Knowing our workforce 1 April 2025 - 31 March 2026

The following data was provided by Wyre Forest District Council Human Resources and the applicant tracking system, May 2026.

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 2025 – 31 March 2026 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 2026)

We employ 350 staff, 264 are full-time and 73 are part-time, and 13 work annualised hours.

181 staff are female, and 169 are male.

Six staff members 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. We have 6 staff who have not declared whether they do or do not consider themselves to have a disability.

As Table 1 shows, most of our workforce (85.71%) 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 49.

• 16 - 17 years: 2
• 18 - 24 years: 11
• 25 - 34 years: 65
• 35 - 44 years: 54
• 45 - 54 years: 102
• 55 - 64 years: 97
• 64+ years: 19

Profile of leavers

During the period, a total of 46 employees left the Council. The ethnicity of the leavers was as follows:

• White British – 38
• White Irish – 1
• White Other – 1
• Asian Other – 2
• Black African – 1
• Other Arab – 1
• Ethnicity not declared – 2

Table 2 highlights the reasons for leaving:

Disciplinary action and grievances

During this period, formal disciplinary action was taken against four employees. Of the four employees subject to formal disciplinary action, three identified as White British and one identified as belonging to a minority ethnic group.

Six grievances were submitted during the period; five by male employees and one by a female employee.

Of the five employees subject to formal disciplinary action, three identified as White British, one identified as belonging to a minority ethnic group, and one did not disclose their ethnicity.

Recruitment and selection

Data reflects April 2025 to March 2026. Some posts may have been recruited to more than once during this period.

Community and Environment: 28 posts

• Business and Finance Support Officer
• Business Support Officer
• Civil Enforcement Officer x 5
• Commercial Manager
• Community & Environmental Project Officer x 4
• Deputy Head of Operations
• Fleet Operations Officer
• Head of Commercial
• Health & Safety Advisor
• HGV mechanic
• Operational Services Supervisor
• Public Realm Officer x 2
• Street Cleansing Operative
• Waste Operative Driver/ Loader x 3
• Waste Operative Level 2 – Loader x 3
• Parks and Open Spaces Operative

Economic Development and Regeneration: 6 posts

• Project Delivery Manager
• Project Delivery Officer
• Project Manager
• Project Officer
• Property Services Manager
• Receptionist

Resources: 4 posts

• Business Support Officer
• Finance Business Support Apprentice
• Senior Accountant/ Finance Business Partner
• Senior Finance Support Officer

Revenues, Benefits and Customer Services: 3 posts

• Customer Service Advisor x 2
• Revenues Officer

Solicitor to the Council: 3 posts

• Democratic Services Officer
• HR Advisor x 2

Strategic Growth: 30 posts

• Community Engagement Officer
• Disabled Facilities Grants Project Officer
• Homeless Support Officer x 4
• Housing Advice Assistant x 3
• Housing Advice Officer
• Housing and Property Management Apprenticeship
• Housing Officer
• Housing Project Officer x 2
• Planning Enforcement Officer
• Planning Monitoring and Enforcement Officer
• Planning Officer x 4
• Principal Planning Policy Officer x 2
• Project Officer
• Senior Housing Project Officer
• Senior Planning Policy Officer
• Senior Water Management Officer
• Senior Water Management Officer (Projects)
• Technical Support Officer
• Tenancy Relations and Compliance Officer
• Water Management Officer

The following is a breakdown of data on applicants at various stages of the interview process. Data is taken from the anonymous equal opportunities form within our application process and reflects April 2025 to March 2026:

Gender

Disability

Age

Ethnic origin