Workforce diversity report 2019 to 2020 · Web viewWe are pleased to present our annual workforce...

Corporate report

Workforce diversity report 2019 to 2020

equalityhumanrights.com

http://www.equalityhumanrights.com/


Contents1. Introduction.....................................................................................................3

1.1 Foreword..................................................................................................3

1.2 Background..............................................................................................4

1.3 Scope.......................................................................................................4

1.4 Data quality...............................................................................................4

1.5 Staff diversity declaration rates................................................................5

1.6 Interpreting the data.................................................................................5

2. Equality objectives..........................................................................................6

2.1 Progress against our equality objective in 2018/19..................................6

3. Diversity report................................................................................................9

3.1 Overall workforce diversity.......................................................................9

3.2 Representation by organisational level...................................................10

3.3 Job applications, recruitment and promotions........................................11

3.4 Staff leavers............................................................................................12

3.5 Working patterns....................................................................................12

3.6 Pregnancy and maternity leave..............................................................12

3.7 Anti-bullying and harassment and internal disputes...............................13

3.8 Sickness absence...................................................................................13

3.9 Pay gaps.................................................................................................13

3.10 Equal pay...........................................................................................15

4. Our commitments for 2020/21......................................................................17

Appendix 1: Reporting categories...................................................................19

Age.................................................................................................................19

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Disability.........................................................................................................19

Gender reassignment.....................................................................................20

Race...............................................................................................................20

Religion or belief.............................................................................................21

Sex..................................................................................................................21

Sexual orientation...........................................................................................21

Carer...............................................................................................................22

Marital status...................................................................................................22

Appendix 2: Workforce profile by protected characteristics........................23

Workforce profile by protected characteristic..................................................23

Workforce profile by pay band and protected characteristic...........................26

Job applications by protected characteristic...................................................31

External recruitment by protected characteristic.............................................34

Promotions by protected characteristic...........................................................38

Temporary promotions by protected characteristic.........................................41

Staff leavers by protected characteristic.........................................................45

Grievances by protected characteristic...........................................................49

Part-time working by protected characteristic.................................................53

Sickness absence by protected characteristic................................................57

Training and development by protected characteristic....................................61

Flexible working requests by protected characteristic.....................................65

Contacts.............................................................................................................69

EASS..............................................................................................................69

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1. Introduction

1.1 ForewordWe are pleased to present our annual workforce diversity report covering the period 1 April 2019 to 31 March 2020.

We are a small organisation with 201 staff. Most of our people are based in offices in London, Manchester, Glasgow and Cardiff, however we also employ a number of permanent home-workers.

Our workforce data forms part of the equality information that we use to help us meet our duty to eliminate discrimination and harassment, promote equality of opportunities and foster good relations between different groups within our workforce.

We believe that an inclusive workplace, where staff, customers and stakeholders are treated with dignity and respect, is everyone’s responsibility: these and other values, such as fairness, guide the way we work.

We see the diversity of our staff as one of our key strengths, and we value the range of knowledge, skills and experience they bring to our work. Respect for each other and recognition of our differences lie at the heart of our values.

Our people are our most important asset and we want to create an organisation where they can flourish, and a culture that enables and encourages them to make the best contribution they can – a culture in which they feel valued and supported

Our People Strategy 2019–22 sets out our vision to be an exemplar employer with:

a diverse workforce that is representative of our society

an inclusive culture, and

the environment, leadership and development that enable our colleagues to thrive at work, develop their careers, perform to the best of their abilities and deliver our strategic aims.

Through our workforce diversity monitoring we continue to demonstrate our commitment to understanding, valuing and incorporating differences, to ensure a workplace that is fair, equitable and inclusive for all.

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1.2 Background Under section 149 of the Equality Act 2010 (the Public Sector Equality Duty (PSED)) and the Equality Act 2010 (Specific Duties) Regulations 2011, we are required to publish equality information to demonstrate our compliance with the general equality duty. Our workforce monitoring data forms part of the information that we collate, monitor and publish to help us embed equality considerations within our employment policies and practices and meet our responsibilities under the duty.

1.3 ScopeThis report provides an overview of our equality and diversity employment monitoring data as of 31 March 2020. It covers age, disability, gender reassignment, marriage or civil partnership status, pregnancy and maternity, race, religion or belief, sex and sexual orientation. We also collate information on the experience of carers within our workplace. Our reporting categories are detailed in the appendix.

The data only relates to staff who are on secondment or loan and individuals who are employed directly by the Equality and Human Rights Commission; it excludes commissioners and those who work with us but are engaged as temporary agency workers.

1.4 Data qualityWe analyse equality and diversity trend information across a four-year period, enabling us to assess progress, investigate any disparities in outcomes for our different employee groups, and identify where we can do more.

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1.5 Staff diversity declaration ratesWe continually encourage staff to make a diversity declaration and our declaration rates have improved over the years. In 2019/20, 90% of our staff responded and provided data. This information helps us to understand equality issues in our workforce and to make informed decisions on changes to our policies and practices. While we encourage our staff to provide equality monitoring data, supplying it is voluntary, and individuals can choose what they wish to declare.

1.6 Interpreting the dataPlease note the following when interpreting the data presented in this report:� information is published in accordance with the Data Protection Act 1998 and

does not identify individuals� information about groups of fewer than five is not published, and to protect

anonymity it is redacted and shown by an asterisk� our workforce is less than 195 full-time equivalent (FTE) / 201headcount,

therefore this report is based on relatively small data sets and robust analysis is problematic, and

� unlike previous years, this year’s report does not include data on marital status. In 2019/20, we moved to a new HR system. As a result of the different classifications on the new system our data on marital status did not transfer across accurately. We are working to make sure the data is accurate and will report on it in 2020/21.

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2. Equality objectives

The Public Sector Equality Duty is a legislative tool, which requires public bodies to proactively identify and tackle discrimination, inequalities and promote good relations. As well as regulating compliance with the duty, we must also comply with it.

In our 2019 to 2022 Strategic Plan, we prioritised three types of equality objectives in relation to the delivery of our mandate, our people and our intelligence gathering.

These are based on the equality issues identified across our functions from an analysis of our equality information, including our workforce diversity information.

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Box 1: Equality objectives: our people

� Provide an accessible and inclusive working environment and culture where all our staff are treated fairly, are able to perform to the best of their abilities and get support in developing and growing in their careers.

� Increase the diversity of our workforce to reflect the society within which each of our offices are based.

2.1 Progress against our equality objective in 2018/19

Our workplace practices We aspire to be an exemplary employer, providing the working environment, information technology, learning and development and people policies that enable all of our colleagues to thrive at work, perform to the best of their abilities and deliver our strategic plan. We have invested in our technology infrastructure to enable colleagues to work more flexibly, facilitating remote working and improving connectivity between our offices. This investment has facilitated home working for colleagues across the organisation during the coronavirus pandemic, which has imposed restrictions on travel and mandated social distancing.

We are committed to making sure that our employment policies and practices are fair, advance equality of opportunity, eliminate discrimination and foster good relations. We support and recognise trade unions, and we work in close partnership with our trade union colleagues to consult and negotiate on all relevant matters.

Our investment in learning, development and careersIt is important to us that our colleagues have the skills and knowledge to do their jobs and to develop their careers. We have invested in learning and development by funding an extensive programme of core learning as well as supporting individual requests for funding. We have also delivered training using our own in-house expertise, including sessions on the Equality Act and our legal powers. We have developed a peer learning programme, using the expertise of our internal experts, which will be rolled out across the organisation in mid-2020.

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Recruitment policiesWe encourage applications from a diverse range of candidates and operate a guaranteed interview scheme for disabled applicants. We also encourage all applicants to request any reasonable adjustments where necessary. We are recognised a Disability Confident employer and in 2020/21 we will seek to obtain accreditation as a Disability Confident Leader. We are members of the Employers’ Network for Equality and Inclusion (ENEI) and Stonewall. We consider all roles at the organisation for flexible working and offer our people flexibility and autonomy in their roles.

Our workforce

Box 2: Key performance indicator – our workforce diversity

Our workforce will reflect the diversity of Great Britain: by 31 March 2020 we will increase the percentage of staff in our workforce who describe themselves as disabled by 1%, and the percentage of staff in our workforce who describe themselves as being from an ethnic minority group by 1%.

Outturn:

� 17% of our employees describe themselves as disabled, a 3% increase on 2018/19

� 13% of our employees are from ethnic minority groups, a 1% increase on 2018/19

Further information on our workforce diversity can be found in summaries in our diversity report in Chapter 3 and in Appendix 2. Figures are displayed as percentages of the total workforce analysed. In small organisations like ours, minor workforce changes can have a disproportionate statistical impact, and we rely on self-declaration by our colleagues. As a result of our recruitment practices, positive action programmes, and an increase in self-declaration rates, we have seen positive changes in our workforce diversity this year.

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3. Diversity report

3.1 Overall workforce diversityAs of 31 March 2020, we employed 201 people. During 2019/20, 35 staff left the organisation and there were 53 new appointments.

As in previous years, in 2019/20 we undertook an exercise to refresh our equality monitoring data and to encourage staff to make a diversity declaration. Overall, about 90% of our staff responded and provided data.

Our diversity profile as of 31 March 2020 is provided in Appendix 2.

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Box 3: Overall workforce diversity

In summary:

Our workforce numbers increased from 189 (177 full-time equivalent (FTE)) on 1 April 2019 to 201(199 FTE) on 31 March 2020.

We have a total of nine women and six men in senior roles (director and above); two of our senior managers (our Chief Executive and executive directors) are male and two are female.

We have 117 women and 75 men at other levels.

In the past year, 68% of new recruits were female, leading to a 1% increase in the percentage of women at the Equality and Human Rights Commission.

We have seen a 1% increase in Black, Asian and ethnic minority colleagues.

We have seen a 3% increase in disabled colleagues.

3.2 Representation by organisational levelMost of our staff (64%) work at Senior Associate level and below. Overall, our workforce has a higher proportion of women than men (63%).

Female representation at senior levels still remains high: 67% at Director level and above and 63% at Senior Principal level.

Ethnic minority staff represent 13% of our workforce overall.

Staff declaring a disability make up 17% of our workforce; at Associate to Senior Associate (level three) grade the figure is higher (26% of staff within these grades).

Staff in the 25–34 age range have a proportionally higher representation at Associate to Senior Associate (level four) level, and staff in the 45–54 age range have a higher representation at Principal and Director level and above. Some 52% of our workforce are in the 35–54 age range.

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Depending on the pension scheme concerned, some staff are entitled to their full pension benefits at age 60, and that may affect our age profile. We believe that employing and retaining an age-diverse workforce has real business benefits, and we are committed to enabling employees to continue working beyond the age of 65. There are a range of options available when staff reach pension age, including partial retirement and early retirement.

3.3 Job applications, recruitment and promotionsRecruitment to the Equality and Human Rights Commission is through fair and open competition (except in certain circumstances, where redeployment or reorganisation policies apply) based on merit, with individuals assessed for their ability to demonstrate the required competencies, knowledge and skills for the role.

We are committed to ensuring that all recruitment is free from unfair and unlawful discrimination. Reasonable adjustments for disabled people are made at all stages of the recruitment process, as required. We are a Disability Confident employer and operate a Guaranteed Interview Scheme, where we guarantee to interview all disabled applicants who meet the criteria for a job vacancy and to consider them on their merit. We take positive action in our recruitment and selection process, including at the appointment stage, where it is legitimate to do to address an underrepresentation within our workforce.

Our outreach channels are broad: we use social media, varied advertising sources and our networks to promote our vacancies and ensure we reach a diverse pool of applicants.

Overall, applications for jobs from candidates who declared a disability was 12% – the same as the previous year. The proportion of male applicants increased from 28% last year to 33%. The proportion of successful external female candidates dropped to 68% compared to 79% last year.

The proportion of job applications from candidates who declared that they were from an ethnic minority background was 19%, the same as the previous year. In 2019/20, 13% of externally recruited staff declared themselves to be from an ethnic minority, broadly the same as the previous year. Applications from candidates who declared that they were lesbian, gay, bisexual and transgender (LGBT) was 13%, broadly the same as the previous year. There was an increase in the proportion of LGBT new recruits – up to 23%, a slight increase on the previous year.

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35% of job applicants expressed a religion or belief. In all, 26% of temporary and permanent promotions were secured by applicants who expressed a religion or belief.

3.4 Staff leaversIn 2019/20, 35 staff left the Equality and Human Rights Commission. There was a decrease in the proportion of disabled and ethnic minority staff who left the organisation. Given the small numbers of staff involved, no meaningful conclusions can be drawn. We are a small organisation, therefore those who leave the organisation do so mostly for career progression.

3.5 Working patternsFlexible working opportunities can benefit everyone and encourage a healthy work-life balance. With this in mind, we provide all our employees with the opportunity to request flexible working. This includes homeworking, term-time working, part-time, compressed hours, staggered hours and job sharing.

Currently, 21% (43 employees) of our workforce work on a part-time basis – slightly higher compared to the previous year. The diversity of the employees who work on a part-time basis varies slightly from the previous year, with 81% being women (an increase from 79%) and 14% having declared a disability (an increase from 9%).

3.6 Pregnancy and maternity leaveWe recognise that employees want to strike a balance between their home and work life. Our parental leave and flexible working policies are exemplar and go beyond best practice. We offer enhanced pay and leave for adoption, maternity, paternity and shared parental leave, and a range of flexible working options to support parents in the workplace.

The number of employees who were either pregnant or on maternity leave, paternity leave or shared parental leave in 2019/20 was less than 3% of the workforce. All those taking leave returned to work and continued their employment with the Equality and Human Rights Commission.

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3.7 Anti-bullying and harassment and internal disputesDuring 2019/20, we reviewed our internal grievance policy in consultation with our employees and trade unions, and replaced this with a new dispute resolution policy and an anti-bullying and harassment policy. Both policies go beyond best practice and support a focus on speaking up, early intervention and, where possible, addressing issues through informal channels, while still leaving the ability to pursue more significant issues through formal channels, where appropriate to do so. In 2019/20 we received two complaints from our employees.

3.8 Sickness absenceWe regard addressing health and wellbeing issues as important both to the organisation and to staff. In 2019/20, our sickness absence rate was 5.9 days per FTE – 2 days less compared to last year. The improvement in attendance was due to active management of individual cases and the delivery of wellbeing initiatives across the organisation.

3.9 Pay gapsWe report on our pay gaps using a single measure, by comparing the average full-time equivalent earnings of different groups of staff (in relation to gender, disability and ethnicity). For example, the full-time gender pay gap compares the mean and median hourly pay, excluding overtime, of men and women working full-time. It is important to note that a pay gap does not necessarily mean a difference in pay for comparable jobs or work of equal value.

The pay gap data below is as of 31 March 2020. The pay gap calculations are based on relatively small data sets and can show large fluctuations from year to year.

Our pay award strategy is to narrow pay differentials in grades and to ensure we are able to attract, retain and reward talent. Over the past seven years we have reduced our full-time pay gaps in relation to gender, ethnicity and disability.

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Average gender pay gap

Box 4: Median hourly rate of pay by gender

Our mean and median gender pay gaps are both negative meaning that, on average, women are paid slightly more than men.

The median hourly rate for women is £20.42.

The median hourly rate for men is £20.34.

Average gender pay gap at snapshot date 31 March 2020� Median gender pay gap in hourly pay: -0.4%

� Mean gender pay gap in hourly pay: -1.3%

Average ethnicity pay gap

Box 5: Median hourly rate of pay by ethnicity

Our mean and median pay gaps are both positive numbers meaning that the average White employee is paid slightly more than the average ethnic minority employee.

The median hourly rate for ethnic minority employees is £20.19.

The median hourly rate for White employees is £20.37.

Average ethnicity pay gap at snapshot date 31 March 2020� Median ethnicity pay gap in hourly pay: 0.9%

� Mean ethnicity pay gap in hourly pay: 6.3%

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Average disability pay gap

Box 6: Median hourly rate of pay by disability

Our mean and median disability pay gaps are both positive numbers meaning that the average non-disabled employee is paid slightly more than the average disabled employee.

The median hourly rate for disabled employees is £20.35.

The median hourly rate for non-disabled employees is £20.44

Average disability pay gap at snapshot date 31 March 2020� Median disability pay gap in hourly pay: 0.4%

� Mean disability pay gap in hourly pay: 8.6%

Our pay gap reportAs we have fewer than 250 employees, we are not required to publish our gender pay gap. However, we believe that transparency, reporting and monitoring are important in tackling pay disparities.

Our full gender pay gap report is available on our website.

3.10 Equal payWe remain committed to ensuring that our pay strategy is fair and transparent. We completed an equal pay audit in 2019/20, which can be found on our website.

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https://www.equalityhumanrights.com/en/publication-download/equality-and-human-rights-commission-equal-pay-audit-october-2020

https://www.equalityhumanrights.com/en/publication-download/our-gender-pay-gap-data


Box 7: Equal pay audit – key findings

Across all three protected characteristics, positive and negative gaps have been identified, which indicates a lack of systematic bias in favour of one characteristic.

Most gaps identified are below the 5% threshold for investigation recommended by the Equality and Human Rights Commission.

Where gaps exceed the threshold, an investigation of individual pay history indicates that differentials predominantly relate to the TUPE (Transfer of Undertakings (Protection of Employment) Regulations 2006) transfer of staff into the organisation and associated pay phasing payments, or the level transfer of staff from the wider Civil Service.

We will continue to monitor and analyse pay differentials and to seek opportunities to reduce them, in particular during our annual pay round.

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4. Our commitments for 2020/21

Treating people equally regardless of their protected characteristics is only our starting point. We are striving to create a diverse workforce that is truly representative of the society we serve, where people of all backgrounds can thrive. To do this we are creating an inclusive workplace, where we celebrate difference, value everyone’s contribution and uphold our rights as human beings.

In 2020/21, in consultation with our people and our trade unions, we have developed and implemented a three-year Inclusion Programme, which is sponsored by our Chief Executive and Deputy Chair, and led by our Executive Team.

Improving the representation of our ethnic minority and disabled colleagues is at the heart of our programme, and is one of our key success measures. We have more to do to ensure that the senior levels of our workforce are representative of the society we serve.

To create an inclusive workplace, we need to do more than build a diverse workforce. Inclusion is not just about representation, it’s about creating a culture where everyone feels comfortable and valued whoever they are, wherever they are and no matter what their background.

To be an exemplar employer and leader of this agenda, and for our people to thrive, our workplace culture and practices must foster an inclusive environment where people can be themselves and feel like they have a voice. We want to build a workplace where all of our colleagues are supported to perform to their full potential, develop their skills, achieve their career aspiration and deliver impact.

We have come a long way in our journey to make our workplace as inclusive as it can be. Our diverse workforce and our positive employee engagement scores are a result of that. However, we must do more. Our Inclusion Programme outlines the steps we will take over the next three years to create a truly inclusive workplace, with an increased focus on positive action and attracting and developing diverse talent. The programme touches everyone who works at the Equality and Human Rights Commission, and its success relies on all our people playing a part.

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Box 8: Inclusion Programme – key projects in 2020/21

� EmbRace: an award-winning positive action development programme, will be hosted by us and offered to all ethnic minority colleagues at our Senior Associate and Associate grades.

� Mandatory disability awareness training

� Refresher interviewer training

� Deliver our peer learning programme

� Set a diversity and inclusion objective for all our leaders and measure their performance against this in April 2021

� Employee reward: we will consider options for team awards in real time, and monitor the equality impact

� Continue to review our HR policies and equality considerations, ensuring they enable inclusive working practices

� Remote management training for all managers, supporting everyone's wellbeing and resilience.

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Appendix 1: Reporting categories

Our reporting categories are defined as follows:

AgeStaff members were asked to place themselves into one of six age groups:� 16–24

� 25–34

� 35–44

� 45–54

� 55–64

� 65+

� Prefer not to say

DisabilityStaff members were asked whether they consider themselves to be disabled under the definitions of the Equality Act 2010. The question read as follows:

Section 6(1) of the Equality Act 2010 states that a person has a disability if:

a. That person has a physical or mental impairment

b. The impairment has a substantial and long-term adverse effect on that person’s ability to carry out normal day-to-day activities.

Using this definition do you consider yourself to be disabled?

Staff members were asked to select one of the following:� yes

� no

� prefer not to say

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Gender reassignmentStaff members were asked whether they defined themselves as transgender.

RaceStaff members were asked to classify themselves on the basis of the Census 2011 categories of ethnicity:

White� English / Welsh / Scottish / Northern Irish / British

� Irish

� Gypsy or Irish Traveller

� Any other White background

Mixed / multiple ethnic groups� White and Black Caribbean

� White and Black African

� White and Asian

� Any other mixed / multiple ethnic background

Asian / Asian British� Indian

� Pakistani

� Bangladeshi

� Chinese

� Any other Asian background

Black / African / Caribbean / Black British� African

� Caribbean

� Any other Black / African / Caribbean background

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Other ethnic group� Arab

� Any other ethnic group

Religion or beliefStaff members were asked to classify themselves on the basis of the Census 2011 categories of religion or belief:� No religion

� Buddhist

� Christian

� Hindu

� Jewish

� Muslim

� Sikh

� Any other religion


SexThis is recorded as male or female.

Sexual orientationStaff members were given the options of:� Heterosexual

� Gay woman / lesbian

� Gay man

� Bisexual

� Other


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CarerStaff members were asked whether they had caring responsibilities.

Marital statusStaff members were asked to classify themselves on the basis of the Census 2011 categories of marital status:� Married or in a civil partnership

� Not married or in a civil partnership


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Appendix 2: Workforce profile by protected characteristics

Workforce profile by protected characteristic

Table 1: workforce profile by age

Age 2019/20 2018/19 2017/18 2016/17

16-24 * * * *

25-34 25% 21% 20% 17%

35-44 34% 34% 37% 35%

45-54 18% 24% 24% 30%

55-64 20% 19% 17% 17%

65+ * * * *

Table 2: workforce profile by declared disability

Disability 2019/20 2018/19 2017/18 2016/17

Disabled 17% 14% 16% 22%

Non-disabled 73% 71% 69% 67%

Not declared 10% 14% 15% 11%

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Table 3: workforce profile by sex

Sex 2019/20 2018/19 2017/18 2016/17

Male 39% 40% 41% 42%

Female 61% 60% 59% 58%

Table 4: workforce profile by gender reassignment

Gender reassignment 2019/20 2018/19 2017/18 2016/17

Transgender or transsexual * * * *

Table 5: workforce profile by ethnicity

Ethnicity 2019/20 2018/19 2017/18 2016/17

Black and ethnic minority 13% 12% 11% 13%

White 82% 76% 79% 83%

Not declared 5% 13% 10% *

Table 6: workforce profile by religion and belief

Religion or belief 2019/20 2018/19 2017/18 2016/17

Declared religion or belief 35% 32% 34% 42%

No religion or belief 54% 54% 52% 47%

Not declared 11% 14% 14% 11%

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Table 7: workforce profile by sexual orientation

Sexual orientation 2019/20 2018/19 2017/18 2016/17

Gay / lesbian / bisexual 11% 10% 9% 8%

Heterosexual 80% 77% 78% 83%

Not declared 13% 14% 9% 9%

Table 8: workforce profile by caring responsibilities

Caring responsibilities 2019/20 2018/19 2017/18 2016/17

Yes 42% 39% 39% 45%

No 50% 50% 49% 47%


Table 9: workforce profile by pregnancy and maternity

Pregnancy and maternity 2019/20 2018/19 2017/18 2016/17

Pregnant or on maternity leave * * * 8%

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Workforce profile by pay band and protected characteristic

Table 10: workforce profile by pay band and age

Age Associate Senior Associate

(L3)

Senior Associate

(L4)

Principal Senior Principal

Director and above

2019/20 overall profile

16-24 * * * * * * *

25-34 35% 36% 32% 13% 13% * 25%

35-44 12% 11% 41% 47% 38% 33% 34%

45-54 6% 25% 14% 21% 19% 33% 18%

55-64 35% 22% 11% 19% 31% 33% 20%

65+ 6% 8% * * * * *

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Table 11: workforce profile by pay band and declared disability

Table 12:

workforce profile by pay band and sex

Sex Associate Senior Associate

(L3)

Senior Associate

(L4)


Director and above


Female 53% 50% 67% 62% 63% 67% 61%

Male 47% 50% 33% 38% 38% 33% 39%

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Disability Associate Senior Associate

(L3)

Senior Associate

(L4)


Director and above


Disabled * 28% 13% 17% * * 17%

Non-disabled 59% 58% 80% 74% 75% 67% 73%

Not declared * 14% 7% * * * 10%


Table 13: workforce profile by pay band and ethnicity

Ethnicity Associate Senior Associate

(L3)

Senior Associate

(L4)


Director and above


White 59% 69% 89% 87% 94% 75% 82%

Black and ethnic minority 41% 22% 8% * * * 13%

Not declared 0% * * * * * 5%

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Table 14: workforce profile by pay band and religion and belief

Religion or belief Associate Senior Associate

(L3)

Senior Associate

(L4)


Director and above


Declared religion or belief 59% 50% 33% 21% 31% * 35%

No religion or belief 29% 36% 58% 66% 63% 58% 54%

Not declared * 14% 9% 13% * * 11%

Table 15: workforce profile by pay band and sexual orientation

Sexual orientation Associate Senior Associate

(L3)

Senior Associate

(L4)


Director and above


Gay / lesbian / bisexual * * 16% * * * 11%

Heterosexual 82% 75% 82% 79% 81% 83% 80%

Not declared * 17% * 15% * * 9%

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Table 16: workforce profile by caring responsibilities

Caring responsibilities Associate Senior Associate

(L3)

Senior Associate

(L4)


Director and above


Yes 29% 25% 42% 51% 56% 58% 42%

No 65% 58% 53% 43% 31% * 50%

Not declared * 17% * * * * 8%

Table 17: workforce profile by pay band and pregnancy and maternity

Pregnancy and maternity Associate Senior Associate

(L3)

Senior Associate

(L4)


Director and above


Pregnant or on maternity leave

* * * * * * *

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Job applications by protected characteristic

Table 18: job applications by age

Age 2019/20 2018/19 2017/18 2016/17

16-24 12% 12% 9% 4%

25-34 36% 36% 38% 53%

35-44 24% 22% 25% 24%

45-54 12% 11% 15% 6%

55-64 5% 4% 4% *

65+ >1% * * *

Do not wish to declare 2% 3% 9% *

Not stated 9% 12% 0% 10%

Table 19: job applications by declared disability

Disability 2019/20 2018/19 2017/18 2016/17

Disabled 12% 12% 7% 12%

Non-disabled 75% 73% 83% 76%

Not declared 13% 15% 10% 11%

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Table 20: job applications by sex

Sex 2019/20 2018/19 2017/18 2016/17

Male 33% 28% 35% 36%

Female 57% 59% 57% 55%


Table 21: job applications by gender reassignment

Gender reassignment 2019/20 2018/19 2017/18 2016/17

Yes * * * *

No 87% 86% 90% 88%

Do not wish to declare * * 9% *

Not stated 12% 12% * 9%

Table 22: job applications by ethnicity

Ethnicity 2018/19 2017/18 2016/17 2015/16

Black and ethnic minority

2019/20 2018/19 2017/18 2016/17

White 19% 19% 25% 17%

Not declared 69% 68% 64% 71%

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Table 23: job applications by religion and belief

Religion or belief 2019/20 2018/19 2017/18 2016/17

Declared religion or belief

35% 35% 37% 35%

No religion or belief 46% 44% 45% 48%

Not declared 20% 21% 18 17%

Table 24: job applications by sexual orientation

Sexual orientation 2019/20 2018/19 2017/18 2016/17

Gay / lesbian / bisexual

13% 12% 10% 7%

Heterosexual 70% 69% 74% 81%

Not stated 11% 13% * 10%

Prefer not to say 6% * 16% *

Table 25: job applications by caring responsibilities

Caring responsibilities

2019/20 2018/19 2017/18 2016/17

Yes 21% 25% 24% 16%

No 62% 59% 64% 71%

Not declared 17% 16% 12% 13%

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Table 26: job applications by pregnancy and maternity

Pregnancy and maternity

2019/20 2018/19 2017/18 2016/17


* 0% * *

Not declared * 0% 10% 11%

External recruitment by protected characteristic

Table 27: external recruitment by age

Age 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

16-24 * * * * *

25-34 53% 53% 41% 33% 25%

35-44 25% 42% 41% 67% 34%

45-54 13% * 10% * 18%

55-64 * * 7% * 20%

65+ * * * * *

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Table 28: external recruitment by declared disability

Disability 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Disabled 9% * 5% 22% 17%

Non-disabled 68% 95% 71% 78% 73%

Not declared 23% * 24% * 10%

Table 29: external recruitment by sex

Sex 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Male 32% 21% 34% 44% 39%

Female 68% 79% 66% 56% 61%

Table 30: external recruitment by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/17 2019/120 Workforce

Profile

Transgender or transsexual

* * * * *

35


Table 31: external recruitment by ethnicity

Ethnicity 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


13% 11% 12% 11% 13%

White 74% 42% 64% 78% 82%

Not declared 13% 47% 24% 11% *

Table 32: external recruitment by religion and belief

Religion or belief 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


34% 26% 17% 33% 35%

No religion or belief 47% 58% 59% 67% 54%

Not declared 16% 24% * 10% 14%

Table 33: external recruitment by sexual orientation

Sexual orientation 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


23% 21% 10% 0% 11%

Heterosexual 64% 68% 66% 100% 80%

Not declared 13% 11% 24% 0% 9%

36


37


Table 34: external recruitment by caring responsibilities


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Yes 21% 26% 15% 11% 42%

No 58% 63% 65% 78% 50%

Not declared 21% 11% 20% 11% 8%

Table 35: external recruitment by pregnancy and maternity


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * 11% *

38


Promotions by protected characteristic

Table 36: promotions by age

Age 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

16-24 * * * * *

25-34 37% * 33% 25% 25%

35-44 41% * 17% 33% 34%

45-54 * * 50% 42% 18%

55-64 * * * * 20%

65+ * * * * *

Table 37: promotions by declared disability


Profile

Disabled * * * 92% 17%

Non-disabled 89% * 100% 8% 73%

Not declared * * * * 10%

39


Table 38: promotions by sex

Sex 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Male 26% * 33% 50% 39%

Female 74% * 67% 50% 61%

Table 39: promotions by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * * *

Table 40: promotions by ethnicity


Profile


* * * 9% 13%

White 78% * 100% 83% 82%

Not declared * * * 8% *%

Table 41: promotions by religion and belief


Profile

Declared religion or 26% * 50% 58% 35%

40



Profile

belief

No religion or belief 63% * 50% 42% 54%


Table 42: promotions by sexual orientation


Profile


* * 17% 17% 11%

Heterosexual 89% * 83% 83% 80%


Table 43: promotions by caring responsibilities


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce Profile

Yes 37% * 17% 42%

No 59% * 83% 50%

Not declared * * * 8%

41


Table 44: promotions by pregnancy and maternity


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * 8% *

Temporary promotions by protected characteristic

Table 45: temporary promotions by age

Age 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

16-24 * * * * *

25-34 * * * * 25%

35-44 53% * 33% 50% 34%

45-54 * * 67% 50% 18%

55-64 * * * * 20%

65+ * * * * *

42


Table 46: temporary promotions by disability

Disability 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

Disabled * * * * 17%

Non-disabled 67% * 100% 100% 73%


Table 47: temporary promotions by sex

Sex 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

Male * * 33% 50% 39%

Female 87% * 67% 50% 61%

Table 48: temporary promotions by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * * * *

43


Table 49: temporary promotions by ethnicity

Ethnicity 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * * * 13%

White 100% 100% 83% 100% 82%

Not declared * * 17% * 5%

Table 50: temporary promotions by religion and belief

Religion or belief 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * 33% 50% 35%

No religion or belief 67% * 67% 50% 54%


Table 51: temporary promotions by sexual orientation

Sexual orientation 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * 17% * 11%

Heterosexual 73% * 83% 100% 80%


44


45


Table 52: temporary promotions by caring responsibilities


2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

Yes 47% * 67% 100% 42%

No 40% * 17% * 50%


Table 53: temporary promotions by pregnancy and maternity


2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * * * *

46


Staff leavers by protected characteristic

Table 54: leavers by age

Age 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

16-24 * * * *

25-34 40% 32% * 25%

35-44 23% 39% 14% 34%

45-54 29% 19% 40% 18%

55-64 * 10% 40% 20%

65+ * * * *

Table 55: leavers by declared disability


Profile

Disabled * 10% 26% 42% 14%

Non-disabled 57% 73% 64% 42% 73%

Not declared 37% 17% 10% 16% 10%

47


Table 56: leavers by sex

Sex 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Male 34% 63% 29% 35% 39%

Female 66% 37% 71% 65% 61%

Table 57: leavers by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * * *

Table 58: leavers by ethnicity


Profile


* 17% 19% 28% 13%

White 66% 73% 74% 72% 82%

Not declared 29% 10% 7% * 5%

Table 59: leavers by religion and belief


Profile

Declared religion or 20% 43% 42% 42% 35%

48



Profile

belief


Not declared 22% 13% 16% 9% 11%

Table 60: leavers by sexual orientation


Profile


23% 10% 7% 7% 11%

Heterosexual 54% 77% 77% 86% 80%

Not declared 22% 13% 16% 7% 9%

49


Table 61: leavers by caring responsibilities


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Yes 20% 30% 39% 60% 42%

No 49% 53% 55% 33% 50%

Not declared 31% 16% 16% 7% 8%

Table 62: leavers by pregnancy and maternity


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * * *

50


Grievances by protected characteristic

Table 63: grievances by age

Age 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

16-24 * 0% 0% 0% *

25-34 * 0% 0% 0% 25%

35-44 * 0% 0% 38% 34%

45-54 * 0% 0% 50% 18%

55-64 * 0% 0% 12% 20%

65+ * 0% 0% 0% *

Table 64: grievances by declared disability


Profile

Disabled * 0% 0% 50% 17%

Non-disabled * 0% 0% 25% 73%

Not declared * 0% 0% 25% 10%

51


Table 65: grievances by sex

Sex 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Male * 0% 0% 25% 39%

Female * 0% 0% 75% 61%

Table 66: grievances by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* 0% 0% * *

Table 67: grievances by ethnicity


Profile


* 0% 0% 13% 13%

White * 0% 0% 63% 82%

Not declared * 0% 0% 24% 10%

Table 68: grievances by religion and belief


Profile

Declared religion or * 0% 0% 25% 35%

52



Profile

belief

No religion or belief * 0% 0% 50% 54%

Not declared * 0% 0% 25% 11%

Table 69: grievances by sexual orientation


Profile


* 0% 0% 0% 11%

Heterosexual * 0% 0% 75% 80%

Not declared * 0% 0% 25% 9%

53


Table 70: grievances by caring responsibilities


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Yes * 0% 0% 63% 42%

No * 0% 0% 25% 50%

Not declared * 0% 0% 12% 8%

Table 71: grievances by pregnancy and maternity


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* 0% 0% 13% *

54


Part-time working by protected characteristic

Table 72: part-time working by age

Age 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

16-24 * * * * *

25-34 44% * * * 25%

35-44 23% 36% 43% 47% 34%

45-54 19% 36% 32% 29% 18%

55-64 * * 16% 15% 20%

65+ * * 5% 6% *

Table 73: part-time working by declared disability


Profile

Disabled 14% 14% 18% 21% 17%

Non-disabled 77% 62% 68% 62% 73%

Not declared * 24% 14% 17% 10%

55


Table 74: part-time working by sex

Sex 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Male 19% 21% 27% 18% 39%

Female 81% 79% 73% 82% 61%

Table 75: part-time working by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * * *

Table 76: part-time working by ethnicity


Profile


* * 3% 6% 13%

White 98% 88% 89% 94% 82%

Not declared * * 8% 0% 5%

Table 77: part-time working by religion and belief


Profile


56



Profile

belief


Not declared * 15% 16% 15% 11%

Table 78: part-time working by sexual orientation

Sexual orientation 2019/20 2018/19 2017/18 2016/17 2019/20

Workforce Profile


* * 5% * 11%

Heterosexual 93% 85% 84% 94% 80%


57


Table 79: part-time working by caring responsibilities


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Yes 74% 70% 68% 73% 42%

No 16% 18% 19% 21% 50%


Table 80: part-time working by pregnancy and maternity


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * 12% *

58


Sickness absence by protected characteristic

Table 81: sickness absence by age

Age 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

16-24 * * * * *

25-34 26% 23% 23% 14% 25%

35-44 35% 34% 30% 33% 34%

45-54 17% 22% 24% 31% 18%

55-64 17% 20% 22% 20% 20%

65+ * * * * *

Table 82: sickness absence by declared disability


Profile

Disabled 17% 19% 22% 31% 17%

Non-disabled 68% 67% 65% 58% 73%

Not declared 15% 14% 13% 11% 10%

59


Table 83: sickness absence by sex

Sex 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Male 40% 34% 43% 38% 39%

Female 60% 66% 57% 62% 61%

Table 84: sickness absence by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * * *

Table 85: sickness absence by ethnicity


Profile


10% 11% 10% 17% 13%

White 79% 79% 84% 80% 82%

Not declared 10% 10% 6% * 5%

Table 86: sickness absence by religion and belief


Profile


60



Profile

belief


Not declared 15% 14% 12% 13% 11%

Table 87: sickness absence by sexual orientation


Profile


9% 12% 7% 7% 10%

Heterosexual 78% 77% 83% 85% 77%

Not declared 13% 11% 10% 8% 13%

61


Table 88: sickness absence by caring responsibilities


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Yes 42% 41% 39% 48% 42%

No 45% 50% 50% 44% 50%

Not declared 13% 9% 11% 8% 8%

Table 89: sickness absence by pregnancy and maternity


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * 9% *

62


Training and development by protected characteristic

Table 90: training and development by age

Age 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

16-24 * * * * *

25-34 25% 21% 21% 16% 25%

35-44 34% 34% 37% 34% 34%

45-54 18% 24% 25% 29% 18%

55-64 20% 19% 16% 20% 20%

65+ * * * * *

Table 91: training and development by declared disability


Profile

Disabled 17% 14% 15% 24% 17%

Non-disabled 73% 71% 68% 65% 73%

Not declared 10% 14% 17% 11% 10%

63


Table 92: training and development by sex

Sex 2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Male 39% 40% 42% 41% 39%

Female 61% 60% 58% 59% 61%

Table 93: training and development by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * * * *

Table 94: training and development by ethnicity


Profile


13% 14% 14% 12% 13%

White 82% 83% 83% 86% 82%

Not declared 5% * * * 5%

Table 95: training and development by religion and belief


Profile


64



Profile

belief


Not declared 11% 15% 10% 7% 11%

Table 96: training and development by sexual orientation


Profile


11% 9% 10% 7% 11%

Heterosexual 80% 77% 80% 88% 80%

Not declared 9% 14% 10% 5% 9%

65


Table 97: training and development by caring responsibilities


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile

Yes 42% 38% 44% 53% 42%

No 50% 49% 48% 43% 50%

Not declared 8% 13% 8% 4% 8%

Table 98: training and development by pregnancy and maternity


2019/20 2018/19 2017/18 2016/17 2019/20 Workforce

Profile


* * 4% *

66


Flexible working requests by protected characteristic

Table 99: flexible working requests by age

Age 2019/20 2018/19 2017/18 2016/ 17

2019/20

Workforce

Profile

16-24 * * * 0% *

25-34 * * * 0% 25%

35-44 * * 40% 38% 34%

45-54 * * 35% 50% 18%

55-64 * * * 0% 20%

65+ * * 20% 12% *

Table 100: flexible working requests by declared disability

Disability 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

Disabled * * 10% 13% 17%

Non-disabled * * 60% 62% 73%

Not declared * * 20% 25% 10%

67


Table 101: flexible working requests by sex

Sex 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

Male * * 45% 38% 39%

Female 63% 55% 62% 65% 60%

Table 102: flexible working requests by gender reassignment

Gender reassignment

2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * * * *

Table 103: flexible working requests by ethnicity

Ethnicity 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * 45% 87% 13%

White * * 55% 13% 82%


Table 104: flexible working requests by religion and belief

Religion or belief

2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

Declared * * 65% 63% 35%

68


Religion or belief

2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

religion or belief

No religion or belief

* * 30% 37% 54%

Not declared * 5% 0% * 14%

Table 105: flexible working requests by sexual orientation

Sexual orientation 2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * 20% 25% 11%

Heterosexual * * 75% 75% 80%


69


Table 106: flexible working requests by caring responsibilities


2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile

Yes * * 65% 38% 42%

No * * 30% 50% 50%


Table 107: flexible working requests by pregnancy and maternity


2019/20 2018/19 2017/18 2016/ 17 2019/20 Workforce

Profile


* * 14% 13% *

70


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Workforce diversity report 2019 to 2020 · Web viewWe are pleased to present our annual workforce...

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Transcript of Workforce diversity report 2019 to 2020 · Web viewWe are pleased to present our annual workforce...