Report document
Workforce Equalities Report
Published 10 January 2025
Introduction
Our Workforce Strategy consists of four themes:
- Theme 1 - Talent and Development
- Theme 2 - Our Brand and Recruitment
- Theme 3 - Wellbeing and Reward
- Theme 4 - Inclusion and Belonging
One of the ways in which we measure our success in meeting the aims of our strategy is reporting annually on equality and gender pay gap data, and this workforce data also forms part of the equality information that we use to assist us in meeting our duty to eliminate discrimination and harassment, promote equality of opportunities and foster good relations between different groups within our workforce.
This report sets out the key information relating to the workforce at Maidstone Borough Council as at 1 April 2024. This information is monitored actively by the Corporate Leadership Team and where the data suggests that further investigation is required this is noted.
Workforce profile by protected characteristic
As at 1 April 2024 the council employed a headcount of 527 contracted staff.
Workforce profile by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 42% | 42% | 44% | 46% | 45% |
Female | 58% | 58% | 56% | 54% | 55% |
The council has a requirement to report on gender under the Equality Act 2010 which created a public sector duty to have due regard to eliminating unlawful discrimination and to promote equality of opportunity between men and women.
The data above is in line with historic trends within the public sector which traditionally attracts more female employees.
Workforce profile by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 0.6% | 0.4% | 1.0% | 1.0% | 0.7% |
20-29 | 10.9% | 11.8% | 11.8% | 11.2% | 13.3% |
30-39 | 19.1% | 19.7% | 20.6% | 21.9% | 22.4% |
40-49 | 25.6% | 26.9% | 29.2% | 28.1% | 28.5% |
50-59 | 31.5% | 28.7% | 25.8% | 26.0% | 23.7% |
60-69 | 11.3% | 11.6% | 10.7% | 11.0% | 10.6% |
70+ | 0.9% | 0.9% | 1.0% | 0.8% | 0.7% |
The distribution of age across the authority has fluctuated slightly during the past four years, but there have not been any significant changes, although there has been a slight shift from those in the 20 to 49 age groups. There has also been a slight increase in 50-59 age group over the last few years.
Workforce profile by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 8.3% | 8.0% | 6.5% | 7.6% | 7.4% |
Non-disabled | 73.5% | 72.7% | 70.6% | 71.1% | 68.7% |
Not declared | 18.2% | 19.4% | 22.9% | 21.3% | 23.9% |
There is no single measure of disability. The above data represents individuals who consider themselves to have a health problem or disability that limits their day-to-day activities.
Non-declaration by applicants and employees of a disability is common, even though they are encouraged to declare. Employees are regularly reminded to update their details when a lifestyle change occurs and it is accepted that disability is an area that can change during service. Action will continue to be taken to encourage reporting.
Workforce profile by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 3.5% | 3.8% | 3.6% | 3.5% | 3.5% |
Black/Black British | 3.2% | 1.9% | 1.7% | 1.6% | 2.0% |
Mixed/Multiple/Other | 1.1% | 1.7% | 1.3% | 0.6% | 0.7% |
White Other | 6.9% | 6.5% | 5.5% | 4.8% | 4.6% |
White British/NI | 82.9% | 83.7% | 84.4% | 85.7% | 85.0% |
Not declared | 2.2% | 2.5% | 3.4% | 3.9% | 4.1% |
Local Authorities have a duty under the Equality Act 2010 to make appropriate arrangements to ensure their various functions are carried out with due regard to the need to eliminate unlawful racial discrimination and to promote equality of opportunity and good relations between people of different racial groups.
Our recruitment practices and increased self-declaration rates have seen positive changes in our workforce diversity in recent years.
Workforce profile by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 3% | 2% | 2% | 2% | 2% |
Heterosexual | 74% | 74% | 70% | 68% | 68% |
Not declared | 23% | 24% | 28% | 30% | 30% |
Almost a quarter of employees in 2024 have not given details of their sexual orientation, although this number is reducing year on year. This is not surprising as employees may not wish to provide this information. However, employees will continue to be encouraged to update this information.
Religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 32% | 30% | 31% | 30% | 31% |
Other declared religion or belief | 4% | 5% | 5% | 5% | 5% |
No religion or belief | 39% | 39% | 35% | 33% | 32% |
Not declared | 25% | 26% | 29% | 32% | 32% |
More employees are now declaring their religion or belief, but the percentage of those declaring a belief has remained fairly static and those stating that they have no religion or belief has increased over the past few years.
Starters profile by protected characteristic
During 2023/24 a total of 74 people joined the authority (this does not include casual staff).
Starters by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 41% | 38% | 36% | 55% | 42% |
Female | 59% | 62% | 64% | 45% | 58% |
Starters by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 5.4% | 1.2% | 5.3% | 6.9% | 5.6% |
20-29 | 23.0% | 24.4% | 24.0% | 37.9% | 29.2% |
30-39 | 23.0% | 18.6% | 29.3% | 24.1% | 15.3% |
40-49 | 20.3% | 24.4% | 21.3% | 13.8% | 26.4% |
50-59 | 21.6% | 20.9% | 13.3% | 13.8% | 19.4% |
60-69 | 6.8% | 10.5% | 5.3% | 3.4% | 4.2% |
70+ | 0% | 0% | 1.3% | 0% | 0% |
Starters by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 4.1% | 15.1% | 4.0% | 3.5% | 8.3% |
Non-disabled | 83.8% | 76.7% | 81.3% | 86.2% | 88.9% |
Not declared | 12.1% | 8.1% | 14.7% | 10.3% | 2.8% |
Starters by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 1.4% | 4.7% | 1.3% | 3.4% | 2.8% |
Black/Black British | 10.8% | 4.7% | 4.0% | 0% | 5.6% |
Mixed/Multiple/Other | 2.7% | 3.5% | 5.3% | 0% | 2.8% |
White Other | 8.1% | 9.3% | 6.7% | 7.0% | 4.2% |
White British/NI | 71.6% | 74.4% | 81.3% | 86.2% | 84.7% |
Not declared | 5.4% | 3.5% | 1.3% | 3.4% | 0% |
Starters by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 7% | 3% | 5% | 0% | 4% |
Heterosexual | 72% | 85% | 77% | 83% | 89% |
Not declared | 21% | 12% | 17% | 17% | 7% |
Starters by religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 32% | 29% | 31% | 28% | 47% |
Other declared religion or belief | 3% | 8% | 5% | 3% | 7% |
No religion or belief | 45% | 45% | 49% | 55% | 36% |
Not declared | 20% | 17% | 15% | 14% | 10% |
The percentage of new starters over the different categories has remained fairly consistent. However, there has been an increase of new starters in age groups of 30-39 and 50-59 over the last few years. In addition, we have seen an increase in numbers of Black/Black British starters in 2023/24.
Leavers profile by protected characteristic
During 2023/24 a total of 64 people left the authority (this does not include casual staff).
Leavers by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 39% | 46% | 55% | 44% | 46% |
Female | 61% | 54% | 45% | 56% | 54% |
Leavers by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 0% | 1.2% | 0% | 0% | 1.6% |
20-29 | 20.3% | 22.0% | 16.7% | 19.2% | 26.2% |
30-39 | 23.4% | 22.0% | 27.3% | 25.0% | 18.0% |
40-49 | 20.3% | 20.7% | 21.2% | 17.3% | 19.7% |
50-59 | 17.2% | 20.7% | 15.2% | 19.2% | 21.3% |
60-69 | 18.8% | 12.2% | 18.2% | 17.3% | 8.2% |
70+ | 0% | 1.2% | 1.5% | 1.9% | 4.9% |
Leavers by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 3.1% | 11.0% | 12.1% | 5.8% | 13.1% |
Non-disabled | 81.3% | 67.1% | 74.2% | 80.8% | 73.8% |
Not declared | 15.6% | 22.0% | 13.6% | 13.4% | 13.1% |
Leavers by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 1.6% | 3.7% | 1.5% | 1.9% | 1.6% |
Black/Black British | 1.6% | 3.7% | 3.0% | 5.8% | 3.3% |
Mixed/Multiple/Other | 6.3% | 1.2% | 0% | 1.9% | 1.6% |
White Other | 4.7% | 3.7% | 0% | 3.8% | 6.6% |
White British/NI | 81.3% | 81.7% | 93.9% | 86.5% | 86.9% |
Not declared | 4.7% | 6.1% | 1.5% | 0% | 0% |
Leavers by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 3% | 2% | 5% | 4% | 3% |
Heterosexual | 80% | 70% | 73% | 77% | 69% |
Not declared | 17% | 28% | 23% | 19% | 28% |
Leavers by religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 27% | 30% | 30% | 42% | 30% |
Other declared religion or belief | 8% | 6% | 3% | 6% | 7% |
No religion or belief | 47% | 32% | 42% | 37% | 34% |
Not declared | 19% | 32% | 24% | 15% | 30% |
The data on leavers has remained fairly consistent across the different categories over the last few years.
Disciplinary and grievance
There were eight cases where formal disciplinary action was taken during 2023/24. The outcomes ranged from 1st level warnings to dismissal.
Disciplinaries by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 63% | 100% | 100% | 50% | 67% |
Female | 38% | 0% | 0% | 50% | 33% |
Disciplinaries by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 0% | 0% | 0% | 0% | 0% |
20-29 | 0% | 0% | 0% | 25% | 11% |
30-39 | 38% | 100% | 100% | 25% | 22% |
40-49 | 38% | 0% | 0% | 50% | 28% |
50-59 | 0% | 0% | 0% | 0% | 33% |
60-69 | 25% | 0% | 0% | 0% | 6% |
70+ | 0% | 0% | 0% | 0% | 0% |
Disciplinaries by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 50% | 0% | 0% | 0% | 0% |
Non-disabled | 50% | 100% | 100% | 75% | 72% |
Not declared | 0% | 0% | 0% | 25% | 28% |
Disciplinaries by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 0% | 0% | 100% | 0% | 6% |
Black/Black British | 0% | 0% | 0% | 0% | 0% |
Mixed/Multiple/Other | 0% | 0% | 0% | 0% | 0% |
White Other | 38% | 0% | 0% | 25% | 11% |
White British/NI | 63% | 100% | 0% | 75% | 83% |
Not declared | 0% | 0% | 0% | 0% | 0% |
Disciplinaries by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 0% | 0% | 0% | 0% | 0% |
Heterosexual | 100% | 100% | 100% | 50% | 56% |
Not declared | 0% | 0% | 0% | 50% | 44% |
Disciplinaries by religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 13% | 0% | 0% | 0% | 17% |
Other declared religion or belief | 0% | 0% | 100% | 0% | 0% |
No religion or belief | 88% | 100% | 0% | 50% | 39% |
Not declared | 0% | 0% | 0% | 50% | 44% |
There was 1 formal grievance raised during 2023/24, which was dealt with under the council’s grievance procedure and was resolved.
Grievances by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 100% | 0% | 0% | 50% | 50% |
Female | 0% | 0% | 0% | 50% | 50% |
Grievances by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 0% | 0% | 0% | 0% | 0% |
20-29 | 0% | 0% | 0% | 0% | 0% |
30-39 | 0% | 0% | 0% | 25% | 50% |
40-49 | 0% | 0% | 0% | 50% | 50% |
50-59 | 0% | 0% | 0% | 0% | 0% |
60-69 | 100% | 0% | 0% | 25% | 0% |
70+ | 0% | 0% | 0% | 0% | 0% |
Grievances by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 0% | 0% | 0% | 0% | 0% |
Non-disabled | 0% | 0% | 0% | 75% | 100% |
Not declared | 100% | 0% | 0% | 25% | 0% |
Grievances by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 0% | 0% | 0% | 0% | 0% |
Black/Black British | 0% | 0% | 0% | 0% | 0% |
Mixed/Multiple/Other | 0% | 0% | 0% | 0% | 0% |
White Other | 0% | 0% | 0% | 0% | 0% |
White British/NI | 100% | 0% | 0% | 100% | 100% |
Not declared | 0% | 0% | 0% | 0% | 0% |
Grievances by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 0% | 0% | 0% | 0% | 0% |
Heterosexual | 0% | 0% | 0% | 50% | 50% |
Not declared | 100% | 0% | 0% | 50% | 50% |
Grievances by religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 0% | 0% | 0% | 25% | 0% |
Other declared religion or belief | 0% | 0% | 0% | 0% | 0% |
No religion or belief | 0% | 0% | 0% | 25% | 50% |
Not declared | 100% | 0% | 0% | 50% | 50% |
Return to work rates
Number of employees whose maternity leave ended in period April 2023 to March 2024: | 7 |
|---|---|
Number of employees who returned to work after maternity leave: | 6 |
Return to work rate: | 86% |
Workforce profile by pay band and protected characteristic
Full details of the council’s reward strategy are set out in the Pay Policy Statement.
As an organisation that employs over 250 employees, we are required to report and publish annually on our gender pay gap. The calculation is based on the hourly pay rate for each employee and the data must be a snapshot of salary data as at 31 March. The council reports on the gender pay gap as required and publishes the report on the Government and council website.
Workforce profile by pay band and sex
| Sex | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Male | 45% | 37% | 53% | 40% |
Female | 55% | 63% | 47% | 60% |
Workforce profile by pay band and age
| Age | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
16-19 | 1% | 0% | 0% | 0% |
20-29 | 12% | 13% | 0% | 0% |
30-39 | 18% | 24% | 11% | 0% |
40-49 | 21% | 25% | 49% | 33% |
50-59 | 32% | 30% | 30% | 53% |
60-69 | 15% | 8% | 9% | 13% |
70+ | 2% | 0% | 0% | 0% |
Workforce profile by pay band and declared disability
| Disability | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Disabled | 7% | 12% | 6% | 0% |
Non-disabled | 71% | 76% | 70% | 67% |
Not declared | 22% | 12% | 25% | 33% |
Workforce profile by pay band and ethnicity
| Ethnicity | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Asian/Asian British | 3% | 4% | 2% | 7% |
Black/Black British | 2% | 5% | 2% | 0% |
Mixed/Multiple/Other | 1% | 2% | 0% | 0% |
White Other | 6% | 8% | 9% | 0% |
White British/NI | 85% | 79% | 85% | 93% |
Not declared | 3% | 2% | 2% | 0% |
Workforce profile by pay band and sexual orientation
| Sexual orientation | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Gay/lesbian/bisexual/other | 1% | 4% | 0% | 0% |
Heterosexual | 68% | 78% | 81% | 73% |
Not declared | 31% | 17% | 19% | 27% |
Workforce profile by pay band and religion and belief
| Religion and belief | Grades 3-7 | Grades 8-11 | Grades 12-13 | Grades 14-18 |
|---|---|---|---|---|
Christian | 28% | 32% | 45% | 27% |
Other declared religion or belief | 4% | 5% | 2% | 7% |
No religion or belief | 38% | 42% | 30% | 40% |
Not declared | 30% | 21% | 23% | 27% |
The workforce profile data by pay bands indicates that a significant proportion of the council’s employees are in the 40-49 and 50-59 age groups. In addition, a significant percentage of staff (53%) in the 50-59 age group occupy senior-level positions. As many in these age ranges may retire or leave for other reasons, this could result in skill gaps that need to be proactively addressed through effective succession planning.
Job applications by protected characteristic
Job applications by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 37% | 30% | 29% | 43% | 41% |
Female | 62% | 69% | 71% | 55% | 58% |
Not declared | 1% | 1% | 0% | 1% | 1% |
Job applications by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 3% | 1% | 2% | 1% | 3% |
20-29 | 28% | 25% | 27% | 30% | 35% |
30-39 | 28% | 29% | 38% | 30% | 21% |
40-49 | 21% | 23% | 22% | 17% | 20% |
50-59 | 14% | 16% | 9% | 17% | 15% |
60-69 | 5% | 6% | 2% | 4% | 3% |
70+ | 0% | 0% | 0% | 0% | 1% |
Not declared | 1% | 0% | 0% | 1% | 1% |
Job applications by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 8% | 8% | 12% | 11% | 6% |
Non-disabled/ Not declared | 92% | 92% | 88% | 89% | 94% |
Job applications by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 11% | 9% | 7% | 12% | 6% |
Black/Black British | 17% | 9% | 4% | 2% | 7% |
Mixed/Multiple/Other | 4% | 4% | 4% | 1% | 3% |
White Other | 11% | 15% | 10% | 6% | 7% |
White British/NI | 55% | 62% | 77% | 77% | 75% |
Not declared | 2% | 2% | 3% | 1% | 2% |
Job applications by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 7% | 7% | 6% | 1% | 5% |
Heterosexual | 83% | 85% | 84% | 90% | 87% |
Not declared | 10% | 8% | 10% | 8% | 8% |
Job applications by religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 39% | 37% | 29% | 42% | 36% |
Other declared religion or belief | 14% | 10% | 9% | 11% | 10% |
No religion or belief | 38% | 46% | 50% | 41% | 45% |
Not declared | 9% | 7% | 11% | 6% | 9% |
Job applicants shortlisted by protected characteristic
Job applicants shortlisted by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 33% | 35% | 33% | 44% | 39% |
Female | 65% | 65% | 67% | 56% | 60% |
Not declared | 2% | 0% | 0% | 0% | 1% |
Job applicants shortlisted by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 3% | 2% | 1% | 0% | 2% |
20-29 | 24% | 16% | 29% | 31% | 33% |
30-39 | 22% | 34% | 38% | 31% | 20% |
40-49 | 22% | 20% | 20% | 18% | 23% |
50-59 | 20% | 18% | 9% | 16% | 17% |
60-69 | 6% | 9% | 3% | 4% | 4% |
70+ | 0% | 0% | 0% | 0% | 0% |
Not declared | 2% | 0% | 0% | 0% | 1% |
Job applicants shortlisted by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 11% | 8% | 9% | 11% | 7% |
Non-disabled/Not declared | 89% | 92% | 91% | 89% | 93% |
Job applicants shortlisted by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 7% | 11% | 7% | 9% | 6% |
Black/Black British | 14% | 9% | 4% | 4% | 5% |
Mixed/Multiple/Other | 4% | 2% | 4% | 2% | 3% |
White Other | 8% | 9% | 8% | 7% | 5% |
White British/NI | 65% | 70% | 75% | 78% | 79% |
Not declared | 3% | 0% | 3% | 0% | 2% |
Job applicants shortlisted by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 6% | 8% | 5% | 2% | 5% |
Heterosexual | 84% | 88% | 86% | 93% | 88% |
Not declared | 10% | 4% | 9% | 5% | 7% |
Job applicants shortlisted by religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 41% | 37% | 30% | 47% | 37% |
Other declared religion or belief | 8% | 9% | 11% | 9% | 9% |
No religion or belief | 41% | 47% | 48% | 40% | 46% |
Not declared | 10% | 7% | 11% | 4% | 8% |
Job offers by protected characteristic
Job offers by sex
| Sex | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Male | 41% | 30% | 57% | 45% | 51% |
Female | 59% | 70% | 43% | 55% | 49% |
Job offers by age
| Age | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
16-19 | 3% | 4% | 4% | 0% | 6% |
20-29 | 20% | 12% | 34% | 35% | 31% |
30-39 | 30% | 32% | 25% | 28% | 19% |
40-49 | 17% | 30% | 21% | 20% | 24% |
50-59 | 22% | 16% | 12% | 15% | 15% |
60-69 | 8% | 7% | 4% | 2% | 5% |
70+ | 0% | 0% | 0% | 0% | 0% |
Job offers by declared disability
| Disability | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Disabled | 8% | 2% | 7% | 5% | 6% |
Non-disabled/ Not declared | 92% | 98% | 93% | 95% | 94% |
Job offers by ethnicity
| Ethnicity | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Asian/Asian British | 3% | 7% | 5% | 10% | 3% |
Black/Black British | 6% | 5% | 5% | 3% | 5% |
Mixed/Multiple/Other | 5% | 0% | 5% | 3% | 4% |
White Other | 6% | 14% | 5% | 3% | 2% |
White British/NI | 80% | 74% | 77% | 82% | 85% |
Not declared | 0% | 0% | 2% | 0% | 2% |
Job offers by sexual orientation
| Sexual orientation | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Gay/lesbian/bisexual/other | 9% | 4% | 4% | 0% | 3% |
Heterosexual | 73% | 91% | 82% | 88% | 85% |
Not declared | 17% | 5% | 14% | 12% | 12% |
Job offers by religion and belief
| Religion or belief | 2023/24 | 2022/23 | 2021/22 | 2020/21 | 2019/20 |
|---|---|---|---|---|---|
Christian | 37% | 30% | 23% | 45% | 42% |
Other declared religion or belief | 5% | 5% | 13% | 5% | 5% |
No religion or belief | 41% | 58% | 48% | 45% | 41% |
Not declared | 17% | 7% | 16% | 5% | 12% |
Recruitment analysis
In general, an analysis of the recruitment activity at the Council during 2023/24 shows that the percentages of job applicants under the different protected characteristics has remained fairly consistent. However, there is a decrease in the number of job applicants from Asian/Asian British and Black/Black British from short list to offer stage during 2022/23 and 2023/24. This data will be monitored to ensure there is no unconscious bias in relation to decision-making.
An area that is of some concern is the number of applicants who do not provide some or all of their protected characteristics information across the different stages of appointment. Without this information, it is difficult to monitor the effectiveness of the recruitment process, or to ascertain why they fail to make it through with the same consistency as those who do provide the information
Conclusion and action plan
We remain committed to ensuring we are an equal opportunity employer that provides their
employees with a fair and safe environment.
To make sure we continuously improve throughout 2024, we will:
- Continue to encourage members of staff to update records to improve the quality of data monitoring;
- Ensure that managers are effectively trained on the approach to recruitment and selection so that any possible ‘unconscious bias’ is eliminated;
- Monitor the equalities information of all selections on an ongoing basis with particular attention to the ethnicity of applicants from shortlist to offer stage;
- To continue to utilise opportunities presented by the apprentice levy to increase the age profile of our workforce
- Use the findings and recommendations from our gender pay gap reporting to ensure we are improving in terms of gender equality
- Remain committed to being a Disability Confident Employer so we continue improving our disability equality
- Continue to review our policies to create wider opportunities for an agile workforce, embracing hybrid working and improving our workplace culture
- Provide training to staff on equality, diversity and inclusiveness to increase awareness and understanding of these issues within the workplace
- Ensure succession plans are in place to retain knowledge and prevent skill loss when employees leave the council