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Hertfordshire: Helping you create a county of opportunity

1

Workforce Equalities Profile

2013/2014

Herts HR

Author: Sophie Newman

Data provided by the Workforce Information & Planning Team

FINAL

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 5

2.6 Religion and Belief 6

2.7 Caring and Family Responsibility 6

SECTION THREE: Equalities Monitoring of Training 7

3.1 Purpose 7

3.2 Attendance by Equalities areas 7

3.2.1 Ethnicity 7

3.2.2 Disability 8

3.2.3 Gender 8

3.2.4 Age 9

3.2.5 Religion and Belief 9

3.2.6 Sexual Orientation 10

SECTION FOUR: Case Management and Employment Tribunals 11

4.1 Monitoring of cases by Ethnicity 12

4.2 Monitoring of cases by Disability and Gender 12

4.3 Monitoring of cases by Age, Sexual Orientation and Religion and Belief 12

4.4 Employment Tribunals 12

SECTION FIVE: Applicant and Starter Data 12

5.1 Applicants and Starters by Ethnicity 12

5.2 Applicants and Starters by Disability 13

5.3 Applicants and Starters by Gender 13

5.4 Applicants and Starters by Age 14

5.5 Applicants and Starters by Sexual Orientation 15

5.6 Applicants and Starters by Religion 15

5.7 Applicants and Starters by Caring and Family Responsibility 15

SECTION SIX: Recruitment and Retention – Starters and Leavers 16

6.1 Overview 16

6.2 Ethnicity 16

6.2.1 Ethnicity and reason for leaving 17

6.3 Disability 18

6.3.1 Disability and reason for leaving 18

6.4 Gender 19

6.4.1 Gender and reason for leaving 19

6.5 Age 20

6.6 Sexual Orientation 21

6.7 Religion and Belief 22

6.8 Caring and Family Responsibility 23

6.9 Return to work rates following Maternity leave 24

SECTION SEVEN: HCC and Council Department comparison summary 25

Appendix I: the Council’s Targets 26


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SECTION ONE: BACKGROUND

1.1 Background This report summarises key management information and statistics about all staff employed by Hertfordshire County Council in Council Departments (non-schools), as at 31

st March 2014. Information on the Schools Workforce is included in Appendix II.

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

SECTION TWO: WORKFORCE PROFILE

2.1 Ethnicity

The Council currently holds ethnicity data for 96.3% (8,139) of the workforce.

Black and Minority Ethnic (BME) employees represent 11.6% of the overall Council workforce, an increase of 1.2% from last year. This meets the Council’s target

Figure 1- Council Departments excluding Schools

Headcount % Headcount % % Headcount % %

A - Asian 290 2.8% 287 2.8% - 250 3.0% h

B - Black 478 4.6% 524 5.1% h 492 5.8% h

C - White 8,915 85.2% 8,722 85.5% h 7,162 84.7% i

D - Mixed 141 1.3% 138 1.4% h 142 1.7% h

E - Other 118 1.1% 116 1.1% - 93 1.1% -

F - Unknown 517 4.9% 418 4.1% i 312 3.7% i

Total 10,459 10,205 8,451

BME 1,027 9.8% 1,065 10.4% h 977 11.6% h

Ethnicity31/03/12 31/03/13 31/03/14


BME 1,027 9.8% 1,065 10.4% h 977 11.6% h

White 8,915 85.2% 8,722 85.5% h 7,162 84.7% i

Unknown 517 4.9% 418 4.1% i 312 3.7% i

Total 10,459 10,205 8,451

Ethnicity31/03/12 31/03/13 31/03/14

The Council continues to work with the departmental Equalities Action Groups to explore underrepresentation. This includes providing specialised training interventions in some areas and target setting to ensure HCC is performing better than average.

Figure 2- Benchmarking as at March 2014

Herts Bucks Kent E Sussex Oxfordshire Hants Wilts Average

Top 5%

Ethnic

Minority

Earners

8.5% 3.8% 4.6% 3.8% 0.9% 1.0% 2.0% 3.5%


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2.2 Disability

The Council currently hold disability data for 94.1% (7,950) of the workforce.

The number of employees in Council Departments declaring a disability is 5.0% (as at March 2014), higher than the target of 4.0%

Figure 3 – Council Departments excluding Schools

Headcount % Headcount % Headcount %

Not Disabled 9,299 88.9% 9,098 89.2% h 7,526 89.1% i

Disabled 390 3.7% 424 4.2% h 424 5.0% h

Unknown 770 7.4% 683 6.7% i 501 5.9% i

Total 10,459 10,205 8,451

Disability31/03/12 31/03/13 31/03/14

2.3 Gender

Women continue to make up a majority of the workforce at 66.8% (5,655 employees).This is a decrease from last year when it was 71.9% (Figure 4).

The percentage of males has increased in the last year from 28.1% (2,864) in 2012/13 to 33.1% (2,796) in 2013/14.



Male 2,923 27.9% 2,864 28.1% i 2,796 33.1% h

Female 7,536 72.1% 7,341 71.9% i 5,655 66.8% i

Total 10,459 10,205 8,451

Gender31/03/12 31/03/13 31/03/14

2.4 Age

There has been some slight variance in the age profile (Figure 5).

The under 25 age group has seen an increase of 1.0% since March 2013.

The age profile continues to be dominated by the age ranges from 40 to 59 (56.0% of the workforce).

Figure 5 – Council Departments excluding School

% % %

Under 20 61 0.6% 58 0.6% h 70 0.8% h

20 - 24 285 2.7% 287 2.8% i 303 3.6% h

25 - 29 754 7.2% 696 6.8% i 641 7.6% h

30 - 34 954 9.1% 961 9.4% h 849 10.0% h

35 - 39 1,067 10.2% 983 9.6% i 806 9.5% i

40 - 44 1,452 13.9% 1,398 13.7% i 978 11.6% i

45 - 49 1,728 16.5% 1,699 16.6% h 1,256 14.9% i

50 - 54 1,680 16.1% 1,663 16.3% h 1,354 16.0% i

55 - 59 1,302 12.4% 1,313 12.9% i 1,143 13.5% h

60 - 64 837 8.0% 777 7.6% i 682 8.1% h

65 - 69 248 2.4% 266 2.6% - 262 3.1% h

70 & Above 91 0.9% 104 1.0% h 107 1.3% h

Under 25 346 3.3% 345 3.4% i 373 4.4% h

Over 55 2,478 23.7% 2,460 24.1% i 2,194 26.0% h

Age Groups31/03/12 31/03/13 31/03/14


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% % %

Under 25 346 3.3% 345 3.4% i 373 4.4% h

25 to 55 7,635 73.0% 7,400 72.5% h 5,884 69.6% i

Over 55 2,478 23.7% 2,460 24.1% i 2,194 26.0% h

Totals 10,459 10,205 8,451

Age Groups31/03/12 31/03/13 31/03/14

The age profile of the organisation could be more diverse. Despite changes in the last year, ages 20 to 29 have increased by 1.8% but still remains the least represented.


The Council Age Breakdown by Headcount as at 31st March 2014

3548

4530

373

11185

19090

1601

133679

330348

72231

0%

10%

20%

30%

40%

50%

60%

70%

Council Departments 4.4% 53.6% 42.0%

HCC 4.8% 59.9% 35.1%

Economically Active 13.5% 61.6% 24.9%

Age 16 to 24 Age 25 to 49 Age 50 plus

2.5 Sexual Orientation

A survey undertaken by the Office of National Statistics estimates that approximately 1-2% of the UK population are non-heterosexual.

The number of employees who have disclosed their sexual orientation is starting to increase and the Council continues to encourage employees to declare equalities information.

1.2% of employees in Council departments have declared they are non-heterosexual (Figure 7). This is an increase of 0.2% since last year.



Non Heterosexual 93 0.9% 98 1.0% h 100 1.2% h

Heterosexual 3,387 32.4% 3,969 38.9% h 3,778 44.9% h

Unknown 6,979 66.7% 6,138 60.1% i 4,573 54.4% i

Total 10,459 10,205 8,451

Sexual

Orientation

31/03/12 31/03/13 31/03/14


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The Council was awarded 66th place on the Stonewall Top 100 Workplace Index for 2014, and is one of only 17 Local Authorities to make the list.

Stonewall have also awarded the group its Star Performer 2013 badge, which recognises the achievement and activities of the group and how it fits in with the wider organisation

The LGBT Network has increased its virtual presence, and now provides regular updates to employees and the wider community on key projects and promotions

2.6 Religion and Belief

The Council hold information on the religious beliefs of 91.0% (7,693) of the workforce.

There has been a rise in the percentage of employees with no religious beliefs from 26.6% (2,715) to 28.4% (2,385).

Christian religious beliefs continue to account for the majority of employees’ religious beliefs, with 56.4% of employees who are Christian, and other religious beliefs accounting for 6.7%.



Christian 5,938 56.8% 5,803 56.9% h 4,746 56.4% i

Other 258 2.5% 263 2.6% h 224 2.7% h

Muslim 126 1.2% 131 1.3% - 103 1.2% i

Jewish 59 0.6% 59 0.6% - 62 0.7% h

Hindu 98 0.9% 91 0.9% i 90 1.1% h

Sikh 60 0.6% 55 0.5% - 45 0.5% h

Buddhist 39 0.4% 39 0.4% - 38 0.5% -

None 2,718 26.0% 2,715 26.6% h 2,385 28.4% h

Unknown 1,163 11.1% 1,049 10.3% i 758 9.0% i

Total 10,459 10,205 8,451

Non Christian 640 6.2% 638 6.3% h 562 6.7% h

Religion31/03/12 31/03/13 31/03/14


Christian 5,938 56.8% 5,803 56.9% h 4,746 56.4% i

Non Christian 640 6.2% 638 6.3% h 562 6.7% h

None 2,718 26.0% 2,715 26.6% h 2,385 28.4% h

Unknown 1,163 11.1% 1,049 10.3% i 758 9.0% i

Total 10,459 10,205 8,451

Religion31/03/12 31/03/13 31/03/14

2.7 Caring and Family Responsibilities

The Council holds monitoring information on caring responsibilities for 91.3% of the workforce.


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Headcount % Headcount % Headcount %Caring

Responsibility3,530 33.8% 3,468 34.0% h 2,740 32.4% i

Non Caring

Responsibility5,781 55.3% 5,705 55.9% h 4,973 58.8% h

Unknown 1,148 11.0% 1,032 10.1% i 738 8.7% i

Total 10,459 10,205 8,451

Carers

Responsibility

31/03/12 31/03/13 31/03/14

The Council has a dedicated Carers Policy in recognition that caring and parenting responsibilities are likely to affect employees at some stage in their careers. The Council is committed to supporting employees to find ways of successfully combining caring responsibilities with work. We are currently working closely with Carers in Hertfordshire to revitalise the support that is available for Working Carers in the organisation.

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 of the equalities strands. The data provided in the figures below is based on employees in Council departments only (excluding Schools). Figures 11-16 show that 20,387 training course places were occupied by 5,291 employees. Each trained person attended an average of 3.9 training courses, compared to 3.8 for the year to March 2012. In the last years the Council have reduced the number of face-to-face training interventions, with a move to further provision of online training. Work to improve the monitoring of all training interventions used at Hertfordshire County Council, including iLearn (online learning intervention) and hard to reach groups, where local training takes place, is ongoing. The following tables show the number of employees, number of course delegates and the number of course attendances 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.

3.2 Attendance by Equalities Areas

3.2.1 Ethnicity

The attendance for White (3.8) and Unknown (2.7) employees is lower than the average of 3.9. The majority of groups are above the average which demonstrates no restriction of access for these groups. The attendance for BME employees (4.4) is higher than the average.


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EthnicityEmployees (%

of org)

Delegates

(%of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Asian 250 (2.4%) 188 (3.6%) 708 (3.5%) 75.2% 3.8 h 3.6

Black 492 (4.7%) 408 (7.7%) 1,871 (9.2%) 82.9% 4.6 h 4.4

White 7,162 (68.5%) 4,331 (81.9%) 16,497 (80.9%) 60.5% 3.8 h 3.4

Mixed 142 (1.4%) 96 (1.8%) 521 (2.6%) 67.6% 5.4 h 3.2

Other 93 (0.9%) 57 (1.1%) 230 (1.1%) 61.3% 4.0 h 3.6

Unknown 312 (3.0%) 211 (4.0%) 560 (2.7%) 67.6% 2.7 h 2.6

Total 8,451 5,291 20,387 62.6% 3.9 h 3.5

BME 977 (9.3%) 749 (14.2%) 76.7% 4.4 h 4.0

EthnicityEmployees (%

of org)

Delegates

(%of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

BME 977 (9.3%) 749 (14.2%) 3,330 (16.3%) 76.7% 4.4 h 4.0

White 7,162 (68.5) 4,381 (82.0%) 16,497 (80.9%) 60.5% 3.8 h 3.4

Unknown 312 (3.0%) 211 (4.0%) 560 (2.7%) 67.6% 2.7 h 2.6

Total 8,451 5,343 20,387 62.6% 3.9 h 3.5

3.2.2 Disability

5.5% of delegates attending training declared a disability. This is higher than the percentage of employees in the workforce who have declared a disability, 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.


Disability

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Disabled 424 (4.1%) 304 (5.7%) 1,130 (5.5%) 71.7% 3.7 h 3.0

Not Disabled 7,526 (72.0%) 4,656 (88.0%) 18,265 (89.6%) 61.9% 3.9 h 3.5

Unknown 501 (4.8%) 331 (6.3%) 992 (4.9%) 66.1% 3.0 h 2.9

Total 8,451 5,291 20,387 62.6% 3.9 h 3.5

3.2.3 Gender

Figure 12 shows that the number of different courses attended by male delegates decreases to 3.6 compared to an average of 3.9.


Gender

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Female 5,655 (54.1%) 4,133 (78.1%) 16,166 (79.3%) 73.1% 3.9 h 3.6

Male 2,796 (26.7%) 1,158 (21.9%) 4,221 (20.7%) 41.4% 3.6 h 3.1

Total 8,451 5,291 20,387 62.6% 3.9 h 3.5


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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 decreases to 2.9 compared to an average of 3.9. The under 25 age group is 5.2, 1.3 above the average.


Age

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Under 20 70 (0.7%) 33 (0.6%) 134 (0.7%) 47.1% 4.1 h 3.1

20 - 24 303 (2.9%) 218 (4.1%) 1,176 (5.8%) 71.9% 5.4 h 4.2

25 - 29 641 (6.1%) 427 (8.1%) 2,398 (11.8%) 66.6% 5.6 h 3.9

30 - 34 849 (8.1%) 521 (9.8%) 2,177 (10.7%) 61.4% 4.2 h 4.0

35 - 39 806 (7.7%) 459 (8.7%) 1,951 (9.6%) 56.9% 4.3 h 3.8

40 - 44 978 (9.4%) 607 (11.5%) 2,571 (12.6%) 62.1% 4.2 h 3.7

45 - 49 1,256 (12.0%) 834 (15.8%) 3,054 (15.0%) 66.4% 3.7 h 3.6

50 - 54 1,354 (12.9%) 912 (17.2%) 3,196 (15.7%) 67.4% 3.5 h 3.3

55 - 59 1,143 (10.9%) 768 (14.5%) 2,331 (11.4%) 67.2% 3.0 - 3.0

60 - 64 682 (6.5%) 371 (7.0%) 1,088 (5.3%) 54.4% 2.9 h 2.5

65 - 69 262 (2.5%) 110 (2.1%) 258 (1.3%) 42.0% 2.3 - 2.3

70 and Above 107 (1.0%) 31 (0.6%) 53 (0.3%) 29.0% 1.7 h 1.6

Total 8,451 5,291 20,387 62.6% 3.9 h 3.5

Under 25 373 (3.6%) 251 (4.7%) 1,310 (6.4%) 67.3% 5.2 h 4.0

Over 55 2,194 (21.0%) 1,280 (24.2%) 3,730 (18.3%) 58.3% 2.9 h 2.7

Age

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Under 25 373 (3.6%) 251 (4.7%) 1,310 (6.4%) 67.3% 5.2 h 4.0

25 to 54 5,884 (56.3%) 3,760 (71.1%) 15,347 (75.3%) 63.9% 4.1 h 3.7

Over 55 2,194 (21.0%) 1,280 (24.2%) 3,730 (18.3%) 58.3% 2.9 h 2.7

Total 8,451 5,291 20,387 62.6% 3.9 h 3.5

3.2.5 Religion and Belief

The information in Figure 14 shows the take up of training events and the representation of colleagues with different religious beliefs has increased from the year to March 2013 (+0.2) but is just below the average for the year to March 2014 (-0.2).

The data suggests equal access to training.


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Religion &

Belief

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Christian 4,746 (45.4%) 2,990 (56.5%) 11,623 (57.0%) 63.0% 3.9 h 3.5

None 2,385 (22.8%) 1,425 (26.9%) 5,814 (28.5%) 59.7% 4.1 h 3.5

Unknown 758 (7.2%) 503 (9.5%) 1,561 (7.7%) 66.4% 3.1 h 3.0

Other 224 (2.1%) 129 (2.4%) 433 (2.1%) 57.6% 3.4 i 4.0

Hindu 90 (0.9%) 68 (1.3%) 307 (1.5%) 75.6% 4.5 h 3.4

Muslim 103 (1.0%) 74 (1.4%) 256 (1.3%) 71.8% 3.5 h 3.4

Sikh 45 (0.4%) 36 (0.7%) 111 (0.5%) 80.0% 3.1 i 3.2

Jewish 62 (0.6%) 44 (0.8%) 199 (1.0%) 71.0% 4.5 h 2.9

Buddhist 38 (0.4%) 22 (0.4%) 83 (0.4%) 57.9% 3.8 i 3.9

Total 8,451 5,291 20,387 62.6% 3.9 h 3.5

Religion &

Belief

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Christian 4,746 (45.4%) 2,990 (56.5%) 11,623 (57.0%) 63.0% 3.9 h 3.5

Non Christian 562 (5.4%) 373 (7.0%) 1,389 (6.8%) 66.4% 3.7 h 3.5

None 2,385 (22.8%) 1,425 (26.9%) 5,814 (28.5%) 59.7% 4.1 h 3.5

Unknown 758 (7.2%) 503 (9.5%) 1,561 (7.7%) 66.4% 3.1 h 3.0

Total 8,451 5,291 20,387 62.6% 3.9 h 3.5

3.2.6 Sexual Orientation

Figure 15 shows that training course attendance for non heterosexual (5.4) and heterosexual orientation (4.4) colleagues are both above the organisational average of 3.9.


Sexual

Orientation

Employees (%

of org)

Delegates

(% of org)

Attendances

(% of org)

%

Equality

Group

Attendances

per delegate

2013/14

Attendances

per delegate

2012/13

Heterosexual 3,778 (36.1%) 2,476 (46.8%) 10,905 (53.5%) 65.5% 4.4 h 4.0

Non Heterosexual 100 (1.0%) 64 (1.2%) 344 (1.7%) 64.0% 5.4 h 3.0

Unknown 4,573 (43.7%) 2,751 (52.0%) 9,138 (44.8%) 60.2% 3.3 h 3.1


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SECTION FOUR: CASE MANAGEMENT AND EMPLOYMENT TRIBUNALS

The Council monitor 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 59 66 h 33 27 i 12 6 i 23 10 i

Asian 1.7% i 3.0% h 18.2% h 18.5% h 0.0% - 33.3% h 21.7% i 0.0% i 3.0%

Black 16.9% h 10.6% i 12.1% i 11.1% i 25.0% i 0.0% i 17.4% h 10.0% i 5.8%

White 76.3% i 77.3% h 51.5% i 66.7% h 75.0% i 33.3% i 34.8% i 80.0% h 84.7%

Mixed 0.0% h 0.0% - 6.1% - 0.0% i 0.0% h 0.0% - 4.3% - 0.0% i 1.7%

Other 0.0% h 1.5% h 6.1% h 3.7% i 0.0% h 0.0% - 8.7% i 0.0% i 1.1%

Unknown 5.1% h 7.6% h 6.1% h 0.0% i 0.0% h 33.3% h 13.0% i 10.0% i 3.7%

Disability

Declared8.5% i 6.1% i 24.2% h 11.1% i 16.7% h 0.0% i 21.7% h 10.0% i 5.0%

Disability

Unknown13.6% h 9.1% i 6.1% h 7.4% h 0.0% i 33.3% h 13.0% i 10.0% i 5.9%

Male 47.5% i 48.5% h 30.3% i 25.9% i 41.7% i 66.7% h 26.1% h 60.0% h 33.1%

Female 52.5% h 51.5% i 69.7% h 74.1% h 58.3% h 33.3% i 73.9% i 30.0% i 66.9%

Under 25 1.7% 4.5% h 0.0% 7.4% h 8.3% 0.0% i 0.0% - 0.0% - 4.4%

Over 55 27.1% 24.2% i 21.2% 29.6% h 25.0% 0.0% i 30.4% i 10.0% i 26.0%

Heterosexual 27.1% 31.8% h 45.5% 33.3% i 25.0% 16.7% i 43.5% h 20.0% i 44.9%

Non

Heterosexual0.0% 1.5% h 0.0% 3.7% h 0.0% 16.7% h 0.0% - 0.0% - 1.2%

Sexual

Orientation

Unknown

72.9% 66.7% i 54.5% 63.0% h 75.0% 66.7% i 56.5% i 80.0% h 54.4%

Christian 62.7% 54.5% i 48.5% 22.2% i 41.7% 0.0% i 39.1% i 40.0% h 56.4%

Non Christian 3.4% 6.1% h 24.2% 25.9% h 0.0% 33.4% h 34.8% i 0.0% i 6.7%

None 16.9% 22.7% h 15.2% 40.7% h 50.0% 16.7% i 8.7% i 40.0% h 28.4%

Religion

Unknown16.9% 16.7% i 12.1% 11.1% i 8.3% 50.0% h 17.4% h 20.0% h 9.0%

Caring

Responsibility25.4% 34.8% h 39.4% 51.9% h 33.3% 16.7% i 34.8% i 40.0% h 32.4%

Non Caring

Responsibility57.6% 47.0% i 51.5% 40.7% i 66.7% 33.3% i 47.8% i 30.0% i 58.8%

31/03/2014

Council

Department

Comparison

Discipline

31/03/13 31/03/14

Grievances

31/03/13 31/03/14 31/03/13 31/03/14

HarassmentEmployment

Tribunals

31/03/13 31/03/14


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4.1 Monitoring of Cases by Ethnicity

The monitoring of disciplinary, harassment and grievances are shown by ethnicity in figure 17. When looking at the data, there appears to be a higher proportion of disciplinary cases for employees from a black background (10.6% which equates to 7 cases). This is however reduced from 2012/13.

18.5% (5 cases) of grievance cases were raised by employees from an Asian background, and 11.1% (3 cases) were raised by employees from a Black background.

There were 33.3% (2 cases) of harassment and bullying for employees from an Asian background.

4.2 Monitoring of Cases by Disability and Gender

6.1% (4 cases) of disciplinary cases involved employees with a disability.

11.1% of grievance cases involved employees with a disability (3 cases).

48.5% (32) of disciplinary cases involved males. This is proportionately high when compared to the workforce profile in the Council.

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

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

4.4 Employment Tribunals

From the period April 2013 to March 2014, 10 claims have been taken against the Council, a reduction from 2012/13 (23 claims made). The details of the claimants by gender, disability and ethnicity are given in figure 17.

SECTION FIVE: APPLICANT AND STARTER DATA

During the period 1

st April 2012 to 31

st March 2013, Hertfordshire County Council were in the

process of procuring and establishing a new e-recruitment system for the organisation and have bought our permanent recruitment activity back in-house. During this period we experienced difficulty in reporting the data required. From the implementation of our new recruitment system, we are now able to more accurately record the applicant and starter data from the period 1

st April 2013 to 31

st March 2014. At this

point in time we have no comparative data, but will be reporting on this in the next report for 2014/15. The data provided is for a 12 month period from 1

st April 2013 to 31

st March 2014, and is

broken down by equality strand.

5.1 Applicants and Starters by Ethnicity

In the reporting period, 35.8% of new starters to the organisation were from a BME background. This is encouraging for the organisation, 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 ongoing.


13


Ethnicity Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

A - Asian 8.8% 9.8% 9.9% 6.9% 4.1%

B - Black 13.1% 14.8% 14.2% 10.9% 6.2%

C - White 3.1% 3.4% 3.0% 3.1% 2.3%

D - Mixed 10.0% 6.3% 9.2% 11.4% 24.5%

E - Other 1.2% 1.6% 0.9% 1.2% 1.0%

F - Unknown 63.8% 64.1% 62.8% 66.4% 61.9%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

BME 33.1% 32.5% 34.2% 30.5% 35.8%

Ethnicity Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

BME 33.1% 32.5% 34.2% 30.5% 35.8%

White 3.1% 3.4% 3.0% 3.1% 2.3%

Unknown 63.8% 64.1% 62.8% 66.4% 61.9%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

5.2 Applicants and Starters by Disability

Figure 18 indicates that there are a low proportion of disabled candidates who are appointed following application. There is however a high proportion of unknown information which could indicate that disability information is not being disclosed at interview stage but is being recorded at appointment stage.

Figure 18- Council Departments excluding Schools

Disability Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Not Disabled 90.3% 92.1% 91.9% 87.5% 81.8%

Disabled 4.5% 3.9% 4.3% 6.6% 3.3%

Unknown 5.2% 4.0% 3.8% 5.9% 14.9%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

5.3 Applicants and Starters by Gender

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


14


Gender Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Male 30.2% 32.3% 32.1% 26.4% 22.2%

Female 66.6% 65.5% 66.5% 70.0% 64.2%

Unknown 3.2% 2.2% 1.4% 3.6% 13.6%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

5.4 Applicants and Starters by Age

Figure 20 shows that there is a high proportion of applications from employees in the Under 25 and Over 55 age categories. There has been an increase in the representation of employees who are aged Under 25.


Age Profile Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Under 20 3.5% 5.0% 2.4% 2.6% 2.9%

20 - 24 17.5% 24.8% 11.2% 11.9% 15.4%

25 - 29 18.8% 19.5% 16.9% 17.0% 19.6%

30 - 34 10.6% 9.7% 11.7% 11.2% 10.9%

35 - 39 9.5% 8.6% 9.3% 7.7% 10.8%

40 - 44 11.7% 10.0% 13.4% 10.7% 12.5%

45 - 49 10.0% 8.7% 12.7% 10.0% 10.0%

50 - 54 8.3% 6.4% 9.7% 8.3% 9.4%

55 - 59 5.2% 3.7% 6.8% 5.4% 5.6%

60 - 64 1.2% 0.8% 1.9% 1.2% 1.1%

65 - 69 0.1% 0.1% 0.2% 0.2% 0.1%

70 & Above 0.0% 0.0% 0.0% 0.0% 0.1%

Unknown 3.4% 2.5% 3.8% 13.9% 1.7%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Under 25 21.0% 29.8% 13.6% 14.5% 18.3%

Over 55 6.5% 4.6% 8.9% 6.8% 6.9%

Age Profile Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Under 25 21.0% 29.8% 13.6% 14.5% 18.3%

25 to 55 69.0% 63.0% 73.6% 64.8% 73.1%

Over 55 6.5% 4.6% 8.9% 6.8% 6.9%

Unknown 3.4% 2.5% 3.8% 13.9% 1.7%

Total 100.0% 100.0% 100.0% 100.0% 100.0%


15

5.5 Applicants and Starters by Sexual Orientation

Figure 21 shows that there the numbers of non-heterosexual employees offered positions at the council is similar to the numbers applying.


Sexual Orientation Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Non Heterosexual 2.9% 3.0% 3.0% 2.6% 2.8%

Heterosexual 89.1% 90.9% 90.5% 87.5% 79.1%

Unknown 8.0% 6.1% 6.5% 9.9% 18.1%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

5.6 Applicants and Starters by Religion

Figure 22 shows that overall Christian religious beliefs have the highest

representation amongst new starters. This is consistent with the Councils profile for religious beliefs.


Religion Total AppliedApplication

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Christian 51.5% 51.2% 51.1% 45.1% 53.5%

Other 0.2% 0.3% 0.1% 0.2% 0.0%

Muslim 4.6% 5.4% 2.8% 2.3% 5.4%

Jewish 0.6% 0.5% 0.7% 0.9% 0.6%

Hindu 3.2% 4.1% 2.3% 1.4% 3.3%

Sikh 0.9% 0.8% 1.0% 0.5% 0.9%

Buddhist 0.6% 0.4% 0.5% 0.2% 0.8%

None 29.6% 30.2% 31.4% 30.6% 28.1%

Unknown 8.8% 7.1% 10.1% 18.7% 7.4%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

Non Christian 10.1% 11.6% 7.5% 5.5% 11.0%

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. The Council addresses this through their Carers policy.


16


Carers

ResponsibilityTotal Applied

Application

Stage

Shortlisted

Stage

Interview

Stage

Offered

Position

Non Caring

Responsibility66.5% 71.9% 63.5% 55.9% 65.8%

Caring

Responsibility30.6% 26.3% 33.3% 30.3% 33.1%

Unknown 2.8% 1.8% 3.2% 13.7% 1.1%

Total 100.0% 100.0% 100.0% 100.0% 100.0%

SECTION SIX: RECRUITMENT AND RETENTION – STARTERS AND LEAVERS

6.1 Overview

In total there were 1,337 starters and 3,089 leavers for the period April 2013 to March 20143.

There has been an increase in the number of leavers (total 1728) due to the formation of HCL & HfL.

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 15.7% (211) of total starters and 9.7% (301) of total leavers resulting in an overall increase in the percentage of BME staff in the organisation.


Starters % Starters % Starters %

A - Asian 30 3.0% 46 3.4% h 46 3.4% -

B - Black 91 9.0% 144 10.8% h 99 7.4% i

C - White 828 81.8% 1,077 80.7% i 1,070 80.0% i

D - Mixed 19 1.9% 23 1.7% i 42 3.1% h

E - Other 16 1.6% 14 1.0% i 24 1.8% h

F - Unknown 28 2.8% 30 2.2% i 56 4.2% h

Total 1,012 1,334 1,337

BME 156 15.5% 227 16.9% h 211 15.7% i

Ethnicity31/03/12 31/03/13 31/03/14


BME 156 15.5% 227 16.9% h 211 15.7% i

White 828 81.8% 1,077 80.7% h 1,070 80.0% i

Unknown 28 2.8% 30 2.2% i 56 4.2% h

Total 1,012 1,334 1,337

Ethnicity31/03/12 31/03/13 31/03/14


17


Leavers % Leavers % Leavers %

A - Asian 54 3.3% 43 3.2% i 84 2.7% i

B - Black 66 4.1% 90 6.6% h 131 4.2% i

C - White 1,365 84.6% 1,110 81.6% i 2,610 84.5% h

D - Mixed 30 1.9% 24 1.8% i 42 1.4% i

E - Other 30 1.9% 19 1.4% i 44 1.4% -

F - Unknown 68 4.2% 75 5.5% h 178 5.8% h

Total 1,613 1,361 3,089

BME 180 11.2% 176 13.0% h 301 9.7% i

Ethnicity31/03/12 31/03/13 31/03/14


BME 180 11.2% 176 13.0% h 301 9.7% i

White 1,365 84.6% 1,110 81.6% i 2,610 84.5% h

Unknown 68 4.2% 75 5.5% i 178 5.8% h

Total 1,613 1,361 3,089

Ethnicity31/03/12 31/03/13 31/03/14

6.2.1 Ethnicity and reason for leaving

6.9% (9) of the reasons for leaving (black employees) were 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 vary between misconduct, performance, 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.


594

75

33

21

9

73

44 9

3

1

0 2 53

5

7

0

1 4

175

6

2 1

0 3

1,7

44

36

39

19

34

96

0.0%

10.0%

20.0%

30.0%

40.0%

50.0%

60.0%

70.0%

80.0%

The Council Leavers Reasons Ethnicity Breakdown year to 31st March 2014

White 22.8% 1.7% 2.0% 6.7% 66.8%

Black 57.3% 6.9% 3.8% 4.6% 27.5%

Asian 39.3% 3.6% 8.3% 2.4% 46.4%

Mixed 50.0% 2.4% 0.0% 2.4% 45.2%

Other 20.5% 0.0% 2.3% 0.0% 77.3%

Unknown 41.0% 1.1% 2.2% 1.7% 53.9%

Resignations Dismissals Redundancy Retirement Other


18

6.3 Disability

5.0% of the workforce has declared a disability. Starters declaring a disability accounted for 5.8% (46) while leavers declaring a disability accounted for 3.2% (98), (figure 27 and 28).

There has been an increase in the number of starters declaring a disability since last year from 33 in 2012/13 to 46 in 2013/14.

The number of leavers declaring a disability has decreased since last year by 1.5%.


Starters % Starters % % Starters % %

Not Disabled 953 94.2% 1,256 94.2% - 1,214 90.8% i

Disabled 24 2.4% 33 2.5% h 46 5.8% h

Unknown 35 3.5% 45 3.4% i 77 5.2% h

Total 1,012 1,334 1,337

Disability31/03/12 31/03/13 31/03/14



Not Disabled 1,444 89.5% 1,210 88.9% i 2,712 87.8% i

Disabled 61 3.8% 64 4.7% h 98 3.2% i

Unknown 108 6.7% 87 6.4% i 279 9.0% h

Total 1,613 1,361 3,089

Disability31/03/12 31/03/13 31/03/14

6.3.1 Disability and reason for leaving

9.2% (9) of the reasons for leaving (disabled employees) were 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 vary between misconduct, performance and ill health capability. There is no pattern or trend to these dismissals which indicates no detrimental treatment of this group.


19


30

688

87

9

43 7 4 59 7

16

155 16

39

1,767

162

-5.0%

5.0%

15.0%

25.0%

35.0%

45.0%

55.0%

65.0%

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

2014

Disabled 30.6% 9.2% 4.1% 16.3% 39.8%

Not Disabled 25.4% 1.6% 2.2% 5.7% 65.2%

Unknown 31.2% 2.5% 2.5% 5.7% 58.1%

Resignations Dismissals Redundancy Retirement Other

6.4 Gender

The gender breakdown was very similar for both starters and leavers with females making up the majority of both groups 68.2% (912) and 84.0% (2,596) respectively. This compares to the workforce as a whole where 66.8% are female



Male 272 26.9% 371 27.8% h 425 31.8% h

Female 740 73.1% 963 72.2% i 912 68.2% i

Total 1,012 1,334 1,337

Gender31/03/12 31/03/13 31/03/14



Male 395 24.5% 395 29.0% h 493 16.0% i

Female 1,218 75.5% 966 71.0% i 2,596 84.0% h

Total 1,613 1,361 3,089

Gender31/03/12 31/03/13 31/03/14

6.4.1 Gender and reason for leaving

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


20

6.5 Age

The distribution of starters and leavers still remain 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 30 years of age made up 32.8% of starters but only 8.3% of leavers, while employees in their thirties made up 21.3% of starters and 16.7% 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.



Age < 20 40 3.5 % 44 4.3 % h 60 4.5 % h

Age 20 - 24 145 12.8 % 135 13.3 % h 182 13.6 % h

Age 25 - 29 156 13.7 % 146 14.4 % h 196 14.7 % h

Age 30 - 34 121 10.6 % 115 11.4 % h 148 11.1 % i

Age 35 - 39 166 14.6 % 112 11.1 % i 136 10.2 % i

Age 40 - 44 152 13.4 % 123 12.2 % i 148 11.1 % i

Age 45 - 49 135 11.9 % 111 11.0 % i 159 11.9 % h

Age 50 - 54 90 7.9 % 98 9.7 % h 128 9.6 % i

Age 55 - 59 81 7.1 % 64 6.3 % i 93 7.0 % h

Age 60 - 64 43 3.8 % 55 5.4 % h 52 3.9 % i

Age 65 - 69 8 0.7 % 6 0.6 % i 25 1.9 % h

Age 70 > 0 0.0 % 3 0.3 % h 10 0.7 % h

Total 1,137 1,012 1,337

Under 25 185 16.3% 179 17.6% h 242 18.1% h

Over 55 132 11.6% 128 12.6% h 180 13.5% h

Age31/03/11 31/03/12 31/03/14


Under 25 185 16.3 % 179 17.7 % h 242 18.1 % i

25 - 54 820 72.1 % 705 69.7 % i 915 68.4 % h

Over 55 132 11.6 % 128 12.6 % h 180 13.5 % i

Total 1,137 1,012 1,337

Age31/03/11 31/03/12 31/03/14


21



Age < 20 21 1.5% 46 3.5% h 15 0.5% i

Age 20 - 24 68 5.0% 126 9.7% h 81 2.6% i

Age 25 - 29 155 11.4% 175 13.5% h 160 5.2% i

Age 30 - 34 144 10.6% 145 11.2% h 206 6.7% i

Age 35 - 39 135 9.9% 136 10.5% h 309 10.0% i

Age 40 - 44 167 12.3% 164 12.7% h 497 16.1% h

Age 45 - 49 136 10.0% 151 11.7% h 580 18.8% h

Age 50 - 54 157 11.5% 136 10.5% i 491 15.9% h

Age 55 - 59 137 10.1% 99 7.6% i 315 10.2% h

Age 60 - 64 150 11.0% 69 5.3% i 276 8.9% h

Age 65 - 69 67 4.9% 33 2.5% i 115 3.7% h

Age 70 > 24 1.8% 16 1.2% i 44 1.4% h

Total 1,361 1,296 3,089

Under 25 89 6.5% 172 13.2% h 96 3.1% i

Over 55 378 27.8% 217 16.6% h 750 24.3% h

Age31/03/12 31/03/13 31/03/14


Under 25 89 6.5 % 172 13.3 % i 96 3.1 % i

25 - 54 894 65.7 % 907 70.0 % h 2,243 72.6 % h

55 and over 378 27.8 % 217 16.7 % i 750 24.3 % h

Total 1,361 1,296 3,089

Age31/03/12 31/03/13 31/03/14

6.6 Sexual Orientation

Non heterosexual starters accounted for 1.9% while leavers accounted for 0.8%, indicating that this population is increasing.

Percentages for ‘non heterosexual’ starters was higher than the non- heterosexual workforce population of 1.2%.



Heterosexual 800 79.1% 1,110 83.2% h 1,087 81.3% i

Non Heterosexual 33 3.3% 13 1.0% i 26 1.9% h

Unknown 179 17.7% 211 15.8% h 224 16.8% h

Total 1,012 1,334 1,337

Sexual

Orientation

31/03/12 31/03/13 31/03/14


22



Heterosexual 517 32.1% 609 44.7% h 1,313 42.5% i

Non Heterosexual 15 0.9% 14 1.0% h 25 0.8% i

Unknown 1,081 67.0% 738 54.2% i 1,751 56.7% h

Total 1,613 1,361 3,089

Sexual

Orientation

31/03/12 31/03/13 31/03/14

6.7 Religion and Belief

Of the data collected, 7.8% of starters and 13.4% of leavers’ information was ‘Unknown’ and around 37.0% of starters declared they had no religion or belief (in 36 and 37).

The religion with the highest percentage for starters and leavers is: Christian with 46.6% and 54.1% respectively.

Religious beliefs other than Christian accounted for 8.7% of the starters’ information.

The Muslim and Jewish faiths accounted for 1.2% and 1.6% of starters respectively while the Hindu faith accounted for 1.4%.

The data in this section is consistent with the existing profile where Christians make up 56.4% of the workforce and a further 9.0% are unknown.



Christian 504 49.8% 734 55.0% h 623 46.6% i

Other 33 3.3% 52 3.9% h 41 3.1% i

Muslim 21 2.1% 27 2.0% i 16 1.2% i

Jewish 6 0.6% 11 0.8% h 21 1.6% h

Hindu 6 0.6% 8 0.6% - 19 1.4% h

Sikh 3 0.3% 6 0.4% h 9 0.7% h

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

None 378 37.4% 422 31.6% i 495 37.0% h

Unknown 59 5.8% 68 5.1% i 104 7.8% h

Total 1,012 1,334 1,337

Non Christian 71 7.1% 110 8.1% h 115 8.7% h

Religion31/03/12 31/03/13 31/03/14


Christian 504 49.8% 734 55.0% h 623 46.6% i

Non Christian 71 7.1% 110 8.1% h 115 8.6% h

None 378 37.4% 422 31.6% i 495 37.0% h

Unknown 59 5.8% 68 5.1% i 104 7.8% h

Total 1,012 1,334 1,337

Religion31/03/12 31/03/13 31/03/14


23



Christian 922 57.2% 729 53.6% i 1,670 54.1% h

Other 57 3.5% 44 3.2% i 80 2.6% i

Muslim 17 1.1% 22 1.6% h 46 1.5% i

Jewish 14 0.9% 7 0.5% i 18 0.6% h

Hindu 18 1.1% 15 1.1% - 20 0.6% i

Sikh 7 0.4% 8 0.6% h 19 0.6% -

Buddhist 5 0.3% 10 0.7% h 9 0.3% i

None 418 25.9% 380 27.9% h 814 26.4% i

Unknown 155 9.6% 146 10.7% h 413 13.4% h

Total 1,613 1,361 3,089

Non Christian 118 7.3% 106 7.7% h 192 6.2% i

Religion31/03/12 31/03/13 31/03/14


Christian 922 57.2% 729 53.6% i 1,670 54.1% h

Non Christian 118 7.3% 106 7.7% h 192 6.2% i

None 418 25.9% 380 27.9% h 814 26.4% i

Unknown 155 9.6% 146 10.7% h 413 13.4% h

Total 1,613 1,361 3,089

Religion31/03/12 31/03/13 31/03/14

6.8 Caring and Family Responsibilities

25.4% of starters have caring responsibilities compared with 34.7% of leavers for the same period displayed in figure 38 and 39 below.

Starters with caring responsibilities are below the 32.4% of the Council’s workforce who have declared a caring responsibility.

The percentage of leavers is higher than the percentage of the current workforce profile. We are currently working with partners in Carers in Hertfordshire to raise awareness of the issues carers may face when combining working and caring and therefore enable us to be seen as an employer of choice

Percentages of starters and leavers with no caring responsibilities accounted for 67.1% and 52.0% respectively.



Caring

Responsibility268 26.5% 378 28.3% h 339 25.4% i

Non Caring

Responsibility691 68..3% 893 66.9% i 897 67.1% h

Unknown 53 5.2% 63 4.7% i 101 7.6% h

Total 1,012 1,334 1,337

Carers

Responsibility

31/03/12 31/03/13 31/03/14


24


Leavers % Leavers % % Leavers % %

Caring

Responsibility483 29.9% 381 28.0% i 1,073 34.7% h

No Caring

Responsibility967 60.0% 850 62.5% h 1,605 52.0% i

Unknown 163 10.1% 130 9.6% i 411 13.3% h

Total 1,613 1,361 3,089

Carers

Responsibility

31/03/12 31/03/13 31/03/14

6.9 Return to work rates following Maternity leave

306 employees took maternity leave during the year up to 31st March 2014, of these

13.4% (41) did not return to work (see figure 40). This is a decrease of 9.0% since last year.

‘TUPE’ was the main reason for leaving which accounted for 16 (5.2%) employees.



On Maternity Leave 325 3.1% 326 3.2% h 265 3.1% i

Reasons for Leaving

Compromise Agreements 1 0.3% 0 0.0% i 0 0.0% -

Dismissals 0 0.0% 0 0.0% - 1 0.3% h

End of Temp/Fixed Term Contract 2 0.6% 1 0.3% i 1 0.3% -

Redundancy - Compulsory 0 0.0% 4 1.2% h 2 0.7% i

Redundancy - Voluntary 7 2.2% 1 0.3% i 0 0.0% i

Resignation 12 3.7% 13 4.0% h 8 2.6% i

Resignation following maternity

leave 18 5.5% 23 7.1%h

13 4.2%i

Transfer to Academy Status 0 0.0% 2 0.6% h 0 0.0% i

TUPE 7 2.2% 4 1.2% i 16 5.2% h

VER Redundancy 2 0.6% 0 0.0% i 0 0.0% -

Total Leavers 49 21.9% 48 22.4% h 41 13.4% i

MaternityYear to 31/03/12 Year to 31/03/13 Year to 31/03/2014


25

7.0 HCC and Council Department comparison summary

0.0%

5.0%

10.0%

15.0%

Council Departments 11.6% 3.7%

HCC 7.0% 11.5%

BME Unknown0.0%

5.0%

10.0%

15.0%


HCC 2.3% 14.8%

Disability Unknown

0.0%

50.0%

100.0%


HCC 16.1% 83.9%

Male Female0.0%

10.0%

20.0%

30.0%


HCC 5.0% 19.9%

Under 25 Over 55

0.0%

20.0%

40.0%

60.0%

80.0%


HCC 0.5% 73.0%

Non Heterosexual Unknown0.0%

5.0%

10.0%

15.0%


HCC 6.1% 14.5%

Non Christian Unknown

0.0%

20.0%

40.0%


HCC 31.8% 16.5%

Caring Unknown


26

Appendices

Appendix I: The Council Targets

Target Target Target Census

Measures 2010/11 2011/12 2012/13 2013/14 2014/15 2011 Definition

Top 5% women (BVPI 11a) 54.6 h 52.0 56.8 h 57.0 57.1 h 59.0 55.5 i 61.0 59.0 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) 5.3 h 5.6 6.4 h 5.6 7.8 h 10.0 8.5 h 10.0 10.0 N/A





around 347+ employees. BME

stands for Black & Minority

Ethnic.

Top 5% disability (BVPI 11c) 4.6 i 5.0 6.5 h 5.0 7.9 h 7.0 8.5 h 7.0 10.0 N/A





around 350+ employees.

% BME (Council Departments) 9.5 h 9.3 9.8 h 9.7 10.4 h 10.1 11.6 h 10.1 12.0 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) 3.1 i 3.1 3.7 h 3.3 4.2 h 4.0 5.0 h 4.0 5.4 13.1





responded.

% Males (Council Departments) 28.3 - None 27.9 i 28.5 28.1 h 28.7 33.1 h 28.7 33.5 48.5





responded.

% of staff < 25 (Council Departments) 3.5 i 4.9 3.3 i 5.3 3.4 h 5.5 4.4 h 5.5 4.8 5.8





responded.

% of staff > 55 (Council Departments) 24.0 h None 23.7 h 19.4 24.1 h 19.4 26.0 h 19.4 26.4 26.8





responded.

% Non Christian (Council Departments) 6.1 h N/A 6.1 - N/A 6.3 h N/A 6.7 h N/A N/A 8.1





responded. 2011 Census 8.1%

(Residents)

% Carers (Council Departments) 33.3 h N/A 33.8 h N/A 34.0 h N/A 32.4 i N/A N/A N/A





responded.

% Non Heterosexual (Council Departments) 0.6 - None 0.9 h 0.7 1.0 h 0.8 1.2 h 0.8 1.4 N/A





responded.

* BVPI figures as at end of March 14

Census figures represent the information collected from Hertfordshire residents during the 2011 census.

BME figure represents the residents within Hertfordshire.

Current & Future Targets

Mar-11

Outturn Outturn

Mar-13

Outturn

Div

ers

ity

Outturn

Mar-14Mar-12

workforce equalities profile 2013/2014 herts hr · workforce equalities profile 2013/2014 herts hr...

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