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Knowing our workforce 1 April 2019 - 31 March 2020

The following data was complied by Wyre Forest District Council Human Resources Department April 2020.

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 2019 – 31 March 2020 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 2020)

We employ 339 staff, 231 are full time and 108 are part time.

177 staff are female and 162 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 (82%) is of White British ethnicity. The ethnic mix of our workforce reflects that of the wider Wyre Forest population.

Table 1: Ethnicity of Wyre Forest Staff
Ethnic Origin Number of staff Percentage
Indian 1 0.30%
Any other ethnic group 2 0.59%
White British 272 80.23%
White Irish 1 0.30%
White Other 4 1.18%
Not declared 59 17.40%

Profile of leavers

During the period a total of 30 employees left the council. 26 of the employees were of White British ethnic origin, one employee was of Bangladeshi origin and 3 employees had not declared their ethnic origin. Resignation accounted for 72% of leavers, whilst 17% of leavers retired, 7% were made redundant and 3% were dismissed.

Reasons for leaving

Table 1 shows percentage of leavers and their reasons for leaving
Reason for leaving Percentage of leavers
Redundancy 7%
Retired 17%
Dismissal 3%
Resignation 73%

Pie chart showing workforce profile of leavers in percentages with reasons. Resignations 73%, dismissal 3% retired 17%, redundancy 7%.

Disciplinary action and grievances

During the period we took disciplinary action against three employees, all of the employees involved were male. Two were White British and one not declared. Five individual grievances were submitted; three were White British males and two were White British females.

Recruitment and selection

During the period, 349 people (both internal and external) applied for jobs with us over 38 recruitment campaigns.

The recruitment campaigns were:

  • Arborist level 5
  • Assistant Planning Enforcement Officer x 2
  • Business Support Officer
  • Casual Museum/TIC Assistant
  • Civil Enforcement Officer x 2
  • Community and Environmental Protection Officer x 2
  • Development Management Officer
  • Economic Development and Regeneration Assistant
  • Environmental Operative Level 3 - Mechanical Sweeper
  • Environmental Team Leader
  • Facilities Assistant
  • Homeless Support Worker x 3
  • Housing Advice Assistant
  • Housing Services Officer
  • HR Business Support Assistant
  • Museum Assistant
  • Museum/TIC Co-ordinator
  • North Worcestershire Civil Contingencies and Resilience Manager
  • Parks and Open Spaces Operative - Level 2
  • Part Time Receptionist
  • Planning Policy Assistant
  • Private Rented Project Officer
  • Private Rented Sector Leasing Coordinator
  • Private Sector Housing Technical Support Officer
  • Rough Sleeper Co-ordinator
  • Senior Development Management Officer
  • Summer Activity Leaders
  • Summer Ranger
  • Technical Support Engineer
  • Trainee Revenues Officer
  • Waste Operative - Driver Loader
  • Waste Operative - Loader
  • Water Management Officer

The following is a breakdown of data regarding the applicants at the various stages of the interview process.

Gender

Gender data of job applicants
Gender Applications received (total 348) Invited to interview (total 122) Offer employment made (total 29)
Male 142 (40.80%) 60 (4.18%) 19 (65.52%)
Female 198 (56.90%) 60 (49.18%) 10 (34.48%)
Prefer not to say 8 (2.30%) 2 (1.64%) 0 (0%)

Disability

Disability data of job applicants
Disability Applications received (total 348) Invited to interview (total 122) Offer employment made (total 29)
Yes 15 (4.31%) 8 (6.56%) 1 (3.45%)
No 329 (94.54%) 113 (92.62%) 28 (96.55%)
Prefer not to say 4 (1.15%) 1 (0.82%) 0 (0%)

Ethnic origin

Ethnic origin of job applicants and those we interviewed
Ethnic Origin Applications received (total 348) Invited to interview (total 122) Offer of employment made (percentage)
Asian or Asian British - Indian 4 (1.15%) 2 (1.64%) 0 (0%)
Asian or Asian British - Other 171 (0.29%) 0 (0%) 0 (0%)
Asian or Asian British - Pakistani 3 (086%) 2 (1.64%) 0 (0%)
Black or Black British - African 7 (2.01%) 0 (0%) 0 (0%)
Black or Black British - Caribbean 3 (0.86%) 1 (0.82%) 0 (0%)
Black or Black British - Other 1 (0.29%) 1 (0.82%) 0 (0%)
Mixed ethnic - White and Asian 2 (0.57%) 0 (0%) 0 (0%)
Mixed ethnic - White and Black Caribbean 2 (0.57%) 1 (0.82%) 0 (0%)
Mixed ethnic - other 1 (0.29%) 1 (0.82%) 0 (0%)
Other ethnic group - Arab 1 (0.29%) 0 (0%) 0 (0%)
Prefer not to say 7 (2.01%) 0 (0%) 0 (0%)
White - other 17 (4.89%) 4 (3.28%) 1 (3.4%)
White - Welsh/English/Scottish/Northern Ireland 283 (81.3%) 104 (85.25%) 28 (96.55%)
No selection made 16 (4.60%) 6 (4.92%) 0%
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