Workforce Equalities Profile 2015/2016 Human Resources...SECTION FIVE: Applicant and Starter Data 13 5.1 Applicants and Starters by Ethnicity 13 5.2 Applicants and Starters by Disability

Hertfordshire: Helping you create a county of opportunity

1

Workforce Equalities Profile

2015/2016

Human Resources

Author: Danielle Byworth Data provided by the HR Systems & Management Information

April 2015 – March 2016

NB Percentages are used within the report so it is worth noting that in some cases some of the figures may not add up to 100% due to rounding variants of ± 0.1%.


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Contents Page

SECTION ONE: Background 3

1.1 Background 3

SECTION TWO: Workforce Profile 3

2.1 Ethnicity 3

2.2 Disability 4

2.3 Gender 4

2.4 Age 4

2.5 Sexual Orientation 6

2.6 Religion and Belief 6

2.7 Caring and Family Responsibilities 7

SECTION THREE: Equalities Monitoring of Training 7

3.1 Purpose 7

3.2 Attendance by Equalities areas 8

3.2.1 Ethnicity 8

3.2.2 Disability 8

3.2.3 Gender 9

3.2.4 Age 9

3.2.5 Religion and Belief 10

3.2.6 Sexual Orientation 11

SECTION FOUR: Case Management and Employment Tribunals 12

4.1 Monitoring of cases by Ethnicity 13

4.2 Monitoring of cases by Disability and Gender 13

4.3 Monitoring of cases by Age, Sexual Orientation and Religion and Belief 13

4.4 Employment Tribunals 13

SECTION FIVE: Applicant and Starter Data 13

5.1 Applicants and Starters by Ethnicity 13

5.2 Applicants and Starters by Disability 14

5.3 Applicants and Starters by Gender 14

5.4 Applicants and Starters by Age 15

5.5 Applicants and Starters by Sexual Orientation 15

5.6 Applicants and Starters by Religion 16

5.7 Applicants and Starters by Caring and Family Responsibilities 16

SECTION SIX: Recruitment and Retention – Starters and Leavers 17

6.1 Overview 17

6.2 Ethnicity 17

6.2.1 Ethnicity and reason for leaving 18

6.3 Disability 19

6.3.1 Disability and reason for leaving 19

6.4 Gender 20

6.4.1 Gender and reason for leaving 20

6.5 Age 20

6.6 Sexual Orientation 21

6.7 Religion and Belief 21

6.8 Caring and Family Responsibilities 23

6.9 Return to work rates following Maternity Leave 24

Appendix I: The Council’s Targets 25


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SECTION ONE: BACKGROUND 1.1 Background The following report analyses the workforce profile at Hertfordshire County Council (non-schools) over the financial year 2015/16 to demonstrate compliance with the Equality Act 2010, specifically the public sector Equality Duty. The Equality Duty requires public bodies to publish relevant, proportionate information which demonstrates due regard to:

eliminate unlawful discrimination, harassment and victimisation and any other conduct prohibited by the Act;

equality of opportunity between people who share a protected characteristic and people who do not share it; and

good relations between people who share a protected characteristic and people who do not share it.

The Hertfordshire County Council is committed to promoting Equality and Diversity across all its services and continues to increase awareness and understanding across all levels of the organisation.

SECTION TWO: WORKFORCE PROFILE 2.1 Ethnicity

The Council currently holds ethnicity data for 97.5% (7,929) of the workforce. An increase of 0.8% from last year.

Black and Minority Ethnic (BME) employees represent 12.9% of the overall Council workforce, an increase of 0.8% from last year. This improves the workforce representation and is above the BME population of economically active Hertfordshire citizens (12.6%; 2011 Census).

Figure 1- Council Departments excluding Schools

Figure 2 - Council Departments excluding Schools

The Council continues to work with the departmental Equalities Action Groups to explore underrepresentation. This includes providing specialised training

Headcount % Headcount % % Headcount % %

A - Asian 250 3.0% 260 3.1% h 288 3.5% h

B - Black 492 5.8% 510 6.0% h 506 6.2% h

C - White 7,162 84.7% 7,162 84.5% i 6,879 84.6% h

D - Mixed 142 1.7% 144 1.7% - 147 1.8% h

E - Other 93 1.1% 115 1.4% h 109 1.3% i

F - Unknown 312 3.7% 282 3.3% i 200 2.5% i

Total 8,451 8,473 8,129

Ethnicity31/03/15 31/03/1631/03/14


BME 977 11.6% 1,029 12.1% h 1,050 12.9% h

White 7,162 84.7% 7,162 84.5% i 6,879 84.6% h

Unknown 312 3.7% 282 3.3% i 200 2.5% i

Total 8,451 8,473 8,129

Ethnicity31/03/15 31/03/1631/03/14


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interventions in some areas and target setting to ensure HCC is performing better than average.

2.2 Disability

The Council currently holds disability data for 95.9% (7,792) of the workforce.

The number of employees in Council Departments declaring a disability is 5.7% (0.2% increase from March 2015), higher than the target of 5.4%.

The 2011 Census indicated that 8.7% of the Hertfordshire population (Aged 16-64) declared themselves as living with a long term health problem or disability.

HCC’s Director of Public Health is the Disability Champion. Figure 3 – Council Departments excluding Schools

2.3 Gender

Women continue to make up the majority of the workforce at 66.8% (5,434 employees).This is a slight decrease from last year when the figure was 67.0% (Figure 4).

The 2011 Census indicated that 49% of the Hertfordshire population are male and 51% are female.

Figure 4 – Council Departments excluding Schools

2.4 Age

The age profile continues to be dominated by the age ranges from 40 to 59 (66.4% of the workforce).

According to estimates made by the Office of National Statistics (2014) over one quarter of Hertfordshire’s population is aged between 40 to 59. It is predicted that by 2017, 30% of the UK workforce will be over 50.

Headcount % Headcount % Headcount %

Not Disabled 7,526 89.1% 7,553 89.4% h 7,325 90.1% h

Disabled 424 5.0% 463 5.5% h 467 5.7% h

Unknown 501 5.9% 457 5.4% i 337 4.1% i

Total 8,451 8,473 8,129

Disability31/03/15 31/03/1631/03/14


Male 2,796 33.1% 2,792 33.0% i 2,695 33.2% h

Female 5,655 66.8% 5,681 67.0% h 5,434 66.8% i

Total 8,451 8,473 8,129

Gender31/03/15 31/03/1631/03/14


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The age profile of the organisation could be more diverse. Ages 16 to 29 have increased by 0.8% but still remains the least represented. Ages 25 to 55 have decreased by 0.7% to 68.2% this is predominately driven by those aged 50-54 with 1% decrease since 2014 and the over 55 age group has remained at 26.5%.

The Apprenticeship levy was announced that it would come into effect in April 2017. Local Government are expected to make the largest contribution of employing apprentices with a target of 486,000 in 2020. This new legislation stipulates that all public sector organisations are required to ensure that 2.3% of their workforce are apprentices and there is a requirement to declare this annually to the secretary of state. For HCC this would equate to 144 apprentices and currently HCC has 54.


The table above shows an increase of 0.9% for those aged under 25 and a decrease of 0.7% of employees aged between 25 and 55.

2.5 Sexual Orientation

1.3% of employees in Council departments have declared they are non-heterosexual (Figure 7). This is a slight increase of 0.2% since last year. The Council continues to encourage employees to declare equalities information.

The Integrated Household Survey, (October 2015), estimates that in South East England approximately 1.6% of adults identified themselves as Lesbian, Gay or Bisexual.


% % %

Under 20 70 0.8% 78 0.9% h 68 0.8% i

20 - 24 303 3.6% 305 3.6% - 369 4.5% h

25 - 29 641 7.6% 663 7.8% h 654 8.0% h

30 - 34 849 10.0% 837 9.9% i 837 10.3% h

35 - 39 806 9.5% 844 10.0% h 802 9.9% i

40 - 44 978 11.6% 972 11.5% i 887 10.9% i

45 - 49 1,256 14.9% 1,218 14.4% i 1143 14.1% i

50 - 54 1,354 16.0% 1,307 15.4% i 1218 15.0% i

55 - 59 1,143 13.5% 1,152 13.6% h 1107 13.6% -

60 - 64 682 8.1% 718 8.5% h 680 8.4% i

65 - 69 262 3.1% 271 3.2% h 256 3.1% i

70 & Above 107 1.3% 108 1.3% - 108 1.3% -

Total 8,451 8,473 8,129

Age Groups31/03/15 31/03/1631/03/14

% % %

Under 25 373 4.4% 383 4.5% h 437 5.4% h

25 to 55 5,884 69.6% 5,841 68.9% i 5,541 68.2% i

Over 55 2,194 26.0% 2,249 26.5% h 2,151 26.5% -

Totals 8,451 8,473 8,129

Age Groups31/03/15 31/03/1631/03/14


Non Heterosexual 100 1.2% 93 1.1% i 107 1.3% h

Heterosexual 3,778 44.9% 4,295 50.7% h 4,618 56.8% h

Unknown 4,573 54.4% 4,085 48.2% i 3,404 41.9% i

Total 8,451 8,473 8,129

Sexual

Orientation

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The Council has an active Lesbian, Gay, Bisexual and Transgender (LGBT) network that operates virtually, providing regular updates to employees and the wider community on key projects and promotions.

HCC’s Assistant Chief Officer from the Fire and Rescue Service is the LGBT Champion.

The level of employees that have not declared their sexual orientation has reduced from 54.4% in March 2014 to 41.9% in March 2016. What is key is that people feel safe and confident to do so, which links to culture in the workplace.

HCC has a Supporting Transgender Employees Policy which provides guidance to line managers on how best to support the needs of Transgender employees which has been endorsed by HCC’s LGBT Network.

2.6 Religion and Belief

The Council holds information on the religious beliefs of 92.8% (7,545) of the workforce.

There has been a rise in the percentage of employees with no religious beliefs from 29.4% (2,490) to 30.9% (2,511).

Christians continue to account for the majority of employees’ religious beliefs, with a total of 54.8%. 7.2% of employees are non-Christian and have other religious beliefs; this has increased by 5% from the previous year.

According to Office of National Statistics (2011) a quarter of the population has no religious beliefs; HCC’s workforce is higher with a third.

HCC is supportive of different religious beliefs and provides Contemplation Rooms for employees to use at County Hall, Stevenage and Apsley sites.


2.7 Caring and Family Responsibilities

The Council holds monitoring information on caring responsibilities for 93.3% (7,588) of the workforce.


Christian 4,746 56.4% 4,700 55.5% i 4,452 54.8% i

Other 224 2.7% 221 2.6% i 223 2.7% h

Muslim 103 1.2% 119 1.4% h 120 1.5% h

Jewish 62 0.7% 59 0.7% - 60 0.7% -

Hindu 90 1.1% 89 1.1% - 97 1.2% h

Sikh 45 0.5% 50 0.6% h 54 0.7% h

Buddhist 38 0.5% 29 0.3% i 28 0.3% -

None 2,385 28.4% 2,490 29.4% h 2,511 30.9% h

Unknown 758 9.0% 716 8.5% i 584 7.2% i

Total 8,451 8,473 8,129

Religion31/03/15 31/03/1631/03/14


Christian 4,746 56.4% 4,700 55.5% i 4,452 54.8% i

Non Christian 562 6.7% 567 6.7% - 582 7.1% h

None 2,385 28.4% 2,490 29.4% h 2,511 30.9% h

Unknown 758 9.0% 716 8.5% i 584 7.2% i

Total 8,451 8,473 8,129

Religion31/03/15 31/03/1631/03/14


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Employees with caring responsibilities have increased by 1% since 2015. The number of employees whose caring responsibilities are unknown is decreasing suggesting employees feel comfortable sharing this information.

The Council is committed to supporting employees to find ways of successfully combining caring responsibilities with work. Therefore, steps have been taken to improve the information held on carers.

HCC has a Carers Support Group which has a virtual presence that provides regular updates to employees and provides a platform enabling those with caring responsibilities a platform to connect with each other.

HCC supports the annual Carers Week event and Carers Rights Day by holding information stalls at all the main sites in collaboration with Crossroads, Money Advice and Carers in Hertfordshire Charity, where support and guidance is offered.

SECTION THREE: EQUALITIES MONITORING OF TRAINING

3.1 Purpose

Equalities monitoring of Learning and Development interventions helps ensure that there is equal access to face-to-face training courses for all staff. The training data is based on attendance at corporate, technical and specialist training events including training for managers. The data provided in the figures below are based on employees in Council departments only (excluding Schools).

Figures 11-16 show that 19,080 training course places were occupied by 4,631 employees. Each trained person attended an average of 4.1 training courses, compared to 4.4 for the year to March 2015.

Over the last few years, the Council has reduced the number of face-to-face training interventions, with a move to further provisions of online training. There are now 128 eLearning courses available via iLearn+ (Online Learning Intervention).

Electronic devices such as iPad and tablet computers are available in some hard to reach areas enabling local training via iLearn+.

Since March 2015 approximately 1,383 employees who are in hard to reach areas have completed training via iLearn+.

The following tables show the number of employees, number of course delegates and the number of course attendances for all face to face training broken down by equality strands. The table also shows the percentage of each group to have attended at least one training event and the number of attendances per delegate. This section of the report compares the percentage of colleagues (by equality strand) who are attending face to face courses against the Council departments’ population.


Caring Responsibility 2,740 32.4% 2,741 32.3% i 2,706 33.3% h

Non Caring

Responsibility4,973 58.8% 5,050 59.6% h 4,882 60.1% h

Unknown 738 8.7% 682 8.0% i 541 6.7% i

Total 8,451 8,473 8,129

Carers

Responsibility

31/03/15 31/03/1631/03/14


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3.2 Attendance by Equalities Areas

3.2.1 Ethnicity

The attendance at training events for White (3.9) and Unknown (3.2) employees is lower than the average of 4.1. The majority of groups are above the average which demonstrates no restriction of access for these groups. The attendance for BME employees (5.2) is higher than the average.

Figure 10 – Council Departments excluding School

3.2.2 Disability

6.9% (321) of delegates attending training declared a disability. This is higher than the percentage of employees in the workforce who have declared a disability (5.7%), indicating that there are no barriers to disabled employees in accessing training.

Following course bookings, employees are asked about access so that adjustments can be made.


3.2.3 Gender

Figure 12 shows that the number of different courses attended by male delegates decreased to 3.5, compared to an average of 4.3 for female delegates.

EthnicityEmployees (%

of org)

Delegates

(%of org)

Attendances

(% of org)

%

Equality

Group

Average

Attendances

per delegate

2015/16

Average

Attendances

per delegate

2014/15

Asian 288 (3.5%) 203 (4.4%) 897 (4.7%) 70.5% 4.4 i 4.8

Black 506 (6.2%) 428 (9.2%) 2,313 (12.1%) 84.6% 5.4 i 6.0

White 6,879 (84.6%) 3,753 (81.0%) 14,711 (77.1%) 54.6% 3.9 i 4.2

Mixed 147 (1.8%) 97 (2.1%) 603 (3.2%) 66.0% 6.2 i 6.7

Other 109 (1.3%) 64 (1.4%) 280 (1.5%) 58.7% 4.4 i 5.5

Unknown 200 (2.5%) 86 (1.9%) 276 (1.4%) 43.0% 3.2 i 3.4

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4

EthnicityEmployees (%

of org)

Delegates

(%of org)

Attendances

(% of org)

%

Equality

Group

Average

Attendances

per delegate

2015/16

Average

Attendances

per delegate

2014/15

BME 1050 (12.9%) 792 (17.1%) 4,093 (21.5%) 75.4% 5.2 i 5.7

White 6,879 (84.6%) 3,753 (81.0%) 14,711 (77.1%) 54.6% 3.9 i 4.2

Unknown 200 (2.5%) 86 (1.9%) 276 (1.4%) 43.0% 3.2 i 3.4

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4

Disability

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Average

Attendances

per delegate

2015/16

Average

Attendances

per delegate

2014/15

Disabled 467 (5.7%) 321 (6.9%) 1303 (6.8%) 68.7% 4.1 i 4.6

Not Disabled 7,325 (90.1%) 4,152 (89.7%) 17,184 (90.1%) 567.0% 4.1 i 4.5

Unknown 337 (4.1%) 158 (3.4%) 593 (3.1%) 46.9% 3.8 i 4.0

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4


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3.2.4 Age

Figure 13 shows, broadly, that representation of the different age groups is consistent with the workforce profile.

The number of different courses attended by delegates aged over 55 has decreased from 2014/15 by 0.2 and is 0.8 below the average of 4.1. Attendance per delegate for the under 25 age group is 5.0, 0.9 above the average.


3.25 Religion and Belief The information in Figures 14a and 14b shows the take up of training events and

the representation of colleagues with different religious beliefs has decreased by (0.3) but is above the average for the year to March 2016 by (0.4). This demonstrates no restriction of access for these groups

Gender

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Average

Attendances

per delegate

2015/16

Average

Attendances

per delegate

2014/15

Female 5,434 (66.8%) 3,596 (77.7%) 15,476 (81.1%) 66.2% 4.3 i 4.6

Male 2,695 (33.2%) 1,035 (22.3%) 3,604 (18.9%) 38.4% 3.5 i 3.9

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4

Age

Employees (%

of org)

Delegates (%

of org)

Attendances

(% of org)

%

Equality

Group

Average

Attendances

per delegate

2015/16

Average

Attendances

per delegate

2014/15

Under 20 68 (0.8%) 43 (0.9%) 114 (0.6%) 63.2% 2.7 i 3.8

20 - 24 369 (4.5%) 258 (5.6%) 1406 (7.4%) 69.9% 5.4 h 5.1

25 - 29 654 (8.0%) 434 (9.4%) 2,623 (13.7%) 66.4% 6.0 i 6.4

30 - 34 837 (10.3%) 460 (9.9%) 2,251 (11.8%) 55.0% 4.9 h 4.8

35 - 39 802 (9.9%) 451 (9.7%) 1,751 (9.2%) 56.2% 3.9 i 4.6

40 - 44 887 (10.9%) 533 (11.5%) 2,099 (11.0%) 60.1% 3.9 i 4.8

45 - 49 1,143 (14.1%) 691 (14.9%) 2,607 (13.7%) 60.5% 3.8 i 4.4

50 - 54 1,218 (15.0%) 708 (15.3%) 2,757 (14.4%) 58.1% 3.9 i 4.1

55 - 59 1,107 (13.6%) 621 (13.4%) 2,260 (11.8%) 56.1% 3.6 i 3.7

60 - 64 680 (8.4%) 326 (7.0%) 938 (4.9%) 47.9% 2.9 i 3.2

65 - 69 256 (3.1%) 87 (1.9%) 225 (1.2%) 34.0% 2.6 i 3.1

70 and Above 108 (1.3%) 19 (0.4%) 49 (0.3%) 17.6% 2.6 h 2.3

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4

Age

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2015/16

Attendances

per delegate

2014/15

Under 25 437 (5.4%) 301 (6.5%) 1,520 (8.0%) 68.9% 5.0 h 4.9

25 to 54 5,541 (68.2%) 3,277 (70.8%) 14,088 (73.8%) 59.1% 4.3 i 4.7

Over 55 2151 (26.5%) 1,053 (22.7%) 3,472 (18.2%) 49.0% 3.3 i 3.5

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4


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Figure 14a – Council Departments excluding Schools

Figure 14b – Council Departments excluding Schools

3.2.6 Sexual Orientation

Figure 15 shows that training course attendance for Non Heterosexual employees has increased from 2014/15 by 0.1 and is above the organisational average of 4.1 by 0.4.


Religion &

Belief

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2015/16

Attendances

per delegate

2014/15

Christian 4,452 (54.8%) 2,502 (54.0% 10,082 (52.8%) 56.2% 4.0 i 4.5

Non Christian 582 (7.2%) 371 (8.0%) 1,661 (8.7%) 63.7% 4.5 i 4.8

None 2,511 (30.9%) 1,447 (31.2%) 6,183 (32.4%) 57.6% 4.3 i 4.4

Unknown 584 (7.2%) 311 (6.7%) 1,154 (6.0%) 53.3% 3.7 i 3.9

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4

Religion &

Belief

Employees (%

of org)

Delegates (%

of org)

Attendances

(% of org)

%

Equality

Group

Average

Attendances

per delegate

2015/16

Average

Attendances

per delegate

2014/15

Christian 4,452 (54.8%) 2,502 (54.0% 10,082 (52.8%) 56.2% 4.0 i 4.5

None 2,511 (30.9%) 1,447 (31.2%) 6,183 (32.4%) 57.6% 4.3 i 4.4

Unknown 584 (7.2%) 311 (6.7%) 1,154 (6.0%) 53.3% 3.7 i 3.9

Other 223 (2.7%) 131 (2.8%) 608 (3.2%) 58.7% 4.6 i 4.7

Hindu 97 (1.2%) 63 (1.4%) 277 (1.5%) 64.9% 4.4 i 4.9

Muslim 120 (1.5%) 89 (1.9%) 510 (2.7%) 74.2% 5.7 h 5.3

Sikh 54 (0.7%) 39 (0.8%) 118 (0.6%) 72.2% 3.0 i 4.4

Jewish 60 (0.7%) 34 (0.7%) 108 (0.6%) 56.7% 3.2 i 4.8

Buddhist 28 (0.3%) 15 (0.3%) 40 (0.2%) 53.6% 2.7 i 4.0

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4

Sexual

Orientation

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2015/16

Attendances

per delegate

2014/15

Heterosexual 107 (1.3%) 74 (1.6%) 335 (1.8%) 69.2% 4.5 i 4.8

Non

Heterosexual 4,618 (56.8%) 2,822 (60.9%) 12,641 (66.3%) 61.1% 4.5 h 4.4

Unknown 3,404 (41.9%) 1,735 (37.5%) 6,104 (32.0%) 51.0% 3.5 i 4.0

Total 8,129 4,631 19,080 57.0% 4.1 i 4.4


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SECTION FOUR: CASE MANAGEMENT AND EMPLOYMENT TRIBUNALS

The Council monitors employees who are the subject of disciplinary action and employees who take out a grievance or harassment claim by their gender, ethnicity and disability. The data provided in the figures below is based on employees in Council Departments only.


Total Cases 50 i 68 h 22 i 11 i 17 i 10 i 4 i 6 h

Asian 2.0% i 2.9% h 9.1% i 9.1% - 29.4% i 10.0% i 25.0% h 16.7% i 3.5%

Black 16.0% h 22.1% h 13.6% h 9.1% i 17.6% h 10.0% i 50.0% h 33.3% i 6.2%

White 74.0% i 70.6% i 77.3% h 72.7% i 35.3% h 70.0% h 25.0% i 50.0% h 84.6%

Mixed 2.0% h 1.5% i 0.0% - 9.1% h 0.0% - 0.0% - 0.0% - 0.0% - 1.8%

Other 0.0% i 2.9% h 0.0% i 0.0% - 0.0% - 0.0% - 0.0% - 0.0% - 1.3%

Unknown 6.0% i 0.0% i 0.0% - 0.0% - 17.6% i 10.0% i 0.0% i 0.0% - 2.5%

Disability

Declared2.0% i 7.4% h 4.5% i 9.1% h 5.9% h 10.0% h 25.0% h 33.3% h 5.7%

Disability

Unknown10.0% h 1.5% i 9.1% h 9.1% - 17.6% i 80.0% h 25.0% h 16.7% i 4.1%

Male 42.0% i 36.8% i 31.8% h 18.2% i 52.9% i 50.0% i 75.0% h 50.0% i 33.2%

Female 58.0% h 63.2% h 68.2% i 81.9% h 47.1% h 50.0% h 25.0% i 50.0% h 66.8%

Under 25 2.0% i 0.0% i 0.0% i 0.0% - 0.0% - 0.0% - 0.0% - 0.0% - 5.3%

Over 55 18.0% i 29.4% h 27.3% i 45.5% h 41.2% h 40.0% i 25.0% h 0.0% i 26.4%

Heterosexual 46.0% h 51.5% h 54.5% h 36.4% i 11.8% i 50.0% h 75.0% h 66.6% i 56.8%

Non

Heterosexual0.0% i 1.5% h 0.0% i 0.0% - 0.0% i 0.0% - 0.0% - 0.0% - 1.3%

Sexual

Orientation

Unknown

54.0% i 47.0% i 45.5% i 63.6% h 88.2% h 50.0% i 25.0% i 33.3% h 41.9%

Christian 60.0% h 58.8% i 63.6% h 54.6% i 29.4% h 70.0% h 50.0% h 66.6% h 54.8%

Non Christian 8.0% h 13.2% h 0.0% i 9.1% h 29.4% i 10.0% i 25.0% h 33.3% h 7.1%

None 16.0% i 17.6% h 22.7% i 18.2% i 5.9% i 10.0% h 25.0% i 0.0% i 30.9%

Religion

Unknown16.0% i 10.3% i 13.6% h 18.2% h 35.3% i 10.0% i 0.0% i 0.0% - 7.2%

Caring

Responsibility32.0% i 30.9% i 45.5% i 63.7% h 17.6% h 10.0% i 25.0% i 33.3% h 33.3%

Non Caring

Responsibility54.0% h 57.4% h 36.4% i 27.3% i 52.9% h 80.0% h 50.0% h 33.3% i 60.1%

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Discipline

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Grievances

31/03/15 31/03/16

HarassmentEmployment

Tribunals

31/03/15 31/03/16

31/03/2016

Headcount

Comparison


12

4.1 Monitoring of Cases by Ethnicity

The monitoring of disciplinary, harassment and grievances are shown by ethnicity in figure 16. There are a higher proportion of disciplinary cases 22.1% (15 cases) compared to the population of employees from a Black background. This has increased by 6% from 2014/15.

The number of harassment cases for those from a white background has increased to 70% however this is proportionate with the workforce profile.

27.3% (3 cases) of grievance cases were raised by employees from an Asian, Mixed and Black background. There is no connection between the cases.

4.2 Monitoring of Cases by Disability and Gender

7.4% of disciplinary cases involved employees with a disability. This is an increase of 5.4% since 2014/15.

9.1% of grievance cases involved employees with a disability. This is an increase of 4.6%, although the total number of grievances has fallen by 11 cases from 2014/15.

10% of Harassment cases involved employees with a disability; this is an increase of 4.1%.

36.8% (25) of disciplinary cases involved males. This is proportionately high when compared to the workforce profile; however this has decreased by 5.2% from 2014/15.

4.3 Monitoring of Cases by Age, Sexual Orientation and Religion and Belief

The case breakdowns in terms of sexual orientation and religion and belief remain largely consistent with the proportion of equality strands in the workforce.

The percentage of grievance cases has increased by 18.2% for those aged over 55.

4.4 Employment Tribunals

From the period April 2015 to March 2016, 6 claims have been taken against the Council, an increase from 2014/15 (4 claims were made). The details of the claimants by gender, disability and ethnicity are given in figure 16.

SECTION FIVE: APPLICANT AND STARTER DATA

The data provided is for a 12 month period from 1st April 2015 to 31st March 2016, broken down by all equality strands.

5.1 Applicants and Starters by Ethnicity

In the reporting period, 15.0% of new starters were from a BME background. This is encouraging and indicates that there may be no barriers to accessing employment at this organisation for minority groups.

There remains a high level of “Unknown” Applicant and Starter data meaning that it is difficult to draw conclusions relating to this. We will continue to monitor ethnicity.

Figure 17 shows that the number of BME employees who apply for a position drops by 12.6% when offered, compared to white employees which only drops by 5.8%.


13

Unconscious Bias training has been launched across HCC and has had 287 delegates attend the training from March 15 – March 16. From September 2015 this became a mandatory course targeted at managers but open to all staff, therefore the number of attendees is likely to increase.


5.2 Applicants and Starters by Disability

Figure 18 indicates that 3.5% of disabled candidates were appointed following application. This has increased since 2014/15. Last year (2014/15) 3.9% of disabled candidates applied for a role at HCC, this year this increased to 5%.

Figure 18 - Council Departments excluding Schools

5.3 Applicants and Starters by Gender

Figure 19 shows that there are a larger proportion of females applying for roles in the Council. This is reflective of the Council’s gender profile.

Ethnicity Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

A - Asian 9.9% 9.8% 11.6% 8.0% 4.6%

B - Black 12.9% 13.0% 13.7% 12.4% 7.9%

C - White 65.8% 63.9% 66.1% 69.3% 60.0%

D - Mixed 3.9% 3.3% 4.5% 3.5% 2.2%

E - Other 0.9% 1.5% 1.0% 0.8% 0.3%

F - Unknown 6.6% 8.4% 3.0% 6.0% 25.0%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Ethnicity Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

BME 27.6% 27.6% 30.8% 24.7% 15.0%

White 65.8% 63.9% 66.1% 69.3% 60.0%

Unknown 6.6% 8.4% 3.0% 6.0% 25.0%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Disability Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Not Disabled 88.3% 81.8% 93.0% 87.1% 71.3%

Disabled 5.0% 5.8% 4.6% 6.4% 3.5%

Unknown 6.7% 12.4% 2.4% 6.5% 25.2%

Total 100.0% 100.0% 100.0% 100.0% 100.0%


14


5.4 Applicants and Starters by Age

Figure 20 shows that there are a high proportion of applications from employees in the age categories Under 25 and 25 - 55. However, there has been an increase in the representation of employees who are aged under 25 across the Council’s workforce profile.


5.5 Applicants and Starters by Sexual Orientation

Figure 21 shows 3.1% of non-heterosexual employees applied for positions and 3.0% were offered positions at the Council. However, there are a high number of “unknowns” meaning that it is difficult to draw conclusions. The Council continues to encourage employees to declare equalities information.


5.6 Applicants and Starters by Religion Figure 22 shows that overall Christian religious beliefs have the highest

representation amongst new starters. 28% of positioned offered do not have any religious beliefs. This is consistent with the Council’s profile for religious beliefs.

Gender Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Male 31.1% 31.2% 34.1% 28.7% 20.2%

Female 63.9% 61.4% 64.9% 66.4% 55.4%

Unknown 5.0% 7.4% 0.9% 4.9% 24.4%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Age Profile Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Under 25 19.6% 18.5% 21.5% 17.8% 14.1%

25 to 55 66.9% 64.3% 69.7% 66.7% 54.4%

Over 55 6.9% 9.0% 6.1% 8.6% 6.1%

Unknown 6.6% 8.2% 2.7% 6.8% 25.4%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Sexual Orientation Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Non Heterosexual 3.1% 3.3% 3.1% 2.8% 3.0%

Heterosexual 87.4% 82.6% 91.6% 87.3% 68.8%

Unknown 9.6% 14.0% 5.2% 9.9% 28.3%

Total 100.0% 100.0% 100.0% 100.0% 100.0%


15


5.7 Applicants and Starters by Caring responsibilities

Figure 23 shows the monitoring of applicant and starter data by caring responsibilities. Overall individuals with no caring responsibilities account for the majority of applicants and new starters. However, it is likely that the majority of individuals will experience some form of caring responsibility at some stage in their careers.


SECTION SIX: RECRUITMENT AND RETENTION – STARTERS AND LEAVERS

6.1 Overview

In total there were 1,336 starters and 1,321 leavers for the period April 2015 to March 2016.

Religion Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Christian 46.3% 46.7% 48.0% 45.1% 38.2%

Other 0.8% 1.6% 0.8% 0.8% 0.3%

Muslim 5.0% 3.9% 6.3% 3.8% 1.4%

Jewish 0.8% 1.0% 0.7% 0.9% 0.7%

Hindu 3.6% 3.9% 4.3% 2.6% 1.6%

Sikh 0.9% 0.4% 1.0% 1.1% 0.6%

Buddhist 0.5% 0.6% 0.6% 0.4% 0.3%

None 31.0% 28.3% 31.1% 33.6% 28.0%

Unknown 11.1% 13.6% 7.2% 11.6% 28.9%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Religion Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Christian 46.3% 46.7% 48.0% 45.1% 38.2%

Non Christian 11.6% 11.4% 13.7% 9.6% 4.9%

None 31.0% 28.3% 31.1% 33.6% 28.0%

Unknown 11.1% 13.6% 7.2% 11.6% 28.9%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Carers

ResponsibilityTotal Applied

Application

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Non Caring

Responsibility71.9% 66.6% 76.4% 70.5% 54.8%

Caring

Responsibility20.6% 21.7% 20.1% 22.0% 19.4%

Unknown 7.5% 11.6% 3.5% 7.5% 25.8%

Total 100.0% 100.0% 100.0% 100.0% 100.0%


16

6.2 Ethnicity

As displayed in figures 24 and 25, the highest percentage of starters and leavers for this year come from a white background.

Employees from a BME background account for 19.0% (253) of total starters and 15.4% (204) of total leavers resulting in an overall increase in the percentage of BME staff in the organisation.



Starters % Starters % Starters %

A - Asian 46 3.4% 41 3.5% h 81 6.1% h

B - Black 99 7.4% 125 10.6% h 117 8.8% i

C - White 1,070 80.0% 937 79.3% i 1,068 79.9% h

D - Mixed 42 3.1% 25 2.1% i 38 2.8% h

E - Other 24 1.8% 30 2.5% h 17 1.3% i

F - Unknown 56 4.2% 23 1.9% i 15 1.1% i

Total 1,337 1,181 1,336

Ethnicity31/03/14 31/03/15 31/03/16


BME 211 15.7% 221 18.7% h 253 19.0% h

White 1,070 80.0% 937 79.3% i 1,068 79.9% h

Unknown 56 4.2% 23 1.9% i 15 1.1% i

Total 1,337 1,181 1,336

Ethnicity31/03/14 31/03/15 31/03/16

Leavers % Leavers % Leavers %

A - Asian 84 2.7% 39 3.4% h 48 3.6% h

B - Black 131 4.2% 112 9.8% h 110 8.3% i

C - White 2,610 84.5% 895 78.2% i 1,054 79.8% h

D - Mixed 42 1.4% 22 1.9% h 28 2.1% h

E - Other 44 1.4% 12 1.0% i 18 1.4% h

F - Unknown 178 5.8% 64 5.6% i 63 4.8% i

Total 3,089 1,144 1,321

Ethnicity31/03/14 31/03/15 31/03/16


BME 301 9.7% 185 16.1% h 204 15.4% i

White 2,610 84.5% 895 78.2% i 1,054 79.8% h

Unknown 178 5.8% 64 5.6% i 63 4.8% i

Total 3,089 1,144 1,321

Ethnicity31/03/14 31/03/15 31/03/16


17

6.2.1 Ethnicity and reason for leaving


12.7% (14) of the reasons for black employees leaving was due to dismissal. The reasons for these dismissals have been analysed, as this appeared to be a high proportion of dismissals for this underrepresented group. Analysis shows that the reasons for dismissal varied between misconduct, ill health, capability and dismissal for unsuccessful probationary periods. There is no pattern or trend to these dismissals which indicates no detrimental treatment of this group.

6.3 Disability

5.7% of the workforce has declared a disability. Starters declaring a disability accounted for 4.3% (58) while leavers declaring a disability accounted for 7.0% (93), (figure 27 and 28).

The number of leavers declaring a disability has increased since last year from 68 in 2014/15 to 93 in 2015/16.


0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

90.0%

Resignations Dismissals Redundancy Retirement Other

White 66.7% 8.3% 6.3% 8.3% 10.4%

Black 74.5% 12.7% 0.9% 4.5% 7.3%

Asian 66.7% 8.3% 6.3% 8.3% 10.4%

Mixed 85.7% 0.0% 0.0% 3.6% 10.7%

Other 77.8% 0.0% 0.0% 11.1% 11.1%

Unknown 69.8% 3.2% 1.6% 12.7% 12.7%

690

3570

155104

82

14

1

58

32

43

45

24

0 0

1

3

14

0 0

2 2

44

21

8 8

% of the Council Leavers Reasons Ethnicity Breakdown year to 31st March 2016

Starters % Starters % % Starters % %

Not Disabled 1,214 90.8% 1,095 92.7% h 1,257 94.1% h

Disabled 46 5.8% 59 5.0% i 58 4.3% i

Unknown 77 5.2% 27 2.3% i 21 1.6% i

Total 1,337 1,181 1,336

Disability31/03/14 31/03/15 31/03/16


18


6.3.1 Disability and reason for leaving

9.7% (9) of the reasons for disabled employees leaving was due to dismissal. Analysis shows that the reasons for dismissal varied between capability and ill health and there is no pattern or trend, which indicates no detrimental treatment of this group.


6.4 Gender

The gender breakdown was very similar for both starters and leavers with

females making up the majority of both groups 71.1% (950) and 70.2% (927) respectively. They are both above the workforce profile as a whole where 66.8% are female.



Not Disabled 2,712 87.8% 1,001 87.5% i 1,139 86.2% i

Disabled 98 3.2% 68 5.9% h 93 7.0% h

Unknown 279 9.0% 75 6.6% i 89 6.7% h

Total 3,089 1,144 1,321

Disability31/03/14 31/03/15 31/03/16

-5.0%

5.0%

15.0%

25.0%

35.0%

45.0%

55.0%

65.0%

Resignations Dismissals Redundancy Retirement Other

Disabled 43.0% 9.7% 11.8% 22.6% 12.9%

Not Disabled 69.6% 3.6% 5.4% 11.9% 9.5%

Unknown 59.6% 5.6% 3.4% 20.2% 11.2%

40

9

11

21

12

793

41

61

136108

53

53

18

10

% of the Council Leavers Declaring a Disability by Reason for Leaving for the year to 31st March 2016


Male 425 31.8% 372 31.5% i 386 28.9% i

Female 912 68.2% 809 68.5% h 950 71.1% h

Total 1,337 1,181 1,336

Gender31/03/14 31/03/15 31/03/16


19


6.4.1 Gender and reason for leaving

The reasons for leaving (dismissal, resignation, redundancy and other) are proportionate with the gender breakdown.

6.5 Age

The distribution of starters and leavers still remains similar and both largely reflect, the overall age profile of the workforce (figures 32 and 33), with the largest proportion of both starters and leavers aged between 35 to 49 years.

Employees under 25 years of age made up 18.5% of starters but only 8.5% of leavers. This has increased by 5.4% since 2014. Employees in the age group 25 - 54 made up 68.5% of starters and 60.5% of leavers. Overall there has been an increase in the number of starters in the lower age categories.

With the recent focus on the retention of young people in the organisation we have made progress in keeping young people in the organisation.


Male 493 16.0% 348 30.4% h 394 29.8% i

Female 2,596 84.0% 796 69.6% i 927 70.2% h

Total 3,089 1,144 1,321

Gender31/03/14 31/03/15 31/03/16

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

Female Male

Resignations 68.6% 63.5%

Dismissals 4.1% 4.3%

Redundancy 6.6% 3.6%

Retirement 11.8% 16.8%

Other 9.0% 11.9%

636

250

38 176114

109

66

8347

% of the Council Leavers Reasons Gender Breakdown year to 31st March 2016


20



6.6 Sexual Orientation

Non heterosexual starters accounted for 2.3% which is now 1.0% above the workforce profile of 1.3%.

Percentages for ‘non heterosexual’ starters has increased by 1.3% from 2014/15. Percentages for ‘non heterosexual’ leavers has decreased by 0.6% from2014/15.



6.7 Religion and Belief

Of the data collected, 2.7% of starters and 8.8% of leavers’ information was ‘Unknown’ and around 39.5% of starters declared they had no religion or belief (in figures 36, 37a and 37b).

The religion with the highest percentage for starters and leavers is Christian with 47.8% and 53.5% respectively.

Religious beliefs other than Christian accounted for 9.9% of the starters’ information this is an increase of 1.0% from the year to March 2016.

The Muslim and Jewish faiths accounted for 2.5% and 1.0% of starters respectively while the Hindu faith accounted for 1.9%.

The number of Christians starting is 7.0% lower than the existing Council Department profile where Christians make up 54.8% of the workforce.


Under 25 242 18.1 % 206 17.4 % i 248 18.5 % h

25 - 54 915 68.4 % 847 71.7 % h 915 68.5 % i

Over 55 180 13.5 % 128 10.8 % i 173 12.9 % h

Total 1,012 1,181 1,336

Age31/03/14 31/03/15 31/03/16


Under 25 96 3.1 % 88 7.7 % h 112 8.5 % h

25 - 54 2,243 72.6 % 733 64.1 % i 799 60.5 % i

55 and over 750 24.3 % 323 28.2 % h 410 31.0 % h

Total 1,296 3,089 1,321

Age31/03/14 31/03/15 31/03/16


Heterosexual 1,087 81.3% 1,042 88.2% h 1,173 87.8% i

Non Heterosexual 26 1.9% 11 1.0% i 31 2.3% h

Unknown 224 16.8% 128 10.8% i 132 9.9% i

Total 1,337 1,181 1,336

Sexual

Orientation

31/03/14 31/03/15 31/03/16


Heterosexual 1,313 42.5% 614 53.7% h 792 60.0% h

Non Heterosexual 25 0.8% 20 1.7% h 15 1.1% i

Unknown 1,751 56.7% 510 44.6% i 514 38.9% i

Total 3,089 1,144 1,321

Sexual

Orientation

31/03/14 31/03/15 31/03/16


21






Christian 623 46.6% 560 47.4% h 639 47.8% h

Other 41 3.1% 44 3.7% h 46 3.4% i

Muslim 16 1.2% 31 2.6% h 33 2.5% i

Jewish 21 1.6% 11 0.9% i 14 1.0% h

Hindu 19 1.4% 11 0.9% i 25 1.9% h

Sikh 9 0.7% 7 0.6% i 9 0.7% h

Buddhist 9 0.7% 2 0.2% i 6 0.4% h

None 495 37.0% 467 39.5% h 528 39.5% -

Unknown 104 7.8% 48 4.1% i 36 2.7% i

Total 1,337 1,181 1,336

Religion31/03/14 31/03/15 31/03/16


Christian 623 46.6% 560 47.4% h 639 47.8% h

Non Christian 115 8.6% 106 9.0% h 133 9.9% h

None 495 37.0% 467 39.5% h 528 39.5% -

Unknown 104 7.8% 48 4.1% i 36 2.7% i

Total 1,337 1,181 1,336

Religion31/03/14 31/03/15 31/03/16


Christian 1,670 54.1% 587 51.3% i 707 53.5% h

Other 80 2.6% 47 4.1% h 35 2.6% i

Muslim 46 1.5% 19 1.7% h 28 2.1% h

Jewish 18 0.6% 12 1.0% h 9 0.7% i

Hindu 20 0.6% 14 1.2% h 17 1.3% h

Sikh 19 0.6% 3 0.3% i 7 0.5% h

Buddhist 9 0.3% 12 1.0% h 3 0.2% i

None 814 26.4% 354 30.9% i 399 30.2% i

Unknown 413 13.4% 96 8.4% i 116 8.8% h

Total 3,089 1,144 1,321

Religion31/03/14 31/03/15 31/03/16


Christian 1,670 54.1% 587 51.3% i 707 53.5% h

Non Christian 192 6.2% 107 9.4% h 99 7.4% i

None 814 26.4% 354 30.9% h 399 30.2% i

Unknown 413 13.4% 96 8.4% i 116 8.8% h

Total 3,089 1,144 1,321

Religion31/03/14 31/03/15 31/03/16


22

6.8 Caring and Family Responsibilities

26.8% of starters have caring responsibilities compared with 29.4% of leavers for the same period displayed in figures 38 and 39 below.

Starters and leavers with caring responsibilities are both below the 33.3% of the Council’s workforce who have declared a caring responsibility.

Percentages of starters and leavers with no caring responsibilities accounted for 71.3% and 62.6% respectively.



6.9 Return to work rates following Maternity leave

295 employees took maternity leave during the year up to 31st March 2016, of these 13.9% (41) did not return to work (see figure 40). This is an increase of 2.8% since last year.

Resignation following maternity leave was the main reason for leaving which accounted for 21 (7.1%) employees. This is an increase of 1.5% since last year.



Caring Responsibility 339 25.4% 279 23.6% i 358 26.8% h

Non Caring

Responsibility 897 67.1% 857 72.6% h 953 71.3% i

Unknown 101 7.6% 45 3.8% i 25 1.9% i

Total 1,337 1,181 1,336

Carers

Responsibility

31/03/14 31/03/15 31/03/16

Leavers % Leavers % % Leavers % %

Caring Responsibility 1,073 34.7% 310 27.1% i 388 29.4% h

No Caring

Responsibility1,605 52.0% 734 64.2% h 827 62.6% i

Unknown 411 13.3% 100 8.7% i 106 8.0% i

Total 3,089 1,144 1,321

Carers

Responsibility

31/03/14 31/03/15 31/03/16


On Maternity Leave 265 3.1% 271 3.2% h 295 3.6% h

Reasons for Leaving

Dismissals 1 0.3% 1 0.3% - 1 0.3% -

End of Temp/Fixed Term Contract 1 0.3% 1 0.3% - 1 0.3% -

Redundancy - Compulsory 2 0.7% 0 0.0% i 0 0.0% -

Redundancy - Voluntary 0 0.0% 0 0.0% - 0 0.0% -

Resignation 8 2.6% 14 4.6% h 18 6.1% h

Resignation following maternity

leave 13 4.2% 17 5.6%h

21 7.1%h

Transfer to Academy Status 0 0.0% 0 0.0% - 0 0.0% -

TUPE 16 5.2% 1 0.3% i 0 0.0% i

Total Leavers 41 13.3% 34 11.1% h 41 13.9% h

MaternityYear to 31/03/14 Year to 31/03/2015 Year to 31/03/2016


23

Appendix 1: The Councils Targets and Outturns

* BVPI figures as at end of March 16 Census figures represent the information collected from Hertfordshire residents during the 2011 census. BME figure represents the residents within Hertfordshire.

Target Target Census

Measures 2012/13 2013/14 2015/16 2016/17 2011 Definition

Top 5% women (BVPI 11a) 55.5 i 59.0 57.1 h 61.0 TBC 59.0 i 59.0 i N/A

Calculated over rolling year.

Only includes non school data

and excludes F & R. The top

5% of employees represents

around 347+ employees.

Target based on fact over 70%

of workforce are women.

Top 5% BME (BVPI 11b) 8.5 h 10.0 7.8 i 10.0 TBC 10.0 i 10.0 i N/A





around 347+ employees. BME

stands for Black & Minority

Ethnic.

Top 5% disability (BVPI 11c) 8.5 h 7.0 7.9 i 7.0 TBC 10.0 i 10.0 i N/A





around 350+ employees.

% BME (Council Departments) 11.6 h 10.1 12.1 h 10.1 12.9 h 12.5 i 12.5 h 11.0

To Dec 09 calculated over

rolling year, from Jan 10 point

in time data. Includes all

employees, not just those that

responded. BME stands for

Black & Minority Ethnic.

% Disability (Council Departments) 5.0 h 4.0 5.5 h 4.0 5.7 h 6.0 i 6.0 i 13.1





responded.

% Males (Council Departments) 33.1 h 28.7 33.0 i 28.7 33.2 h 35.0 i 35.0 i 48.5





responded.

% of staff < 25 (Council Departments) 4.4 h 5.5 4.5 h 5.5 5.4 h 5.0 i 5.0 h 5.8





responded.

% of staff > 55 (Council Departments) 26.0 h 19.4 26.5 h 19.4 26.5 h 26.0 i 26.0 h 26.8





responded.

% Religion Other than Christian (Council

Departments)6.7 h N/A 6.7 - N/A 7.2 h 6.7 - 6.7 h 8.1





responded. 2011 Census 8.1%

(Residents)

% Carers (Council Departments) 32.4 i N/A 32.3 i N/A 33.3 h 32.4 i 32.4 h N/A





responded.

% Sexual Orientation - Lesbian/Gay/Bisexual (Council

Departments)1.2 h 0.8 1.1 i 0.8 1.3 h 1.2 i 1.2 h N/A





responded.

Current & Future Targets

Mar-14 Mar-15

Div

ers

ity

Outturn

Mar-16

Outturn Outturn

Documents

Workforce Equalities Profile 2015/2016 Human Resources...SECTION FIVE: Applicant and Starter Data 13 5.1 Applicants and Starters by Ethnicity 13 5.2 Applicants and Starters by Disability