Knowing our workforce 1 April 2023 - 31 March 2024

The following data was provided by Wyre Forest District Council Human Resources and applicant tracking system, April 2024.

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 2023 – 31 March 2024 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 2024)

We employ 337 staff, 244 are full time and 93 are part time.

177 staff are female and 160 are male. 

Four staff have declared a disability. The data suggests that our workforce has 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 (85.16%) is of White British ethnicity. The ethnic mix of our workforce reflects that of the wider Wyre Forest population.

Age

Our workforce has an average age of 50.

• 16 - 17 years: 0
• 18 - 24 years: 14
• 25 - 34 years: 44
• 35 - 44 years: 62
• 45 - 54 years: 102
• 55 - 64 years: 98
• 64+ years: 17

Profile of leavers

During the period a total of 29 employees left the Council. 24 of the employees were of ‘White British’ ethnic origin, 1 declared their ethnicity as ‘Asian other’, 1 declared their ethnicity to be ‘Bangladeshi’, 2 declared their ethnicity to be ‘Black African’ and 1 had not declared their ethnic origin. 69% left due to resignation.

The Table 2 highlights the reasons for leaving:

Disciplinary action and grievances

During the period we took disciplinary action against 8 employees: all male employees.  All were White British apart from 1 who had not declared their ethnicity. 4 individual grievances were submitted: 2 were male and 2 were female.  All were White British. 

Recruitment and selection

Data reflects April 2023 to March 2024.

Community and Environment: 16 posts

• Corporate Health and Safety Advisor
• Waste Management Operative - Driver/Loader
• Civil Enforcement Officer
• Museum Assistant
• Business Support Officer – Enforcement
• Site Monitoring Officer
• Business Support Officer
• Casual Education Assistant
• Community and Environmental Protection Officer
• Museum and Tourist Information Assistant
• Museum and Tourist Information Centre Coordinator
• Operational Services Officer
• Operational Services Supervisor
• Operations Manager
• Trainee Arborist
• Waste Management Operative – Loader

Resources: 6 posts

• Technical Support Engineer
• Senior Technical Support Engineer
• Benefit Assessor
• ICT Technical Support Apprenticeship
• ICT Technical Support Engineer
• Senior Systems Officer

Solicitor to the Council: 3 posts

• HR Administration Support Apprentice
• HR Business Support Officer
• HR Adviser

Strategic Growth: 12 posts

• Conservation Officer
• Homeless Support Officer
• Housing Advice Team Manager
• Housing Advice Officer
• Homeless Support Officer
• Community Builder (Community Engagement)
• Senior Housing Project Officer
• Housing Advice Assistant
• Housing Pathway Officer
• Planning Officer
• Senior Housing Advice Officer
• Tree and Biodiversity Officer

North Worcestershire Economic Development and Regeneration: 2 posts

• Receptionist
• UK Shared Prosperity Fund

The following is a breakdown of data regarding the applicants at the various stages of the interview process.  We are unable to track all applications so this data reflects only the data that we can accurately track.  Data reflects July 2023 to March 2024

Gender

Disability

Age

Ethnic origin