Knowing our workforce 1 April 2020 - 31 March 2021
The following data was complied by Wyre Forest District Council Human Resources Department April 2021.
Introduction
We are required to monitor and publish the characteristics of our workforce as outlined in the Equality Act 2010, for public bodies to publish annual equalities information about their employees.
This report covers the period 1 April 2020 – 31 March 2021 and includes data on gender, age, disability and ethnicity of our workforce. It provides an analysis of employees who have left the Council during the last year and examines the characteristics of employees who have been involved in disciplinary action or grievances. The report concludes with an analysis of applicants who have progressed through our recruitment and selection processes.
Workforce profile (as at 31 March 2021)
We employ 341 staff, 228 are full time and 113 are part time.
171 staff are female and 170 are male.
Four staff have declared a disability. The data suggests that our workforce comprises of a lower proportion of people with a disability than the population as a whole. It is difficult to assess how well it reflects the population as our own information relies on staff declaring that they have a disability.
As Table 1 shows, the majority of our workforce (88%) is of White British ethnicity. The ethnic mix of our workforce reflects that of the wider Wyre Forest population.
| Ethnic Origin | Number of staff | Percentage |
|---|---|---|
| Indian | 1 | 0.29% |
| Bangladeshi | 1 | 0.29% |
| Any other ethnic group | 1 | 0.29% |
| White British | 301 | 88.27% |
| White Irish | 2 | 0.59% |
| White other | 5 | 1.47% |
| Other: Arab | 1 | 0.29% |
| Not declared | 29 | 8.51% |
Profile of leavers
During the period a total of 13 employees left the council. 11 of the employees were of White British ethnic origin, one declared their ethnicity was ‘White Other’ and one employees had not declared their ethnic origin. 54% left due to resignation.
Reasons for leaving
| Reason for leaving | Percentage of leavers |
|---|---|
| Redundancy | 23% |
| Retired | 23% |
| Resignation | 54% |
Disciplinary action and grievances
During the period we took disciplinary action against seven employees: all the employees involved were male. All were White British. One individual grievance was submitted and one collective grievance including three employees was submitted; one was a White British male and three were White British females.
Recruitment and selection
- Bromsgrove Business Advisor
- Bromsgrove Centres Manager
- Business Rates Officer
- Business Support Officer
- Civil Enforcement Officer
- Civil Enforcement Officer
- Community and Environmental Protection Officer
- Economic Development and Regeneration Assistant
- Facilities Assistant
- Homeless Pathway Officer
- Homeless Support Officer
- Housing Advice Officer
- Housing Advice Technical Support Officer
- Housing Advice Technical Support Officer
- Housing Advice Technical Support Officer
- Housing Enforcement Officer
- Housing Project Officer
- Museum/TIC Assistant
- Parks and Open Spaces Operative • Level 2 (Street Cleansing)
- Placement Assistant Ranger
- Private Rented Sector Officer
- Senior Housing Advice Officer
- Technical Support Officer
- Triage Officer
- Water Management Support Officer
- Web Development Officer
The following is a breakdown of data regarding the applicants at the various stages of the interview process (6 months inly due to GDPR retention)
Gender
| Gender | Applications received (total 256) | Invited to interview (total 36) | Offer employment made (total 15) |
|---|---|---|---|
| Male | 130 (50.78%) | 5 (13.89%) | 8 (53.33%) |
| Female | 123 (48.05%) | 28 (77.78%) | 6 (40%) |
| Did not declare/prefer not to say | 3 (1.17%) | 3 (8.33%) | 1 (6.67%) |
Disability
| Disability | Applications received (total 256) | Invited to interview (total 36) | Offer employment made (total 15) |
|---|---|---|---|
| Yes | 14 (5.47%) | 1 (2.78%) | 0 (0%) |
| No | 236 (92.19%) | 32 (88.89%) | 14 (93.33%) |
| Did not declare/prefer not to say | 6 (2.34%) | 3 (8.33%) | 1 (6.67%) |
Ethnic origin
| Ethnic Origin | Applications received (total 256) | Invited to interview (total 36) | Offer of employment made (total 15) |
|---|---|---|---|
| Asian or Asian British - Indian | 10 (3.91%) | 2 (5.56%) | 1 (6.67%) |
| Asian or Asian British - Bangladeshi | 2 (0.78%) | 0 (0%) | 0 (0%) |
| Asian or Asian British - Chinese | 1 (0.39%) | 0 (0%) | 0 (0%) |
| Asian or Asian British - Pakistani | 2 (0.78%) | 0 (0%) | 0 (0%) |
| Black or Black British - African | 4 (1.56%) | 1 (2.78%) | 0 (0%) |
| Black or Black British - Caribbean | 3 (1.17%) | 0 (0%) | 0 (0%) |
| Mixed ethnic - White and Asian | 1 (0.39%) | 0 (0%) | 0 (0%) |
| Mixed ethnic - White and Black Caribbean | 1 (0.39%) | 0 (0%) | 0 (0%) |
| Other ethnic group - Arab | 1 (0.39%) | 0 (0%) | 1 (6.67%) |
| Prefer not to say | 1 (0.39%) | 0 (0%) | 0 (0%) |
| White - other | 8 (3.13%) | 1 (2.78%) | 1 (6.67%) |
| White - Welsh/English/Scottish/Northern Ireland |
212 (82.81%) |
27 (75%) | 11 (73.33%) |
| White - Irish | 1 (0.39%) | 0 (0%) | 0 (0%) |
| No selection made | 9 (3.52%) | 5 (13.89%) | 1 (6.67%) |