Monitoring statistics (race, gender and disability employment) for September 2007
Last updated | 30/01/2008
Workforce Profile as at 30 September 2007
| Workforce profile |
Number |
Percentage |
Population statistics for Perth and Kinross as a % |
| Male employees |
1733 |
29.5% |
48.29% |
| Female employees |
4136 |
70.5% |
51.71% |
| All employees |
5869 |
100% |
|
| Included in the above numbers: |
|
|
|
| Minority ethnic employees |
44 |
0.7% |
0.97% |
| Disability |
38 |
0.6% |
20% (estimated) |
Analysis
The number of females employed by the Council is high when compared to the population statistics for Perth & Kinross. This is due to the large number of highly populated posts traditionally carried out by women such as the caring profession.
The Census data for 2001 indicates 0.97% of the population in Perth & Kinross are from a minority ethnic background. During 2007 the Council improved its employment monitoring procedures and this is reflected in the number of employees who have advised they are from a minority ethnic background.
The Council will continue to seek to identify positive action strategies to address the under representation of minority ethnic people employed by the Council.
During 2008 the Council intends to take further action to improve its employment monitoring procedures to ensure it can improve the quality of the baseline data about employees who have a disability.
Recruitment Applications
| Applications |
Number |
Percentage |
| Total number of applicants |
6525 |
100% |
| Male applicants |
2273 |
34.8% |
| Female applicants |
3690 |
56.6% |
| Minority ethnic applicants |
219 |
3.4% |
| Disabled applicants |
128 |
2.0% |
A small percentage of applicants chose not to disclose their gender, ethnicity or whether they have a disability.
Analysis
As the Council uses local and national media to attract applicants, data has therefore been compared with minority ethnic population figures for Perth and Kinross and nationally in Scotland in the 2001 Census.
At 3.4% the Council is attracting a proportionately high number of applicants from a minority ethnic background.
| Geographic area |
Minority ethnic population |
| Perth and Kinross |
0.97% |
| Scotland |
2.01% |
Recruitment Appointments
| Selections |
Number |
Percentage |
| Total number of appointments |
347 |
100% |
| Male appointments |
97 |
28.0% |
| Female appointments |
199 |
57.3% |
| Minority ethnic appointments |
5 |
1.4% |
| Disabled appointments |
1 |
0.3% |
Analysis
The percentage of minority ethnic applicants who are successful compares favourably with the population statistics for Perth & Kinross in the 2001 Census. However, this is not reflected in the number and percentage of minority ethnic appointments. The Council will therefore continue to monitor / review and where appropriate, implement positive actions.
The Council recognises the need to improve the number of appointments to people who have advised they have a disability. It will seek to identify positive action strategies to address the under representation of disabled people employed by the Council.
Internal Promotions
By ethnic background
| Ethnic background |
Promotion applicants |
Promotion short-listed candidates |
Promotion candidates who accepted an offer |
Success rate % |
| White |
493 (97.0%) |
257 (98.5% |
73 |
100% |
| Minority ethnic |
8 (1.6%) |
2 (0.8%) |
0 |
0% |
| Not disclosed |
7 (1.4%) |
2 (0.8%) |
0 |
0% |
| Total |
508 (100%) |
261 (100%) |
73 |
100% |
By Gender
| Gender |
Promotion applicants |
Promotion short-listed candidates |
Promotion candidates who accepted an offer |
Success rate % |
| Male |
184 (36.2%) |
86 (33.0%) |
20 |
27.4% |
| Female |
318 (62.6%) |
170 (65.1%) |
51 |
69.9% |
| Not disclosed |
6 (1.2%) |
5 (1.9%) |
2 |
2.7% |
| Total |
508 (100%) |
261 (100%) |
73 |
100% |
By disabled
| Disabled |
Promotion applicants |
Promotion short-listed candidates |
Promotion candidates who accepted an offer |
Success rate % |
| Disabled |
4 (0.8%) |
2 (0.8%) |
0 |
0% |
Analysis
The Council recently introduced data capturing procedures for internal promotions and will review when data for the 12 month period ended 31 March 2008 is available to identify whether positive action is required to address any under representation.
Procedures Invoked
Discipline
| Category |
Male |
Female |
Total |
Ethnic minority |
Disabled |
| Cases |
24 |
23 |
47 |
0 |
0 |
| % of total workforce |
0.4% |
0.4% |
0.8% |
|
|
| Category profile |
1733 |
4136 |
5869 |
|
|
| % of category profile |
1.4% |
0.6% |
0.8% |
|
|
Grievance
| Category |
Male |
Female |
Total |
Ethnic minority |
Disabled |
| Cases |
11 |
29 |
40 |
0 |
3 |
| % of total workforce |
0.2% |
0.5% |
0.7% |
|
0.1% |
| Category profile |
1733 |
4136 |
5869 |
|
38 |
| % of category profile |
0.6% |
0.7% |
0.7% |
|
7.9% |
Harassment
| Category |
Male |
Female |
Total |
Ethnic minority |
Disabled |
| Cases |
3 |
12 |
15 |
0 |
1 |
| % of total workforce |
0.1% |
0.2% |
0.3% |
|
0%* |
| Category profile |
1733 |
4136 |
5869 |
|
38 |
| % of category profile |
0.2% |
0.3% |
0.3% |
|
2.6% |
* accurate to one decimal place
Analysis
The number and percentage of male employees against whom disciplinary proceedings have been invoked is high when compared to females. However, in view of the relatively small number of employees against whom the Council has invoked disciplinary proceedings it is difficult to draw any firm conclusions.
The number and percentage of employees with a disability who have used the grievance procedures is high when compared to employees who do not have a disability. Where the Council identifies disability as a relevant factor as an employee’s grievance it makes reasonable and appropriate adjustments to the employee’s job, working pattern etc.
Monitoring will continue on an ongoing basis to identify whether there are any underlying issues which need to be addressed.
Training Requests & Participation Sessions (Monitoring from 1 May 2007)
| |
Training request (internal) |
Training request (external) |
Total training requests |
Training participation - total sessions |
Workforce profile |
| Total number of requests / sessions |
2682 (80%) |
661 (20%) |
3343 (100%) |
2203 (100%) |
|
| Males |
508 (71%) |
203 (29%) |
711 (21.3%) |
563 (25.6%) |
29.5% |
| Females |
2174 (83%) |
458 (17%) |
2632 (78.7%) |
1640 (74.4%) |
70.5% |
| Minority ethnic |
14 (67%) |
7 (33%) |
21 (0.6%) |
8 (0.4%) |
0.7% |
| Disability |
27 (90%) |
3 (10%) |
30 (0.9%) |
16 (0.7%) |
0.6% |
Requests
The number of training requests from males and minority ethnic employees is relatively low when compared to the number and percentage of male and minority ethnic employees.
A significantly higher percentage of females and employees with a disability have requested internal training when compared to male employees.
The Council will takes steps to identify the reasons for these discrepancies and consider whether any positive action is appropriate.
Participation
Training participation statistics by gender and for employees who have a disability is fairly representative of the workforce profile.
Training participation by minority ethnic employees is relatively low when compared to the percentage of minority ethnic employees.
The Council will take steps to identify the reasons for this discrepancy and consider whether any positive action is appropriate.
Exits from the Council
| Exits |
Number |
Percentage |
Workforce profile % |
| Total number of leavers |
268 |
100% |
|
| Male leavers |
83 |
31% |
29.5% |
| Female leavers |
185 |
69% |
70.5% |
| Minority ethnic leavers |
1 |
0.4% |
0.7% |
| Disability |
1 |
0.4% |
0.6% |
Analysis
Exits from the Council by gender, ethnicity and for employees who have a disability is fairly comparable with the workforce profile.
