclose
Type Count % Count % Count %
Applied 100 5.70% 1595 90.94% 59 3.36%
Appointed 8 2.37% 315 93.47% 14 4.15%
Grand Total 108 5.16% 1910 91.34% 73 3.49%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
12/13Appointed
12/13Applied
13/14Appointed
12/14Applied
14/15Appointed
14/15Applied
15/16Appointed
15/16Applied
16/17Appointed
16/17Applied
Recruitment: Ethnicity Profile
White BAME Unknown
5.16% (108) of applicants were from declared BAME groups, significantly more than the 1.61% (29) in
2015-16. In 2016-17, 7.4% of BAME applicants were appointed.
Sexual Orientation
LGBT Heterosexual/Straight Prefer not to disclose
Type Count % Count % Count %
Applied 63 3.59% 1543 87.97% 148 8.44%
Appointed 11 3.26% 296 87.83% 30 8.90%
Grand Total 74 3.54% 1839 87.95% 178 8.51%
3.54% (74) of applicants were from the LGBT Group compared to 2.13% (32) in 2015-16, 2.25% in
2014-15, 2.4 in 2013/14, 3.3% in 2012/13, and 2% in 2011-12. 2016-17 saw a significant increase in
the use of ‘Prefer not to say as a response.
17 Natural England – Workforce Monitoring Report 2016-2017
14/15 Applied14/15
Appointed15/16 Applied
15/16Appointed
16/17 Applied 1617 Appointed
Unknown 809 86 651 128 148 30
LGB 35 6 32 10 63 11
Hetrosexual/Straight 712 102 816 165 1543 296
712102 816 165
1543 296356 32 10
63 11
80986 651 128
148 30
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Tota
l
Recruitment: Sexual Orientation
Religion and Belief
Christian Other religion No Religion Prefer not to disclose
Type Count % Count % Count % Count %
Applied 469 26.74% 61 3.48% 1062 60.55% 162 9.24%
Appointed 88 26.11% 6 1.78% 208 61.72% 35 10.39%
Grand Total 557 26.64% 67 3.20% 1270 60.74% 197 9.42%
In 2016-17 most applicants declared that they had no religious belief.
As with sexual orientation, more people are making a specific declaration than in previous years.
14/15Applied
14/15Appointed
15/16Applied
15/16Appointed
16/17Applied
16/17Appointed
Unknown 802 85 650 123 162 35
No religion 481 76 557 105 1062 208
Other Religion 47 4 31 8 61 6
Christian 226 29 261 67 469 88
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%To
tal
Recruitment - Religious Belief
18 Natural England – Workforce Monitoring Report 2016-2017
Age
16-24 25-29 30-39 40-49 50-59 60+ Prefer not to
disclose
Type Count Count Count Count Count Count Count
Applied 442 373 441 272 157 17 52
Appointed 55 56 111 65 37 3 10
Grand Total 497 429 552 337 194 20 62
16-24 25-29 30-39 40-49 50-59 60+ Prefer not to
disclose
Type % % % % % % %
Applied 25.20% 21.27% 25.14% 15.51% 8.95% 0.97% 2.96%
Appointed 16.32% 16.62% 32.94% 19.29% 10.98% 0.89% 2.97%
Grand Total 23.77% 20.52% 26.40% 16.12% 9.28% 0.96% 2.97%
Following the introduction of an online recruitment system, age was unknown for just 2.97% of
applicants, of the remainder, the largest number of applicants were aged 30-39, (16.40%).
Staff Promotions
We have been operating tighter recruitment controls which has impacted on the number of promotion opportunities. Natural England has used temporary promotion (where individuals temporarily undertaking the main duties and responsibilities of a higher-level role) to cover key roles in the short term.
Full Time Part Time
Count % Count %
Permanent 77 90.59% 8 9.41%
Temporary Promotion 152 75.25% 50 24.75%
Grand Total 229 79.79% 58 20.21%
In 2016-17 there were 85 permanent promotions, 202 staff were on Temporary Promotion as at 31 March 2017.
0
100
200
300
400
500
600
16-24 25-29 30-39 40-49 50-59 60+ Prefer not todisclose
Recruitment - Age Profile
Applied Appointed
19 Natural England – Workforce Monitoring Report 2016-2017
90.59%75.25%
9.41%24.75%
P E R M A N E N T T E M P O R A R Y P R O M O T I ON
PROMOTIONS BY WORK PATTERN
Full Time Part Time
77 full time staff were permanently promoted and 152 had a temporary promotion. Eight part time staff
were permanently promoted and 50 were temporarily promoted.
Gender
Male Female
Count % Count %
Permanent 33 38.82% 52 61.18%
Temporary Promotion 81 40.10% 121 59.90%
Grand Total 114 39.72% 173 60.28%
Of the 85 permanent promotions in 2016-17, 52 (61.18%) were for women, 33 (38.82%) were for men.
This is a continuing upward trend for women. In 2014/15 52.93% permanent promotion and 56.86% of
temporary were women and in 2015-16 65.73% permanent promotions and 58.79 of temporary
promotions were for women.
33
52
81
12
1
M A L E F E M A L E
PROMOTIONS BY GENDER
Permanent Temporary Promotion
20 Natural England – Workforce Monitoring Report 2016-2017
Although there appeared to be few promotions in the groups who have declared a disability; BAME or
LGBT, the low recorded representation of these groups in the workforce must be noted as should the
substantial number of proportion of promotions where the declaration is unknown.
Disability
Yes No Prefer not to say Unknown
Permanent or TP Count % Count % Count % Count %
Permanent 3 3.53% 52 61.18% 0.00% 30 35.29%
Temporary Promotion 9 4.46% 138 68.32% 2 0.99% 53 26.24%
Grand Total 12 4.18% 190 66.20% 2 0.70% 83 28.92%
0
20
40
60
80
100
120
140
160
Yes No Prefer not to say Unknown
Promotions by Disability
Permanent Temporary Promotion
Of the 287 Promotions, 4.18% were for people who declared a disability, though disability
status was unknown for just under 30% of the total.
21 Natural England – Workforce Monitoring Report 2016-2017
Ethnicity
BAME White Prefer not to say Unknown
Count % Count % Count % Count %
Permanent 4 4.71% 56 65.88% 0.00% 25 29.41%
Temporary Promotion 3 1.49% 156 77.23% 1 0.50% 42 20.79%
Grand Total 7 2.44% 212 73.87% 1 0.35% 67 23.34%
0
20
40
60
80
100
120
140
160
180
BAME White Prefer not to say Unknown
Promotions by Ethnicity
Permanent Temporary Promotion
Of those promoted, permanently or temporarily, 2.44 % were BAME staff, slightly lower than the previous year but still as a proportional larger than the BAME population within the organisation. Ethnicity is unknown for 23% of staff promoted during the period.
22 Natural England – Workforce Monitoring Report 2016-2017
Sexual Orientation
LGBT Heterosexual/Straight Prefer not to say Unknown
Count % Count % Count % Count %
Permanent 2 2.35% 54 63.53% 0.00% 29 34.12%
Temporary Promotion 4 1.98% 127 62.87% 7 3.47% 64 31.68%
Grand Total 6 2.09% 181 63.07% 7 2.44% 93 32.40%
0
20
40
60
80
100
120
140
Promotions by Sexual Orientation
Permanent Temporary Promotion
Whilst sexual orientation was unknown for some 35% of staff promoted during the period, 2.09% of
those promoted were LGBT, similar to the precious year.
Although there appeared to be few promotions in the groups who have declared a disability; BAME or LGB, the low recorded representation of these groups in the workforce must be noted as should the substantial number of proportion of promotions where the declaration is unknown.
23 Natural England – Workforce Monitoring Report 2016-2017
Religion/Belief
Christian Other Religion No Religion or Belief Unknown
Count % Count % Count % Count %
Permanent 27 31.76% 2 2.35% 27 31.76% 29 34.12%
Temporary Promotion 61 30.20% 3 1.49% 67 33.17% 71 35.15%
Grand Total 88 30.66% 5 1.74% 94 32.75% 100 34.84%
27
2
27 29
61
3
67 71
C H R I S T IA N O T H E R R E L IG IO N N O R E L I G IO N O R B E L I E F
U N K N O WN
PROMOTIONS BY RELIGIOUS BELIEF
Permanent Temporary Promotion
The highest number of permanent promotions were for the cohort where religion is unknown. People
who declared “no religion” constituted the largest proportion of temporary promotions. The two
permanent and three temporary promotions for other religions/beliefs needs to be set in the context of
low declaration rates.
Age
In 2014-15 the highest numbers of promotions were within the age band 30–39. In 2015-16 and 2016-
17 this remained so for Permanent Promotions, whilst the 40-49 age band received the higher
percentage of Temporary Promotions. In 2016/17 promotions were lowest amongst for the 60+ and
20-29 age band.
0
20
40
60
80
100
120
20-29 30-39 40-49 50-59 60+
Promotions by Age
Permanent Temporary Promotion
24 Natural England – Workforce Monitoring Report 2016-2017
Performance Management
Natural England monitors performance ratings (1 – Excellent, 2 – High Level of Performance, 3 – Good Performance, 4 – Improvement Required, 5 – Unsatisfactory Performance) at mid and end of year. 2016/17 was the second full year using ratings 1-5 and the percentage breakdown of ratings awarded was as follows:
1s = 7.16% (138)
2s = 39.37% (759)
3s = 51.61% (995)
4s = 1.71% (33)
5s = 0.16% (3)
Working arrangements4
Headcount Ratings
Working Arrangement 1 2 3 4 5 Grand Total
Contractual 6.80% 35.68% 54.13% 3.16% 0.24% 100.00%
Flexible 8.55% 41.97% 48.19% 0.78% 0.52% 100.00%
Multi based 3.59% 44.91% 49.10% 2.40% 0.00% 100.00%
Office based 7.37% 39.15% 52.13% 1.35% 0.00% 100.00%
Grand Total 7.16% 39.47% 51.50% 1.71% 0.16% 100.00%
In 2015/16 Office-based and contractually based workers received more 1 and 2 ratings than other
worker types.
4 Definitions: “Office based” – contractually based in a Natural England Office location; “Flexible” – Flexible Home worker; “Contractual”, contractually home based; “Multi-based”; staff who work more than 50% of their working week at home. “Unknown” at the time the 2015-16 Q4 Ratings report was compiled, working arrangements had not been confirmed.
25 Natural England – Workforce Monitoring Report 2016-2017
Full and Part Time staff
Headcount Ratings
Working Pattern 1 2 3 4 5 Grand Total
Full Time 6.89% 39.73% 51.40% 1.77% 0.20% 100.00%
Part Time 7.99% 38.66% 51.84% 1.51% 0.00% 100.00%
Grand Total 7.16% 39.47% 51.50% 1.71% 0.16% 100.00%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Full Time
Part Time
Rating % by FT/PT
1
2
3
4
5
0% 20% 40% 60% 80% 100%
Contractual
Flexible
Multi based
Office based
Rating % by Flexible Working arrangement
1
2
3
4
5
26 Natural England – Workforce Monitoring Report 2016-2017
Part Time employees receive a slightly higher proportion of 1s, and 3s, Full time employees receive a
higher proportion of 4s and 5s.
Pay band
Headcount Ratings
Pay Group Family 1 2 3 4 5 Grand Total
Adviser 6.51% 39.94% 52.07% 1.18% 0.30% 100.00%
Lead Adviser/Specialist/GC 7.43% 39.03% 51.30% 2.11% 0.12% 100.00%
Manager/Principal Adviser/Principal Specialist 7.69% 48.08% 41.67% 2.56% 0.00% 100.00%
Senior Adviser/Senior Specialist/Team Leader 8.23% 42.59% 48.15% 1.03% 0.00% 100.00%
Support Adviser 2.84% 20.57% 73.76% 2.13% 0.71% 100.00%
Grand Total 7.16% 39.47% 51.50% 1.71% 0.16% 100.00%
Ratings trends in 2016/17 continue to show that Support Advisers receive fewer 1s and 2s than any
other pay bands whilst those in the Manager level and above pay bands are more likely to receive
higher ratings.
Gender
6.51%
7.43%
7.69%
8.23%
2.84%
39.94%
39.03%
48.08%
42.59%
20.57%
52.07%
51.30%
41.67%
48.15%
73.76%
1.18%
2.11%
2.56%
1.03%
2.13%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Adviser
Lead Adviser/Specialist/GC
Manager/Principal Adviser/Principal Specialist
Senior Adviser/Senior Specialist/Team Leader
Support Adviser
Rating % by Role
27 Natural England – Workforce Monitoring Report 2016-2017
Gender proportions in Natural England are Male 44.70%, Female 55.30%; 55% of men and 49% of
Women have 3 ratings; 50% of women were rated 1 or 2 whilst 42 % of men were rated 1 or 2.
Women continue to perform to a higher level than men.
Headcount Ratings
Gender 1 2 3 4 5 Grand Total
Female 8.22% 41.64% 49.11% 0.84% 0.19% 100.00%
Male 5.83% 36.76% 54.49% 2.80% 0.12% 100.00%
Grand Total 7.16% 39.47% 51.50% 1.71% 0.16% 100.00%
8.22%
5.83%
41.64%
36.76%
49.11%
54.49%
0.84%
2.80%
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
Female
Male
Rating % by Gender
1
2
3
4
5
Disability
We have no data for over 34% of our people. Ratings 1, and 2 are higher for the group who
have declared they do not have a disability.
Headcount Ratings
Disability 1 2 3 4 5 Grand Total
No 7.64% 42.40% 48.23% 1.65% 0.08% 100.00%
Prefer not to say 25.00% 25.00% 50.00% 0.00% 0.00% 100.00%
Unknown 5.96% 34.45% 58.10% 1.30% 0.19% 100.00%
Yes 6.78% 31.36% 56.78% 4.24% 0.85% 100.00%
Grand Total 7.16% 39.47% 51.50% 1.71% 0.16% 100.00%
28 Natural England – Workforce Monitoring Report 2016-2017
0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%
No
Prefer not to say
Unknown
Yes
Rating % by Declared Disability
1
2
3
4
5
38.4% of people with a declared disability achieved a final rating of 1 or 2 in 2016-17; similar to
2014/15 but much lower than in the previous three years (54.5% in 2013/14, 47% for 2012/13; 53%
2011/12).
Ethnicity
1 2 3 4 5 Grand Total
BAME 2.78% 52.78% 44.44% 0.00% 0.00% 100.00%
Prefer not to say 25.00% 25.00% 25.00% 25.00% 0.00% 100.00%
Unknown 6.54% 35.73% 56.43% 1.09% 0.22% 100.00%
White 7.42% 40.38% 50.17% 1.89% 0.14% 100.00%
Grand Total 7.16% 39.47% 51.50% 1.71% 0.16% 100.00%
0% 20% 40% 60% 80% 100%
BAME
Prefer not to say
Unknown
White
1
2
3
4
5
29 Natural England – Workforce Monitoring Report 2016-2017
With just 1.8% of the organisation recorded against ethnic categories we cannot do any meaningful
analysis or comparison to previous years.
Age-band
Headcount Ratings
Age 1 2 3 4 5 Grand Total
20-29 8.51% 29.79% 61.70% 0.00% 0.00% 100.00%
30-39 7.16% 40.78% 51.41% 0.65% 0.00% 100.00%
40-49 8.68% 41.92% 47.60% 1.80% 0.00% 100.00%
50-59 6.42% 39.41% 51.74% 2.26% 0.17% 100.00%
60+ 1.55% 29.46% 63.57% 3.88% 1.55% 100.00%
Grand Total 7.16% 39.47% 51.50% 1.71% 0.16% 100.00%
Age: Most of our staff are over 30 and under 55, within this cohort the ratings are fairly evenly spread.
Staff in the youngest and oldest age spans received fewest 1s and 2s.
8.51% 7.16% 8.68% 6.42%1.55%
29.79%40.78% 41.92%
39.41%
29.46%
61.70%51.41% 47.60%
51.74%
63.57%
0.00% 0.65% 1.80% 2.26% 3.88%0.00% 0.00% 0.00% 0.17% 1.55%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
20-29 30-39 40-49 50-59 60+
Rating % by Age
5
4
3
2
1
30 Natural England – Workforce Monitoring Report 2016-2017
Training
Take up of training opportunities
Participation in development opportunities is relatively similar for gender, age, sexual orientation and
religion/belief. However, people with declared disabilities and BAME staff show a lower up-take of face-
to-face training than the overall population of Natural England. In contrast to 2014-15 and consistent
with 2015-16, part-time staff now participate in slightly more face-to-face learning opportunities. The
uptake of E-learning is not similarly diminished for these groups and Natural England has introduced a
range of different learning methods to enable different groups to access more training opportunities.
Training by Work-Pattern
Percentage of group recording development activity (%)
73%
69%
33%
72%69%
33%
76%
70%
32%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Any learning E-learning Face-to-face
All (2211)
Full time (1712)
Part time (499)
31 Natural England – Workforce Monitoring Report 2016-2017
Training by Gender
Percentage of group recording development activity (%/Average Days)
73%
69%
33%
75%72%
33%
71%
66%
32%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Any learning E-learning Face-to-face
All(2211)Female(1224)Male(987)
9.269.55
8.88
0
1
2
3
4
5
6
7
8
9
10
32 Natural England – Workforce Monitoring Report 2016-2017
Training by Belief
Percentage of group recording development activity (%/Average Days)
73%
69%
33%
79%
72%
32%
83%
100%
50%
80%
70%
31%
80%
74%
37%
64%63%
30%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Any learning E-learning Face-to-face
All (2211)
Christian (541)
Buddhist (12)
Other declaredbeliefs (54)
No religion or belief(704)
Unknown/prefernot to say (900)
9.268.85
7.40
9.82 9.58 9.25
0
1
2
3
4
5
6
7
8
9
10
33 Natural England – Workforce Monitoring Report 2016-2017
Training by Disability
Percentage of group recording development activity (%/Average Days)
73%
69%
33%
79%
75%
29%
80%
74%
35%
61% 60%
29%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Any learning E-learning Face-to-face
All (2211)
Disability (126)
No disability (1318)
Unknown/prefer notto say (767)
9.26
7.84
9.07
10.00
0
1
2
3
4
5
6
7
8
9
10
34 Natural England – Workforce Monitoring Report 2016-2017
Training by Age Group
Percentage of group recording development activity (%/Average Days)
73%
69%
33%
47%
61%
29%
73%
66%
39%
79%
72%
35%
77%
72%
29%
65% 65%
18%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Any learning E-learning Face-to-face
All(2211)16-29(204)30-39(535)40-49(713)50-59(620)60+(139)
9.2615.5110.708.70
7.827.52
0
1
2
3
4
5
6
7
8
9
10
35 Natural England – Workforce Monitoring Report 2016-2017
Training by Ethnicity
Percentage of group recording development activity (%/Average Days)
73%
69%
33%
79%
72%
32%
75%
67%
17%
61%57%
18%
61%63%
35%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Any learning E-learning Face-to-face
All (2211)
White (1481)
Asian - Indian (12)
Other declaredethnicities (28)
Unknown/prefer notto say (690)
9.26
8.26
7.36
5.57
0
1
2
3
4
5
6
7
8
9
10
36 Natural England – Workforce Monitoring Report 2016-2017
Training by Sexual Orientation
Percentage of group recording development activity (%/Average Days)
73%
69%
33%
79%
74%
35%
84%
71%
38%
64%62%
29%
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
Any learning E-learning Face-to-face
All (2211)
Heterosexual(1279)
LGBT (45)
Unknown/prefer notto say (887)
9.26 9.40
7.89
9.10
0
1
2
3
4
5
6
7
8
9
10
37 Natural England – Workforce Monitoring Report 2016-2017
Disciplinary and Grievances
One grievance was raised during 2016/17, relating to a protected characteristic, the case is ongoing.
Staff Survey Results
There was a short Staff Survey during the reporting period.
Maternity Return Rates
To provide information on maternity return rates we tracked the 42 females who were on maternity
leave on the 31st March 2016.
By March 31st 2017
35 had returned to work
2 had commenced a further period of maternity leave
1 moved on to a Career Break
2 left under the Voluntary Early Severance Scheme
1 individual had resigned
1 left at the end of their Short Term Appointment.
Most but not all had returned on reduced hours
1 who had previously been an FTA was appointed to a permanent role via recruitment.
Customer Data – those affected by our services
No customer survey was conducted for the 2016-17 period.
38 Natural England – Workforce Monitoring Report 2016-2017
Diversity and Equality Work 2017 to 2020: Natural England has adopted the cross Defra group Equality, Diversity and Inclusion (EDI) Strategy
which was launched in January 2017 and covers the period 2017 to 2020 – the strategy shapes the
way we will become a great place to work and deliver our aspirations to be an organisation with
diverse, open and inclusive culture (Defra Strategy, Objective 7, point 1). This Strategy is for all Defra
group employees, at all levels, wherever they work and whatever they do. It is focussed on four
themes, Respect, Include, Support and Engage. These themes are drawn from our various people
policies and which we believe are fundamental to creating an equal, diverse and inclusive workforce
fundamental building blocks for creating an equal, diverse and inclusive workforce and are at the heart
of why we are doing this.
The joint priorities identified for 2016 were:
Promoting inclusive behaviour by leaders, managers and individuals
Tackling discrimination, bullying and harassment
Improving declaration rates
Tackling unconscious bias in people decisions
Promoting inclusive behaviour by leaders, managers and individuals
Tackling discrimination, bullying and harassment
Tackling unconscious bias in people decisions
Improving the process and delivery of reasonable adjustments
Ensuring our policies, processes, projects, programmes, services which have an impact on people (colleagues or customers) have an Equality Analysis completed
Improving the methods, policies, processes supporting recruitment, selection and attraction to ensure they are effective in attracting a diverse workforce from protected characteristic and under- represented groups
Improving career support for high potential people from protected characteristics groups
These are now subsumed into the strategy under four themes:
Respect – we respect others
Include - we use our data to drive workplace (business) improvements
Support - we ensure everyone is supported in the workplace to achieve their full potential
Engage – we engage with others
Natural England’s priorities for 2017 to 2018
1. To maintain progress with women taking up senior level roles
2. Implement a three year action plan for disability under which Natural England will:
Achieve Disability Confident level 3
39 Natural England – Workforce Monitoring Report 2016-2017
Build a competent, confident and capable organisation
Increase the use of workplace adjustment passports; improve the time to set up reasonable /
workplace adjustments
Improve support to line managers and people with disabilities / impairments
Improve support to people experiencing mental ill-health
3. Support and engage with Defra group’s Project Race and through this understand
the reasons why Natural England does not attract BAME background applicants
how Natural England can improve attraction strategies and selection processes etc.
What support Natural England can offer to its existing (and future) BAME background
employees so they can achieve their full potential
NB Implementation of (30 is likely to be during 2018/19 year.