Knowing our workforce 1 April 2021 - 31 March 2022

The following data was provided by Wyre Forest District Council Payroll/Recruitment System and compiled by Wyre Forest District Council Human Resources Department, April 2022.

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 2021 – 31 March 2022 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 2022)

We employ 348 staff, 224 are full time and 124 are part time.

182 staff are female and 166 are male.

Six 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 (85.92%) is of White British ethnicity.  The ethnic mix of our workforce reflects that of the wider Wyre Forest population.

Profile of leavers

During the period a total of 54 employees left the Council. 45 of the employees were of ‘White British’ ethnic origin, one declared their ethnicity as ‘White Irish’ and one declared their ethnicity as ‘any other mixed’. Seven employees had not declared their ethnic origin.  59% left due to resignation.

Reasons for leaving

Disciplinary action and grievances

During the period we took disciplinary action against 15 employees: all the employees involved were male. All were White British apart from one who had not declared their ethnicity. Five individual grievances were submitted.  All were male and declared their ethnicity to be ‘white British’ other than one who declared their ethnicity to be ‘white other’ and one who did not declare their ethnicity. 

Recruitment and selection

Chief Executive’s Unit x 10

• Assistant Committee Services Officer
• CIPFA Trainee Accountant (Apprenticeship)
• Corporate Policy and Reviews Officer
• Digital Communication Officer
• Executive Support Officer
• Health and Safety Advisor
• HR Advisor
• HR Business Admin Apprentice
• HR Business Improvement and Systems Officer
• Legal Support Assistant

Community and Environment x 25

• Civil Enforcement Officer
• Civil Enforcement Officer
• Commercial Manager
• Commercial Sales Officer
• Commercial Sales Officer
• Community and Environmental Protection Officer
• Community Engagement Officer
• Community Project Officer
• Countryside Sites Officer
• Grounds and Arboricultural Services Officer
• Museum and TIC Assistant
• Museum/TIC Assistant
• North Worcestershire Civil Contingencies and Resilience Manager
• Operational Services Supervisor
• Parks and Open Spaces Operative
• Site Monitoring Officer
• Street Scene Operative
• Street Scene Operative
• Street Scene Operative
• Street Scene Operative
• Waste Management Operative - (Driver/Loader)
• Waste Management Operative - Loader
• Waste Management Operative - Loader
• Waste Management Operative - Loader
• Waste Operative - Driver/Loader

Economic Prosperity and Place x 27

• Accommodation Officer
• Bromsgrove Employment and Skills Advisor
• Bromsgrove Town Centre Manager
• Community Builder (Community Engagement)
• Contracts and Performance Officer
• Contracts and Performance Support Officer
• Delivery Manager - North Worcestershire Economic Development & Regeneration*
• Development Management Officer
• Disabled Facilities Grant Project Officer
• Domestic Abuse Housing Officer
• Domestic Abuse Housing Officer
• Executive Support Officer
• Facilities Assistant
• Homeless Prevention Officer
• Homeless Support Officer
• Housing Advice Officer
• Housing Pathway Officer
• Housing Project Officer
• Major Projects Officer
• North Worcestershire Civil Contingencies and Resilience Manager
• Planning Officer
• Principal Planning Policy Officer
• Receptionist
• Recovery Programme Officer (Housing)
• Senior Development Management Officer
• Senior Housing Pathway Officer
• Water Management Engineer

Resources x 3

• Customer Services Advisor
• Procurement and Purchasing Officer
• Technical Support Engineer

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

Gender

Disability

Ethnic origin