Race Equality Duty monitoring statistics for 2007
Last updated | 23/01/2008
The Race Equality Duty requires the Council to promote equality of opportunity, eliminate unlawful race discrimination and promote good relations between different racial groups.
Perth and Kinross Council is also required to publish on an annual basis statistics in relation to employment monitoring.
Workforce profile as at 31/03/07
| Workfile Profile | Number | Percentage |
|---|
| All employees |
6042 |
100% |
| Minority ethnic staff |
31 |
0.51% |
Analysis:
The Census data for 2001 indicates 0.97% of the population in Perth and Kinross are from a minority ethnic background.
The Council will seek to identify positive action strategies to address the under representation of minority ethnic people employed by the Council.
Attendance at training for year ended 31/03/07
| Training | Number of training sessions | Percentage |
|---|
| Total number of training sessions recorded by employees |
11800 |
100% |
| Recorded by minority ethnic staff |
55 |
0.47% |
Analysis:
The number of training sessions attended by minority ethnic employees is low when compared to the percentage of the workforce which is from a minority ethnic background.
The Council will seek to identify positive action strategies to address the under representation of minority ethnic people employed by the Council.
Recruitment applications data for year ended 31/03/07
| Applications | Number | Percentage |
|---|
| Total number of applicants |
9845 |
100% |
| Minority ethnic applicants |
165 |
1.68% |
Analysis
The Council is attracting a representative number of applicants from a minority ethnic background when compared to the population data in the 2001 Census.
The Council will continue to monitor and will seek to identify positive action strategies to improve the percentage of applications from minority ethnic people with a view to reflecting the national population statistics in the 2001 Census (2.01%).
Recruitment appointments data for year ended 31/03/07
| Selections | Number | Percentage |
|---|
| Total number of appointments |
653 |
100% |
| Minority ethnic appointments |
6 |
0.92% |
Analysis:
The percentage of applicants who are successful is comparable with the population statistics for Perth & Kinross in the 2001 Census.
However, as there is a significant difference between the number and percentage of appointments when compared to the number and percentage of applications the Council will investigate and where indicated, implement positive actions.
Disciplinary procedures invoked for year ended 31/03/07
| Disciplinary procedure | Number | Percentage |
|---|
| Total number recorded |
49 |
100% |
| Number involving minority ethnic staff |
0 |
0% |
Analysis:
The Council will continue to monitor and will investigate any future incidents involving minority ethnic staff to identify whether there are any identifiable reasons or cause for concern relating to ethnicity.
Grievance procedure invoked for year ended 31/03/07
| Grievance procedure | Number | Percentage |
|---|
| Total number recorded |
20 |
100% |
| Number involving minority ethnic staff |
0 |
0% |
Analysis:
The Council will continue to monitor and will investigate any future incidents involving minority ethnic staff to identify whether there are any identifiable reasons or cause for concern relating to ethnicity.
Harassment procedure invoked for year ended 31/03/07
| Harassment procedure | Number | Percentage |
|---|
| Total number recorded |
17 |
100% |
| Number involving minority ethnic staff |
1 |
5.88% |
Analysis:
The Council will continue to monitor and will investigate and future incidents involving minority ethnic staff to identify whether there are any identifiable reasons or cause for concern relating to ethnicity.
Exits from the Council for year ended 31/03/07
| Exits | Number | Percentage |
|---|
| Total number of leavers |
1128 |
100% |
| Number of minority ethnic staff who left the Council |
4 |
0.35% |
Analysis:
The Council will continue to monitor to seek to ensure the percentage of leavers from an ethnic minority background is comparable with the Council?s annual turnover rate. If a contradictory trend emerges the Council will seek to identify positive action to rectify.
